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