Unicorn HRO Blog

Digital Enterprise Characteristics

Thu, 14 Mar 2013 07:00:00 EDT

Digital Enterprise Characteristics

By Frank Diana

In the past two months, interest in the characteristics of a digital enterprise is accelerating. I believe increasingly, traditional companies understand that viability in the next decade drives the need to evolve. The list of characteristics has been refined through ongoing dialog and now looks like this:

•Growth-oriented
•Relationship-based
•Effective
•Insight and engagement-driven
•Experiential
•Open, agile and collaborative
•Responsive and adaptive
•Fast, iterative and experimental
•Powered by knowledge, creativity and ideas

As the digital enterprise road map evolves, a number of enablers are emerging; and there is a direct linkage between enablers and characteristics. Some of the critical enablers are:
•Structural change
•Moving towards edge-driven design with an adaptive core
•Bundling ecosystem services
•Creating next generation experiences
•Developing and integrating systems of engagement
•Developing sense and respond systems
•Collective Intelligence
•Evolving analytics from descriptive to prescriptive

The notion of structural change is coming into focus. When you look at the characteristics of the future enterprise, it’s easy to conclude that most traditional companies are not structured to deliver against these collective characteristics. As a result, structural change is required and expected. We already see evidence of change in new executive roles and organization structures. The other enablers can be linked to one or several of the characteristics. For example:

Edge-driven design moves us from transactional to experiential and begins to instill a fast, iterative and experimental culture.

Bundling ecosystem services enables growth and a shift to a relationship paradigm.

Creating next generation experiences enables the experience-based differentiation so critical to growth and future success.

Systems of engagement enable effectiveness, smart decisions (insight-driven), and engagement, while driving a responsive, adaptive, open, agile and collaborative enterprise.

Sense and respond systems drive effectiveness, smarter decisions, enables a responsive and adaptive enterprise, and drives a fast, iterative and experimental culture.

Collective intelligence drives effectiveness and powers the enterprise through knowledge, creativity and ideas.

Evolving analytics from descriptive to prescriptive also drives effectiveness and enables smart decisions through an insight-driven, fast, iterative and experimental enterprise.

As companies develop their strategies over the next several years, enabling these characteristics should be at the top of the strategic list, and these enablers must be part of the program portfolio. The disparate initiatives pervasive in most enterprises must come together holistically if these characteristics are to be realized.

Talent Management – Do you Do it and Does Your Company Have it?

Mon, 14 Jan 2013 07:00:00 EST

Your HR department is responsible for a wide range of different tasks, all of them important. From payroll to benefits administration, they certainly wear a lot of hats. But one of the most important things that they should be focusing their energy on is actually one that many companies overlook. Human resources talent management is absolutely integral to the future of a company, and if your HR department isn't focused on human resources talent management then you may very well be struggling to stay relevant in the marketplace already. That's because human resources talent management is one of the single most vital aspects of a successful company. It's an in depth system, but still a fairly easy one to understand and to implement.

Basically, human resources talent management is a combination of different techniques that an HR department will utilize to attract the best new hires, integrate them into the company, train and develop their skills, and retain them throughout the lifespan of the company. Human resources talent management is the biggest weapon in the modern 'war for talent', and as competition for the best workers becomes more and more fierce the need for good human resources talent management becomes more and more evident. There are some basic principles behind human resources talent management that you should review to ensure your company is staying competitive.

Talent acquisition is the biggest hurdle for most companies that are focusing on human resources talent management. Attracting the best new hires is important, and there are countless strategies and tools you can use to help you find success at it.

Integration, or onboarding, is important as well. Good human resources talent management will ensure that a new employee fits into their place at the company quickly and becomes a part of the team.

If you want your human resources talent management efforts to really pay off, training and developing all of your employees is equally vital. Whether it's simple skill training or overall department team building exercises, developing your talent will really pay off in the long run.

And all of those human resources talent management efforts are in vain if you can't keep your employees. Today, over sixty percent of employees in some surveys say that their benefits are as important as their pay. Additionally, feeling like they're respected by their employers also fits into their overall happiness with their job position. In short, keep all three of those things in mind to keep your talent on your team.

The truth is that human resources talent management isn't as difficult as it sounds. Just tracking employee performance, making adjustments, and helping them feel like they're valued is often enough to build a great team that can lead your company into the future.

2013 Payroll Tax

Tue, 18 Dec 2012 07:00:00 EST

IRS Official: Use 2012 Withholding Methods
Until Treasury Issues New Employer Guidance

BNA Snapshot

Key Development: Payroll professionals press IRS, Congress for action on how to deal with 2013 income tax and Social Security withholding.

Potential Impact: With no tax policy accord on Capitol Hill, employers will scramble to implement any changes effective Jan. 1, 2013, affecting the accuracy of payrolls.

By Michael Trimarchi

With time running out on Capitol Hill for legislative action on soon-to-expire tax laws, the Internal Revenue Service said employers should rely on 2012 federal income withholding tables to begin processing paychecks for the new year.

Participants in an IRS payroll industry call Dec. 6 said that employers and service providers preparing to process payrolls for 2013 need to know how to calculate withholding on taxable income for the first payments in January.

Negotiations on Capitol Hill tax laws that expire Dec. 31, including the temporary reduction in the employee portion of the Social Security tax to 4.2 percent from 6.2 percent and the extension of tax cuts adopted under former President George W. Bush, have delayed federal policy decisions.

The Treasury Department has not released new withholding tables, which in previous years were available in late November or early December. Until the tables are issued, officials from the IRS forms and publications division said they could not provide payroll processing guidance to employers.

When asked if employers should continue using 2012 withholding methods for the first payments of 2013, John Tuzynski, chief of IRS employment tax operations, replied that “consistent with the past, that's what you have to do if there aren't new tables.”

Use of withholding methods from just prior to the tax cuts enacted in 2001 and 2003 was specifically not endorsed by IRS officials on the conference call, as too many other variables and calculations are considered beyond the tax rates in the development of withholding tables and methods.

“It's a very complex calculation that is done by Treasury that includes many items … so I wouldn't recommend that as a possibility or an option at this point,” said Michael Eckler of IRS Tax Forms and Publications.

Because the Internal Revenue Code provides the Treasury secretary with “fairly broad discretion to determine withholding tables,” it is possible that even if the 2001 and 2003 tax cuts were to expire, payroll professionals could withhold taxes using the 2012 rates for the first payday of 2013, officials and analysts told BNA in September.

The Treasury Department could soon release guidance on how employers should approach the first payrolls of 2013, Tuzynski said.

APA Urges Quick Action in Dealing With Expiring Tax Cuts

With congressional negotiations ongoing, payroll professionals face the prospect of reconciling inaccuracies if Congress fails to act soon on year-end tax policies, the American Payroll Association said Dec. 6 in a news release.

In particular, the APA said, employers and third-party service providers may have difficulty meeting payroll-processing deadlines.

A delay in legislation that extends beyond mid-December “doesn't give all businesses enough time to update and test their payroll systems for early January paychecks,” said Mike O'Toole, APA senior director of publications, education and government relations.

“Businesses need some direction so they can ensure accurate paychecks for their employees,” O'Toole said. “Our interest in any legislation to extend current tax relief is strictly policy-neutral; we offer no opinions about whether such an extension of tax relief or other stimulus measure is necessary or will bring about the suggested economic results.”

Letter to Congressional Leaders

The APA, along with the National Payroll Reporting Consortium, also sent a letter Nov. 21 to congressional leaders and Treasury Department officials seeking to collaborate with policymakers on tax legislation.

Legislative proposals under consideration should be made available as soon as possible so payroll service providers and software developers can assess implementation and compliance issues, the letter said.

“We would like the opportunity to collaborate with policy makers to ensure that any proposal is feasible and can be implemented by those affected with minimal cost, problems, and confusion for taxpayers, employers, and the government,” the letter said.

The groups noted that they have worked with the Treasury and congressional tax-writing committees in recent years on a number of proposals, including the Making Work Pay credit, the Hiring Incentives to Restore Employment (HIRE) Act, and the Temporary Payroll Tax Cut Continuation Act.

“One important element for payroll administration is the lead time between the enactment of the legislation and the date that the payroll systems will have to start processing the payrolls that effect the change,” the letter said. “In contrast to changes to income tax withholding calculations, changes affecting the Social Security tax often require a longer lead time for orderly programming, testing, and implementation due to the extensive self-adjustment features built into payroll systems.”

Depending on the complexity of the changes, the letter said that some employers, software developers, and service providers might not meet implementation deadlines, and IRS could face increased costs.

Payroll departments face

the prospect of inaccurate payrolls if Congress does not act quickly on tax policies.

“In addition, any Social Security tax change should have an effective date of Jan. 1, as payroll systems are generally designed to accommodate tax changes taking effect on such dates,” the letter said.

With regard to the temporary payroll tax cut, the Obama administration asked Congress to either extend the reduction of two percentage points in the employee-paid portion of Social Security taxes that has been in effect since 2011 or enact an equivalent policy. Republicans on Capitol Hill rejected the request, which was made Nov. 29.

Bill to Extend Payroll Tax Cut

Legislation (S. 3660) that would extend the payroll tax cut through next year and provide a tax credit for small businesses that hire additional workers was introduced Dec. 5 by Sen. Bob Casey Jr. (D-Pa.), chairman of the congressional Joint Economic Committee.

“The payroll tax credit has proven economic benefit,” Casey said in a statement issued Dec. 5. “The Joint Economic Committee released a report this week, which stated that extending the tax cut again while the economy continues to recover makes great sense both because middle class families count on it and because it will help drive consumer spending to keep the economy growing.”

A key criticism of the payroll tax cut is that it diverts money from the Social Security system. In a recent letter to members of Congress, AARP warned that “extension of the payroll tax holiday would undermine confidence in Social Security and put at risk the program's dedicated funding stream and the hard-earned benefits of millions of Americans and their families.”

Rep. Chris Van Hollen (D-Md.), ranking member of the House Budget Committee, said he was interested in finding an alternative to the payroll tax cut, if not a one-year extension of the program.

“Looking at its impact on the economy and jobs, it's one of the most effective tools we have,” Van Hollen said. “We should extend it or [find] an alternative to it.”

Rep. Kevin Brady (R-Texas), a senior member of the House Ways and Means Committee, said he sees a chance that using some sort of specific tax cut for workers could act as a good bridge between the payroll tax cut and fundamental tax reform that would permanently lower taxes.

President Obama, meanwhile, has insisted that the decreased Bush-era tax rates should be extended for families earning up to $250,000, but that the top two rates for the wealthiest earners should be increased.

Insurers Need a Chief Data Officer

Thu, 15 Nov 2012 07:00:00 EST

The Time Has Come: Why Insurers Need a Chief Data Officer

Syed Haider
Insurance Experts' Forum, November 15, 2012

Not many would dispute the role that IT resources can play as vital strategic assets in the hands of insurers. Yet we are witnessing IT departments struggling in one key area that has the potential to give insurers longevity and competitiveness in the “Age of the Algorithm”: business intelligence.

Business intelligence/advanced analytics is a core competency generally not associated with the insurance industry. As Gartner’s recent study points out, P&C and life insurers are still not ready for capabilities like big data. That study identifies a set of pain-points, which can be broadly categorized as:

- Data integrity and quality issues

- Ownership and control issues

- Inertia and inability to adapt

It appears that poorly defined and executed data governance sits at the root of pretty much all of these problem areas—if we view data governance not just as an enforcement of compliance-enabling practices, but also as an all-encompassing discipline that leverages people, processes and technologies to achieve the strategic use of data for the business. Once we start viewing data governance in this broader light, it’s easy to see how it follows the same trajectory that IT governance has followed over the decades.

IT governance arose partly out of the need to control wastage and failures associated with IT projects. While the degree of its success varies from organization to organization, there doesn’t seem to be much contention around the need for IT governance.

Nevertheless, wastage from BI projects is rampant; some studies put the failure rate of BI at a whopping 80 percent. It seems there are some intrinsic aspects of BI projects that the IT department cannot effectively handle, given its mandate and composition. Therefore, it seems to make sense that data governance be elevated as independent arm of the business.

External factors, such as legislation like HIPAA that pervasively affected healthcare IT during the last decade, are other important catalysts in the evolution of IT governance. Starting in 2012, we’ve witnessed an even bigger tide of change unrolling in healthcare IT, targeting insurers in particular. It’s noteworthy that reform, by establishing initiatives like health information exchanges, raises the bar especially for data-readiness of insurers. These new initiatives may look daunting to data-challenged businesses, but they also offer enormous rewards in terms of competitive advantage if embraced wisely.

It wouldn’t be a stretch to admit that BI (or at least aspects of it) is mostly an unchartered territory for most insurers. And applying proven IT patterns and resources isn’t an automatic recipe for success. It requires a particular specialization often missing in IT departments, and a monomaniacal focus on data that many organizations still lack. Therefore, streamlining of data governance under a unified stewardship seems like a logical first step toward tackling the BI conundrum.

In most organizations, especially larger ones, it seems that the stakes are high enough—both in terms of competitive benefits and penalties—to justify this unified stewardship under the office of a Chief Data Officer (CDO). In this new ‘Age of the Algorithm,’ data and information is a competitive and financial issue, so it seems to make sense to pt the responsibility and accountability for leveraging this valuable resource where it belongs—at the top.

Next time, I'll discuss the mandate of the CDO from an executive perspective

Voluntary Benefits

Tue, 12 Jun 2012 07:00:00 EDT

Attracting and retaining quality employees is becoming increasingly challenging for many employers. Rising medical insurance rates and scaled-back benefit offerings are prompting candidates to place greater emphasis on their total compensation package “beyond the paycheck.” To remain competitive, more and more employers are offering voluntary benefits to complement their core benefits.

Voluntary benefits present a cost-effective opportunity for you to demonstrate your commitment to and foster goodwill among your employees and their families. Because voluntary benefits are funded by your employees, you are able to provide a suite of additional benefits with minimal impact to your budget. Your employees will appreciate the extra level of security, as well as the special group offerings that you can provide.

Workforce and Mobile Apps – An Incredible Future

Mon, 05 Mar 2012 07:00:00 EST

Technology is everywhere, finding its way into virtually every aspect of our lives. Now more than ever, mobile apps are making a big impact and today there's a real link between your workforce and mobile apps. You can find a wide range of different applications to apply to your workforce and mobile apps are able to deliver the results that you need. It's a simple matter to understand the benefits between combining your workforce and mobile apps, and there are apps today that are tailor made for nearly all types of business. No matter what aspect of your company you're trying to untether, taking a closer look at the different ways your workforce and mobile apps can merge will help you see why the future of business is absolutely incredible.

One of the biggest ways that you can integrate your workforce and mobile apps is in the human resources department. Employee self-service has become a dominate force in HR, and now you can combine HR workforce and mobile apps together to create real solutions. No more bothering the human resource department to look at payroll information or benefits summaries – employees can load them up on their mobile device any time. That means that with the right combination of HR workforce and mobile apps you can reduce wasted time and increase overall productivity from your HR department and your general employees.

Combining your workforce and mobile apps could take the form of data presentation and charts. Being able to gather and examine data while on the go is a big deal, especially if your company and your employees are on the move a lot. Combining a mobile workforce and mobile apps together will ensure that your employees are always on top of new developments and that they can stay in touch with one another no matter what they do. In a time when over ninety percent of business professionals have mobile phones, it's easy to integrate workforce and mobile apps and get the most from your employees.

Some applications of workforce and mobile apps are simpler. Punching in and out on a time card, for example, is often done through mobile devices. Sometimes you may need to ensure devices are used appropriately by your workforce and mobile apps allow you to do just that through GPS tracking or even tethering. There are few developments in the world that have had as big an impact on how businesses operate as mobile technology. Using your workforce and mobile apps together can lead your company into the future in ways that weren't possible only a few short years ago.

Wellness in the Workplace – The Whys and Hows

Mon, 27 Feb 2012 07:00:00 EST

If you're like most good employers, you realize that your company's most valuable assets are its employees. Without them, after all, your business would grind to a halt and essentially implode upon itself. That's only one reason that so many different companies are taking an active part in promoting wellness in the workplace. Taking a closer look the various benefits of wellness in the workplace as well as learning more about just how to introduce wellness in the workplace efforts could help you see that there are a wide range of reasons as well as a number of ways to promote wellness in the workplace.

There are two main reasons that you should think about implementing wellness in the workplace programs.

A recent study from 2008 found that seventy four percent of companies added wellness in the workplace programs to help reduce health care related costs. Those costs manifest themselves in higher insurance premiums in most cases, but also in loss of productivity and profit due to illness and injury related absences. Focusing on wellness in the workplace can help avoid these problems. You'll deal with fewer sick days, lower insurance rates and much more.

Employees who feel better will have more energy and better motivation. Not only will wellness in the workplace programs help them feel better, but they'll also feel like you really care about their health and about them. It's a great way to boost morale and even improve productivity.

While those two factors are the biggest benefits of fostering wellness in the workplace, there is literally no end to the different ways that you can go about doing so.

Simple things like stocking vending machines with healthy snacks and drinks can promote wellness in the workplace easily.

Operating a tobacco free facility is a good idea for everyone's health as well.

While you don't have to necessarily implement an in-business exercise routine, you can still promote exercise and boost overall wellness in the workplace. One good way to do so is to offer discounted memberships to a local gym or even to add a small workout room with a few pieces of exercise equipment to your building. Both options may boost employee fitness and promote good wellness in the workplace.

Try to decide on some incentives to help promote wellness in the workplace. This could mean covering an additional percentage of insurance costs when employees meet certain health measurements, for example.

Wellness in the workplace is easier to obtain than most realize, and is also a worthwhile endeavor that your individual employees will benefit from along with your company as a whole. Take a closer look at the benefits and how to reach them, and you'll likely see why it matters so much.

Voluntary Benefits – Do they Make Sense?

Mon, 20 Feb 2012 07:00:00 EST

When it comes to offering benefits packages to employees, there are tons of different choices available to employers. The most common types of benefits include things like insurance and retirement packages, but they can often include less thought of benefits like child care subsidies and more. Over sixty percent of employees say that their benefits are as important as their pay, but the truth is that with insurance costs rising and other benefit costs climbing along with them, voluntary benefits are becoming a much more tantalizing idea. Some insurance and benefits providers estimate that over one third of company policies are now made up of voluntary benefits, and that figure is still expected to grow. If you're trying to decide if voluntary benefits make sense for your company, you'll want to consider a few basic things.

Voluntary benefits are essentially the same as traditional ones, except that the employer usually pays little to nothing for them. Instead, a variety of different voluntary benefits may be offered for the employee to choose from. If they need health insurance, for instance, they can select it for themselves instead of joining a large company plan.

Employees will pay for these voluntary benefits themselves, often having their costs deducted from their paychecks. But the big draw of voluntary benefits is that they'll usually be able to get better rates for insurance since they're often based on group rates instead of individuals. If an employer isn't offering insurance other than through voluntary benefits, for instance, it's still likely to be much cheaper than buying it on your own.

This highlights the obvious reason that many employers are offering voluntary benefits. Small employers often pay as much as eighteen percent more for insurance policies and simply can't afford to offer it in these tough times. But employees who still need coverage for themselves or their families can buy it and save a huge amount of money doing so. It's almost a win-win situation.

Insurance isn't the only option when it comes to voluntary benefits, either. Various things like retirement packages may also fall into the category. Employers can review a large number of different options and find plenty to offer their employees, who can then pick and choose the ones that matter most to them.

Voluntary benefits certainly make sense, especially to smaller companies that simply can't afford the high costs of traditional benefits packages but still want to offer their employees something to show that they're important to them. If you're trying to figure out how to help your workers without breaking your budget, voluntary benefits may very well be the best option that is available to you. Take the time to look through the different choices and you'll likely find one that works perfectly for you.

Shared Services Payroll – Lower Costs, Better Service

Mon, 13 Feb 2012 07:00:00 EST

While there's certainly still a bit of a debate over whether or not shared services are worth it, the consensus seems to be that it really depends upon just what a company's goals, situation, and needs are. In most cases, something as simple as utilizing shared services payroll may be enough to provide serious benefits to a company. If you're reviewing all of your payroll and human resources options, you owe it to yourself and your business to take a closer look at shared services payroll and just what it can do for you. It offers unique opportunities and several very real benefits that other options may simply lack, and for many it's well worth considering for their company and for their human resources department.

The first step to figuring out just whether or not shared services payroll is right for you is to actually figure out what it is. Like most shared services, shared services payroll is nothing more than sharing resources between two or more companies, in this case payroll. The shared service may be located within your company or within another, but in the case of shared services payroll it's often a separate entity that serves multiple organizations. In fact, it's easiest to just think of it as an outsourcing solution for your payroll needs. You'll be using the same payroll group as other organizations but enjoying a wide range of different benefits as a result – benefits only shared services payroll can provide to you.

You may be able to save as much as twenty percent in costs when you switch to shared services payroll. Even companies that saved less normally cut their costs by as much as ten percent thanks to shared services payroll. In fact, only a fourth of companies in a recent study had savings less than that.

Using shared services payroll often implements web based services that allow you to self-service yourself in many aspects. You can access your account and your information at any time and review all the information that you need to whenever you like, even when your regular HR department would be closed.

Using shared services payroll is a way to ensure you're letting the most skilled professionals possible take care of your payroll. This lets your HR department focus on other issues like employee performance or benefits administration while the pros from a shared services payroll organization handle the grunt work associated with payroll.

When you use shared services payroll, the system will grow along with you. You won't have to constantly upgrade equipment or hire new employees to help out. Instead, shared services payroll handles payroll and leaves you and your company free to grow without worrying about technology matching your rapid growth.

Shared Services HR – Rethink HR

Mon, 06 Feb 2012 07:00:00 EST

It doesn't take a genius to realize how important human resources are to a company. With so many different responsibilities, the HR department handles a lot. In recent years, however, many organizations have started to shift from traditional HR to shared services HR. The process is fairly simple to understand, and shared services HR brings about a number of different benefits that most may not realize exist. If you're looking at ways to improve your HR department or even just to start one up if you're a new business, then taking a good look at shared services HR may help lead you to a solution you haven't thought about. While it got its start in the public sector, many private businesses have discovered that shared services HR is filled with benefits and easier to implement than they may think.

The first question you're probably asking yourself is just what shared services HR are. Essentially, shared services HR are nothing more than the combining of HR resources and functions between multiple organizations. Any organization connected to it will have access to the various systems and services of an HR department. There are numerous different aspects of shared services HR, as well. Some may feature integrated help for employees while others just focus on things like payroll. One easy way to look at shared services HR is to think of it almost like an outsourcing option. You invest in the system with other organizations and all of you get to use it.

There are three basic ways that shared services HR can slash your costs dramatically. When multiple groups are paying for equipment and employees, for instance, costs are automatically lowered. And shared services HR reduces the number of employees that will be needed overall. Add to that the fact that accommodation costs are lowered with shared services HR and it becomes obvious that this solution offers very real benefits that you simply can't ignore. But cost savings aren't the only thing that you'll receive by using shared services HR.

The quality that you get from shared services HR simply can't be beaten. That's because the level of performance from shared services HR is much higher than traditional HR solutions and it's delivered with greater accuracy. While about cost savings of 20 percent are common with shared services HR, the increase in quality is absolutely immeasurable. To put it simply, you owe it to yourself to take a long, hard look at just what shared services HR can do for you. In most cases you'll be able to enjoy benefits that other alternatives simply can't match. There's a reason that so many other groups are using these solutions – they work, and they work well.

Shared Services Benefits – Taking a Closer Look

Tue, 31 Jan 2012 07:00:00 EST

If you've been in business for any length of time, you've probably at least heard the term shared services before. While shared services have been around for some time, not everyone is aware of just what the various HR shared services benefits are. In some cases, businesses may not even understand just what these services are, let alone the different HR shared services benefits. Because they do indeed offer some very real advantages, taking a closer look at them is well worth doing. The actual definition may vary slightly, but in most cases shared services are nothing more than multiple organizations sharing processes, technology, assets, and investments with other organizations in an effort to lower costs and maximize productivity. Here's a closer look at the finer points of HR shared services benefits.

One of the most important HR shared services benefits is the fact that they can actually help companies gain competitive advantages that they may not develop otherwise.

The overall environmental impact of various IT functions may be lessened, and the overall costs of them could be reduced as well. These are both excellent HR shared services benefits that make the system well worth thinking about.

Costs across the board are usually reduced. Cost savings of as much as twenty percent are usually possible, and highlight one of the biggest HR shared services benefits.

More than reduced costs, most companies that listed HR shared services benefits actually ranked the improved service possible much higher. While both lower costs and higher service levels are HR shared services benefits, the increased service abilities are more impressive to most business owners.

There's also a special amount of increased learning, collaboration, and research that can only come from these services. You may learn new skills and techniques, and that's a major one of the HR shared services benefits.

The overall scalability and upgrade opportunities of systems are increased as well. If you're looking for more surprising HR shared services benefits, this is certainly one to consider. Upgrading systems can cost a good bit, but this helps make it easy and affordable to do so.

Obviously there are plenty of reasons to consider shared services. There is some debate about their overall effectiveness, but when you look at the different HR shared services benefits that exist it becomes much more obvious that they can indeed provide you with major advantages over other options. HR shared services benefits are real, and well worth taking a closer look at. From saving money to improve your ability to provide services, adding shared services to your human resources department may be one of the best moves that you can make. The HR shared services benefits are surprising and many, and make this option deserving of your consideration.

Planning for Health Care Reform – Getting Ready

Tue, 24 Jan 2012 07:00:00 EST

While it isn't dominating the headlines quite like it did when first introduced, the health care reform that is approaching still looms large over businesses. While some aspects may be eliminated if challenged, there are still many other facets of the law that will have a direct impact on health insurance coverage. Planning for health care reform is one of the smartest things that any business of any size can do. In some cases the laws may not affect you in the least, in others they may have a profound impact. When planning for health care reform, it's important that you know what aspects of the law will affect you and what you'll need to do in order to comply. Simply put, planning for health care reform is one of the most important things any business can do right now.

Health care costs are rising, and insurance isn't cheap. Currently, only about forty nine percent of very small businesses provide some form of coverage to employees. Certain small businesses may be able to qualify for tax credits to help offset these costs and provide insurance, and your qualifications for those credits are one aspect to consider when planning for health care reform. If you have less than ten employees making less than twenty five grand a year, you'll be able to get 35% tax credits. If you have eleven to twenty five employees and are planning for health care reform, you'll still likely get partial credits. Most experts at planning for health care reform agree that insurance costs overall will likely be lowered by around eight percent.

Pools are important to think about when planning for health care reform. Basically, if you have less than one hundred employees then you'll likely be able to take advantage of insurance Pools, another aspect of planning for health care reform that shouldn't be overlooked. These pools help offset the costs of insurance and make it more affordable. If you're planning for health care reform you'll need to look into this option as well since it may very well make insuring your employees much more affordable.

Planning for health care reform now is important, even though the laws don't go into effect until 2014. When they do, any business with over fifty employees will be required by law to either provide insurance for their workers or pay seven hundred and fifty dollars per employee each year to the government to offset their costs. Planning for health care reform, then, should involve you comparing costs of insurance to costs of fees and determining what your best option is. It may seem like a hassle, but planning for health care reform can help you be ready when the laws kick in and help you avoid fees or other headaches that may come as a result of it.

Progress Software Interviews Unicorn HRO's EVP & GM, Tim Diassi

Fri, 20 Jan 2012 07:00:00 EST

Progress Software Interview's Unicorn HRO EVP & GM, Tim Diassi, about How SaaS Improves Business. Read the full article

Payroll for Franchise – Payroll Solutions

Tue, 17 Jan 2012 07:00:00 EST

A franchise is a great way to start up your own business. You'll get name brand recognition, national advertising, and many other benefits when you do so. But while franchisees get a large number of benefits, they'll still have to manage a number of issues on their own. HR payroll services, for example, is one of those things that no matter how much you love or hate it you'll still have to deal with it. Luckily, plenty of organizations offer HR payroll services to help you manage it properly. Unless you simply love hassles and not having any free time, getting help with HR payroll services is a decision that you'll have to make. But when you start looking at the different HR payroll services options, you'll need to find the best one possible.

There are numerous things you should look for when choosing a HR payroll services, and the importance of each will depend upon your business, your needs, and other variables. Some HR payroll services considerations include the following.

Some franchise companies may actually offer you choices as to HR payroll services options, and some could even process payroll themselves. This is rare, however, and in most cases you'll have to find your own HR payroll services.

Consider looking into how you can manage and submit HR payroll services information. Most payroll is dealt with over the internet these days, but be sure that you can log in and view account information and payroll info. HR payroll services companies should be like a partner, not a separate entity entirely.

Obviously, you should shop around and compare rates. Some payroll companies specialize in HR payroll services and may even offer a discount depending upon your franchise.

Consider whether or not your HR payroll services company will offer direct deposit options. This can offer a level of convenience that can't be overlooked, and most good HR payroll services providers will offer it.

Take a look at tax filings as well, mainly whether you'll have to handle it yourself or if your HR payroll services provider takes care of it.

Finally, look into just what other options a HR payroll services provider can offer you. Many will be able to provide pay as you go workers comp or other benefits packages, letting you get all of your employee needs in one location.

There are plenty of options for someone looking for HR payroll services solutions, but taking all of the above issues into account will ensure that you make the best call possible when the time comes to choose one. Not all providers are created equally, so take the time to compare and contrast your options in order to find the one that suits your needs the best.

Open Enrollment – Getting the Most from It

Fri, 13 Jan 2012 07:00:00 EST

Ask any HR employee just what time of year they dread the most and you'll likely get more than a few responses agreeing that HR open enrollment is indeed the one part of every year that manages to raise blood pressure rates in the human resources department. That's simply because the huge influx of paperwork from employees looking to sign up, modify or even terminate their various benefits can be a huge struggle to keep up with. That added workload during HR open enrollment can be expensive, as well, especially for small to mid-sized businesses. The reduced productivity can eat into your bottom line quickly – more quickly than all those insurance policies. And since smaller businesses often pay eighteen percent more for their insurance policies, getting the most from HR open enrollment is vital. Luckily, there are a few things you can do to boost the effectiveness of your HR open enrollment.

The single most important thing to remember when it comes to HR open enrollment is that the quality of what you're offering will play a big role in the overall success of your benefits plans. If employees don't really care about certain benefits, it may take them longer to settle on one. And if your HR open enrollment offers nothing employees want, you may very well lose employees instead of gaining loyalty.

Start off by sending out pamphlets or memos detailing each package offered during HR open enrollment. You may even have department meetings and detail them yourself so that there are no questions unanswered when HR open enrollment actually begins. When everyone understands what's offered, the process is much easier.

You should be sure you're getting the best rates, too. Health insurance rates alone are expected to increase by as much as eight percent over the next year, so double check the rates you're paying before HR open enrollment. You may need to reconsider your carrier and your options to get the most from HR open enrollment.

When HR open enrollment begins, try to see if online self-service options are possible. This could allow employees to log in, manage their information themselves, and avoid the huge rush of paperwork and inquiries that HR open enrollment usually brings.

You might even need to consider outsourcing during HR open enrollment. Bringing in outside experts to handle HR open enrollment will let your HR department continue focusing on their normal duties and keep them from losing productivity.

Benefits are considered by many employees to be every bit as important as their salary. HR open enrollment offers a chance for them to review their benefits and modify as needed, and is one of the most important parts of keeping the best employees possible. Keeping the above tips in mind may help make your HR open enrollment a little bit easier to manage.

Five Signs it's Time to Use a Human Resource Management System – Things to Watch For

Mon, 02 Jan 2012 07:00:00 EST

There's a reason that well over half of all small businesses and virtually all larger ones use a human resource management system of some kind. Few things can boost your business quite like a human resource management system. While most smaller companies rely solely on payroll solutions, there are a wide range of other HR functions that a human resource management system can help your employees with. Knowing when to invest in a human resource management system can be easier than you think, as well. There are clear signs that it's time you upgraded your business with a human resource management system. Here are five of them.

HR Overload – If your HR department has been showing signs of decreased productivity, a human resource management system may be just what you need. The HR department handles more functions than most give them credit for, and automating or simplifying some of their tasks with a human resource management system is the best way to help them get out from beneath a mountain of redundant tasks and focus on more pressing issues. If you notice your HR workers seem flustered, you probably need to consider a human resource management system.

Benefit Madness – Employees love their benefits – so much that over ninety percent in a recent survey said they'd begin to seek another job if they lost their benefits. But that love could create a real need for a human resource management system. If you're noticing a constant influx of benefit related requests to your HR department, a human resource management system that allows benefit self-service might be needed. Your human resource management system can help your HR department's workload and boost employee morale.

Errors and Noncompliance – Errors can be costly, and noncompliance with various laws like the ADA and the FMLA can be even more expensive. If you start to see an increase in human errors, whether it's missing a certain form or forgetting to add a decimal, a human resource management system could be needed. Since a human resource management system will use failsafe measures and automation, the incidence of errors and noncompliance issues falls dramatically. A human resource management system could literally save your company.

Costs You Can't Find – One of the greatest things about a human resource management system is its ability to track data. If you begin to notice that your company is losing cash quickly, using HR metrics provided by a human resource management system can help you locate just what aspects of your company are costing you the most. This aspect of a human resource management system can let you create strategies for your business' future.

You Think It Is – Simply put, if you think it's time to add a human resource management system, it probably is. You've led your company to its current point with skill and instinct, and there's no reason not to trust them now. If you know all that a human resource management system can do for your business and feel it's time to make the investment, the odds are that you're right.

Unicorn HRO can offer you the best human resource management system on the market and help you lead your company forward.

How to Pick the Best HR Software for Your Company – Factors to Consider

Mon, 19 Dec 2011 07:00:00 EST

In today's competitive marketplace, your business needs all of the help that you can give it. From marketing to attracting the best employees, there are a variety of different tools that can boost your profits. HR software is one method that you can employ to help increase productivity, reduce errors, and use to devise better strategies to lead your company into the future. There are a number of different features that HR software should have, and keeping the different features in mind can help you select HR software that exceeds your expectations. Here are some things that can help you pick the best HR software for your company.

First, consider your needs. HR software can handle a huge variety of tasks from payroll to benefits administration, but in certain cases each feature will cost you extra. Take the time to assess just what you need from your HR software, keeping in mind features that you might not need at the moment but could need in the future. An HR department fills many roles, so be sure that you decide which of their duties are best suited to be assisted by HR software. Once you've done so you'll be able to select the perfect HR software for your company.

Start your search based upon your budget, but keep in mind that skimping on HR software will likely leave you wanting more. Look at the basic features of HR software first. Most will handle payroll, for example, but you can go much deeper than that. Benefits administration, FMLA management, and even performance management systems are all common in HR software. Take the time to find the HR software programs that match your specific needs and then narrow down those that fit your needs based upon price.

Now look at the added features each kind of HR software can offer. In the case of benefits administration, does the HR software allow employee self-service? If so, you'll be able to provide benefits administration and let each employee manage their own accounts. Does the HR software you're considering give you data reports like HR metrics? These are a key feature of HR software since HR metrics will allow you to analyze data concerning your company and uncover areas that need to be worked on as well as create new business strategies.

When it comes to HR software you'll want a combination of features and simplicity. Great HR software will handle countless tasks for you and still be simple to use. Unicorn HRO offers HR software that can help you with all aspect of your HR department's management, and includes all of the features that you need to get the most from an HR software package. Whatever your final decision, be sure that you take the time to research and compare different HR software options so that you can find the right one for your company. The future of your business deserves the best, and buying the best HR software is an investment that you can't afford to get wrong.

Secrets of Great Talent Management – What You Should Know

Mon, 12 Dec 2011 07:00:00 EST

Every business is only as good as its employees, and the process of attracting and managing those employees is known as talent management. While it is at its most basic level a fairly straightforward process, talent management is actually a very complex system that relies on a huge variety of different tools and skills to truly master. From the efficiency of your HR department to the skills that your managers and supervisors bring to the table, talent management is a system that involves your entire company. To truly master talent management, you'll have to understand the basic fundamentals of it. Here are some of the basic secrets behind effective talent management.

The first secret of talent management lies in attracting the best employees to your company. With today's job market, it's easier than ever to fill open positions. But talent management is the process of placing the best and brightest talent into every opening that your company has. The best employees won't simply respond to a basic job posting – they'll take the time to see what your company offers them. While at first this will include salary and the various benefits that are included with employment, it moves beyond that quickly. Great employees want to work for a great company, and part of effective talent management is simply creating a great place to work. From advancement opportunities to training sessions, employee benefits to a great environment, to master talent management you first need to master your workplace.

The next phase of talent management is retention. Once you've got the best employees you have to keep them on your team, and this can be a tricky part of talent management. Your benefits will be a large part of the process, but almost as many employees seek employment elsewhere because of a lack of career advancement. Making your employees feel like they're valuable parts of a team is a huge aspect of talent management. These are fairly obvious but very important talent management strategies, but there are two overlooked aspects you should know about as well.

One major secret of talent management is that great employees don't want to work for a boss. They want to work for a leader. Understanding the difference is a key part of talent management. Your departments are only as good as their supervisor, and great workers will leave if they feel that they're not being led. A good leader will analyze risks and move forward with new strategies while a boss will simply refuse plans due to the fact that they've never been tried before. Ensuring that your managers are leaders is a big step in talent management, and one you need to understand if you want to master talent management completely.

It's also important when considering talent management that you understand just how to use software solutions. Talent management can be simplified through good programs that allow your team to assess problem areas and skillsets and devise talent management related strategies based upon them. If you want to master talent management, you need to embrace software. Unicorn HRO can help you seize the reins of talent management and attract, train, and retain the best employees on the market today.

Surprising Steps for Retaining Employees – What they Really Care About

Mon, 05 Dec 2011 07:00:00 EST

Retaining employees is going to be one of the single most important aspects of doing business over the next few years. The main reason for retaining employees is important is obviously that you've invested a lot into your current employees and that turnover can cost you as much as thirty percent of an employee's annual salary – more if they've got serious tenure. But another reason retaining employees matters is that there will soon be far fewer of them. Baby boomers are set to start retiring, and their numbers approach seventy six million. Compare that to the forty four million 'generation X' workers out there, and you'll see the importance of retaining employees immediately.

Retaining employees is basically about making them happy and keeping them satisfied. There are a number of different aspects to retaining employees, some fairly surprising. Eighty eight percent of employees leave their jobs for reasons that have nothing to do with pay despite the fact that seventy percent of managers believe that pay is exactly the reason they leave. While fair pay and good benefits will certainly help with retaining employees, it certainly isn't the only aspect that matters when trying to improve your ability at retaining employees.

First of all, companies that lack good skills for retaining employees often experience turnover because employees feel that they aren't valued in the workplace. If you want to improve your chances at retaining employees, you need to make them feel like they're part of the team. Surprisingly enough one of the best ways to do this is through employee training. By doing this, you'll help them feel like you value them since you're expending the effort to improve their skills. They'll feel better about themselves and work harder for your company. And best of all, you'll benefit from more skilled employees as well as an increase in retaining employees.

Another difficulty in retaining employees that some companies experience comes in their managers. Great employees want to work for a leader, not a boss, and a lack of retaining employees is often due to a lack of trust between employees and their superiors. You not only want to ensure that your managers are excellent, but also that they can relate well to your employees. Without this important dynamic, retaining employees will be difficult. A lack of feedback is another reason you could be having trouble retaining employees, so take the time to monitor progress and praise or critique when needed.

One last thing about pay that's important to remember. While not the most important aspect to retaining employees, it is still important. Take the time to ensure that your new hires aren't being paid more than your current ones due to inflation or changes in the market place. This is actually the case four percent of the time, and is a serious issue. Retaining employees is an art that you'll learn over time, and one that is vital to the success of a company. Software can help you with retaining employees by allowing you to track their progress, schedule meetings, and more. Unicorn HRO offers software solutions that are designed to assist you with retaining employees and can improve your abilities at it.

The Real Reasons that Workforce Management Can Boost Your Bottom Line – The Basics

Mon, 28 Nov 2011 07:00:00 EST

Workforce management first rose to prominence in the business world back in the early 1980s but has quickly become a common strategy in most companies today. The basic principal of workforce management is to effectively calculate strategies to help satisfy your employees and boost their productivity. In theory, it's a simple matter but in practice it can extend to virtually every aspect of your company's operations. A broad definition of workforce management can include a wide range of different factors including motivation, training, monitoring, and much more. There are some very real benefits from workforce management that help make the effort well worth it. Here are a few of the reasons that workforce management can have such a significant impact on your company's bottom line.

First of all, it's important to realize that just the principal of workforce management highlights a commitment to your employees and helps them realize that their job is more secure than they might suspect. By devoting the time and energy into good workforce management, you're helping your employees understand that you're making real investments in their future and as such, losing their jobs is a concern that they can ignore. Good workforce management will also allow you to uncover what your employees want to be satisfied and can help boost their morale and satisfaction. This will help increase productivity and profit.

Good workforce management will take a cold, hard look at your company and help you identify areas that need work. Workforce management can also help you identify areas that your company excels at and help you capitalize on them. After this, the real fun begins. A major aspect of good workforce management involves creating rewards. These are often referred to in workforce management as 'motivators', but whatever you decide to call them their basic function is simply to provide motivation for your workers to improve their output, which obviously boosts productivity and profit.

Workforce management can also help your workers feel like they're part of a team by including them in its processes. Letting them help with workforce management strategies not only boosts their morale but can help you identify problem areas you might not have realized otherwise. It's a great step in workforce management that accomplishes several different issues at once and can boost the effectiveness of your workforce management and increase company profits as well. And finally, good workforce management will be able to help you spot the areas that you should consider providing your employees with special training and even new tools in order to improve at their jobs.

As you can see from these points, successful workforce management is more about the management of your employees than it is anything else. By uncovering problem areas, boosting morale, and adding new tools like software solutions to help your workers do their job better, you'll be improving every aspect of your business through workforce management. Unicorn HRO provides its clients with various tools designed to make workforce management more manageable and can help you not only formulate strategies but track progress made as a result of your workforce management programs.

The Three Main Reasons that You Need HR Solutions – The Three Ps of HR Solutions

Mon, 21 Nov 2011 07:00:00 EST

Your business is your baby, no matter how old or how large it is. And every business needs an HR department. Whether it's a single person or an entire team of individuals, your HR department handles numerous tasks within your company. Today, many companies are searching for HR solutions to help their HR departments move forward in different ways. Whether your idea of HR solutions involves outsourcing certain tasks or simply implementing HR solutions software, each company will reach a point where they find that they need some form of HR solutions to help their HR department. Here are three main reasons HR solutions matter.

Productivity – It's no secret that some tasks are simply time consuming, tedious affairs. Payroll is a great example of this, and your HR department spends hours each week calculating payroll. HR solutions can remove this task from your department completely. You could outsource your payroll or utilize software to automate most payroll functions, but whatever method of HR solutions you want to use will help free up your HR department and allow them to focus on other tasks. They can monitor employee progress, focus on new hire recruitment, and much more when you use HR solutions to take some of their work off their back. Even implementing employee self-service for benefits administration is a great form of HR solutions that will let your human resource workers deal with more pressing issues.

Protection – Mistakes can be costly, especially when they're made in the HR department. An overlooked tax form, a mix up with regulatory compliance forms, and even an extra or missing zero in a payroll statement can cost your company big. HR solutions reduce and even eliminate most of these mistakes. When you outsource, the new company becomes responsible for any errors and by implementing HR solutions software you will automate most functions and take advantage of various failsafe measures that reduce errors. HR solutions can protect your company in ways you didn't realize, warding off trouble down the road.

Planning – Knowledge is power and HR solutions can give you the knowledge you need to properly plan out your company's strategies. HR solutions software will provide you with various HR metrics that gauge every aspect of your business. You can review the data and discover which areas your employees need to improve in and where you're losing the most money. In this way, HR solutions are more than just that – they're also business solutions that you can't afford to ignore. Investing in HR solutions can help you plot your business' future.

There's a reason that the majority of businesses utilize HR solutions in some form or another. Unicorn HRO can provide you with HR solutions in the form of outsourcing or HR solutions software, depending upon your needs. It's time to let your HR workers focus on important issues instead of just mindlessly entering payroll data into a computer, and HR solutions allows you to do that and so much more. From productivity to more strategic planning, your business can't afford to ignore the benefits of HR solutions.

Tips for Using SaaS Effectively – Some Basic Tips

Mon, 14 Nov 2011 07:00:00 EST

SaaS is a type of technology solution businesses implement in order to avoid spending thousands on hardware and software but while still getting the benefits that today's business technology can provide to you. SaaS is usually sold on monthly or annual subscription fee and is far cheaper than other types of business technology. But simply purchasing and setting up SaaS isn't all that you need to do. In order to really be able to get the most from your SaaS, you'll need to keep a few basic things in mind. SaaS can accomplish some truly amazing things for your business, but understanding the best ways to utilize SaaS will make a tremendous difference on its effectiveness.

First of all, be sure that you purchase SaaS that actually works for your company. There is an SaaS solution for virtually every aspect of business and choosing the right one is an important aspect of feeling its benefits. Payroll, benefits administration, employee management, and much more can all be handled by SaaS. Take the time to review your company's specific technology needs before you begin shopping for SaaS. Extra features may cost more money, but could end up saving you in the long run. For example, employee self-service may up your monthly fee but could also improve productivity and morale within your company. Consider your options and buy the best SaaS for your needs.

The next step for using SaaS effectively is simply to make sure that all of your employees who will be using it understand just how it works. Most SaaS will be accessible by HR workers or managers, for example. Be sure that each person who will be using the SaaS receives full training on all of its features and capabilities. In most instances your SaaS provider will include basic training in the cost, so take advantage of it. Your SaaS is useless if your employees don't understand how to use it.

Next, use the SaaS for a period of time. Be sure that you give all of your employees time to acclimate to the SaaS and for its benefits to be noticed. A few months are generally enough, but you could wait until your subscription is almost due for renewal. As this time approaches, start to review just what features of the SaaS your workers are using, which ones are seeing little to no use, and if any of your employees feel that the SaaS is lacking important features. With this information you can make any alterations to the SaaS once you renew it. Remove features you aren't using and add some that your employees want. That's the real beauty of SaaS – you can alter it to fit your company's needs for maximum effectiveness.

Using SaaS effectively is really as simple as knowing what you want, how to use the program, and when to modify it. Unicorn HRO offers useful SaaS solutions for payroll and other HR functions and can help your company embrace modern technology for a fraction of the cost it would take to install an IT system in-house. To save money while still getting everything you want from technology, SaaS is the solution.

Top Five Benefits of HR Software – Why It's So Important

Mon, 07 Nov 2011 07:00:00 EST

A great company is like a well-oiled machine. All the various parts work together to keep it moving forward, fulfilling its function which, in the case of business, is making a profit. One cog in the business machine that sees the most pressure is the human resources department. One of the best ways to keep this cog turning smoothly is with HR software. And since HR affects every other department in your business, HR software can help all the various parts of your company work better as well. Unicorn HRO offers HR software that can help each aspect of your HR department to function more smoothly. There are many benefits of implementing HR software into your workplace, and here are five of the main ones.

Productivity – The most obvious benefit that HR software can provide is in the realm of productivity within your HR department. Implementing HR software can automate a huge number of HR functions, most notably payroll and benefits administration. By doing so, you free up your HR workers to focus on other issues like attracting new hires and employee training strategies.

Morale - A recent study found that in large companies as much as forty percent of any given day in an HR department was devoted to just benefits administration. HR software that can handle automatic benefits administration allows your HR workers to not just move on to other issues as noted above, but also gives your non-HR employees the ability to manage their own benefits. This feeling that they're in control can help provide a boost of morale throughout your company and is a vital part of good HR software systems.

Reduced Errors – Human error can result in serious complications both financial and legal. A misplaced decimal point could cause serious issues, but HR software reduces the amount of error to a bare minimum. HR software helps to automate the most common processes such as payroll information, and the automation that HR software provides helps keep everything working properly.

Compliance – As mentioned above, errors can cost you. Large, small, and mid-sized companies must all comply with a number of state and federal laws and managing the information of your employees can be tricky. HR software provides easy methods for managing all aspects of your business including compliance related information. Put simply, HR software can keep you on the right side of the law.

Metrics – Businesses must constantly review information and devise strategies based on their own inner workings and their competition. HR software usually includes HR metrics tools that allow you to accurately gauge issues such as turnover rate and hiring costs. By implementing HR software in your business you're giving yourself numerous tools that can be used to devise business strategies.

With HR software's combination of efficiency and effectiveness, there's a reason that most companies have now implemented the use of HR software in their workplace. HR software can handle numerous tasks including payroll, benefits, attendance info, performance information, and much more. HR software is one of the most valuable investments that you can make in your company and such HR software is a must for any business taking the next step forward in their life.

Tips for Buying Workers Compensation Insurance – Things to Remember

Mon, 31 Oct 2011 07:00:00 EDT

Workers compensation insurance coverage for all of your employees is required by law. Not all workers compensation policies are created equally, however, and you'll want to take some time to review each of them in order to find the right one for your company. Workers compensation can be expensive depending upon the carrier you select, but since the final state passed workers compensation laws in 1949, the regulations have been protecting employees hurt on the job and protecting employers from costly litigation. Here are a few tips that you should keep in mind whenever you begin to shop for workers compensation insurance for your employees.

Begin by assessing how you'll be paying for workers compensation coverage. Most companies utilize estimated values to find a basic fee. You'll pay a sizable upfront payment to enact the policy and then dole out workers compensation payments as required by the policy. Paying out workers compensation fees based on estimates can end with you overpaying or paying too little and then owing the workers compensation company a large fee at the end of the year. A better decision is to use a pay as you go workers compensation policy that allows you to pay based on real figures instead of estimates and lacks an upfront payment.

Also take the time to look into the end of the year processes involved with your workers compensation policy. In nearly any standard workers compensation policy you'll be facing an annual workers compensation audit. This audit will look at a number of things including the number of employees you have on your team, their salaries, your workers compensation payments, and your workers compensation claims. While you could end up getting a refund or owing even more money depending on the results of the audit, the real disadvantage to this method is the stress and drop in productivity caused by the audit. If you can find a workers' compensation plan that doesn't involve and audit, that's a better pick.

Keep in mind also that you need to manage workers compensation throughout the year. Try to find a workers' compensation policy that will integrate itself somehow into your HR software. By integrating workers compensation into your HRMS you'll be able to accurately track any data that is applicable to your case and to make any needed adjustments as they occur. Using these workers compensation systems is the best way to ensure that you don't run afoul of the law or incur any extra fees from your workers compensation provider.

Unicorn HRO provides not only pay as you go workers compensation coverage but also software tools and solutions that can help streamline your managing of workers compensation. To avoid upfront payments and audits, take the time to find a great pay as you go workers compensation package. And to simplify management of your workers compensation, look for policies that will fit into your automated system. These are the only real keys to buying workers compensation coverage for your employees and are the best ways to simplify coverage and save money on it as well.

What Human Resource Metrics Can tell you About Your Business – Useful in Many Ways

Mon, 24 Oct 2011 07:00:00 EDT

While most employers have at least heard of human resource metrics, some still don't use them as effectively as they should. But using human resource metrics is one of the best ways to find out just how your company is operating, locate problem areas, and generate strategies to improve the overall function of your entire business. Unicorn HRO offers human resource software that can not only boost the productivity of your company, but can also deliver many different human resource metrics to you that will allow you to uncover the secrets of your company. You may be surprised to discover all that human resource metrics can tell you about your business.

One key area that human resource metrics can shed light on is just how effective your HR department really is. There are a variety of human resource metrics you can use in this case, and each will highlight a different area. Using human resource metrics will tell you how long it takes HR to fill an open position, for instance, thus highlighting their efficiency in this area. Human resource metrics can also measure the rate of errors in the HR department and even their costs to your company. In short, human resource metrics can tell you all you need to know about your HR department.

But human resource metrics do more than that. They can also give you an accurate look at all of your employees. Some human resource metrics will allow you to track employee training and its costs. Others will give you a look at the average performance rating of your employees. You can use human resource metrics to check the average number of absences during a set period of time, helping you see just how many of your workers are missing work. Using human resource metrics in this way can help pinpoint areas that your employees excel at and areas that they need more work in.

You can also utilize human resource metrics to uncover where your biggest costs and concerns lie. Human resource metrics can breakdown the average cost of providing benefits to your workers or tell you the turnover rate in your business. They can also go a step further and give you a good idea of just what your turnovers are costing your business or how much you've lost to workers comp. By properly using human resource metrics, you can adjust your business plan to account for problem areas within your company and locate the areas that are costing you the most money.

Employee surveys and assessments can only do so much for your company. Take the time to understand human resource metrics and you'll learn more about your business that you realize. And software solutions from Unicorn HRO make it easier than ever to view human resource metrics since a wealth of employee and business data is fed into a central database and then processed into the human resource metrics you want to review. Taking a closer look at your company with human resource metrics will help you ensure its future.