{"id":87,"date":"2009-02-04T00:07:33","date_gmt":"2009-02-04T00:07:33","guid":{"rendered":"http:\/\/www.hr-softwareblog.com\/?p=87"},"modified":"2012-06-05T21:02:49","modified_gmt":"2012-06-05T21:02:49","slug":"powerful-affordable","status":"publish","type":"post","link":"https:\/\/www.comparehris.com\/blog\/powerful-affordable\/","title":{"rendered":"Powerful can be affordable"},"content":{"rendered":"

Small to Mid-Size Companies:\u00a0<\/strong>
\n\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Powerful can be affordable<\/strong><\/strong><\/p>\n

As a company with 250 employees, you’d think Chris, the HR Manager, is already using an HR information system (HRIS<\/a>). Actually, she is still using Excel spreadsheets.\u00a0 Why?\u00a0\u00a0Chris says, “Because we just don’t have the big budget needed for an HRIS implementation.”\u00a0\u00a0 An\u00a0HR Information Systems<\/a>\u00a0does not have to be expensive.<\/p>\n

There are many\u00a0HRIS products<\/a>\u00a0on the market that are reasonably priced and will include the basic features needed to increase the efficiency of your HR department.\u00a0 Three primary reasons that an HR Manager may be looking for an\u00a0HR Management Software<\/a>\u00a0are easy access to employee data, regulatory compliance and strategic planning.<\/p>\n

Easy Access to Employee Data<\/strong>
\n<\/strong>While not all databases are alike, most offer a basic set of features that will allow you to organize, store and retrieve employee data efficiently. These basic features are likely to include:
\n\u2022\u00a0Database for storing employee information (job and salary history, demographic data, etc.)
\n\u2022\u00a0Tracking Leave and Attendance
\n\u2022\u00a0Training and Licensing Management
\n\u2022\u00a0Benefits Administration
\n\u2022\u00a0Report Generation
\n\u2022\u00a0Some Customizable fields<\/p>\n

Government Compliance<\/strong>
\n<\/strong>Most programs will include many of the reports you need to be compliant with government regulations, such as FMLA, OSHA, EEO, and Affirmative Action.<\/p>\n

Strategic Planning<\/strong>
\n<\/strong>In addition to these basic features, many HRIS systems contain the tools to help you analyze the employee data for strategic planning:
\n\u2022\u00a0Employee Turnover
\n\u2022\u00a0Succession Planning (skills lists by job, skills held by employees)
\n\u2022\u00a0Salary Review & Budgeting (breakdown of salary & total employee costs)
\n\u2022\u00a0Benefits (cost trends)
\n\u2022\u00a0Performance and Talent Management
\nAn HRIS can be affordable<\/strong>
\nFor a company like Chris\u2019 with 250 employees, a comprehensive\u00a0HR software solution<\/a>\u00a0program can cost under $1000\u00a0 — an\u00a0affordable HRIS<\/a>\u00a0that will give you easy access to all your data, increase the efficiency of the HR department and free up time for more pro-active and strategic planning.<\/p>\n

You may be saying to yourself, I really want a hosted solution, in which the HRIS is housed remotely on the vendor\u2019s server.\u00a0\u00a0 If your budget is small, consider the cost difference between a purchased and hosted solution.\u00a0 A \u201cpurchased\u201d on-site system will generally cost you less over time than a \u201chosted\u201d system.\u00a0 In the example of Chris\u2019 company, there is a significant cost difference between a hosted and purchased system.<\/p>\n

Purchased: one time cost of $995 (HRSource<\/a>)
\nHosted solutions costs range between $2 – $5 per employee\/per month. Using a $3 per employee cost, your yearly cost will be: 250 x $3 x 12 = $9000.\u00a0 Over 5 years that would add up to $45,000!<\/p>\n

Obviously there are tradeoffs with purchased software: you have to maintain the software and back up your own data.\u00a0 Check with the vendor to see if the support agreement includes basic maintenance.\u00a0 Also, data can be backed up automatically by utilizing your company\u2019s existing backup system.\u00a0\u00a0 A purchased HRIS can often be customized to meet your unique needs, which is difficult for a hosted solution that is providing the same database to many clients.<\/p>\n

What about payroll?<\/strong>
\nYou may want an integrated package that also includes payroll.\u00a0 If you have an existing payroll provider or in-house system, an HRIS may be able to interface to it using an import and export function.\u00a0 (You may also want to look into whether your existing payroll system already includes an HRIS.\u00a0 Make sure you examine the functionality of the HRIS system, as some payroll companies offer a very feature-thin HR module.)<\/p>\n

Scale up your HRIS over time<\/strong>
\nAnother possibility is to scale up your HRIS system over time.\u00a0 Purchase the core HRIS today and then add-on features later as your budget allows.\u00a0 This way you are not sacrificing the system you ultimately want for the reality of what you can afford today.<\/p>\n

An affordable yet powerful HR system will improve your HR department\u2019s efficiency and productivity.\u00a0\u00a0\u00a0 While these\u00a0HRMS systems\u00a0may not offer every feature, they provide a strong basic feature set at a price that most companies can afford.\u00a0 As you consider whether you can afford a thousand dollars for an HRIS, consider the tradeoff of doing nothing.\u00a0 Do you want your HR Manager tracking down data in Excel spreadsheets and file cabinets? Or would you rather free up that time to help with strategic activities such as training, performance management and workforce planning?<\/p>\n","protected":false},"excerpt":{"rendered":"

Small to Mid-Size Companies:\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Powerful can be affordable As a company with 250 employees, you’d think Chris, the HR Manager, is already using an HR information system (HRIS). Actually, she is still using Excel spreadsheets.\u00a0 Why?\u00a0\u00a0Chris says, “Because we just don’t have the big budget needed for an HRIS implementation.”\u00a0\u00a0 An\u00a0HR Information Systems\u00a0does not … <\/p>\n

Continue reading “Powerful can be affordable”<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"enabled":false},"version":2}},"categories":[3],"tags":[],"class_list":["post-87","post","type-post","status-publish","format-standard","hentry","category-hris-selection","entry"],"yoast_head":"\r\nPowerful can be affordable - HRIS - Compare HR Software Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.comparehris.com\/blog\/powerful-affordable\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Powerful can be affordable - HRIS - Compare HR Software Blog\" \/>\r\n<meta property=\"og:description\" content=\"Small to Mid-Size Companies:\u00a0 \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Powerful can be affordable As a company with 250 employees, you’d think Chris, the HR Manager, is already using an HR information system (HRIS). 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