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| index \\ Human Resources (HR) \\ META4 PeopleNet 7 \\ Ideal Customer Profile | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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PeopleNet 7 Rating displays the level of support for functionality and services provided by PeopleNet 7 by META4. |
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Average Competitor Rating displays the average level of support for functionality and services provided by all of the vendors within TECs knowledge base. |
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Competitor with the Lowest Rating is a real product or service solution. It indicates the overall lowest level of support for functionality or services (based on TECs model of Human Resources (HR) solutions). |
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Competitor with the Highest Rating is a real product or service solution. It indicates the overall highest level of support for functionality or services (based on TECs model of Human Resources (HR) solutions). |
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| PERSONNEL MANAGEMENT Includes:Recruitment Management; Profile of Personnel; Organizational Structures; Job Position and Wage Profiles; Career Development and Training; Management of Rewards; and other | 122 | 120 | 0 | 2 | 99.51 | 34 | 87 | 1 | 28.44 | 120 | 0 | 2 | 99.51 |
| BENEFITS Includes:Standard Benefits; Profile for Employee Benefit Plan; Administering Benefits; | 24 | 24 | 0 | 0 | 100 | 0 | 24 | 0 | 0 | 24 | 0 | 0 | 100 |
| PAYROLL Includes:Profile for Employee Payroll; Earnings and Deductions; Eligibility Parameters; User Balances; Automated Time Sheet; Security and Audit; and other | 70 | 70 | 0 | 0 | 100 | 65 | 4 | 1 | 93.86 | 70 | 0 | 0 | 100 |
| EMPLOYEE SELF-SERVICE Includes:Review and maintain name, address, telephone number, etc., associated with life events; Review or enroll in benefits for open enrollment period; Change benefits related to a life event; Update W4 information such as tax filling status, number of exemptions, and withholding information; View pay stub info: gross pay, taxes, other deductions, net pay, pay period, and year-to-date totals; Maintain dependents and beneficiaries related to life event; and other | 22 | 22 | 0 | 0 | 100 | 8 | 14 | 0 | 36.36 | 22 | 0 | 0 | 100 |
| DATA WAREHOUSING Includes:Staff headcount, movement, and turnover trends analyses and reports; Workforce planning reporting; EEO/affirmative action /disabled employee reporting; Absence and leave accrual reporting; Wage and salary costs data, with detailed breakdowns across, for example, earnings, deductions, and disbursements; Reports on vacancies and the effectiveness of filling them such as time to fill, cost per applicant, and average time of retaining the position; and other | 13 | 13 | 0 | 0 | 100 | 3 | 10 | 0 | 23.08 | 13 | 0 | 0 | 100 |
| HEALTH AND SAFETY Includes:Report and investigate incidents of injury and illness for employees and contractors; Initiation of corrective actions related to an incident; Logging of first aid records and reports; Manage occupational injury and illness claims; Report incidents involving vehicles and equipment; Detect and monitor hazardous conditions (areas) and materials, and exporting them via an interface for further processing; and other | 11 | 11 | 0 | 0 | 100 | 4 | 7 | 0 | 36.36 | 11 | 0 | 0 | 100 |
| WORKFORCE MANAGEMENT Includes:Project Identification; Resource Identification and Classification; Workforce Forecasting and Planning (Supply and Demand); Workforce Gap Analysis; Resource Allocation and Analysis; Project Management and Tracking; and other | 147 | 0 | 0 | 0 | 0 | 1 | 141 | 5 | 2.72 | 0 | 0 | 0 | 0 |
| TRAINING Includes:Planning; Administration; | 26 | 0 | 0 | 0 | 0 | 0 | 26 | 0 | 0 | 0 | 0 | 0 | 0 |
| PRODUCT TECHNOLOGY Includes:Architecture; User Interface; Platforms; Application Tools; Workflow and Document Management; Reporting; and other | 327 | 166 | 0 | 161 | 78.35 | 120 | 189 | 17 | 40.15 | 166 | 0 | 161 | 78.35 |
Personnel Management
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Personnel management automates personnel processes including recruitment, personnel profile, organizational structure, career development & training, reward management, job position and wage profiles, and business travel and vacation allotments. The software should support the following functionality: recruitment management; personnel information and tracking; organizational structuring; job position and salary profile; career development, training and performance management; compensation management; budgeting and cost control; government compliance reporting; expenses management; union information; discipline actions and grievances tracking; and employment history/personnel reporting.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| RECRUITMENT MANAGEMENT Includes:Hiring personnel may access parameters for requisitions; Searches for eligible applicants and employees based on job requirements, online; Lists the postings, position, disposition, disposition date, and applicable codes of a position; Tracks applicants using personal data, skill set, academic qualifications, training, and test results; Workflow for forwarding resumes/CVs; Schedules interviews; and other | 20 | 20 | 0 | 0 | 100 | 1 | 19 | 0 | 5 | 20 | 0 | 0 | 100 |
| PROFILE OF PERSONNEL Includes:Central database containing job data, salary information, education, etc. on employees; Searches employee records for information on experience and skills; Child, family, and spouse information; Contact numbers including home, cell, and alternative numbers; Store data for emergency contacts; Manage and update education history; and other | 14 | 12 | 0 | 2 | 95.71 | 8 | 6 | 0 | 57.14 | 12 | 0 | 2 | 95.71 |
| ORGANIZATIONAL STRUCTURES Includes:Defines organizational units; Creates reports containing company information to meet federal reporting requirements; Defines entities and organizational units with the company; Organizational structures may be defined using a matrix or a hierarchy; Identifies teams and jobs or projects that are suitable for job-sharing; Audit trails of organizational and departmental structural changes to track their impact; and other | 16 | 16 | 0 | 0 | 100 | 3 | 13 | 0 | 18.75 | 16 | 0 | 0 | 100 |
| JOB POSITION AND WAGE PROFILES Includes:Identifies position or job; Describes position or job title; Indicates position by organization, location, job code, title, shift, and work days; Indicates full- or part-time status; Standard work hours; Lists skills, training, and education required for position; and other | 21 | 21 | 0 | 0 | 100 | 8 | 12 | 1 | 41.43 | 21 | 0 | 0 | 100 |
| CAREER DEVELOPMENT AND TRAINING Includes:Identifies potential assignments for a job or career path; Assigns jobs to employees based on their career paths; Documents employee skill measurements, qualifications (including education and training), competencies, and professional experience; Position requirements and employee data can be matched; Identifies any training, courses, and development activities employees have participated in; Prints course description and schedules; and other | 18 | 18 | 0 | 0 | 100 | 1 | 17 | 0 | 5.56 | 18 | 0 | 0 | 100 |
| MANAGEMENT OF REWARDS Includes:Adjustable rules for incentives or bonus plans; Generates reports on the costs of rewards and incentives; Manages and updates history of individual employee rewards and incentives; Eligibility logic connects rewards and services to jobs, grades, organizations, and seniority; Compensation benefits automatically change based on reward rules; Tracks and analyzes compensation and salary, by employee; and other | 7 | 7 | 0 | 0 | 100 | 1 | 6 | 0 | 14.29 | 7 | 0 | 0 | 100 |
| BUDGETING AND COST CONTROL Includes:Uses data on job, grade, position, and organizational levels to create budgets for employee costs; Calculates employee cost by headcount, status (such as full-time employment), or by user-defined variables; Compares budgets against actual costs; Multiple budget scenarios; | 4 | 4 | 0 | 0 | 100 | 1 | 3 | 0 | 25 | 4 | 0 | 0 | 100 |
| GOVERNMENT AND COMPLIANCE REPORTING Includes:Tracks goals and forecasted development of affirmative action plans by department, quarter, and year; Breaks down and tracks affirmative action goals by race, ethnicity, gender, or by user-defined criteria; Compares employee goals with employee status; Tracks employees' injuries, illnesses, and physical exams and audiometric evaluations; Tracks accidents and injuries, and generates reports; Benefits reporting; and other | 7 | 7 | 0 | 0 | 100 | 2 | 5 | 0 | 28.57 | 7 | 0 | 0 | 100 |
| EMPLOYMENT HISTORY AND PERSONNEL REPORTING Includes:Generates reports on employee sick time and lost time injuries and illnesses; Tracks health and safety incidents; Tracks absentee rates by department and supervisor; Tracks employee absences against various parameters and generates reports; Tracks length of employment to determine seniority, union membership, etc.; Report on data concerning layoffs and recalled employees; and other | 8 | 8 | 0 | 0 | 100 | 7 | 1 | 0 | 87.5 | 8 | 0 | 0 | 100 |
| TRACK DISCIPLINE ACTIONS Includes:Maintain discipline types; Record and track disciplinary actions including information on incidents causing the action, steps taken in resolution, and the personnel involved; | 2 | 2 | 0 | 0 | 100 | 2 | 0 | 0 | 100 | 2 | 0 | 0 | 100 |
| COMPETENCY MANAGEMENT Includes:Enable a list of competency definitions; Enable a variety of competency scaling types ("units of measures"); Enable a variety of scaling levels; Enable logical scaling levels as well as numerical scaling levels (yes/no, 0-10); Enable competencies to be acquired on training courses; | 5 | 5 | 0 | 0 | 100 | 0 | 5 | 0 | 0 | 5 | 0 | 0 | 100 |
Benefits
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Benefits administers a diverse range of benefit plans such as health and medical, life and supplemental life insurance, accidental death and dismemberment (AD&D), disability plans, flexible benefits, 401(k) plans, profit sharing plans, stock plans, retirement plans, and leave plans including vacation and sick leave accruals. The software should support the following functionality: base benefits; employee benefit plan profile; benefits administration; and pension administration.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| STANDARD BENEFITS Includes:Multiple benefits programs; Establishes benefit plans, providers, and rates; Identifies dates for insurance coverage and deduction calculations; Maintenance, dependent, and beneficiary information; Employees have rollover benefit alternatives; Base benefits maintenance decentralized to the employee level through the use of internet or internal mail capabilities; and other | 6 | 6 | 0 | 0 | 100 | 0 | 6 | 0 | 0 | 6 | 0 | 0 | 100 |
| PROFILE FOR EMPLOYEE BENEFIT PLAN Includes:Defines benefits waiting periods; Type or amount of benefit coverage per employee; User-defined rate adjustments based on service requirements and rules; Vesting schedules; Creates rules for maximum benefits to be paid and premiums to be collected; | 5 | 5 | 0 | 0 | 100 | 0 | 5 | 0 | 0 | 5 | 0 | 0 | 100 |
| ADMINISTERING BENEFITS Includes:US 415(c) section 125 Flexible Benefits Program; Defines and maintains general credits and plan-based credits; Defines employee program participation eligibility rules; Specification of health plan criteria using postal or zip code ranges; Creates customizable employee enrollment forms and confirmation statements; Multiple benefit options such as health, life, disability, retirement plans, accidental death and dismemberment, gifts, and awards; and other | 13 | 13 | 0 | 0 | 100 | 0 | 13 | 0 | 0 | 13 | 0 | 0 | 100 |
Payroll
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Payroll handles accounting and preparation of checks related to employee salaries, wages, and bonuses. The software should support the following functionality: employee payroll profile; earnings and deductions; eligibility controls; user balances; tax deductions and calculation; payroll calculation; payroll and payment processing; check processing and printing; labor distribution and accounting; payroll and regulatory reporting; IRS documentation; security and audit; and automated timesheets.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| PROFILE FOR EMPLOYEE PAYROLL Includes:Name and employee identification number; Address including city, region, and postal or zip code; Telephone number; Social insurance/security number (identification); Marital status; Ethnic classification; and other | 30 | 30 | 0 | 0 | 100 | 27 | 3 | 0 | 90 | 30 | 0 | 0 | 100 |
| EARNINGS AND DEDUCTIONS Includes:Earning types include hourly employee, with and without time cards; Earning types include salaried and salaried/exempt; Earning types include weekly, bi-weekly, semi-monthly, monthly, and special (executive) pay cycle; Calculates earning types based on shift eligibility, allowable employee types, etc.; User-defined deductions; User-defined codes for earning deductions; and other | 23 | 23 | 0 | 0 | 100 | 23 | 0 | 0 | 100 | 23 | 0 | 0 | 100 |
| ELIGIBILITY PARAMETERS Includes:User-defined eligibility criteria for benefits, plans, and compensation based on division, or company-wide; Creates eligibility rules and logic; User-defined standard rules for assigning or changing employee compensation and benefits; Logic for automatically assigning compensation and benefits; | 4 | 4 | 0 | 0 | 100 | 4 | 0 | 0 | 100 | 4 | 0 | 0 | 100 |
| USER BALANCES Includes:Uses legislative balances in user-defined calculations and analysis; Creates extra, open balance items which can be defined by the user; Calculates balances over any time period; Track balances; Online updating of account balances; | 5 | 5 | 0 | 0 | 100 | 4 | 1 | 0 | 80 | 5 | 0 | 0 | 100 |
| AUTOMATED TIME SHEET Includes:Ability to provide decentralized capability for time sheet entry; Time sheets provide for exception-only data entry; Supports multiple work hours standards; | 3 | 3 | 0 | 0 | 100 | 3 | 0 | 0 | 100 | 3 | 0 | 0 | 100 |
| SECURITY AND AUDIT Includes:Customized menus and forms by user and by responsibility; Multiple access responsibility assignments to tasks and by user; Audit log of changes; Audit trails; Time and attendance; | 5 | 5 | 0 | 0 | 100 | 4 | 0 | 1 | 94 | 5 | 0 | 0 | 100 |
Employee Self-Service
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Employee self-service lets workers access their personal information and benefit allocations on-line to manage life events and benefit selections without having to send forms to human resources. The software should also support benefit enrollment programs and new hire initiation.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| REVIEW AND MAINTAIN NAME, ADDRESS, TELEPHONE NUMBER, ETC., ASSOCIATED WITH LIFE EVENTS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REVIEW OR ENROLL IN BENEFITS FOR OPEN ENROLLMENT PERIOD | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| CHANGE BENEFITS RELATED TO A LIFE EVENT | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| UPDATE W4 INFORMATION SUCH AS TAX FILLING STATUS, NUMBER OF EXEMPTIONS, AND WITHHOLDING INFORMATION | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| VIEW PAY STUB INFO: GROSS PAY, TAXES, OTHER DEDUCTIONS, NET PAY, PAY PERIOD, AND YEAR-TO-DATE TOTALS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| MAINTAIN DEPENDENTS AND BENEFICIARIES RELATED TO LIFE EVENT | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| MAINTAIN EMERGENCY CONTACTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| REVIEW VACATION AND SICK DAY BALANCES AND SUBMIT LEAVE REQUESTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| REVIEW AND MAINTAIN BANK INFO FOR DIRECT DEPOSIT AND REIMBURSEMENTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| REVIEW AND ENTER OR SUBMIT EXPENSES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| ACCOUNT FOR TIME BASED ON TYPE OF ABSENCE OR ATTENDANCE | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| ALLOCATE TIME TO MULTIPLE PROJECTS AND ASSIGNMENTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| INTERNAL AND EXTERNAL APPLICATION FOR A JOB AND VIEW THE STATUS OF THE APPLICATION | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| CHOOSE AND MAINTAIN PERSONAL PASSWORDS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| POSTING AND UPDATING RESUMES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| VIEW PERSONAL TRAINING HISTORY | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| SEARCH FOR AVAILABLE COURSES BASED ON TOPIC, TEXT, LANGUAGE, AND LOCATION | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| VIEW COURSE CALENDARS AND DETAILS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| ENROLL IN OR CANCEL PARTICIPATION IN COURSES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| PRE-BOOK FOR COURSES NOT YET SCHEDULED | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REVIEW AND MAINTAIN DEDUCTION INFORMATION FOR AUTOMATIC BILL PAYMENT SERVICE | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REVIEW AND MAINTAIN A KNOWLEDGE SHARING DIARY | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
Data Warehousing
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Data warehousing simply defined, is a place for data, whereas data warehousing describes the process of defining, populating, and using a data warehouse. Creating, populating, and querying a data warehouse typically carries an extremely high price tag, but the return on investment can be substantial.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| STAFF HEADCOUNT, MOVEMENT, AND TURNOVER TRENDS ANALYSES AND REPORTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| WORKFORCE PLANNING REPORTING | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| EEO/AFFIRMATIVE ACTION /DISABLED EMPLOYEE REPORTING | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| ABSENCE AND LEAVE ACCRUAL REPORTING | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| WAGE AND SALARY COSTS DATA, WITH DETAILED BREAKDOWNS ACROSS, FOR EXAMPLE, EARNINGS, DEDUCTIONS, AND DISBURSEMENTS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORTS ON VACANCIES AND THE EFFECTIVENESS OF FILLING THEM SUCH AS TIME TO FILL, COST PER APPLICANT, AND AVERAGE TIME OF RETAINING THE POSITION | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| COMPETENCY PROFILE OF THE WORKFORCE, WITH BREAKDOWNS PER DEPARTMENTS, POSITIONS, ETC. | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| HR BUDGETING REPORTS (DOLLARS, HOURS, FTE, AND HEADCOUNT) | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| BUDGETING VERSUS ACTUAL COMPARISONS BY POSITION OR BUSINESS UNIT | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| EXTERNAL AND INTERNAL TRAINING REQUIREMENTS REPORTS, WITH DETAILED BREAKDOWNS PER DEPARTMENTS, POSITIONS, ETC. | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORTS ON TRAINING HISTORY, SUCCESS RATE, COURSE ATTENDANCE, INABILITY TO ACCOMMODATE ALL INTERESTED CANDIDATES, ETC. | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| ALERT SUPERVISOR WHEN AN EMPLOYEE IS OUT OF COMPLIANCE IN TRAINING OR CERTIFICATION | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORT ON VACATION USAGE AND ALERT SUPERVISORS WHEN ALLOCATION IS EXHAUSTED | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
Health and Safety
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Health and safety provides the tools to administer compliance with the health and safety regulations, accident and injury reporting, and tracking of lost time by employee.
*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| REPORT AND INVESTIGATE INCIDENTS OF INJURY AND ILLNESS FOR EMPLOYEES AND CONTRACTORS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| INITIATION OF CORRECTIVE ACTIONS RELATED TO AN INCIDENT | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| LOGGING OF FIRST AID RECORDS AND REPORTS | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| MANAGE OCCUPATIONAL INJURY AND ILLNESS CLAIMS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| REPORT INCIDENTS INVOLVING VEHICLES AND EQUIPMENT | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| DETECT AND MONITOR HAZARDOUS CONDITIONS (AREAS) AND MATERIALS, AND EXPORTING THEM VIA AN INTERFACE FOR FURTHER PROCESSING | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| MAINTENANCE OF AGENT COMPOSITION AND INFORMATION IN A CENTRAL DATABASE | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| INTEGRATION WITH SUPPLY CHAIN AND HR MODULES | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| PERFORM ACCIDENT INVESTIGATIONS, IDENTIFICATIONS, AND RECORDING | 1 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 | 1 | 0 | 0 | 100 |
| SUPPORT OSHA, BG, AND SAFETY REGULATORY REPORTS | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
| MAINTAIN DATABASE OF ALL MSDS SHEETS FOR ALL MATERIALS USED | 1 | 1 | 0 | 0 | 100 | 0 | 1 | 0 | 0 | 1 | 0 | 0 | 100 |
Workforce Management
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*To learn more about criteria rating definitions please consult The Human Resources (HR) Rating Guide
| Module | Total Criteria | PeopleNet 7 by META4 | Lowest Rated Competitor for Human Resources (HR) | Highest Rated Competitor for Human Resources (HR) | |||||||||
| Criteria Summary | Module Rating | Criteria Summary | Module Rating | Criteria Summary | Module Rating | ||||||||
| Sup* | NS* | Oth* | Sup* | NS* | Oth* | Sup* | NS* | Oth* | |||||
| PROJECT IDENTIFICATION Includes:Workforce Management Approach; Data; Project Definition; Templates; Data Lists for Project Attributes; General; and other | 34 | 0 | 0 | 0 | 0 | 0 | 34 | 0 | 0 | 0 | 0 | 0 | 0 |
| RESOURCE IDENTIFICATION AND CLASSIFICATION Includes:Resource management; Imports data from external human resource systems; Exports data to external human resource systems; Pre-existing import or export procedures from any standard human resource systems; Differentiate between internal and external resources; New resources from internal or external source can be added manually; and other | 20 | 0 | 0 | 0 | 0 | 0 | 20 | 0 | 0 | 0 | 0 | 0 | 0 |
| WORKFORCE FORECASTING AND PLANNING (SUPPLY AND DEMAND) Includes:Workforce forecasting and planning; Projects can be excluded or included in a forecast, based on their attributes; Resources can be included or excluded from a forecast, based on their attributes; Criteria for a particular project forecast can be defined; Project forecast criteria can be saved and recycled; Maximum efficiency can be ensured during the workforce forecasting; and other | 9 | 0 | 0 | 0 | 0 | 0 | 9 | 0 | 0 | 0 | 0 | 0 | 0 |
| WORKFORCE GAP ANALYSIS Includes:Flexible criteria for gap analyses and forecast resource requirements against available resources; Saves gap analysis criteria for recycling; What-if scenarios can be created for gap analyses, such as changing project and activity effectivity dates, activity resource requirements, etc.; Saves and recalls what-if scenarios in a different file from original data; Standard reports; Custom reports for the installed environment; and other | 7 | 0 | 0 | 0 | 0 | 0 | 7 | 0 | 0 | 0 | 0 | 0 | 0 |
| RESOURCE ALLOCATION AND ANALYSIS Includes:Resource allocation and analysis; UOM used for resource allocation; Resources can be identified by using customized criteria; Alert and warning when resource is over-allocated; Reallocates resources that are completely sourced to other projects; Resource allocation and analysis reports include graphs or charts; and other | 13 | 0 | 0 | 0 | 0 | 0 | 13 | 0 | 0 | 0 | 0 | 0 | 0 |
| PROJECT MANAGEMENT AND TRACKING Includes:Imports data from external project management systems; Exports data to external project management systems; Existing algorithms to import or export to any standard project management system; Tracks activities through hours remaining, budget versus actuals, or other measures; Preserves data integrity when multiple imports and exports are made for a project; Multiple levels available to capture work; and other | 11 | 0 | 0 | 0 | 0 | 0 | 11 | 0 | 0 | 0 | 0 | 0 | 0 |
| TIME TRACKING Includes:Imports data from external time tracking or legacy systems; Exports data to external time tracking or legacy systems; Imports or exports to any standard time tracking system; Time against activity data can be manually entered; Standard reports; Creates customizable reports for the installed environment; and other | 6 | 0 | 0 | 0 | 0 | 1 | 0 | 5 | 66.67 | 0 | 0 | 0 | 0 |
| EXPENSE TRACKING Includes:Imports data from external expense tracking systems; Exports data to external expense tracking systems; Imports or exports to standard expense tracking or accounts payable systems; Expenses against activity data can be entered manually; Data integrity is ensured if in addition to manual data entry imports of data are performed; Standard reports; and other | 7 | 0 | 0 | 0 | 0 | 0 | 7 | 0 | 0 | 0 | 0 | 0 | 0 |
| CONTRACT MANAGEMENT Includes:Data imports from external contract management systems; Data exports from external contract management systems; Pre-built import or export procedures from or to any standard expense tracking or accounts payable systems; Manual data entry of expenses against activity data; Data integrity is ensured if in addition to manual data entry imports of data are performed; Standard reports are included; and other | 7 | 0 | 0 | 0 | 0 | 0 | 7 | 0 | 0 | 0 | 0 | 0 | 0 |
| ADMINISTRATION Includes:Web administration for all major maintenance tasks; Windows administrative client as an alternative to the web; Windows administrative client can connect to the system over a network; Different administrative roles for technicians who maintain the system, subject matter experts who contribute content to the system, and subject matter experts who define workflow; Administrators can schedule administrative tasks such as data imports or exports; Administrative tasks can be scheduled as a group, with dependencies between tasks within a group; and other | 6 | 0 | 0 | 0 | 0 | 0 | 6 | 0 | 0 | ||||
