Pull your sad face… It’s the last in the series which looks at factors you should consider when selecting your system for managing staff absence.
Introduction looked at the importance and relevance of managing staff absence and the system used to do it. It also specified the focus of the series and gave an outline of what was to come!
Part 1 focussed on why company structure and working patterns should be considered when selecting the system. Following this, Part 2 explained the importance of considering the self-service element and admin tools that the system offers during the selection process.
This final post will consider the following in relation to selecting your system for managing staff absence:
- On-going development
By ‘cost’, it is meant ‘value for money’.
It’s easy to short-sightedly look at the initial cost and make a judgement based on that. But what really needs to be considered is this: Will this system give you a good return on investment?
Although an ‘initial’ cost may be higher, absence focussed systems, such as e-days, are likely to be much more cost-effective than HRIS absence modules. This is particularly applicable when you want to enable the full self-service packages.
When you pay a continual subscription, on-going development is, to an extent, expected.
However – you should consider the regularity of these developments. After all – you want a system that is constantly reviewed and improved for your benefit, don’t you?
Take our product, e-days, for example. New features and tools are added to e-days at a much faster rate than any in-built absence module. That’s because we are driven hard by our existing client base to continually improve the system.
So, that’s it!
Hope these top 6 considerations help you find the perfect system for you and your company! There’s a lot more to consider when picking your absence management system than you first thought, huh?!
Please feel free to get in touch with one of our e-days team.