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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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 hr implementations


High Failure Rate of Business Software Implementations Drives Vendors to TEC Certification Process
Montreal, Canada – May 10, 2011 – Technology Evaluation Centers (TEC) today announced that a record 220-plus enterprise software solutions have earned TEC

hr implementations  BI, business performance management, HR, and more). TEC’s certification process is the most detailed in the industry, rating software solutions by as many as 4,000 different functional criteria. TEC Certified solutions include products from top-tier vendors like SAP, Oracle, and Microsoft, as well as hundreds of midsized and best-of-breed vendors. For more information: Technology Evaluation Centers Inc. 740 St. Maurice, Montreal, Quebec Canada H3C 1L5 Toll-free: 1-800-496-1303, ext. 367

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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 » hr implementations

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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SAP AG - ERP Leader with a "New Dimension"


Today, SAP is in the process of completing one of its most aggressive new product launches in its history by introducing its "New Dimension" products line, which initially includes independent business applications for Supply Chain Management, Client Relationship Management (CRM, Business Intelligence (BI), and e-Commerce."New Dimension" and "Industry-Specific" products (particularly "SAP BW" and "SAP HR") will be significant contributors to SAP sales revenue...

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Enterprise Systems and Post-implementation Agility-No Longer an Oxymoron?


The need to support flexibility prior to installation of enterprise systems has largely been mastered by many vendors. But what is really more important is ongoing agility after the installation. Agresso seems to have raised the bar in this regard.

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PeopleSoft Internationalizes Its Mid-Market Forays


There has been an intensifying hullabaloo in the mid-market, with all Tier 1 players delivering solutions tailored for small-to-medium enterprises (SMEs) and incumbent Tier 2/Tier 3 vendors defending their turf. PeopleSoft expands its forays outside the US with its recent announcements.

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Cloud without Compromise: What Cloud Can Do for HR


Oracle Senior Director Michelle Newell highlights the evolution of cloud technology and the transformative affect it has had on the human resources (HR) business.

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Hershey's Halloween Nightmare All Too Common for Supply Chain Implementations


On October 25, Hershey Foods Corporation announced a sharp decline in revenue and earnings for its third fiscal quarter ended September 30, 1999. Consolidated net sales were $1.07 billion compared with $1.22 billion for the third quarter of 1998. Net income for the third quarter was $87.6 million, or $ 0.62 per share-diluted, compared with $107.5 million, or $ 0.74 per share-diluted, for the third quarter of 1998. Hershey Chairman and CEO Kenneth L. Wolfe blamed the poor showing on problems encountered since July, when the company switched over to new systems for customer service, warehousing and order fulfillment.

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Infor HCM Suite—Comprehensive HR and Smart Talent Science


Ensuring your company has the best people onboard is not a trivial task. Find out how Infor HCM Suite's core HR capabilities allow your team HR team to focus on strategic opportunities, while its embedded predictive talent analytics tool, Infor Talent Science, allows you to only evaluate good candidates, but also put the right people in the right roles for your company's success.

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How HR Software Can Help with Compensation Management


Although HR software will not perform miracles, nor will it convert reactive and rigid HR professionals or managers into proactive leaders, it can help with compensation management by allowing decision makers to manage and visualize compensation, indicate trends in employee behavior, help with delivery of enterprise learning programs, and more.

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Making HR Strategic: Integrated Human Capital Management Holds the Key


Today’s human resources (HR) executives are leading forward-thinking organizations in integrating human capital management (HCM) to optimize organizational success over the long term. See how a complete view of the entire employee lifecycle—enabled with a centralized, integrated HCM platform—provides executives the information and t tools they need to ensure they have the most efficient teams in place to achieve success.

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6 HR Metrics No Executive Should Be Without


In an economic climate characterized by cost-cutting and increased regulatory requirements, HR faces growing demands to communicate the value it creates in ways that CEOs can better appreciate. That means moving away from soft measurements such as “improvements” and adopting quantifiable metrics similar to those executives use to monitor the overall business. Meaningful HR metrics can include things such as recruitment costs, employee retention rates, and employee satisfaction metrics. With such metrics in hand, HR is better able to deliver additional value, savings, and increased productivity to the business. Read this white paper to learn more about the benefits of using BI tools to deliver strategic metrics to HR.

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