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In-house developed HRIS
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In-house developed HRIS
Discuss how to choose system that will yield the best results, as well as how to maintain it, and how to calculate its return on investment.
I'm looking for some success stories in implementing a HRIS that was developed in-house. Where you able to reduce costs and increase effieciencies? I'd also be interested to understand the number of e
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In-house developed HRIS
posted at 11/10/2004 9:58 AM EST
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Posts: 1
First: 11/10/2004 Last: 11/10/2004 |
I'm looking for some success stories in implementing a HRIS that was developed in-house. Where you able to reduce costs and increase effieciencies? I'd also be interested to understand the number of employees served and the overall cost for HR transactions per employee after implementing your proprietary system. |
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In-house developed HRIS
posted at 11/16/2004 1:44 AM EST
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Posts: 59
First: 7/30/2002 Last: 12/9/2010 |
How big is your IT staff? Will they be able to maintain the system when regulations change? What if you want to add additional capabilities down the road - such as Metrics, Succession Planning or Performance Management? Most companies today have elected to either purchase (or ASP) their HRIS tools, or outsource HR services completely. The rising salaries, and shortage of IT talent, should raise a red flag for any internally developed project. |
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In-house developed HRIS
posted at 11/26/2004 1:28 AM EST
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Posts: 16
First: 7/30/2003 Last: 4/18/2007 |
I can only comment in terms of diaster stories from companies who built their own HRIS. It is also extremely costly interms of designing architecture, functional analysis, building, deployment and support.
Nowadays practically nobody would even consider building their own HRIS. You can choose between the best products there are. PeopleSoft at the top, or for ASP products if you don't want to manage your application technically |
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In-house developed HRIS
posted at 11/30/2004 9:16 AM EST
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Posts: 2
First: 11/30/2004 Last: 11/30/2004 |
I agree with the poster above. My company specializes in rescuing failing software implementations. We've seen many ill conceived attempts at in-house HRIS systems. There are many off the shelf products that can probably meet your needs. You should check those out first or maybe consider an outsourced vendor. |
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In-house developed HRIS
posted at 12/7/2004 4:49 AM EST
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Posts: 10
First: 3/12/2002 Last: 9/12/2006 |
Developing your own HRMS applications these days is a fools' mission -- unless you are SAP or Microsoft or Oracle/PeopleSoft and have an army of developers, analysts, and programmers, you cannot possibly save any real money doing it yourself
The HRMS applications available today are so sophisticated and so robust that it is unlikely your firm would have the time, money, or talent to match what you can buy, lease, or rent In a word, forget it ! |
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In-house developed HRIS
posted at 1/5/2005 10:50 AM EST
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Posts: 6
First: 1/5/2005 Last: 8/9/2005 |
What are you crazy? Why would you want to spend hundreds of thousands of dollars to reinvent the wheel? Look at what's out there. If anything choose a HR & PR vendor that can customize parts of their software to meet your needs.
I am working with a HR & PR vender called Midrange Software (www.midrangesoftware.com) who has a sister company called Humint Consulting Services that customizes applications to meet their customers needs. Give them a call to see if what they have is what you need, or if they can write custom applications for you. It is the most cost effective way to go. |
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In-house developed HRIS
posted at 1/20/2005 12:45 AM EST
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Posts: 4
First: 12/12/2004 Last: 1/20/2005 |
I suggest looking at the work of Michael McGinnis at Bose Corp. He has been able to cut costs by implementing "e-learning on a shoestring." He has become a top-flight training manager and e-learning systems advocate ... Try a Google search for other records on him.
- Good luck, Glenn McBride Shiftwork Benchmarking Institute shiftwork.org |
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In-house developed HRIS
posted at 2/1/2005 1:12 AM EST
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Posts: 1
First: 2/1/2005 Last: 2/1/2005 |
While I applaud any effort to consider an HRIS (because organizing vital HR records is always a best practice, especially in today's knowledge-driven, human resource-dependent business environment) for an organization, opting to develop a system over buying an off the shelf solution is not generally advised. Why? Packaged software developers simply do a much better job than most in building general purpose, flexible applications that can endure the test of time.
There are many robust packaged solutions available. The general rule nowadays is, if it's not a core part of your business, then it's likely something you're better off buying rather than building. If an organization already has an enterprise system, such as SAP, Oracle, PeopleSoft, J. D. Edwards, Lawson, etc., it likely already has the foundation in place through one of these systems, to simply add an 'HRIS module' to such a system. Doing so would speed implementation and provide integration with other business systems. Finally, every organization has nuisances that can't be satisfied by off-the-shelf solutions, but they're often fundamental to the business model. If you're set on having it your way, here's an option to look at. One company that seems to have a simple, cost-effective model to meet such 'point requirements' is a company known as RAPID Software (www.rapidsw.com). They offer a customizable, web-based HRIS that can be tailored to an organization's needs at minimal cost. It's an inexpensive, scalable, non-invasive way to get an HRIS solution quickly for any organization. rs |
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In-house developed HRIS
posted at 11/17/2005 6:13 PM EST
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Posts: 2
First: 10/30/2005 Last: 11/17/2005 |
The critical issue here is can you afford time on building in-house software/applications while innovating at the same time. Can you afford to sideline business innovation to concentrate your efforts on in-house development?
That leaves you with 2 popular options: off-the-shelf products or outsourcing your customized software/application development. I agree with rwstarinskys point that off-the-shelf products may not be able to satisfy specific requirements of any particular company. Customizing your HR software/application not only provides you with cost-cutting and international standards benefits but also gives you more time to innovate for your company while completely functioning on your company-specific business model. Also, the other good thing about customizing and outsourcing your software/application ensures customized post-development support and maintenance as well. For more info on outsourcing your custom HR software/application development check out this site: http://stylusinc.com/WebEnable/HR/index.php |
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