HR and Benefits Technology

Presenter: Steve Cassidy Vice President of Broker Services HR Technology Advisors, LLC

© Copyright 2007 HR Technology Advisors, LLC. All rights reserved. 2

Who is HR Technology Advisors?

• Founded in 2001 as an HR & Benefits Technology Consulting firm

• Partner with select brokerage firms across the country to bring value added service to their clients

• HRIS, Benefits Technology professionals with long-term experience as both vendor, consultant and buyer

• Participated in selection/implementation of more than 30 different vendors for multi-industry customers (10 – 30,000 employees) across the country

Who is HR Technology Advisors?

• Hartwig-Moss’s Benefit & HR Technology Partner.

• We are not a vendor of anything, we are brokers of technology.

• Our staff consists of Technology consultants with backgrounds in Employee Benefits, Customer Relationship Systems, and HRIS Technology

• Focused on Client Needs, and match those needs to the best solution from a portfolio of Best-of-Breed vendors

© Copyright 2007 HR Technology Advisors, LLC. All rights reserved. 3

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Today’s Message

We focus first on understanding what you have and the business problem you need to solve.

We can help you leverage the right technology to simplify the administration of HR & Benefits - saving you time, money and improving employee satisfaction.

We analyze your needs and apply our market knowledge to determine the most appropriate options.

Finally, we guide and support you through the configuration and installation process in order to ensure maximum value.

Solution Hierarchy

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Benefits Communication

Open Enrollment

Only

Year Round Enrollment

Carrier Data Feeds

New Employee Onboarding

Human Resource Administration

Integrated HR, Benefits, Payroll

The Business Case

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Research shows that superior HR practices accounted for a 47% increase in company market value on average.

Source: Scott Cohen and Bruce Pfau, Consulting Psychology Journal, Aligning Human Capital Practices and Employee Behavior with Shareholder Value; Summer 2003.

Your Challenges• Overloaded with too much work and limited resources• Spending too much time on administrative tasks• Too much paper• Redundant data entry into multiple places (payroll, HR, Benefits, time)• Risk of errors• Employees asking for same information• Managers can’t get what they need• Building reports takes too long• Staying compliant

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HR is being asked to do more.

Investing In The Right HR Administration Technology and

Services Will Save Time & Money

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What Is An HR Administration System?

Employee Administration• New Hire Processing• Termination Processing• Track Job Information• Track Personnel Information

• Track Work Experience• Track Skills• Track Grievances• Reporting

RecruitmentBenefits

ManagementCompensation

PlanningTraining &

DevelopmentTime &

AttendancePerformance Management

Succession Planning

Software that addresses HR’s needs.

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Automated Enrollment

Employee

The Process• Open, new hire enrollment• Participant Modeling• Life Event Changes• View and Compare benefits• Verify eligibility• Access benefit statement

Benefits• Empower employees with key

information• Eliminate need for printing

communications• Forces enrollment rules• Shortens enrollment cycle• Reduces data errors• Reduces calls to HR• Streamlines data transfer process• Eliminates redundant data entry

Enrollment Database

Carrier

Carrier

Carrier

Payroll

HR

Save time and money.

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Automated Recruitment

Key FeaturesBasic:• Requisition management• Job board integration• Resume uploading• Pre-screening questions• Key word searching• Applicant tracking• Candidate Ranking• Approval processes• Follow-up Reminders• Agency Access• Contact Logs• Reporting

Benefits

• Save money• Post jobs with greater ease• Reduce your time to hire• Get better candidates faster• Automate your hiring workflow• Build an ongoing talent pool• Improve your marketplace brand

Job Boards

Corporate Site

E-Recruiting

CandidateHiring

Manager

HR

This strategic solution is focused on optimizing the workforce.

What does it promise?

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Feature Benefit Value*

Automatic tier calculation for health, dental, and vision benefits based on selected family members

Eliminates employees selecting the wrong coverage tier

$1.19 PEPM

Configurable automatic pending alerts and options by plan, enrollment type, and life event

Enables limited resources to focus on high impact transactions

Strategic HR

Configurable overage dependent rules with HR & EE alerts

Eliminates paying premiums on ineligible overage dependents

$4.44 PEPM

Automatic life and disability rate and limit updates on age and salary changes

Eliminates mistakes in payroll deductions, premium payments, and confirming coverage limits at time of claim

Prevents errors

Easy to use premium reconciliation reports (with Retro adjustments)

Eliminates overpayments in premiums due to carrier or employer processing errors

$4.79 PEPM

*Source: Forrester Consulting, bswift TEI study – May 2009

Example: Benefit Enrollment Automation

© Copyright 2007 HR Technology Advisors, LLC. All rights reserved. 12

HR Administration System Value

% of Employers successfully satisfying objectives

Improve Data Access/Accuracy 86%86%

Superior Service 80%80%

Enable HR to Serve More Strategically 78%78%

Administrative Cost Savings 76%76%

Make Better Decisions 65%65%

Enable Recruiting of Key Talent 55%55%

Source: 2007 CedarCrestone HR Self-Survey Results – includes HR Managers and Directors for Small to Large Companies

© Copyright 2006 HR Technology Advisors, LLC. All rights reserved. 13

Partial Vendor List (100 on this list alone)

• 4 My Benefits• ABRA• ADP• Aliquant• Ascentis• Auxillium• BAS• BeneLogic• Benefit Concepts• Benefit Concepts of PA• Benefit Express• BeneFLex• Benefit Focus• Benefit Harbor• Benefits Connect• Benefit Coordinators Corp.• Benefits Online• Benefit Outsourcing Solutions• Benefits XML• Benefit Vision• Benesoft• Benefit Software• Benesyst• Benetrac• Bisnet• BSG• Bswift

• Betterway Technology• BrokerSuite• Business Solver• Ceridian • Checkpoint HR• Clear Benefits • Colt Express• Common Census• Convergys• Corban OneSource• Creative Benefits• Crosby Benefits• Cyquest• EasyBenefits• eGroupBenefits• Emcentrix• Employease• Employee Online• Employee Tech Solutions• Empagio• Empoint• Empowewred Benefits• Enroll Best• eNucleus• ExcellerateHRO

• Falcon Technologies• FCE Benefits• Fidelity• Gen4 Systems• Genesys• Get-Benefits• Hewitt• HR Census• Hr Ease• HrXcel• Humanic Design• iemployee• i-enroller• Infinity HR• iHouse• IPA• Kronos• Lawson Systems• Mangrove• MercerHR• Now Solutions• NuView• OdysseyHR• Online Benefits• Oracle

• PayLogix• Paychex• Peoplesoft• Peopletrak• Real Life HR• SAP• Selerix• SmartBen• SHPS• Spectrum HR• Strategic Resources Grp.• Talavara• Transcend Technologies• Ultralink• Ultimate Software• Univers• VantagePoint Software• Vista HRMS• Watson Wyatt• Workscape• Workstream

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Differences Exist Between HR Vendors

• Vendor Roots (Payroll, HRIS, Best-of-Breed)• Experience & Viability• Target market• Pricing• Feature/Functionality• Depth of Solution• Modules/Partners

• Delivery Model• Deployment Approach• Ongoing Support• Scalability• Ability to satisfy future needs

Sample Feature DifferencesRequirement = Track Training• Administer training enrollment• Track training classification• Track training costs• Maintain current library• Update employee qualifications• Evaluate training requirements• Generate notices• Schedule courses

Marketplace Trends

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Key HR Technology Trends

1. Strong preference toward Software As A Service (eliminating reliance on IT)

2. HRIS solutions are becoming more affordable and easier to use

3. Increased adoption of Self-Service

4. Technology solutions are being more tightly integrated- Payroll, HR, Benefits, FSA, 401k- Core HR with Best-of-Breed Solutions

5. Core HR vendors extending capabilities to compete with best-of-breed (niche) vendors

6. Challenging workforce issues driving Talent Management Suites with particular focus on Recruitment

Best Practices

© Copyright 2007 HR Technology Advisors, LLC. All rights reserved. 18

Approach

• Build a team of stakeholders• Define your objectives – Short and Long-term Vision• Understand the options available• Build your shopping list• Consider multiple vendors• Educate yourself• Script the demos• Define and weight your priorities• Understand selection and ongoing resource requirements• Select the vendor that is best aligned with your goals

Selecting the best vendor.

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Considerations Before You Buy

• How will your company grow in the next five years?• How quickly will you launch?• What is your budget?• Do you have IT resources to support an on-site system?• With what current systems must any new system integrate?• Are you comfortable giving up control of private data – do you have stringent data

security rules?• What features are your priorities?

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Success Strategies for Implementing HR Technology

• Build a business case to gain internal commitment• Don’t treat as a single project with a start and end date• Identify milestones to achieve success points – build momentum• Make sure it’s not viewed as just an HR Project• Get resource commitment and make sure they are accountable for results (can’t be

someone’s second job)• Technology alone isn’t the answer – will need to rework processes• Understand that users will experience change• Continue to sell internally• Think strategically – use the data

“The difference is in the delivery”

Implementation Plan

How We Can Help.

Phase 1: The Discovery Process

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Client Summary

Form emailed to HRT

Prep Call between HRT and Producer

Proposal or

Discovery

Proposal

Discovery Call with

ClientAnalysis &

Recommendations

Client Decision

PointStop

Phase 2

24 hours 2 Weeks

Summary of Findings

• Identify Situation• Define Project Objectives• Define Current Requirements• Recommend Next Steps

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• Recommend Next Steps

• Define Project Objectives

• Identify Situation

• Define Current Requirements

The Process

• Compare and contrast different vendors to ensure the right solution solves the problem.

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Research and Analysis

Phase 2: Vendor Selection

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Consult & Review

with Client

Product Demo’s

Demo “n”

Demo 2

Demo 1

Final Consult

& Review

Final Proposals

Client Decision

PointStop

Purchase & Implementation

2-4 Weeks

© Copyright 2007 HR Technology Advisors, LLC. All rights reserved. 26

Phase 3: Implementation

“The difference is in the delivery”

Scope & Planning

Training Overview

Define Table

Elements and User Privileges

Data Gathering

Import Data

Enroll in Benefits

Connect to

Payroll

Build Employee

Portal

Implement ESS

Implement Leave Mgmt.

Implement Manager Access

Launch

Ongoing Training Throughout

Reap The Benefits Now.

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Invest in the right HR technology solution for your organization.

Drive Costs out of your business - automating key processes

Increase employee retention - providing a higher level of service

Improve organizational decision making - increasing your access to information

Improve core HR processes

Reduce routine administrative paperwork

Increase productivity throughout organization

Eliminate cumbersome, time-consuming paper processes

Free up HR staff

Build consistent messaging

Get better at compliance – avoid lawsuits

HR can reduce the time spent on administrative work by 40 – 50%**Giga Information Group

Thank You!