Calculate your ROI [Return on Investment] on your HRMS. A simple calculation of the monetary value of your investment in HRMS versus the cost you would be saving as an organization.
| Modules | HR & Payroll | Performance & Engagement |
| Section A: HR & Payroll | Without HRMS | With Zimyo HRMS | Savings |
|---|---|---|---|
| Hours (per month) spent on Employee Record updation |
hrs
|
hrs
|
hrs
|
| Hours (per month) spent on Leave & Attendance updation |
hrs
|
hrs
|
hrs
|
| Hours (per month) spent on Employees' Tickets Resolution |
hrs
|
hrs
|
hrs
|
| Hours (per month) spent on Bulk Offer Letter generation |
hrs
|
hrs
|
hrs
|
| Hours spent with Payroll Vendor |
hrs
|
hrs
|
hrs
|
| Hours spent on Pay Slip generation |
hrs
|
hrs
|
hrs
|
| Hours spent on F&F/Checklist generation |
hrs
|
hrs
|
hrs
|
| Hours spent on CTC/Incentive/Appraisal updation |
hrs
|
hrs
|
hrs
|
| Hours spent on Managing Statutory Compliance |
hrs
|
hrs
|
hrs
|
| Total time saved |
|
||
| Avg. cost of HR Personnel (per month) |
INR
|
hrs/m
|
INR/hr
|
| Total Time Cost Savings per month |
|
||
| Total Vendor Cost Savings per month |
INR
|
||
| Total Cost Savings per Year |
|
||
| Section B: Performance & Engagement | Without HRMS | With Zimyo HRMS | Savings |
|---|---|---|---|
| Hours spent on assigning KRAs and KPIs |
hrs
|
hrs
|
hrs
|
| Hours spent on updating KRAs and KPIs |
hrs
|
hrs
|
hrs
|
| Hours spent on assigning OKRs |
hrs
|
hrs
|
hrs
|
| Hours spent on tracking OKR progress |
hrs
|
hrs
|
hrs
|
| Hours spent on analysing performance |
hrs
|
hrs
|
hrs
|
| Hours spent on Employee Engagement |
hrs
|
hrs
|
hrs
|
| Hours spent on conducting surveys |
hrs
|
hrs
|
hrs
|
| Hours spent on collecting and organising survey result |
hrs
|
hrs
|
hrs
|
| Hours spent on feedback collection & analysis |
hrs
|
hrs
|
hrs
|
| Total time Savings |
|
||
| Cost of Avg. Performance/Culture Specialist per month |
INR
|
hrs/m
|
INR/hr
|
| Total Cost Savings per month |
|
||
| Total Cost Savings per Year |
|
||
The above quotation is valid till ~200 employees.
Return on Investment (ROI) is a financial metric used to evaluate the profitability or efficiency of an investment. It measures the return or gain on an investment relative to its cost. ROI is typically expressed as a percentage or a ratio. We will discuss how to calculate ROI of HRMS Software using ROI Calculator.
The return on investment formula is;
ROI = (Net Profit / Cost of Investment) x 100
The “Net Profit” in the formula refers to the gain or profit generated from the investment, which is usually calculated by subtracting the cost of the investment from the final value or revenue generated. The “Cost of Investment” represents the initial amount of money invested or the total cost incurred in acquiring the investment.
For example, if you invest ₹10,000 in a business venture and later sell your shares for ₹15,000, your net profit would be ₹15,000 – ₹10,000 = ₹5,000. Using the ROI formula, the ROI would be:
ROI = (₹5,000 / ₹10,000) x 100 = 50%
This means that your ROI is 50%, indicating that for every rupee you invested, you gained 50 paisa.
ROI is a widely used metric in business and finance as it helps investors, business owners, and analysts assess the profitability and success of an investment. However, it’s important to note that ROI does not take into account the time value of money, the duration of the investment, or the associated risks. Therefore, it should be used in conjunction with other financial metrics and factors when evaluating investments.
When investing in a Human Resource Management System (HRMS), the meaning of Return on Investment (ROI) is slightly different. In this context, ROI refers to the financial and non-financial benefits gained from implementing an HRMS compared to the costs incurred in its implementation and maintenance.
Here are a few aspects to consider when evaluating ROI in the context of investing in an HRMS:
An HRMS can automate various HR processes, such as payroll, benefits administration, time and attendance tracking, and recruitment. By streamlining these processes, organizations can reduce administrative costs, minimize errors, and optimize resource utilization.
With an efficient HRMS, HR personnel can save time on manual tasks, paperwork, and repetitive administrative work. This enables them to focus on strategic activities like talent acquisition, employee development, and organizational planning.
An HRMS can enhance overall HR operations and improve efficiency through features such as self-service portals for employees and managers, centralized employee data management, automated reporting, and analytics. These capabilities enable faster decision-making, better resource allocation, and improved employee satisfaction.
An HRMS can help organizations stay compliant with employment laws and regulations by automating processes related to payroll, tax filing, benefits administration, and record-keeping. It reduces the risk of errors, penalties, and legal issues associated with manual processes.
Modern HRMS solutions often include analytics and reporting features that provide valuable insights into workforce trends, performance metrics, training needs, and employee engagement levels. These insights can inform strategic decision-making, optimize resource allocation, and drive organizational effectiveness.
To evaluate the ROI of investing in an HRMS, you would need to compare the costs of acquiring, implementing, and maintaining the system against the tangible and intangible benefits it brings to your organization. The specific ROI calculations may vary depending on your organization’s goals, industry, size, and the HRMS solution chosen.
The importance of Return on Investment (ROI) in HRMS (Human Resource Management System) lies in its ability to demonstrate the value and effectiveness of implementing an HRMS solution within an organization. Here are several key reasons why ROI is important in the context of HRMS:
ROI helps organizations justify the investment in an HRMS by quantifying the expected returns and benefits. It provides a financial basis for decision-making, allowing stakeholders to assess whether the implementation of an HRMS is a sound investment.
ROI analysis helps identify areas of cost savings and optimization within HR processes. By assessing the costs associated with manual or outdated HR systems and comparing them to the costs of implementing an HRMS, organizations can determine potential cost reductions and efficiencies.
ROI serves as a performance measurement metric for the HR function. It allows HR teams to evaluate the impact and effectiveness of the HRMS in achieving desired outcomes. By tracking ROI over time, organizations can assess the continuous improvement and return on ongoing HRMS investments.
ROI analysis facilitates effective communication with stakeholders, such as senior management, finance teams, and investors. It enables HR professionals to present a compelling business case for HRMS implementation, showcasing the financial impact and benefits that can be achieved.
ROI analysis is an ongoing process that helps organizations continuously assess and improve their HRMS strategies and initiatives. By monitoring ROI metrics, organizations can identify areas for improvement, implement corrective measures, and refine HRMS usage to maximize returns over time.
In summary, ROI analysis in HRMS is crucial for demonstrating the value, justifying investments, optimizing costs, measuring performance, prioritizing initiatives, making informed decisions, and driving continuous improvement in HR practices and systems.
A Return on Investment (ROI) calculator in HRMS is a tool or software that helps organizations estimate the potential return on investment when implementing an HRMS solution. It allows organizations to input relevant data, such as current HR costs, anticipated cost savings, productivity improvements, and other financial and non-financial factors. Based on this information, the calculator generates an estimated ROI figure.
The importance of an ROI calculator in HRMS lies in the following aspects:
An ROI calculator provides organizations with a quantitative analysis of the potential financial benefits of implementing an HRMS. It helps decision-makers compare different HRMS options, assess the feasibility of the investment, and make informed decisions based on the estimated ROI figures.
HRMS ROI calculators can be customized to the specific needs and characteristics of an organization. By allowing input of organization-specific data, such as current HR system costs, HR staff salaries, and expected improvements, the calculator provides a more accurate and tailored estimate of ROI.
An ROI calculator serves as a persuasive tool for justifying the investment in an HRMS to key stakeholders, such as senior management and finance teams. The calculator helps in presenting a clear business case by quantifying the potential financial returns and aligning them with organizational goals.
An ROI calculator establishes benchmarks and goals for an HRMS implementation. By setting targets for cost reduction, productivity improvement, and other metrics, organizations can track their progress over time and make adjustments as needed to maximize the ROI.
An ROI calculator facilitates effective communication with various stakeholders involved in the HRMS implementation. It provides a transparent and quantifiable way to present the potential benefits and costs, enabling better collaboration and understanding among decision-makers.
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In summary, an ROI calculator in HRMS is an important tool for estimating the financial benefits of an HRMS implementation and supports decision-making, justifies the investment, facilitates goal setting and tracking, improves communication, and drives continuous improvement in HR processes and systems.
