Vendor Landscape Plus: HR Management Systems
HRMS vendors are all elite athletes at the top of their game, and the final selection decision comes down to what the judge is looking for in the performance.
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Last Revised: October 6, 2010
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- HR Management is a mature and stable technology. This can be both good and bad. There's no wrong selection decision, but there's no clear winner either.
- Organizations must look beyond basic functionality and discover advanced features that offer cost savings, operational efficiencies, and better management of human capital.
- The benefits equation of an HR Management System (HRMS) solution is simple: fewer HR staff + improved manager efficiency = cost savings without reduction in ability.
- The actual selection process is complicated by the sheer number of vendors that must be evaluated coupled with the number of deployment options that are available. It is as important to decide between on-premise and software-as-a-service as it is to decide between vendors.
- McLean & Company’s clients have clearly expressed that cross-departmental cooperation is critical for a successful HRMS selection and implementation process. Start building the team today.
Impact and Result
- Understand whether your requirements necessitate an HR Management System (HRMS).
- Assess potential benefits in order to purchase the right components to maximize payback.
- Prepare a Request for Proposal (RFP) and a demo script for vendor evaluations.
- Create a shortlist of HRMS vendors and select which is the best fit for your organization.
- Gather advice from peers on their greatest success factors.
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Understand your HR requirements and compare the numerous vendor offerings.
Choose the right vendor and delivery method for your organization.
Evaluate and compare vendor offerings.
Narrow down the vast list of vendors to the few that suit the organization’s specific needs.
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- Book an Analyst Call on this topic. You can start as early as tomorrow morning. Our analysts will explain the process in your first call.
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Get HR & the Business Engaged in a Strategic Partnership
Optimize the Global Talent Mobility Program
Select and Report Strategic HR Metrics
Assess and Remediate Diversity Problems throughout the Employee Lifecycle
Align the Role of HR with the Organization by Transitioning HR from Administrative to Functional
Align the Role of HR with the Organization by Conducting a Diagnostic
Optimize the Internal Communications Strategy
Develop an HR Plan to Effectively Manage the Merger or Acquisition Process
Understand Top HR Trends and Priorities for 2014
Assess HR Outsourcing
Embed Innovation in the Organization by Designing HR Programs that Drive It
Use Flexible Work Arrangements and Time off to Attract and Retain Top Talent
Develop Stakeholder Management Strategies
Develop a Corporate Social Responsibility Strategy for HR
Refine the HR Organizational Structure and Optimize Department Efficiency
Evaluate the HR Budget Planning, Proposal, and Negotiation Strategy
Develop an HR Strategic Plan
Plan for the Future of Employee Engagement
Implement a Human Capital Growth Plan