Human Capital Management System DevelopmentBased on recent HR software market analysis, the global HR segment is projected to reach a $38.17 billion industry by 2027.
Moreover, by 2024 the global ERP market is expected to cost $49,5 billion.
Design custom Human Capital Management Software and enhance your employees' efficiency.
What is human capital management (HCM) software?Apiko helps enterprises achieve Operational Excellence through customized software solutions that drive value at different levels of Facility Management. Our team of experts will work closely with you through the entire software creation lifecycle to streamline your business processes by:
The must-have features of human capital management softwareAs for the HR department, there's a lot of paperwork, so managers have to bear in mind myriads of different tasks that cannot be stored and processed by a human's memory span. Here's the reason the HR team needs a HCM system to improve their working process substantially. Human capital management technology handles a wide range of administrative and strategic practices and processes, which include:
Stages of a custom HRMS development
These steps listed below will help you arrange the development processes of the HRM software and align them with your requirements:
Negotiation: determine the gaps you can fill in with the HRMS to improve current workflows
Scoping and planning: think out your goals and objectives
Leveraging a software development partner: hire the right dedicated team
Conceiving the end-goal: develop a vision of your final solution
Mapping the scope: draft working process working closely with your software development vendor
Technical development itself: deliver in small working parts
Human resource management software modules
Managing the payment, attendance, accounting of a workforce are the most integral duties of a human resource department. By means of an HR software, your company can streamline this essential HR functionality and make sure all employees are properly compensated. Numerous business areas, including salary administration, bonus programs, commissions, and stock and long-term incentive management can be easily managed and digitalized by various modules.
HCM solutions should involve an internal database of employee profiles with personal information, job and salary history, banking and tax details, insurance plans, time off requests, disciplinary history, performance feedback or any other custom fields important and helpful for the company.
In their turn, HRIS systems offer a built-in employee self-service portal, letting staff to log in and view requested information as well as a knowledge base of informative documents
If companies schedule shift workers manually, juggling dozens or even hundreds of different employees can be overwhelming. The time and attendance module of workforce management software allows hourly employees to clock in and clock out, tracking their working hours with different methods. The system collects time reports for billing purposes as well to ensure compliance with staffing needs.
To make the process of time off management hassle-free, this feature tracks each employee’s sick or paid time off accruals and use. Furthermore, managers can receive notifications for missed or accomplished work goals, alongside with the PTO.
Payroll management features in an HRM software helps to handle financial planning, invoice management, employee salaries, tax payments, and healthcare deductions. The system can also manage employee benefits, life insurance policies, healthcare programs and contributions.
With its comprehensive architecture, HCM software can be pretty useful for managing all human resource responsibilities throughout the employee lifecycle, beginning, of course, with recruitment and hiring. Human capital management software can completely facilitate and simplify the hiring process and minimize the part of manual work for HR departments with automated HR system features, from posting a vacancy to multiple websites and social media channels to generating a job description.
Going beyond the interview and onboarding phases, there’s a need to evaluate employees. With the robust talent management HR functionality, HRMS accomplishes this process on its behalf, based on the provided algorithm. Just for example, once hired, an employee will be added into the database and all his/her achievements will be tracked, collected and stored.
Therefore, HRMS can generate automated feedback, or HR departments can base their own reviews on the analysis provided by the software. Depending on the system, employee performance feedback may be visible to the other colleagues via a dashboard or some other kind of interface. This digitalized approach eliminates the need to notify employees of any evaluations via email or engage in time-consuming performance review meetings.
Training, professional development and learning courses are vital for keeping your workforce up-to-date and extending their expertise. A learning management module can significantly buff up your HRM platform, possessing integrations with educational resources or specialized options for uploading customized educational materials to the software. Keeping track of what certifications your employees hold makes you aware of what new areas of expertise and niches are available to your staff.
Besides comprehensive functionality, there’s always a technical side of HCMS, that stands behind the smooth performance and is equally important. In most cases it includes standard technology-related aspects like deployment options and mobile functionality, or continued management options such as security, governance and user support. This vital part that goes beyond functional requirements is essential to consider when evaluating technical of features.
Questions you may have
Learn more about our flow
HRM stands for human resource management system that is widely used for covering the needs of HRM, HCM, HTM and turning their tasks into digital.
Indeed, most of these tasks overlap, such as recruiting, learning and development, workforce planning and so on. Bearing in mind this statement, we have to conclude the solutions for each approach have no hard distinction in provided functionality. It is often more about focus areas and goals customers want to meet before custom software development.
Taking into account global trends of telecommuting, gig economy, employee experience, real-time learning, entrepreneurs face the challenge of rethinking their operational processes, redefining the workplace and the way companies seek and secure talent.
HRMS expand your horizons with faster, more comprehensive reachout, better sourcing and candidate vetting tools, more attractive career pages and adverts, more engaging and efficient hiring and onboarding funnel, a digital roadmap for recruiters, collaborative tools for all decision-makers to redesign the HR department according to the leading, game-changing trends and technologies.
Large-scale projects are usually charged on the T&M basis. That means we estimate projected time required for technical development and provide you with the cost. The average price for one functional module ranges from $25,000 - $50,000, however the final bill will depend on the feature-set you need. The cost and duration of custom software development varies greatly from project to project, and depends on many factors, but approximately 600-1200 hours are needed to build each module.
Time & attendance tracking and scheduling
Applicant tracking system
Learning management system
There is a wide range of human resource management solutions and products that cover the needs of HRM, HCM and HTM approaches, combining or excluding some features. All HR software can be covered by the derivative terms – human resources information systems (HRIS) or human resource management systems (HRMS).
HCMS=HRIS stands for Human Capital Management or Human Resource Information System, a most common type of enterprise software that helps companies manage their workforce through recruitment, data entry, data tracking, onboarding, training, and performance management. HCM systems possess extended functionality that is very useful for the HR department, since they need to know whether the staff feels comfortable, how they are efficient in doing their job and so on.
By means of this system the company’s staff manages payroll, tracks employee time worked, manages benefits administration, measures the effectiveness of employees, finds and hires new staff, and much more.
HRMS (Human Resource Management System) can also be referred to as HRIS, since both types of options operate core HR functionalities, including management, payroll, accounting functions, attendance, benefits and reporting. Besides, HRMS boasts more advanced functionality, such as capital management capabilities, onboarding and succession planning.