The HR Department takes judging very seriously. Be it people or software. This time, the latter was on trial. A new software, proclaimed to work as a human capital management service was tested. The software boasts of an applicant tracking system (that enables the electronic handling of recruitment needs), some employee benefits and a performance review feature.
The software was subjected to three tests- a Need analysis, a SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis, and a test to gauge the “Efficient” Vs. “Effective” features. The software was tried out by three different HR managers. These were the results:
Strengths:
- On-boarding Reference Checks
- Policy Introduction
- Calendar Reminder
- Announcements
Weaknesses:
- Reference Checks
- Full and Final Settlements
- PF and ESIC
- OT Calculations
- Employee Confirmations
- Attendance
Opportunities:
- Leave Tracking
- Increment and Bonuses
- Recruitment
- Asset Allocation
- Training
- Induction
- Goal Settings
- Performance Management
- Documentation
- Disciplinary Concerns
- NPS
Threats
- Roll Out of New Processes
They reached the collective decision that it was not in the department’s best interest to get this particular software on board.