Frequently Asked Questions

1. Can I get more information on focus?

2. Can we arrange for a demonstration of focus?

3. How long has BDI been in business and what is the history of the company?

4. We are implementing an Enterprise Resource Planning system across the organization?  Why do I need focus if the ERP vendor says it can do everything in HR?

5. How does focus compare to other HR software solution vendors in functionality?

6. Will focus create more work for our department?

7. Is the software easy to use?

8. How does focus change the HR department?

1. Can I get more information on focus?

Absolutely.  Either click here and fill out the form to receive more information or call our number located at the bottom of the page during normal business hours to talk to a BDI representative.

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2. Can have arrange for a demonstration of focus?

Absolutely.  If you are located in the Chicago land area, we would be glad to come out and show you the software. If you are outside that area, we can show you the application over the Internet using conferencing software.  

Either click here and fill out the form to receive more information or call our number located at the bottom of the page during normal business hours to talk to a BDI representative.

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3. How long has BDI been in business and what is the history of the company?

Business Decisions, Inc. (BDI) is the provider of focus software and related consulting services. BDI was formed in 1997 from the merger of a uniquely innovative HR software development company (begun in 1990) together with a successful Performance Management Consulting Company (begun in 1981). The knowledge and experience brought to this merger has resulted in the very best Integrated Performance Management and Employee Development system available.

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4. We have or we are implementing an Enterprise Resource Planning system across the entire organization?  Why do I need focus if the ERP vendor says it can do everything?

We have found through head to head comparisons with many popular ERP vendors that focus has many advantages to a ERP system. 

1) focus was developed by content experts and an industrial psychologist.
2) focus has depth and breadth that new erp system can't touch.
3) ERP software is transactional in nature for HR handling payroll and processing and it is generally not deployed to the employee level.  It is designed to be use by HR only while focus is designed to be deployed to your people.
4) focus has a quick implementation life cycle measure in weeks not years.
5) focus can "talk" to many systems, the only requirement is the system must be "ODBC" compliant.  The only data generally used by an ERP system and focus is really employee information like job title, department, grade etc.
6) cost competitive: focus is very cost competitive – generally much less than alternatives. Most users can cost justify focus even if they only need one of it’s seven major applications immediately. focus is also less expensive to implement than Enterprise Software (ERP) solutions, even when you already have implemented an ERP, because you may need different modules, a later version, as well as expensive and extensive consulting to implement the HR solutions.

*choosing a software vendor can be confusing and a daunting task...focus and erp systems are changing so it is in your best interest to compare software vendors by seeing demos and speaking to references of these vendors.

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5. How does focus compare to other HR software solution vendors in functionality?

focus is feature-rich and very innovative. It has many features that are not available in any other product. Further, its functionality is will give you more valid and legally defensible results because it is developed by Industrial/Organizational Psychologists. You also get important content with focus, such as our research-based library of 500+ competencies and skills. Whether the need is electronic performance management, 360-degree feedback, or employee development, you will find that focus simply does more and does it better.

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6. Will focus create more work for our department?

focus enables you to implement processes that seemed out of reach before due to the paper chase that would result from it.  It is true that focus does have some initial set up time, but after the set up the system is mainly run by the employees themselves.  focus is designed to let employees do a great deal themselves without administrator intervention. When an administrator is needed, most needs can be accomplished quickly and easily. For example, employees or an administrator can very easily set-up customized 360-degree reviews. No set-up is required for reports…they are available immediately after the assessments are completed.

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7. Is the software easy to use?

 focus has been designed to be easy to use, even for people with little or no prior computer experience. It has been designed to be used by all employees, with additional functionality for HR users.

There's on-line help, an orientation for first time users, sample pages, and we have designed an application navigation system called StarTrak that allows user to navigate around the web application.

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8. How does focus change the Human Resources department?

In many organizations the Human Resources department is a service group located in the company to handle many functional areas including training, staffing, performance and career planning etc.  The department is often perceived as a cost center versus a profit center to the organization.  By implementing focus you bring together information from most functional areas to improve and measure these functional processes.  focus is integrated and uses a common data source (competencies and skill definitions, and job profiles) for all functions (training needs analysis, training ROI, on line career development, performance planning, selection and succession planning).  By using a software system that integrates functional areas your company can make better decisions in these areas that lead to increased productivity of your people and reduced turnover.  You turn the HR department into a strategic weapon and a profit center within your company.   

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