HR Technology – The Core of Strategic HR


HR TechnologyDo you feel as if your human resource department has turned into a mess of administrative work?

Are your core processes muddled with paper-based, manual systems?

Is senior management questioning how HR adds value to the organization?

Is it becoming harder to get additional budget assigned to your department?

If yes, is the answer to any of these questions, it may be time to look at getting out of the “paper pushing” business and take that leap towards functioning as a truly strategic department that adds value to the overall business approach. HR departments alike strive to focus their attention on key elements deemed as “Strategic HR”. This includes recruiting top talent, training/development, and organizational development strategies that focus on employee retention and succession planning. HR departments that can effectively strategize and implement these core functions are truly maximizing the value of human capital. The first step towards this end is the deployment of the right HR technology. Without access to meaningful HR related data, a business cannot measure or analyze trends within their organization. One of the key reasons that companies struggle with gaining visibility into the organization is because data is contained in multiple systems thus limiting any reporting capability needed for analysis. The right HR technology strategy is paramount to deployment of “Strategic HR” as it will minimize administrative processes, easily ensure compliance, and allow access and create meaningful reporting capabilities.

Implementing an end to end HRIS which includes employee and manager self-service is necessary for a business that is striving to become fully paperless. Since payroll is the most accurate data in any organization, it only makes sense to build an HR database off of this data. To maximize the benefits of automation and ensure data integrity, fully integrated or single database for Payroll/HRIS system is the answer. Most systems on the market today deploy role based security which allows designated employees including managers, employees, and non-HR executives to have unique access rights to certain data points that are core to their role in the organization. The system becomes a universal tool that benefits the entire workforce, not just HR. Self- service gives employees, managers, and executives instant access to the information that otherwise was only accessible by the HR department thus eliminating the time consuming requests made on HR. This alone promotes productivity and makes for a compelling ROI for implementing a new system. Explore the benefits that are realized by using an integrated system and the features to look for as your company evaluates the applications on the market today. For a no cost evaluation of your company’s needs or for assistance with a vendor selection process, contact Centripetal Consulting Group at 214-824-4439 or at www.gocentripetal.com.

Key Benefits of an Integrated Payroll/HRIS:

  • Improve responsiveness to employees and management with a workflow process that streamlines HR record-keeping and maintains proper audit trails
  • Maintain a competitive workforce by simplifying and speeding up hiring, training and retention programs with an accessible, integrated database
  • Gain greater control real time payroll processing by eliminating the need to transfer files back and forth, reduce errors and payroll corrections
  • Ensure government and payroll tax compliance with automatic updates that keep you up-to-date on the latest regulations
  • Plan for talent succession by indentifying top talent and key positions for keeping the business fluid and healthy
  • Increase employee retention by deployment of self-service tools that keep employees involved with the employment lifecycle
  • Enhance your reporting capabilities with workforce decision data that helps you lower benefit costs, spot organizational trends and take clear action
  • Containment of costs including insurance premiums, controlled labor expenses including overtime, Travel and Expense, IT and disparate system related costs
  • Improve employee communications through centralized intranet portals and employee survey capabilities
  • Create and leverage a standardized infrastructure that will enable executives to better analyze costs associated with their organizational structure for budgeting and forecasting purposes

Key Features of an Integrated Payroll/HRIS

  • Applicant Tracking that interface to outside job boards and company website
  • Electronic On-Boarding
  • Time and Attendance
  • Payroll Processing
  • Benefits Enrollment and Administration
  • Performance Management and Compensation
  • Salary Planning and Budgeting
  • Automated Learning/Training Management
  • Employment History and Succession Planning
  • Employee/Manager Self-Service
  • Effective Dating
  • Open platform for easy integration and import/export to third party systems
About Amy Grimmer

Amy Grimmer currently serves as President and CEO of Centripetal Consulting Group (CCG). Grimmer founded the company in 2007 with the concise mission to revolutionize the positive business impact that employers realize through HR Outsourcing. Both CCG clients and its HR services vendor network of HR look to Grimmer and CCG’s associates as a trusted, unbiased resource to understanding the complexity of HR Outsourcing. Grimmer’s vast knowledge of the HR Outsourcing space, CCG’s client focused approach, and the continued rapid growth in the HR Outsourcing industry are all contributing factors to the success of Centripetal Consulting Group.
 
Prior to founding CCG, Amy Grimmer served the human resource outsourcing industry in a business development capacity. Her experience spans several functional HR practice areas including HR Outsourcing Strategy, Payroll/Tax Filing, HRIS and Benefits Administration, Health & Welfare Consulting, Retirement Plans, Workers Compensation, PEO/ASO Arrangements, HR Compliance, and Recruitment Process Outsourcing. Grimmer’s prior employers include Ceridian, ADP, Aerotek, Advantec, and RSM McGladrey Employer Services.
 
Amy Grimmer exhibits extreme passion and dedication to the HR outsourcing industry and is an avid networker, author, and student of her profession. Amy has published several articles, whitepapers, and E-Books on various topics within the HR Outsourcing space.
 
Amy is a graduate of the University of Missouri and holds a BA in Communications and a BA in English. She has completed coursework for her Masters of Business Administration in Human Resource Management at Lindenwood University.

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