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I could not work under this model and am not very familiar with it; using this option, HRIS companies re-license their application to either payroll service bureaus or benefit providers as a value add their clients and prospects. While i have no training with this model, I am aware a associated with HRIS vendors are successful following only this process.
Ten rice I worked directly at a large HRIS provider money-back guarantee was that they successfully grew their channel. They actively created interfaces and setup relationships between their HR and payroll apps to leading GL functions. The same thing outlined here for GL apps could definitely be 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 being an option to their existing clientele.
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