With 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.
Posted in Discussions, HR Data and Reporting, HRIS - Automate Where You Can, Performance Management, Products and Services
Tagged Discussion, HR information system, HR software, HRIS, HRnetSource, HRSource, Products and Services, SaaS
The new VETS-4212 form is now available for HRSource users. This form replaces the VETS-100 and VETS-100A reports. The new form must be filed between August 1 and September 30 by most organizations that do business with the Federal government. Continue reading
When 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:
What value does an HRIS bring to a business enterprise?
Labor cost is one of the highest expense items in a business operation. It is incumbent upon professional management to automate where possible, and to use an HRIS. Why?
Sometimes when considering an HRIS, a question that may cross your mind is:
“Should I build my own HR database in-house, or should I use a pre-existing HRIS like HRSource?”
Below are some thoughts to consider when making the decision to either use HRSource HRIS or modify an Access database for your current needs:
Sometimes you may see the term “HR Information System” or “HRIS” come up, but not know everything it can do. Or maybe you do, but don’t see how that can benefit you and your work. Nevertheless, if you aren’t using an HRIS already, let us give you some reasons to start: Continue reading
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The new Patient Protection and Affordable Care Act (PPACA a.k.a. “Obamacare”) is getting management attention. Organizations must accurately track the data and file new reports. Compliance is a must. Benefits may have to change. Cost impact is a given. Does your HR system support you with features to address these needs? HRSource does. Here’s how:
Posted in Discussions, Documentation, Employee Benefits, HR Data and Reporting, Legal Update, Products and Services, Regulatory Requirements
Tagged 1094, 1095, healthcare, HRSource, Legal, Obamacare, Patient Protection and Affordable Care Act, PCORI, PPACA, PPACA Compliance Help, PPACA Requirements, W-2
Six Practical Tips to Reduce Workers Compensation Costs
(Part 2 of “Understanding and Controlling Workers Comp Costs”)
The cost of doing business continues to rise, so reducing costs associated with Workers’ Compensation is a great help to many organizations. This is part 2 of a two-part series on “Understanding and Controlling Workers Comp Costs”, a presentation by Liza Moran , VP Pinnacle Brokers Insurance Solutions. If you haven’t read part 1, don’t forget to check it out! I have added additional comments on how HRSource and HRnetSource users can use the system to support these cost-saving strategies. Continue reading
I recently attended a presentation entitled “Understanding and Controlling your Ex Mod”. (No, it wasn’t a self-help session on handling your “ex” 😉 The talk was actually a rather technical presentation on Workers Compensation, Experience Rating Plans and Strategies to Impact your X-Mod.
Liza Moran, VP of Pinnacle Brokers Insurance Solutions, was the speaker and to make sure we were all on the same page, she patiently explained what an “Experience Modification” (X-MOD) is all about. (In a nutshell, the idea is related to a merit rating system that provides employers a direct financial incentive to reduce work-related accidents. The higher your x-mod, the higher your cost.)
So, the short answer to the question of how to save money on Workers Comp is: Keep your “Experience Modification” (your X-MOD) under control. Make it better than average by keeping it below 100% (the average). OK. But how does one do that? Here were some of her points: Continue reading
This is part 2 of the two-part “Train Managers to Minimize HR Legal Issues”
Part 1 of this blog cited examples where managers and supervisors fall into legal trouble (unintentionally we hope!). There is clearly a need to provide TRAINING to minimize such issues in organizations. When was the last time YOU did training for your supervisors?
In addition to TRAINING, DOCUMENTATION is also important. Documenting policies, performance, complaints, actions taken, questionable incidents, resolutions and training. Here are a few reasons why it’s a MUST to have recordkeeping be a part of an organization’s standard practice: Continue reading