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Have You Outgrown Your Payroll or HR Software?

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HR software has changed… by a lot to be frank! Many businesses are either now discovering this change or are already transitioning through an upgrade. Other companies, of course, are still enduring the discomfort and inefficiencies of previous or prior-generation solutions that offer only part of the human capital management mix or require HR staff and employees to log into multiple systems. These systems may or may not be bolted together through some degree of an integration.

If you have not yet discovered the tremendous advancements in HR software through today’s Human Capital Management suite compared to previous solutions, now is an excellent time to do some brief research. Also, you’re likely to be very pleased with what you come to learn.

“We’ve outgrown our HR software.”

A common phrase we hear in meeting with HR directors, departments and businesses is that “we have outgrown our previous payroll provider or HR software,” and they are now looking for not only a scalable solution from a capabilities perspective, but also an all-in-one solution that addresses their workforce management or Human Capital Management needs within a single platform. This a very important realization and a very common problem for small, medium and large organizations alike.

Most commonly, workforce management has been previously addressed through a set of disconnected or semi-integrated solutions, including payroll, time and attendance, HRIS and many others. Most commonly, HR is logging into multiple systems to process payroll each period and entering data in multiple systems as employees come and go. The duplication of effort is both time consuming and error-prone. It’s still not uncommon for businesses to use spreadsheets to manage data in some fashion with these legacy systems.

In the past, things were different. Even a few years ago, it was difficult to find a solution that accomplished all workforce management needs from a single platform, and to receive this from a local provider who offers personal, high-touch support. The result… businesses chose what they considered “best of breed” options for each individual task. A time clock from provider X, HRIS from vendor Y. In many cases these systems were semi-integrated. However, times have changed. And the good news is, the challenge of having multiple solutions in a user-friendly, capable and single platform has been solved.

The All-in-One Solution Exists

More than ever, HR’s influence and impact on the business has been transformed… in a positive way. Driving bottom-line savings through reduced administration and labor costs while improving top-line revenue through increased productivity has never been so directly impacted by HR. This is primarily the result of HR’s decisions in workforce management technologies. HR technologies are now capable of drastically increasing employee performance while reducing administrative expenses. HR is becoming a strategic source of valuable financial data and decision-making data. This is all made possible largely through today’s all-in-one HR software solution (Human Capital Management suite).

What to Expect from an HCM Solution

Today, many payroll and HR technology providers are saying the same thing, but offering very different levels of technology and service. Most today are promoting the concept of “Human Capital Management,” but may only offer limited functionality. Some, for example, may only offer four of five of the most needed tools, such as payroll, timekeeping, HRIS and benefit enrollment. What business owners should expect in a comprehensive solution, particularly medium to large businesses, is a single platform for all core modules along with the ability to integrate with important third-party tools. Perhaps this statement leaves too much to interpretation, so to be more clear, core solutions should include:

  • Recruiting
  • Human Resources
  • Benefits
  • Performance Management
  • Compensation Management
  • Time and Labor
  • Scheduling
  • Leave Management
  • Payroll

Additionally, the world of workforce management has numerous ancillary vendors, non-software-based services and solutions that should be integrated with your HCM platform. Those can include but are not limited to:

  • ACA Management
  • Background Checks
  • Workers’ Compensation
  • HR Compliance Support
  • 401(k)
  • Benefits Carrier Connect
  • Travel and Expense Management
  • Productivity Tools (e.g., Google’s G Suite)

Your choice of HCM partner is critical, both in terms of the technology suite you use every day as well as the support you receive around this technology. We believe that you shouldn’t have to choose between a leading service provider and leading technology. Both are now available at a local level. “HR software” is far beyond what it was even in recent years, so if you’re still using disconnected systems for payroll, scheduling and time, and the other solutions mentioned above, you have much to gain in terms of saved hours, improved results and increased productivity.

Tags: HR

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