Unleash the power of Human Resources
Powering people to make work move and business thrive.
We're trusted advisors, bringing comprehensive HR Technology solutions expertise, functional skills and technical know-how. Whether you’re just starting on a plan to implement a HR Technology or your company is already live, our team is ready to help you meet your objectives and maximize results.
Our approach is one that mitigates short- and long-term risks for you, while looking at the overall project holistically. We use our experience for integrations, data conversion and testing that save time and prevent re-work. And with our experience administering these systems, we're always learning new ways to operate better and smarter.
Choosing an HR System
As leading HR software consultants, we pride ourselves on being a source of information to businesses looking to make the right decisions when choosing a solution. We offer system selection consulting services, business process reviews for choosing the right HR software.
We support multiple deployment and pricing options. Whatever your preference, you have the flexibility to choose the option that’s right for you. Let us help you to identify the solution that will work best for you.
If you have processes, or existing systems, Avista can help. Our staff specializes in integrations across best of breed technologies. We can help you drive efficiency and productivity by linking your existing systems for seamless interoperability.
What is HR Technology?
Human resources technology refers to all of the software used to track, manage, pay, understand, find, inform, remember and deliver benefits to the people in an organization.
There are many types of HR technology in total. We will describe the most important types of HR software.
Core HR Technology
Core HR includes all of the tools required to do the basics.
There are often many bits of software combined to make the payroll system. It includes all of the elements and data required to make payday happen. Time and attendance. Time clocks, attendance and time keeping are the foundation of this area, which often includes scheduling.
WORKFORCE MANAGEMENT (WM)
WM includes keeping track of time off, vacation schedules, etc.
HUMAN RESOURCES INFORMATION SYSTEM (HRIS)
The HRIS is the central repository for information about employees. Usually, the data is assembled in profiles that can include a skills inventory and personal contact information. The HRIS is often referred to as the “system of record”.
A good org chart helps everyone understand who goes together. Great org charting software is indispensable.
DATA AND ANALYTICS (D&A)
The depth and array of data in the HR department (and the company) make it useful to have tools specifically designed to illuminate the performance of both the HR department and the people in the company.
Talent Management Technology (TM)
Where Core HR technology focuses on administrative details (like inventory management), the TM function is focused on the match between employees and the actual work.
APPLICANT TRACKING SYSTEM (ATS)
This is the heart of the recruiting operation. Most recruiting workflow is wrapped around the ATS. It usually contains a searchable resume database and the elements of hiring.
PERFORMANCE MANAGEMENT (PM)
PM technology is used to track goals and assess employee performance. These tools used to be executed on an annual cycle. Today, the PM world is being re-evaluated.
SUCCESSION PLANNING (SP)
SP software tracks and manages the decisions associated with the management of replacements. The idea is to understand what will happen in unforeseen circumstances as well as who the most promotable leaders are.
Comp software houses market-based compensation studies, job descriptions and (sometimes) competency libraries. Comp management software is used to assure that the company is adhering to its compensation philosophy and offering wages that are competitive.
LEARNING MANAGEMENT SYSTEM (LMS)
The LMS is responsible for the acquisition, development, design, delivery and recordkeeping of company training. Technology changes are making this a dynamic part of HR.
EMPLOYEE COMMUNICATIONS (EC)
In the old days, EC was as simple as publishing the employee newsletter and getting the benefits brochures right. Today’s EC function includes engagement surveys, email campaigns, feedback loops, recognition software and collaboration systems.