Recently I attended a meeting of HR professionals and listened to the keynote speaker, Ernest Malaspina who specializes in Employment Law. Ernie is with Hopkins & Carley, a Silicon Valley-based law firm and he talked about mistakes organizations make that lead to costly legal action.
Despite the heightened attention given to SaaS applications (software-as-a-service apps) as a result of mass publicity and advertising campaigns from SaaS vendors, our customer base continues to grow because not everyone likes the SaaS model. Below are excerpts from the “Frequently Asked Questions” on our website: (more…)
I talk to HR people all the time as part of my job. I have a lot of respect for HR folks. They are quite busy taking care of important things for the company. A few that immediately come to mind include…..
It was not surprising to me that nearly half (48 percent) of buyers that Software Advice covered in its HR Software BuyerView 2015 currently still use manual methods, such as pen and paper or spreadsheets, to handle their HR employee data tracking.
Prospective Buyers’ Current Methods
Why do more than half NOT USE HR Software? I suspect many SMBs owners and executives think that HR software is complex and expensive. Hence, the small and mid-size companies hold off on investing in HR automation tools. (more…)
Earlier this week, HR Executive Online featured an article by Jill Cueni-Cohen entitled “Going World-Class (for Less)” directly relating to large, global organizations, but I must say that in my experience working with small and mid-size organizations for over 10 years, we see the same characteristics among “world-class” small and mid-size companies.
With all the media attention paid to “SaaS” applications (Software-as-a-Service), one might think that the whole world has gone “SaaS”. Not so! There are certainly many applications where SaaS makes sense, but there are others where it may not be the best choice. Why SaaS May Not be a Good Fit for HR tackles some of the issues.
Nevertheless, some HR organizations find that they MUST have a “CLOUD-based system” due to infrastructure and/or IT resource constraints. Not a problem! HRnetSource HRIS is an excellent option because you get the best of both worlds: a more affordable and dedicated HRIS of your very own (not a multi-tenant Saas), and one that is cloud-based, a virtual private server (VPS) in the cloud.
The new VETS-4212 form is now available for HRSource users. This form replaces the VETS-100 and VETS-100A reports. The new form must be filed between August 1 and September 30 by most organizations that do business with the Federal government. (more…)
When looking for an HR system, some organizations consider the HR module offered by their payroll service provider out of convenience. However, there is another option that specifically addresses HR’s needs: a fully-functional, true HRIS that can be linked to your existing payroll system. This eliminates duplicate data entries by transferring data electronically from one system to the other. This interface can be automatic and set to update the databases every night or even manually to update at the click of a button.
Here are five advantages of using a fully-functional HRIS, interfaced (separate but linked) to your payroll system: (more…)