For small enterprise comprising of 1-10 employees only, is it recommended to implement HRMS? If yes, please state at least 5 suitable HRMS.

Yes

Maintaining personnel records: staff basic and main function logs are so system Soft manages all information personnel very well in terms of information on countries, cities, section, skills, qualifications, office, personal contact details and family data and information etc. details

Calculating salaries: Through Soft automatically calculate payroll system based on time and attend the departure of employees, taxes and other deductions. It can also through Alrotb issuing periodic checks through which the payment of salaries to staff the program in addition to the ease of reporting, such as the periodic report to tax.

Attendance System & Attendance: with the Human Resources Management System from Soft administration will be Elhoudoro dismissal of the staff very well and that will help facilities management to track time and attendance and departure of employees to work and who is considered precious time and very important

Evaluation of staff performance

: Through the unity of the staff assessment Soft system is verified and evaluated the employee, such as a good or excellent or poor performance according to the performance of the employee's performance. Since the performance assessment of staff working to motivate staff and issuing bonuses on the basis of the employee's performance.

Training: Provides training program in Soft training of human resources management in enterprises including the identification of the list of trainees and the training period, the services of the training system, in addition to evaluating feedback and evaluation of training courses.

The implementation of an HRMS could be saving your company a significant amount of time and money by getting rid of calculation errors, making payroll data entry automatic, and enforcing fair pay rules to all employees. Human Resource Management System ,provides companies with a high-tech online service center to manage many of their human resource tasks. HRMS is a significant aspect of how HR outsourcing to a PEO will benefit your business,the 5 suitable HRMS Moduales is :

Should handle all your internal form-filling and authorization processes; allow managers +/or HR to post advertisements and supporting documentation online, offer applicant tracking and even initial sifting. There may also be functionality to build talent pools which can then be ‘trawled’ for suitable candidates when a vacancy becomes available. Emerging capabilities are beginning to embrace social media.

Managers and HR staff are guided through your organization’s onboarding and induction procedures; new recruits are ‘introduced’ to the necessary people and to the organization itself; there may be automatic notifications to relevant departments for issues such as building access, user accounts, security passes, etc. Some onboarding modules connect to performance and talent management.

Automating the appraisal process, recording and tracking objectives and targets, this module should incorporate your competence framework, job standards and/or other relevant systems.

This module should manage and monitor employee benefits, healthcare and pension/welfare packages, tracking enrolment options and any financial implications.

Primarily a scheduling function, this module should link closely to (and is often combined with) time and attendance and leave management. Similarly, real-time functionality may involve linkages to other business intelligence systems such as ERP and CRM to match workforce deployment to shifting needs. 

Most small business solutions are cloud-based, which saves upfront cost and eliminates the need for IT infrastructure, but there are also on-premise options for the cloud-wary.

Beyond deployment models, there are three primary classes of HR system structured around use intent:

Core HR: Core HR solutions help businesses perform the administrative functions of managing a workforce—payroll, benefits administration, time and attendance tracking, workforce planning, and regulatory compliance. The self-service portal—which lets employees access their work-related data and enter updates and requests—is also an integral feature for most core systems.

Strategic HR: The primary focus of strategic HR solutions is to hire, retain, and develop the best employees, for which reason it’s often referred to as “talent management.” These solutions mostly address recruitment, performance management, training and development, and succession planning. Some may even be best-of-breed applications designed to address a specific aspect of talent management, such as the hiring process.

Integrated HR suites: These solutions provide end-to-end functionality across most or all areas of HR management including administrative aspects as well as recruitment, talent management, and e-learning (or learning management systems). Some product suites are sold in modules, which can be purchased discretely, according to need.

The best HRMS System needs to meet your company’s specific needs. The most affordable will likely depend on the deployment method you are interested in. The more user accounts you need to register, often it becomes expensive. Cloud HRMS Systems are inexpensive whereas on-premises are costly.

Take A Call, and Find Best And Affordable HRMS Systems For Your Small Businesses

Opportune Technologies, can help you get to the next level in Human Capital Management. It offers cloud based enterprise HRMS System on SaaS model. Their web based HRMS solution can be used as a platform for HR workflows, HR outsourcing, Employee self services & payroll processing. Recruitment to payroll, employee life cycle to advanced MIS and Employees behavioral pattern to Analytics it covers it all.

Their esteemed client list include names like: Andromeda BPO, Almats Branding Solutions, NISM, JMDR (India and Australia),  HCL Comnet, Capgemini, HCL Technologies, 3I Infotech etc.

What Opportune’s clients have to say on this…..

“For a dynamic multi location multi user interface requirement of Secure Parking Solutions, “HRMS Systems we took from Opportune fits just right for requirement we were looking for at Secure Parking Solutions. Opportune HRMS System has helped us bring critical HR functions like Payroll and statutory challans generation as well as HR MIS reco under one roof and helped eased the pressure of timely payroll generation to a great extend”- Vaibhava Mahamunkar, Human Resource. 

Flexible, Fast and Friendly folks to be associated with !! “connecting Mr. Dhwani Mehta and Opportune team when we were in the process of renewing our Payroll Management Systems. We had many inconsistencies in Payroll Processing which have been creatively eclipsed and ironed out by offered by “Opportune”. It has been a pleasure engaging with Opportune team in the course of making our Payroll Systems robust and immaculate.- Raman Gopal, VP- Operations , Andromeda BPO.

RH Factor, it is  known as a partner company, contributing in the success and growth of business and sustainability of all companies associated with them. To provide best HRMS Systems business solutions, in a timely manner with complete ownership for wholesome customer satisfaction is what the company aims for.

RH Factor, is committed and dedicated to earning the trust and loyalty of our partner companies by performing their work in accordance with their core values of Honesty, with strong Ethics, earning Respect for ourselves and our partners with complete ownership of our actions leading to mutual growth and success.

Grey Tip is a specialist HR Software offering company with more than 20 years of domain experience. The difference is that they are purely focusing on HRMS systems which are rare blend of technical competence, service, quality and design. If you are looking for best and affordable HRMS software solutions, go nowehere than Grey Tip.

To read Grey Tip’s case studies, click here….

The clientele list that Grey Tip’s is overwhelming includes names like CET Power Solutions, Berger Paints, BMM Ispat,  Primus Global,  Green Peace India Society,  Printo, AINO Management Consultancy, OrangeScape Technologies,  Creative Polymers etc.

Seed Management Services provides you with the cost effective HRMS System solutions – a cloud based HRMS that enables you to remotely manage servers efficiently. There is no need for the capital investment or build your own Network Operation Center or hunt server experts, instead of you can now focus on your client relationships and at the same time remain competitive and offer services to the clients under stringent service levels.

To know in detailed about Seed Management Services, click here….

What their client says, let’s have a look….

“I must say that you have made an excellent product. Greytip is helping us to be more organized, eliminate errors and reduce man power. We are currently using Payroll since January and look forward to use other products as well” -Jayagopal T, Global Systems Pvt. Ltd.

“At the outset, I would like to thank you and your team for delivering and supporting a product that suits our business needs. Your team has been extremely cordial whenever we have interacted with them. We are highly satisfied with your product and the information that we can generate out of the product. This appreciation is not only from the HR Team but also from our Senior Leadership Team”- Satish Kumar M.N, Cellstream Technologies Pvt. Ltd.

Intero Solutions is a Delhi based company and one of the  leading business process outsourcing services provider in the country. The company operating with over 200 professionals across the India has presence in more than 15 cities with regional offices in Delhi, Mumbai, Bangalore and Hyderabad. In 2013, Intero has extended its reach in many countries with channel of cohesive partner networks in other countries of Asian and African continents.

The company is known for offering affordable HRMS System solutions to the small businesses of India with improved efficiency and productivity.

Thanks for invitation, agree with answer given by Mr. Abdulbaset Anam 

yes you can , but i think for cost wise you have to think for alternative or excel sheets can handle

It is not suitable for 10 employees for less, it is more suitable for big organizations. Check with any IT company nearby you they can provide toiler made software for low price. There are several HRMS software from various companies.  

For any business, large or small, there's no shortage of employment/labor law and regulations (and just plain good practice) that must be complied with. Being an employer can be a complicated headache. Which is why the right software can be like an aspirin, automating the whole issue and vastly reducing the risk of non-compliance.

This is one of a series of overview articles, looking at the available features in different HR-related software apps. When it comes to HR compliance, the necessary functionality will change from country to country, according to the legislation. For the sake of example, what follows is a focus on US federal law but wherever you carry on your business, there will be similar requirements… and similar software to take care of them for you.

The main consideration during the hiring process is avoiding discriminatory practices that might leave the business open to a claim. Job advertisements, interviewer questions, reference checks, and so on are all open to risk of prejudice on grounds of race, ethnicity, religion, marital or family status, physical or mental disability, gender, age and possibly sexual orientation. HR compliance features built into the software can at least ensure that all communications (invitations to interview, offer letters, etc.) are solid.

The US’s Equal Employment Opportunity Commission is charged with guarding against the abovementioned discriminatory practices. Common recruitment practice is to ask successful job candidates to fill out an EEO self-identification questionnaire. Again, the right software will come with fully compliant questionnaires and also ensure that the resulting information is used in the appropriate manner, including reporting on the diversity of the workforce.

Recommended Reading: HRMS Vendor Directory - Find an HRMS vendor offering support with HR compliance

Software-driven onboarding of new hires leaves an electronic trail, showing exactly what has been sent and received (and signed and returned) and when. This makes it a simple matter to prove HR compliance for documents such as I-9, W-4, and state withholding forms, OSHA rights & safety training, any confidentiality agreements, key staff policies and the employee handbook.

Healthcare-related compliance in the US takes in a number of pieces of federal legislation. In particular the Affordable Care Act (ACA) and Health Insurance Portability and Accountability Act (HIPAA), but also potentially the Genetic Information Nondiscrimination Act, the Mental Health Parity Provisions, the Newborns' and Mothers' Health Protection Act, and the Women's Health and Cancer Rights Act. Put simply, the simplest solution is to have HR software that takes care of the data collection and IRS reporting automatically, and is kept up to date with any changes to the law.

The Family and Medical Leave Act “…entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.” [Taken from the Department of Labor website.]

If that sounds complicated, factor in that any unused paid time off can be used concurrently with the FMLA leave and there’s a certain comfort to leaving the recordkeeping in the cyber-hands of some trusted software that keeps count of the days and prompts managers to ask or answer the right questions at the right time.

With all of the above various types of HR compliance, the key benefits of an HRMSs ability to automate are twofold. First, you meet the various HR compliance demands and deadlines. And second, possibly even more important, you can prove you’ve done so – thus negating the risk of non-compliance and potential sanctions and penalties.

Thanks for invitation

I am apologies to answer this question because it's not my specialist field 

Fully agree with Mr. Abubaset Anam and Mr, Saifeldin Osman Ali