index \\ Human Resources (HR) \\ META4 PeopleNet 7 \\ Ideal Customer Profile

Ideal Customer Profile
Human Resources (HR) Competitor Rating Analysis for PeopleNet 7

What would the ideal customer’s requirements be for PeopleNet 7 by META4 in the Human Resources (HR) space? The following graphs profile a basic, high-level impression of how META4 targets its solution versus real competitors and the industry average.

To gain a more complete understanding of how PeopleNet 7 by META4 will support your individual requirements, TEC strongly recommends that you perform a detailed analysis using your own priorities with TEC’s online decision support tool or purchase The Human Resources (HR) Software Evaluation Report

The Software Evaluation Report provides extensive information about vendor or provider capabilities. Covering everything in TEC's comprehensive model for Human Resources (HR), this Software Evaluation Report is invaluable toward RFI and business requirements research.

The graphs below were developed as a high-level competitive rating analysis of PeopleNet 7 by META4. They display the standard scores of the vendor's solution, as determined through TEC's default Human Resources (HR) model. The graphs reflect 856 functional, technical, and business criteria.

Overall

Human Resources (HR) Modules

Overall
Personnel Management
Benefits
Payroll
Workforce Management
Training
Product Technology

Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.

The first graph is an overview of the main modules in the knowledge base, while the rest of the graphs display the submodules within the Human Resources (HR) hierarchy. To put this vendor's solution in perspective, these graphs provide three sets of competitve data benchmarks.

	PeopleNet 7 Rating displays the level of support for functionality and services provided by PeopleNet 7 by META4.
	Average Competitor Rating displays the average level of support for functionality and services provided by all of the vendors within TEC's knowledge base.
	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 TEC's model of Human Resources (HR) solutions).
	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 TEC's model of Human Resources (HR) solutions).

Human Resources (HR) Main Modules

*To learn more about criteria rating definitions please consult the Human Resources (HR) Rating Guide

Module	Total Criteria	PeopleNet 7 by META4				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*	Module Rating	Sup*	NS*	Oth*	Module Rating	Sup*	NS*	Oth*	Module Rating
PERSONNEL MANAGEMENT Includes:Recruitment Management; Profile of Personnel; Organizational Structures; Job Position and Wage Profiles; Career Development and Training; Management of Rewards; and other	144	142	0	2	99.58	15	0	102	10.42	142	0	2	99.58
BENEFITS Includes:Standard Benefits; Profile for Employee Benefit Plan; Administering Benefits;	24	24	0	0	100	0	0	24	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	70	0	0	100	0	0	30	0	70	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; Employee Metrics; and other	171	24	0	0	14.04	0	0	0	0	24	0	0	14.04
TRAINING Includes:Planning; Administration;	26	0	0	0	0	0	0	0	0	0	0	0	0
PRODUCT TECHNOLOGY Includes:Architecture; User Interface; Platforms; Application Tools; Workflow and Document Management; Reporting; and other	327	166	70	91	78.35	10	0	9	3.06	166	70	91	78.35

Personnel Management

Human Resources (HR) Modules

Overall
Personnel Management
Benefits
Payroll
Workforce Management
Training
Product Technology

Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.

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.

Personnel Management Modules Ratings

*To learn more about criteria rating definitions please consult the Human Resources (HR) Rating Guide

Module	Total Criteria	PeopleNet 7 by META4				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*	Module Rating	Sup*	NS*	Oth*	Module Rating	Sup*	NS*	Oth*	Module Rating
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	20	0	0	100	15	0	0	75	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	12	0	2	95.71	0	0	14	0	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	16	0	0	100	0	0	16	0	16	0	0	100
JOB POSITION AND WAGE PROFILES Includes:Identifies job position; 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	0	0	21	0	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	18	0	0	100	0	0	18	0	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	7	0	0	100	0	0	7	0	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	4	0	0	100	0	0	4	0	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	7	0	0	100	0	0	7	0	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	8	0	0	100	0	0	8	0	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	0	0	2	0	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	5	0	0	100	0	0	5	0	5	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	22	0	0	100	0	0	0	0	22	0	0	100

Benefits

Human Resources (HR) Modules

Overall
Personnel Management
Benefits
Payroll
Workforce Management
Training
Product Technology

Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.

Benefits functionality is used to administer a diverse range of benefit plans. Such plans typically cover accidental death and dismemberment (AD&D), disability, life, medical, retirement plans, flexible benefits, and profit sharing plans.

Benefits Modules Ratings

*To learn more about criteria rating definitions please consult the Human Resources (HR) Rating Guide

Module	Total Criteria	PeopleNet 7 by META4				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*	Module Rating	Sup*	NS*	Oth*	Module Rating	Sup*	NS*	Oth*	Module Rating
STANDARD BENEFITS Includes:Multiple benefits programs; Establishes benefit plans, providers, and rates; Identifies dates for insurance coverage and deduction calculations; Maintains 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	0	6	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	0	5	0	5	0	0	100
ADMINISTERING BENEFITS Includes:Flexible benefits program, including adherence to US 415(c) section 125; 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	13	0	0	100	0	0	13	0	13	0	0	100

Payroll

Human Resources (HR) Modules

Overall
Personnel Management
Benefits
Payroll
Workforce Management
Training
Product Technology

Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.

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.

Payroll Modules Ratings

*To learn more about criteria rating definitions please consult the Human Resources (HR) Rating Guide

Module	Total Criteria	PeopleNet 7 by META4				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*	Module Rating	Sup*	NS*	Oth*	Module Rating	Sup*	NS*	Oth*	Module Rating
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	30	0	0	100	0	0	30	0	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 (unlimited); User-defined codes for earning deductions; and other	23	23	0	0	100	0	0	0	0	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	4	0	0	100	0	0	0	0	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	5	0	0	100	0	0	0	0	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	0	0	0	0	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	5	0	0	100	0	0	0	0	5	0	0	100

Workforce Management

Human Resources (HR) Modules

Overall
Personnel Management
Benefits
Payroll
Workforce Management
Training
Product Technology

Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.

Workforce management enables organizations to efficiently plan and organize their labor resources. It helps employers assess part-time employee labor, evaluate and project the contribution from individual employees, track time and expenses, as well as manage contracts.

Workforce Management Modules Ratings

*To learn more about criteria rating definitions please consult the Human Resources (HR) Rating Guide

Module	Total Criteria	PeopleNet 7 by META4				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*	Module Rating	Sup*	NS*	Oth*	Module Rating	Sup*	NS*	Oth*	Module Rating
PROJECT IDENTIFICATION Includes:Workforce Management Approach; Data; Project Definition; Templates; Data Lists for Project Attributes; General; and other	34	0	0	0	0	0	0	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	0	0	0	0	0	0	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	0	0	0	0	0	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	0	0	0	0	0	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	0	0	0	0	0	0	0	0	0	0	0
EMPLOYEE METRICS 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	13	0	0	100	0	0	0	0	13	0	0	100
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	0	0	0	0	0	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	0	0	0	0	0	0	0	0	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	0	0	0	0	0	0	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	0	0	0	0	0	0	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	0	0	0	0	0	0	0	0	0	0	0	0
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	11	0	0	100	0	0	0	0	11	0	0	100
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; Ability to protect personal health information (limit access); and other	10	0	0	0	0	0	0	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	0	0	0	0	0	0	0	0	0	0	0	0

Training

Human Resources (HR) Modules

Overall
Personnel Management
Benefits
Payroll
Workforce Management
Training
Product Technology

Buy the Human Resources (HR) Software Evaluation Report to uncover the details of this analysis.

The training functionality covers the planning and administration of employee training programs, and allows administrators to track training schedules, training budgets, training costs, and more.

Training Modules Ratings

*To learn more about criteria rating definitions please consult the Human Resources (HR) Rating Guide

Module	Total Criteria	PeopleNet 7 by META4				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*	Module Rating	Sup*	NS*	Oth*	Module Rating	Sup*	NS*	Oth*	Module Rating
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	0	0	0	0	0	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	0	0	0	0	0	0	0	0	0	0	0

Product Technology

Human Resources (HR) Modules

Overall
Personnel Management
Benefits
Payroll
Workforce Management
Training
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.

Product Technology Modules Ratings

*To learn more about criteria rating definitions please consult the Human Resources (HR) Rating Guide

Module	Total Criteria	PeopleNet 7 by META4				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*	Module Rating	Sup*	NS*	Oth*	Module Rating	Sup*	NS*	Oth*	Module Rating
ARCHITECTURE Includes:Data Integration Technologies; Messaging Protocols; Device Interfaces; Architectural Foundation; Web Enablement; Organizational Structure; and other	256	122	57	77	77.03	2	0	0	0.78	122	57	77	77.03
USER INTERFACE Includes:User Configurability;	7	6	0	1	95.71	0	0	0	0	6	0	1	95.71
PLATFORMS Includes:Database; Servers; Client;	33	15	12	6	72.73	0	0	0	0	15	12	6	72.73
APPLICATION TOOLS Includes:Application development tools; Application management tools; Process Modeling and Updating; Business Model Generation;	21	15	0	6	91.43	0	0	9	0	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	5	1	0	90	4	0	0	66.67	5	1	0	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	92.5	4	0	0	100	3	0	1	92.5

Human Resources (HR) Rating Guide

Sup	- Supported.
NS	- Not Supported.
Oth	- Aggregate of other ratings.

Rating	Value	Description
Add-on Partner	80	Supported via add-on products offered by partners
Customization	40	Supported via customization (changes to the source code)
Future Release	20	Supported in a future release
Modification	70	Supported via modification (screen configurations, reports, GUI tailoring, etc.)
Not Supported	0	Unsupported
Supported	100	Supported as delivered out-of-the-box
Supported by Partner	95	Supported via an integrated partner solution
Third Party Support	60	Supported via a third party solution
Unrated	0	The vendor or provider has not yet submitted information for a rating

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Ideal Customer Profile Human Resources (HR) Competitor Rating Analysis for PeopleNet 7

Human Resources (HR) Modules

Human Resources (HR) Main Modules

Human Resources (HR) Modules

Personnel Management Modules Ratings

Human Resources (HR) Modules

Benefits Modules Ratings

Human Resources (HR) Modules

Payroll Modules Ratings

Human Resources (HR) Modules

Workforce Management Modules Ratings

Human Resources (HR) Modules

Training Modules Ratings

Human Resources (HR) Modules

Product Technology Modules Ratings

Ideal Customer Profile
Human Resources (HR) Competitor Rating Analysis for PeopleNet 7