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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 value


HR Best Practices: Delivering Strategic Value to the Enterprise
Learn how your HR department can respond quickly and effectively to a full range of business challenges and opportunities in HR Best Practices: Del...

hr value  of business challenges—and opportunities—in HR Best Practices: Delivering Strategic Value to the Enterprise . Discover how to turn your HR department into a powerful strategic tool. Download your PDF copy of HR Best Practices: Delivering Strategic Value to the Enterprise today! For assistance, please contact customer service. Hours: 8:00 AM to 5:30 PM EST. Phone: +1 514-954-3665, 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

Human Resources (HR)

Human Resources encompasses all the applications necessary for handling personnel-related tasks for corporate managers and individual employees.  Modules will include Personnel Management, Benefit Management, Payroll Management, Employee Self Service, Data Warehousing and Health & Safety.  

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Documents related to » hr value

HR Best Practices: Delivering Strategic Value to the Enterprise


To manage the workforce appropriately, human resources (HR) needs to implement consistent, integrated, and flexible processes and systems. By establishing best practices that are supported with technology, HR can achieve greater efficiency (by reducing the burden of handling administrative tasks) while delivering strategic value (by equipping managers with the right information at the right time) to the organization.

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Top Five HR Process Integrations that Drive Business Value


Empirical research has revealed that improving human resources (HR) process, technology, and data integration to eliminate silos and facilitate cross-functional reporting affords significant business benefits. Based on SumTotal’s global survey data, this white paper dives into the top five HR process integrations that provide organizations with the most business value. Find out what they are.

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Take HR to the Next Level: Engage Your Employees to Drive Better Business Value


Human resources (HR) professionals know how critical people are to business success. But what’s more elusive is how to unlock the true potential of people. This discussion focuses on the interrelated topics of people, work and culture, and some new approaches to optimizing all three.

Workforce science analytics can help determine what talent to recruit and hire and also how to deploy, develop, and engage them and help them be successful. Social cooperation tools can help employees connect with one another, learn from one another, and collaborate with customers and business partners to get their work done with better results. By cultivating an engaging culture that’s aligned with business strategies, organizations can enable employees to increase their efficiency, productivity, and agility. In short, companies are starting to use talent analytics and social collaboration tools to take an employee-centric strategic results that yields better business results.

Moderated by Barbara Lombardo, Partner and North America Talent & Change Practice Leader, IBM Global Business Services, this discussion features Tony Coe, Director of Culture Research and Consulting, IBM Smarter Workforce; Chris Broderick, Director of Workforce Analytics and Consulting, IBM Corporation; and Doug Grant, Director of Total Rewards and Organizational Analytics, Johnson & Johnson.

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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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10 Things HR Can Do to Help Align an Organization’s Goals


In this white paper, you’ll learn the ten most important things to consider before you embark on organizational alignment project, how to position HR in the process and what role HR professionals should play and best practices for avoiding common pitfalls, such as planning a multi-tiered rollout to help goals work their way down an organization.

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An Earned Value Management (EVM) Success Story


Earned value management (EVM) is not a new concept, having its origins in United States government agencies during the 1960s as a way to ensure accountability among contractors working on long-term, complex projects. But in this century, EVM has become standard required practice. Learn how to get certified in earned value management (EVM) and compete for government aerospace and defense contracts.

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TEC HR Evaluation Center Updated


TEC HR Evaluation Center Updated. To make sure you get the most up-to-date information for your HR software research, visit TEC's Human ...

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Measuring the Business Value of IT Service


Written for the IT outsourcing community, this document describes an approach for measuring the business value of IT in order to focus service provision activities on areas that are of priority to the client. It introduces a quality improvement process that can decrease the cost of service provisioning without impairing service quality. The intended audience includes those responsible for designing a solution, managers of an existing service, and people bidding for new business looking to differentiate their services. By measuring and reporting on the business value of an IT service, outsourcers' clients see the contribution being made to the success of their clients' business ventures. As a result, the outsourcers' relationships will transition from supplier to partner, they become better placed to exploit new business opportunities, and save money by focusing efforts on areas that are important to their clients.

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HR Tech 2013 Interview: Hardeep Gulati, COO, SumTotal Systems


HCM Analyst Raluca Druta interviews Hardeep Gulati, Chief Operating Officer for SumTotal Systems, live on the show floor at the 2013 HR Technology® Conference & Exposition. Listen and find out more about SumTotal’s context-sensitive training, what customers are saying about the company’s new Elixir platform, and Mr. Gulati’s thoughts on the state of the SMB market.

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HR System for Banks, Financial Institutions


A multinational bank was looking for a fully integrated human resources (HR) solution to replace its legacy system. To find the right solution, the company turned to TEC for an extended evaluation and selection project.

Starting with a list of eight qualified solutions, TEC issued requests for information (RFIs) to each of the vendors. Based on the RFI responses, the bank was able to compare the eight solutions and develop a shortlist of the three most promising ones for in-depth evaluation.

TEC also helped the bank prepare scripts for formal demonstration session—a key component of the final selection process.



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