The HR and Benefits Advisory Group > SERVICES > HR/Payroll Technology Consulting

Our objective as your advisor is to utilize technology in a sensible way to solve real business problems. Implementing technology that nobody uses wastes valuable time and resources. However, we take a logical approach by understanding your internal needs, understanding your employee population and delivering what is best. There are hundreds of HR, benefits and payroll technology solutions available to solve a wide range of HR and benefits problems. We can deliver a solution to meet almost any need.

For more information, please visit the technology section of this site.

Current Capabilities Audit
Before implementing any new system, it is important to get an understanding of what the company’s current capabilities are. This includes software and hardware system capabilities along with internal resource capabilities. From a system standpoint, we will identify systems that may be replaced versus those that will continue to be used but will require integration. From an internal resource basis we look to see if there are internal IT resources available, ability to host systems internally with on premise servers, and staffing resources to assist with the implementation of any new systems. Companies can choose to be as hands-on or hands-off as desired when implementing new systems.

Workflow and Needs Analysis
Before determining what systems to deploy it is important to clearly understand the problem we are trying to solve. To do this we do a review of current workflows and needs while considering future needs. One key component is getting an understanding of reporting needs. Whatever you want out of a system needs to get into the system. Part of this analysis will be gaining an understanding of who the key constituents are within the organization that would need to participate in this process.

RFP Development/Market Shopping
At times the client needs may be so unique that we will have to develop a client specific request for proposal which asks vendors to address their capabilities in specific areas and provide pricing. This is to ensure the system can meet the client needs. On other occasions clients’ needs are often in line with standard capabilities of most systems therefore we simply request quote from vendors with standard features and pricing. Either way the objective is to identify vendors that meet client needs at the best possible price.

Vendor Comparison
A spreadsheet like comparison of vendor’s features and pricing will be provided. This comparison will contain an analysis of the differences in vendor’s capabilities and highlight those areas that the client has determined are most important.

System Demonstration Management
Viewing systems can be time consuming and confusing. Vendors tend to show you what they want versus what you want to see. After seeing a few they tend to all look alike. We will only ask vendors to do demos who can meet client needs. We will also coordinate the demonstrations and ask the vendors to focus on your specific needs. This controlled process saves valuable time.

Implementation Support
Implementing new systems often requires a significant commitment of time and resources. There is the planning on the system structure, gathering and possibly importing data, system set-up, and system testing. System testing will ensure that the system is set-up as desired and the information in the system is accurate. HRBA representatives can assist through the entire process.

System Integration Support
When implementing new systems there is often a need to integrate with internal systems and third-party systems. Internally it is often HR integrating with Payroll. Externally data is shipped to insurance companies for benefits enrollment. Proper planning during the implementation process is required to make sure all parties on are on the same page. HRBA will ensure this happens.

Training
Before going live staff members will get a system review followed by training. We believe getting trained on your own system and own data is critical to the process. Training is often done in two phases or more is necessary. Initial training is designed to get started on the system. Generally, after using a system for a few weeks users have a better understanding and are ready to go to the next level. This process ensures maximum utilization.

Ongoing Support
We realize things change over time. Companies have new employees, new processes, and often want additional reports. We believe a long term partnership will guarantee systems are used effectively over time so that there is a return on the investment.

Employee Self-service
Many firm today have an interest in providing their employees with access to systems to get access to information such as what their benefits are, how many vacation days they have left, or internal forms. They may also want to enable employees to perform transactions such as enrolling in benefits, requesting time off, or changing addresses. Enabling employee self-service can reduce significant demands on HR freeing up valuable time. This is often not a “build it and they will come”. To maximize the utilization by employees there needs to be careful planning and communication.