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	<description>creating ability not dependency</description>
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		<title>HR Systems 1: Selection</title>
		<link>http://www.hrmeansbusiness.com/2009/02/17/hr-systems-1-selection/</link>
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		<pubDate>Tue, 17 Feb 2009 09:15:01 +0000</pubDate>
		<dc:creator>denis</dc:creator>
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		<description><![CDATA[Why do organisations select, in particular, HR systems that are out of scale to their organisation profile? How do they compute the Return on Investment (ROI) for these applications? Over the past few years I have worked with many clients who want to buy their first HR system, replace an existing one, or see if [...]]]></description>
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		<title>HR Systems 2: The Return on Investment (ROI)</title>
		<link>http://www.hrmeansbusiness.com/2009/02/17/hr-systems-2-the-return-on-investment-roi/</link>
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		<pubDate>Tue, 17 Feb 2009 09:10:51 +0000</pubDate>
		<dc:creator>denis</dc:creator>
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		<description><![CDATA[In order to compute the ROI on your HR &#38; Payroll System you first need to understand the concept and the metrics.Broadly, ROI is expressed as a percentage over a given period of time. For an HR / Payroll system, a sensible life span calculation would be 4 -5 years, mainly taken against a backdrop [...]]]></description>
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		<title>HR Systems 3: Key Points</title>
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		<pubDate>Tue, 17 Feb 2009 08:56:13 +0000</pubDate>
		<dc:creator>denis</dc:creator>
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		<description><![CDATA[It is essential to keep focused on the organisational requirements when specifying HR software. There can be no other consideration The acquiring organisation must always be sure beforehand of what they require. This requires objectivity; in many cases this process can benefit from an independent and informed view, on the premise that the client may [...]]]></description>
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