HR systems, payroll, LMS and recruitment solutions
that connect you to your people

CIPHR HR system consultants work with you to provide expert advice and guidance on the best ways to use CIPHR, so you can maximise your return on investment. Using their comprehensive knowledge of CIPHR, as well as related third-party software, our consultants will help you to configure your CIPHR system to support your business objectives and increase the influence your team can have in your organisation.

Every organisation’s needs, circumstances and budget for HR software is different, so, as a result, this means there is no single best HR software. When choosing the best HR software for your organisation, you need to do research on the HR technology currently available and look out for key functionality including data security, cloud (SaaS) hosting, self-service access to HR information for employees, integrations with other applications such as payroll, data analytics and reporting, mobile access, and user-friendliness. These are all hallmarks of market-leading, modern HR software such as CIPHR’s people management solutions.

HR stands for ‘human resources’, which refers to the people who make up an organisation’s workforce. An HR department oversees all of the people within a company and various aspects of employment, including hiring, onboarding, performance and wellbeing, as well as the organisation’s compliance with employment law and regulations. For a broader definition of what it means to work as a modern HR professional, read our article:
what is human resources?

Human resources (HR) professionals help an organisation to get the most out of its people, make an organisation a good place to work, and handle matters such as recruitment, payroll, employment policies and benefits. Today, HR also plays more of a commercial role by helping businesses achieve their strategic goals – which are often dependent on the happiness, wellbeing, engagement, productivity and skills of its staff.

HR is important as it covers all aspects of people management, communication, and workplace culture, which are all vital foundations for business success. When focusing on recruitment and onboarding, HR make sure the right hires are made and that new starters are welcomed into the company. HR is important in offering support to employees who need it, and by communicating with all employees, HR make sure workers are engaged and satisfied with their job, lowering staff turnover and dissatisfaction as a result. HR also have a full understanding of employment law which is crucial for making sure businesses are compliant with the law.

The full meaning of HR is human resources. This is the department within a business which oversees all of the people and various aspects of employment, including hiring, onboarding, performance and wellbeing, as well as the organisation’s compliance with employment law and regulations.

From recruitment to personal wellbeing, there are many functions of HR which help organisations get the most out of its people. Some of the key HR functions include recruitment and onboarding; performance management; learning and development; employee reward, pay and benefits; strategic human resource planning; personal wellbeing, and health and safety.

HR software or HR systems enable HR teams to carry out essential tasks electronically, with some degree of automation. Organisations use HR software to streamline HR processes, and make them easier to manage and access. These might be processes such as storing personal information and important, hiring, training, and payroll, for example. HR management software is also referred to as HR management systems (HRMS) or HR information systems (HRIS).

HR and payroll software helps organisations to store and organise confidential information about their staff, and ensure they are paid accurately and on time. Integrated HR and payroll software simplifies the upkeep of employee data, and reduces the amount of manual work needed to run payroll. It also helps to improve the accuracy and security of your data.

Human resource information systems (HRIS) – also known as human resource management system (HRMS) – can automate HR functions, saving time and resources as a result. Other advantages of an HRIS include a reduced amount of HR admin; improved data accuracy; quicker onboarding for new starters; employee self-service and being able to track L&D activities. HRIS allow organisations to streamline HR processes and make them easier to manage and access – giving HR teams more time and energy to focus on the strategic projects that really matter.

HR systems improve the efficiency of HR teams and allow them to make better decisions. By using a HR system in your organisation, you can automate repetitive, admin-based tasks, giving HR teams more time to focus on other priorities, such as employee engagement. Good HR systems should make it easy for you to find, analyse and report on the people data that matters most to each function in your organisation – enabling HR teams, line managers and senior stakeholders to make smarter, more timely decisions. HR systems store people data and related information all in one place, enabling HR teams to comply with regulatory requirements around data protection, such as the GDPR.

Human resource information systems (HRIS) can automate HR functions, saving time and resources as a result. Other advantages of an HRIS include a reduced amount of HR admin; improved data accuracy; quicker onboarding for new starters; employee self-service and being able to track L&D activities. A disadvantage of HRIS is the high cost, especially for smaller companies. SaaS systems, however, are less costly than on-premise software, as you only pay for the functionality and modules you actually need.