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
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
Ceridian Canada Limited
NuView Systems, Inc.
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of the TEC 2008 HR Buyer’s Guide for SMBs.
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.
advantages and disadvantages of crm customer relationship management