What is an ERP ?

ERP, or Enterprise Resource Planning is an integrated computer system designed to manage all the existing resources inside a company including but not limited to financial resources, human resources, inventory and assets, etc. Usually an ERP system uses a centralized database, but recently, with the increased popularity of cloud services, the systems tend to become distributed.
Introduction:
As companies increased in size, and started to manipulate an increase number of entities (human, financial, inventory) it was obvious that a system was needed in place to manage them. Beside management, a complex decisional system was also needed that would manage various administrative workflows that are part of day to day operations.
Design:
ERP Providers usually implement standard business processes based on best operating practices. Depending on the company size, the company itself has to adhere to the business processes already modeled in the existing ERP packages, or, in the case of big corporations, it is usually the other way around, with new ERP packages build from scratch or adapted to adhere to the business processes already in use.
The main components that are part of a standard ERP package are:
Customer Relationship Management (CRM)
Human Resources Management
Project Management
Finance and Accounting
Manufacturing Production, Service and Delivery management
Supply Chain and Vendor Management
Warehouse and Inventory Management
Not all the possible modules are listed here and no ERP deployment is the same. A company does not necessarily needs Manufacturing Management Module, if it is in the Service business, etc.
Pros:
Unified system tracking various corporate entities from creation to consumption (ex. order tracking from acceptance through fulfillment, product manufacturing from design to shipment, project management from definition to completion and release or ever human resource from hiring campaign through hiring, promotion/demotion and termination)
data centralization – eliminates redundancies and facilitate backup and data mining procedures
structured data shaping, access and visualization – allow data access based on roles and offers views limited by scope
optimizes inventory by providing sales analysis
optimizes marketing campaigns by tracking customers and sales
Cons:
Cost – ERP packages tend to be expensive and, due to the inherent complexity of both the software itself and the multitude of existing business processes already existent in a company, the time to deployment can take years
When a company replaces its internal process with the ones modeled by the ERP package, it may result in a loss of performance
additional time is needed to familiarize all employee with the new system and the end results might not be optimal
insufficient initial funding might result in transition failure
April 15th, 2010 | Tags: advantages, benefits, cons, disadvantages, ERp System, implementation,pro, What is | Category: Editorials | Leave a comment
ERP Vendors


You can find most well known ERP Providers in the following list. Help us to keep the list updated by sending us information about related companies currently not listed.
Company Name
Package Name
Comments
SAP
SAP Business Suite, SAP Business ByDesignb, SAP Business One, SAP Business All-in-One
Oracle
JD Edwards EnterpriseOne, Oracle e-Business Suite, PeopleSoft
Microsoft
Microsoft Dynamics (AX, NAV, GP, SL)
NetSuite
NetSuite
CDC Software
Epicor
Epicor Enterprise
Syspro
SYSPRO
Plex Systems
Plex Online
Infor Global Solutions
ERP Adage, ERP LN, ERP LX, ERP SL, ERP Swan, ERP SX.Enterprise, ERP VE, ERP XA
The Sage Group
Sage ACCPPAC, Sage Pro ERP, Sage ERP X3
Lawson Software
Lawson M3, Lawson S3
IBM
Maximo (MRO)
QAD
QAD Enterprise Applications
Comarch
Comarch Altum
COA Solutions Ltd
Smart Business Suite
ABAS Software
ABAS ERP
PointHR
PointHR ATS, NEON

ERP, or Enterprise Resource Planning is an integrated computer system designed to manage all the existing resources inside a company including but not limited to financial resources, human resources, inventory and assets, etc. Usually an ERP system uses a centralized database, but recently, with the increased popularity of cloud services, the systems tend to become distributed.

Introduction:

As companies increased in size, and started to manipulate an increase number of entities (human, financial, inventory) it was obvious that a system was needed in place to manage them. Beside management, a complex decisional system was also needed that would manage various administrative workflows that are part of day to day operations.

Design:

ERP Providers usually implement standard business processes based on best operating practices. Depending on the company size, the company itself has to adhere to the business processes already modeled in the existing ERP packages, or, in the case of big corporations, it is usually the other way around, with new ERP packages build from scratch or adapted to adhere to the business processes already in use.

The main components that are part of a standard ERP package are:

• Customer Relationship Management (CRM)
• Human Resources Management
• Project Management
• Finance and Accounting
• Manufacturing Production, Service and Delivery management
• Supply Chain and Vendor Management
• Warehouse and Inventory Management

Not all the possible modules are listed here and no ERP deployment is the same. A company does not necessarily needs Manufacturing Management Module, if it is in the Service business, etc.

Pros:

• Unified system tracking various corporate entities from  creation to consumption (ex. order tracking from acceptance through fulfillment, product manufacturing from design to shipment, project management from definition to completion and release or ever human resource from hiring campaign through hiring, promotion/demotion and termination)

• data centralization – eliminates redundancies and facilitate backup and data mining procedures

• structured data shaping, access and visualization – allow data access based on roles and offers views limited by scope

• optimizes inventory by providing sales analysis

• optimizes marketing campaigns by tracking customers and sales

Cons:

• Cost – ERP packages tend to be expensive and, due to the inherent complexity of both the software itself and the multitude of existing business processes already existent in a company, the time to deployment can take years

• When a company replaces its internal process with the ones modeled by the ERP package, it may result in a loss of performance

• additional time is needed to familiarize all employee with the new system and the end results might not be optimal

• insufficient initial funding might result in transition failure

ERP Vendors

You can find most well known ERP Providers in the following list. Help us to keep the list updated by sending us information about related companies currently not listed.

Company Name	Package Name	Comments
SAP	SAP Business Suite, SAP Business ByDesignb, SAP Business One, SAP Business All-in-One
Oracle	JD Edwards EnterpriseOne, Oracle e-Business Suite, PeopleSoft
Microsoft	Microsoft Dynamics (AX, NAV, GP, SL)
NetSuite	NetSuite
CDC Software
Epicor	Epicor Enterprise
Syspro	SYSPRO
Plex Systems	Plex Online
Infor Global Solutions	ERP Adage, ERP LN, ERP LX, ERP SL, ERP Swan, ERP SX.Enterprise, ERP VE, ERP XA
The Sage Group	Sage ACCPPAC, Sage Pro ERP, Sage ERP X3
Lawson Software	Lawson M3, Lawson S3
IBM	Maximo (MRO)
QAD	QAD Enterprise Applications
Comarch	Comarch Altum
COA Solutions Ltd	Smart Business Suite
ABAS Software	ABAS ERP
PointHR	PointHR ATS, NEON

Look Out, The I-9 Audits Are Here

In June 2010, ICE issued a strategic plan for worksite enforcement to be implemented
through fiscal year 2014.. The plan is well underway, and 1000 audit notices were send out earlier this year. professional conulstats at the tip of the spear of his plan tell us that employers who completely ignored them earlier in the year are calling back asking for help.

This the ICE plan:

• A key feature of this plan was to be enforcement of immi‐gration‐related employment laws, including enforcement against employers who knowingly violate the law. 
• In the intervening months, ICE has conducted education,Form I‐9 investigations and audits, and has  imposed criminal and civil sanctions.
• In its strategic plan, ICE indicated its belief that its actions would create a ʺculture of compliance.ʺ  Certain industries, including agriculture, construction, hospitality, and food processing, have been the main targets of these actions.

So how do these I‐9 audits usually go?

• An NOI (Notice of Inspection) gives a targeted employer three days to prepare for a meeting with ICE officials. 
• At that meeting, the employer’s Form I‐9 records are reviewed.
• In addition to properly completed Forms I‐9 for all current and recent ex‐employees, the employer is told to turn over payroll and other employee‐related documentation, and any documentation (such as  ʺno‐matchʺ  letters) received from the Social Security Administration, and information about the business owners.
• ICE investigators audit this information. At the audit’s conclusion, ICE notifies the employer of the results.
• If no violations are found, ICE issues a letter advising that there is no basis for further investigation.
• If violations are found, ICE may issue a  ʺNotice of Technical or Procedural Failuresʺ and give the employer 10 days to make corrections on Forms I‐9. 
• If corrections are not done or not done on time, ICE may issue a  ʺNotice of Intent to Fineʺ  (NIF) and assess fines of from $110 to $1,100 per form.

For Each Incorrect form:

• If ICE determines that information on a Form I‐9 for a certain employee is incorrect or invalid, it will issue a  ʺNotice of Suspect Documentsʺ  and require the employer to obtain new documentation from those identified employees to prove their identity and employment eligibility. 
• The employer must discharge an employee who cannot produce the required documentation. Continuing to employ identified employees without valid documentation could result in fines ranging from $375 to $3,200 per unauthorized employee for the first violation.  

If fines are assessed, ICE will issue a Notice of Intent to Fine (NIF.) The NIF lists the violations, includes details about how the fine was calculated, and specifies the total of all fines .

Within 30 days of receipt of the NIF, the employer may contest the fine by requesting a hearing before an administrative law judge.

PointhHR Partners with Hirebridge

PointHR announces partnership with Hirebridge. For more than 17 years, PointHR has been providing unmatched screening services to thousands of companies nationwide in virtually every industry.  PointHR is fully integrated with Hirebridge Recruiter, and  has firmly established itself as the logical Background Screening choice for forward thinking companies. PointHR provides all background screen services, including: Criminal Records, Drug Screening, Electronic Offer Letter and Biometric Form I-9, Digitized Personnel Files, Automated Instant Employment Confirmation, Anonymous Employee Hotline, and More. By selecting PointHR as your Total HR Services partner you will save time and money by ensuring that you hire the best candidates, with the least risk, in a fast efficient manner. Streamline your screening now. Explore how easy it is at http://HireBridge.PointHR.com. Hirebridge helps organizations maximize their HR resources and expand their opportunities with an affordable web-based recruiting platform. We understand that every business is unique, which is why we provide a range of on-demand services to meet the unique needs of your business. No matter the industry you are in or the size of your company, Hirebridge has a solution to meet your specific needs and can help reduce the time and cost to hire and fill your open positions.

Point HR I-9 Services

PointhR was the first Designated agent for the Department of Homeland Security.
Between then and now we have learned everything abount the I9 process.
We have provided I9 audits and solutions for some of the largest companies in the
nation. An electronic I-9 form, complete with an automated and instant E-Verify check,
should be part of every employer’s I-9 management program.

As the I-9 processes and regulations evolve, the requirements are becoming
increasingly complex. Stakes are only growing higher as the government continues
to step up its enforcement of immigration employment law. Implementing a complete
electronic I-9 management system and automated E-Verify checks today,
more than ever, is vital to staying compliant.

I9Review Paperless I-9 Compliance Solution...

Electronically complete, sign and store the Form I-9.

Validation of data entered into the Form I-9.

Optional E-Verify integration.

Expiration Alert – Notifications of an employee's expiring work 

    authorization.

No servers or software to install or maintain.

Easy Access – Electronic I9's forms accessible in PDF format.

Audit Log – All actions relating to creation of the I9 are 

   captured in the audit log.

Now what?
If being a I9Review Agency sounds like the right fit for you, Let's Talk.

We are PointHR
- We have over 20 years of experience
- We service some of the country's largest Fortune 500 companies
- We were the first Dept of Homeland Security designated agent
- We provide dedicated customer care centers
- We maintain a state-of-the-art research network capable of handling over 40,000 requests per day

Contact Point HR for More information