Microsoft Keeps Dynamics ERP's HR Management Capabilities Low Profile in Crowded HRMS Space

When it comes to human resource management systems, Forrester Research recently found that Workday, Oracle PeopleSoft, Oracle E-Business Suite (EBS), and SAP lead the pack - each with its own unique strengths. The Microsoft Dynamics unit declined to participate, according to a footnote in the Forrester report.

So how does the HR functionality of Microsoft Dynamics ERP products stack up to other HR systems?  In short, it depends on the product - both for current capabilities and the roadmap.

...

Requires FREE Membership to View

Login
Become a Member Joining MSDynamicsWorld.com gives you free, unlimited access to news, analysis, white papers, case studies, product brochures, and more, and it’s all FREE. You’ll also receive periodic email newsletters with the latest relevant articles and content updates.
About Linda Rosencrance

Linda Rosencrance is a freelance writer/editor in the Boston area. Rosencrance has over 25 years experience as an reporter/investigative reporter, writing for many newspapers in the metropolitan Boston area. Rosencrance has been writing about information technology for the past 16 years.

She has covered a variety of IT subjects, including Microsoft Dynamics, mobile security issues such as data loss prevention, network management, secure mobile app development, privacy, cloud computing, BI, big data, analytics, HR, CRM, ERP, and enterprise IT.

Rosencrance is the author of six true crime books for Kensington Publishing Corp.

Read full bio...

There are some challenges with GP HR/Payroll

I am comfortable implementing GP HR/PR in the ERP space and have done so on numerous occasions.

However, there are dozens of areas where Microsoft Dynamics GP could use some attention.

I recently tried to create a benefit based on 14 income tiers but HR/PR only has 5 income tiers.

The product continues to lack an ability to enter a negative payroll transaction - relying instead on an extra-cost ISV solution.

HR/PR cannot handle a situation where an employer wants to match a 401(K) with something like 100% match up to 1% and 50% match on the rest. And HR/PR cannot track the maximum retirement contribution across TWO benefits like 401(k) and ROTH.

I like GP HR/PR but I'd definitely like to see some investment/attention to the areas where the product is inadequate for common tasks and needs to rely on extra-cost third-party solutions.

A few years back Microsoft stepped up and purchased almost all of the Integrity-Data solutions and rolled them into the HR/PR product. A stellar move like that needs to be achieved again and we'd be getting where we need to be.

Plus, Integrity-Data could then begin to fill the remaining holes in the solution and I'd continue to whine about the need for third-party solutions... :-).

Mike Lupro - MCP

minivan