Four Simple Arguments to Use When Building a Business Case for an HRIS
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Four Simple Arguments to Use When Building a Business Case for an HRIS

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HR departments in mid-tier organizations are models of versatility. Their responsibilities include everything from answering employee questions about health benefits and vacation time and sorting out ...

HR departments in mid-tier organizations are models of versatility. Their responsibilities include everything from answering employee questions about health benefits and vacation time and sorting out the process of employee reviews, to high level long term planning and organization of training, employee retention plans, management development and other important issues that fundamentally affect the productivity and success of the organization.

Most organizations of this size would agree that they would greatly benefit from their HR professionals having the opportunity to focus more of their energies on strategic issues, as is the case in larger organizations. It is no secret that the top-performing companies in the S&P 500 are the ones that have the strongest focus on employee development. However, in reality, the majority of their HR department’s time and resources is consistently taken up with day-to-day tactical issues—up to 5 hours of every eight hour day, some studies suggest.

This Slideshare focuses on the time and cost savings that can be achieved with the adoption of an HRIS.

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  • 8
  • 6. Getting the information to Payroll. For companies using a paper process, this is an absolute nightmare.5. Getting the information to insurance carriers, and making sure it is accurately processes, can also be a nightmare.4. HR Departments spend weeks preparing for open enrollment, weeks during open enrollment getting everything done, and weeks after making "sure" it was done right. While they are doing this, they aren't doing anything else.3. Employees are confused by their options, therefore making no changes, and ultimately feeling dissatisfied by the whole process. This 2009 survey documents employees feelings about open enrollment. 2. Making changes regarding dependents/life stages/health care reform, for each employee is a painstaking task. 1. It's incredibly confusing for everyone - HR, Payroll and Employees - and the probably for mistakes is high.
  • 6. Getting the information to Payroll. For companies using a paper process, this is an absolute nightmare.5. Getting the information to insurance carriers, and making sure it is accurately processes, can also be a nightmare.4. HR Departments spend weeks preparing for open enrollment, weeks during open enrollment getting everything done, and weeks after making "sure" it was done right. While they are doing this, they aren't doing anything else.3. Employees are confused by their options, therefore making no changes, and ultimately feeling dissatisfied by the whole process. This 2009 survey documents employees feelings about open enrollment. 2. Making changes regarding dependents/life stages/health care reform, for each employee is a painstaking task. 1. It's incredibly confusing for everyone - HR, Payroll and Employees - and the probably for mistakes is high.
  • 6. Getting the information to Payroll. For companies using a paper process, this is an absolute nightmare.5. Getting the information to insurance carriers, and making sure it is accurately processes, can also be a nightmare.4. HR Departments spend weeks preparing for open enrollment, weeks during open enrollment getting everything done, and weeks after making "sure" it was done right. While they are doing this, they aren't doing anything else.3. Employees are confused by their options, therefore making no changes, and ultimately feeling dissatisfied by the whole process. This 2009 survey documents employees feelings about open enrollment. 2. Making changes regarding dependents/life stages/health care reform, for each employee is a painstaking task. 1. It's incredibly confusing for everyone - HR, Payroll and Employees - and the probably for mistakes is high.
  • 5. Getting the information to insurance carriers, and making sure it is accurately processes, can also be a nightmare.4. HR Departments spend weeks preparing for open enrollment, weeks during open enrollment getting everything done, and weeks after making "sure" it was done right. While they are doing this, they aren't doing anything else.3. Employees are confused by their options, therefore making no changes, and ultimately feeling dissatisfied by the whole process. This 2009 survey documents employees feelings about open enrollment. 2. Making changes regarding dependents/life stages/health care reform, for each employee is a painstaking task. 1. It's incredibly confusing for everyone - HR, Payroll and Employees - and the probably for mistakes is high.
  • # 5 Getting the information to insurance carriers, and making sure it is accurately processed, can also be a nightmare.
  • # 5 Getting the information to insurance carriers, and making sure it is accurately processed, can also be a nightmare.
  • # 5 Getting the information to insurance carriers, and making sure it is accurately processed, can also be a nightmare.
  • # 5 Getting the information to insurance carriers, and making sure it is accurately processed, can also be a nightmare.
  • # 5 Getting the information to insurance carriers, and making sure it is accurately processed, can also be a nightmare.
  • 4. HR Departments spend weeks preparing for open enrollment, weeks during open enrollment getting everything done, and weeks after making "sure" it was done right. While they are doing this, they aren't doing anything else.3. Employees are confused by their options, therefore making no changes, and ultimately feeling dissatisfied by the whole process. This 2009 survey documents employees feelings about open enrollment. 2. Making changes regarding dependents/life stages/health care reform, for each employee is a painstaking task. 1. It's incredibly confusing for everyone - HR, Payroll and Employees - and the probably for mistakes is high.
  • 3. Employees are confused by their options, therefore making no changes, and ultimately feeling dissatisfied by the whole process. This 2009 survey documents employees feelings about open enrollment. 2. Making changes regarding dependents/life stages/health care reform, for each employee is a painstaking task. 1. It's incredibly confusing for everyone - HR, Payroll and Employees - and the probably for mistakes is high.
  • 3. Employees are confused by their options, therefore making no changes, and ultimately feeling dissatisfied by the whole process. This 2009 survey documents employees feelings about open enrollment. 2. Making changes regarding dependents/life stages/health care reform, for each employee is a painstaking task. 1. It's incredibly confusing for everyone - HR, Payroll and Employees - and the probably for mistakes is high.

Four Simple Arguments to Use When Building a Business Case for an HRIS Presentation Transcript

  • 1. Four simple arguments to use when building abusiness case for an HRIS
  • 2. 1) Eliminate Costly Errors
  • 3. What is very often to blame for costly errors in insurance carrier bills? Continued payment of premiums for terminated employees.
  • 4. Automating the link between HR and theinsurance carrier would resolve this very common and costly expense.
  • 5. Consider these real world examples:
  • 6. Situation 1: A company with 130 employees has nineemployees with incorrect names/addresses listed on theeligibility roster of their health insurance provider. This is a6.9% error rate.Consequence: Significant time wasted on communicationbetween the HR department and benefit insurance group tocorrect inaccurate information.Consequence: Some employees were without medical benefitswhile the issue was being figured out and fixed.
  • 7. Situation #2: An organization with 110 employees discoveredthree members were not on the register and nine memberswere on the register that shouldn’t have been. This is a 10.9%error rate.Consequence: Overpayment to insurance carriers and a largeunnecessary benefits expense.Consequence: Significant time spent on calls betweenemployees, HR, and insurance carrier to fix situation.Consequence: Three employees assumed they had medicalinsurance when they did not.
  • 8. 2) Automating Compliance
  • 9. An average of 450 employment related lawsuitsare filed in the U.S. daily.57% of companies have been named asdefendants in at least one employment relatedlawsuit in the last five years. These are not good odds.
  • 10. For many HR managers and complianceofficers, the ever changing legislative landscapeof compliance is a minefield.Compliance automation ensures thatrequirements are automatically monitored andmet, especially in defending against a potentiallawsuit.
  • 11. 3) Integration: Saves both time and money
  • 12. Double entry of any data can lead to errors. Notonly that, it’s double work – meaning you’repaying for the data to be entered not once, buttwice.Add to that the costly benefits and payroll errorsthat can ensue from problematic doubleentry, and potential compliance related lawsuits.
  • 13. Integrating your HRIS with a Payroll systemrelieves this possibility.Using a fully integrated system is even better– giving you a real time view into yourcompany data.
  • 14. 4) Attendance Management
  • 15. Sure it may seem like one of the basic HR tasks– helping employees manage their time off –from documenting it, to making sure they getpaid for it, to notifying managers of updatedschedules.But what if just this one HR task wasautomated? How would that change your HRdepartment?
  • 16. What if employees and managers couldhandle this process themselves.Think of what HR would be free to do withthat time?
  • 17. A good attendance management system shouldbe largely self-managing. Once you havedefined your unique business rules, the HRdepartment should have to expend little or noeffort in ensuring that it is running smoothly.Having a single, electronic access point, directlyintegrated to the payroll system offers a veryeasy solution to these issues.
  • 18. Let’s Recap:1) Not having an HRIS can lead to costly errors.2) Not having an HRIS can lead to a compliance relatedlawsuit.3) Not having an HRIS means you’re probably still doingdouble entry, a process which is error prone and twice thelabor cost.4) Not having an HRIS means that HR is still wasting timemanaging everyone’s everything, all the time, and none of therepetive, time consuming HR tasks have been automated.
  • 19. Costly Errors: Ascentis HR’s benefits management tools can greatlyreduce insurance premium errors.Compliance: Ascentis HR can reduce the likelihood of error as wellas reduce the workload for HR staff in collecting such complianceinformation by providing compliance automation.Integration: Ascentis HR is fully integrated with AscentisPayroll, offers integration to benefits carriers for enrollmentdata, as well as document management capabilities so that thereis a single source of all HR data.Attendance management: Ascentis Employee Self Service andManager Self Service streamlines the attendance process, creatingan electronic trail that is logged into Ascentis HR and fed intoAscentis Payroll.
  • 20. Want the full business case for building an HRIS? Contact us: info@ascentis.com www.ascentis.com 1.800.229.2713Ascentis: Do More. Work Less.