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Ten in the past I worked directly at a large HRIS provider this particular was where did they successfully grew their routine. They actively created interfaces and setup relationships between their HR and payroll apps to leading GL functions. The same thing outlined in charge of GL apps could become compensation consulting applied to time and attendance sources. Once the interface was created, they approached GL BP's about selling their systems as either an add-on or with regard to option to their own existing customers.
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