Usually when a company reaches 15-20 employees they start to see the need for “HR Services”. This can mean different things to different people, based on their company’s circumstances. If your challenges are purely administrative, and you are relying on spreadsheets for tracking employee information that isn’t in sync with your employee payroll and benefit information, then there is likely a requirement for an HRIS (Human Resource Information System) that ties in with your payroll and benefit data.
An HRIS system can be used to track employee data such as employee training, certifications, disciplinary actions and other date-driven data that will remind stakeholders within the organization about the validity of this data. An HRIS also includes ways to track employee development, performance reviews, employee documents and management appraisals, therefore eliminating paper-based systems and creating real-time alerts for managers and supervisors. In other words, throwing away the old manila ‘employee file’ and replacing it with a dynamic and useful electronic one.
Once the data driven solutions are applied, companies often seek solutions to their compliance needs. Specifically, to ensure that their employment practices fall within Federal and State regulations, such as wage and hour law compliance, EEO and COBRA compliance, and other labor laws that govern an employee’s relative well-being. It’s not unusual for companies to seek to outsource compliance due to a lack of internal resources and expertise. Some employers are looking to transfer their liability around compliance but most are simply seeking to ‘know what they don’t know’. Sometimes a company’s employment attorney can play this role, but a more organized and lest costly approach is needed to prevent hefty legal bills to do something as simple as, for example, review an employee handbook.
Real-Time Employee Tracking
Managing employees effectively requires accurate, up-to-the-minute information. With a paper-based system, it may take days for everyone in the management chain to learn about an employee’s disciplinary action, medical leave or promotion. Adopting an HRIS give your company’s decision makers immediate access to the most current employee information, allowing them to make informed choices about allocating resources and managing staff.
Ease of Compliance
Even a minor or inadvertent violation of a state or federal labor law can carry a penalty of $1,000 or more, and more serious violations can have legal consequences — which can be a real problem if your business doesn’t have an HR expert on staff. iSolved solutions allow even managers with little compliance experience navigate those legal waters. Adhere to the reporting requirements of the ACA, the EEOC, OSHA and all the other regulatory bodies that affect your business.
Streamlining of HR Processes
Using an HRIS speeds up many of the logistical processes that the typical company requires in order to function. Everything from finding, onboarding and training new employees to analyzing productivity and compiling annual reports for stockholders is made simpler with a central HRIS. With iSolved HR solutions, employees can spend more time on their job duties and less time dealing with paperwork.