| ベンダー・ショーケース \\ 総務・人事 \\ Microsoft Dynamics GP \\ 評価参考資料 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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Dynamics GP Rating displays the level of support for functionality and services provided by Dynamics GP by Microsoft. |
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Average Competitor Rating displays the average level of support for functionality and services provided by all of the vendors within TECs knowledge base. |
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Competitor with the Lowest Rating is a real product or service solution. It indicates the overall lowest level of support for functionality or services (based on TECs model of Human Resources (HR) solutions). |
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Competitor with the Highest Rating is a real product or service solution. It indicates the overall highest level of support for functionality or services (based on TECs model of Human Resources (HR) solutions). |
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| PERSONNEL MANAGEMENT Includes:Recruitment Management; Profile of Personnel; Organizational Structures; Job Position and Wage Profiles; Career Development and Training; Management of Rewards; and other | 122 | 89 | 18 | 15 | 77.21 | 34 | 87 | 1 | 28.44 | 120 | 0 | 2 | 99.51 |
| BENEFITS Includes:Standard Benefits; Profile for Employee Benefit Plan; Administering Benefits; | 24 | 19 | 0 | 5 | 83.33 | 0 | 24 | 0 | 0 | 24 | 0 | 0 | 100 |
| PAYROLL Includes:Profile for Employee Payroll; Earnings and Deductions; Eligibility Parameters; User Balances; Automated Time Sheet; Security and Audit; and other | 70 | 61 | 0 | 9 | 91.71 | 65 | 4 | 1 | 93.86 | 70 | 0 | 0 | 100 |
| EMPLOYEE SELF-SERVICE Includes:Review and maintain name, address, telephone number, etc., associated with life events; Review or enroll in benefits for open enrollment period; Change benefits related to a life event; Update W4 information such as tax filling status, number of exemptions, and withholding information; View pay stub info: gross pay, taxes, other deductions, net pay, pay period, and year-to-date totals; Maintain dependents and beneficiaries related to life event; and other | 22 | 14 | 0 | 8 | 78.18 | 8 | 14 | 0 | 36.36 | 22 | 0 | 0 | 100 |
| DATA WAREHOUSING Includes:Staff headcount, movement, and turnover trends analyses and reports; Workforce planning reporting; EEO/affirmative action /disabled employee reporting; Absence and leave accrual reporting; Wage and salary costs data, with detailed breakdowns across, for example, earnings, deductions, and disbursements; Reports on vacancies and the effectiveness of filling them such as time to fill, cost per applicant, and average time of retaining the position; and other | 13 | 11 | 0 | 2 | 87.69 | 3 | 10 | 0 | 23.08 | 13 | 0 | 0 | 100 |
| HEALTH AND SAFETY Includes:Report and investigate incidents of injury and illness for employees and contractors; Initiation of corrective actions related to an incident; Logging of first aid records and reports; Manage occupational injury and illness claims; Report incidents involving vehicles and equipment; Detect and monitor hazardous conditions (areas) and materials, and exporting them via an interface for further processing; and other | 11 | 10 | 0 | 1 | 94.55 | 4 | 7 | 0 | 36.36 | 11 | 0 | 0 | 100 |
| WORKFORCE MANAGEMENT Includes:Project Identification; Resource Identification and Classification; Workforce Forecasting and Planning (Supply and Demand); Workforce Gap Analysis; Resource Allocation and Analysis; Project Management and Tracking; and other | 147 | 50 | 92 | 5 | 34.29 | 1 | 141 | 5 | 2.72 | 0 | 0 | 0 | 0 |
| TRAINING Includes:Planning; Administration; | 26 | 0 | 26 | 0 | 0 | 0 | 26 | 0 | 0 | 0 | 0 | 0 | 0 |
| PRODUCT TECHNOLOGY Includes:Architecture; User Interface; Platforms; Application Tools; Workflow and Document Management; Reporting; and other | 327 | 169 | 6 | 152 | 63.27 | 120 | 189 | 17 | 40.15 | 166 | 0 | 161 | 78.35 |
Personnel Management
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Personnel management automates personnel processes including recruitment, personnel profile, organizational structure, career development & training, reward management, job position and wage profiles, and business travel and vacation allotments. The software should support the following functionality: recruitment management; personnel information and tracking; organizational structuring; job position and salary profile; career development, training and performance management; compensation management; budgeting and cost control; government compliance reporting; expenses management; union information; discipline actions and grievances tracking; and employment history/personnel reporting.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| RECRUITMENT MANAGEMENT Includes:Hiring personnel may access parameters for requisitions; Searches for eligible applicants and employees based on job requirements, online; Lists the postings, position, disposition, disposition date, and applicable codes of a position; Tracks applicants using personal data, skill set, academic qualifications, training, and test results; Workflow for forwarding resumes/CVs; Schedules interviews; and other | 20 | 12 | 6 | 2 | 64 | 1 | 19 | 0 | 5 | 20 | 0 | 0 | 100 |
| PROFILE OF PERSONNEL Includes:Central database containing job data, salary information, education, etc. on employees; Searches employee records for information on experience and skills; Child, family, and spouse information; Contact numbers including home, cell, and alternative numbers; Store data for emergency contacts; Manage and update education history; and other | 14 | 9 | 5 | 0 | 64.29 | 8 | 6 | 0 | 57.14 | 12 | 0 | 2 | 95.71 |
| ORGANIZATIONAL STRUCTURES Includes:Defines organizational units; Creates reports containing company information to meet federal reporting requirements; Defines entities and organizational units with the company; Organizational structures may be defined using a matrix or a hierarchy; Identifies teams and jobs or projects that are suitable for job-sharing; Audit trails of organizational and departmental structural changes to track their impact; and other | 16 | 10 | 2 | 4 | 71.25 | 3 | 13 | 0 | 18.75 | 16 | 0 | 0 | 100 |
| JOB POSITION AND WAGE PROFILES Includes:Identifies position or job; Describes position or job title; Indicates position by organization, location, job code, title, shift, and work days; Indicates full- or part-time status; Standard work hours; Lists skills, training, and education required for position; and other | 21 | 21 | 0 | 0 | 100 | 8 | 12 | 1 | 41.43 | 21 | 0 | 0 | 100 |
| CAREER DEVELOPMENT AND TRAINING Includes:Identifies potential assignments for a job or career path; Assigns jobs to employees based on their career paths; Documents employee skill measurements, qualifications (including education and training), competencies, and professional experience; Position requirements and employee data can be matched; Identifies any training, courses, and development activities employees have participated in; Prints course description and schedules; and other | 18 | 14 | 0 | 4 | 85.56 | 1 | 17 | 0 | 5.56 | 18 | 0 | 0 | 100 |
| MANAGEMENT OF REWARDS Includes:Adjustable rules for incentives or bonus plans; Generates reports on the costs of rewards and incentives; Manages and updates history of individual employee rewards and incentives; Eligibility logic connects rewards and services to jobs, grades, organizations, and seniority; Compensation benefits automatically change based on reward rules; Tracks and analyzes compensation and salary, by employee; and other | 7 | 6 | 0 | 1 | 88.57 | 1 | 6 | 0 | 14.29 | 7 | 0 | 0 | 100 |
| BUDGETING AND COST CONTROL Includes:Uses data on job, grade, position, and organizational levels to create budgets for employee costs; Calculates employee cost by headcount, status (such as full-time employment), or by user-defined variables; Compares budgets against actual costs; Multiple budget scenarios; | 4 | 3 | 0 | 1 | 80 | 1 | 3 | 0 | 25 | 4 | 0 | 0 | 100 |
| GOVERNMENT AND COMPLIANCE REPORTING Includes:Tracks goals and forecasted development of affirmative action plans by department, quarter, and year; Breaks down and tracks affirmative action goals by race, ethnicity, gender, or by user-defined criteria; Compares employee goals with employee status; Tracks employees' injuries, illnesses, and physical exams and audiometric evaluations; Tracks accidents and injuries, and generates reports; Benefits reporting; and other | 7 | 5 | 0 | 2 | 82.86 | 2 | 5 | 0 | 28.57 | 7 | 0 | 0 | 100 |
| EMPLOYMENT HISTORY AND PERSONNEL REPORTING Includes:Generates reports on employee sick time and lost time injuries and illnesses; Tracks health and safety incidents; Tracks absentee rates by department and supervisor; Tracks employee absences against various parameters and generates reports; Tracks length of employment to determine seniority, union membership, etc.; Report on data concerning layoffs and recalled employees; and other | 8 | 7 | 0 | 1 | 92.5 | 7 | 1 | 0 | 87.5 | 8 | 0 | 0 | 100 |
| TRACK DISCIPLINE ACTIONS Includes:Maintain discipline types; Record and track disciplinary actions including information on incidents causing the action, steps taken in resolution, and the personnel involved; | 2 | 2 | 0 | 0 | 100 | 2 | 0 | 0 | 100 | 2 | 0 | 0 | 100 |
| COMPETENCY MANAGEMENT Includes:Enable a list of competency definitions; Enable a variety of competency scaling types ("units of measures"); Enable a variety of scaling levels; Enable logical scaling levels as well as numerical scaling levels (yes/no, 0-10); Enable competencies to be acquired on training courses; | 5 | 0 | 5 | 0 | 0 | 0 | 5 | 0 | 0 | 5 | 0 | 0 | 100 |
Benefits
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Benefits administers a diverse range of benefit plans such as health and medical, life and supplemental life insurance, accidental death and dismemberment (AD&D), disability plans, flexible benefits, 401(k) plans, profit sharing plans, stock plans, retirement plans, and leave plans including vacation and sick leave accruals. The software should support the following functionality: base benefits; employee benefit plan profile; benefits administration; and pension administration.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| STANDARD BENEFITS Includes:Multiple benefits programs; Establishes benefit plans, providers, and rates; Identifies dates for insurance coverage and deduction calculations; Maintenance, dependent, and beneficiary information; Employees have rollover benefit alternatives; Base benefits maintenance decentralized to the employee level through the use of internet or internal mail capabilities; and other | 6 | 6 | 0 | 0 | 100 | 0 | 6 | 0 | 0 | 6 | 0 | 0 | 100 |
| PROFILE FOR EMPLOYEE BENEFIT PLAN Includes:Defines benefits waiting periods; Type or amount of benefit coverage per employee; User-defined rate adjustments based on service requirements and rules; Vesting schedules; Creates rules for maximum benefits to be paid and premiums to be collected; | 5 | 5 | 0 | 0 | 100 | 0 | 5 | 0 | 0 | 5 | 0 | 0 | 100 |
| ADMINISTERING BENEFITS Includes:US 415(c) section 125 Flexible Benefits Program; Defines and maintains general credits and plan-based credits; Defines employee program participation eligibility rules; Specification of health plan criteria using postal or zip code ranges; Creates customizable employee enrollment forms and confirmation statements; Multiple benefit options such as health, life, disability, retirement plans, accidental death and dismemberment, gifts, and awards; and other | 13 | 8 | 0 | 5 | 69.23 | 0 | 13 | 0 | 0 | 13 | 0 | 0 | 100 |
Payroll
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Payroll handles accounting and preparation of checks related to employee salaries, wages, and bonuses. The software should support the following functionality: employee payroll profile; earnings and deductions; eligibility controls; user balances; tax deductions and calculation; payroll calculation; payroll and payment processing; check processing and printing; labor distribution and accounting; payroll and regulatory reporting; IRS documentation; security and audit; and automated timesheets.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| PROFILE FOR EMPLOYEE PAYROLL Includes:Name and employee identification number; Address including city, region, and postal or zip code; Telephone number; Social insurance/security number (identification); Marital status; Ethnic classification; and other | 30 | 29 | 0 | 1 | 97.33 | 27 | 3 | 0 | 90 | 30 | 0 | 0 | 100 |
| EARNINGS AND DEDUCTIONS Includes:Earning types include hourly employee, with and without time cards; Earning types include salaried and salaried/exempt; Earning types include weekly, bi-weekly, semi-monthly, monthly, and special (executive) pay cycle; Calculates earning types based on shift eligibility, allowable employee types, etc.; User-defined deductions; User-defined codes for earning deductions; and other | 23 | 21 | 0 | 2 | 94.78 | 23 | 0 | 0 | 100 | 23 | 0 | 0 | 100 |
| ELIGIBILITY PARAMETERS Includes:User-defined eligibility criteria for benefits, plans, and compensation based on division, or company-wide; Creates eligibility rules and logic; User-defined standard rules for assigning or changing employee compensation and benefits; Logic for automatically assigning compensation and benefits; | 4 | 2 | 0 | 2 | 60 | 4 | 0 | 0 | 100 | 4 | 0 | 0 | 100 |
| USER BALANCES Includes:Uses legislative balances in user-defined calculations and analysis; Creates extra, open balance items which can be defined by the user; Calculates balances over any time period; Track balances; Online updating of account balances; | 5 | 3 | 0 | 2 | 72 | 4 | 1 | 0 | 80 | 5 | 0 | 0 | 100 |
| AUTOMATED TIME SHEET Includes:Ability to provide decentralized capability for time sheet entry; Time sheets provide for exception-only data entry; Supports multiple work hours standards; | 3 | 3 | 0 | 0 | 100 | 3 | 0 | 0 | 100 | 3 | 0 | 0 | 100 |
| SECURITY AND AUDIT Includes:Customized menus and forms by user and by responsibility; Multiple access responsibility assignments to tasks and by user; Audit log of changes; Audit trails; Time and attendance; | 5 | 3 | 0 | 2 | 84 | 4 | 0 | 1 | 94 | 5 | 0 | 0 | 100 |
Employee Self-Service
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Employee self-service lets workers access their personal information and benefit allocations on-line to manage life events and benefit selections without having to send forms to human resources. The software should also support benefit enrollment programs and new hire initiation.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| REVIEW AND MAINTAIN NAME, ADDRESS, TELEPHONE NUMBER, ETC., ASSOCIATED WITH LIFE EVENTS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REVIEW OR ENROLL IN BENEFITS FOR OPEN ENROLLMENT PERIOD | 1 | 0 | 0 | 1 | 70 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| CHANGE BENEFITS RELATED TO A LIFE EVENT | 1 | 0 | 0 | 1 | 70 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| UPDATE W4 INFORMATION SUCH AS TAX FILLING STATUS, NUMBER OF EXEMPTIONS, AND WITHHOLDING INFORMATION | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| VIEW PAY STUB INFO: GROSS PAY, TAXES, OTHER DEDUCTIONS, NET PAY, PAY PERIOD, AND YEAR-TO-DATE TOTALS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| MAINTAIN DEPENDENTS AND BENEFICIARIES RELATED TO LIFE EVENT | 1 | 0 | 0 | 1 | 40 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| MAINTAIN EMERGENCY CONTACTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| REVIEW VACATION AND SICK DAY BALANCES AND SUBMIT LEAVE REQUESTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| REVIEW AND MAINTAIN BANK INFO FOR DIRECT DEPOSIT AND REIMBURSEMENTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| REVIEW AND ENTER OR SUBMIT EXPENSES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| ACCOUNT FOR TIME BASED ON TYPE OF ABSENCE OR ATTENDANCE | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| ALLOCATE TIME TO MULTIPLE PROJECTS AND ASSIGNMENTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| INTERNAL AND EXTERNAL APPLICATION FOR A JOB AND VIEW THE STATUS OF THE APPLICATION | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| CHOOSE AND MAINTAIN PERSONAL PASSWORDS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| POSTING AND UPDATING RESUMES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| VIEW PERSONAL TRAINING HISTORY | 1 | 0 | 0 | 1 | 20 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| SEARCH FOR AVAILABLE COURSES BASED ON TOPIC, TEXT, LANGUAGE, AND LOCATION | 1 | 0 | 0 | 1 | 20 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| VIEW COURSE CALENDARS AND DETAILS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| ENROLL IN OR CANCEL PARTICIPATION IN COURSES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| PRE-BOOK FOR COURSES NOT YET SCHEDULED | 1 | 0 | 0 | 1 | 20 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REVIEW AND MAINTAIN DEDUCTION INFORMATION FOR AUTOMATIC BILL PAYMENT SERVICE | 1 | 0 | 0 | 1 | 20 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REVIEW AND MAINTAIN A KNOWLEDGE SHARING DIARY | 1 | 0 | 0 | 1 | 60 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
Data Warehousing
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Data warehousing simply defined, is a place for data, whereas data warehousing describes the process of defining, populating, and using a data warehouse. Creating, populating, and querying a data warehouse typically carries an extremely high price tag, but the return on investment can be substantial.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| STAFF HEADCOUNT, MOVEMENT, AND TURNOVER TRENDS ANALYSES AND REPORTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| WORKFORCE PLANNING REPORTING | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| EEO/AFFIRMATIVE ACTION /DISABLED EMPLOYEE REPORTING | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| ABSENCE AND LEAVE ACCRUAL REPORTING | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| WAGE AND SALARY COSTS DATA, WITH DETAILED BREAKDOWNS ACROSS, FOR EXAMPLE, EARNINGS, DEDUCTIONS, AND DISBURSEMENTS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORTS ON VACANCIES AND THE EFFECTIVENESS OF FILLING THEM SUCH AS TIME TO FILL, COST PER APPLICANT, AND AVERAGE TIME OF RETAINING THE POSITION | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| COMPETENCY PROFILE OF THE WORKFORCE, WITH BREAKDOWNS PER DEPARTMENTS, POSITIONS, ETC. | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| HR BUDGETING REPORTS (DOLLARS, HOURS, FTE, AND HEADCOUNT) | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| BUDGETING VERSUS ACTUAL COMPARISONS BY POSITION OR BUSINESS UNIT | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| EXTERNAL AND INTERNAL TRAINING REQUIREMENTS REPORTS, WITH DETAILED BREAKDOWNS PER DEPARTMENTS, POSITIONS, ETC. | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORTS ON TRAINING HISTORY, SUCCESS RATE, COURSE ATTENDANCE, INABILITY TO ACCOMMODATE ALL INTERESTED CANDIDATES, ETC. | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| ALERT SUPERVISOR WHEN AN EMPLOYEE IS OUT OF COMPLIANCE IN TRAINING OR CERTIFICATION | 1 | 0 | 0 | 1 | 20 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORT ON VACATION USAGE AND ALERT SUPERVISORS WHEN ALLOCATION IS EXHAUSTED | 1 | 0 | 0 | 1 | 20 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
Health and Safety
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Health and safety provides the tools to administer compliance with the health and safety regulations, accident and injury reporting, and tracking of lost time by employee.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| REPORT AND INVESTIGATE INCIDENTS OF INJURY AND ILLNESS FOR EMPLOYEES AND CONTRACTORS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| INITIATION OF CORRECTIVE ACTIONS RELATED TO AN INCIDENT | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| LOGGING OF FIRST AID RECORDS AND REPORTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| MANAGE OCCUPATIONAL INJURY AND ILLNESS CLAIMS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORT INCIDENTS INVOLVING VEHICLES AND EQUIPMENT | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| DETECT AND MONITOR HAZARDOUS CONDITIONS (AREAS) AND MATERIALS, AND EXPORTING THEM VIA AN INTERFACE FOR FURTHER PROCESSING | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| MAINTENANCE OF AGENT COMPOSITION AND INFORMATION IN A CENTRAL DATABASE | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| INTEGRATION WITH SUPPLY CHAIN AND HR MODULES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| PERFORM ACCIDENT INVESTIGATIONS, IDENTIFICATIONS, AND RECORDING | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| SUPPORT OSHA, BG, AND SAFETY REGULATORY REPORTS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| MAINTAIN DATABASE OF ALL MSDS SHEETS FOR ALL MATERIALS USED | 1 | 0 | 0 | 1 | 40 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
Workforce Management
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*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| PROJECT IDENTIFICATION Includes:Workforce Management Approach; Data; Project Definition; Templates; Data Lists for Project Attributes; General; and other | 34 | 3 | 31 | 0 | 8.82 | 0 | 34 | 0 | 0 | 0 | 0 | 0 | 0 |
| RESOURCE IDENTIFICATION AND CLASSIFICATION Includes:Resource management; Imports data from external human resource systems; Exports data to external human resource systems; Pre-existing import or export procedures from any standard human resource systems; Differentiate between internal and external resources; New resources from internal or external source can be added manually; and other | 20 | 12 | 8 | 0 | 60 | 0 | 20 | 0 | 0 | 0 | 0 | 0 | 0 |
| WORKFORCE FORECASTING AND PLANNING (SUPPLY AND DEMAND) Includes:Workforce forecasting and planning; Projects can be excluded or included in a forecast, based on their attributes; Resources can be included or excluded from a forecast, based on their attributes; Criteria for a particular project forecast can be defined; Project forecast criteria can be saved and recycled; Maximum efficiency can be ensured during the workforce forecasting; and other | 9 | 0 | 9 | 0 | 0 | 0 | 9 | 0 | 0 | 0 | 0 | 0 | 0 |
| WORKFORCE GAP ANALYSIS Includes:Flexible criteria for gap analyses and forecast resource requirements against available resources; Saves gap analysis criteria for recycling; What-if scenarios can be created for gap analyses, such as changing project and activity effectivity dates, activity resource requirements, etc.; Saves and recalls what-if scenarios in a different file from original data; Standard reports; Custom reports for the installed environment; and other | 7 | 0 | 7 | 0 | 0 | 0 | 7 | 0 | 0 | 0 | 0 | 0 | 0 |
| RESOURCE ALLOCATION AND ANALYSIS Includes:Resource allocation and analysis; UOM used for resource allocation; Resources can be identified by using customized criteria; Alert and warning when resource is over-allocated; Reallocates resources that are completely sourced to other projects; Resource allocation and analysis reports include graphs or charts; and other | 13 | 0 | 13 | 0 | 0 | 0 | 13 | 0 | 0 | 0 | 0 | 0 | 0 |
| PROJECT MANAGEMENT AND TRACKING Includes:Imports data from external project management systems; Exports data to external project management systems; Existing algorithms to import or export to any standard project management system; Tracks activities through hours remaining, budget versus actuals, or other measures; Preserves data integrity when multiple imports and exports are made for a project; Multiple levels available to capture work; and other | 11 | 0 | 11 | 0 | 0 | 0 | 11 | 0 | 0 | 0 | 0 | 0 | 0 |
| TIME TRACKING Includes:Imports data from external time tracking or legacy systems; Exports data to external time tracking or legacy systems; Imports or exports to any standard time tracking system; Time against activity data can be manually entered; Standard reports; Creates customizable reports for the installed environment; and other | 6 | 6 | 0 | 0 | 100 | 1 | 0 | 5 | 66.67 | 0 | 0 | 0 | 0 |
| EXPENSE TRACKING Includes:Imports data from external expense tracking systems; Exports data to external expense tracking systems; Imports or exports to standard expense tracking or accounts payable systems; Expenses against activity data can be entered manually; Data integrity is ensured if in addition to manual data entry imports of data are performed; Standard reports; and other | 7 | 7 | 0 | 0 | 100 | 0 | 7 | 0 | 0 | 0 | 0 | 0 | 0 |
| CONTRACT MANAGEMENT Includes:Data imports from external contract management systems; Data exports from external contract management systems; Pre-built import or export procedures from or to any standard expense tracking or accounts payable systems; Manual data entry of expenses against activity data; Data integrity is ensured if in addition to manual data entry imports of data are performed; Standard reports are included; and other | 7 | 5 | 2 | 0 | 71.43 | 0 | 7 | 0 | 0 | 0 | 0 | 0 | 0 |
| ADMINISTRATION Includes:Web administration for all major maintenance tasks; Windows administrative client as an alternative to the web; Windows administrative client can connect to the system over a network; Different administrative roles for technicians who maintain the system, subject matter experts who contribute content to the system, and subject matter experts who define workflow; Administrators can schedule administrative tasks such as data imports or exports; Administrative tasks can be scheduled as a group, with dependencies between tasks within a group; and other | 6 | 6 | 0 | 0 | 100 | 0 | 6 | 0 | 0 | 0 | 0 | 0 | 0 |
| PROACTIVE INFORMATION DELIVERY Includes:Modeling, automation, and routing for business processes according to user-defined business rules; Process can perform looping, decisions, or parallel processing streams; Group and individual notifications; Mechanisms to notify individuals when an action is required; E-mail systems; Notification for individuals or groups outside of the enterprise; and other | 10 | 0 | 10 | 0 | 0 | 0 | 10 | 0 | 0 | 0 | 0 | 0 | 0 |
| SECURITY Includes:Different administrators for different parts of the workforce management; Workforce management offering can import users and groups from other systems (eg, Windows NT); Portal offering can import users and groups from LDAP-compliant systems; Security standard support for Kerberos; Security standard support for PKI; Security standard support for X.500; and other | 17 | 11 | 1 | 5 | 67.06 | 0 | 17 | 0 | 0 | 0 | 0 | 0 | 0 |
Training
Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| PLANNING Includes:Courses ("academic" definitions) creation and maintenance; Enable attachments for course collaterals; Link certifications acquired by attending the course; Maintain course prerequisites; Define and maintain venues (scheduled courses) for courses; Enable grouping of courses into syllabus of specific subject; and other | 17 | 0 | 17 | 0 | 0 | 0 | 17 | 0 | 0 | 0 | 0 | 0 | 0 |
| ADMINISTRATION Includes:Maintain course schedule; Declare venues and assign resources; Enable enrollment and cancellations; Enable waiting list management; Maintain attendence in courses; Maintain scores per student; and other | 9 | 0 | 9 | 0 | 0 | 0 | 9 | 0 | 0 | 0 | 0 | 0 | 0 |
Product Technology
Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.
This category defines the technical architecture of the product, and the technological environment in which the product can successfully run. Criteria include product and application architecture, software usability and administration, platform and database support, application standards support, communications and protocol support and integration capabilities. Relative to the other evaluation criteria, best practice selections place a lower relative importance, on the product technology category. However, this apparently lower importance is deceptive, because the product technology category usually houses the majority of the selecting organization's mandatory criteria, which usually include server, client, protocol, and database support, application scalability and other architectural capabilities. The definition of mandatory criteria within this set often allows the client to quickly narrow the long list of potential vendors to a short list of applicable solutions that pass muster relative to the most basic mandatory selection criteria. During the process of product selection a great deal of attention is given to the functional capabilities of the software being evaluated. While this aspect is obviously important, ignoring the technical mechanisms by which the software actually operates can be fatal to a project.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | Dynamics GP by Microsoft | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| ARCHITECTURE Includes:Data Integration Technologies; Messaging Protocols; Device Interfaces; Architectural Foundation; Web Enablement; Organizational Structure; and other | 256 | 142 | 6 | 108 | 66.68 | 103 | 136 | 16 | 44.57 | 122 | 0 | 134 | 77.03 |
| USER INTERFACE Includes:User Configurability; | 7 | 4 | 0 | 3 | 65.71 | 2 | 4 | 1 | 31.43 | 6 | 0 | 1 | 95.71 |
| PLATFORMS Includes:Database; Servers; Client; | 33 | 11 | 0 | 22 | 47.88 | 8 | 25 | 0 | 24.24 | 15 | 0 | 18 | 72.73 |
| APPLICATION TOOLS Includes:Application development tools; Application management tools; Process Modeling and Updating; Business Model Generation; | 21 | 5 | 0 | 16 | 39.05 | 2 | 19 | 0 | 9.52 | 15 | 0 | 6 | 91.43 |
| WORKFLOW AND DOCUMENT MANAGEMENT Includes:Messaging; Workflow; E-mail; Document management; Electronic commerce; Automatic creation of to-do list; and other | 6 | 4 | 0 | 2 | 73.33 | 1 | 5 | 0 | 16.67 | 5 | 0 | 1 | 90 |
| REPORTING Includes:Reports available online; Local report printing (not centralized printing and distribution); Ad hoc inquiry capability from within the ERP product; Active or inactive status; | 4 | 3 | 0 | 1 | 80 | 4 | 0 | 0 | 100 | 3 | 0 | 1 | 92.5 |
Human Resources (HR) Rating Guide
| Sup | - Supported. |
