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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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 medium human resources


Human Resources for Small to Medium Businesses
When small to medium businesses shop around for a human resources (HR) solution, their main considerations are whether to go for a hosted or non-hosted solution

medium human resources  than 100 people; a medium size business is one having between 100 and 999 employees. A large enterprise, including all of its subsidiaries, has over 1,000 employees, using numerous application systems. Naturally then, SMBs have vastly different human resources (HR) needs compared to large multinational corporations. HR, in a nutshell, encompasses such areas as payroll, benefits, performance evaluation, candidate screening and recruiting, employee termination, and retirement packages. It's important for

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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

ERP for Manufacturing (SMB)

TEC's new ERP for Manufacturing (SMB) evaluation model targets the software requirements of small and medium enterprises. If your organization doesn't have many sites to operate, seeks a solid base of ERP functionality, but doesn't want every possible feature of the biggest systems on the market, this model is a good starting place for your research. It covers fully featured accounting solutions with necessary manufacturing, inventory, human resources, purchasing, quality, and sales management functionality. 

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Documents related to » medium human resources

What Is a PEO? An Introduction to the PEO Model and Its Benefits for Small and Medium-sized Businesses


You entered into business to sell a product or provide a service and generate revenue doing what you do best. But human resources (HR) management is a necessity when you have employees. What could be better than taking a piece of your business and making it somebody else’s problem? This is what a professional employer organization (PEO) can provide and in this paper, you’ll learn about all the benefits partnering with one provides.

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TEC 2014 HCM Buyer’s Guide for Medium and Large Enterprises


How do you treat humans as capital? The concept of human capital depends on its two parts: what we understand by “human” and what defines something as “capital.” The supporting technology then is a shape-giving agent to what human capital management (HCM) or human resources (HR) departments can become.

This buyer’s guide examines high-level features and functions offered by HCM technology vendors. It underlines the market tension between a tendency to consolidate various aspects of HCM technology into one suite and the best-of-breed approach to tackling HCM requirements. Additionally, it explores new niche-oriented technologies.

The product comparison included in this guide consists of information supplied by vendors of HCM solutions. The chart is intended to inform users about how vendors position themselves in the market as well as reveal some of their partner ecosystems. We acknowledge that there are many other vendors and products in the market, but we are able to include only a limited number in the product comparison chart.

This guide also includes discussions on how contemporary leadership models tackle global challenges, the prevalent perspective on workforce as talent versus “non-talent” and how businesses can shift toward a more fluent view of the workforce, and the new role of learning in realizing business goals.

Lastly, the buyer’s guide presents a range of real-life case studies that highlight client successes and thought leadership about relevant HCM issues and challenges, and the solutions vendors are offering to address them.

But most importantly, this guide invites us to imagine—beyond simple HCM/HR goals and accomplishments—an economy that continuously redefines the intersection of “human” and “capital.” Gabriel García Márquez recognized “that human beings are not born once and for all on the day their mothers give birth to them, but that life obliges them over and over again to give birth to themselves.”* We pay tribute to Márquez in these pages as a reminder that inspiration in our careers and business can come from any human endeavour—and this inspiration is ultimately what challenges the HCM technology market to stay vibrant.



Table of Contents


About this Guide

Preface

HCM for Medium and Large Enterprises

Full-Suite HCM versus Best-of-Breed Software Solutions

HCM Functionality

Niche Technologies


Product Comparison

TEC Resources

HCM in the 21st Century

Leadership Undone

More than “Talent”: Exploring Talent Management and Workforce Management as a Continuum

The Role of Enterprise Learning in a Company’s Growth


Casebook

Cezanne HR Customer Success Story: Casewise Improves Employee Communication with Cezanne OnDemand

Cornerstone OnDemand Customer Success Story: Diverse and Geographically Distributed Workforce

Cornerstone OnDemand White Paper: Increase Your Talent IQ: Stop Guessing and Start Making Smarter Decisions about Your Workforce

FinancialForce Human Capital Management (HCM) Customer Success Story: Workforce Management from Hire to Retire on the Salesforce1 Platform

IBM Customer Success Story: Dow Benelux Maintains a Happy Workplace

IBM White Paper: Human Capital Management in the 21st Century—Advancing Human Resources with Business Analytics

iCIMS Customer Success Story: iCIMS Helped ACCO Brands Streamline Recruiting During the Company’s International Expansion

Meta4 Customer Success Story
: Pepe Jeans: Harmonizing HR at the International Level

Oracle Customer Success Story
: Taleo Powers Growth via Talent Mobility at InterContinental Hotels Group

Thought Leadership sponsored by PeopleNext
: Why Invest in Talent Management? Five High-ROI Business Drivers for Implementing a Talent Management Program

Thought Leadership sponsored by SAP
: SAP’s Talent Journey—Reworking the Notions of Talent

Skillsoft Customer Success Story
: PGA of America—Professional Growth in a Multigenerational Workforce

Thought Leadership by SuccessFactors
: The Future of Attracting, Retaining, and Managing Talent: Keeping Up with Changes in the Workforce


Vendor Directory

About the Author


Download the full copy of the TEC 2014 ER HCM Buyer’s Guide for Medium and Large Enterprises.



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Full-suite HCM versus Best-of-breed Software Solutions



In human capital management (HCM), like in most other areas of enterprise software, buyers are often confused by the choice between a full suite and a best-of-breed solution. But, is this confusion a construct resulting from vendors positioning themselves as either conquerors or underdogs? The full suite is generally understood as consisting of core human resources (HR), talent management, and workforce management. Best-of-breed solutions typically offer functionality and service that focus on one of the three areas.

Buyers report that they hesitate between wanting to have all HCM software capabilities under a greater-scope solution—preferably their current enterprise resource planning (ERP) system—and an attractive, flexible, and deep best-of-breed HCM software option. However, the idea that a company can benefit only from one and must sacrifice the other may be erroneous. For example, software as a service (SaaS) appears to be a robust and reliable model for integrating best-of-breed solutions with larger systems.

In addition, competing vendors with modular software products propose offerings that are diverse—in their technology and product formulations, and also in their partnerships with other enterprise software vendors. Although to date vendors have not generally been going into a selection project with competing partners, this may be the case in the future, if the marketplace moves towards a more open market. For instance, on the same bid, one would be able to see a CSOD + ADP package and a CSOD + Workday package competing side by side.

So, a company does not have to be consumed by having to make a definitive choice on full suite versus best-of-breed HCM. Depending on the company’s culture, competing human resources (HR) priorities, and evolution, companies do not have to fear taking advantage of the core HR functionality present in their current ERP system when starting out. In most cases, there will later be the option of adding more systems to its portfolio of HCM software solutions, thanks to vendors presently being more open to the idea than in the past.

One of the major challenges when acquiring HCM enterprise software is to strike the right balance; companies often end up buying either more than they actually need or not enough. Buying more is seen as incurring unnecessary costs and risking low adoption. Yet providing less to buyers at the outset means requiring add-ons and third-party solutions to compensate for the insufficient initial offering—these imply costly and complicated integration by either in-house information technology (IT) personnel and/or vendors.


Download the full copy of the TEC 2014 ER HCM Buyer’s Guide for Medium and Large Enterprises.

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New Features from ADP Human Capital Management Solutions


ADP announced during ADP Innovation Day new functionality for its HCM solutions targeting midsize and large enterprises. The new capabilities are available on both the ADP Vantage HCM platform for large organizations and the ADP Workforce Now platform for medium-sized businesses. New features include: multilingual and multicurrency capabilities global data fields using

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TEC presents its 2008 Human Resources Information Systems State of the Market Report


Technology Evaluation Centers Inc. (TEC), the leading resource for enterprise software selection, has released a new human resources information systems (HRIS) buyer's guide targeting small and medium businesses (SMBs).

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Vista HRMS: Core HR Competitor Analysis Report


This knowledge base on human resources management systems affords clients the opportunity to rapidly determine their criteria for management and employee personnel tasks. Its extensive criteria include benefits and payroll management, employee self service, data warehousing, and health and safety requirements.


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Serenic Navigator: Core HR Competitor Analysis Report


This knowledge base on human resources management systems affords clients the opportunity to rapidly determine their criteria for management and employee personnel tasks. Its extensive criteria include benefits and payroll management, employee self service, data warehousing, and health and safety requirements.


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The Top 3 Points to Consider When Selecting a Human Resources Information System


You probably already know that a human resources information system (HRIS) should track all information on current and former employees, and reduce your HR staff’s workload. Not sure what lies beyond that? There are a few things you should know before selecting an HRIS. Find out how to identify your HR needs, so your HRIS can help you reach your business objectives—and give you a quick return on investment (ROI).

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Talent (Human Capital) Management and Sports? Sign Me Up, Please! - Part 2


Part 1 of this blog post introduced some mixed feelings and doubts that we might still have about the noble concepts of talent management and human capital management (HCM). This skepticism lingers in spite of the many indicators of the usefulness of these concepts in mitigating some imminent global workforce challenges, which were outlined in Part 1. Accommodating "Generation Y" Let us not

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People or Resources: The Financial Sector in a Crossroads


People management tools have become necessary, particularly in an environment such as the financial sector, where resources have become global and people require more complex management solutions.

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Lifeway Christian Resources


As one of the largest resource suppliers for Christian churches and bookstores in the United States, LifeWay Christian Resources needed a comprehensive corporate solution to facilitate effective internal communication and to better serve its vast and growing customer base. It needed a solution that was advanced and powerful, yet user-friendly and cost effective that would track customer interactions, analyze sales, track orders, store competitive data and deliver geo-demographic customer information. It needed to establish a customer-centric strategy built upon CRM's (Customer Relationship Management) premises for its call centers.

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