Unlocking the Power of Enterprise HR Software Development with an MVP

Unlocking the Power of Enterprise HR Software Development with an MVP

The function of human resources inside a business has evolved substantially in the modern digital environment. For businesses wishing to improve their staff management skills and optimize their HR operations, HR software development has grown to be a popular option. In this post, we'll look at what HR software is, why businesses should think about mvp development for enterprises, and why it's critical to start with a Minimum Viable Product (MVP).

What is HR software?

Recruiting, onboarding, performance management, and employee data management are just a few of the HR operations that businesses use HR software (usually referred to as human resources management software) for. HR software seeks to increase employee engagement, streamline and automate administrative activities, and provide employers a complete picture of their staff.

Why you should think about developing HR software for enterprises


There are a number of reasons why businesses need to think about creating HR software. 

  • First of all, it may aid in streamlining HR procedures, reducing time spent and boosting effectiveness. 

  • Second, it may assist businesses in improving employee engagement and workforce management. 

  • HR software may also assist businesses in staying in compliance with all applicable labor rules and regulations.

Enterprise HR software comes in a variety of types, each created to address the distinct needs of HR departments. The most common examples of enterprise HR software are shown below, along with some of its most common examples:

  • HRIS (Human Resource Information System): A computer program that controls employee data and streamlines HR procedures. Popular examples include UltiPro, Workday, Oracle HCM, and SAP SuccessFactors.

  • ATS(Applicant Tracking System) - A software program that automates the hiring process, from advertising job opportunities through selecting new hires, is an applicant tracking system (ATS). Lever, Greenhouse, iCIMS, and Jobvite are a few well-known examples.

  • LMS (Learning Management System) - a piece of software that administers and monitors training and development initiatives for staff. Popular examples include Cornerstone OnDemand, Docebo, Bridge, and Absorb LMS.

  • PMS(Performance Management System) - a piece of software that keeps tabs on employee performance, gives feedback, and establishes goals. Popular examples include SuccessFactors, Betterworks, Reflektive, and 15Five.

  • TAMS (Time and Attendance Management System) - A software system that tracks employee attendance, manages time off requests, and calculates payroll. Popular examples include Kronos Workforce, ADP Time & Attendance, Replicon, and TSheets.

  • BAS (Benefits Administration System) - a piece of software that controls employee advantages including retirement programs, health insurance, and other perks. Popular examples are BambooHR, Namely, Gusto, and Zenefits.

  • EERS (Employee Engagement and Recognition System) - An application of software that encourages employee appreciation and engagement through surveys, comments, and prizes. Achievers, Kazoo, Bonusly, and Workhuman are popular examples.


Why you should start with an MVP

It is essential to start with MVP development for a number of reasons. First off, it allows developers to put their product to the test and get real consumer feedback. The product may be improved by using these suggestions, and new features can be introduced. Second, it makes it possible for businesses to launch a product more rapidly and affordably than they could with a full-scale development effort. This strategy minimizes the chance of making an investment in a product that does not fulfill market demands and helps businesses to assess a product's potential before spending a considerable amount of money on it.t's vital to keep in mind that certain programs may fit into numerous categories, and businesses might employ various software programs for managing their HR activities. 

Main features of an MVP of an enterprise HR software

When starting an MVP development of an enterprise HR software, it's important to focus on the core features that provide the most value to the end-users. Here are some of the main features that an MVP of an enterprise HR software should include:

  • Employee Database - A centralized database to store employee information such as personal details, contact information, and employment history.

  • Recruitment Management - A feature to manage job postings, track applicant resumes, schedule interviews, and communicate with candidates.

  • Performance Management - A tool for setting and tracking employee goals, tracking progress, and conducting performance evaluations.

  • Onboarding - A process to facilitate new employee orientation and training, including tasks such as filling out paperwork, setting up IT accounts, and introducing the company culture.

  • Time and Attendance Tracking - A feature to track employee attendance and time off requests, including vacation, sick days, and personal days.

  • Benefits Administration - A tool to manage employee benefits such as health insurance, retirement plans, and other employee perks.

  • Payroll Processing - A feature to process employee paychecks, including calculating taxes, deductions, and other payroll-related tasks.

  • Reporting and Analytics - A feature to provide HR managers with insights into employee data, such as performance metrics, attendance records, and turnover rates.

  • Employee Self-Service Portal - A platform that allows employees to access and update their personal information, request time off, and view their pay stubs.

These features provide the foundation for an MVP of an enterprise HR software. However, depending on the specific needs of the enterprise, other features may be necessary, and additional modules can be added in future releases.

Step-by-step guide of developing an MVP for enterprise HR software

MVP development for enterprise HR software requires careful planning and execution. Here is a step-by-step guide to developing an MVP for enterprise HR software:

  1. Define your objectives - Decide on the specific goals your MVP will help you achieve. Determine the issues that the users are facing in order to prioritize the improvements that will address those issues.

  2. Build a team - Create a development team comprising project managers, designers, and developers who have previous expertise creating corporate HR software.

  3. Create a product roadmap - The features and timeframe for the MVP development should be outlined in a product roadmap. Decide which features are essential for the MVP and which may be incorporated in later updates.

  4. MVP development - Create the MVP while concentrating on the key features listed in the product plan. Utilize agile development approaches to facilitate quicker development and assure development flexibility.

  5. Test the MVP - To find and fix any flaws or issues with the MVP, do user testing. Collect feedback from users, and then utilize it to enhance the MVP.

  6. Launch the MVP - Launch the MVP for your target users after it has been tested and improved. Ensuring that users are informed of the features and advantages of the MVP and that you get their feedback on the experience.

  7. Analyze performance -Evaluate the MVP's performance, analyze interaction from users, and gather statistics to figure out which features are the most useful.

  8. Iterate and improve - To further MVP development and make it better, leverage the suggestions and information received from user testing and analysis. In next versions, keep improving the MVP through more iteration.

By following this step-by-step guide, you can successfully develop an MVP for enterprise HR software that meets the needs of your target users and provides value to your enterprise.

How much can MVP of an enterprise HR software cost and why

Many factors, like the complexity of the features, the range of platforms supported, the location of the development team, and the production approach used, might affect the cost of MVP development of an enterprise HR software.

An MVP might cost anywhere from $25,000 to $100,000, based on the amount of features and the location of the development team. When compared to the US, the European Union, or Australia, where developers' hourly wages are often higher, countries like India, the Philippines, or Eastern Europe have cheaper development costs overall.

The development technique used could also have an influence on the cost of an enterprise HR software MVP. Agile methods of development may be more expensive than traditional waterfall methodologies since they prioritize user feedback and flexibility in development. However, they have a number of advantages, such as quicker development timelines, better teamwork, and more regular updates.

In general, the price of an enterprise HR software MVP might differ based on the location of the development team, the functionality it contains, and the development approach employed. Working with a skilled development team that can offer precise cost estimates and create a high-quality product that satisfies the demands of the organization is crucial.


The creation of enterprise HR software is a challenging process that calls for careful strategy, implementation, and ongoing improvement. Companies may address their most pressing HR issues while reducing costs and time to market by starting with MVP development for enterprise HR software. An MVP may give developers insightful data about user demands and behavior, enabling them to enhance the product in subsequent iterations. Companies may create effective business HR software that satisfies the demands of their target users and adds value to their organization by concentrating on essential functionality and giving user input top priority. Enterprise HR software development may revolutionize the way businesses manage their HR procedures, resulting in more effectiveness, productivity, and worker satisfaction.

Editorial Team
This article was written by Editorial a Consultant at Industrial Psychology Consultants (Pvt) Ltd

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