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HR Tech: What You Need To Know To Better Serve Your Organization & Employees

Jun 15, 2018 6:30:00 AM

Today we’re sharing insight from guest blogger Jamie Hawkins, President and CEO of Benefit Technology Resources (BTR). We hope you enjoy Jamie’s wisdom and perspective.

HR Tech - BlogIf you are like me, you love technology and want to have the latest and greatest of everything. The same can likely be said for many of your current employees and your future workforce. More is being expected from employers, especially when it comes to HR tech. The workforce not only desires the smooth, efficient use of technology from the application process to onboarding and beyond, but they are demanding it. To be an employer of choice you must get into the game and embrace technology throughout your HR process.

As a CEO and HR tech leader I personally see the good and bad influence HR tech can have on a daily basis – on recruitment, engagement, retention, overall productivity. For employers, your relationship with your HR tech vendor is important. It is like any relationship – you have to work at it and stay engaged for it to prosper. So, what do you and your company’s HR leaders need to know to help ensure your organization is heading in the right direction with your HR technology?

HR tech is quite complicated - it isn’t a one-size-fits-all type of solution - so it is especially important to sift through the good and bad advice you receive and consider the following when choosing the right options for your company.

The Issue

What solution is right for your company? Don’t take advice from just anyone.

I’ve overheard one CEO say to another “this software worked great for us, it can work for you” – generally that is true – but not when it comes to HR technology. There are thousands of software options available in the market. Each differ according the market segment they serve (small, mid-size, or large employers) their core specialty (HRIS, Payroll, Benefits Admin, Time Keeping, and Talent Management) and their ability to support complexities around global employees, multi-FEIN, and employee benefit eligibility.

This is not a new problem; HR tech solutions have been in the market for years. ADP was founded in 1949 to help with payroll processing and remains today as one of the largest payroll providers in the US.

What has changed is that today’s employees judge an employer based on the efficiencies within their company and the technology tools they are provided.

The problem in the market today is that many companies purchased their HR technology years ago when their needs were very different. Add to that - many vendors have not kept up with the pace of technology and have a user interface that is dated or modules that are not integrated. This is not the case with every vendor, some of the newcomers have invested heavily in the front and back end and are not dealing with legacy platform issues.

What's The Risk?

If your organization selects the wrong system you will typically spend hundreds of thousands of dollars not only on the system but on training your team, and all the change management that comes with implementation of a new system. Take your time, outline your requirements, and make a thoughtful decision based not only on where you are today – but where you plan to be in the next 5-10 years. Be sure you and your HR Team really evaluate the vendors - do not take what they say and “sell” at face value.

Also, our more successful clients will create a culture of change management. This allows them to reevaulate their current systems and strategies based on specific business triggers such as:

  • Headcount growth
  • Financial results
  • Legislative changes
  • Specific timeline

These clients do not wait until they outgrow or “break” their current system. They identify their key pain points and immediately address them. HR tech vendors are constantly improving their products and adding new modules, they can even become more of a strategic partner than a vendor. We recommend having an annual evaluation with those vendor partners to ensure you are getting the most of their systems and relationship.

The strength of your system and engagement will attract the HR leaders you need for today and the employees you need for tomorrow.


This content was written and shared by guest blogger Jamie Hawkins.

HawkinsJamie Hawkins launched BTR in 2008 in response to market demand surrounding independent HR Technology consulting. She is the President and CEO of Benefit Technology Resources (BTR), the largest mid-market HR technology consulting firm in the United States. BTR has been instrumental in helping insurance brokers and consultants execute in this area, and helping employers identify how the technology of today can streamline the way they administer their entire HR “back-office” with unbiased advice and counsel. Jamie has 20 years of industry experience in the Benefits Administration and Human Capital Management space working with employers that have 50 - 20,000 employees. With over 450 HR Tech providers, BTR has the deep knowledge base to help employers identify and vet the solutions that best fit their needs, budget, and timing. Jamie also serves as the Technology Practice Leader for many nationally recognized insurance organizations and speaks on HR technology trends all over the country.

Connect with Jamie on LinkedIn and Twitter. Connect with BTR via their website, LinkedIn, Twitter, and Facebook.

Topics: Executive
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Gibson is a firm of advisors and consultants that help clients get to the proactive side of insurance. We specialize in working with companies looking to find their edge—where they are growing as an organization, differentiating themselves in the marketplace, and preparing for current and future risk. Together we will find the perfect combination of insurance and consulting.