The disadvantages of Best of Breed HR
applications are:
❐ The potential cost of evaluating all options within a
given market to identify the most appropriate software may be prohibitive.
In the HR market, there are many potential providers with very
different offerings, which can confuse or delay
selection decisions.
❐ Perhaps the strongest argument against Best of Breed
applications is that they are often produced by small, start-up
organisations that initially get a good foothold in the market, become
popular but cannot then sustain the growth needed. This has been particularly
true of highly specialised providers that operate in niche markets – for
example, when flexible benefits initially became popular, several small
providers launched web-based systems to support flex and many subsequently went
out of business, leaving customers with unsupported systems. The solution is to
thoroughly check the financial status of any software vendor.
❐ The need for the organisation to acquire a different
set of skills to support specialised software. Increasingly, support
contracts are available to minimise the burden of maintaining these
skills; organisations are also turning to cloud-based solutions to
transfer the organisational system management overhead outside the
business.
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