HRIS Software Resources
There have been and will continue to be questions in this and other groups about how companies can leverage technology to help perform a multitude of job requirements. Small, medium, large, and enterprise sizes have pretty much the same needs, but how they address those needs may be very different.
Having seen nearly every flavor of questions about this topic, we wanted to put together some basis truths about these software programs for all to use. We're hoping it may do two things:
1. Short-circuit some of the more basic questions from being asked repeatedly, and
2. Provide a common understanding of what these programs can do so that when questions arise it can get beyond the ‘what do you use’ how do you like it’ or ‘how does it compare with xyz’
***HRIS software programs are used for any one or a number of the following tasks:
Recruiting
Applicant Tracking
Talent Management
Payroll, W2
EEO, I9
Job Descriptions
Time and Attendance
Succession Planning
Benefits & Compensation
Performance Management
Training
Employee Self-service
OSHA
Workers Compensation
***HRIS software programs can be put into place or implemented in a variety of ways:
SaaS (Internet or Cloud)
License – Purchase
License – hosted
Outsourced
***Here are some resources that will give you an idea of what is on the market:
.
http://www.hrmssolutions.com
.
http://humanresources.about.com/od/glossaryh/a/hris.htm
.
http://www.comparehris.com/
.
http://www.hrworld.com/hris/
.
http://www.hrcomparison.com/ (European-based HRIS software vendors)
***My HRIS software is better than your HRIS software.
This seems to be what most members want to know. The utility of any software program can be boiled down to many things:
• Number of users (employees)
• Number of modules (tasks performed)
• Method of implementation
This is where benchmarking and best practices become blurry because how one company uses a software program may be different than others using the exact same software platform. Keep this and other criteria in mind when comparing platforms and asking questions that may not be easily answered in your specific situation.
Having seen nearly every flavor of questions about this topic, we wanted to put together some basis truths about these software programs for all to use. We're hoping it may do two things:
1. Short-circuit some of the more basic questions from being asked repeatedly, and
2. Provide a common understanding of what these programs can do so that when questions arise it can get beyond the ‘what do you use’ how do you like it’ or ‘how does it compare with xyz’
***HRIS software programs are used for any one or a number of the following tasks:
Recruiting
Applicant Tracking
Talent Management
Payroll, W2
EEO, I9
Job Descriptions
Time and Attendance
Succession Planning
Benefits & Compensation
Performance Management
Training
Employee Self-service
OSHA
Workers Compensation
***HRIS software programs can be put into place or implemented in a variety of ways:
SaaS (Internet or Cloud)
License – Purchase
License – hosted
Outsourced
***Here are some resources that will give you an idea of what is on the market:
.
http://www.hrmssolutions.com
.
http://humanresources.about.com/od/glossaryh/a/hris.htm
.
http://www.comparehris.com/
.
http://www.hrworld.com/hris/
.
http://www.hrcomparison.com/ (European-based HRIS software vendors)
***My HRIS software is better than your HRIS software.
This seems to be what most members want to know. The utility of any software program can be boiled down to many things:
• Number of users (employees)
• Number of modules (tasks performed)
• Method of implementation
This is where benchmarking and best practices become blurry because how one company uses a software program may be different than others using the exact same software platform. Keep this and other criteria in mind when comparing platforms and asking questions that may not be easily answered in your specific situation.
Steve Madsen
Director of Operations
Linked:HR and Subgroups
