Finding the best HCM software to scale with your workforce, maximize automation and help boost compliance is easier than you think … if you know how to compare your options. Luckily, our scoring guide offers a clear and concise breakdown of every must-have you should consider to simplify your HCM evaluation.
What are the keys to a successful HCM evaluation?
For the most effective HCM vendor evaluation, keep the following six areas of focus in mind:
- core architecture
- payroll time and accuracy
- HR operations and workflow automation
- talent and workforce management
- security, compliance and IT requirements
- employee experience and self-service capabilities
As you use our scoring guide to compare providers, the best HCM software should achieve a perfect score. Anything less could limit your operations now and in the future.
How do I build a case for a new HCM software investment?
A strong business case should align the HCM investment with strategic business goals — like those relating to growth, cost reduction and talent management — and detail the total cost of ownership versus the projected ROI over a three-to-five-year period.
What questions should I ask about HCM data security and compliance?
Ask vendors about their ISO, SOC and Tier IV certifications; data residency and storage locations; disaster recovery plan; and enhancements to help your organization comply with evolving federal and local labor laws, as well as tax regulations.
Does an HCM system need a single database?
Yes, a single database is crucial as it:
- eliminates data duplication
- ensures consistency across tools
- establishes real-time analytics from one source of truth
How can HCM systems support data-driven HR decisions?
Modern HCM software supports data-driven decisions through built-in reporting and analytics tools that provide insights into turnover rates, pay equity gaps and head count forecasting without exporting data.