Human Resource Management (HR) Software Comparisons

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*E-mail:    *FREE comparisons based on industry-leading best practice templates from Technology Evaluation Centers See List of Available Vendors   Software selection tools, comparison reports, RFI, RFP and RFQ templates. Free RFI, RFP Template Samples in 42 software categories for use with enterprise software selection and acquisition projects, including Consulting Services and Open Source selection criteria.   SRT software comparisons contain the latest, hard to find functional criteria. Can be used to clearly compare all leading Human Resources (HR) and Human Resource Information Systems (HRIS) packages. Used in thousands of human resources software selections, our data is the most trusted and accurate available. Revised March 2008.   Resources for:   Human Resource Information Systems (HRIS) Human Capital Management Talent Management Performance and Compensation Management   About Human Resource Management Systems   Human resource management systems (HRMS) encompass applications for handling personnel-related tasks for corporate managers and for individual employees. An HRMS generally supports personnel management, benefit management, payroll management, training management, workforce management, and health and safety administration. Many systems support employee self-service functionality as well. These systems support human resources (HR) personnel by automating much of the work.   HR Software Selection: It Ain't Rocket Science   So … you're either in the market for your company's first human resources management system (HRMS), or you're ready to move up to a more sophisticated system, and you're struggling with whether to bring in the consultants or tackle the evaluation process by yourself. Can you do it yourself? The answer is yes, and maybe. It all depends on whether or not you can commit the time and resources to doing it right.   Be prepared for a fairly time-consuming process, ranging from at least three to nine months or more. You'll also need to recognize that it will require a considerable outlay of capital and staff resources to bring the project to fruition. Your company will have to live with your decision for the next eight to ten years or more, so you want to make sure that you do it right—the first time.   For starters, it will be extremely helpful to begin with a clean slate and an open mind. The less biased you are regarding a specific software vendor or application (either “for” or “against”), the easier it will be to make an objective evaluation and decision. In the last five years or so, vendors, software applications, and hosting options have undergone significant changes. Making a decision based solely on past experiences (good or bad) may be a disservice to your organization. Try to remain unbiased throughout the evaluation process. Whether you use a consulting firm to help you in your quest, or decide to strike out on your own, following a rock-solid methodology is the key to success.   Read more about HR software selection     Human Resources for Small to Medium Businesses   One of the many features that distinguish a small to medium business (SMB) from a large enterprise is its number of employees. A business that is considered small employs less 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 SMBs to purchase HR solutions that are scalable to their functionality needs. In addition, to remain competitive with large enterprises, SMBs must rely on vendors to price their software according to a smaller IT budget and to cater to SMB requirements. An SMB has the same options to choose from that a large enterprise has when it comes to the type of HR system to implement. For example, one SMB may select an all-in-one (or integrated) solution to use in conjunction with its other processes and systems. Another SMB might decide to go with a modular model, one with which it can pick and choose the software features and functions it most often uses, and outsource the rest of its HR operations to a third party vendor. In today’s market, SMBs are looking for HR systems that offer a lot flexibility and a variety of options to fit their needs. Among their choices are hosted and non-hosted solutions, as well as outsourcing options. This article will briefly discuss the pros and the cons of each of these options.   Read more about HR for small to medium businesses   Software Research Tools a division of 9131-8949 Quebec Inc. Copyright © 2003-2008 Software Research Tools Terms of Use - Privacy Statement a TEC Alliance Partner