The last benefit I would like to mention when working with a partner is that often times they are more familiar with other third party products or may have created their own to enhance the Payroll HRIS vendor’s application. For example, my company created several custom interfaces for specific industries we worked with. The vendors did not offer the same.

Questions to ask before working with a Payroll HRIS VAR • How long have they been in business with the HRIS system you are considering? • How many HRIS implementations has the vendor performed and exactly how many has the individual who will be setting up your system performed?

These two questions determine the "depends" caveat I referred to earlier. If the Payroll HRIS VAR has just started working with this software company, you might want to consider working directly with the HRIS vendor. If they are brand new to the HRIS system, they may be certified but unless they have a number of implementations under their belt, they won’t be as skilled as someone working directly for the vendor who may have greater experience. Don’t automatically assume the consultant employed by the vendor is going to be experienced; everyone has to perform their first install. Just don’t let the first one be you. Ask questions about the actual person who will perform your implementation to make sure. If they just became a VAR for the payroll HRIS application, they may or may not end up still working for that HRIS vendor a year down the road. So the benefit of localized support may be tossed out the window. When it comes to implementing any software application, but especially Payroll HRIS systems, experience is the greatest teacher. In short, make your decision primarily based on who, of the HRIS vendor and the VAR, has the most experience.

Page 2 of 2 :: First | Last :: Prev | 1 2 | Next