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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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 expense account forms


The Profitability Perspective: How Automated Reporting Drives Better Decisions
Driving sustainable growth requires profitability-focused planning and performance management. Most companies have some type of profitability reporting@but many

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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

PPM for Professional Services Automation

A business practice that assists organizations to align their portfolio of projects with their business strategy. Professional services automation (PSA) refers to a system designed to streamline and track resources, projects, portfolios, revenues, and the costs of professional services organizations (PSOs), which provide billable services to their clients. Consequently, PPM for PSA provides both the high-level monitoring of project portfolios as business investments and automates the project-specific functionality of time, billing, expense reporting, opportunity management, and resource management, linking back office functionality with the PSO’s portfolio of projects. 

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Composing Collaborative Financial Applications


With its short term ownership under Baan all but forgotten, CODA has been doing well, owing to its astute offerings tailored to the preferences of each regional market, coupled with some recent appetizing acquisitions.

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Deltek Remains the Master of Its Selected Few Domains Part 1: Product Announcements 2003


By extending its traditional focus on project-based businesses into the closely related areas of PSA and CRM (i.e., the so-called "Project-PLUS" marketing spin), Deltek remains well-entrenched in the territory that many companies aspire to control, but have yet to penetrate.

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Controlling Complex Trade Promotion Management Issues For Suppliers To The Retail Chains


Almost $75 billion (USD) is spend on trade and promotion funds every year. Unfortunately most enterprise resource planning (ERP) systems are not equiped to handle the complexities of promotion causing false reports and inaccurate invoices. Small and medium businesses (SMB) have had limited choices, until now.

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ERP Selection Facts and Figures Case Study - Part 2: Qualitative Assessments and Analysis


This is part two of a note describing an opportunity TEC had to evaluate and compare the four top ERP vendors for a client. Each vendor’s offering differed in such areas as functionality, flexibility, process fit and ease of use. Find out what TEC learned as a result of the selection engagement.

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TEC 2015 HCM for Midsize Enterprises Buyer's Guide


The midsize enterprise is not a uniform concept. It takes several forms that require different levels of software capabilities and robustness. In particular, the human capital management (HCM) software requirements of smaller midsize companies (100–1,000 employees) and larger midsize companies (1,000–5,000 employees) vary considerably. Some vendors specialize in one of these two major segments, while others offer reduced versions of their enterprise class solutions to smaller mid-market clients.

This buyer’s guide examines the high-level features and functions offered by HCM software providers that target midsize businesses. It discusses how different HCM solutions make more or less sense to midsize companies according to the number of people that they employ. It focuses on the importance of core HR functionality and best practices for growing other HCM areas within a company, such as talent management, learning management, or workforce management. The discussion is based on a review of the current literature and conversations with both vendors and end users.

This buyer’s guide specifically examines HCM strategy and supporting software solutions for the various scales of midsize enterprises; what smaller midsize companies can learn from larger midsize companies, and vice versa, in terms of best practices, core HR processes, and beyond (i.e., talent, learning, and workforce management); and innovative HCM technologies and how they benefit a company’s HCM strategy.



Table of Contents


About this Guide

Foreword

HCM for Midsize Enterprises

HCM Technology and Strategy for the Midsize Business at Different Scales

HCM Best Practices for Midsize Businesses


Product Comparison

Innovation in HCM Technology: Niche Vendors

TEC Resources

Casebook

BambooHR Customer Success Story: BambooHR Helps Beans & Brews Consolidate and Streamline Processes and Paperwork

Cornerstone OnDemand Customer Success Story: Retaining Employee Culture Amid Company Growth

FinancialForce.com Customer Success Stories: Ahead Streamlines Processes, Increases Transparency and Collaboration with FinancialForce


HRIZONS Customer Success Story: Phoebe Putney Health System (PPHS): Partnering with HRIZONS and Oracle Taleo to Realize and Evolving Vision of Integrated Talent Management

Thought Leadership sponsored by IBM: Smarter Compensation Enables a Smarter Workforce

InfiniSource Customer Success Story: Employee Administration Simplified with Infinisource

Infor Customer Success Story: Infor Helps Hillsborough County Public Schools Enhance Teacher Effectiveness

Thought Leadership sponsored by Infor: Demystifying HCM Talent Analytics: Turning Data into Predictive Team Fit Insight

Zenefits Customer Success Story: A Modern Broker, For a Modern Business


Vendor Directory

About the Author


Download the full copy of the TEC 2015 HCM Buyer’s Guide for Midsize Enterprises.



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HCM for Midsize Enterprises



The midsize enterprise is not a uniform concept. It comes in many forms that require different levels of software capabilities and robustness. Discussions on human capital management (HCM) led by both software vendors and users typically distinguish between smaller midsize companies and larger midsize companies. But where do we stop talking midsize small and begin talking midsize large? At which point does an organization’s perception of itself change from fitting the smaller scale of the midsize range to fitting the larger midsize scale in this range? And similarly, how do HCM technology vendors define and respond to the nuances of the midsize enterprise spectrum?

When vendors attempt to orient their strategies and products to fulfill customers’ business needs, they base this on the knowledge that companies of different sizes have different expectations. HCM software vendors typically classify companies according to the number of people they employee, as this indicates the number of users of the HCM software within a company, and segmenting customers by number allows vendors to better predict and address their customers’ HCM and needs.

However, organizations tend to put the weight on this vendor-based categorization, as vendors usually have their own perception of company size that doesn't correlate with how other parties view size differentiations. For instance, some vendors classify a 250-employee organization as a small to medium business (SMB), while the organization itself may think of itself as mid-size. This can create tensions between vendors and customers, as, for example, a vendor may offer minimal functionality for SMBs, while the 250 employee organization may be looking to develop fairly elaborate talent management strategies.

Most mid-size organizations follow similar standards and processes to run their human resources (HR) operations and strategies, as the principles and core functionality remain the same across organizations and they can work with already existing business best practices. However, functionality requirements vary from one industry to another and, moreover, from one company to another (even within a given sector). For instance, a high tech company with 1,000 employees is more likely to need talent management to attract and retain highly qualified engineers than a retail company with the same number of employees. In the case of retail organization, optimal scheduling ranks higher in priority.



Download the full copy of the TEC 2015 HCM Buyer’s Guide for Midsize Enterprises.

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Concur Aims To Be Single Point Of (Purchasing) Access


Concur began as a vendor of shrink-wrapped travel and expense tracking software, but is now making a play to be a major provider of self-service Internet-enabled applications, including offerings in E-purchasing and Human Resources.

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Mobile Expense Management-Taking the Big Picture View


Managing mobile costs is a challenge for all organizations and becomes more complex and problematic for those organizations spanning across countries or using multiple suppliers within one country. Getting to grips with these costs in a way that does not undermine the value of mobile flexibility is paramount, and organizations need to gather sufficient detail to effectively manage and analyze their mobile costs. See how.

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Expense Management for a New Decade


This study captures the intentions, strategies, and performance of over 175 enterprises, and used two key performance metrics to distinguish best-in-class performance: compliance to corporate policies concerning travel and entertainment (T&E), and the cost to process a single expense report. Download this report to learn more about how best-in-class enterprises outperform their peers.

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Establishing Energy as Enterprise Currency: Minimizing Expenses and Risks


CFOs and CEOs face increasing expense burdens. Rising energy costs—one of the fastest growing expenses—can account for up to 80% of operating and maintenance expenditures. This paper explains how organizations can establish a strategy, program, and culture of managing energy usage of assets that is accurate, repeatable, timely, and cost-effective—financially and environmentally—to establish energy as an enterprise currency.

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