Frequently Asked Questions
How can we see a demonstration of focus?
We will be pleased to invite you to our offices for a demonstration
of the software.
We have or we are implementing an Enterprise Resource
Planning system across the entire organisation? Why do I need focus
if the ERP vendor says it can do everything?
We have found through head to head comparisons with
many popular ERP vendors that focus has many advantages to
an ERP system.
- Content experts and an industrial psychologist developed
focus.
- focus has depth and breadth that new ERP systems
can't touch.
- ERP software is transactional in nature for HR handling
payroll and processing and it is generally not deployed
to the employee level. It is designed to be used by HR only,
while focus is designed to be deployed to your people.
- focus has a quick implementation life cycle measure
in weeks not years.
- focus can "talk" to many systems, the
only requirement is the system must be "ODBC"
compliant. The only data generally used by an ERP system
and focus is really employee information like job
title, department, grade etc.
- Cost competitive: focus is very cost competitive
generally much less than alternatives. Most users can cost
justify focus even if they only need one of it’s
seven major applications immediately. focus is also
less expensive to implement than Enterprise Software (ERP)
solutions, even when you already have implemented an ERP,
because you may need different modules, a later version,
as well as expensive and extensive consulting to implement
the HR solutions.
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*choosing a software vendor can be confusing and a daunting
task... focus and ERP systems are changing so it is in your
best interest to compare software vendors by seeing demonstrations
and speaking to references of these vendors.
How does focus compare to other HR software solution
in functionality?
focus is feature-rich and very innovative. It has many features
that are not available in any other product. In addition, it’s
functionality will give you more valid and legally defendable results
because it is developed by Industrial/Organisational Psychologists.
You also get important content with focus, such as our research-based
library of 500+ competencies and skills. Whether the need is electronic
performance management, 360-degree feedback, or employee development,
you will find that focus simply does more and does it better.
My biggest concern as an HR professional is that the
system will create more work for our department?
focus enables you to implement processes that seemed out
of reach before due to the paper chase that would result from it.
It is true that focus does have some initial set up time,
but after the set up the system is mainly run by the employees themselves.
focus is designed to let employees do a great deal themselves
without administrator intervention. When an administrator is needed,
most needs can be accomplished quickly and easily. For example,
employees or an administrator can very easily set-up customised
360-degree reviews. No set-up is required for reports…they
are available immediately after the assessments are completed.
Our company has many people new to computer usage, is
the software easy to use?
Let's face it the world has changed. The desktop computer is here
to stay and it is revolutionising how we do business. Paper based
systems will be virtually eliminated within the next 5 to 10 years.
However, we know that there is a transition period for the employees,
which is why we took special care in the user interface design.
focus has been designed to be easy to use, even for people
with little or no prior computer experience. It has been designed
to be used by all employees, with additional functionality for HR
users.
How does focus change the Human Resources department?
In many organisations the Human Resources department is a service
group located in the company to handle many functional areas including
training, staffing, performance and career planning etc. The department
is often perceived as a cost centre versus a profit centre to the
organisation. By implementing focus you bring together information
from most functional areas to improve and measure these functional
processes. focus is integrated and uses a common data source
(competencies and skill definitions, and job profiles) for all functions
(training needs analysis, training ROI, on line career development,
performance planning, selection and succession planning). By using
a software system that integrated functional areas your company
can make better decisions in these areas that lead to increased
productivity of your people and reduced turnover. You turn the HR
department into a strategic weapon and a profit centre within your
company.
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