HRMS- "A One Size Fits All" Solution

A business process is a combination of four productive resources, namely; land, labor, capital and enterprise required to produce or sell goods and provide services. Simultaneously, while concentrating on and achieving business tasks, due importance must also be given to the people who carry out these functional jobs, the organization's human resources (HR). Human resources are the company's people included in the hierarchy from lower management to upper management.

Activities such as recruiting the best job candidates and enhancing their skills and abilities by providing them training and support are part of Human Resource Management (HRM). The five components of a HRM system are: recruitment and selection, training and development, performance tracking and feedback, payroll and benefits, and labor relations. All five components can be found in a typical HR ERP.

According to the research carried out by Hunter Group in 2008 greater than 60% of the companies surveyed had not implemented HR applications before the year 2000. Over time the implementation of HR modules became vital to HR due to the need for the focus to move towards business operations instead of HR needs. The general practice HR module is as follows:

1. Initially, the focus was on the basic fundamentals of HR, payroll and benefits.
2. Later, the focus included training, recruiting and performance appraisal.
3. Eventually succession planning and compensation management was added to the list of HR objectives.

Today, many businesses are trying to move beyond these initial HR phases and provide the HR users with a complete Human Resource Management System.

HR executives and HR managers have many issues with existing HR systems. Here is a confession by an HR manager about the issues they faced with their HRMS. Most of these issues deal with the functionality of the application. These issues hindered the productivity and efficiency of the manager’s work.

1. There were limited modules in the HRMS. The system provided modules for recruitment and selection, training and development, performance tracking and feedback, payroll and benefits but did not include any other functionality.

2. Multiple software products were required to provide the functionality needed for the HR department. This lead to a higher cost and additional time required for training HR staff on all software products.  

3. Attendance tracking was unreliable. The payroll module could not fully track this and many employees exploited this flaw in the system.

4. Succession functionality was not included as a part of the HRMS. It is a procedure for identifying and developing internal people with the prospective to fill key business leadership positions in the organization.

5. The HR compliance module did not exist, so all compliance rules and regulations, no matter how complex, had to be tracked manually leading to a higher number of infractions and fines for non-compliance.

6. The benefits module only covered basic benefits like life insurance, dental insurance, health insurance, leaves and vacations. Additional benefits like 401K, and health saving accounts (HSA), were not included.

7. The system did not provide an efficient way to track travel. This created difficulty in managing the expenses.

8. The system did not include comprehensive report generation capabilities. Reports were run manually for recruitment, payroll, benefits, succession, attendance, travel, projects, and performance.

9. Dashboards were not available in HRMS to give a clear overview of reports and company data. Instead, manual reports had to be compared to get this information.

10. No project workforce tracking was available. Each team member had to be tracked manually leading to some confusion about where they were supposed to be and what projects they were supposed to be working on.

In order to overcome all of these issues the manager searched for one HRMS system that was customizable and had a wide range of functions. After much searching he found the HRMS (Human Resource Management System) by Business Pointers.

Business Pointer’s HRMS:
Business Pointers-Human Resources Management System takes a strategic approach to manage an organization’s most valued capital, their people.  BP-HRMS includes all needed HR modules not just the generic ones.

The objective of BP-HRMS is to provide economical and time saving HR services while minimizing monetary risk and maximizing the return on investment from the organization’s human capital. It incorporates fully integrated and flexible functionalities enabling your HR department to access, operate, and manage all aspects of the organization.


The cloud based HRMS helped the HR manager to manage his difficulties by including all the required functionality, the existing ones and the emerging ones, in a single product. The different modules in BP-HRMS have made HR manager’s life more convenient. The HR manager’s personal experience using the different modules of HRMS is given in detail below.

BP-HRMS includes all needed modules not just the generic ones: This system is not limited to just recruitment and selection, payroll and benefits, and performance and feedback. Instead, it also includes other modules like attendance, travel, HR compliance, project HRMS, and reports and dashboards. The entire system proved useful to the HR manager since provided all the modules in one place making the HR process less complex.

Business Pointers’ HRMS includes all the modules needed by the HR department. Therefore the cost to procure different software applications for different modules disappeared. Since this software is very interactive and simple to use, HR staff only required a limited amount of training in order to use the application.

Attendance: This module kept the track of the hours worked each day, including the clock in and clock out times for each employee. It also managed the cumulative attendance for the entire month. Due to this, payroll of each employee was calculated more efficiently. The HR manager now found it very easy to track the employee attendance.

Succession Planning and Competency Management: The HRMS succession planning module helped to evaluate the competency of employees, list the number of positions open, send succession alerts and more. This helped the HR manager to identify people with appropriate skill levels and assign them to new positions as suitable ones became available.

HR Compliance: BP-HRMS provides a system to help ensure HR compliance. By using this system the HR manager no longer had to manually track the compliance laws, reducing the frequency of infractions and lowering the number of fines.

Benefits: There is a list of benefits provided like life insurance, health insurance, vision and dental insurance, leave and vacation plans like any other ERP system, but the module also provided certain value added features like HSA (health savings account is a tax-advantaged medical savings account available to taxpayers in the United States) and 401K (employer-sponsored way to save and invest for retirement). This helped in building a stronger relationship between the HR manager, the employees and the organization.

Travel and Expense Management: HRMS included this missing module providing the ability to handle the creation and approval of employee travel requests. It also manages the associated expenses making it easier for the HR department to keep exact track of travel and the expenses associated with it.

Reports and Dashboards: This forms the integral part of any system. The reports provide the summary of required modules and the dashboards give a pictorial view of the reports. The HR manager could view the summarized reports and dashboards. It included reports on every module of the system making it convenient for the manager to access desired data as and when required.

Project HRMS: This module is a relatively new module. It is a solution that organizes and maintains all data related to the creation of projects, tasks related to a project, assignment of available human resources and project budgets. It provides up to the minute details allowing the project to be efficiently tracked from start to finish. This helped the HR manager by reducing the workload caused by manual processes and by allowing the manager to more efficiently assign his workforce to a project.

Some of the other features of Business Pointers HRMS include:

Simple and User-friendly Interface:
A user can access BP-HRMS online, allowing them to easily gain access to records and reports even when working remotely or traveling. The software is user friendly and the interface is simple and easy to understand.

Enhanced Interaction with all Employees:
The HR department has complete access to all employee information. Employees no longer have to request HR to make changes to their personal data or for copies of pay statements. Employees can access the employee self service module and  view and update his or her personal details, pay check history, payment and benefits, loan requests, travel requests, leave requests, bank account details, view self performance evaluation forms, and other forms and documentations.

Places Employees on Projects:
Resources are utilized in the best possible manner based on their skills and qualifications.

Maintains up‐to‐date, real-time interactive accounts.

Lower Cost of Ownership:
Since BP-HRMS is on cloud (SaaS based), the return on investment is very high because the initial cost is low and there is no IT infrastructure maintenance cost.

BP-HRMS is a highly flexible and extremely economical cloud based application that provides all HR functionality in one place.

Business Pointers, Incorporated
Address: 12020 Sunrise Valley Drive Suite 104 Reston, VA 20191, Tel: 1-(703)-723-9979