It’s an interesting time to be a vendor in the HR space. That’s not to say it’s an easy time, specifically for companies that set out to be “all things to all people.” For developers that do one thing, and do that one thing exceptionally well, now is your time to shine. Whether your company
Monthly Archives: November 2015
Be honest – when is the last time you dreamed of your payroll, time and attendance, and talent management systems talking to each other without you having to re-enter a single piece of data? Yesterday? Like every other HR professional you want that dream to become a reality at your organization. The problem is that
Many companies are continuing to consolidate their HR workflows into a single talent-management system. However, most organizations are now looking to combine multiple applications in an effort to assemble an optimum set of best-of-breed capabilities that solve all of their human capital problems. The forces behind the shift back toward multiple HR applications are recent
Many companies are abandoning disparate HR point solutions in favor of integrated platforms or integration solutions that provide more insight and efficiency. This white paper examines the revenue opportunities awaiting HR software application developers and vendors that capitalize on this trend with truly seamless integrated automation beyond limited APIs. Download it now.
Integrating disparate HR applications—such as time and attendance, payroll, and talent management systems—can add tremendous productivity gains. For instance, a common scenario is to integrate an applicant tracking system (ATS) with an onboarding system. By automatically transferring information captured in the ATS about newly-hired employees to the onboarding system, companies can eliminate redundant data entry,