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HR party of one is brought to you by

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Bernie portal a human resources

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information system or hras is your

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Ultimate HR tool that streamlines your

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eats or employee facing administrative

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tasks so that you can focus on more

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strategic projects some HR professionals

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won't even consider joining an

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organization that doesn't have an H due

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to how integral it is to their success

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so why doesn't everyone have an HR

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technology solution picking out and

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setting up your new hris can be

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challenging organizations without an HR

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May hesitate to begin the process of

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acquiring one some implementations take

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months and then there's back and forth

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communication between you the software

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company and your broker however not all

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hr's are so difficult to implement some

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only take 3 days but before we dive into

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the details I want to discuss how to

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approach your organization's first

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implementation process so in this

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episode let's cover the PB&J method need

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to know terms what you do versus what

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the service team does structuring the

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implementation process and common HR

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implementation pain points let's get

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started the PB&J method you may remember

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this one from school the PB&J exercise

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is a critical thinking development task

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often used by Elementary School teachers

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the goal is to evaluate how detailed

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instructions must be to make a PB&J

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sandwich accurately often children may

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not consider all of the critical steps

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necessary like get out a butter knife to

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smooth peanut butter onto bread they may

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skip right into smearing the peanut

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butter onto the bread however more goes

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into a PB&J than you think about

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actively one redditor compared

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implementing an H to writing

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instructions on how to make a PB&J and

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that there are many Nuance steps that

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may not be obvious so that sounds

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daunting it's assumed that you get out

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the peanut butter so why must it be

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included in the instructions the purpose

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of the PB&J method which you should

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apply to your implementation process is

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to be as detail oriented as possible

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while missing one tiny thing may not

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result in a major failure or setback not

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all hris support teams will catch errors

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during their part of the process knowing

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what you must do and having a fully

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formed understanding of what you should

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get from the hris vendor is vital to a

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successful

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implementation so what should you do as

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an HR professional and what should the

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company providing the hris do for you

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need to know terms if you're thinking

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about implementing an H for the first

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time the volume of language and

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advertisements may seem overwhelming so

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so let's briefly Define the terms you

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may see tossed around most often

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buildout the process by which the

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software company broker or your own

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worker puts together the hris platform

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with your specified features in

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Workforce data this may require some

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coding depending on the hras you choose

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and the time to completion can vary

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between a few days to a few months order

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form the form you complete that defines

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the pieces of an H you want your

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headcount and other needed info to build

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out the platform to your specifications

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net promoter score The NPS is a metric

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consumers use to gauge their

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satisfaction with the service level they

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experience during an implementation

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process or for overall product use this

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score ranges from negative 100% to 100%

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anything between negative 100 and zero

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is categorized as needs Improvement 0 to

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30 is good 30 to 70 is great and 70 to

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100 is excellent most companies have an

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NPS score and they serve as a reliable

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metric to gauge customer satisfaction

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with a product or service for example

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Bernie Portal's NPS for the level of

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satisfaction employers have for our

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implementation process is

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78% account manager this person provides

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oneon-one help with your HRS needs they

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are specific to your vendor and should

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reply quickly to any of your emails they

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are who you will interact with once the

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H is in your hands if you come across

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any other terms that you'd like Clarity

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on head over to the HR party of one

4:37

community and post your question we will

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Define it for you and answer any other

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questions you have about HR and HRS

4:45

implementation I saved a link for you in

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the

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description what you do versus what the

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support team does your role is

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relatively simple invent en code the

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entire platform while increasing

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shareholder value I'm J

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all you need to do is provide the

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information you provide the information

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beforehand so employee records like pay

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rates and benefits packages are sent to

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your hr's service team or in some cases

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your account manager some hr's use

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Census records to populate your features

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with your employees details so the

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system is ready to go your account

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manager should know what features you

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have picked and be familiar with the

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necessary details about your

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organization so your part should be easy

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the HRS account manager should have all

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the work done ahead of time to make this

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process as smooth as possible all

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organizations have different needs so

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you may have to field a few phone calls

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to settle things before your hras is

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ready is natural to have questions too

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your account manager is an expert on all

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things concerning the hris and should be

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able to answer any questions you have

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during and after implementation once the

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system is ready to go your account

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manager manager will meet with you to

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review it this is to double check

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everything is running smoothly and as

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promised from your requested features to

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requested customizations this may differ

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depending on the hras you select

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structuring the implementation process

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so you know what your responsibilities

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are and those of your vendor now let's

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parse out how you can structure this

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into detailed defined tasks first let's

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break the implementation into three

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major parts s before during and after

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before the process begins you should

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consider the following review if certain

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features are priced per user do you need

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everyone on it or just certain subgroups

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what are the pricing options does this

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solutions scale to your growth how

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difficult is it to add employees to

6:50

certain features if needed what can you

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do or change in hres and what must you

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rely on your account manager to handle

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contracts who signs them what do they

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entail is there a set time your

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organization must use the software is

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the renewal process defined what are the

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payment options are there Clauses that

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cover what happens if the process is

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peppered with setbacks or unexpected

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changes timeline how long should the

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implementation process take is it the

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right time of year to adopt a system

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when considering factors like open

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enrollment or ACA compliance needs at

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what stage can you expect to review

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progress or receive updates when do you

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provide certain data sets if needed at

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what stage are you introduced to your

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account

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manager

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expectations when does your leadership

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anticipate having the solution in hand

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what sort of functionality are you

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promised what are your highest tier

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needs from your hras what metrics do you

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expect an HRS to improve what level of

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support do you expect from the service

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team during the buildout process during

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the process think about things like data

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what data do you need to collect to

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provide to the buildout team what should

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your broker provide so benefits are

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accurately accounted for what is the

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most secure way to send sensitive data

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organization your hris should allow

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explicit in specific subgrouping

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abilities what subgroups work best for

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your organizations needs exempt versus

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non-exempt based on state or something

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else what doc doents do you need to host

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in your compliance feature or benefits

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Administration feature is there an

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organizational chart to fill out access

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who has HR admin access to all features

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and information who can review PTO or

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time in attendance who is set as a

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manager or a direct report in the

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Performance Management feature do you

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want to enable all employees to see the

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grocery cart style benefits add-ons or

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similar information in other

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features communication is the vender

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responding to your inquiries are they

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sticking to their deadlines are you

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responding to their requests or

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questions promptly are they telling you

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about any setbacks or issues are you

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informing necessary parties about

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progress after the implementation

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process it's time to consider

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functionality does the HRS deliver what

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was promised is it simple to use or do

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you need training Can employees use it

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easily are there any unexpected bugs in

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the system

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correctness is all of the information in

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it correct are the people who are

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supposed to have admin access or

9:36

managerial access locked out is

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everything up to the standard you agreed

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upon did they stick to the predetermined

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timeline carrier Integrations are you

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able to maximize the use of the benefits

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Administration piece are the insurance

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carriers integrated into a billing

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system that reduces the risk of error

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final review have you filled out the

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survey on your service have you

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investigated other features and tools

10:02

you may be unfamiliar with can you

10:04

perform a cost analysis to present the

10:06

value the hras adds to your role are

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employees satisfied with their new

10:11

portal common HRS implementation pain

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points as with any software there are

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highs and there are lows so what pain

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points are common to hris systems many

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employees question the security of their

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hris with cyber crimes growing globally

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ensuring your work Force's data is

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protected is critical to your role

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Bernie portal provides multiactor

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authentication to increase security we

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also perform regular audits where we

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hire an outside company to attempt to

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hack into our system so we can evaluate

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our current security measures and make

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sure they hold up to scrutiny make sure

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your preferred HRS vendor is secure as

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some Industries require more stringent

10:54

levels of protection some even require

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cyber security Insurance another pain

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Point HR Pros may experience with an HRS

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is that they outgrow it if your solution

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doesn't scale to your org's growth then

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you're going to get stuck shedding it

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for a new one every so often I know

11:10

people say HR professionals are snakes

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but we truly aren't something else you

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may have gripes with is broken

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Integrations when HRS are built from a

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hodgepodge of different systems your

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employees collect usernames and

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passwords like trading cards they don't

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remember which ones go to portal and

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that frustration is directed towards you

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aim for an all-in-one solution with

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Native technology rather than software

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that bought a payroll system there added

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a Performance Management integration

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here you get what I mean additionally

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many hs's take weeks or even months to

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implement choose carefully if the

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timeline is a factor Bernie portal can

11:55

complete build outs within only three

11:57

days which draws many small to medium

11:59

sized employers interested in getting

12:01

their HR sooner much rather than later

12:04

and don't forget the most annoying

12:05

stressful paino of all poor customer

12:10

service when your account manager takes

12:12

days to respond to your high priority

12:14

needs what do you do hope that Nancy

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doesn't mind that her check is short

12:19

several hundred bucks pray Landon won't

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notice he can't see any of his benefit

12:24

elections that won't work for you and it

12:27

won't work for your Workforce your goal

12:29

is to improve the employee experience

12:32

and if you have a bad experience with

12:33

your hris then you know your own

12:36

organization is next up choosing the

12:38

right hras is critically important to

12:40

building Trust In Your Role the

12:42

implementation is just step one to how

12:44

it should work for you and not against

12:46

you for more information check out our

12:49

accredited Bernie U course hris

12:52

technology and tools for an hour and a

12:55

half Deep dive on all things HR

12:57

technology all link the free class in

13:00

the description for you remember your

13:03

role is as strategic as you make

13:06

it that's it for this episode subscribe

13:09

to our Channel and ring the bell to get

13:10

notifications about our newest episodes

13:12

which are released every Tuesday and

13:14

Thursday as always thanks for watching

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