Software Finder - Search database of over 2,400 Top ERP software solutions & reviews


Powered by ChronoForms - ChronoEngine.com

The Latest

Software companies have noticed.  They’ve noticed that there is a market for human resource software that has been under serviced up until now: Small Business.  The Small Business Administration (SBA) sees manufacturing companies with 500-1000 employees as small business, however, businesses can have far fewer employees than that and still have a need to manage considerable amounts of human resource information.   Temporary agencies, for example, may have only a handful of actual employees while their business is to deal in large numbers of contractors and consultants.  

HUMAN RESOURCE  SOFTWARE

HUMAN RESOURCE  SOFTWARE  FOR SMALL BUSINESS

By simply looking at the numbers, some software companies missed an opportunity.  Some did not and now the lights are on and many human resource software products are targeted for small business.   The human resource big boys have also recognized this opportunity.  Sage Agra is specifically designed for small business.  Microsoft Dynamics NAV and GP also services small business.  However, there are a number of small businesses that have also developed human resource software packages by and for small business.

Managing large amounts of information even for small numbers of employees can be a daunting task. Just because a business is small and depending upon the official status of that small business, documentation and records must be maintained and to obtain and renew certification that are advantageous to small business.  

Human resource software must retain demographics information and often interfaces with government agencies. Affirmative action, offices of taxation, certification and homeland security offices have varying reporting requirements that have to be met on a regular basis and if a small business deals with government contracts human resource software is often used in meeting additional requirements.

HIPAA and COBRA applies to all business and keeping accurate records and specific forms on file is mandatory. To electronically maintain this documentation is becoming more common and human resource software is designed to accommodate these requirements.

Human resource software for small business is often designed to cater to small budgets, limited infrastructures and internal support resources. The money to be made is not always found in the big ticket initial purchase in this market but by sales volume, support, maintenance and training contracts.  This business model is becoming more common and buyers, more accustomed.

Repeat and continued business is the key to success for developers of human resource software for small business. Staying current to the constantly changing demands of the small business market ensures the success of both the software manufacturer and their human resource software customers. 

If there we a meteorologist predicting the forecast for the future of HR management software, the forecast would, without doubt, be sunny. Where once human resources around the world moaned and groaned at the introduction of HR management software, they would now be hard-pressed to imagine their professional world without it. As with all software, HR management software is constantly being expanded upon and improved.

Human Resource departments are now responsible for more than merely hiring and firing of personnel and anything that can be done to improve the efficiency with which their tasks are completed and voluminous records and information is managed is always the goal of the producers of HR management software producers.  Keeping products relevant; innovating and streamlining human resource management itself will ensure that software development companies remain competitive and profitable.

HR management software

The forecast for HR management software is sunny

Not too long ago, HR management software like any other ERP application functioned in isolation. It handled specific information and was severely limited in terms of reporting and functionality. For example, HR software did HR stuff, accounting software did accounting stuff, and production software did production stuff and so on. As computer hardware became networked and began to “talk” to other computer hardware within a company, it became clear that it would be useful to exchange data electronically.

The concept of separation of effort by department had to give way to models of team and cooperation. Production data was relevant and useful to accounting and in turn, accounting and production information shared common data points.  So “interface” became the operative word.  The speed and reliability of data exchange within an organization could be improved by bridging records between departments and eliminating the need to walk printed reports from one end of a building to another.

Today, that effort appears to border on the ridiculous. But that was the way of things before information passed instantly between departments.  HR software was one piece of software and production another and so on and the development of the interface allowed the instant exchange of information.

The adaptability of an HR software management package infrastructure is now a principle criterion for making a purchase decision. It’s a given and that adaptability now includes the ability to speak to the systems of customers and vendors, as well. The internet has made the information superhighway the road on which business travels and the forecast for HR management software continues to be sunny and warm.

If there we a meteorologist predicting the forecast for the future of HR management software, the forecast would, without doubt, be sunny. Where once human resources around the world moaned and groaned at the introduction of HR management software, they would now be hard-pressed to imagine their professional world without it. As with all software, HR management software is constantly being expanded upon and improved.
Human Resource departments are now responsible for more than merely hiring and firing of personnel and anything that can be done to improve the efficiency with which their tasks are completed and voluminous records and information is managed is always the goal of the producers of HR management software producers.  Keeping products relevant; innovating and streamlining human resource management itself will ensure that software development companies remain competitive and profitable.

HR management software

The forecast for HR management software is sunny

Not too long ago, HR management software like any other ERP application functioned in isolation. It handled specific information and was severely limited in terms of reporting and functionality. For example, HR software did HR stuff, accounting software did accounting stuff, and production software did production stuff and so on. As computer hardware became networked and began to “talk” to other computer hardware within a company, it became clear that it would be useful to exchange data electronically.

The concept of separation of effort by department had to give way to models of team and cooperation. Production data was relevant and useful to accounting and in turn, accounting and production information shared common data points.  So “interface” became the operative word.  The speed and reliability of data exchange within an organization could be improved by bridging records between departments and eliminating the need to walk printed reports from one end of a building to another.

Today, that effort appears to border on the ridiculous. But that was the way of things before information passed instantly between departments.  HR software was one piece of software and production another and so on and the development of the interface allowed the instant exchange of information.

The adaptability of an HR software management package infrastructure is now a principle criterion for making a purchase decision. It’s a given and that adaptability now includes the ability to speak to the ERP systems of customers and vendors, as well. The internet has made the information superhighway the road on which business travels and the forecast for HR management software continues to be sunny and warm.

Today, a human resource software system has become an indispensible tool for human resources departments all over the world.  It is difficult to imagine a time before such a tool existed and management of employee, applicant, benefits, payroll and any number of other data points was done manually. Miles of files are going the way of the typewriter.

Human Resource Software System

Human Resource Software System for business large and small


Small to midrange businesses are being romanced with a wide variety of human resource software system offerings. Well known third party applications like Ascentis and Kronos are carving out their piece of the pie. They track payroll, personnel data and time-keeping.  Software developers large and small recognize that the human resource software system is a primary component of a company’s technology infrastructure.  Sage offers Human Resource Software System for a wide variety of business and has developed tools with small and midsized businesses in mind.

Microsoft Dynamics ERP has an HR module intended for medium-sized businesses. Oracle has its own ERP module to handle much HR functionality and has brought PeopleSoft and JD Edwards into the fold.  SAPs HR and payroll modules are sophisticated, robust and well developed.

Human resource management is no small task. Volumes of information have to be managed and a human resource software system is an essential tool in doing that efficiently. In the United States, regulations regarding personal medical information dictate that paper records be minimized so that employee health information remains private and HR departments are legally responsible to be compliant with specific requirements.

Aside from the obvious data bits such as name and social security numbers for all personnel, there are benefits packages, HIPAA, COBRA, unemployment insurance, family status, disability, vacation, training and certifications, incentives, bonuses, the list goes on and on.
Payroll looks to HR records for time, attendance, tax information, deductions, and special programs and so on.  The importance of a solid human resource software system cannot be understated and the needs increase as the company grows.

In some instances, the Human Resources function has been outsourced.  Ceridian is a good example of a company making its services available as an external resource for Human Resources. Most companies still choose to handle the sensitive issues, themselves but many routine tasks are routinely being outsourced and companies like Ceridian exist to fill that niche.

Whether an organization retains all human resources duties or chooses to outsource it, a human resource software system remains a vital tool for successfully conducting business, effectively managing personnel records and employee benefits.


Page 3 of 25

ERP Vendors

  • TriBridgelogo.png
  • aims-logo.png
  • acumatica-logo.png
  • infor-logo.jpg
  • consona-logo.png
  • microsoft-dynamics-logo.png
  • sap-logo.jpg
  • accumax-logo.png

ERP .COM

Helping companies worldwide find software solutions.Find the most updated reviews and listings for the top Manufacturing Software Solutions, ERP Vendors and ERP Consultants available on the market today!