How to build the perfect HR software stack – in 5 easy steps

12 Jan 21 by Peter Byrne
HR software stack

As tech advances at pace, businesses are presented with a mounting wealth of possibilities across virtually every department – and the world of human resources is no exception. So, what does the perfect HR software stack look like? Our CEO and founder, Pete Byrne, explores further…

1. It’s impossible to provide a single answer that will suit all businesses

But this is actually the first key point to make. Gone are the days when bespoke technology is required to satisfy an organisation’s requirements. Intuitive, modern HR software should be highly configurable, and ‘mouldable’ to the HR department’s needs. It should flex to suit the company – not the other way around. And it shouldn’t cost the earth in the process. In fact, it should reduce costs.

2. HR software should make life simpler

Invariably, technology exists to streamline our lives, rid us of admin or time intensive processes, and free up capacity to undertake the more value-adding elements of our roles – the bits that tech can’t do.

In employee relations (ER), tech can house and report on data, enable process transformation and help to identify trends and connect people – line managers to HR to ER professionals and their legal advisors… and back again – for example, so that they’re supercharged to do their jobs better, particularly when it comes to case management. A software demo that doesn’t instantly demonstrate this simplicity, confirms you have not found the right product for you.

3. Understand that tech can’t do everything

That means the HR software stack will always be reliant on the input of skilled, knowledgeable individuals. To continue the ER example above, the tech can proactively present data for interrogation, but a commercially astute and forward-thinking senior leadership team will be the ones driving change. Clear expectations therefore need to be laid out for the technology, and the people who are going to be reliant upon it, if ROI is to be achieved.

4. However, tech should help drive best practice

For HR software products to simply operate as glorified databases, when technology exists to create fine-tuned workflows rich with proactive alerts and strategic potential, is ludicrous. So, if it seems as though your software stack does little more than house employee records and their absence data, demand more.

Workflows should notify the right people to undertake the right tasks at the right time, so that your team never misses a beat. In the case of the ER scenario, case workflows can even be re-engineered to integrate line managers and legal advisors into a streamlined and automated end-to-end process, to improve case load visibility, drive efficiencies and create the bandwidth to do more – before matters escalate to a tribunal.

5. Finally, the perfect HR software stack should be slick

There is beauty in simplicity, and some of the most sophisticated technologies out there are those with easy-to-use and engaging interfaces and powerful at-a-glance dashboards. Duplicating data is crazy, imposing clunky solutions on colleagues is crazier still, and overcomplicating people’s roles because a tech stack is too cumbersome or disparate, is inexcusable.

The mature HR software administration marketplace has very little strategic provision for ER activity – a topic commonly dismissed as merely a tactical issue. We’ve changed that. And knowing that so many products in the evolving HR software stack aren’t fit for purpose – for all of the reasons outlined above – we’ve devised wholly user-centred technologies which do tick all the right boxes.

Welcome to MyHRCases – our market-leading ER case management solution. To find out more, watch a short explainer video or request a 1-2-1 demo. Alternatively, to set up a call or virtual meeting, let’s talk!

Post by Peter Byrne

Founder, esphr

Pete set up esphr in March 2003, after running an HR resource management business for three years.