HRSource V5.2 Upgrade is now available

Posted on Leave a commentPosted in HR Data and Reporting, HRIS - Automate Where You Can, Legal Update, Products and Services, Regulatory Requirements

We regularly update HRSource with new features that help customers save time and stay up to date on the latest regulatory requirements.  The HRSource 5.2 Upgrade includes:

  • The new VETS-4212 and Employee Health Costs reports
  • Wage Notice report
  • I9 Form, and W4 form – yes, onboarding can be a breeze!
  • New macros that lets you see the months of dental and vision coverage and coverage cost

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Six Common HR Mistakes That Lead to Litigation

Posted on Leave a commentPosted in Discussions, Hiring and Recruiting, HR Research and Studies, Human Resources Trends, Legal Update, Regulatory Requirements

(Part 1 of a two-part series – See part 2)

Recently I attended a meeting of HR professionals and listened to the keynote speaker, Ernest Malaspina who specializes in Employment Law. Ernie is with Hopkins & Carley, a Silicon Valley-based law firm and he talked about mistakes organizations make that lead to costly legal action.

law-1063249_640 (more…)

4 Steps to a Pain-Free HR Software Selection

Posted on Leave a commentPosted in Discussions, HR Data and Reporting, HR Research and Studies, Human Resources Trends, Products and Services

It was not surprising to me that nearly half (48 percent) of buyers that Software Advice covered in its HR Software BuyerView 2015 currently still use manual methods, such as pen and paper or spreadsheets, to handle their HR employee data tracking.

Prospective Buyers’ Current Methods

Source: Software Advice, June 2015

Why do more than half NOT USE HR Software?   I suspect many SMBs owners and executives think that HR software is complex and expensive.  Hence, the small and mid-size companies hold off on investing in HR automation tools.   (more…)

A World Class HR Operation (for Less)

Posted on Leave a commentPosted in Discussions, HR Research and Studies, HRIS - Automate Where You Can

laurel-wreath-441559_1280Earlier this week, HR Executive Online featured an article by Jill Cueni-Cohen entitled “Going World-Class (for Less)” directly relating to large, global organizations, but I must say that in my experience working with small and mid-size organizations for over 10 years, we see the same characteristics among “world-class” small and mid-size companies.

What is a “world-class HR organization”?   

The Hackett Group defines “world-class” as one that achieves top-quartile performance in (more…)

Comparison between HRnetSource and SaaS

Posted on Leave a commentPosted in Discussions, HR Data and Reporting, HRIS - Automate Where You Can, Performance Management, Products and Services

compareWith all the media attention paid to “SaaS” applications (Software-as-a-Service), one might think that the whole world has gone “SaaS”. Not so! There are certainly many applications where SaaS makes sense, but there are others where it may not be the best choice. Why SaaS May Not be a Good Fit for HR tackles some of the issues.

Nevertheless, some HR organizations find that they MUST have a “CLOUD-based system” due to infrastructure and/or IT resource constraints. Not a problem! HRnetSource HRIS is an excellent option because you get the best of both worlds: a more affordable and dedicated HRIS of your very own (not a multi-tenant Saas), and one that is cloud-based, a virtual private server (VPS) in the cloud.

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Link Your Payroll to HRIS

Posted on Leave a commentPosted in HR Data and Reporting, HRIS - Automate Where You Can, Performance Management, Products and Services

linkWhen looking for an HR system, some organizations consider the HR module offered by their payroll service provider out of convenience. However, there is another option that specifically addresses HR’s needs: a fully-functional, true HRIS that can be linked to your existing payroll system. This eliminates duplicate data entries by transferring data electronically from one system to the other. This interface can be automatic and set to update the databases every night or even manually to update at the click of a button.

Here are five advantages of using a fully-functional HRIS, interfaced (separate but linked) to your payroll system:
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