CompareHRIS.com Blog » White Papers

Free HRIS White Papers

admin — Tue, 02 Feb 2010 17:37:55 +0000

About six months ago we reached out to our CompareHRIS.com vendors and asked if they had white papers they wanted to add to the site. Many complied and we now have 17 very helpful white papers on the site. Much of what we offer on CompareHRIS.com is the ability for HR professionals to increase their HRIS IQ when beginning their search for HRIS and HRMS software. I believe these white papers are an important element for increasing that knowledge.

The white papers require a form to be completed to be downloaded but once you fill out the form, it will automatically populate on the next white paper downloaded. The white papers are then sent as a PDF automatically in an email.

HR Outsourcing Redefined

Thriving in This Economy – Four Keys to Managing Your Workforce Now

From Personnel Manager to Chief Human Capital Officer

What Every Employer Must Know to Avoid Costly Lawsuits

Intersourcing – Software as a Service

Online Open Enrollment

Four Universal HR Needs… and How Real Organizations Have Satisfied Them

The Six Steps of Reducing Business Latencies

The Bottom Line on HR Technology

Evaluating Payroll Options for Your Mid-Sized Business

Cost Effectiveness in End-to End HR solutions

Just How Global is your Global HR Software Solution

Cost Savings in Automating HR and Benefits

Integrating People, Process, Technology and Strategy: The Future of Human Capital Managment

Evaluating Workforce Management Solutions

The State of Talent Management in the Healthcare Industry

The State of Talent Management

CompareHRIS.com Most Read HRIS and HRMS Articles for 2009

admin — Tue, 12 Jan 2010 16:46:25 +0000

CompareHRIS.com has put together what is likely the most comprehensive list of HRMS and HRIS articles on the web pertaining to the selection, purchase, and implementation of HR Information Systems, HRMS and HR Software and Payroll software systems. If there is a more comprehensive list, let us know where because we have not seen it and we looked.

Based on traffic data for 2009, CompareHRIS.com has compiled the following list of their most read HRIS articles for 2009:

CompareHRIS.com accepts article submissions. If you have a story to tell or advice to offer, let us know; we’d love to provide your article as an added resource to our visitors. Contact us for details on submitting articles to CompareHRIS.com. Feel free as well to use our articles as content for your site as long as you keep any internal links in place.

Check back often since we will continue to add new content and guest authors for our visitors in 2010.

Have you Downloaded the most Recent White Papers?

admin — Wed, 14 Oct 2009 20:51:38 +0000

CompareHRIS.com has added a number of new whitepapers covering a variety of topics. When you find one you like, just complete the information form and the whitepaper will be emailed to you in a PDF file format.

Don’t be concerned about time consuming data entry if you want more than just one Whitepaper. Fill out the form once and the next time you download a white paper, your data automatically fills in.

HR Outsourcing Redefined

Thriving in This Economy – Four Keys to Managing Your Workforce Now

From Personnel Manager to Chief Human Capital Officer

What Every Employer Must Know to Avoid Costly Lawsuits

Intersourcing – Software as a Service

Online Open Enrollment

Four Universal HR Needs… and How Real Organizations Have Satisfied Them

The Six Steps of Reducing Business Latencies

The Bottom Line on HR Technology

Evaluating Payroll Options for Your Mid-Sized Business

Cost Effectiveness in End-to End HR solutions

Just How Global is your Global HR Software Solution

Cost Savings in Automating HR and Benefits

Integrating People, Process, Technology and Strategy: The Future of Human Capital Managment

Evaluating Workforce Management Solutions

The State of Talent Management in the Healthcare Industry

Feel free to check out CompareHRIS.com’s vendor interviews and our more than 130 articles on a variety of HRIS HRMS related topics.

Have you downloaded our free White Papers yet?

admin — Sat, 11 Jul 2009 04:16:03 +0000

White Papers provide an extra valuable resource to our visitors. Fill out any of the forms to download a white paper and your data will automatically populate for each additional white paper.

Four Universal HR Needs… and How Real Organizations Have Satisfied Them

The Six Steps of Reducing Business Latencies

The Bottom Line on HR Technology

Evaluating Payroll Options for Your Mid-Sized Business

Cost Effectiveness in End-to End HR solutions

2009 HR Compliance Changes Bulletin, What you Need to Know

Just How Global is your Global HR Software Solution

Cost Savings in Automating HR and Benefits

Integrating People, Process, Technology and Strategy: The Future of Human Capital Managment

Evaluating Workforce Management Solutions

White Paper – Integrating People, Process, Technology, and Strategy: The Future of Human Capital Management

admin — Wed, 25 Mar 2009 19:52:30 +0000

White Paper Summary:

Integrating People, Process, Technology, and Strategy: The Future of Human Capital Management
By: Larry Dunivan, Senior Vice President,Global HCM Products, Lawson

Reductions in force. Hiring freezes. Budget reductions. The economic downturn means that the “war for talent” is on hold, and that the focus of HR initiatives has shifted from recruiting new employees to employee performance and development. To keeping the staff you have today and increasing their effectiveness and productivity.

To better manage their talent and remain competitive in this kind of environment, organizations are using new solutions to maximize the impact of their employees. They are looking for better ways to tie their workforces to organizational goals and strategies.

While multiple-vendor, best-of-breed talent management modules can help with a specific HR function, they are hard to integrate with each other and existing HRMS systems. As a result, they are limited in their ability to add real strategic value and often fail to address the most important talent-related questions HR leaders say they need answered.

So where should the market go? If efficiency and automation have been the name of the game up to this point, how do organizations get to the next level? How can they tap into their workforce to achieve specific business outcomes? The answer – and the future of HCM – lies in the three closely related areas discussed here: Talent management integration, spaces, and information delivery.

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White Paper – Now more than ever companies need to save

admin — Wed, 25 Mar 2009 19:46:29 +0000

Executive Summary
US companies are spending over $10 Billion to manually process new hires and terminations, an area of the business that Human Resources executives have long struggled with how to automate this process. With an estimated 25 activities required to hire an employee, which requires everything from notifying the mailroom, IT, security, insurance providers, pension administrators, department managers, payroll, and several other related areas of the company, it is not difficult to imagine how time consuming these activities can be, not to mention the room for human error. And with at least 15 required activities to terminate an employee, the problem of manually pushing paper by the HR department only gets worse. Industry experts are predicting that HR departments are facing major changes in their organizations, including a reduction in HR staff and increased outsourcing. The solution to this costly problem comes in the form of new technologies, which are designed to completely automate the paper process.

The following article discusses one such solution, which was introduced to the human resources marketplace as one of the most promising new technologies.

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White Paper – How to Remove Human Factors from HR Processes

admin — Wed, 25 Mar 2009 19:36:17 +0000

White Paper Summary

The administration of human capital in US companies is complex and increases exponentially each year. The average employee accounts for up to 50 HR transactions in the first 14 days following acceptance of employment and up to 35 transactions in the 14 days following termination. During an employee’s tenure the transactional matter is much greater than both combined.

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