Vendor Landscape: Human Resources Information Systems
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Leverage modern HRIS analytics and talent management capabilities to change HR into a proactive, business-driven function. ...
Leverage modern HRIS analytics and talent management capabilities to change HR into a proactive, business-driven function.
Organizations are increasingly recognizing the strategic importance of the Human Resources (HR) function. There is heavy emphasis on the need for process automation and end-to-end talent management.
Organizations have started integrating HRIS into ERPs as HR becomes more complex and strategic and less administration-focused.
Each vendor specializes in a specific area of HR management and most products can still be categorized as best of breed. It can be difficult to choose one single solution to satisfy all of your HR functional requirements.
Whether through organic development, acquisitions, or partnerships, most products are maturing in all feature areas with the exception of learning and development capabilities. Integrating a separate best-in-class solution may be the better option for learning and development in the short run.
The degree of in-suite integration makes or breaks the user experience. Growth by acquisition or heavy reliance on partners to provide features may diminish the ease of integration between modules.
Cloud-based SaaS is emerging as the primary deployment method of HRIS solutions as it is affordable in the short run and significantly reduces the burden on IT departments.
Impact and Result
Compare and contrast major HRIS vendors to understand the table stakes as well as the advanced features that differentiate offerings.
Determine which products are most appropriate for particular use cases and scenarios.
Shortlist top HRIS vendors and their products based on requirements for newer trends such as predictive analytics and end-to-end talent management.
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