We've developed an ebook to help you think about ways to optimize processes, systems and technology—from hire to retire. Explore opportunities for integration, ways to eliminate multiple points of data entry, software automation, and more.

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DiscoverYour Options to a Happier,
More ProductiveWorkforce
Think of the phrase employee lifecycle like the life of a human being. At each stage, the
employee is developing within the organization, from being recruited to transitioning to
retirement or a new opportunity. Each step of the way, people, processes and technology help
shape the interaction the employee has with the organization. It’s our mission to help your
organization evaluate that employee journey, particularly from the perspective of how tech-
nology is shaping that experience for you, your employees and your organiztion. Ultimately, we
want your people to spend more time on improving people, systems and processes, and less
time on administrative tasks that add little value to optimizing the employee lifecycle.

3. Internal Job Posting
External Job Posting
Recruit Management
Background Screening
Application Management
Recruit New Hire Active InTransition
The Employee LifecycleTechnology Framework
Recruiting
IT Set-up
Time and Attendance
Payroll andThird Party
Manager Review
Onboarding Forms
I-9Verification
FormW-4
Benefits Enrollment
Onboarding
& Orientation
Daily Functions
Payroll &Taxes
Time & Attendance
Performance Management
Workforce
PlanningManager Reporting
Approvals
Organizational Charting
Employee Self-service
Status Changes
Goal Setting
Benefit Carrier Set-up
Open Enrollment
PayCard Set-up
Check Printing
Tax Filing
General Ledger
EFTs and Direct Deposits
Garnishments
Retirement Accounts
Bonuses and Commissions
Online Paystubs
Journal Entry
Time Entry Systems Time and Labor Import Payroll Integrations
EmployeeTraining Performance Reviews Performance Reporting
Succession Planning
Employee Analytics
Career Planning
HR Strategy
Redeployment
Scheduling
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4. Organizations today are running so many disparate applications
that critical data connections are not being made.They should
look at ways to integrate, syncronize and automate their data to
streamline their systems and processes.
MANUAL
Spreadsheets & Docs
Data Entry
Paper-based
AUTOMATED INTEGRATED
Data Processing Two-way Data Exchange
Web Self-service Application Integration
Data Syncronization
Automate & Sync within Lifecycle
Move forward in the optimization path
to reduce manual data entry, sync data
among HR and payroll applications,
increase process, workflow and overall
system efficiencies.
Workflow
Increased Efficiency and Optimization
Integrate Externally
ERP
Point-of-Sale
CRM
Website Job Boards
Recruit Management
External Job Boards
Background Screening
I-9Verification
Application Management
Recruit New Hire Active InTransition
Recruiting
IT Set-up
Time and attendance
Payroll and 3rd Party
Manager Review
Onboarding Forms
Benefits Enrollment
Onboarding
& Orientation
Daily Functions
Payroll &Taxes
Time & Attendance
Performance Management
Workforce
PlanningManager Reporting
Approvals
Alerts and Notifications
Org Charting
Employee Self-Service
Goal-Setting
Status Changes
Benefit Carrier Set-up
Open Enrollment
PayCard Set-up
Check Printing
Tax Filing
General Ledger
EFT’s and Direct Deposits
Garnishments
Retirement Accounts
Bonuses and Commissions
Online Paystubs
Journal Entry
Time Entry Systems Time and Labor Import Payroll Integrations
EmployeeTraining Performance Reviews Performance Reporting
Succession Planning
Employee Analytics
Career Planning
HR Strategy
Redeployment
MULTIPLE POINTS OF DATA ENTRY SINGLE POINT OF DATA ENTRY
EvolvingYour
Technology
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5. HRorRecruiter
Recruiting
Given the tough economy and today’s high unemployment rates, recruiters today face different challenges than in years passed.
Rather than struggling to find candidates, many staffing firms, professional recruiters and internal HR staff instead have applicant
overload—too many applicants to review. By using systematic processes, a little experience and top-end recruiting software solu-
tions today’s staffing professionals can save time and make more placements.
Actions & Activities
• Complete request-to-hire form
• Create job descriptions
• Post to job boards
• Find and screen resumes
• Schedule phone screens / interviews
• Conduct background screening
• Review job boards
• Update information on candidate portal
• Fill out applications online
ProspectiveEmployee
• Finding talent
• Handling applicant volume
• Time and costs of screening canidates
• Need for data and reporting around activities
• Compliance with regulations like OFCCP and EEO
• Lack of automation around applicant
communications and posting to job boards
• Lack of access by hiring managers to candidate
profile and information
• Inefficiences with approval and workflow of requests
• Lack of specifics on job requirements
• No view of current openings on company website
• Fill out request-to-hire form online and have it
routed to approver by email
• Create web-based workflow and approvals for
requisitions
• Post open positions directly to company website
• Sync data from job board to HRMS
• Perform reporting on candidates
• Import new applicant information from recruiting
software into web-based new hire form
• Provide candidate ability to search available jobs and
complete application directly on company website
Problems & Pressures Optimization Opportunity
Recruiting Software
Cyber RecruiterVideo
Cyber Recruiter Brochure
Recruiting Integrations
New Hire Form Integration
Canidate Screening
Background Check Service
Additional Resources
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6. HRorManager
Onboarding
& Orientation
First impressions last. Future-looking companies recognize that the first impression a new hire makes of their work environment
is critical to improving retention rates and improving company brand. Onboarding is no longer the orientation of the past.
Although 90% of companies believe that their employees make their decision to stay with the company within the first six
months, many don’t realize how onboarding impacts retention rates and time to productivity. Instead, they rely on paper-based
solutions that create added costs and often lead to bad impressions.
Actions & Activities
• Notifications or alerts to IT
• Set up active directory, time and attendance, payroll,
benefits and any other third party vendors
• Facilitate completion of onboarding forms
• Perform 90 day review
• Complete onboarding forms likeW-4, I-9
• Read and acknowledge company handbook
NewHire
• Time delay in notifying IT
• Administrative burden of set-up for all software
applications
• Delivering and completing all onboarding forms
in a timely manner
• Lack of access by hiring managers to candidate
profile
• Paperwork burden
• Completing paperwork correctly
• Process is slow
• Alerts and workflow technology allow IT to be
notified immediately
• Sync active directory with HRMS to automate
creation of employee email address, etc.
• Automate the I-9 process to be paperless and
connect to eVerify
• Web-based forms displayed in employee
self-service widget make identifying and
completing onboarding forms simple and accurate
• Employee self-service technology allows errors
to be corrected quickly and easily without HR
involvement
Problems & Pressures Optimization Opportunity
Onboarding Forms
My Actions ESSWidget
Sage HRMS HR Actions®
HR Actions DemoVideos
Paperless I-9 Feature Sheet
PaperlessW-4 Feature Sheet
Additional Resources
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7. HRorManager
Daily
Functions
Efficient and effective human resource management is a challenge for all HR professionals. Staffing, training and helping to
manage people so that the organization is likely to increase its performance level is imperative to work in a productive manner.
Normally, human resource functions track data points on each employee.These might include experiences, capabilities, skills,
data, personal histories and payroll records. In the most general sense businesses carry out different activities dealing with
managing their approaches to employee benefits and compensation, as well as employee records and personnel policies.
Actions & Activities
• Publish organizational charts
• Create and deliver reports
• Perform necessary compliance actions
• Review employee analytics
• Set up alerts and notifications
• Route, approve and save employee forms and
requests
• Check payroll balances
• Update personal information
• Make leave requests such as FMLA
• Manage life events like getting married
• View organizational charts
Employee
• Organizational charts are not created due to time
required and complexity to prepare and update
• Lack of instant access to organizational charts
• Paper-based personnel files are costly to maintain
and search
• Slow and inefficient processes around collection,
management and approval of paper-based change
requests and forms
• Maintaining compliance with employment law
• Increasing visibility around status changes
• Managers don’t have access to HR information
• Simple, fast and easy way to make change requests
on personal information in HR system
• Transparency of organizational hierarchy
• Automatically publish organizational charts to
employee self-service using data exported from
HRMS
• Use web-based, self-service forms to collect
employee data into HRMS and maintain audit trail
• Automate electronic reminders and alerts to
managers and administrators on a pre-determined
schedule or based on specific business rules
• Automate the production and distribution of
recurring reports to become more data-driven
• Provide employees with self-service capabilities to
view and update personal data
• Automate alerts to employees
• Employee self-service technology allows errors
to be corrected quickily and easily without HR
involvement
Problems & Pressures Optimization Opportunity
Org Charting
Sage HRMS OrgPlus
PaperlessWorkflow
Sage HRMS HR Actions®
Employee Self-Service
Additional Resources
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8. PayrollManager,CFO,HR
Payroll
&Taxes
Adding more manual workflows to the process due to payroll errors impacts HR’s productivity and its strategic impact on the business.
Moreover, payroll errors also impact employee productivity and satisfaction as they work to address them with HR and payroll staff. As
technology improves for organizations looking to bring payroll in-house, while still eliminating the risk of tax filing issues, the options
in the payroll processing spectrum from total in-house to complete outsourcing remain open. It can often benefit organizations to
examine these options fully to realize the best in both cost savings and efficieny, depending on their business needs.
Actions & Activities
• Set up EFTs and direct deposits
• Remit child support
• Set up retirement accounts
• Pay bonuses and commissions
• Make journal entries
• Set up benefits carriers
• Create paycards
• Print checks
• File taxes
• Set up general ledger
• View check paystubs
• AccessW-2
• Make status change requests
Employee
• Compliance with all state and federal regulations
• Controlling costs of payroll management
• Maintaining efficiencies through automation and
reducing errors around processing payroll
• Handling complex payroll situations like
garnishments, unions, other allocations, etc.
• Reducing manual processes
• Lack of integration with other applications like
accounting system software
• Lack of quick and easy way to see payroll information
• Deliver cost savings with direct deposits and pay
cards
• Reduce long-term costs of certain payroll situations
by going in-house
• Reduce risk of tax filing with in-house payroll by
interfacing with outsourced tax filing service
• Eliminate redundant data entry by integrating
HRMS with your payroll system
• Automate the prioritization and calculation of
garnishments to stay compliant with state and
federal garnishment laws and increase efficiency
• Allow employees to view pay stubs and histroy in
self-service to improve employee experience
• Provide web-based forms in self-service for
making changes like direct deposit information
• Use tools and integration technology to reduce
payroll errors that create hassles for employees
Problems & Pressures Optimization Opportunity
Payroll Integration
Third Party Payroll Integrations
Payroll Data Conversions
Abra Suite to Sage HRMS SQL
Paycards
Benefits of Paycards
Outsourced Payroll
Compupay
EmpowerTax™ Services
OutsourceTax Filing
EmpowerTax™ Interface
Additional Resources
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9. PayrollManager,CFO,HR
Time &
Attendance
Strategies pursued by top performing organizations use time and attendance data to make better deployment decisions and improve
efficiency by standardization of time management processes through automation. Additionally, they are better able to leverage this data
and cater these tools to employees and managers who need access to this data via self-service, mobile devices, etc.
Actions & Activities
• Enter or import time entry data
• Review, edit and approve time
• Approve leave requests, overtime, etc.
• Ensure special rules are enforced, like
union contracts
• Deal with punching in or out problems
• Create daily or weekly time reports
• Enter time
• Request time off
• Manage life events like getting married
Employee
• Current systems don’t interface with payroll or HR
resulting in manual data entry
• Inefficiences and errors around time approval
through manual processes
• Lack of support for shift differentials
• Ensuring overtime or exception time is calculated
properly
• Desire by staff to support time entry through web
browser
• Dealing with old, outdated systems with no
upgrades
• Time entry technology is outdated, clunky and
doesn’t work well
• Dealing with errors when time isn’t calculated
properly
• Use a time collection device that is more suitable to
a modern time collection method
• Provide managers with a web-based way to
approve time and create reports
• Eliminate the clerical aspect of collecting time by
automating time and attendance processes costs
• Allow employees to view their own information,
such as timecard and total hours online
• Provide a more employee-friendly time entry
system that is web-based and easier to use
Problems & Pressures Optimization Opportunity
Time Systems
SageTime and Attendance
Time Simplicity
TheTop Seven Benefits
ROI Opportunities
Time ClockTechnology
Data Collection Options
Time Integrations
Time and Labor Import
Additional Resources
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10. PayrollManager,CFO,HR
Performance
Management
Automation and technology help best performing organizations achieve greater visibility into individual and collective
employee performance. Depending on the features of the application, it can also enable better goal alignment, highlight
performance deficiencies needing correction, uncover rating inconsistencies in performance evaluations, and provide
decision support for promotions and terminations. Furthermore, organizations using online training platforms are rapidly
realizing increases in employee morale, skills and knowledge.
Actions & Activities
• Perform annual or regular performance reviews
• Set up trianing for employee
• Review performance
• Attend training courses or learn new skills
• View organizational charts
Employee
• Administrative burden of paper-based and/or
manual performance review process
• Software applications not integrated
• Managers lack ability to approve training requests,
enroll employees, view training history, etc.
• Managers have no ready access to employee
training records, or they are maintained outside the
central HRMS as a matter of personal convenience
• Current processes to track training and development
are cumbersome, time consuming and inefficiently
summaraize, approve and collect time
• Lack ability to view training courses, history,
and tests online
• Electronically route performance-based forms for
approval and signature
• Tie performance ratings to compensation increases
or merit increases through integration with HRMS
and payroll
• Consider conducting web-based 360o
reviews
• Provide a web-based training library with learning
management system to develop skills
• Allow employees to complete and submit
self-appraisal online
• Improve skills and knowledge with access to
large library of on-demand video and interactive
training on nearly any topic
Problems & Pressures Optimization Opportunity
Web-BasedTraining
OnlineTraining Program
CyberTrain Feature Sheet
How to Blend E-Learning
Talent Management
Sage HRMSTalent Management
Additional Resources
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11. PayrollManager,CFO,HR
Workforce
Planning
According to an Aberdeen study in 2012, one of the leading strategies for top performaing organizations was a greater
alignment between the business and its talent. Building on this foundation, this research found that organizations achieving
the highest levels of employee engagement, bench strength and hiring manager satisfaction, got there by aligning their
talent strategy with business objectives.
Actions & Activities
• Succession planning
• Improving employee morale
• Redeployment of talent
• Employee career development and planning
• Career planning
• Job transitioning or succession planning
Employee
• Increasing retention and employee engagement
• Helping employees balance career goals with
organizational needs
• Balancing career aspirations and goals of the
business
• Deliver views of personalized employee analytics
and HRMS data through employee self-service
• Improve organization’s ability to analyze the gap
between current workforce competency and future
workforce requirements
• Provide the business with better insight into
workforce talent data
• Use modeling tools for organization definition and
job structure
• Use succession management tools
• Invest in employee skills with learning and talent
management platforms
Problems & Pressures Optimization Opportunity
Employee Analytics
Workforce Planning for New
RealitiesWhite Paper
Org Planning
Sage HRMS OrgPlus
Strategic HR
What the CEO Needs from HR
Additional Resources
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12. Ask for a
Check-up
In today’s economy doing more with less is a business imperative. A strategic review can help you capitalize on your HR and
payroll technology investments, and help you gain insight into ways you can evolve your technologies that makes sense for
your organization. Delphia Consulting uses a holistic approach to review the entire employee life cycle and the surrounding
processes and software that support your workforce.
What do we do? Our structured interviews use a comprehensive questionnaire for each functional area represented by the HRMS footprint
to capture the ideas and issues that are top of mind.
Who’s involved? We interview a number of people within your organization including people in HR, payroll, IT, line managers and
leadership representing finance and operations.
How long does it take? We spend 15 to 30 minutes with each participant, and typically, it takes a week to compile our findings.
Is there a cost? No, you receive valuable recommendations at no cost.
What do we get? Your consultant or solutions architect will write up the results and prepare a comprehensive written report for you. For each
functional area we will present what’s working well, processes that could be improved and specfic recommendations and
ROI calculations. It is up to you and your organization whether or not you want to adopt them.
For a strategic review of your current technology systems and processes in HR and payroll, give us a call at 888-421-2004.
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