How Can HR Software Online with Built-In KPIs Help Organizations?
HR Software Online with built-in KPIs enables organizations to define performance indicators, targets, weightings, scores, and evaluation criteria within the same system.
Table of Contents:
- How Can HR Software Online with Built-In KPIs Help Organizations?
- Why Should Organizations Choose HR Software Online with Built-In KPIs?
- What Features Should HR Software Online with KPIs Include?
- How to Choose HR Software with KPIs for Your Organization
- What Are Some Examples of KPIs in HR Software?
- Traditional HR Software vs. HR Software Online with Built-In KPIs
- HumanSoft HR Software Online Connects HR Data and KPIs in One System
- Summary: How Can HR Software Online with Built-In KPIs Help Organizations?
- FAQ: Frequently Asked Questions About HR Software Online
Why Should Organizations Choose HR Software Online with Built-In KPIs?
Many organizations still manage KPIs in separate Excel files for each department. HR teams must manually collect performance results and calculate scores, which can lead to scattered data, difficulty verifying information, and limited visibility for management until the formal evaluation period.
Using HR Software Online with built-in KPIs can make performance management more systematic by helping organizations
- Assign KPIs according to job positions, departments, or individual employees
- Continuously monitor performance results and scores
- Reduce duplicate data entry and manual score calculations
- Support performance evaluations with clearer data and evaluation criteria
Learn more >>> วิธีกำหนด KPI ให้มีประสิทธิภาพ พร้อมตัวอย่าง KPI ของบริษัท
What Features Should HR Software Online with KPIs Include?
KPI Profile Creation and Performance Indicator Setup
The system should allow organizations to define KPI names, measurement units, responsible employees, and measurement periods.
Scoring Criteria Configuration
Organizations should be able to configure calculation conditions, scoring levels, or passing criteria for each KPI according to different job positions and responsibilities.
Internal and External Performance Indicators
The system should support data generated within the HR system, such as:
- Clock-in and clock-out data
- Late attendance statistics
- Compensation-related information
It should also support external information where available, such as sales figures or productivity data imported from Excel, depending on the capabilities of each system.
Automatic Score Calculation and Performance Tracking
The system should be able to process KPI results according to predefined conditions, reducing the need for manual score consolidation and making it easier for HR teams to review performance results.
Dashboard and Performance Evaluation Reports
The system should display KPI scores, results, or statuses in a format that is easy for HR teams, supervisors, and management to understand.
It should also allow users to view detailed information by employee or evaluation period.
Evaluation Period Configuration
Organizations should check whether the system supports monthly, quarterly, annual, or customized performance evaluation periods.
Integration with Employee Data
The system should retrieve employee information, departments, job positions, supervisors, and organizational structures from the same database to reduce duplicate data creation.
Access Permissions and Data Security
The system should allow organizations to define who can view, edit, review, or approve KPI results.
Access permissions should be appropriately controlled because employee performance evaluation data may contain sensitive organizational information.
How to Choose HR Software with KPIs for Your Organization
Start with the Problem Your Organization Wants to Solve
Begin by identifying the main issues your organization wants to address, such as:
- Reducing reliance on Excel
- Reducing manual score calculations
- Connecting KPIs with employee evaluations
- Consolidating multiple HR processes into one system
This helps organizations determine which functions are actually necessary.
Review the KPI Creation and Evaluation Workflow
Test the entire KPI workflow, including:
- Creating KPIs
- Setting weightings
- Entering performance results
- Calculating scores
- Reviewing results
- Approving evaluations
The workflow should align with the organization's actual performance evaluation process.
Review Calculation Formulas and Conditions
The system should support the measurement units, targets, weightings, and scoring criteria that the organization actually uses.
This is particularly important when different job positions use different scoring methods.
Review Reports Required by Management
Organizations should be able to view scores and performance evaluation results at different levels, including:
- Individual employees
- Departments
- Evaluation periods
The system should also provide sufficient detail for users to review or trace evaluation results when necessary.
Consider Ease of Use
HR teams, supervisors, and employees should be able to access and review relevant information without having to go through unnecessarily complicated processes.
Review Integration with Existing Systems
Consider whether the software can import data from Excel and integrate with other systems or information sources such as:
- Time Attendance
- Payroll
- Other data used as performance indicators
Consider Implementation and After-Sales Support
Organizations should check whether the provider offers assistance with:
- Data migration
- KPI configuration
- User training
- Consultation after implementation
What Are Some Examples of KPIs in HR Software?
Example KPIs for the Human Resources Department
Objective: Improve the onboarding experience for new employees
| KPI | Target |
|---|---|
| Percentage of new employees who submit all required documents before their start date | At least 95% |
| Time required to prepare employee accounts and equipment | No more than 1 business day |
| Onboarding satisfaction score | At least 85% |
| Percentage of new employees completing orientation training | 100% |
When this information is managed within HR Software, organizations can clearly define KPIs and targets while connecting performance measurement data from the HR system or external sources, depending on the software's capabilities.
This reduces the need to consolidate scores from multiple files before each performance evaluation cycle.
Tips: Find more KPI examples for different departments in >>> แจกตัวอย่าง! KPI ของแต่ละแผนก สำหรับ HR
Traditional HR Software vs. HR Software Online with Built-In KPIs
| Feature | Traditional HR Software | HR Software Online with Built-In KPIs |
|---|---|---|
| Data Storage | On-premise server / Excel | Cloud-based system with a centralized database |
| Performance Measurement | Periodic evaluations with manually consolidated data | Define KPIs and targets and track performance directly in the system |
| Score Calculation | Separate formulas or files | Calculates scores according to configured weightings and conditions |
| Goal and Data Connection | HR and performance data are managed separately | Employee information can be connected with performance indicators depending on system capabilities |
| Ease of Use | Requires data collection from multiple sources | Results can be reviewed online, and some systems also support mobile applications |
HumanSoft HR Software Online Connects HR Data and KPIs in One System
HumanSoft is an online HR software platform that combines employee information, time attendance, leave, documents, payroll, and performance evaluation within a single platform.
It includes a KPI Profile feature that allows organizations to define performance indicators and process scores according to the conditions configured by the organization.
KPI Profile can use internal indicators generated from data within the system, such as late attendance statistics or income data, as well as external indicators such as sales figures imported from Excel.
The system can then process the relevant data and display KPI scores for HR teams and employees according to their assigned access permissions.
Organizations can start a 30-day free trial of HumanSoft to test the KPI Profile using their actual data and performance evaluation structure before making a decision.
Summary: How Can HR Software Online with Built-In KPIs Help Organizations?
HR Software Online with built-in KPIs allows organizations to manage employee information and performance measurement within the same system.
Organizations can define:
- Performance indicators
- Targets
- Weightings
- Scoring criteria
They can also monitor performance results and use the information as part of a more structured employee evaluation process.
This helps reduce reliance on multiple Excel files and manual score calculations. However, organizations should select KPIs that can be measured effectively and test the software workflow against their actual evaluation conditions before implementation.
FAQ: Frequently Asked Questions About HR Software Online
Is HR Software Online with built-in KPIs suitable for small businesses (SMEs)?
Answer: Yes. It can be suitable for SMEs that want to reduce reliance on Excel and manage employee data and performance evaluations within the same system.
How are KPIs in HR Software different from managing KPIs in Excel?
Answer: Excel provides flexibility when creating formulas, but users must manually collect data, maintain formulas, and manage file versions.
Can HR Software use attendance data or other information as KPIs?
Answer: This depends on the capabilities of each system.
Is it difficult to migrate KPIs from Excel to HR Software Online?
Answer: It depends on the format of the existing data and the system selected.
How secure are employee data and KPI scores in HR Software Online?
Answer: Organizations should review the provider's security standards and measures before uploading performance evaluation data to the system.
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