This document provides guidance on choosing an HR technology platform. It discusses determining platform capabilities and looking for solutions that integrate legacy data migration, self-service portals, mobile access, compliance support, and customizable reporting. The selection process involves identifying business needs, budgeting, selecting providers with strong implementation and support, and measuring success based on addressing key pain points like engagement, turnover and absenteeism.

1. A Guide to HR Technology
How to Choose a Platform
WINE SERGI
INSURANCE

2. TREND 1
Before the Buy 4
Determining HR Platform Capabilities 5
What to Look for in an HR Platform Provider 6
From Planning to Purchase 7
Measuring the Success of Your Platform 8
About Us 9
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3. Introduction
Government mandates continue to guide organizations
away from pen and paper in favor of using electronic
methods to carry out HR tasks. As a result, it is no longer
an option to forego the use of technology for HR and
benefits administration – and business owners shouldn’t
want to. HR technology platforms offer streamlined
benefits administration, increased team engagement
and improved accuracy with reporting and compliance.
Choosing an HR platform is a significant investment,
but a necessary one, as it can increase operational
efficiencies and protect organizations from costly com-
pliance fees. From exploring the HR technology market
to making a final platform purchase, we encourage
you to utilize this guide to find the direction you need to
choose the right platform for your organization.
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4. 4
Before The Buy
Questions to Ask
While Shopping For
an HR Platform
Fit
The right HR technology solution doesn’t
necessarily mean that it’s the slickest or most
expensive on the market. What solution will
be the best fit for your business needs?
Budget
HR technology is a viable solution to cut costs
in the long-term, but do you have the current
budget to account for upfront costs, such as
initial platform implementation?
Objectives
What are your business goals? What are you
trying to achieve long-term, and how can an
HR platform help you get there?
Scale
How much growth do you anticipate for your
business, and how much scalability will you
need with the solution you choose?
Future
With the direction that your organization is
heading in, will the HR technology platform
quickly become outdated? What kind of
platform can keep up with your business?
Roadblocks
What hinders your business processes and
growth? Employee retention? Recruitment?
Self-service for remote workers?
Speed
How quickly do you need to implement a new
HR technology platform? How flexible is the
timeline you’re working with?
Compatibility
Is the new HR platform going to be compatible
with your current networks and processes?
How much will need to change? If many
changes are needed, is it worth the hassle?

5. Depending on what your business needs,
consider platforms that have:
The ability to migrate legacy data, to ensure a seamless
transition to the new HR platform without losing critical data.
A portal that enables self-service, to put the control of benefits
administration in the hands of your employees.
Mobile-friendliness to allow remote access to benefits, at any
time, from virtually any location.
The ability to maintain compliance with rapidly changing
employment laws and ACA reporting requirements.
HR platforms should help make the reporting process less
confusing, and improve reporting accuracy.
Robust and customizable reporting, to display the metrics and
the results that matter most for employee engagement,
retention, and ultimately, business growth.
Ease of use for both administrators and employees. A user
friendly design helps to drive adoption and engagement.
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Determining HR Platform Capabilities
Not all solutions are created equal

6. 6
What to Look for
In an HR Platform Provider
Strong Implementation
You want an HR platform provider who can stick to the timeline for implementation,
and who doesn’t go silent during the process. They should be able to test and
configure the platforms quickly and with precision.
Strong Support Structure
Providers should offer plenty of resources for training to drive employee adoption,
as well as provide technical support at every step of the implementation process.
Continued Training
Training should continue throughout the relationship at no extra cost to the client,
including system upgrades.
Expertise
The HR platform provider shouldn’t just be an expert in HR technology - they
should be an expert in your business, too. A thorough understanding of your
business allows the provider to understand how you need the platform to function
in order to achieve results.
Case Studies and Testimonials
While shopping for a vendor, ask for free trials, demos, case studies and other
resources to prove their credibility and their ability to offer the right solution for
your organization.

7. 7
From Planning to Purchase
The Process for Selecting New HR Technology
Identify process gaps that are causing headaches, or how current
processes can be improved. Conduct an internal audit to discover
what pain points the HR technology solution should ease.
Plan for the change, both long-term and short-term. Develop a
roadmap and timeline of every implementation detail: How long
will it take to roll out the changes? How will it be delivered? How
will your business adapt?
Determine whether you want to go with best of breed vendors or
an HR suite, and what specific applications or software will help
you achieve business goals.
Shop around and ask for quotes from multiple HR technology
vendors. Investigate a wide range of different platforms to ensure
that you find the one that is truly the best fit for your organization.
Select the vendor that you feel is the best fit, and negotiate the
timeline, scope of the project, pricing, training resources, etc. to
ensure a seamless platform implementation.
Purchase the HR technology platform and communicate the change
to the rest of your organization. Work with the vendor to implement
the platform according to the timeline, with plenty of resources for
training and encouraging company-wide adoption.
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8. Measuring The Success
ofYour Platform
The success of the HR platform is
ultimately determined by how
the solution addresses your
organization’s primary
pain points
Examples of success may include:
Boost in Employee
Engagement
Lower Employee
Turnover Rate
Improved Talent
Recruitment
Reduced Absenteeism
Higher Accuracy In
Reporting
Higher Adoption of
Self-Service Benefits
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9. Why Wine Sergi?
Knowledge. Professionalism. Integrity.
What binds together every member of the Wine Sergi team is one simple promise: deliver “The Definitive Client Experience” to each
and every person we serve. We fulfill this promise by providing the very highest levels of knowledge, professionalism and integrity.
Knowledge: Offering Extensive Expertise
When it comes to managing your risk most effectively, we believe that no other firm can offer you a higher level of insurance knowledge
than Wine Sergi.
• More than 50% of our staff has been in service, production or senior management roles at national brokers.
• We are licensed and have product knowledge in all 50 states, plus we handle business globally.
• Over 70% of our staff holds advanced insurance designations.
• We spend nearly $50k per year in ongoing professional development.
Though some giant brokerages may claim to offer insurance knowledge on par with Wine Sergi, our “boutique” set-
ting allows us to provide you with better and more personalized service.
Professionalism: We Focus on our Approach, not Product
We consider that our role in the protection of you and your company is equally as important as that of your CPA and attorney. Because
of this, our team of professionals acts as advisors, not salespeople. We function as your Chief Risk Officer.
• Clients are provided our individual contact information.
• Your Wine Sergi advisor is available anytime, 24/7/365.
• We focus on protection, communication and understanding, not products.
• Our goal is to deliver expertise with high, personal touch.
Integrity: Earning and Maintaining a Client’s Trust
We cannot deny the fact that it’s a good feeling to get new clients and grow our business. But it is more important – in fact it is essential
- that we provide nothing short of exceptional service to our existing client base. We are truly proud that:
• 72% of our clients have been with us for 10+ years.
• We’ve partnered with 61% of our clients for 20+ years.
• 90% of our new business comes from client referrals.
• We’ve rated “excellent” 97.5% of the time on client approval ratings.
These numbers can only be achieved when every Wine Sergi employee - from executive to entry level - acts with the highest integrity
and works hard to earn the trust of every client, day in and day out.
To learn how switching to Wine Sergi can benefit you and your firm, please contact us today.
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10. AP-HR-TECH-PUB-012016
Wine Sergi & Co., LLC 1000 E. Warrenville Road, Suite 101 Naperville, IL 60563 630-513-6600 Winesergi.com
Wine Sergi & Co. is an Acrisure Agency Partner
WINE SERGI
INSURANCE