It seems I have not yet created a wiki page on HRMS software products. Here is what I have said, and here are some notes.
On my blog the query, http://davelevy.info/?s=hrms brings back some articles, one of which points at a linkedin blog article, HMRS, a distressed purchase.
I have also found, Gartner’s Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises, which nicely categorises the required function into four families. These are core admin, service delivery, talent management and workforce management. (For more check out their article.)
On functionality, I have found this from Oracle, The italics are my additions.
- HR: Refers to a set of traditional employee management functions that includes hiring, job and position management, HR compliance, and reporting. (This would also include policy development and propagation and is often just a wiki and workflow engine. DFL.)
- Talent management: Looks at the strategic management of talent throughout the talent lifecycle. It includes sourcing and recruiting candidates, goal and performance management, learning and career development, talent review, and succession management.
- Workforce rewards: Refers to all HR functions that manage any monetary or non-monetary rewards including compensation, benefits, or payroll. (Obviously would include tax and pension compliance, and also any bonus schemes which might cross over into workforce and talent management. DFL.)
- Workforce management: Involves all HR functions that are related to positive and negative time management including time and labor and absence management.
The record keeping should bear in mind the five lawful dismissal reasons, conduct, capability, attendance, redundancy and substantial other reason.
Much HR is consultancy as we move towards a world where managers mange, and lawyers consult. The definition above does not include the record keeping required for disciplinaries, grievances and whistleblowing; however, it’s possible that whistleblowing should be outside HR.
- HRMS, a distressed purchase, by me, on linkedin, talks about blue shift, and thus non-functional requirements, skills descriptions and networks, the Gartner MQ and concludes with demanding that HR adopt a mission statement.
- Another article called, HRMS, a distressed purchase, by me on my blog, a pointer at the linkedin article, a not very successful attempt to argue that in most cases HRMS systems should be cheap, and not innovate. In my linkedin article Strategy, I talk about classifying systems and use HRMS as an example of how and when HRMS require innovation to offer competitive advantage and when not.
- HRMS, on my blog, another defacto index
- Compliance, a diversion, on my blog from HRMS to a person data model, where I still argue for a shared model