HRnetSource HRIS Vendor Interview

HRnetSource HRIS CompareHRIS.com Vendor Interview

Interviewee Name: Jeff Moe

Position: Founder and CEO

Years with Company: 13 years, since its founding in 1996

Date: July 13, 2009

CompareHRIS.com Questions

What features, options, or services make HRnetSource HRIS unique within the HRIS software industry?

The HRIS industry has many players with product and service offerings that overlap. What makes HRnetSource unique is its focus on the 50-1500 employee organization with its specific needs. On one hand, many systems are overkill for the simpler needs of this segment. “Overkill” can mean the system is too complex for HR staff to use. It can mean that implementation requires the services of outside consultants. Or it can mean that the system is just not affordable. On the other hand, some systems and “HR products” are too simple, inflexible and limited in HR capability.

At HRnetSource, we fill the need of the smaller organization (50-1500) by offering a true HRIS that has a wide breadth of HR functionality. It is open and flexible to allow clients to modify, customize, link to 3rd party systems, etc. according to their needs. It is intuitive and easy to use, easy to deploy so clients can use the system within weeks of initial implementation. We are particularly experienced and focused on meeting the needs of this specific sector, with systems that are powerful yet easy to deploy, easy to use and customize, and are affordable.

Why do you believe your clients most often select HRnetSource HRIS over other HRIS or HRMS systems?

We fill a niche for organizations needing high-end functionality, without spending thousands of dollars on purchase and implementation. Solutions under $500 often do not have the flexibility, openness, and HRIS functionality that a true HR organization needs. Pound for pound, we offer the highest “capability over price ratio”.

Another reason why clients choose HRnetSource is that they have control over the software: where to store it, how to use it, what changes they want to make to the system. HRnetSource HRIS appeals to the HR professional who knows what an HRIS can do and should do. HRnetSource HRIS appeals to the savvy user who wants independence and self-sufficiency in defining how the tools can work best to support their technology goals. As one client puts it, “I don’t have to rely on someone else to make it do something.”

A third reason organizations choose HRnetSource is because it is highly recommended by existing users. What better assurance can you get but from another HR professional whose needs are similar to yours?

Describe a recent client who purchased HRnetSource HRIS and define the benefits and advantages your company was able to provide.

A healthcare facility with over 1000 employees uses an ERP in conjunction with their parent organization. However, the HR staff continued to use Excel spreadsheets to track certain items that were not being tracked by the ERP. They needed a system that would allow the HR staff to track Training, Licensing, and Performance Management data. The system had to interface with their large ERP.

Now they use HRSource to efficiently track these items, while also benefiting from the auto alerts that remind them of renewal dates and expiration dates. Employee demographics flow from the ERP to HRSource, and HRSource tracks the items not tracked by the ERP. By using HRSource, they eliminated the cumbersome and inefficient practice of tracking in spreadsheets. As a result, they continue to enjoy their current enterprise set-up, following corporate dictates, but enhanced the local HR staff’s productivity.

What purchase options do you offer?

We offer the core database HRSource that may be used by a one-person HR department, or networked to enable use by the entire HR staff. Client has the option to enhance the system with web-based add-ons that enable employee/manager self-service.

We also offer an Online Employment Application Module, which eliminates the need for HR staff to do data entry of job applicants. Applicants do their own data entry, and the data flows into the built-in applicant-tracking module in HRSource. This product may be purchased by itself, if client already has an existing HRIS system.

For companies who are still using paper for general HR communications, we offer a green option: the HR Portal (or HR Intranet solution). With an HR portal, employees can easily access HR forms, policies, documents, training topics, announcements, etc. 24/7.

All HRnetSource software is available as a license purchase, with an optional annual maintenance fee.

What type of training and implementation services do you offer?

Implementation services include free telephone support (first 30 days) and a free import template to help the client initially load their employee data into HRSource. If client needs it, we are available to do the full data migration for a small fee. There is no “implementation fee” per se, as the software is very easy to install and use.

The basic training sessions included during implementation (via web conferencing) are:
1) Initial training/overview of the system
2) Migrating data using the import template
3) Query and Report Writing

Subsequent training sessions over the phone are also free during the first 30 days. For clients that want face-to-face training, onsite training is available for a fee.

Describe a prospective client who is an ideal fit for HRnetSource HRIS.

The perfect match for HRnetSource is an organization that has:
- 50-1500 employees (may be a subsidiary of a larger organization)
- Unique or challenging needs that require a system to be flexible and adjustable
- A vision of how they want to track, manage, and use their HR data and HR information
- A desire to use the system for strategic planning purposes (e.g. salary planning, etc.)

Based on # of employees, what is the target market for HRnetSource HRIS?

50-1500 employees

Are there industries HRnetSource HRIS is best suited for?

HRnetSource is open and flexible. It supports various organizations and companies spanning a wide range of industries including: Healthcare, Non-Profit, Government, Education, Financial/Legal/Accounting Services, Manufacturing, Communications, High Tech (both software and hardware).

What are Auxillium West HRnetSource HRIS future development plans?

We will continue to focus on small to mid-size organizations and be responsive to that market segment’s need. We will continue to work towards seamless integration of external systems, keep our leading edge on the number of features that we offer, and take advantage of latest technological developments, such as remote system access and operating system/platform upgrades. Our website has a wealth of free and helpful information for HR professionals, educators, students and business owners. We will expand that resource to support our clients and the HR industry as a whole.

What are the biggest changes you have seen in the HRIS/HRMS software industry in the past five years?

- Demise of ASP’s
- Greater use of online modes of transacting HR business
- Ease and affordability with which you can securely access any computer from anywhere on the Internet
- Greater demand for remote access to data
- Growth in use of HR self-service among small to mid-size organizations
- Consolidation of HR providers

What changes do you expect for the HR software industry in the next five years?

The slowing down of the economy has, for many sectors, served as a “wake-up call” to re-visit inefficient processes and unnecessary expenses. The good news is that the eco-consciousness has put its final stamp on the war on paper. Enforcement of new employment laws and regulatory practices will also heighten the need for tools to help with compliance. The HR software industry will need to provide software solutions that are affordable to small and mid-size organizations.

What advice would you offer to someone who is just beginning their search for an HRIS/HRMS software application?

1. Be clear on what are your needs and priorities (vs. “nice to have” or wants).
2. Small to mid-size companies, don’t waste your time on an RFP. Instead, create a one-page list of key priorities. The amount of time you spend creating an RFP and then analyzing the results is better used talking to HRIS vendors who focus on your specific needs. Refer to the key priority list during the conversations with your HRIS vendors.
3. Learn from many online resources and vendors, but do not get carried away by the bells and whistles. Focus on what you need and the best “bang for your buck”.
4. Be careful not to pay more for “curb appeal”, or “brand name”. Unlike cars, clothes, or handheld electronic gadgets, there is no such thing as “designer” when it comes to software. Focus on HR function, performance, and a vendor’s track record of satisfied users!
5. For small to mid-size organizations, save time by asking the vendor a range of prices and options that they offer. Know how much you are willing to spend for an HR system. Don’t waste your time on systems that are outside your price range.
6. Ensure that the vendor is forthcoming with answers to your questions during your initial conversation, to avoid surprises down the road.

Is there any additional information about Auxillium HRnetSource HRIS that you wish to relay to those who may read this interview?

Small to mid-size organizations:
When it comes to an HRIS, powerful can be affordable.
With HRnetSource, powerful IS affordable!

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