Human Resource Management

/Human Resource Management

HR’s Role in Data Security is More Vital Than Ever

Data Security-Ransomware

The lightning spread of the WannaCrypt ransomware attack was felt worldwide last week, causing problems for thousands of private and public organizations across dozens of countries. A new stage of the WannaCrypt ransomware attack could arrive with the start of the working week.

It is important for Human Resources to be actively involved in data security from choosing the right cloud vendors to driving employee awareness around data security.

Technology has helped us work better, faster, and smarter, but it has also led to an unprecedented vulnerability at all levels of data. These threats are further compounded by changes in the workplace, as more employees work from home, rely on their own mobile devices, and increasingly use cloud-based systems. With the click of a mouse by an unaware employee, companies could stand to lose control over customer, employee, or business data.

Download our free guide to learn more about the vital role Human Resources plays in Data Security.

By |May, 16th, 2017|Human Resource Management|

The Complexity of HR Convergence

 

People Cogs

Having a one-stop shop for payroll is optimal for companies and employees, but converging payroll and HR management systems into one software platform is a complex task. Payroll systems must store employee data, pay and benefits, compensation history, and other information. Payroll is an area that HR must get right, all the time. Many business leaders may be reticent to change their payroll systems in fear of disrupting pay schedules. According to the Sierra-Cedar survey, surveyed organizations identified a number of continuing payroll challenges, including: reporting functionality, actual payroll functionality, integration, and poor service and support.

To adapt to these challenges, HR must see itself as a platform that provides services, tools, information, and real-time data to employees and managers. Bersin wrote that “an effective option is to build an integrated employee experience platform, one built on apps and an integrated backend.” This platform mentality matches the end users’ expectation that an application should seamlessly integrate from system to system. This standardization can help improve performance, decrease redundancy, and reduce human error in businesses. As an example, with HR and payroll systems synced together, double data entry can be avoided, thus reducing the HR workload. In the end, this simple mindset and platform approach can provide businesses a foundation to make complex decisions by easily pulling and working with data from their applications. Working through the “cloud” is one technological advance that can greatly enhance this platform approach.

Download our free guide to learn more on the Convergence of Payroll and Human Resource Systems.

By |May, 10th, 2017|Human Resource Management, Payroll|

Converging Payroll and Human Resource Systems

systems-integration-image

Technology changes fast, and each successive generation’s expectations are quickly reshaping how human resources works with employees. In order to adapt, businesses must simplify their HR strategies to gain efficiency, reduce costs, and maintain employee engagement. The convergence of cloud-based HR systems and payroll is one area of opportunity that can help businesses stay competitive now and into the future.

Key Takeaways:

  • Understand how new technology and employee expectations are shaping HR strategy
  • Analyze how improving payroll processes can increase competitiveness and advance the employee experience
  • Explain how cloud-based technologies can enhance traditional HR services
By |Mar, 8th, 2017|Human Capital Management, Human Resource Management, Payroll|

Three Tips for Making the Most Out of Your HRMS Demo

Technology has dramatically altered the lives of HR professionals over the past 15 years. Today, much of what used to be time consuming and manual processes are performed by computers, freeing us to work on higher-value activities. And the demand for technological solutions to human resource issues increases each year.

What happens when you are the person responsible for selecting a new HRMS solution?Demo_Blog_Image How do you approach this type of project? What is the process and what are the pitfalls? There are a lot of great HRMS applications on the market today, including InfinityHR. Seeing a demo of the product is just one way to get up to speed quickly on the functionality offered. Here are a few ways to maximize your HRMS demo and make the right decision:

Question the HRMS Application Against Your Requirements
It’s good to have your documented HRMS requirements on hand during your demo. It’s beneficial to rank your requirements into ‘must haves’ vs. ‘optional’ so that you can ask about your essential requirements during the demo. For example, a higher education client may ask about specific compliance requirements they can track in their HRMS application. Or a large multi-national company may be interested in country-specific legal requirements or if the system can be delivered in multiple languages. When you document these needs, you can stay on target during a demonstration of the software.

Cover the Entire Lifecycle of the Employee
If possible, ask to see the functionality of the entire employee lifecycle. Specifically, how does an applicant apply for a position? How does that applicant become an employee in the system? Does the system have self-service functionality for the employee to update their data? If you are able […]

By |Sep, 21st, 2016|HRMS, Human Resource Management|

How an HRMS Can Help with Employee Turnover

employee-turnover-blog Click on the image for a full size version. Photo Credit: LinkedIn

Employee turnover can be very expensive. According to LinkedIn, the average yearly turnover at a company is 15 percent, 10.3 percent of which is entirely preventable. Losing workers and having to replace them is very expensive – LinkedIn noted that the average cost of avoidable turnover is $75 million for U.S. employers each year, and these companies could save $7.5 million by just reducing turnover by 1 percent. If you have an HRMS system, you are ahead of the game. Here are a few reasons why:

HRMS Can Track and Analyze the Reason for Resignations

A Human Resources department may do a paper-based exit interview when an employee leaves an organization. If you have an HRMS, you have more in-depth analytics at your fingertips if you can identify key elements as to why an employee left the company. For example, are terminations occurring in a certain age group, salary grade or department? Or is there other data that detect terminations? An HRMS can also offer self-service functionality to enable a former employee to complete an exit interview online after they have left the company. Sometimes there is more insight as to why an employee decided to leave after they are actually gone.

HRMS Can Simplify the Offboarding Process

Does a manager or HR department always know what company assets are held by and employee? There are the usual assets an employee may have, such as a laptop, cell phone or credit card, but what about specialized equipment and/or software? Tracking all items in an HRMS gives you the opportunity to retrieve and cancel these services easily.

HRMS Can Help Recruiting Efforts […]

By |Nov, 14th, 2014|HRMS, Human Resource Management|

3 Steps to Successful HRMS Onboarding

Onboarding the perfect employee can be an exciting time, not only for a new employee, but for the manager and the team. A new employee’s first impression of your organization is everything! Does your HRMS system capture all of your critical onboarding activities? Make sure your new employee onboarding is flawless by following these three steps:

Get Your Paperwork Organized
From the moment an offer is made and candidate accepts, you are ready to start your onboarding workflow. There are multiple things that must occur for pre-hire activities, such as drug testing, employment checks, closing the job requisition, sending out benefits paperwork, setting up online self-service access and more. Pre-hire paperwork can be organized efficiently if you have a solid onboarding process.

onboarding

Monitor Your New Hire’s Data Entry
Gone are the days of paper-based HR. Remember when follow-up meant tracking down where the paper trail went cold? Now, HRMS systems ensures that your new hire receives the paperwork, chooses a benefits option, and has their information entered correctly into the system. Sort out all of the issues prior to the start of day one!

Close the Onboarding Process
The first few weeks are a blur for every new employee. From trying to learn new things, to meeting with new colleagues and performing in the new role. HRMS onboarding processes help track the employee’s “probationary period” and alert managers if the employee’s short-term goals are being met – or if there could be upcoming concerns. An HRMS system, such as InfinityHR, has survey functionality. Using the survey portion of a system allows you to get an idea of how the employee is feeling and to head off any issues.

Interested in learning more?
Contact us for a […]

By |Sep, 11th, 2014|Human Resource Management|

You Can’t Fake HRMS – Three Things Payroll Companies Need to Know

Payroll companies have come to the realization that Human Resources Management Systems (HRMS) are critical to their future.

With national competitors like ADP, BeneTrac and Paylocity offering HRMS solutions, an HRMS strategy is critical to surviving and thriving in the 50 employee and above marketplace. The HRMS needs start at a basic level—core HRMS data management. Those nHRMSeeds rapidly expand to online enrollment, applicant tracking, performance management, and time and labor management as clients exceed the 100 employee level.

There are three things that payroll companies need to know when competing with ADP and other national providers:

  1.  Integration is key. A HRMS must be integrated with their back-end payroll processing application.
  2. Clients expect broad and deep functionality. Customers in the 50 to 500 employee market have a wide range of HRMS needs, but functionality must be sufficiently deep to address an increasingly complex business environment.
  3. You can’t fake HRMS. Payroll companies are either invested in HRMS or they are not. Inviting an HRMS provider to a demo is not an HRMS strategy.

Selecting an integrated HRMS provider that has broad and deep HRMS functionality is key. At that point, a payroll company needs to invest in an HRMS expert as part of its staff. The sales team needs to be incentivized. And, the payroll provider will need training and support as its HRMS strategy involves.

Infinity Software recognized this trend a few years ago and we have dedicated our business to making payroll providers successful in this space.

Contact us at sales@infinity-ss.com to see how we can help you with your HRMS strategy.

By |May, 20th, 2014|HRMS, Human Resource Management|

Deep Payroll/HRMS/TLM Integration Expands Target Client Base

As the trend towards more tightly integrated Payroll-HRMS-TLM continues, the HR technology becomes more relevant for a broader set of service bureau clients.

Traditionally, Human Resources Management Systems (HRMS) have been priorities for larger clients (e.g., 200 employees +). However, the ability to offer Time & Labor Management functionality has extended the relevance of HRMS to smaller clients—down to the ~30+ employee level.

At Infinity Software, we have a decade of experience in meeting the HRMS needs of medium and large clients. The addition of Advanced TLM capabilities has created this market opportunity for smaller companies and caused Infinity Software to re-consider how HRMS is delivered to this market segment.

In the coming weeks, you will see the release of a scaled-back employee self-service that targets smaller clients with simple, straight-forward HR capabilities to compliment the integrated Payroll-HRMS-TLM that has emerged.

Infinity Software is pleased to integrate with Millennium, iSystems, and other payroll platforms in delivering these important technologies to payroll service bureaus.

To learn more about integrated Payroll-HRMS-TLM, please contact us at sales@infinity-ss.com.

By |Apr, 16th, 2014|HRMS, Human Resource Management, Payroll, Time & Attendance|

HR Managers Must Become Change Champions

How many times have you heard the following from an HR executive?  “We recently implemented a new HR solution but have failed to meet initial expectations.”

Often times, many HR organizations select new software vendors to achieve a whole host of corporate objectives like better cost controls, improved flexibility, mitigated risks, empowered employees, and productivity gains. All are valuable outcomes of implementing new software. But why do some fail to achieve these goals?

HRManager_Change_Champion

HR professionals are the first to recognize the product gaps and pitfalls in HRIS solutions. In order to  execute corporate goals, many times, new software solutions are required and thus the selection for a new HR system begins.

Many HR managers will use an outside consultant, others might confide in current vendors, and others will research via social media and industry forums like HR.com and SHRM. They will next inventory internal needs & requirements resulting in a long list of features and functions and product gaps that will soon be compared and evaluated in vendor demos. In most cases, the vendor that can demonstrate the most desired solution by checking off all of the feature/functionality requests and can deliver at the best price will be selected.

The disconnect surfaces in implementation, not because of lack of functionality or the ability for software to be configured but rather the inability of the HR manager to assess early on the following critical components during the internal requirements planning and analysis.

  • Do current HR processes align with new software capabilities?
  • Can employee competencies and skill sets translate to the new platform?
  • Will cultural change affect our ability to adapt to a new environment?
  • Have we attempted improvement through the […]
By |Mar, 26th, 2014|HRIS, Human Resource Management|