InfinityHR attended NetSuite's SuiteWorld Conference in San Jose this week. NetSuite is a cloud-based ERP environment that integrates with web-based applications such as InfinityHR.
The SuiteWorld Conference was attended by hundreds of NetSuite partners and clients. At the conference, cloud-based HRIS was a hot topic. InfinityHR is a natural compliment to NetSuite's cloud-based platform and is being assessed and utilized by several NetSuite partners and clients.
InfinityHR is pleased to announce a series of enhancements that will be available to assist with Affordable Care Act (ACA) Compliance. These ACA Compliance enhancements include:
• Alerts regarding eligibility / ineligibility
• Safe Harbor Reporting (9.5% W2)
• FTE Calculations
• HR Resource Center / Tool Kits
At Infinity Software, we interact with a wider range of clients on a daily basis. While this is part of the Infinity HRMS service model, it is also a key driver to our HRMS innovation.
Our clients are the "thought leaders" for our ongoing HRMS enhancements. Whether it is a better employee portal design or a more efficient benefit management process, our clients consistently provide valuable feedback.
As with most robust software packages, our challenge is to fully catelog and prioritize all of these good ideas so that they can be incorporated into our HRMS. We do this through detailed enhancemnet logs that we re-visit every time a particular part of the system is going to be upgraded.
So, we want to thank our clients for all of these great ideas about HRMS-- keep 'em coming!
The newspaper headlines indicate that immigration reform is on its way. While the details are not clear, the new laws will certainly introduce another layer of HR compliance.
As with other laws and regulations, the key to compliance is clean, updated, and organized data. A Human Resources Management System (HRMS) will help track the key employee information and format the data into compliance-oriented reports.
InfinityHR recently released several enhancements to its Human Resources Management System (HRMS). The new InfinityHR HRMS features:
Improved User Security - In today’s environment, the need for strong user security is as important as it has ever been. Consumer demands and corporate responsibility has brought security into the spotlight and has required a “stay-ahead” strategy with respect to securing employee information and building trust. As a result, this Service Pack will include a comprehensive upgrade to User Security that will incorporate industry best-practices relative to user security.
Benefit Management Improvements - Additional configuration options have been added to the Benefit Management area for improved control.
Beneficiary Tracking Improvements - The BeneficiaryAssignment area of the system will be enhanced to tie Beneficiary Assignmentsdirectly to benefit records configured for each Package within the system. This enhancement will provide for moreaccurate beneficiary tracking, particularly in cases where benefit types arechanged across benefit years.
Improved Employee and Payroll Tracking - The Employee>> Payroll >> Compensation screen will be enhanced with additionalfields, improved Activity Logging, and an improved user interface experience.
OSHA Injuries and Illness Tracking - A new screen has been added for reporting OSHA Illnesses andInjuries. The new screen can be accessedfrom the Employee >> Employee >> OSHA Injuries and Illnesses menuoption.
Expanded Administrative Permissions Capabilities - The Administrator Permissions screen will be enhanced to provide additional permissions capabilities.
Enhanced Applicant Tracking Features - The Applicant Tracking component will be upgraded to include the ability to configure knockout questions and to improve upon EEO Reporting.
Compliance has become a way of life in the business world and it won't be going away any time soon. Human Resources Information Systems (HRIS) are key to effectively maintaining and reporting compliance obligations.
An HRIS can help companies organize and centralize human resources data so that it can be tracked and reported upon in an accurate and efficient manner.
To learn more about HRIS compliance capabilities, contact us at firstname.lastname@example.org.
PTO Tracking involves the accurate accruals and monitoring of Paid Time Off (PTO Usage). While virtually every company has PTO policies in place, the lack of a Human Resources Management System (HRMS) makes it difficult to accurately monitor and enforce these policies.
An HRMS PTO Tracking system should include:
* Ability to accrue PTO based on a range of rules, including tenure,
* HRMS portal for employees to request PTO,
* HRMS portal for managers to review, approve, and deny requests,
* PTO reporting capabilities.
Accurate PTO tracking saves companies time and money by properly accounting for PTO in accordance with the published policy. Consistent monitoring also reduces the risk that employees claim inconsistent or even discriminatory enforcement of company policies.
Request an HRMS demo by contacting email@example.com.
Software as a Service (SaaS) has become a preferred model for delivering web-based software applications, including Human Resources Managament Systems (HRMS).
As coimpared to the traditional installed software model, HRIS in a SaaS model has the following advantages:
* Ongoing access to the most updated version of the HRMS,
* 24 x 7 access from any computer with Internet access,
* Reduced installation fees,
* Costs are spread out on a monthly basis,
* No major hardware upgrades required.
The chart below reflects the benefits of SaaS (as illustrated by Salesforce.com).
Contact us at firstname.lastname@example.org to learn how HRMS in a SaaS model can work for you.
Many times our interactions with payroll companies and employee benefit brokers are about winning a new deal for their company. HRMS is offered as a differentiator to help win new business-- and HRMS has been successful in serving that function on many occassions. But, the more meaningful opportunity is often using integrated payroll-HRMS to retain your existing clients and to expand and deepen your relationships with them.
I was interacting with a payroll partner of ours last week who has participated in the development of our integrated payroll-HRMS offering. They shared some notes that they had made on one of their 1,000+ clients. I noticed that the person who drafted the email had "Client Retention Officer" as her title.
So simple, so brilliant. Client retention becomes the most important thing for many of us in our businesses-- so, why not have a Client Retention Officer. And by the way, her interest in HRMS is not coincidental-- you definitely want to introduce HRMS to your clients before your competitor beats you to the punch.
When you introduce HRMS to your clients, it is perceived as being proactive, on the cutting edgem and your taking an interest in your client's needs. In this scenario, a competitor's introduction of HRMS is more likely to fall flat-- i.e., we're already working with our service provider on this.
By contrast, if your competitor is the first to introduce HRMS and/or integrated payroll-HRMS, you are much more likely to be on the defensive.
Kudos to my un-named client with the Client Retention Officer (in fact, they have two). We're going to be sure to do everything we can to retain those folks because they're going places!
Over the past several years, the Human Resources Management System (HRMS) market has increasingly targeted middle market companies. Unlike their larger counter-parts who are looking for cost-savings, the middle market seeks improved communications and scalability with HRMS.
We have felt this trend for many years in HRMS. I recently read an article byHFSR Research that makes this point very clearly and backs it up with interesteing data to boot.
The take-aways for payroll service providers that are offering HRMS: If you can help your clients deal with growth, compliance, and HR communication / transactons, these clients will be willing to pay a fair price for those services.