HR and Benefits TechnologyPresenter: Steve Cassidy	     Vice President of Broker Services	     HR Technology Advisors, LLC...
© Copyright 2007 HR Technology Advisors, LLC. All rights reserved.<br />2<br />Who is HR Technology Advisors?<br />Founded...
Who is HR Technology Advisors?<br />Hartwig-Moss’s Benefit & HR Technology Partner.<br />We are not a vendor of anything, ...
4<br />Today’s Message<br />We can help you leverage the right technology to simplify the administration of HR & Benefits ...
Solution Hierarchy<br />5<br />
The Business Case<br />6<br />	Research shows that superior HR practices accounted for a 47% increase in company market va...
7<br />HR is being asked to do more.<br />Investing In The Right HR Administration Technology and Services <br />Will Save...
8<br />What Is An HR Administration System?<br />Recruitment<br />Benefits Management<br />Compensation Planning<br />Trai...
Termination Processing
Track Job Information
Track Personnel Information
Track Work Experience
Track Skills
Track Grievances
Reporting</li></ul>Software that addresses HR’s needs.<br />
9<br />Automated Enrollment<br />Carrier<br />Carrier<br />Employee<br />Carrier<br />Save time and money.<br />The Proces...
Participant Modeling
Life Event Changes
View and Compare benefits
Verify eligibility
Access benefit statement</li></ul>Benefits<br /><ul><li>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</li></ul>HR<br />Enrollment Database<br />Payroll<br />
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HR And Benefits Technology Capabilities

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Steve Cassidy, with HR Technology Partners gave this presentation on the expanded technology consulting capabilities available to clients of HMB.

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HR And Benefits Technology Capabilities

  1. 1. HR and Benefits TechnologyPresenter: Steve Cassidy Vice President of Broker Services HR Technology Advisors, LLC<br />
  2. 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 & 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. 3. Who is HR Technology Advisors?<br />Hartwig-Moss’s Benefit & HR Technology Partner.<br />We are not a vendor of anything, we are brokers of technology.<br />Our staff consists of Technology consultants with backgrounds in Employee Benefits, Customer Relationship Systems, and HRIS Technology<br />Focused on Client Needs, and match those needs to the best solution from a portfolio of Best-of-Breed vendors<br />© Copyright 2007 HR Technology Advisors, LLC. All rights reserved.<br />3<br />
  4. 4. 4<br />Today’s Message<br />We can help you leverage the right technology to simplify the administration of HR & Benefits - saving you time, money and improving employee satisfaction. <br />We focus first on understanding what you have and the business problem you need to solve. <br />We analyze your needs and apply our market knowledge to determine the most appropriate options.<br />Finally, we guide and support you through the configuration and installation process in order to ensure maximum value.<br />
  5. 5. Solution Hierarchy<br />5<br />
  6. 6. The Business Case<br />6<br /> Research shows that superior HR practices accounted for a 47% increase in company market value on average.<br /> Source: Scott Cohen and Bruce Pfau, Consulting Psychology Journal, Aligning Human Capital Practices and Employee Behavior with Shareholder Value; Summer 2003.<br />
  7. 7. 7<br />HR is being asked to do more.<br />Investing In The Right HR Administration Technology and Services <br />Will Save Time & Money<br />
  8. 8. 8<br />What Is An HR Administration System?<br />Recruitment<br />Benefits Management<br />Compensation Planning<br />Training & Development<br />Time & Attendance<br />Performance Management<br />Succession Planning<br />Employee Administration<br /><ul><li>New Hire Processing
  9. 9. Termination Processing
  10. 10. Track Job Information
  11. 11. Track Personnel Information
  12. 12. Track Work Experience
  13. 13. Track Skills
  14. 14. Track Grievances
  15. 15. Reporting</li></ul>Software that addresses HR’s needs.<br />
  16. 16. 9<br />Automated Enrollment<br />Carrier<br />Carrier<br />Employee<br />Carrier<br />Save time and money.<br />The Process<br /><ul><li>Open, new hire enrollment
  17. 17. Participant Modeling
  18. 18. Life Event Changes
  19. 19. View and Compare benefits
  20. 20. Verify eligibility
  21. 21. Access benefit statement</li></ul>Benefits<br /><ul><li>Empower employees with key information
  22. 22. Eliminate need for printing communications
  23. 23. Forces enrollment rules
  24. 24. Shortens enrollment cycle
  25. 25. Reduces data errors
  26. 26. Reduces calls to HR
  27. 27. Streamlines data transfer process
  28. 28. Eliminates redundant data entry</li></ul>HR<br />Enrollment Database<br />Payroll<br />
  29. 29. 10<br />Automated Recruitment<br />HR<br />Candidate<br />Hiring Manager<br />This strategic solution is focused on optimizing the workforce.<br />Key Features<br />Basic:<br /><ul><li>Requisition management
  30. 30. Job board integration
  31. 31. Resume uploading
  32. 32. Pre-screening questions
  33. 33. Key word searching
  34. 34. Applicant tracking
  35. 35. Candidate Ranking
  36. 36. Approval processes
  37. 37. Follow-up Reminders
  38. 38. Agency Access
  39. 39. Contact Logs
  40. 40. Reporting</li></ul>Benefits<br /><ul><li>Save money
  41. 41. Post jobs with greater ease
  42. 42. Reduce your time to hire
  43. 43. Get better candidates faster
  44. 44. Automate your hiring workflow
  45. 45. Build an ongoing talent pool
  46. 46. Improve your marketplace brand</li></ul>Job Boards<br />E-Recruiting<br />Corporate Site<br />
  47. 47. What does it promise?<br />11<br />Example: Benefit Enrollment Automation<br />*Source: Forrester Consulting, bswift TEI study – May 2009<br />
  48. 48. © 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: 2007 CedarCrestone HR Self-Survey Results – includes HR Managers and Directors for Small to Large Companies<br />
  49. 49. © Copyright 2006 HR Technology Advisors, LLC. All rights reserved.<br />13<br />Partial Vendor List (100 on this list alone)<br /><ul><li>Falcon Technologies
  50. 50. FCE Benefits
  51. 51. Fidelity
  52. 52. Gen4 Systems
  53. 53. Genesys
  54. 54. Get-Benefits
  55. 55. Hewitt
  56. 56. HR Census
  57. 57. Hr Ease
  58. 58. HrXcel
  59. 59. Humanic Design
  60. 60. iemployee
  61. 61. i-enroller
  62. 62. Infinity HR
  63. 63. iHouse
  64. 64. IPA
  65. 65. Kronos
  66. 66. Lawson Systems
  67. 67. Mangrove
  68. 68. MercerHR
  69. 69. Now Solutions
  70. 70. NuView
  71. 71. OdysseyHR
  72. 72. Online Benefits
  73. 73. Oracle</li></ul>4 My Benefits<br />ABRA<br />ADP<br />Aliquant<br />Ascentis<br />Auxillium<br />BAS<br />BeneLogic<br />Benefit Concepts<br />Benefit Concepts of PA<br />Benefit Express<br />BeneFLex<br />Benefit Focus<br />Benefit Harbor<br />Benefits Connect<br />Benefit Coordinators Corp.<br />Benefits Online<br />Benefit Outsourcing Solutions<br />Benefits XML<br />Benefit Vision<br />Benesoft<br />Benefit Software<br />Benesyst<br />Benetrac<br />Bisnet<br />BSG<br />Bswift<br /><ul><li>Betterway Technology
  74. 74. BrokerSuite
  75. 75. Business Solver
  76. 76. Ceridian
  77. 77. Checkpoint HR
  78. 78. Clear Benefits
  79. 79. Colt Express
  80. 80. Common Census
  81. 81. Convergys
  82. 82. Corban OneSource
  83. 83. Creative Benefits
  84. 84. Crosby Benefits
  85. 85. Cyquest
  86. 86. EasyBenefits
  87. 87. eGroupBenefits
  88. 88. Emcentrix
  89. 89. Employease
  90. 90. Employee Online
  91. 91. Employee Tech Solutions
  92. 92. Empagio
  93. 93. Empoint
  94. 94. Empowewred Benefits
  95. 95. Enroll Best
  96. 96. eNucleus
  97. 97. ExcellerateHRO
  98. 98. PayLogix
  99. 99. Paychex
  100. 100. Peoplesoft
  101. 101. Peopletrak
  102. 102. Real Life HR
  103. 103. SAP
  104. 104. Selerix
  105. 105. SmartBen
  106. 106. SHPS
  107. 107. Spectrum HR
  108. 108. Strategic Resources Grp.
  109. 109. Talavara
  110. 110. Transcend Technologies
  111. 111. Ultralink
  112. 112. Ultimate Software
  113. 113. Univers
  114. 114. VantagePoint Software
  115. 115. Vista HRMS
  116. 116. Watson Wyatt
  117. 117. Workscape
  118. 118. Workstream</li></li></ul><li>14<br />Differences Exist Between HR Vendors<br />Vendor Roots (Payroll, HRIS, Best-of-Breed)<br />Experience & Viability<br />Target market<br />Pricing<br />Feature/Functionality<br />Depth of Solution<br />Modules/Partners<br /><ul><li>Delivery Model
  119. 119. Deployment Approach
  120. 120. Ongoing Support
  121. 121. Scalability
  122. 122. Ability to satisfy future needs</li></ul>Sample Feature Differences<br />Requirement = Track Training<br /><ul><li>Administer training enrollment
  123. 123. Track training classification
  124. 124. Track training costs
  125. 125. Maintain current library
  126. 126. Update employee qualifications
  127. 127. Evaluate training requirements
  128. 128. Generate notices
  129. 129. Schedule courses</li></li></ul><li>Marketplace Trends<br />
  130. 130. 16<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 Self-Service<br />Technology solutions are being more tightly integrated<br /><ul><li>Payroll, HR, Benefits, FSA, 401k
  131. 131. Core HR with Best-of-Breed Solutions</li></ul>Core HR vendors extending capabilities to compete with best-of-breed (niche) vendors<br />Challenging workforce issues driving Talent Management Suites with particular focus on Recruitment<br />
  132. 132. Best Practices<br />
  133. 133. © Copyright 2007 HR Technology Advisors, LLC. All rights reserved.<br />18<br />Approach <br />Selecting the best vendor.<br /><ul><li> Build a team of stakeholders
  134. 134. Define your objectives – Short and Long-term Vision
  135. 135. Understand the options available
  136. 136. Build your shopping list
  137. 137. Consider multiple vendors
  138. 138. Educate yourself
  139. 139. Script the demos
  140. 140. Define and weight your priorities
  141. 141. Understand selection and ongoing resource requirements
  142. 142. Select the vendor that is best aligned with your goals</li></li></ul><li>19<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 />
  143. 143. 20<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 />
  144. 144. How We Can Help.<br />
  145. 145. Phase 1: The Discovery Process<br />22<br />Proposal<br />24 hours<br />2 Weeks<br />Client Summary Form emailed to HRT<br />Proposal or Discovery<br />Prep Call between HRT and Producer<br />Discovery Call with Client<br />Analysis & Recommendations<br />Client Decision Point<br />Stop<br />Phase 2<br />
  146. 146. Summary of Findings<br />Identify Situation<br />Define Project Objectives<br />Define Current Requirements<br />Recommend Next Steps<br />23<br /><ul><li>Identify Situation
  147. 147. Define Project Objectives
  148. 148. Define Current Requirements
  149. 149. Recommend Next Steps</li></li></ul><li>The Process<br />24<br />Research and Analysis<br />Compare and contrast different vendors to ensure the right solution solves the problem.<br />
  150. 150. Phase 2: Vendor Selection<br />25<br />2-4 Weeks<br />Demo 1<br />Final Proposals<br />Consult & Review with Client<br />Product Demo’s<br />Final Consult & Review<br />Demo 2<br />Demo “n”<br />Client Decision Point<br />Stop<br />Purchase & Implementation<br />
  151. 151. © Copyright 2007 HR Technology Advisors, LLC. All rights reserved.<br />26<br />Phase 3: Implementation<br />Scope & Planning<br />Training Overview<br />Define Table Elements and User Privileges<br />Data Gathering<br />Import Data<br />Enroll in Benefits<br />Connect to Payroll<br />Build Employee Portal<br />Implement ESS<br />Implement Leave Mgmt.<br />Implement Manager Access<br />Launch<br />Ongoing Training Throughout<br />“The difference is in the delivery”<br />
  152. 152. Reap The Benefits Now.<br />27<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 />
  153. 153. Thank You!<br />

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