PDS Vista's strong points
Updated March 03, 2017

PDS Vista's strong points

Jim McKain  SPHR | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User

Overall Satisfaction with Vista HRMS

We use Vista for all HR and PR processing and record keeping. We have about 50 managers with access to see employee information but most of the managers have read only access. Hope to enhance the use of the system in the coming years. Right now we have a few users in the accounting PR department and a few users in the HR department which I manage.
  • Good at record retention and ease of historical data for recall and report writing. We use the entire employee benefits processing function and it works very well.
  • Good flexibility for payroll processing and special pay runs and bonus calculations.
  • It's pretty stressful to get hit with multiple releases at the end of the calendar year when we are already stressed about getting our year end processes completed. One suggestion might be to rank the error warnings in some way that gives them a severity rating, or maybe something that tells you this is a recurring warning that you might have already reviewed at the last release, and this time around you can ignore it again rather than investigate it.
  • Employee self-service is easy to use. We have challenges getting security to work properly for people who don't use the system on a regular basis. We are going to try giving our employees cards to write their log on and password on it.
  • Unfortunately, we do not measure, but I am sure it would be favorable if we did.
  • ADP and Paychex
The other two I have used in the past were a pay as you go type of a thing where you had to request and pay for every report that you wanted, I like the on demand and licensing concept better.
I think it is well suited for most any HR or PR application. The trick is to get the right orientation and training up front and then after implementation. We failed to set up several things properly and we are still playing catch up but that is most likely our own fault. Making sure companies have a realistic understanding of the resource commitment is critical. A comprehensive HRIS package is every bit as complicated as most MRP packages, but most IT managers and C-Suite executives will not agree that the resources dedicated to the success of the HRIS package may rival that of a good MRP package.

PDS Vista Feature Ratings

Employee demographic data
9
Employment history
9
Job profiles and administration
Not Rated
Workflow for transfers, promotions, pay raises, etc.
Not Rated
Organizational charting
Not Rated
Organization and location management
8
Compliance data (COBRA, OSHA, etc.)
7
Pay calculation
10
Support for external payroll vendors
Not Rated
Benefit plan administration
10
Direct deposit files
9
Salary revision and increment management
8
Approval workflow
Not Rated
Balance details
8
Annual carry-forward and encashment
7
View and generate pay and benefit information
9
Update personal information
Not Rated
View job history
Not Rated
View company policy documentation
Not Rated
Employee recognition
Not Rated
Tracking of all physical assets
Not Rated
Report builder
8
Pre-built reports
7
Ability to combine HR data with external data
8
Performance plans
Not Rated
Performance improvement plans
Not Rated
Review status tracking
Not Rated
Review reminders
7
Multiple review frequency
8
Create succession plans/pools
Not Rated
Candidate ranking
Not Rated
Candidate search
Not Rated
Candidate development
Not Rated
Not Rated
New hire portal
Not Rated
Manager tracking tools
Not Rated
Corporate goal setting
Not Rated
Individual goal setting
Not Rated
Performance tracking
Not Rated
Job Requisition Management
8
Company Website Posting
8
Duplicate Candidate Prevention
Not Rated
Applicant Tracking
8
Notifications and Alerts
Not Rated