The Benetech Advantage
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Swapping payroll providers can be an administrative headache, but the real pain happens when the right communications fail to make it down to the employee level. The ripple effect of a total workforce management system shift, when not managed properly, can cause employees to quickly form a mile-long queue outside of HR’s door. The following items are the three must-have employee communications when changing payroll service companies.
You: Bee bop boo, beep beep bop, bo boo beep bop…ring…ring (you're dialing a number, use your imagination) Recorded Machine: "Hello. There are no available service representatives to take your call at present. Please enter your account ID, and someone will contact you in the next 24 hours. Your service ticket is #56920. Goodbye." Alright, so there is going to be a little bit of self-promotion peppered into this otherwise informative blog, but it certainly fits with our theme of sharing the latest trends in HR technology; one of them being a clamoring for improved payroll customer service. In this short blog we'll be discussing the ripple-effect of consequences that stem from poor payroll customer support.
Had the pleasure of attending the North Country Human Resource Association (NCHRA) 2016 One-Day Conference. Hats off to President Cherie Moore and her team for another job well-done. Let's check out some quick notes from the legal updates.
A fully integrated HR software can be a saving grace to HR managers when it comes to hiring new employees. From the ease of use to the benefit of a single server the benefits of integrated software are huge, here's 3 reasons why. Single server One of the challenges of a non- HRIS software is the lack of cooperation between different servers. Using standalone recruitment software adds an extra step to the already troublesome process of hiring new employees. Even after you select the perfect applicant to hire you then have to upload all the employee’s demographic information from your third party hiring software to your in-house HR system. With an integrated recruitment tool all information submitted by the applicant and added by the personnel manager are already in the same system as your current employees. With a few button pushes all the employees information is switched into an active employee file. Sans any missing information has been moved directly over into your day to day employee maintenance window.
Nothing can kill a manufacturer's bottom line like increased labor costs and production loss. Weighing in at a hearty 6.3% of annual payroll, overtime is one of the heaviest controllable costs carried by manufacturers. Research shows that in an average week, manufacturers incur 4.3 hours of overtime. It adds up! Reducing overtime’s average percentage of payroll by 1% can translate into $50,000 savings for every 100 employees. In production, the pennies matter. For manufacturers looking to maintain competitive pricing in a marketplace that has a shrinking talent pool (baby-boomers are on their way out with a much smaller Millennial generation entering), reducing unnecessary and avoidable overtime is a must. So how are employer’s reducing overtime?
This past week I had the honor of representing Benetech at the CRHRA Conference at the Empire Plaza here in Albany NY. It was a great experience from the friendly attendees to the great speakers. However as an employee of Benetech I wasn’t there to listen to the speeches (even though I thoroughly enjoyed both), I was there to listen to the professionals who attended and came to me to learn more about Benetech’s offer. Even those people who just wanted to throw their card in the wine raffle were nice enough to entertain my questions. Here’s where I address the title From all the problems I heard from various Personnel managers one thing kept coming up, paperwork! *shiver* One of the biggest hurdles for HR professionals is the insurmountable piles of paper work needed to achieve the simplest of daily processes. As I spoke to these over tasked and under staffed professionals I couldn’t help but think of the benefits of a software solution, more importantly the employee self-service available.
What a great conference! The Capital Region Human Resource Association (CRHRA) boasted its greatest turnout to date for its annual one-day conference. Hosting more than 250 attendees made up of the Capital Region’s Human Resource professionals, CRHRA offered a dynamite lineup of speakers and courses aimed at inspiring, educating, and taking the Human Resource profession to new levels of strategic impact.
A 2006 survey by IDC research reported that more than 80% of municipalities exceeded their annual overtime budget by an average of 20%. It’s been a decade, but I am hard-pressed to believe that number has improved with age. Labor is the top cost for municipalities, comprising roughly 40% of a town or city's annual budget. When that budget gets blown there are a few ways muncipalities commonly respond.