HRMS Solutions’ 2017 HRIS & Payroll Vendor Comparison Report

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The need for trustworthy assistance in evaluating HRIS, payroll and talent management providers never ceases.

HRMS Solutions, Inc. announces the release of their 2017 HRIS & Payroll Vendor Comparison Report. Their detailed analysis is designed for HR, Payroll and IT professionals who are looking for a reliable source to assist with the vetting of Human Resource Information System (HRIS) and Payroll vendors and their solutions. In a constantly changing landscape, the team of experienced sales professionals and implementation consultants continually work to ensure that their comparison report has the latest information from the most relevant vendors in the mid-market space. The 2017 Vendor Comparison Report is available by request from their website today.

As more companies consider moving HR and Payroll to the cloud to replace legacy systems, to embrace the future and ever changing workforce, and to meet executive demands to become a data driven company; they find themselves looking at a very crowded and confusingly similar market of vendors and solutions. “The need for trustworthy assistance in evaluating HRIS, payroll and talent management providers never ceases. In fact, the demand for accurate information has steadily increased and for many people who are evaluating products it is getting more unclear on what exactly is or is not included in the various vendor offerings. Add to the mix of functional comparisons, the use of acronyms such as HRIS, HCM, HRM, and HRMS generates a good deal of questions on what those systems do, don’t do and what the differences are between those systems,” says Mike Maiorino, CEO of HRMS. “The struggle is real. Real enough I wrote a blog on this exact topic.”

The HRIS & Payroll Vendor Comparison Report is a comprehensive assessment of several leading vendor solutions geared to small and mid-market sized businesses from 100 – 5,000 employees. The report examines over 160 functional components including areas like recruiting, onboarding, benefit administration, compensation planning, performance management, employee and manager self-service, career development, succession planning, reporting and analytics, global capabilities and deployment models.

According to The Sierra-Cedar 2016-2017 HR Systems Survey White Paper, “More than 40% of organizations are looking at improving or developing a new Enterprise HR Systems Strategy this year.” The survey concluded that as part of creating their HR Systems Strategy “organizations are taking multiple pathways to transforming the HR Systems Environment, with a mixture of rip and replace, hosted, outsourcing, and hybrid environments.” And finally with regards to HR Technology Strategy, the survey found that in the competitive…

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