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How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
How HR Technology Saves Time & Money
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How HR Technology Saves Time & Money

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This seminar is sponsored in part by our strategic partner firm, HR Technology Advisors. During this presentation, our clients will learn how technology can help save time and money while …

This seminar is sponsored in part by our strategic partner firm, HR Technology Advisors. During this presentation, our clients will learn how technology can help save time and money while streamlining processes for greater efficiency and effectiveness.

More employers across the country are investing in HR Technology to achieve critical objectives. The right HR technology solution can help companies just like yours reduce administrative costs, ensure compliance, improve employee satisfaction and save valuable HR time, leaving your HR professionals to be more strategic.

Learn more about how HR and benefits technology solutions can help your Human Resources department become more productive!

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  • Let’s indentify the target audience. Most of the time our primary constituent into our clients and prospects is HR. I know there are exceptions to this, but let’s understand I am speaking of HR as a function, not a title. So whoever has the HR responsibilities, whether it’s a bookkeeper, a CFO, or an HR Professional, let’s look at the roles of HR.
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    • 1. HR and Benefits TechnologyPresenter: Steve Cassidy VP of Business Development HR Technology Advisors, LLC<br />
    • 2. © Copyright 2007 HR Technology Advisors, LLC. All rights reserved.<br />2<br />Who is HR Technology Advisors?<br />Founded in 2001 as an HR &amp; Benefits Technology Consulting firm<br />Partner with select brokerage firms across the country to bring value added service to their clients<br />HRIS, Benefits Technology professionals with long-term experience as both vendor, consultant and buyer<br />Participated in selection/implementation of more than 30 different vendors for multi-industry customers (10 – 30,000 employees) across the country<br />
    • 3. HRT Believes…<br />3<br />HR and Benefits Automation can greatly improve the accuracy of employee data and overall efficiency of the Human Resource Operation enabling HR to contribute more strategically and same money resulting in a positive impact to the company’s bottom line.<br />
    • 4. HRT Believes…<br />4<br />The odds of any HR department implementing HR or Benefits Automation successfully are directly related to the method used in its selection and how it is implemented.<br />
    • 5. Let’s Define Some Terms<br /><ul><li>EMPLOYEE/MANAGER SELF SERVICEA program that allows employees and/or managers to handle many job-related tasks normally conducted by HR departments including benefits enrollment, and updating personal information. Employees and managers can access the information through the company&apos;s intranet, kiosks, or other Web-based applications.</li></ul>HRIS (HUMAN RESOURCE INFORMATION SYSTEMS)Software-based systems that manage all or part of the human resource function for an organization.   HRMS (HUMAN RESOURCE MANAGEMENT SYSTEM)The entire process of managing  an organizations resources.<br />ERPS (ENTERPRISE RESOURCE PLANNING SYSTEM)Large computer applications that integrate multiple operations of a company or business unit.   <br />SOFTWARE-AS-A-SERVICE (SaaS)<br />Software hosted by a third party, usually accessed via a web browser, wherein you pay a monthly fee that covers licensing, system maintenance, and upgrades.<br />5<br />
    • 6. HR Roles &amp; Responsibilities<br />6<br /><ul><li> Maintain Employee Records
    • 7. Recruitment Management
    • 8. Training and Development
    • 9. Benefits Administration
    • 10. Performance Management
    • 11. Succession Management
    • 12. Compensation Planning
    • 13. Grievance and Conflict Resolution
    • 14. Payroll</li></li></ul><li>Everyone Has a System<br />7<br />
    • 15. 8<br />HR is being asked to do more.<br />Investing In The Right HR Administration Technology and Services <br />Will Save Time &amp; Money<br />
    • 16. Common HR System<br />9<br />Employee Administration<br /><ul><li>New Hire Processing
    • 17. Termination Processing
    • 18. Track Job Information
    • 19. Track Personnel Information
    • 20. Track Work Experience
    • 21. Track Skills
    • 22. Track Grievances
    • 23. Reporting</li></ul>Payroll<br />
    • 24. 10<br />What Is An HR Administration System?<br />Recruitment<br />Benefits Management<br />Compensation Planning<br />Training &amp; Development<br />Time &amp; Attendance<br />Performance Management<br />Succession Planning<br />Employee Administration<br /><ul><li>New Hire Processing
    • 25. Termination Processing
    • 26. Track Job Information
    • 27. Track Personnel Information
    • 28. Track Work Experience
    • 29. Track Skills
    • 30. Track Grievances
    • 31. Reporting</li></ul>Software that addresses HR’s needs.<br />
    • 32. Process Savings<br />11<br />Source: CedarCrestone 2009Value Report<br />
    • 33. © Copyright 2007 HR Technology Advisors, LLC. All rights reserved.<br />12<br />HR Administration System Value<br />Improve Data Access/Accuracy<br />Superior Service<br />Enable HR to Serve More Strategically<br />Administrative Cost Savings<br />86%<br />Make Better Decisions<br />80%<br />Enable Recruiting of Key Talent<br />78%<br />76%<br />65%<br />55%<br />% of Employers successfully satisfying objectives<br />Source: 2009 CedarCrestoneHR Self-Survey Results – includes HR Managers and Directors for Small to Large Companies<br />
    • 34. Marketplace Trends<br />
    • 35. 14<br />Key HR Technology Trends<br />Strong preference toward Software As A Service (eliminating reliance on IT)<br />HRIS solutions are becoming more affordable and easier to use<br />Increased adoption of Employee Self-Service and “Portal-ization”<br />Technology solutions are becoming more tightly integrated with growing emphasis on Single-Sign-On<br />
    • 36. 15<br />Strong Trend toward SaaS<br />
    • 37. Software-as-a-Service<br />16<br />Lower IT Costs<br />SaaS avoids the overhead associated with implementing conventional software<br />Purchase and maintenance of servers<br />Installation and maintenance of software<br />Focus Budget on Features and Capabilities Rather than Infrastructure<br />Gain Immediate Access to Latest Innovations and Upgrades<br />Ability to Join a Community of Interest<br />Common Concerns<br /><ul><li> Data Security
    • 38. System Availability
    • 39. Data Control</li></li></ul><li>17<br />Solutions Becoming More Affordable<br />
    • 40. HR System Vendors<br />18<br />
    • 41. 19<br />Increased Adoption of Employee Self-Service<br />
    • 42. Internet Usage <br />20<br />
    • 43. What is “Portal-ization”<br />21<br />
    • 44. What’s The Value?<br />22<br />According to CedarCrestone, organizations can typically count on a 20% to 25% reduction in HR administration time when they move to self-service.<br />According to a 2009 study by Forrester Research, enabling ESS for benefits enrollment resulted in an estimated $5.63 PEPM savings in overhead an premium.<br />
    • 45. 23<br />Tighter Integration<br />
    • 46. 24<br />Best-of-Breed<br />- Types of Best-of-Breed, Niche Solutions -<br />Payroll Processing<br />Performance<br />Mgmt.<br />Applicant<br />Tracking<br />Benefits<br />Mgmt.<br />Training<br />Mgmt.<br />Payroll<br />Recruitment<br />Performance<br />Mgmt.<br />Benefits<br />Training<br />Best-of-Breed Solutions typically<br />have deeper, more mature functionality.<br />
    • 47. Separate Payroll with Integrated HRIS<br />25<br />Payroll Processing<br />Check Cutting<br />Direct Deposit<br />Accruals<br />HR Processing<br />Demographic<br />Benefits<br />Recruitment<br />Etc.<br />Time &amp; Attendance<br />Time In/Out<br />Job Tracking<br />Payroll Database<br />Employee HR Database<br />Employee View<br />Manager View<br />
    • 48. 26<br />Single Platform<br />HR Processing<br />Demographics<br />Benefits<br />Recruitment<br />Performance<br />Talent<br />Time &amp; Attendance<br />Time In/Out<br />Job Tracking<br />Payroll<br />Processing<br />Direct Deposit<br />Accruals<br />Employee Database<br />Manager View<br />Employee View<br />
    • 49. What’s Ahead?<br /> Relentless growth of social networking sites (Facebook, LinkedIn, Twitter)<br />Core HR vendors extending capabilities to compete with best-of-breed (niche) vendors<br />Vendors forming partnerships<br />27<br />
    • 50. Best Practices<br />
    • 51. 29<br />Differences Exist Between HR Vendors<br />Vendor Roots (Payroll, HRIS, Best-of-Breed)<br />Experience &amp; Viability<br />Target market<br />Pricing<br />Feature/Functionality<br />Depth of Solution<br />Modules/Partners<br /><ul><li>Delivery Model
    • 52. Deployment Approach
    • 53. Ongoing Support
    • 54. Scalability
    • 55. Ability to satisfy future needs</li></ul>Sample Feature Differences<br />Requirement = Track Training<br /><ul><li>Administer training enrollment
    • 56. Track training classification
    • 57. Track training costs
    • 58. Maintain current library
    • 59. Update employee qualifications
    • 60. Evaluate training requirements
    • 61. Generate notices
    • 62. Schedule courses</li></li></ul><li>30<br />Considerations Before You Buy<br />How will your company grow in the next five years?<br />How quickly will you launch?<br />What is your budget?<br />Do you have IT resources to support an on-site system?<br />With what current systems must any new system integrate?<br />Are you comfortable giving up control of private data – do you have stringent data security rules?<br />What features are your priorities?<br />
    • 63. 31<br />Success Strategies for Implementing HR Technology<br />Build a business case to gain internal commitment<br />Don’t treat as a single project with a start and end date<br />Identify milestones to achieve success points – build momentum<br />Make sure it’s not viewed as just an HR Project<br />Get resource commitment and make sure they are accountable for results (can’t be someone’s second job)<br />Technology alone isn’t the answer – will need to rework processes<br />Understand that users will experience change<br />Continue to sell internally<br />Think strategically – use the data<br />Implementation Plan<br />“The difference is in the delivery”<br />
    • 64. Reap The Benefits Now.<br />32<br />Invest in the right HR technology solution for your organization.<br />HR can reduce the time spent on administrative work by 40 – 50%*<br />*Giga Information Group<br />
    • 65. Thank You!<br />

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