Highly Customizable to Suit Specific Requirements

HRA is designed to fit almost any type of organization. There are clients using HRA in a wide variety of businesses from financial to construction, from manufacturing to education, from wineries to defense weapons, from railways to wholistic retreats, and many, many more. In order to accommodate all these types of businesses, and the vast array of requirements that they all bring to the table, with one product we have made HRA a highly customizable program.

HRA has literally dozens of Options, Parameters, Global Parameters and Customizable Fields to make it fit specific requirements in each organization as closely as possible. Fields can be added, field headings can be changed, optional fields can be turned on or off, and more. We have built a suite of Global Parameters into HRA that activate features as they are required, rather than having to program expensive and complicated customization into the product.

During the Implementation Process we go through the Global Parameters. Having dozens of Options, Parameters and Customizable Fields allows us to custom fit HRA to each organization quickly and easily which provides a better-fitted solution. You can use a lot of them or only a few of them. The beauty of HRA is that you choose how involved your organization wants to be with it and how involved you want it to be in your organization.

What features do the Global Parameters actually cover?

The Global Parameters start with areas such as one or multiple companies, whether each employee has one job or more at the same time within the organization, what kind of interfacing is required (Payroll, Time & Attendance or others) and more.

The Global Parameters then progress into more advanced issues such as the shape and style of the Salary Grids, the formulas for FTE and Annual Salary Computations and the use of Employee Pictures and Documents linked to Employee Files within HRA. The Global Parameters then cover many options for the Employee Self-Serve, Time and Attendance and Workflow Modules.

Remember that these features are to cover all sizes of companies. Smaller companies may not need as many of these features and they also pay less for HRA due to having smaller numbers of employees. Larger companies may need most or all of the Global Parameters to complete their HRIS requirements. They will pay more due to their employee size and will also be able to handle more complex situations that having more employees will bring