1.0.

Introduction

The role of HR is evolving with time and businesses are adapting new strategies to control
the market and remain competitive. Therefore the companies are shifting to HRIS and the HR
departments are implementing this aspect as it benefits in various ways such as it helps to
spend less time especially on the clerical tasks, it assists in ensuring that the employee data is
accurately saved and is also helpful in enabling workforce to take the primary role in the
management of their personal information (Asl et al., 2012). The human resource
information system (HRIS) also known as the human resource management system is
becoming popular in the business world as this software provides centralized repository that
is linked to employees master data which is required by the Human resource management
(HRM) team for completing the major processes involved in human resource (HR).
Moreover, with the help of HRIS stores employee data can be managed and processed i.e.
names, addresses, IDs or SS number (social security), information of work or visa permit and
of dependents. Some of the other aspects involved in HRIS functionality are attendance
management, recruiting, performance appraisals, applicant tracking and benefits
administration (Caglio, 2003). The demand of HRIS has increased which has also increased
the demand of its key feature i.e. ERPs is now globally being used by the companies. This
report is based on the aspect of HR supported ERP systems which shall be analysed critically
through its feature that are implemented by the HR departments.

2.0. Literature Review

HRIS system has directed the companies to the major feature of ERPs which is becoming
popular and being implemented by the organizations all around the world. An ERP
(Enterprise Resource Planning) is software which is designed especially for facilitating
business of larger environment which assist in integrating and coordinating the departmental
data as well as workflows. The designing of ERP is done for the purpose of monitoring and
managing the business resources which involves purchase orders, personnel, payroll,
customer orders, cash and overhead (Jacobs and Bendoly, 2003). The packages of ERP are
designed in such a manner that it facilitates automation of the processes in the company. ERP
consists of various advantages as in enhanced analytical, business integration and flexibility
planning capacity. The implementation of ERP is considered to be a difficult task and
requires close supervision by the supervision panel involving experts and consultants. The
difference between HRIS system and ERP is mainly in its scope as the former is based on the
 development of human resource whereas the latter is considered as a broader concept in
regard to its scope as it includes all the processes pertaining to the organization. Furthermore,
ERP HR management system is a system which is quite flexible and also offers the services
that are very efficient in regard to organizing the employee data as well as streamlining the
process of managing the HR in the department. Such system is useful in maintaining the
details and records of the employee’s salary, evaluation of performance and attendance and
some other essential information. According to Jacobs and Bendoly (2003), organizations are
making use of ERP systems as it helps in increasing efficacy, promoting the cultural
collaboration in a company and also streamlining processes. The output that it gives is that
productivity gets enhances and the cost gets minimized which leads to better bottom line.

Moreover, ERP systems consists of different types and the major aspect is that the fluidity of
ERP diversity and dynamics regarding the factors that affect it making it difficult for
classifying the category (Dechow and Mouritsen, 2005). The grouping of ERP can be done
through deployment, functional levels and business size. For the purpose of simplification the
ERP can easily be grouped as following:

1. Generalist ERP: There are many legacy as well as cloud ERP solutions that are
generalists. Such are the aspects that adapt to the process through industries. There is
strong integration as well as customization in these solutions to match with the different
requirements of the industry (Dechow and Mouritsen, 2005). The generalists ERP are
considered as a large market and thus their vendors are also the largest. Some of its
examples are SAP, Focus 8 and Oracle etc.

2. Vertical ERP: Such ERPs are industry-specific. Seldom for the small companies
are the start-ups from the vertical ERP have vendors which try to emphasize on niched
i.e. supermarket, retail fashion or distribution of supermarket such as: Stafiz, Microsoft
Dynamics AX etc.

3. Small business ERP: Such are regarded as on-premise ERP solutions. Seldom,
with the pared down features the modularization of ERP is done. The ERP of small
business serves merely one or two processes of business instead of providing a complete
integrated system (Dechow and Mouritsen, 2005). It involves the features of HRM as
well as the functions of accounting as well as provides options for add-on CRM or supply
chain management. Such as: Peoplesoft
4. Open-source ERP: Such solution is considered as a tiny fraction in the total
market of ERP. The solutions like the Odoo ERP provide the companies with flexibility
for the purpose of developing and integrating their own apps into the ERP. Usability and
user adopting is increased for the developers in open-source ERP as the ERP can be bring
out the processes that are highly customized such as: Odoo

Furthermore, there are several ERP systems that are supported by HR and three of them shall
be discussed here i.e. Jobvite, Performance Pro and ClearCompany. The Jobvite Inc. software
is well-known software that is supported by the HR and consists of solutions for diverse
stages for the process of recruiting. According to Monk and Wagner (2012), Jobvite assists in
handling the entire process of hiring as well as talent management through constructing the
talent pipeline. The software also assists in the acceleration of the productivity which leads
the workforce towards job satisfaction. The software corporation is based in San Mateo,
California. It is a firm that operates globally and includes the provision of Saas (Software as a
Service) which is a platform for recruiting the enables the companies to management the
process of recruitment as well as to advertise the jobs. The software provides a web-based
service which enables its customers to create invitations for jobs thus it is called as
‘Jobinvites’. It creates job invitations for employees, business associates and can also be used
on social networking sites that include LinkedIn and Facebook which makes it a source that
is useful via social recruiting providing the companies an easy opportunity for posting job
opening as well as managing their process of recruitment (Monk and Wagner, 2012). Some
of its customers are Gamesys, Twitter, Schneider Electric and LinkedIn. It is cited as one of
the major servers that consist of 46 million of job seekers globally. Jobvite consist of
numerous features in its products regarding the recruitment. It includes ‘Jobvite video’,
Jobvite hire’, Jobvite Refer’ and ‘Jobvite Engage’. Taking into account these products the
‘Jobvite video’ is a feature that is used for the purpose of interviewing the potential
workforce via video, ‘Jobvite Hire’ is a well-known ATS (Applicant tracking system) tool
that is used for monitoring as well as managing the process of recruitment. ‘Jobvite Refer’ is
used for the employees as it helps to send out the ‘Jobvites’ on the broader platform of media
using the social networking sites and also helps to monitor the progress and ‘Jobvite Engage’
a CRM that is used for the purpose of recording and tracking the interactions of the qualified
prospects from the sites of social network as well as databases of resumes. Jobvite is gaining
popularity and thus has become well-known for its surveys through the social recruitment
which is preferred by numerous organizations for recruiting (Monk and Wagner, 2012).

Moreover, another ERP system supported by HR is based on ‘Performance Pro’ which is

introduced by the HR Performance Solutions and is a cloud-based performance appraisal
solution designed for the HR professionals. Performance Pro is a system that is customizable
and permits its users the process of alignment of the organizations strategic goals with
solutions. The entire process of the system can be automated which is from the on-going
check-ins to the standard appraisals (Moon, 2007). Performance Pro is useful as it provides
the tool management features that helps to administer the evaluations that are effective and
simple. It is considered as a comprehensive and complete system that provides performance
appraisal to the professionals of HR. Some of the features involved in Performance Pro are
customizable templates, reporting, dashboards and writing assistance. Competencies are
measured with the help of anchored rating scales. For specific job titles the solution is
provided through pre-built templates that can be adapted according to the requirements. The
evaluation of the employees by the management is done through the access provided by the
library for best practise resources. Performance Pro is considered as a multi-appraiser module
which permits diverse appraisers to submit their assessments of a single employee. Due to
nature of the system which is electronic signature feature based it permits the process of be
completely paperless (Moon, 2007). Through this software the past appraisals can also be
accessed which helps the company’s to refer back to the evaluation and support for this
system is provided through phone and email. With the help of this software the HR mangers
can easily get the basis for their annual bonuses which are done by simply generating the
employees performance reports from the Performance Pro software and then rewards those
employees according to their performance. This software helps the employees to become able
to appraise themselves in an independent manner during the yearly evaluation of performance
which is useful as it eliminates paper work as well as assists in saving time whereas the
drawback for this system could be that it consists of several features which can be
complicated for the users that are unknown with the system (Moon, 2007).

In addition, the third system supported by HR of ERP is ‘ClearCompany’ which is a software

that works for recruiting teams and for the human resource department (HR) involving the
industries of both private and public sectors. This system provides solution to diverse issues
related to the HR department. In this system performance assessment and talent management
of the employees is permitted. Such software provides the platform that amalgamates and
aligns with the aspects of on-boarding, goal tracking, recruiting, and performance
management. In its ATS (Applicant Tracking System) different features are involved such as
referral management, requisition template, one-click background checks, mobile career sites,
bulk email, social sharing tools etc. ‘ClearCompany's’ mechanized revealing not just
guarantees that customers keep up full EEO and OFCCP consistence, yet in addition gives
more than 100 extra reports that track everything from contracting chief meeting rates to cost
per employ. Free custom announcing can likewise be created. The on-boarding arrangement
robotizes the new contract process, with the choice to incorporate I-9 and E-check, oversee
inside errands and endorse offer letters. Execution the executives consider boundless standard
and 360 audits, with computerized messages and announcing alternatives. It is software that
solves all of the HR problems and helps promote talent management and evaluation of
employees. Such software provides a wider platform that combines different aspects and
benefits the organizations.

3.0. Conclusion
This report was based on the HR supported systems of ERP which showed that there are
different systems that ERP consists of and three of them were discussed in the report. It
showed that these systems consist of different features which make it unique i.e. Jobvites
assist the organizations to invite and recruit the job seekers whereas Performance Pro assist in
the evaluation of performance and ClearCompany is based on both recruitment and talent
management aspect. All of these three systems are supported by HR and are implemented by
the organizations for the beneficial output it brings to the organizations.

References
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Caglio, A., 2003. Enterprise resource planning systems and accountants: towards
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Jacobs, F.R. and Bendoly, E., 2003. Enterprise resource planning: developments and
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Moon, Y.B., 2007. Enterprise Resource Planning (ERP): a review of the

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Monk, E. and Wagner, B., 2012. Concepts in enterprise resource planning. Cengage

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