As we rapidly approach the end of the academic year, and the number of schools and MATS considering the churning MIS sector, we’re continuing our series of articles based on popular requirements that some might consider are on the periphery of core functionality.
Today we’re looking at HR provision.
When UK schools look for a Management Information System (MIS) that offers HR provision functionality, they should consider the following key features and criteria:
Key Features:
Employee Records Management:
- Comprehensive storage and management of employee data (personal details, job roles, contracts, qualifications).
- Document management for storing and retrieving important HR documents (contracts, certifications).
Attendance and Absence Tracking:
- Tools for recording and monitoring staff attendance, absences, and leave requests.
- Integration with payroll systems for accurate leave calculations and deductions.
Performance Management:
- Facilities for setting, tracking, and reviewing employee performance goals and objectives.
- Support for conducting appraisals, providing feedback, and recording professional development activities.
Recruitment and Onboarding:
- Applicant tracking system (ATS) for managing recruitment processes.
- Onboarding tools for integrating new staff members efficiently.
Professional Development and Training:
- Tracking of CPD (Continuing Professional Development) activities and training sessions.
- Facilities for planning and scheduling training programs.
Payroll Integration:
- Integration with payroll systems for accurate salary calculations, tax deductions, and other financial management.
- Tools for managing payslips, tax forms, and other payroll documentation.
Compliance and Reporting:
- Tools to ensure compliance with employment laws and regulations (e.g., DBS checks).
- Generation of statutory reports and analytics (e.g., gender pay gap, workforce demographics).
Self-Service Portals:
- Employee self-service portals for accessing personal information, submitting leave requests, and viewing payslips.
- Management self-service portals for approving requests and managing teams.
Technical and Administrative Criteria:
Data Security and Privacy:
- Compliance with data protection regulations (e.g., GDPR).
- Secure data storage, encryption, and access control.
Integration with Existing Systems:
- Seamless integration with existing school management systems and platforms.
- APIs or plugins for connecting with third-party applications (e.g., payroll providers, finance systems).
User Experience:
- Intuitive and user-friendly interfaces for both HR staff and other users.
- Mobile compatibility or dedicated apps for ease of access.
Scalability and Reliability:
- Ability to handle the HR needs of the entire school, from a few staff members to a large multi school institution.
- High uptime and reliable performance.
Training and Support:
- Comprehensive training for HR staff and other users.
- Ongoing technical support and updates.
Cost and Value:
- Transparent pricing structures.
- Evaluation of cost-effectiveness considering the features and benefits provided.
Practical Considerations:
Ease of Implementation:
- Simple and efficient onboarding process.
- Minimal disruption to current workflows during implementation.
Customization and Flexibility:
- Customizable features to meet the specific needs of the school.
- Flexibility to adapt to different HR policies and procedures.
Vendor Reputation and Reviews:
- Positive reviews and testimonials from other UK schools.
- Case studies demonstrating successful implementations.
Community and Collaboration:
- Active user community for sharing best practices.
- Opportunities for schools to collaborate and share resources.
By focusing on these features and criteria, UK schools can select an MIS with robust HR functionality that enhances their HR processes, ensures compliance, and supports the overall efficiency and effectiveness of their operations.
As always, we ask all suppliers the same questions and we list MIS supplier responses received in strict alphabetical order, however in response to this question we only received two replies, being:
Arbor Staff module allows schools to record staff details, contract details and other information about staff working arrangements.
Arbor’s Staff Development module allows schools to record information on observations, appraisals, objectives and training.
Bromcom MIS provides a full suite of Human Resource staff management tools, including contract management, CPD, Background Checks and Qualifications. It’s suitable for use as your Single Central Record and can quickly generate an exportable document if necessary.
Staff contract data in the Human Resources section of the MIS is directly accessible to Bromcom’s integrated Finance solution, ensuring that users retain a single point of truth. Easy oversight of the salary expenditure mapping provides completeness, accuracy and ability to make quick adjustments.
Staff can perform salary calculations for “what if” scenarios, add annual awards, and apportionment adjustments. There is a powerful review projections feature to give oversight of actuals to date and outstanding commitments, with extensive drill down and drill through capability.
Looking at a staff member’s salary projections in Finance, it is one click to open their HR contract record. And there is full review of salary expenditure and commitment by cost centres, ledgers, and funds, with full drill down, highlighting state of budgets, including coloured highlighting.
Actual salary costs are easily recorded, including by individual adjustment and via automatic import. The latter has a highly flexible and configurable payroll import facility to match to the output file of your payroll provider.
As usual, if we receive any further responses, we will update this post accordingly.
