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Software Functionality Revealed in Detail
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 bonus calculation


TEC’s I&CM Evaluation Center (Slowly but Surely) Gaining Traction - Part I
A number of earlier TEC articles and blog entries have analyzed the nascent sales performance management (SPM) or enterprise incentives management (EIM

bonus calculation  benefits, calculate commissions and bonus earnings, and gain more real-time visibility into employees' performance metrics. Broadly speaking, SPM is an area of performance management focused on incentive compensation calculation and management, quota planning, territory management and performance analytics. As pay for performance programs continue to grow in importance, incentive pay remains one of the largest variable expenses for organizations. To that end, SPM spans across many groups of individuals

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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

Documents related to » bonus calculation

Meeting Intuit at Dreamforce 2012


Whether pandering to their voting blocks, politicians in this election cycle often say that most innovation takes place in small businesses. Indeed, how many times have we heard a statement to the effect of “The entrepreneurial spirit is a critical part of the global workforce and gross domestic product”? Yet small to medium business (SMB)-driven innovation often gets overlooked, as large

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Thou Shalt Motivate and Reward Workforce Better


The potential of enterprise incentive management systems should not be ignored, since this software category promises a fairly rapid and tangible return on investment, outlines expensive over- and under-payment errors, and reduces administration overhead.

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Enter Enterprise Incentive Management and Incentive Compensation Management


Companies with large sales forces, huge product portfolios, and complex incentive plans with many variables need to offer variable pay. This has created opportunities for a new enterprise software category called enterprise incentive management (EIM), or incentive compensation management (ICM).

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ERP II Demystified


As organizations prepare for their next ERP version upgrade, they find themselves trying to make sense of a new iteration that disrupts the traditional understanding and thinking about ERP. ERP II requires organizations to transform from a focus on internal resource optimization to a new focus on process integration and external collaboration. To help organizations make sense of this new iteration, we look at why ERP II has come about, how it differs from ERP, and how it promises to change the way organizations do business in the future.

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eHR Soft


Enterprise Version (B/S) - most useful for medium and small size enterprises and institutions that have a complete HR management process system and a high level of information systems. By using a browser, the HR people can conduct HR management and most of their work on the internet interactively. This system includes a HR admin personnel portal, employee self-help portal, and a manager portal. Different users have different levels of access limits. Through their own portal, they can log-in the HRMS to conduct their work with different needs and from different perspectives. This system can be integrated with OA and email system so that work can be done without any paper to increase the overall HR management standard, work efficiency and employee satisfaction. Group Version (B/S) - most useful for conglomerate enterprises and companies with many branches that need a total HRMS solution. Through internet, the whole company can make centralized management and control while allowing the requirements and needs of management at the branch and regional level. The system supports distributed multi-user concurrent access for HR personnel, such as salary calculation and search by HR people at different branches at the same time.  

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Human Capital Financials: Understanding the Value of the Human Assets within Your Organization


Many companies are still not fully realizing the ROI on their human capital. While people are often spoken of as assets, they are generally treated as costs, because there is no standardized system of valuing them. TEC research analyst Sherry Fox explores how basic accounting principles can apply to human capital management and argues that investing in people is smarter for your company’s bottom line than cutting costs.

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Ensuring Enterprise-wide Compliance


Complying with the Fair Labor Standards Act (FLSA), the Family Medical Leave Act (FMLA), and other labor laws and regulations is a major challenge for employers. At the same time, non-compliance with these government regulations is becoming increasingly costly. Learn about solutions that are helping the world’s largest companies to effectively plan, deploy, and manage their workforces to achieve compliance objectives.

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Is ROI King In Evaluating IT Investments? Part 2. Measuring the Impact of IT Investments


If the underlying business assumptions change, the cash flow projections may be critically flawed but the KPI’s can still be relatively reliable indicators of the impact of an IT project. In the long run, IT project KPIs may be the best indicators for IT managers to use in evaluating the results of their IT investments.

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Infor Means Business with its Partners: The IPN Unveiled


One of the reasons why Infor, despite its over 70,000 large customer base, hasn’t been regarded as a serious enterprise applications contender has been the company’s spotty relationship with its channel partners. Partners currently contribute only about 25 percent of Infor’s license revenue (except for Latin America, where that ratio is 50 percent). Infor

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An Overview of Product Lifecycle Management Implementation Challenges


Product lifecycle management (PLM) implementation brings its own set of challenges, whether considering vendor selection, employee perception management, or actual implementation. However, based on experience and study, it is possible to describe the best practices for overcoming these challenges.

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