Four simple arguments to use when building a

business case for an HRIS

1) Eliminate Costly Errors

What is very often to blame for costly errors in insurance carrier bills?

Continued payment of premiums for

terminated employees.

Automating the link between HR and the insurance carrier would resolve this very

common and costly expense.

Consider these real world examples:

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.

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.

2) Automating Compliance

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.

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.

3) Integration: Saves both time and money

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.

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.

4) Attendance Management

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?

What if employees and managers could

handle this process themselves.

Think of what HR would be free to do with

that time?

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.

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.

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.

Want the full business case

for building an HRIS?

Contact us:

info@ascentis.comwww.ascentis.com

1.800.229.2713

Ascentis: Do More. Work Less.