Take the time to evaluate Dynamics GP 2013's HR module, experts advise

When a human resources department needs new HR management software, should they first look for a module in their company's ERP solution? While there are certain natural advantages to have a unified system for HR, payroll, and other financial management, there is also no guarantee that your ERP provider can meet your HR needs.  But it is probably a good place to start looking.  

Microsoft Dynamics GP 2013 HR capabilities are offered as a separate SKU as part of the reasonably new "napkin pricing" approach. The HR module has the potential to build out a robust set of processes and practices for SMBs, as demonstrated by two HR experts at GPUG Summit last week. 

The standard capabilities of the GP 2013 HR module can help an organization control a range of needs, from defining roles and salary ranges to managing benefits, recruiting, termination, and reporting through standard Microsoft reporting technologies.  For someone who doesn't normally see HR software in action, it can be startling to see the ease and efficiency with which good HR software can help a company can (theoretically) recruit, hire, promote, and then terminate an employee.  On the other hand, it's probably more troubling to imagine a human resources organization trying to function without good tools.

Jeannette Coty Bachellor of Coty Consulting  and Tanya Markwith of Tribridge walked a group of GP users through GP 2013's HR module at the conference, framing much of the discussion around the applicant-to-employee lifecycle. One of Dynamics GP's strengths, they explained, is that the HR module will capture, maintain, and update a person's information as he or she moves through the phases of an ...