It’s an age-old challenge for small and medium-sized businesses: how to juggle the requirements of hiring, training, benefits, payroll, and other essential HR functions, all without the same in-house HR expertise larger companies enjoy.
For these businesses, filling the gap often means drafting an office manager, finance person, or administrative staff member to cover the HR functions. But it’s hardly an ideal solution. Those staff members generally have no background, experience, or training in those functions, and they’re forced to take valuable time away from their core responsibilities of growing and managing the company to spend untold hours managing HR duties, trying to stay compliant with changing laws, and hoping they get it right. It’s a losing proposition all the way around, one that wastes a lot of time and can lead to costly mistakes.
That’s why over the years, business owners have been desperately searching for better ways to manage their human resources, and finding solutions in more automated and integrated Human Resources Information Systems. Along the way, they’re discovering greater efficiency, faster information processing, better time management, greater productivity, and better employee communications.
Beware of costly errors
Unfortunately, too many small to mid-sized businesses end up signing on with one of the huge providers or an “integrated” system that has too many disconnected data sources. That inevitably leads to problems, including:
- An overly costly solution
- A system too complex for employers and employees
- Poor implementation
- Compliance issues
- Too much stress and wasted time
But the biggest challenge isn’t choosing the right technology; it’s the quality and relevancy of your data.
The amount of information you have to keep track of is mind boggling, and things are even more complex with many provisions of the Affordable Care Act going into effect this year. But no matter how modern and high-tech your HRIS solution is, it’ll all be for nothing if it’s being fed by out of date or irrelevant data. Garbage in, garbage out, as they say. The last thing you need is to have managers making business decisions and employees making personal life decisions based on bad data.
So when you’re implementing a new HRIS solution, it’s crucial to make sure your data is accurate and all data is accounted for. That requires some strategic planning and finding out exactly what you have in every spreadsheet, database, and system.
The goal? Establish one source of “HR truth.”
Many companies have HR systems that have been in place for years or are constantly changing due to acquisition or adding new applications into their technology mix. But ultimately, all systems need to share and synchronize data with each other if you’re ever going to get an accurate and complete picture of your human assets. That’s crucial for recruiting, making smart workforce decisions, staying compliant with laws and regulations, avoiding costly lawsuits and government penalties, and having more time to grow your business. Bottom line: you and your executives need access to current and consolidated HR data every day.
The SuiteHR solution
SuiteHR is the comprehensive and affordable solution BeaconPath has to offer for these and other HRIS challenges. Benefits include:
- A single database for an all-inclusive solution
- A proven, scalable technology platform
- Local, personalized support
- Consolidated billing
- ACA support services
Clear, concise, complete, accurate, and readily accessible. Isn’t that what you want from your HR data? To learn more about how SuiteHR can help you streamline your HR functions at an affordable cost, simply complete this questionnaire and request your free quote on the systems and services we offer.