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Oct 18, 2017 Most of firms not too long ago have already been using the employee database as a way to boost the efficiency of work noticeably. In terms of employee database, it’s unavoidable that the buyers will likely be assisted a whole lot after they need to course of action all of knowledge associated towards the employees.
A company that size shouldn't have more than 1 or 2 (maximum) HR employees. If they do it is a salary waste from a business perspective. I mean HR should do payroll in a company that small, and then MAYBE have an assistant or part-time intern or something like that.
Why waste the money when NorthWind is free and easily customizable. A little bit of elbow grease and you can save on the recurring monthly charges of these other companies. Just my suggestion.Now, If you expect to grow substantially (say to about 150 employees), then I would definitely consider Martin's alternatives. Just my opinion though. Not meaning to disagree Martin. Of course you disagree:)But I gotta disagree with you!
Tracking payroll, benefits, 401K's, etc is a royal pain and often takes quite some time to do even with a system that already has all that in it. To take Northwind, which is really just a demonstration database that can be found in most Microsoft products, and try to build that up into a full HR system just doesn't make sense! Why hire an assistant?Instead, pay the $50-$150 a month for 1 or 2 licenses and just have someone else build the infrastructure. Then your HR person can keep their staff down, they don't have to worry about customizing a database themselves (and maybe getting it wrong). You can also keep printing costs down (printing MICR lines, or getting pre-printed checks is a pain), HR costs down-no need for an assistant to help with payroll-IT infrastructure costs down (no backups, no availability, no archiving-remember you gotta keep this data for YEARS-no DR plan, etc).