COVID-19 Response - Why Leveraging HR Technology Today is More Important Than Ever

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COVID-19 Response: HR Challenges
Revealed
Leveraging HR Technology is More Important Than
Ever
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Live Webinar:

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• Presentation is roughly 1 hour
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Webinar Details

3. Mark Boutilier | Senior Solutions
Engineer
Net at Work | Employer Solutions
Presenter

4. 200+ Business
Technology Architects
and Consultants
IT Road
Mapping
& Strategic
Planning
Business
Process Review
Ecosystem
BI, Analytics
& Reporting
Cloud & IT
Managed Services
ERP/
Accounting
Web
Development &
e-Commerce
Sister Company
Payment
Processing
SWYPE
Sister Company
CRM &
Marketing
Automation
HRMS/
Employer
Solutions
Document
Management
Nonprofit
Solutions
Managed Print
Services
Sister Company
Cloud / Hosting

5. Our Goal: To Be Your Trusted Advisor

6. HCM Systems are in the Eye of the Storm

7. Why Consider a New System Now?
An HCMS is always going to
• help lower costs
• allow you to understand company
strengths and
• unleash the power of your company to
grow and thrive.

8. Why Consider a New System Now?
To take advantage of the government
programs today to preserveyour
workforce,
you need a system to track your
employees,their leave, taxes and other
items.
An HCMS helps keep you compliant with
all the new laws and changes in the wake
of COVID-19.

9. Why Consider a New System Now?
Now is a good time to make the
change:
• Time to focus on projects that
have been back burner-ed for
some time
• Remote assistance is available
from our staff throughout the
country
• and generous financing is

10. Why Consider a New System Now?
Be ready for recovery with a state-of-
the-art HCMS
• Employee and manager self service
• Recruiting and onboarding
• Payroll processing
• Employee engagement
• Unified database and reporting
Position your company to unleash your
growth and recovery when the crisis is
over.

11. HCMS – By any other name
Human Resource Management System
Human Resource Information System
Human Capital Management System
Talent Management System
“The HR Department”
“The Payroll Person”

12. Employee Life Cycle
Recruiting
On Boarding
Policy
Communication
Compensation
Benefits
Payroll
Training
Performance
Evaluation
Promotion
Retirement
Leave
Attendance
Career
Development
Time Tracking
Managed in
HCMS

13. Single Point of Truth

14. Growth creates Complexity
Employment Life Cycle

15. HCM Value Chain Assessment
Start Up Survival Aspiring Leader Innovator KPI's
Manual,
paper-based
system
Manual andor Excel
spreadsheets, not
searchable; benefits
are administered on
paper; recruiting is
manual process.
Basic HCM system,
few reports, not
customizable; basic
legislative required
reporting; Applicant
tracking is manual
or spreadsheets;
benefits integrated
with payroll; annual
reviews on paper
Full HCM system
with custom
reporting and
integration with
other aspect of
business
technology; Talent
management: self
appraisal, ongoing
feedback; goal
setting; Benefit
enrollment online,
carrier
connectivity;
paperless forms
Leader + built in
dashboards,
forecasting and
analytics, full
integration with
other business
systems, employee
and manager self
service via the cloud;
succession planning;
mentoring
programs;360
reviews. Talent
acquisition
integrated with
talent management.
Reduce report
generation time by
75%
Increase employee
engagement by 80%
Reduce turnover rates
to below industry
average
Create Talent
Management plans
with an ROI of 130%
or better.

16. Real Purpose of an HCMS
“The real action is helping employees do their jobs:
• Making it easier to fill out your timecard,
• Easier to do your expense account,
• Easier to train yourself,
• Easier to assess an employee on their performance,
• Easier to set and measure goals. . . .”
Bersin by Deloitte.

17. Selection Considerations

18. On Premise Hosted
Cloud SAAS

19. • IT Infrastructure not needed
• Distributed workforce access
• Automatic updates
• Automatic new feature rollout
• Operating vs Capital expense
• Can vary in cost based on
employee count.
• Control of data
• Easier integration with existing
on-premise systems
• Customization and Configuration
• Schedule updates
• Capital vs Operating expense
• Employee count within range.
Support Internet and On-Premise Solutions

20. Resource Allocation: CAPEX versus OPEX
Cloud HCM Systems

21. Payroll:
With HR or
Accounting ?

22. Employee Data

23. HCMS API INTEGRATION

24. Workforce Mobility
Access

25. SEAMLESS USER
EXPERIENCES
ARE AT THE
HEART OF OUR
TECHNOLOGY
SEAM LESS U SER EXP ERIENCES ON ANY
DEVICE

26. HCMS Goals
✓ Ability to stop entering the same data in more
than one solution (Eliminate duplicate Data
Entry)
✓ Ability to grow business with improved
processes without adding more employees
✓ Move toward Paperless HCMS and Payroll
✓ Eliminate the use of Excel spreadsheets or
other manual reporting tools to reach business
decisions more effectively.
Workflow &
Productivity
“Clues”

27. Where an HCMS Makes a Difference

28. Regulatory compliance
• OSHA tracking and reporting
 OSHA training and certification to avoid costly
injuries and potential fines
• Immigration Law compliance
 I-9
 H-1B Visa
 Green Cards
• Tracking Skills and Certifications
 CPR
 First Aid
 Superintendent Licenses
• Employee Categories to assure
Overtime and DOL compliance.

29. The Cost of Non-Compliance

30. Benefit management

31. Why It matters?

33. Reporting

34. Digging Deeper and Faster

35. Employee Engagement and Productivity
• Recruiting qualified workers
• Reducing recruiting and replacement costs
• Tracking employment history – jobs titles, rates
of pay, etc.
• Training Management
 Training costs and Training ROI
• Performance Appraisal
 Identifying and rewarding the most productive employees
• Anticipating, budgeting and planning for
succession
• Measuring the “Employee Return on Investment”.

36. Using Tax Credits to Enhance
Profitability

37. Tax Credits Add to the Bottom Line
Work
Opportunity
Tax Credits

38. Why consider a new HCMS now?
1.Lower costs and allow you to understand your
human capital assets
2.Take advantage of the government programs
today to preserve your workforce
3.Now is a good time to make a change
4.Be ready for recovery and to unleash the
power of your company to grow and thrive.

39. Providing Resources to Our Clients

40. Questions, Thoughts or Comments ?

41. Mark Boutilier | Senior Solutions
Engineer
Net at Work | Employer Solutions
Direct: 207.480.4805
Mobile: 207.807.2229
mboutilier@netatwork.com
www.netatwork.com/employersolutions
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