hr business intelligence & technology - partnering for solutions
TRANSCRIPT
¨ Integrate essential Business Intelligence analytics with the use of technology to maximize HR value to business and employees.
Hello to Retire – Employee Lifecycle
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New Hires Promotions Terminations
Turnover Time-to-Fill New Hire Completion
WOTC Late Terms Cost per Hire
Time to Productivity Benefits Enrollment EE’s Working OT
Training Completion EE’s on LOA Diversity Hires/Promos
¨ Manual systems and lag time. ¨ Lack robust system, inaccurate data or, in some cases,
no data at all to tell a story. ¨ Questions integrity and overall HR value to company. ¨ No room for improvement without knowing “where
we are”. ¨ Benchmarking for Best in Class. Data exists for other
departments and necessary for HR to fulfill role as Business Partner.
¨ Ad hoc requests common. Currently unable to fulfill timely.
¨ BOD Meetings – credible data
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¨ Application Process & NEO ¡ Paper applications ¡ No checklists ¡ New employee documents
reside in multiple locations ¡ Outdated documents – no
monitoring & compliance risk
¨ Benefits Enrollment ¡ Manual enrollment ¡ Completions verified
weekly by outside provider. ¡ Cost & time exceeded $7K
in utilizing team for manual processing and mail out.
¨ Recruitment Process ¡ Efforts & metrics tracked via
spreadsheet on weekly basis. ¡ Not 100% accurate due to
lack of communication & receipt of timely information.
¨ Pay Card Enrollment ¡ Completed as separate
function by manager & Payroll Department.
¡ Delays result in some employees missing entire pay period (two weeks).
¨ Turnover calculation ¡ Manual calculation ¡ Current system lacks ability
to run reports. ¡ Inaccurate data provided to
Field, Executive Team & BOD.
¨ No Self-Service Portal ¡ EE’s dependent upon HR. ¡ Approximately 100 requests
per week received for address change, benefits confirmation, and tax changes.
¡ Equates to approximately $20K per year of HR’s time to address.
¨ Time-Off Request Functionality ¡ Not accurately tracked or
monitored. ¡ Two time capture systems
¨ Multiple Systems in Use & Antiquated ¡ Time consuming, confusion
& no standardization (LMS & Onboarding System)
¡ Onboarding system antiquated with no room for expansion. Specific to company.
¡ Changes to system are complex and incorrect.
¨ Recruitment ¡ ATS, identification of internals vs. externals, centralized
document repository and tracking essential metrics. ¡ Ease-of-use for all applicants. ¡ Less paper!
¨ Benefits ¡ Enrollment 100% on-line allows employees to make selections
24x7. ¡ Managers & HR alleviated from performing manual tasks. ¡ Enables employees to view spend accounts, 401K, pay, tax
information, view & print W-2. ¡ Data capture to allow for tracking.
¨ Time-Off Requests ¡ Workflow process & accurate tracking and planning to help meet
desired staffing model.
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¨ Employee Self-Services Portal ¡ Allows employees to view and make changes ¡ Decreases time HR spends responding to requests ¡ Communication avenue for current events/offerings
¨ One-Stop Shop ¡ Integrates with HRIS & Payroll Systems
ú HRIS system that allows for data entry and capture of employee changes (new hires, promos, terms, status changes, etc.)
¡ Dedicated account support team ¡ Increased compliance ¡ Use of one vendor with bundled offerings and service
¨ Dashboard & Benchmarking ¡ Tracking by quarter or any other point in time ¡ Competitive advantage ¡ Snapshot to provide to Executive Team or BOD
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¨ Training (LMS) & Development ¡ Early intervention of establishing goals setting employees up
for success and advancement from individual contributor to leadership role.
¡ Training tied to position (established job families) for guidance with career progression or advancement.
¡ Incorporate data to Operation’s Scorecard and Performance Appraisal for Succession Planning calibration sessions.
¡ Success stories to share with employees. ¨ Mobile Application ¨ Use of cross-functional data from multiple sources to
identify gaps and areas of excellence. ¡ Example: data from Finance for potential minimum wage
adjustments, merit or equity increases, cost of living adjustments, etc. Useful for financial projections in staffing increases/reductions.