HR Systems

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Post HCM Demo Follow Up

3 Stages of the HCM Demonstration - Stage 3 of 3 In the previous two stages of the HCM demonstration (HCM demo) we examined planning and preparing for HCM d...

The HCM Evaluation

3 Stages of the HCM Demonstration - Stage 2 of 3 In the first stage, Planning and Preparing for the Vendor Demonstration, we presented areas for your organi...

Planning and preparing for the HCM Demonstration

3 Stages of the HCM Demonstration - Stage 1 of 3 Many of the suggestions and recommendations listed below could apply to other types of SaaS software besides ...

The HR and Payroll Software Dilemma of Unified or Best-of-Breed Strategy

A Unified or Best-of-Breed Strategy? You don’t realize it, but it’s highly likely that the next time you begin to evaluate a new vendor for HRIS, Payroll, ...

Types of HRIS Systems: HRIS vs. HCM vs. HRMS

Confused about the types of HRIS systems: HRIS vs. HCM vs. HRMS when researching new HR technology solutions? These acronyms have befuddled many in the industry...

6 Reasons to Skip the HRIS RFP When Purchasing HR and Payroll Software

I am going to get straight to the point in this blog: I am passionately opposed to using an RFP to buy any kind of software, SaaS solution or technology. Unless...

The Importance of Clean HR Data

As human resources departments leave behind the paper pushing of the past and transition to becoming a business partner to the organization, organizations...

How do you want your HCM Implementation? Good, Fast or Cheap?

Understanding the Importance of Knowing the HCM Implementation Approach of Your Service Provider The first time I saw the phrase “Good, Fast or Cheap” I wa...

Upgrade an Existing HCM or Buy an Entirely New System?

The average lifecycle of a Human Capital Management System (HCM) is 7-8 years. If you find yourself near the end of this timeframe, or perhaps well beyond it, y...

Standalone Talent Management Solution or Holistic HRIS/HCM?

An increasingly common question I’ve been hearing lately is should my organization solve for just one or two gaps in our HR Technology void or should we take ...
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