HR departments in mid-tier organizations are models of versatility. Their responsibilities include everything from answering employee questions about health benefits and vacation time and sorting out the process of employee reviews, to high level long term planning and organization of training, employee retention plans, management development and other important issues that fundamentally affect the productivity and success of the organization. Most organizations of this size would agree that they would greatly benefit from their HR professionals having the opportunity to focus more of their energies on strategic issues, as is the case in larger organizations. It is no secret that the top-performing companies in the S&P 500 are the ones that have the strongest focus on employee development. However, in reality, the majority of their HR department’s time and resources is consistently taken up with day-to-day tactical issues—up to 5 hours of every eight hour day, some studies suggest. This Slideshare focuses on the time and cost savings that can be achieved with the adoption of an HRIS.

1. Four simple arguments to
use when building a
business case for an HRIS

2. 1) Eliminate Costly Errors

3. What is very often to blame for costly errors in
insurance carrier bills?
Continued payment of premiums for
terminated employees.

4. Automating the link between HR and the
insurance carrier would resolve this very
common and costly expense.

5. Consider these real world examples:

6. Situation 1: A company with 130 employees has nine
employees with incorrect names/addresses listed on the
eligibility roster of their health insurance provider. This is a
6.9% error rate.
Consequence: Significant time wasted on communication
between the HR department and benefit insurance group to
correct inaccurate information.
Consequence: Some employees were without medical benefits
while the issue was being figured out and fixed.

7. Situation #2: An organization with 110 employees discovered
three members were not on the register and nine members
were on the register that shouldn’t have been. This is a 10.9%
error rate.
Consequence: Overpayment to insurance carriers and a large
unnecessary benefits expense.
Consequence: Significant time spent on calls between
employees, HR, and insurance carrier to fix situation.
Consequence: Three employees assumed they had medical
insurance when they did not.

8. 2) Automating Compliance

9. An average of 450 employment related lawsuits
are filed in the U.S. daily.
57% of companies have been named as
defendants in at least one employment related
lawsuit in the last five years.
These are not good odds.

10. For many HR managers and compliance
officers, the ever changing legislative landscape
of compliance is a minefield.
Compliance automation ensures that
requirements are automatically monitored and
met, especially in defending against a potential
lawsuit.

11. 3) Integration: Saves both
time and money

12. Double entry of any data can lead to errors. Not
only that, it’s double work – meaning you’re
paying for the data to be entered not once, but
twice.
Add to that the costly benefits and payroll errors
that can ensue from problematic double
entry, and potential compliance related lawsuits.

13. Integrating your HRIS with a Payroll system
relieves this possibility.
Using a fully integrated system is even better
– giving you a real time view into your
company data.

14. 4) Attendance Management

15. Sure it may seem like one of the basic HR tasks
– helping employees manage their time off –
from documenting it, to making sure they get
paid for it, to notifying managers of updated
schedules.
But what if just this one HR task was
automated? How would that change your HR
department?

16. What if employees and managers could
handle this process themselves.
Think of what HR would be free to do with
that time?

17. A good attendance management system should
be largely self-managing. Once you have
defined your unique business rules, the HR
department should have to expend little or no
effort in ensuring that it is running smoothly.
Having a single, electronic access point, directly
integrated to the payroll system offers a very
easy solution to these issues.

18. Let’s Recap:
1) Not having an HRIS can lead to costly errors.
2) Not having an HRIS can lead to a compliance related
lawsuit.
3) Not having an HRIS means you’re probably still doing
double entry, a process which is error prone and twice the
labor cost.
4) Not having an HRIS means that HR is still wasting time
managing everyone’s everything, all the time, and none of the
repetive, time consuming HR tasks have been automated.

19. Costly Errors: Ascentis HR’s benefits management tools can greatly
reduce insurance premium errors.
Compliance: Ascentis HR can reduce the likelihood of error as well
as reduce the workload for HR staff in collecting such compliance
information by providing compliance automation.
Integration: Ascentis HR is fully integrated with Ascentis
Payroll, offers integration to benefits carriers for enrollment
data, as well as document management capabilities so that there
is a single source of all HR data.
Attendance management: Ascentis Employee Self Service and
Manager Self Service streamlines the attendance process, creating
an electronic trail that is logged into Ascentis HR and fed into
Ascentis Payroll.

20. Want the full business case
for building an HRIS?
Contact us:
info@ascentis.com
www.ascentis.com
1.800.229.2713
Ascentis: Do More. Work Less.