HR And Benefits Technology Capabilities

HR and Benefits TechnologyPresenter: Steve Cassidy Vice President of Broker Services HR Technology Advisors, LLC

© Copyright 2007 HR Technology Advisors, LLC. All rights reserved.
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Who is HR Technology Advisors?
Founded in 2001 as an HR & Benefits Technology Consulting firm
Partner with select brokerage firms across the country to bring value added service to their clients
HRIS, Benefits Technology professionals with long-term experience as both vendor, consultant and buyer
Participated in selection/implementation of more than 30 different vendors for multi-industry customers (10 – 30,000 employees) across the country

Who is HR Technology Advisors?
Hartwig-Moss’s Benefit & HR Technology Partner.
We are not a vendor of anything, we are brokers of technology.
Our staff consists of Technology consultants with backgrounds in Employee Benefits, Customer Relationship Systems, and HRIS Technology
Focused on Client Needs, and match those needs to the best solution from a portfolio of Best-of-Breed vendors
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Today’s Message
We can help you leverage the right technology to simplify the administration of HR & Benefits - saving you time, money and improving employee satisfaction.
We focus first on understanding what you have and the business problem you need to solve.
We analyze your needs and apply our market knowledge to determine the most appropriate options.
Finally, we guide and support you through the configuration and installation process in order to ensure maximum value.

Solution Hierarchy
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The Business Case
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Research shows that superior HR practices accounted for a 47% increase in company market value on average.
Source: Scott Cohen and Bruce Pfau, Consulting Psychology Journal, Aligning Human Capital Practices and Employee Behavior with Shareholder Value; Summer 2003.

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HR is being asked to do more.
Investing In The Right HR Administration Technology and Services
Will Save Time & Money

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What Is An HR Administration System?
Recruitment
Benefits Management
Compensation Planning
Training & Development
Time & Attendance
Performance Management
Succession Planning
Employee Administration

New Hire Processing
Termination Processing
Track Job Information
Track Personnel Information
Track Work Experience
Track Skills
Track Grievances
Reporting

Software that addresses HR’s needs.

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Automated Enrollment
Carrier
Carrier
Employee
Carrier
Save time and money.
The Process

Open, new hire enrollment
Participant Modeling
Life Event Changes
View and Compare benefits
Verify eligibility
Access benefit statement

Benefits

Empower employees with key information
Eliminate need for printing communications
Forces enrollment rules
Shortens enrollment cycle
Reduces data errors
Reduces calls to HR
Streamlines data transfer process
Eliminates redundant data entry

HR
Enrollment Database
Payroll

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Automated Recruitment
HR
Candidate
Hiring Manager
This strategic solution is focused on optimizing the workforce.
Key Features
Basic:

Requisition management
Job board integration
Resume uploading
Pre-screening questions
Key word searching
Applicant tracking
Candidate Ranking
Approval processes
Follow-up Reminders
Agency Access
Contact Logs
Reporting

Benefits

Save money
Post jobs with greater ease
Reduce your time to hire
Get better candidates faster
Automate your hiring workflow
Build an ongoing talent pool
Improve your marketplace brand

Job Boards
E-Recruiting
Corporate Site

What does it promise?
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Example: Benefit Enrollment Automation
*Source: Forrester Consulting, bswift TEI study – May 2009

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HR Administration System Value
Improve Data Access/Accuracy
Superior Service
Enable HR to Serve More Strategically
Administrative Cost Savings
86%
Make Better Decisions
80%
Enable Recruiting of Key Talent
78%
76%
65%
55%
% of Employers successfully satisfying objectives
Source: 2007 CedarCrestone HR Self-Survey Results – includes HR Managers and Directors for Small to Large Companies

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Partial Vendor List (100 on this list alone)

Falcon Technologies
FCE Benefits
Fidelity
Gen4 Systems
Genesys
Get-Benefits
Hewitt
HR Census
Hr Ease
HrXcel
Humanic Design
iemployee
i-enroller
Infinity HR
iHouse
IPA
Kronos
Lawson Systems
Mangrove
MercerHR
Now Solutions
NuView
OdysseyHR
Online Benefits
Oracle

4 My Benefits
ABRA
ADP
Aliquant
Ascentis
Auxillium
BAS
BeneLogic
Benefit Concepts
Benefit Concepts of PA
Benefit Express
BeneFLex
Benefit Focus
Benefit Harbor
Benefits Connect
Benefit Coordinators Corp.
Benefits Online
Benefit Outsourcing Solutions
Benefits XML
Benefit Vision
Benesoft
Benefit Software
Benesyst
Benetrac
Bisnet
BSG
Bswift

Betterway Technology
BrokerSuite
Business Solver
Ceridian
Checkpoint HR
Clear Benefits
Colt Express
Common Census
Convergys
Corban OneSource
Creative Benefits
Crosby Benefits
Cyquest
EasyBenefits
eGroupBenefits
Emcentrix
Employease
Employee Online
Employee Tech Solutions
Empagio
Empoint
Empowewred Benefits
Enroll Best
eNucleus
ExcellerateHRO
PayLogix
Paychex
Peoplesoft
Peopletrak
Real Life HR
SAP
Selerix
SmartBen
SHPS
Spectrum HR
Strategic Resources Grp.
Talavara
Transcend Technologies
Ultralink
Ultimate Software
Univers
VantagePoint Software
Vista HRMS
Watson Wyatt
Workscape
Workstream

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Differences Exist Between HR Vendors
Vendor Roots (Payroll, HRIS, Best-of-Breed)
Experience & Viability
Target market
Pricing
Feature/Functionality
Depth of Solution
Modules/Partners

Delivery Model
Deployment Approach
Ongoing Support
Scalability
Ability to satisfy future needs

Sample Feature Differences
Requirement = Track Training

Administer training enrollment
Track training classification
Track training costs
Maintain current library
Update employee qualifications
Evaluate training requirements
Generate notices
Schedule courses

Marketplace Trends

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Key HR Technology Trends
Strong preference toward Software As A Service (eliminating reliance on IT)
HRIS solutions are becoming more affordable and easier to use
Increased adoption of Self-Service
Technology solutions are being more tightly integrated

Payroll, HR, Benefits, FSA, 401k
Core HR with Best-of-Breed Solutions

Core HR vendors extending capabilities to compete with best-of-breed (niche) vendors
Challenging workforce issues driving Talent Management Suites with particular focus on Recruitment

Best Practices

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Approach
Selecting the best vendor.

Build a team of stakeholders
Define your objectives – Short and Long-term Vision
Understand the options available
Build your shopping list
Consider multiple vendors
Educate yourself
Script the demos
Define and weight your priorities
Understand selection and ongoing resource requirements
Select the vendor that is best aligned with your goals

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Considerations Before You Buy
How will your company grow in the next five years?
How quickly will you launch?
What is your budget?
Do you have IT resources to support an on-site system?
With what current systems must any new system integrate?
Are you comfortable giving up control of private data – do you have stringent data security rules?
What features are your priorities?

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Success Strategies for Implementing HR Technology
Build a business case to gain internal commitment
Don’t treat as a single project with a start and end date
Identify milestones to achieve success points – build momentum
Make sure it’s not viewed as just an HR Project
Get resource commitment and make sure they are accountable for results (can’t be someone’s second job)
Technology alone isn’t the answer – will need to rework processes
Understand that users will experience change
Continue to sell internally
Think strategically – use the data
Implementation Plan
“The difference is in the delivery”

How We Can Help.

Phase 1: The Discovery Process
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Proposal
24 hours
2 Weeks
Client Summary Form emailed to HRT
Proposal or Discovery
Prep Call between HRT and Producer
Discovery Call with Client
Analysis & Recommendations
Client Decision Point
Stop
Phase 2

Summary of Findings
Identify Situation
Define Project Objectives
Define Current Requirements
Recommend Next Steps
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Identify Situation
Define Project Objectives
Define Current Requirements
Recommend Next Steps

The Process
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Research and Analysis
Compare and contrast different vendors to ensure the right solution solves the problem.

Phase 2: Vendor Selection
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2-4 Weeks
Demo 1
Final Proposals
Consult & Review with Client
Product Demo’s
Final Consult & Review
Demo 2
Demo “n”
Client Decision Point
Stop
Purchase & Implementation

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Phase 3: Implementation
Scope & Planning
Training Overview
Define Table Elements and User Privileges
Data Gathering
Import Data
Enroll in Benefits
Connect to Payroll
Build Employee Portal
Implement ESS
Implement Leave Mgmt.
Implement Manager Access
Launch
Ongoing Training Throughout
“The difference is in the delivery”

Reap The Benefits Now.
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Invest in the right HR technology solution for your organization.
HR can reduce the time spent on administrative work by 40 – 50%*
*Giga Information Group

Thank You!