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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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 kmart hr


TEC's Mid-market ERP-Distribution Buyer’s Guide
Midsize manufacturers and distributors now have access to an array of powerful software solutions that simply weren’t available before. But with so many choices

kmart hr  destinations, the company supplies Kmart, Wal-Mart and Costco with its extensive range of products. Ninety-five per cent of The Islander Group's sales are within the state of Hawaii, generating over $18 million annually through its website, mail-order catalogue and 50,000 square foot pick and pack warehouse operations. Products are printed and manufactured in Hawaii, the US mainland as well as Taiwan, China, Korea and the Philippines before being distributed from the company's main warehouse located on

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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 » kmart hr

How HR Can Help Executives Get the Big Picture: Becoming a Strategic Partner to the C-Suite


Amid economic ups and downs, a very real skill shortage, the Baby Boomers exodus, and rapidly changing technology, human resources (HR) teams have their hands full without the specter of a dissatisfied C-suite. There is one key factor within HR’s control, however. Employee engagement. Improving engagement can help organizations transcend poor economies, attrition, and skill gaps by creating a rich employee experience, one that powerfully influences retention, performance, loyalty, motivation, and productivity. Learn about the top three keys to helping HR departments become the C-suite's strategic partner.

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TechnologyOne HR & Payroll


TechnologyOne HR & Payroll is an employee lifecycle management solution which provides human resource functionality as well as payroll management and employee-self-service. Solution features include the ability to maintain separate costing and payroll cycles, to derive timely payroll, work management, general ledger, and job costing data with integrated timesheets and a general ledger solution. The application also reports and tracks all incidents in the workplace, recording the information required for worker compensation claims.  

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Quadrant HR


Quadrant HR™ is a user-defined, configurable software and services solution integrating best practices for Human Resources, Staff Scheduling and Payroll into a single system. Fully configurable, Quadrant HR™ conforms to the way you work without costly programming customizations. You can create and automate workflows across the organization. Quadrant HR™ is designed to improve employee processes from ‘hire to retire’ for simple to complex multi-site, multi-position, multi-contract workplaces. Experience the power of effective, automated business processes that save you time and money. Quadrant HR - Smart. Simple. Seamless.

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Six Critical HR Best Practices to Gain Insights with Workforce Analytics


Workforce analytics deliver insightful, actionable information that executive leadership demands; human resources (HR) departments can accelerate and influence impactful business decision making with confidence using best practices such as relying on a single source of truth, challenging assumptions, taking on business challenges, leveraging industry benchmarks, being prepared, and linking information to business outcomes

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2011 HR Technology Conference & Expo (Day 1): What Happens in Vegas Shouldn’t Have to Stay in Vegas


Hundreds of industry experts have descended on Las Vegas for the 2011 HR Technology Conference @ Expo (and for other things, such as networking and maybe just a wee bit of gambling), which has been billed as “the world’s best conference on HR Technology.” It’s my second time attending this conference, which is the largest North American gathering of HR professionals, experts, and technology

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HR in the Cloud: Bringing Clarity to SaaS Myths and Manifestos


This white paper is designed to give you greater insight into the pros and cons of putting your HR applications in the cloud. You’ll learn about which applications and cloud delivery models make the most sense not just for your human resources (HR), but for your company’s industry and business model. You’ll also gain a better understanding of the myths circulating about software as a service (SaaS) and other cloud solutions, and why an enterprise-grade solution may make the most sense.

By downloading this document, you agree to provide contact information and other data to select sponsors of this content.

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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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HR Tech 2013 Interview: Jeremy Langley, Marketing Director, Lumesse


HCM Analyst Raluca Druta interviews Jeremy Langley, Marketing Director at Lumesse, live on the show floor at the 2013 HR Technology® Conference & Exposition. Listen and find out why Lumesse is taking a wait-and-see approach to context engines, how the company is managing integration after a string of acquisitions, and whether Lumesse views SAP as a competitor, a collaborator, or both.

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HR Executive's Guide to Web 2.0: Cracking the Code for Talent Management


Find out in the Aberdeen report HR Executive's Guide to Web 2.

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HR Analytics Come into Their Own


Skeptics argue that human resources (HR) is too “soft” an area to be analyzed with any rigor—at least compared with finance or marketing, which have long mined business data to generate intelligence that can drive decision-making. Others maintain that HR analytics are a critical tool for keeping executives strategically oriented. Learn how HR data can help executives make decisions that drive business results.

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