If chosen carefully and skillfully, a Human Resources Management (HRM) Technology Solution can significantly improve workplace productivity, enhance compliance, and encourage employee engagement. The various acronyms (i.e., HRM, HRIS, HCM) utilized to describe HR technology solutions often create confusion. Essentially, a robust Human Resource Management system, “HRM” as we will call it, brings together human resources (full life cycle of applicant tracking through onboarding-to-termination), timekeeping, workforce management, payroll, and data analytics all under one technology solution—a comprehensive, full-suite single solution.
Expectations When Choosing a Human Resources Management (HRM) System
As our client base became increasingly interested in a technology solution to manage their HR-related tasks, our HR Team embarked on the journey to partner with a trusted solution. While there are many excellent resources, our HR Team ultimately selected UKG Ready as the most appropriate partner for an HRM solution.
Here are a few of the areas in which we found that UKG Ready could fully meet or exceed our expectations:
Increased Efficiencies
The HRM will allow the HR Team to manage their time more effectively by automating routine tasks, including data input, document management, reporting, and recordkeeping. By automating tedious administrative tasks, the HR Team can focus on other tasks that are key to continued organizational success and growth.
Reliable Timekeeping
Advanced time and attendance features, like employee time tracking, provide precise documentation of compensable time, overtime, paid leave types, and leave management. Robust systems allow geofencing and/or flexible time entry via web and phone applications. As a result, errors are reduced, accurate records and budgets are maintained, and payroll procedures are streamlined.
Enhanced Scheduling
Well-appointed systems can fairly and equitably support complicated shift management, strategic workforce planning and staffing, and volume-based scheduling. This support enhances frontline employees’ experiences, improves operational efficiencies, and provides better long-term workforce forecasting.
Streamlined Onboarding and Recruitment
By automating the requisition, job posting, applicant tracking, resume assessment, and digital onboarding, the HRM streamlines the hiring and onboarding procedures, allowing for a smooth and intuitive experience for new hires. HR teams can better manage the recruitment process with faster employee capture, provide an excellent first impression, and kick-start employee engagement.
Reporting and Compliance
Reporting and compliance requirements change over time, evolving based on head counts and differing federal, state, and industry requirements. Automation of tasks and a central repository of information related to the entire employment lifecycle significantly reduces the potential for error and supports compliance with regulations and legislation.
Talent Management
Organizations can use the HRM to monitor employee performance, set targets, and carry out routine performance management reviews. This feature supports career progression, succession planning, learning and development, and helps identify problem areas like employee burnout or flight risk. The result is increased employee engagement, motivation, and retention.
Payroll Management
With the help of payroll automation, the HRM supports accurate and timely payroll processing while also providing features like earned-wage access and budgeting tools. Additionally, it provides payroll experts with tactical information to support compliance requirements of federal, state, and industry (i.e., DOL Wage and Hour, DCAA, OFCCP).
Reporting and People Analytics
An HRM should provide automated reports, predictive analytics, appropriate artificial intelligence (AI), recommendations for ongoing improvement, and more. It also gives you superior insight into financial metrics and key performance indicators for HR, payroll, and operations.
Defines and Enhances Culture
An HRM provides a framework by which companies can share information, initiatives, and successes in a modern environment. With interactive dashboards, intuitive processes, engagement surveys, and easy access to crucial information, you can support employees in a meaningful way and drive employee engagement.
Choosing a Human Resources Management (HRM) System
So, which type of HR software is best for your organization? Selecting a solution can be a daunting task, as the number of systems and solutions on the market can be staggering. Each company’s desires and needs are unique, and the process of selecting an HRM will be equally as individualized. Consider creating a cross-functional team of essential stakeholders who will benefit from the technology (i.e., HR, payroll, compliance) to work together to clearly identify and prioritize those desires and needs. Ensure the various compliance requirements are contemplated. Assess how the solution will assist in meeting the current and future demands and challenges identified. Other considerations in choosing the best HRM for your business include budget, implementation timeline and internal expectations, security, and integration with current systems.
Choosing an Implementation Partner
The HR solution you choose is an essential step in enhancing your company's success, but choosing the proper vendor to implement that solution is equally important. Consider your implementation vendor to be a partner and engage with them to develop a reasonable timeline and change management plan that will encourage user buy-in. It is vital for your implementation partner to have a strong understanding of your industry, the challenges you face, and specific compliance requirements (after all, junk in is junk out). We have seen many clients with excellent HR technology solutions that were not being utilized effectively due to inadequate implementation or lack of understanding of the client’s needs by the implementation partner. Ask your partner/vendor for examples of how they will successfully meet your identified expectations. For Federal Government Contractors, examples may be:
- Are they familiar with the Service Contract Act or Davis Bacon Act compliance, and how do they structure the system to ensure minimum rates of pay, health and welfare, sick leave, vacation, holiday, and posting requirements are met?
- Is the timekeeping system DCAA compliant, and can it mirror their current cost centers?
- Can their system integrate with your ERP or accounting systems like Unanet, Deltek, or QuickBooks? If yes, how is this done, and how frequently?
- Do they understand Office of Federal Contract Compliance Programs and Affirmative Action regulations and recordkeeping obligations? How do they ensure recordkeeping and reporting to allow for ease of administration and support of an audit?
Should you have any additional questions or would like assistance evaluating your current system or need for a future system, Redstone Government Consulting’s Human Resources Team is here to help. Our HR Team, with a combined experience of greater than 65 years, is well-versed in the various compliance requirements of Federal Government Contractors. That invaluable experience, along with our UKG Ready Implementation Specialists’ knowledge, makes for a great resource to assist in customizing and implementing a compliant HRM that will meet your current and evolving HR-related needs.
Sheri joined Redstone Government Consulting, Inc. in December 2012 as a Human Resources Consultant. She provides HR consulting services to our customers on a wide range of issues, from specific projects to an ongoing outsourced solution of the human resources function. Sheri has two decades of experience in providing a comprehensive assessment of all areas of HR, including establishing and implementing policies and practices, contract transition efforts/onboarding, and investigations. Sheri’s experience covers a broad spectrum of compensation planning and analysis for total compensation projects, reasonableness assessments including executive compensation, compensation philosophy development, total reward strategies, benefits analysis, market pay and pay equity evaluations. She regularly supports clients with the analysis and mapping of labor categories and the preparation and analysis of wage calculations and supports clients in pricing disputes with DCAA. Sheri has a wealth of experience in navigating the many compliance challenges associated with Service Contract Act and Davis Bacon Act. She has been a valuable resource to our clients in all these areas. She stays abreast of the various requirements of the Department of Labor and, of great importance to government contractors, the Office of Federal Contract Compliance Programs, as well as other federal and state regulations impacting human resources. Professional Experience Prior to joining Redstone Government Consulting, Inc., Sheri served in various roles in the Human Resources arena. While employed by a mid-size government contractor she assisted with database development, recruiting, affirmative action planning and contract proposals. Sheri later became an Employment Specialist with one of the largest employers in Huntsville, where she assisted and led managers in the interpretation and documentation of the progressive disciplinary process, conducted employee investigations and allegations of discrimination, sexual harassment, wrongful discharge and employee disputes, conducted unemployment hearings and conducted new employee orientation. Sheri developed and presented management training, administered facility compensation plan, monitored staffing budgets and wrote job descriptions and handbook revisions.