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Software Functionality Revealed in Detail
We’ve opened the hood on every major category of enterprise software. Learn about thousands of features and functions, and how enterprise software really works.
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Visit the TEC store to compare leading software solutions by funtionality, so that you can make accurate and informed software purchasing decisions.
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 HRIS Sample


Nine Questions to Ask 360-system Vendors
Many organizations are searching for automated solutions to support their 360 initiatives. Fortunately, selecting vendors is a lot like making a new hire. You

HRIS Sample  BPM | 360-System Vendors HRIS | 360 Solution HRIS | 360 Initiatives HRIS | Automated Solution to Support 360 Initiatives HRIS | Inspection System Vendors HRIS | Performance Appraisal Systems Vendors HRIS | Includes 360 Degree Feedback HRIS | 360 Vendor Comparison HRIS | Comparing 360 Feedback Application Service HRIS | Accounts Payable Vendor Portal HRIS | Financial System's Vendor Record HRIS | Existing Vendor Numbers HRIS | Implemented the Global 360 System HRIS | Retail and Wholesale Vendors Feedback

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Software Functionality Revealed in Detail

We’ve opened the hood on every major category of enterprise software. Learn about thousands of features and functions, and how enterprise software really works.

Get free sample report
Compare Software Solutions

Visit the TEC store to compare leading software by functionality, so that you can make accurate and informed software purchasing decisions.

Compare Now

Core HR

Core human resources (HR) includes the HR system of record that combines HR transactions, processes, and data. Main capabilities also include payroll management, benefits management, workforce management, and training management.  

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Documents related to » HRIS Sample

Industry Perspectives: Strategic Workforce Management in the Automotive Industry


There’s a buzz in the automotive industry around the concept of “strategic workforce management”—getting the right people, for the right job, at the right time, to improve overall business results. Strategic workforce management goes beyond the traditional role of human resources: it’s a strategic initiative and competitive weapon to help today’s automotive companies drive corporate goals and objectives.

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Solve the Succession Crisis by Growing “Inside-outside” Leaders


Strong evidence supports the notion that a well-groomed insider is a key to sustained company performance. In an analysis of 1,800 successions, company performance was significantly better when insiders succeeded to the job of chief executive officer (CEO). Learn why CEO choice matters—and how you can work toward better corporate succession planning by choosing a high-potential executive from within your company.

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Winning the Race for Talent in Emerging Markets


Economic activity in emerging markets is growing at around 40 percent—as compared with 2 to 5 percent in the West and Japan. Businesses all over the globe are competing for people who have numerous options and high expectations. How can your company attract and retain talent in emerging markets in Brazil, Russia, India, and China—offering new employees what they want, while ensuring your bottom line is met? Find out.

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Performance and Talent Management Solutions


Many companies struggle to adapt to their ever-changing workforce, as employees start the job and then leave for better offers. Competition is fierce—and retaining highly skilled job candidates has never been more difficult. In order to achieve their business goals and stay competitive, many companies are turning to integrated talent management (ITM). Find out how you can get started on your ITM development plan today.

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State of the Market: HR


Despite predictions that it would be subsumed by enterprise resource planning (ERP) vendors encroaching from above and automation vendors encroaching from below, the manufacturing execution systems (MES) market has been growing steadily. This guide from TEC and Flexware Innovation provides state-of-the-market analysis, success stories from your peers, in-depth information on solutions, and a spotlight on leading vendors.

The products covered in this guide address the management of a company’s workforce, including hiring, payroll, benefits, training, health and safety, and more.

While HRIS are also commonly referred to as human resource management systems (HRMS) or as human capital management (HCM), for the purpose of this guide, we will refer to the systems that support HR functionality as HRIS throughout. All these systems—in one way or another—encompass core HR functionality.

We’ve included customer success stories to illustrate how the various HR solutions have helped companies like yours solve personnel, payroll, and benefit management problems.

For your convenience, there is also a vendor directory to assist companies looking for an HRIS, whether it’s an end-to-end on-premise solution, an on-demand or software-as-a-service (SaaS) solution, a third party solution, or a best-of-breed solution.

We hope you’ll find this guide a useful tool in determining which HRIS is best suited to your company’s business model and particular needs.


Table of Contents


Introduction

State of the Midsize HR Marketplace

Executive Summary: Core HR

Thou Shalt Manage Human Capital Better

Customer Success Story: Core HR

Nikon Reaps Benefits from Ultimate Software’s Ultipro

Executive Summary: Human Capital Management

Tactical Human Resources Evolves into Strategic Human Capital Management

Customer Success Story: Talent Management

Commerce Bank is Counting on Lawson

Vendor Spotlight

Auxillium West

Ceridian Canada Limited

CheckPoint HR

Lawson

NuView Systems, Inc.

Sage Software

Ultimate Software

Unicorn HRO


Download the full copy of the TEC 2008 HR Buyer’s Guide for SMBs.



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State of the HR Marketplace


For many years, HR management has been viewed as the enterprise function responsible for staffing and personnel-related issues, such as recruiting and hiring, establishing employment policies, handling pay and retirement plans, and administering benefits. Today, company executives see the HR function in an entirely different way. From recruiting, hiring, and training new staff, to the transfer of key functions from the back office to the front line, it is evident that executives are looking to transform HR from a seemingly low-priority function into a strategic and vital part of the business.

What is fueling this transformation is that SMB executives are beginning to understand the critical link between their people and the bottom line. To remain competitive as an SMB in today’s job market, employers need to know what their employees are doing, what skills they have, their ambitions, how they are progressing, and how they fit into the future of the business.

SMBs that continue to view HR as strictly a department or administrative service and that fail to infuse HR functions throughout the organization will inevitably limit their ability to compete and grow.

We’ll review some of the trends in the HR space, as well as some of the challenges facing SMBs in the wake of globalization and the changing HR landscape.


Download the full copy of the TEC 2008 HR buyers guide for SMBs.

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Diagnosing Requirements Failure: A Benchmark Report


According to an IAG survey, 70 percent of companies lack the fundamental competencies within business requirements discovery to consistently bring in projects on time and on budget. Why do so many fall short in properly diagnosing their requirements failures? Discover how placing a greater focus on the combined aspects of business requirements—people, process, and tools—can provide better project outcomes.

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Evolution to Revolution: The Test Automation Maturity Curve


The evolution of test automation towards data-driven and key/action word frameworks reflects the realization that the process becomes more efficient if there is less code to develop and maintain. Instead of taking twenty years to evolve towards efficiency, you can take a revolutionary leap with a code-free approach that makes it easier to implement, manage, and maintain automated tests.

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Maintenance Tips For Improved Profits: Creating the Business Case to Invest in Automation


Does it really make sense to spend money to save money? The answer may surprise you when it comes to maintenance of large capital assets including Facilities, Fleet, Plant Equipment and yes, even computers. It makes even more sense when you consider that today more and more companies are adding a new line item in their financial statements called "Deferred Maintenance Revenue Write Down". A lack of preventive maintenance affects the shareholders of all companies due to aging assets and reactive maintenance practices. A complete preventive maintenance program consisting of better business practices and a simple tool such as a Computerized Maintenance Management Software (CMMS) or Enterprise Asset Management (EAM) package can streamline the process and result in immediate savings in both time and money. So how do you justify the initial investment and where can the cost savings be seen across the enterprise?

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Intelligent Human Capital Management: Workforce Analytics Drives Profit and Performance


This report looks at how companies are making use of business intelligence (BI) reporting and analytics capabilities—whether through tools integrated into enterprise resource planning (ERP), human resources information system (HRIS), or talent management applications, or via standalone BI software that is purchased and then integrated with human capital management (HCM) applications—to drive intelligent decision making.

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Business Activity Monitoring - Watching The Store For You


Business Activity Monitoring (BAM) can bring significant business value in the world of technical data, but its justification must be derived from business management improvements. The most important claim for BAM is that it can fundamentally alter the way businesses understand and act to threats and opportunities.

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