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
You walk into the break room while people are having lunch. As you enter the room, a fellow supervisor is talking loudly about seeing “Book of Mormon” over the weekend. He is describing the show in some detail, repeats some of the profanity from the performance, and describes some aspects of the Mormon religion that are made fun of in the show. Continue reading
Data is good. It gives leaders and managers a logical base from which to make decisions. “Big Data” has become a buzzword as new tools are now available to tackle the tremendous wealth of data companies have about their organizations. However, it can seem intimidating when you hear of PhDs doing deep-dive analysis and modeling — in an attempt to not only understand “what is” but also to predict “what will be” and how to prepare for it.
But, can a small company with 200 employees and limited resources really do this? Are “HR data analytics and metrics” buzzwords that apply only to the big guys? Continue reading
Posted in Big Data, Discussions, HR Data and Reporting, HR Research and Studies, HRIS - Automate Where You Can, Human Resources Trends
Tagged Big Data, Compliance, HR Data, HRIS, Recordkeeping, Regulatory Requirements
Recent articles and blogs have addressed the issue of making employee pay public. Companies such as Whole Foods and startups like SumAll and Buffer already make employee pay public, as do many government employers. But is making pay public a good idea at your company? Continue reading
Cathy, the HR Manager (at a company with 300 employees) felt that it was a perfect time to do an internal survey to gather feedback from employees. After all, a survey had never been done in the past, and the company had doubled headcount in the last 2 years. However, Cathy knew that the CEO’s attention was focused on other pressing issues. She needed an effective and compelling way to deliver the message to the CEO and thereby gain approval for the program and the budget. Continue reading