The best analogy to describe SaaS. The car industry holds the key here.
Topics: HR SaaS, HRIS, hr software
Really agree that we need to be careful not to blur the lines between social apps and business apps. Article from earlier this year, still very relevant, particularly important to keep in mind for true-blue saas providers. This is precisely why we have used a fusion of desktop and web2.0+ design principles and parameters.
Topics: Facebook. On-Demand SaaS, Web 2.0, SaaS
Posted by Mathew French on 18 June 2010
Topics: SaaS, Salesforce
Over the past 7 – 8 years, the HR and Payroll Software Market has progressed through what you would call a basic maturity life-cycle. Back at the start of this cycle, vendors attempted to create value in the market by offering what was perceived as “Market need and demand”. It is true that the target audience of any market defines what is offered by suppliers. In the Australian HR and Payroll Software market, payroll took the lead and most of the providers that existed back then were born as payroll systems. As the cycle progressed and matured, these providers started to tack on token HR components to appease clients and prospects whom themselves were under pressure to make payroll decisions by the finance department. Decisions that did not present any real value to Recruitment and HR. As we stand today, the market has been noticeably fragmented and there now exists 2-3 clear and distinct waves.
Topics: Next Gen HR Software, HRIS, Recruitment Software, Payroll Software, hr software
Posted by Mathew French on 14 May 2010
With regards to any data integration, I can define how we work. With reference to third party applications, I can provide you with general integration principles and parameters. So, generally speaking, the mainstream ways that applications pass data is using XML. Flatfile (like csv) SQL Scripts (DTS – Very Old way of doing things). Passing of information can be done on a routine basis, e.g. export/import based on the time, and selected data.
Topics: Payroll Integration, Neller, Payroll Link, hr software
Posted by Mathew French on 11 May 2010
If you a HR Manager that is struggling with and are burdened with endless amounts of administration, you are not alone. We speak with people managers every day that are trying the make the best of paper based systems or are trying to drive HR through a Payroll system. Like it or not, Recruitment and HR processes and practices are very very different from paying people and delivering payslips. I don’t mean to over simplify payroll, a good payroll system or process is extremely important but it has it place. All to often are payroll solutions bent and folder in ways they aren’t designed for. Australia has a plethora of Payroll Providers: MicrOpay, Neller, Aurion, Empower.
Topics: Payroll, Neller, Seek, MyCareer, HR SaaS, MicrOpay, Recruitment Software, Aurion, hr software
Posted by Mathew French on 6 May 2010
Just sharing the some Industry Chatter.
Topics: performance management, HR Consultant, Planning and alignment, Role clarification, Training Management, SaaS, Recruitment, HR technology, hr software
Evolution is inevitable, everything evolves, if it doesn’t it dies. Take cars, they have become more efficient, user friendly, attractive, faster, more reliable… the list goes on and on. Take the humble telephone… its evolution has seen it go from cups linked by wires to bell ringing desk bound things to mobile devices that can almost predict what you are going to want to eat for dinner (and how much weight you may put on as a result). Technology is amazing. It inspires and motivates, it challenges us and dictates (subliminally) to us what we do, how we do it and why we are doing it. It is the focus of our everyday lives, or should I say it focuses us every day.
Topics: Facebook, BPO, consumerism, Economic challenges, Evolution, Google, SaaS Apps, successful businesses, SaaS, Salesforce, Taleo
