Should the software have an Audit Trail? — Short answer:

An Audit Trail will detail every transaction through the software by date and by who it was generated. This can be checked to verify the integrity of the data, and to trace the origin of errors. This is a key part if your HR tech security set-up.

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How secure is HR software for sensitive employee data? — Short answer:

Data security is paramount for all HR tech vendors, who typically use a combination of security measures, including:

Encryption: Data is encrypted both in transit and at rest to protect it from unauthorized access.

Access Controls: Role-based permissions ensure that employees only have access to the data they need to perform their jobs.

Multi-Factor Authentication (MFA): Adding an extra layer of security beyond a simple password.

Compliance: Vendors are typically compliant with data protection regulations like GDPR (General Data Protection Regulation) and (HIPAA Health Insurance Portability and Accountability Act).

How can AI be applied in an HR system? — Short answer:

There are a variety of use cases such as:

Using historical data to predict future hiring requirements.

Analysing employee data to pinpoint where your workforce has skills gaps.

AI can screen resumes and analyse candidate data.

Managers can produce more effective feedback with performance data analysis.

Learning and development opportunities for employees can be personalised based on their role, career goals and skills gaps.

What analytics and reporting features are available? — Short answer:

Many HR systems now offer a range of analytics and reporting features, including:

Pre-built reports on workforce data such as turnover rate, time-to-hire, and employee demographics.

The ability to create your own dashboards with the data points most relevant to your business.

Real-time access to data.

What internal resources do I need to implement HR tech? — Short answer:

Implementation requires internal resources. You’ll need a project lead, who will be the main point of contact and manage the project internally and respond to the project sponsor or steering committee.

Your HR team will need to be involved in defining requirements, testing the system and be available to answer questions during the configuration discovery stage.

Your IT team will be needed for technical aspects, such as integrations and security.

A clear communication plan is essential to get employees on board with the new system particularly on why the system has been brought in, and how self-service can enable them to access their records or confirm sickness absence or holidays.

Managers will need briefing on how to access their departmental staff records and run reports in line with their security levels.