As technology advances, you have to make sure that your team is well prepared for the change. According to recent statistics, more than 40% of the employers are now willing to spend money on tech & tools to revamp their administration and benefit enrollment processes for better productivity. Since your HR department is responsible for managing your entire workforce, and to help them overcome technical hurdles, it is very important for you to have a proper system for smooth and efficient administration and functioning.
But, incorporating HR tech. solutions is not an easy task it seems to be and proper knowledge and guidance are needed to avoid any unwanted clash between the user and service provider later on.
Choose Your Up-To-Date Broker!
Challenge: Many comprehensive and experienced brokers still work in an outdated and obsolete manner. Sometimes, they are not able to give the right guidance regarding the latest changes taking place in Affordable Care Act (ACA) mandates, Federal Rules or any other related provisions.
Solution: Again, it can only be done through your matter of choice. Do your work before making your mind. Look out for a broker who is very well aware of the changes happening in present laws and regulations. This will help you to stay compliant as well as choose the right services. Go for the list of satisfied as well as unhappy clients for a better decision. Also, make sure that your broker takes in use right tools and technology to help you stay compliant as well as updated.
Choose Your Service Provider Wisely!
Challenge: You and your broker have to choose not just a reasonable tech service provider, but also the one who can provide you the software that will take care of your present as well as future needs and requirements.
Solution: It’s your duty to scrutinize deep into the product qualities and ask questions to add an extra layer of clarity and thus reduce the potential ambiguity and regret. Go through their client’s list and gather the genuine feedbacks as much as possible. Also, go for the demo and ask for the trial.
Challenge: Keeping your employee sensitive information protected is always “a significant challenge”. As the technology expands within the organization, so as the privacy and security concerns. According to a recent report, only 9.3% of the tech solutions meet the definition of high security.
Solution: There are two phases of the solution to this problem:
1. Choose HR software which is high on security parameters and compare them in terms of features, and cost-effectiveness.
2. Provide employee training on how to keep secure data and prevent privacy breaches.
Think About The Future Scenarios Too!
Challenge: It can never be anticipated that when future trends become present needs, therefore, make sure that your chosen technology gives a room for scalability. Services like private benefits exchange might seem far post in today’s dynamics. But you never know when the trend will take a new turn.
Solution: It is very crucial to ask the basic- yet extremely important- question that whether the HR software is going to benefit your company in the coming future or not! Make sure your software is loaded with up-to-date technology. Look out for the features you think you might be required in the coming time.
Challenge: Tech providers do a lot of lip service before making the deal. But, once it’s done, there is quite a disappointment regarding the post-sale customer support services.
Solution: Check references and get to know what you are getting into. Have a contract signed for post-sale services to keep it as a proof. Go for the service provider that provides extraordinary customer support services.
Your responsibilities don’t end with the decision to incorporate tech tools in your human capital management department. There is more to it that begins with selecting the right broker and tech service provider and ends with assuring the impeccable support services. Above are the few challenges and their solutions that will help smoothen your technology incorporation process.