HRIS project

Microsoft GP has basic, extended and advanced HR modules. Does anyone know how dynamics advanced HR would perform vs a dedicated HRIS system?
DavisroBudget AnalystAsked:
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Steve EndowMicrosoft MVP - Dynamics GPCommented:

I don't think there is a simple answer to your question, since it depends on your requirements and what you expect the HR system to accomplish.

I know of clients that manage several hundred, and perhaps over a thousand, employees in GP using the HR and Payroll modules.  Many GP customers use third party add-ons to enhance the functionality of both modules, which is pretty typical for things like skills management, training, special overtime rules, various HR and payroll compliance requirements, etc.  If GP HR doesn't have a particular feature you need, look into the many add-on products for GP, and you will probably find a solution.

I have a large Dynamics GP customer that transitioned from GP HR to Kronos HR and Timekeeper.  I don't recall the reasons why they moved to Kronos, but I'm sure Kronos has hundreds of advanced features and configuration options that GP doesn't.  But with those features comes complexity and extra cost--both in licensing and consulting fees.  Since my client still uses GP for payroll, they spent a small fortune developing an integration between Kronos and GP to support payroll processing in GP.  Such an integration can be very complex for a large employer.

If you have plans to use GP for payroll, consider whether you need your HR system to talk to payroll, and if so, be very careful if you are considering an integration.  If you aren't planning on using GP payroll, consider if and how you need HR info fed to payroll.

If you are currently using GP, you can talk with your GP partner about HR functionality, find some demos and videos, and inquire with the GP User Group (GPUG) to get real-world feedback from GP customers.

Let me know if that helps.


Steve Endow
Microsoft MVP - Dynamics GP
Dynamics GP Certified IT Professional

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