HRM Systems is a comprehensive solution to help businesses automate hr processes from records management, attendance – payroll, recruitment – integration to evaluate the performance and development of staff competence. When was the application properly, the system HRM not only helps to reduce errors, save time but also enhance the experience of employees, create data platform firmly to leadership decision accurately and timely.
Human resource management is no longer merely administrative tasks such as timekeeping, payroll or storage profile. Instead, modern businesses need a strategic approach more comprehensive in developing, retaining, and exploiting the maximum potential of the hr team. However, many businesses are still experiencing difficulties when operating the service personnel by manual methods: the data dispersion errors while typing, take time synthesis report, difficult to control employee information and special is not able to expand as your business grows fast.
This is the time system, HRM (HRM Systems or Human Resource Management Systems) become an essential tool. So, this system has what? Why businesses need to implement right? and what tools are selected most current? The same Lac Viet SureHCS learn detailed in this article.
1. HRM Systems, what is?
1.1. The concept of HRM Systems
HRM Systems (Human Resource Management Systems) is a cross-platform integrated technology to help businesses manage the entire activities related to hr in a unified system. In other words, this is a system that helps to digitize the entire hr process from the time the candidate filing, becoming the official staff development in the organization until the holiday.
Other than the hr software singly (for example, software payroll or timekeeping individual), HRM Systems is an ecosystem consists of several modules connected together. A system of HRM standards usually include:
- Records management personnel: Storage manage the entire employee information, contracts, health records, history, work,...
- Attendance management – payroll: automatic synthesis of data, work time, vacation, late back soon to wage calculation accuracy.
- Recruitment integration: From posting, resume screening, interview to onboarding automatically.
- Performance evaluation: goal setting, KPI, track progress, periodic review.
- Development training: Management training plan, track route capacity development.
Thanks to this integrated system, HRM helps to create a flow of constant information, limiting the duplication of data, increase accuracy and save time processing. More importantly, it provides a “panorama” of personnel from the it support managers take strategic decisions quickly have the facility.
1.2. System HRM activities like in business?
HRM Systems act as a central coordinating the activities of personnel in the enterprise. Each module can function separately, but are connected together to share data to ensure continuity in the operation.
For example: When a new employee is hired, the system will automatically record information from the candidate profile to employee records official. The timekeeping start tracking working time, at the same time the salary will be based on attendance data, and the contract for salary calculation. Meanwhile, the Training room can use location information work to proposed development roadmap accordingly.
A practical example: A retail company has more than 500 employees, distributed in many branches. Previously, the hr department takes an average of 5 days each month to the general public, payroll manually from the Excel file. After implementing the system, HRM, this time reduced to less than 1 day, the data is automatically updated in near real time as no longer arises errors due to input errors.
The smooth operation between the analysis not only helps HR saves time, but also help the leader to keep track of important personnel as the ratio of the holiday, labor costs, employee performance... in just a few clicks.
2. Why businesses should invest in HRM Systems?
Invest in a HRM system (human resource management system) is no longer the only choice for large corporations that have become necessities with both small and medium enterprises in the process optimization, operations management personnel. A system of HRM modern bring value not only in technical but also a positive impact on the entire organization structure from operation internal to the employee experience, hr strategies long term.
2.1. Benefits of commissioning internal
One of the values most visible when enterprise deployment HRM system is the ability to automate standardized hr processes. The manual work such as track days allowed the general public, set up payroll, record keeping, etc. that consume a lot of time to happen flaws, now codified handle correctly.
For example, with a system of HRM have the attendance – payroll is integrated, businesses can reduce 30-50% of the processing time for the monthly, at the same time avoid the confusion about the data by enter the hand. This is especially important with business scale on 100 hr or operate at multiple branches.
Besides, the system HRM help standardize workflow between departments. Instead of each department to manage employee information in its own way, all data is stored centralized on one platform, ensuring uniformity and easy to control. Hr so that you can reduce the volume of administrative work and focus more on strategic initiatives such as training, human development.
2.2. Benefits in decision-making personnel
An advantage is another highlight of human resource management systems is the ability to provide real-time data reporting, comprehensive analysis from system Human Resources Dashboard. When all the information from the profile, the process of work, remuneration to the evaluation results are updated continuously on a system, the manager can easily monitor, synthesize and make decisions based on actual data instead of feeling.
For example, if a business wants to evaluate the effectiveness of the department of business, HRM system can provide reports comparison between results KPI, salary, rate, leave of each employee to determine the point of obstruction or proposed adjustments to remuneration fit.
Support leadership in the strategic planning and staffing, long-term recruitment plan, policy adjustments, benefits to investing training, team development according to competence and practice, instead of relying on the decision reaction.
2.3. Impact on the experience employees, retain talent
A system of HRM modern serve not only Personnel, but also to create distinct difference in the experience of the staff. When the profession as leave, lookup salary, update record or feedback reviews are done quickly transparency through the system, employees feel respected trust.
In addition, the system HRM also help ensure fairness and transparency in the management – a key factor in retaining talent. For example: the assessment of performance based on KPI obviously, the results are stored and feedback two-way will help employees understand the reason for the award, route advance or proposed training personalization.
In a labor market competition, where the good always have many options in creating a work environment that is transparent, systematic, and interested in personal development is an advantage for businesses to attract retain talent sustainability.
3. The main functionality is usually available in a HRM System
A HRM System (Human Resource Management System) efficiency not only help businesses handle the task administrative faster, but also create the foundation for the construction of team engagement, capable, and sustainable development. Below is the core functionality that most systems HRM are modern integrated accompanied by the actual value that the business get when applying them the right way.
3.1. Records management staff (Employee Database)
This is basic functionality but the most important in any system, HRM, how. Instead of storing employee records on Excel or text papers discrete HRM System helps to focus the entire hr data into a database in electronic institutions.
Information such as personal resume, contract labor, history, work, training certificates, performance reviews,... are stored, structured, easy lookup updates. When the need to revise the working process of an employee, or export the report serves labor inspectors, businesses only need a few simple operations which do not have to record back hundreds of paper records.
Values bring: Reduce errors due to duplicate information, saving search time, especially increase legal compliance in the storage of personnel records.
3.2. Management, timekeeping, and payroll
In the work environment there are many shifts, branches, or wage policies, complex synthetic payroll craft easily lead to deviations and complaints. A system of HRM modern will connect data from a timekeeper or mobile app, automated synthesis, the number of hours worked, vacation, overtime, allowances, respectively.
From this data, the system will calculate the salary according to the policy of the business, support your paycheck, transfer of mass, creating expense reports quick pay.
Values bring: shorten the time, payroll processing, ensures high accuracy, transparency in salary from that increase the trust of employees with the business.
3.3. Recruitment and integration of new employees
The employer usually comes with ATS system (Applicant Tracking System) – where employers can post information, reception, record, filter applicants, tracking each stage interview. When successful candidates, the information will automatically switch to staff profiles, no need to re-enter.
In addition, many systems HRM also assist in the process of onboarding automatically as sending welcome email providing company documents, create checklist work for new personnel.
Help shorten the time of recruitment, the rate increase candidate quality, create, experience, integration, professional words that help new employees quickly adapt, reduce the rate of quitting soon.
3.4. Management reviews the performance (Performance Management)
System HRM allow to set work objectives (KPI, OKR), periodic reviews, feedback, two-way between employees and management. Some systems support 360 degree assessment i.e. employees are evaluated not only by superiors but also from colleagues, subordinates or themselves.
The entire evaluation process is recorded on the system, associated with salaries and bonuses, rewards or adjust the job position.
Values bring: Increase transparency fairness in personnel evaluation, motivational, work clean, and provide data to detect, develop internal talent.
3.5. Training and capacity development
System HRM is the usually integrated functions of management training: from planning, recording of results, to build a roadmap of personal development. Employees can register for courses, track progress, get reviews after training right on the system.
Some software is also integrated library materials, or affiliated with e-learning platform to create learning environment flexible.
Values bring: empowerment, team-oriented, long-term, increase the autonomy of employees in learning and professional development, from which, long-term connection with the organization.
When designed properly implemented, the system HRM not only help hr department to work more efficiently but also create the foundation strong data to business sustainable development. The choice of human resource management system suitable needs based on the actual needs, scale and orientation long-term strategy of the organization.
4. Selection criteria system HRM suitable for business
Choose the right one-HRM system (human resource management system) is decided to have a lasting impact to operations management personnel as well as operational efficiency overall of the business. A system of HRM well not necessarily, there are many features that need to be aligned with the fact the organization. Here are the important criteria that businesses should consider when choosing:
4.1. Meet the current needs and the direction of extension
Business should not choose the system according to the criteria “as many features as possible,” which should start by identifying clear: at Present we are experiencing problems in personnel management? For example:
- There is need to reduce the time processing payroll each month?
- There are difficulties in storing, lookup records personnel?
- There is need to manage performance reviews to improve work productivity?
A system of HRM good is the system solve the actual problem before but have the ability to expand in the future. Such businesses now have 100 employees, but if the orientation of development up to 300 employees in the next 2 years, the system should be sufficiently flexible to expand without replacement of the entire platform. To help businesses avoid wasting initial investment, while ensuring the system can companion in the process of long-term development.
4.2. Friendly interface, easy to use for both HR and employees
A human resource management system, although there are many functions where to go, but if too complex, difficult to use, it will also reduce the effective deployment. Friendly interface, easy to understand optimized for both user expertise (hr) and secondary users (employees) is criterion can not be ignored.
For example, An employee on leave, if have to write a paper, email, pending browse through many steps will be very time consuming. Conversely, if the system allows, please leave with just few taps on your phone, automatically sent to the manager for approval, then the experience will be significantly improved.
4.3. Flexible integration with accounting software, ERP, CRM
System HRM should not be a platform independent activity that needs to be connected to other systems in business to ensure the seamless in operation, decision support fast more accurate. For example:
- Connect with accounting software to automate pen payment of tax.
- Connect with ERP system to sync data personnel costs.
- Connect with the CRM system to track the performance of sales staff.
The integration eliminates the status input manually several times, reduce errors and help managers be more holistic view of the effectiveness of personnel associated with the business results.
4.4. Confidentiality and the ability to store big data
Hr data is the type of information is particularly sensitive, including personal information, contracts, payroll, performance reviews. Therefore, security must be top priority when selecting systems HRM to protect internal information from leaks, meet the test requirements from authorities, ensure continuous operation, safety
Please give priority to the system are decentralized mechanism clear, hosted stain access, data encryption, and compliance with security standards such as ISO 27001. At the same time, also need to check scalable data storage, especially with businesses that have multiple employees or operations in the field requires one record long as finance, production, logistics.
4.5. Policy, after sales support, upgrades, user training
A factor that is often underestimated but very important is service after deployment. Businesses should learn about:
- Time, method and technical support when there is a problem.
- Policies, software updates periodically.
- The ability to customize according to specific industry.
- Training new users or when there are changes in personnel policy.
Reputable supplier not only sells software but also with the business throughout the entire lifecycle using the system. Considering this factor will help the system stay updated, operate efficiently without interruption when there is a change in personnel, both internal and legal regulations.
5. 3 System of HRM (human resource management system)
5.1. LV SureHCS (Vietnam)
LV SureHCS is a system of HRM of The company shares Information included with the application, designed specifically for the business in Vietnam. Other than the software packages fixed, LV SureHCS implemented according to the method of “tailor-made” according to the peculiarities each organization, often in the form on-premise (installed in the infrastructure of the business). Here is the solution to be many large enterprises and organizations in the field of manufacturing, finance, logistics trusted.
Feature highlights
- Manage the entire life cycle of employees from recruitment, integration, timekeeping, payroll, performance reviews, to the holiday.
- The ability to re-design the process flow according to the actual operation of each business.
- Management support characteristics such as attendance diversity (machine fingerprint, magnetic card, mobile, GPS), paid by the more complex formula (shift, the productivity level KPI).
- Integrated modules related as management training, route profession, 360 degree assessment.
Has integrated AI doesn't? Yes. The new upgraded version of SureHCS integrated analysis tools smart help:
- Detect trends, the holiday (based on historical data)
- Policy implications retain talent
- Automation feedback candidate profile (chatbot AI recruitment)
CONVERT THE NUMBER OF PERSONNEL WITH COMPREHENSIVE LAC VIET SUREHCS
LV SureHCS is the solution in hrm comprehensive (HRM) is developed by Lac Viet from 1998, now serves more than 1,000 businesses in Vietnam with international standards such as CMMI Level 3, ISO 9001:2015 and ISO 27001:2013. Platform help of optimized every aspect from recruitment to employment, improve the experience of staff and effective management of resources.
Feature highlights:
- Candidate Pool AI + AI Resume: automatic dissection CV any format, search for suitable candidates instant, a 70% increase quality, reduce recruitment time significantly
- Timekeeping software – payroll – C&B auto: integrated benefits, overtime, insurance, export report, payslip correct for business scale up to 10,000 employees
- Experience hr – wallet reward – ranking behavior – survey periodically: internal management, honor, mounted staff in real time.
- Assessment and capacity development: KPI/OKR flexibility, feedback 360°, the proposed route train personalization according to the evaluation results
- Internal training & LMS integrated AI: learning anytime, anywhere, content management, multi-modal with personalization from AI
- Dashboard BI + AI Advisor: real-time reports, suggestions leadership decisions based on data resources.
INTEGRATED AI ACCELERATION CONVERTER OF PERSONNEL
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: analysis of CV auto, construction, candidate profile, find people with the right criteria by prompt intelligent data mining candidate pool efficiency
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
TYPICAL CUSTOMERS ARE DEPLOYING LV SUREHCS
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
SIGN UP TO RECEIVE DEMO NOW
BUSINESS IS WHAT WHEN DEPLOYING SOFTWARE LAC VIET SUREHCS?
- Comprehensive solutions from A‑Z cover the entire process of HR from recruitment, profile, attendance, payroll, benefits, training, reviews, experience staff
- Highly customizable & flexible connection to suit any scale, industry, easy to connect with ERP, finance, office of chemical
- Save cost & performance enhancement help to lose 40-60% of the cost of operating personnel, retain talent, improve the work efficiency
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
Score limit
- Request the business be IT team or internal coordinate development closely due to form on-premise.
- Deployment time longer than the software form of SaaS (cloud).
- 't suit small business needs to use now.
The package prices: LV SureHCS does not apply package fixed price. The cost is under construction:
- Scale hr
- Scope of the classification system used
- The level of customization and support. Businesses can sign up a free consultation to get a quote tailored specifically to the needs.
5.2. Zoho People (India)
Zoho People is a human resource management system based on cloud platform (cloud), under the ministry office solutions Zoho. Design optimization for small and medium businesses, Zoho People focus on the user experience simple, quick deployment, particularly suited to those organizations that need to digitize hr manager with limited budget.
Feature highlights
- Records management staff to focus, track work time, vacation, approval from online.
- Attendance through mobile app, support GPS location.
- Subsystem performance assessment according to the cycle, mounted target KPI, continuous feedback.
- Integrated with email, calendar, CRM and other software in the ecosystem Zoho.
Has integrated AI doesn't? Yes, but at the basic level. Zoho People app AI in:
- Automatic data analysis performance evaluation
- Task reminders, hints next action for users
- Schedule management interview smart
Score limit
- Custom low if the business can process complex or particular industry.
- Interface is not localized and completely necessary basic training for users.
- Function payroll longer simply does not fit with the business can shift complex.
The package price (refer to website Zoho, are subject to change)
- Free: fewer than 5 users
- Essential HR: from $1.25/user/month
- Professional: from $2/user/month
- Premium: from $3/user/month
- Enterprise: from $4.5/user/month
Businesses can use the 30-day free trial before committing.
5.3. BambooHR (United States)
BambooHR is the system of HRM is appreciated globally, particularly in the enterprise group from 50 – 500 employees in the Us market and Europe. The strong point of BambooHR's interface user friendly reports, intuitive administration, management, hr strategy.
Feature highlights
- Manage employee information, track the life cycle recruiting – onboarding – the holiday.
- Timekeeping, payroll, time tracking, work integrated with the payroll system side Tuesday.
- Performance evaluation, survey satisfaction employee benefits manager hr.
- Dashboard reports birth chart that helps managers make decisions based on data.
Has integrated AI doesn't? In the limit. BambooHR has not developed AI as comprehensive as the platform HR other modern, but have used:
- Hint interview schedule
- Data analysis survey staff
- Identify behavior the holiday based on trend data
Score limit
- Price higher than the general population, mainly in accordance with the business have good budget.
- Some features need to pay extra charge or through integrated side Tuesday.
- Does not support English, should users have knowledge of English is to exploit the results.
The package price: BambooHR non-public price details on the website. Business registration to be quote according to:
- Scale hr
- The selection module (payroll, ATS, training, performance...)
- According to the survey, the cost usually ranges from $6–$12/user/month depending on the system configuration and service comes.
6. Frequently asked questions about HRM Systems
6.1. HRM Systems are suitable for businesses under 50 personnel not?
The answer is yes, but need to choose the right type of system HRM in accordance with the scale and the actual demand.
With small business under 50 personnel, the deployment of a system of HRM can bring a lot of obvious benefits: standardized hr processes, to reduce dependence on Excel or managing paperwork, save time in the task administration as track day license, payroll, filing, or approval from.
However, businesses should note should not invest in the system, complex or exceed your needs. The solution is cloud-based (deployed through the web platform) as Zoho People, GroveHR or the limited version of the software is more suitable option, because:
- Simple interface, easy to use for both employees and managers.
- No need to invest in IT infrastructure to private.
- Flexible expenses, paid according to the number of users monthly.
6.2. How long are deployed done a system of HRM?
Duration implement a human resource management system depends on two main factors:
(1) The degree of complexity of the system, and
(2) The available data and the internal of the business.
- With systems HRM packaged form, run on the cloud platform deployment time can pass from 1 to 3 weeks, if the input data (such as personnel records, work shifts, payroll template) ready.
- With the system on demand, on-premise deployment, the duration can last from 2 to 6 months due to requirement analysis, detailed, customizable programming, test run, training staff.
Businesses should note: the success of the development lies not only in software but also depends on the commitment, cooperation from the internal parts, the ability to offer accurate data, the willing spirit to change the way work gets old.
When deployed on schedule, business will quickly freeing up HR departments of the industry, increase management efficiency only after 1-2 months of operation.
6.3. Business should choose systems HRM packing or according to request?
The choice between packing system (standard, use right) or system on request (customized individually for each business) depends on 3 factors: scale, peculiarity in business and budget.
| Criteria | Packing (Cloud-based) | Request (On-premise/Customizable) |
| Right scale | Small and medium business (under 300 hr) | Big business, many branches, complex process |
| On-premise | Quickly, does not need infrastructure private | Need time analysis, deployment, thorough training |
| Customization process | Limit at a certain level | Custom flexible according to the peculiarities each of the departments |
| The cost of the initial investment | Low pay by the month | Higher pay once or phased deployment |
| Security control data | Data stored on the server supplier, dependent external security | Data saved on the internal system, self-control |
Tips: If your business is at the stage of starting or growing fast, but not too complicated should choose systems HRM packed for optimum cost and time. Conversely, if you are a large organization, there are many internal policies peculiarities, so investing in custom system to ensure flexibility long-term.
In the context of business is increasingly under pressure on growth, competitiveness, and experience of personnel, the app selection a HRM System suitable no longer is the trend that has become indispensable requirement. A system of HRM not only help reduce the work load, administrative repeated but also play a background role in making hr decisions are base, transparent consistency.
