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HR Technology Provider

3 Benefits of Partnering With a Proven HR Technology Provider

Human Resource outsourcing comes in all shapes and sizes, but can be one of the most powerful changes to optimize and safeguard your business. What we’re specifically talking about isn’t full outsourcing, but rather offloading the challenging portions of the human resources (HR) department with software. By partnering with the right HR technology provider, you’re equipping your HR department with the tools they need to function at their very best. However, when choosing an HR service provider, not all are created equally. Here at Quentelle, we have an incredible all-in-one HR software solution that can change the way you do business in many ways– here are just a few of the benefits.

Benefits of Using HR Services Companies

Again, we’re not talking about full human resources outsourcing, but outsourcing the painful, often mundane busywork of how the HR department functions. When you allow your staff to use their HR expertise on improving and optimizing how your business runs, everyone benefits. Here are just some of the high-level benefits you’ll experience when you partner with the best HR outsourcing services available, Quentelle.

1. Empower Yourself to Make Decisions

When you use a proven technology provider such as Quentelle as your internal human resources software, you’re going to put yourself in a position to see many facets of your business in one place. Our platform leverages artificial intelligence (AI) to compile, query, and analyze large amounts of data and uncover trends and patterns. When you’re able to see and manage employment verification, point-of-hire tax credits, unemployment claims, and unemployment tax planning in one place, you’re going to be in a position to plan well, save money, and be at the apex of risk management.

2. Optimize Your HR Workflow

Any small business has an HR team that is constantly busy. Payroll and tax administration, payroll processing, keeping up on regulatory and legal changes, and helping employees with their needs are all integral parts of keeping your company running smoothly. The last thing you want to do is keep your HR team busy keeping track of their HR responsibilities in various methods on different platforms. When you have human resources outsourcing services like our software suite, your valuable employees can focus on the HR processes that need their attention most.

3. A Better Employee Experience

Not only will a proven HR technology partner help your human resources team, but it will also directly provide employee benefits. Our software suite will allow your employees to handle many of their own personal human resources tasks. And when employee self-service is an option, it’s more convenient and quicker for everyone involved.

Quentelle is the Best HR Service Company

Many of the existing HR outsourcing services are scattered throughout various websites and programs, and they can be cumbersome to use well.

When you choose to partner with our team here at Quentelle, you’re choosing the superior alternative to other, more traditional HR service bundles. , We believe in what we call the “power of one,” which for your business means one contract, one platform, on payroll file, and of course, the absolute gold standard when it comes to collaborative service providers.

Let us show you how we handle HR outsourcing differently by empowering your team. If you’re ready to experience one suite of proven solutions and protect yourself from cybercrime, let’s talk.

Our software is smart and simple and can provide you with the best HR services available. Schedule a demo today by filling out a form, or giving us a call.

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things to consider when selecting hr bundle

Important Things To Consider When Selecting An HR Services Bundle

Human Resources departments are known to wear many hats and they are responsible for handling sensitive information on a daily basis. In addition to staffing, employee relations, and payroll, HR is also responsible for administering:

  • Point-of-Hire Tax Credit
  • Verification of Employment and Income
  • Unemployment Claims

As you can see, this is a lot to juggle. So, if you’re wondering if there is a solution that can make these tasks easier and simpler, the answer is YES. Implementing an HR Solutions bundle into your business can help expedite these tasks with ease, saving you time and valuable resources.


The inefficiencies of continuing to implement outdated and manual HR administrative processes comes with a set of redundancies and risk exposures that will cost you time and money. Think of the additional things your HR team can focus on if only these tasks were automated. An HR Bundle delivers you one platform to manage all these tasks with ease.

Tools That Make it Easy

A common mistake that companies make is implementing a number of tools that do not work well together. Instead of saving time, this wastes time as people will be trying to figure out what goes where and where the information they need can be found. Not only will all of these different software systems use up valuable time, but they can also come at very high costs. Each of these systems has a pretty high price tag attached, and when you add this all up, your company can be losing money. Instead, try using an HR Bundle that integrates all of these systems seamlessly.

Data Source in One Place

One of the key benefits of implementing an HR Bundle into your workflow is that all of the data that you need can be found in one place. As such, you can automate employment verifications while keeping employee data secure. Analyzing the data will also give you valuable insights into trends for you to make informed decisions.

Quentelle Has Your HR Solutions

You do not have to look far for a proven HR Bundle. Quentelle delivers a best-in-class, award-winning HR software suite. We integrate with your process seamlessly and have made it simple to use. Contact us online or call us at 888-565-5515 to get started today.

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HR software for small business

4 Signs You Need HR Software for Your Small Business

Your company can be extremely organized and efficient for its size. But, if you’re not using software to manage your Human Resource processes, you’re missing out on opportunities for streamlining and automation. The fact is that many businesses large and small have grown into the HR processes that they have been using over time. Continuing to rely on outdated systems can prove to be detrimental to the business over time. Think about all of the other things in your business that are software-driven or automated. In this article, we’ll cover the most important signs that you need an HR software for your small business.

1. Inaccuracies That Can Cost You

Regulations, laws, and guidelines can change rapidly and frequently. And, if you’re handling all of your HR needs manually, this can be challenging to keep up with. Your HR department is likely already staying busy with their daily and weekly tasks. Of course, it can be virtually impossible to stay informed and up-to-date on compliance. Compliance and regulatory issues are costly mistakes that are avoidable with HR software. Additionally, when you’re using HR software, you’re increasing the chances that your data will be accurate and consistent.

2. Human Resources Staff Being Overburdened

When you’re not using HR software to manage your human resources department, you’re forcing your employees to handle tasks that can be repetitive and feel menial — even though they’re necessary. If your HR staff seems like they’re constantly trying to keep their head above water with their workload, you should consider HR software. Much of the menial work can be automated so your employees can focus on what is truly valuable: meaningful contributions to your company’s HR processes and operations.

3. You’re Still Not Paperless

This is one of the biggest and most compelling reasons to consider HR software for your company, no matter the size. When your team is wading through stacks of paper to handle things like payroll, benefit specifics, and performance reviews, the amount of efficiency lost is staggering. And we want to make it known that going paperless the right way matters; don’t switch to the wrong software that will be just as much work as pushing paper.

4. Poorly-Managed Data

Remember that when you’re not using the proper software for your HR needs, you’re risking the security of your information. When you choose to store sensitive information of your employees and other facets of the company in Excel spreadsheets, on hard drives, and in other locations that are not secure, you’re putting your entire company at risk of a cyber attack. With a simple, best-in-class software solution you’ll get the security you need for your business’s HR information.

HR Software For Small Business

Quentelle’s ForeSite is the answer you’re looking for. We’re the industry-leading, award-winning innovators that can provide your small business with best-in-class HR software unlike any other.

Smart and simple, we’ll help you where it matters. Schedule a demo today!

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HR bundle

3 Ways an HR Bundle Can Save Time & Money

There are many facets to any company’s human resources solution. The HR department is responsible for some of the most sensitive and crucial tasks within a business. Without functions such as recruiting, hiring, onboarding, training, and administering employee benefits, a company simply cannot function. Certainly, an HR bundle can help a lot!

So it’s time to take a good, honest look at your current HR process and ask yourself if it’s as streamlined and cost-effective as possible. Sadly, for many companies, the honest answer to that question is, “no.”

But in this article, we’re going to show you just some of the ways that an HR bundle can save your company time and money.

1. Automating Menial Tasks

Many HR departments are using antiquated methods to function, so they’re bogged down with redundancy and the need to consistently repeat menial tasks. Most companies are losing money in several ways due to this inefficiency.  Consider that you’re paying valuable employees to complete tasks that aren’t adding value to your company, and are repetitive and tedious. When you automate menial tasks, your HR employees have more time to bring true value to the company.

In the era we’re in, you’d be stunned at how much of the HR bundle can be streamlined through automation.

2. Use Tools That Make the Job Easier

Sometimes an over-abundance of too many “helpful tools” that all function separately is actually more trouble than good. Many HR departments are using a totally different piece of software for each of their primary tasks. When this is the case, it can create an overabundance of manual work. When software systems don’t automatically integrate, it’s a huge waste of time and often large price tags for each of the various tools that end up making the job less efficient and more expensive.

Stop wasting time switching between HR systems that have limited integration capabilities.

When you have a single, streamlined HR bundle, you’re able to save time and money. By having a single award-winning HR platform, Quentelle eliminates the cumbersome need for multiple, different software solutions.

3. One Data Source is Key 

When you’re able to solidify all of your HR data so that it’s coming from one source, the benefits are many. You’ll be able to improve reporting capability and improve data consistency across the board. Additionally, you’ll have fewer errors in things like benefits and payroll. One data source will allow you to have employee data in one place for simple access, and give you the ability to transmit a single payroll file. All of these things will eliminate inaccuracies and help you save money and time by spotting trends and making informed decisions.

Quentelle’s ForeSite Will Save You Time and Money

We have an award-winning, best-in-class HR software suite that will change the way that your company functions. Our advanced technology integrates with your processes seamlessly, and best of all will feel intuitive and simple to use.

Let us show you how we can save you time and money. Schedule a demo today.

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Two businesspeople shaking hands and smiling.

10 Things to Consider When Putting Together Your HR Policies, Procedures & Practices

A company’s Human Resource policies define the inner workings of the business. After all, HR is the interface between the corporation and the people. Your Human Resource policies shape employee experience by defining the regulations that they work within. If HR establishes a dress code, that dress code essentially creates the clothing experience for every employee on the clock, which can entail employees’ comfort levels along with your business’s level of professionalism and formality. When HR defines vacation and leave policies, this shapes when and how employees can take time off. However, it’s not all vacations and uniforms. Human Resources runs far deeper into payroll, regulations, and equal opportunity treatment inside the workplace.

Each complete set of HR policies must include all required regulations, meet acceptable labor standards, and help the workflow run like a well-oiled machine. Even a few minor mistakes can result in lost team members and even legal trouble in the future, so it’s vital that everything is carefully considered as you construct these important central documents. So what should you keep in mind when building your HR policies, procedures, and practices? Let’s dive into the top ten considerations for a new HR stack.


1) Catalog Your Regulation Requirements

Mandatory HR policies are defined by regulations and labor laws. The first step in putting together HR policies is to know what is required by law or industry regulations to be included. This includes all legally mandated HR policies and the proper ways to handle any situation the policies may relate to. Document every mandatory policy and every regulation that influences your policies so that all the required work is laid out at the start. Use this as your launching point and a reference to ensure your final documents are fully compliant with legal and industry codes.


2) Reflect and Guide Daily Work Experiences

HR policies often miss the mark when it comes to directly helping employees. HR policies should be built to reflect and guide the real-world daily workflow of your teams. A policy may require all tools to be returned to individual cases, but the workflow involves a pegboard where tools are usually hung. Be certain that any HR policies you write can be applied in the actual workflows of company teams. Either refrain from unnecessary detail where you’re unsure about the workflow or be prepared for more flexible policies as workflows naturally adapt and change.


3) Correctly Handle Injuries and Incidents

What happens when an employee sustains an injury or is involved in an incident with a coworker? These are two situations where your HR policies are absolutely vital, and many fall short. Prepare your HR policies to swiftly and correctly deal with injury reports, leave, and worker’s compensation claims without creating trouble among working teams. Put in place fair fact-checking and out-of-sight reprimands where necessary. Likewise, have a fast and quiet reporting system ready for coworker conflicts and prepare your policies to safely resolve issues or quickly separate coworkers who can’t resolve their issues.


4) Every Policy Must Make a Balanced Impact

When it comes to fair labor and equal opportunity, HR plays a central role. Ensure that each of the policies you write, and the way you write them, impacts the entire workforce evenly. More importantly, make sure no policy unevenly impacts one or more demographics on the team. For example, now outdated dress codes once unfairly targeted women for dress restrictions and appearance expectations. Some policies might unfairly impact parents or religions that worship on Saturday. Be very careful so that your policies are even-handed for every lifestyle, gender, culture, and creed.


5) Include Policies for Remote and Hybrid Teams

It’s a bright new world in the post-pandemic industry, and one of the most significant changes is remote work. Companies across the globe have accepted hybrid and remote teams when off-site work was once thought impossible. Whether you are writing policies for a new company or overhauling your old HR policies, be sure to include details for your remote workers and hybrid teams.

Remote work policies will vary because teams are not in the office, don’t see their superior in person, and never have to refill the break room coffee pot. Hybrid teams will need careful management because they blend in-office policies with regular remote work flexibility.


6) Alternate or Neutralize Pronouns

Should your handbook default to “He,” “She,” or “They” when it comes to passive pronouns? You will need examples and the occasional pronoun to articulate your policies. The answer is either alternation or neutrality (or both). Alternating pronouns switches between he/him/ and she/her for pronouns. Many textbooks over the decades have used this trick to keep the subject matter both engaging and overall gender-neutral.

If you prefer, however, you can also rely on the safe, neutral pronoun of they/them at any time, and sometimes this is the best approach for fully neutral policy statements. Alternation is best when giving examples.


7) Prioritize Timeless Statements – Use Terms That Won’t Become Outdated

An employee handbook can become outdated with surprising speed. Write your HR policies to be as ‘timeless’ as possible. Refer to titles instead of names. Keep dates and ‘this year/last year’ references out of your copy. Avoid policies that might be quickly outdated or go into too much detail on things that can easily change in the near future. The last thing you want is for your handbook to be a snapshot into working life in 2022 and need re-writing by 2023.


8) Prepared for Diverse Handicap Accommodation

HR is responsible for assisting disabled employees in finding accommodation. Sometimes this means ordering the special chair or authorizing the purchase of specialized software. However, not all HR teams (and their policies) have a great track record with willing, helpful, and successful accommodation. So aim for the opposite. Strive to write your HR policies to be the most beneficial and prepared to help employees with any handicap accommodations they require.

Remember, when writing your policy, that handicaps come in all forms; from poor eyesight to motor control issues or problems with physical stamina. Another instance could be an auditory processing handicap. Employees might need software, tools, chairs, ramps, or just access to a quiet room. Your policies should never focus just on physical handicaps or those most easily understood. Accommodation comes in many forms, and flexible accessibility is key.


9) HR Policies Concerning Cybersecurity

Don’t forget cybersecurity in your HR policy documentation. Today, security measures are something that every employee needs to take, even entry-level associates. Work with your IT team to determine the best cybersecurity code of conduct and policies to help teams maintain their own cybersecurity through device maintenance, workstation access, and more. This is especially important if you give employees devices or allow personal devices to be used for work. Your IT team will have more insights on the right cybersecurity policies to make an HR matter and the proper remedies should issues arise.


10) Allow and Prepare for Exceptions to the Rules

Finally, be ready for exceptions. Throughout your policies, leave room for people and situations that don’t fit the mold. HR isn’t about rigid, unbending policies because humans aren’t rigid and unbending. Sometimes, you will need to let someone take a leave day without filling out the paperwork or to start work without the usual two-week waiting period. Use statements like ‘generally’ instead of ‘always’ and ‘avoid’ instead of ‘never’ so that future enforcement of your policies remains flexible instead of becoming rigid.


Putting Together Your HR Policies the Right Way

Human Resource policies aren’t just the rules that everyone behaves by. HR policies define your internal company culture and how employee assets are managed. HR includes payroll, regulations, equal opportunity employment, and there can also be serious consequences if your HR documents are constructed without all these necessary considerations. 

Fortunately, with foresight and the expertise of a skilled HR team, your new policies can define a company culture that runs smoothly and supports your employees in all the ways that matter. Contact us today to consult on your plans for your HR policies, procedures, and practices and how you can build and manage them the best way possible.

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