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What to Look For in Your Human Resources Business Solution

Human Resources continues to be one of the most essential departments in the business world. Without it, your employees wouldn’t have access to the proper tools they need to stay successful.

This is why your HR department needs smart business solutions to keep the workforce thriving. With the right technologies, your HR can help prevent turnover and create more engagement among employees.

However, if you feel like your HR team has slipped behind technologically, take a look at some key things to look for as major solutions.

Verification of Employment Solution

One essential task HR takes on is verification of employment. This also usually involves income requests, requiring considerable organization based on the complex data involved. You need top-tier tech solutions to organize it all, plus keep all that sensitive information safe.

Many companies outsource this task to third-party companies. Not all companies do a good job, especially if not more focused on comprehensive HR technology.

Your best solution is going through VeriSafeJobs, offered through Quentelle, and bringing more superior reporting capability to your operations. The use of VeriSafeJobs lets you enjoy advanced metrics, so all employment verifications are thorough. A smart and simple user experience also helps with learning curves.

It’s also worth noting that VeriSafeJobs has unmatched client support, so your HR team gets questions answered fast. Privacy is taken seriously with FCRA compliance.

Simplify Unemployment Claims

Your HR group already knows the complexity of dealing with unemployment claims through your employees. The process was once very protracted, leading to possibly exhausted HR workers keeping up the pace. Most of this resulted from adhering to filing deadlines, creating issues when sending claims by regular mail.

Now you can simplify it by using ValeU NSN, a partnering company with Quentelle. This works by digitizing the entire unemployment claims process. Your company should be able to send these claims electronically, so you never miss deadlines.

The result of this is getting a week’s head-start on claims, so they’re filed sooner. Response times are ultimately faster as a result.

ValeU NSN is made for Fortune 100 companies, though any-sized company finds benefits using this solution. Implementation should also be simplified when you work with the right consultant.

Reduce Unemployment Tax Complications

Your HR department probably wouldn’t argue that dealing with unemployment taxes is one of the most complex tasks they’ve ever done. A considerable burden here is the overly complicated tax rules in each state, usually creating inaccurate data.

Our partnership with ValeU Group provides more accurate figures, so you never have to worry about tax penalties again. The benefit here is Vale U Group has more extensive knowledge of state tax rates, hence having a real unemployment tax expert in your corner.

Expect them to hunt vigorously for errors and provide the most accurate reports. These are real state tax experts who work as outsourced advisors.

Working with them, you’re guaranteed accurate unemployment tax information. Plus, you gain a dependable consultancy team on all other tax matters.

Simplify Your WOTC Program

Taking advantage of tax credits is no doubt a vital part of your business. A WOTC program is beneficial not only for you but to those you hire who have barriers to employment.

Otherwise known as Point-of-Hire tax credits, getting WOTC set up can take a lot of time for your HR team. Much of this is the pre-screening process, not including waiting to sign the 8850 form.

Our partnership with Walton gives you access to quality tax credit experts who can save you more than if letting HR handle it. Walton simplifies the process by sending digital questionnaires your employees fill out. Based on their answers, Walton finds ways to bring double the savings possibly. 

Now you can speed up the eligibility pre-screening, plus get help with other tax credits you overlooked. Read about how our partnership with Walton saved a national grocery chain double the amount from what they initially thought.

Improve Your HR Analytics

Your HR staff likely already use analytics of some sort, but how detailed are they? Not all analytic programs are great at providing the granular information HR employees need to help other company employees. When HR doesn’t see the whole picture of what’s going on, it only frustrates those they’re trying to help.

Our HR analytics engine keeps your HR workers in the know. It all starts with tapping into big data and organizing it in the most efficient ways. You can expect to bring more optimal employee performance using a better approach to big data.

Improving this further focuses on utilizing artificial intelligence to compile all the large amounts of data coming in. AI has truly advanced tenfold from just a few years ago. Now it can help organize metrics in a truly more intelligent way. Best of all, AI scopes out business trends you probably can’t see without more help.

Rounding this out is our metrics platform is fully integrated into the HR solutions suite. This enables your HR team to access all data from one source rather than from disparate data silos. Accessing information all in one place makes for more productive HR workers rather than add to their stress.

Bring a Digital Transformation to Your HR Department

Based on the above tools, you can see that a digital transformation must keep up with business challenges in today’s times. HR duties are far more complex today than a decade ago. 

Finding the right technology is the biggest hurdle. Another challenge is finding tools that integrate, so HR workers don’t have to search from multiple sources to answer critical questions.

We take technology seriously at Quentelle, where our sophisticated big data program is now renowned worldwide. Through that, we’ve incorporated AI and other emerging technologies to help advance companies to new plateaus.

Customizing is also at the center of our mission since every company’s HR department is different.

Contact us to learn more about how we can improve your HR team’s work by scheduling a demo.

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Faster, Safer and More Efficient: The Important Benefits of Cloud-Based Business Technology Platforms

More and more businesses are switching to cloud-based software partners to better manage their HR, payroll, taxes, and other critical aspects of their corporate infrastructure. In fact, the market size for cloud-based technology platforms and universal data integration is growing at unprecedented rates, with the industry set to more than double by the year 2025. 

The key factors driving this rapid transformation are the numerous benefits — for both the business and the employees — that come with implementing a cloud-based platform. Whether you’re a CHRO or CFO, understanding these critical advantages can help you to determine better when, not if, your company should make the transition.

Human Resources Management Systems For the Modern Business: What Is Cloud-Based Technology for Operations Management and Human Resources?

Over the last few decades, best practices for managing day-to-day business operations — from human resource issues like employee screening to payroll tasks like employment verification requests — have evolved considerably. 

Gone are the rooms filled with boxes, the filing cabinets stuffed with employee files, and the stacks of forms that need to be filled out manually. 

Yet, many companies are still using fragmented software ecosystems: One platform for unemployment tax planning. Another service for managing employee screenings. A separate tool for cybersecurity (approximately 80% of businesses have suffered a cybersecurity incident in the past 12 months, warns Security Magazine). And so on and so forth.

Cloud-based technology platforms combine all these aspects of your business into one system, creating a more holistic approach to data integration. When you transition your business operations and software to a single unified cloud-based approach, you and your staff have a single point of reference for all your essential business management tasks. 

And because it lives in the cloud (i.e., a secure, protected off-site server instead of a local, physical hard drive in your office), keeping different files and data updated and secure across teams, departments and locations are effortless. 

This can create several specific benefits for your organization, no matter your industry or niche.

The 5 Benefits of Cloud-Based Technology Platforms for Today’s Modern Corporations

1. Improved Efficiency

When your data is combined on the cloud, your team no longer has to shuffle through reams of paperwork, chase down the latest version of an employee file, or ask different departments what the status is on a tax document. 

Instead, everything is accessible on-demand to those who need it:

  • Data is updated instantaneously.
  • Files and information are accessible anywhere and at any time.
  • Paperwork, such as tax documents or payroll records, can go entirely paperless for improved employee productivity.

If another employee needs to see a file or a different department is auditing something, those involved can rest assured that what they’re seeing is current and up-to-date.

This enhanced efficiency can lead to:

  • Improved employee morale
  • A reduction in costly errors
  • Enhanced productivity so your team can focus on more important work.
  • Cost savings across the board

2. Plug-and-Play Scalability

With a unified approach to data integration, apps and services can integrate directly into your cloud-based platform to meet your business’ growing needs. You can finally say goodbye to dreaded IT questions about software installations, updating a version of a specific tool, different departments using incompatible systems, etc. 

Take employment verifications as one example. As your business expands, your team will steadily become inundated with more paperwork regarding employment verification. 

In one Quentelle case study, a payroll director at one Fortune 500 said their staff was spending a “vast amount of time dealing with verifications each year.” With a cloud-based platform, this company was able to integrate quickly with a cloud-based employment verification provider. Within a year, the case study client saved thousands of hours of employee time.

3. Faster Innovation

Continuous software licensing and technology upgrades can be costly, yet ignoring updates can leave your business open to security threats or locked out of innovative new features. 

A unified, cloud-based platform ensures upgrades and deployment of said updates can be instantaneously and conveniently rolled out across the board, helping your business better adapt to a continually changing environment.

4. Increased Security

According to Security Magazine, nearly four out of 10 C-level executives said that cybersecurity problems negatively impacted their company’s ability to attract new customers.

Local servers and drives need constant patches, updates, and maintenance to protect your team’s data and customers’ information. But it’s not just about malicious viruses or unscrupulous hackers. Security threats can even come down to human error: 

  • A shared computer where an employee forgets to log out of something
  • Someone is accidentally deleting important data.
  • A power outage that wipes out your computers

Cloud-based computing with the proper cybersecurity best practices and protocols offer:

  • Constant data backups 24/7/365 security monitoring and network management support 
  • Disaster recovery and backup 
  • Audits and assessments to identify potential risks to your business
  • And more

5. Smart and Savvy HR Insights

The wisest business decisions are built off of smart, strategic business data. Yet, in traditional non-cloud environments, data lives on so many different systems that it can be challenging to decipher the right approach to a problem or situation. 

The best cloud-based platforms for HR and payroll professionals offer predictive analytics using artificial intelligence. Because all the data is unified in one system, the AI can provide powerful insights to drive the boardroom’s decision-making processes.  For instance, Quentelle’s cloud-based platform has built-in AI that compiles and analyzes your data to help you to spot trends and patterns to improve operational effectiveness. 

Is Your Business Ready to Access These Benefits?

At Quentelle, technology and innovation are our team’s passion. Our cloud-based platform offers you a secure and convenient approach to unified data integration. Our proven solutions powered by advanced technology include:

  • Unemployment management claims 
  • Tax planning 
  • Point-of-hire tax credits 
  • HR analytics 
  • Cybersecurity 
  • Employment verification 
  • And more!

We’ve worked with everyone from small businesses to global conglomerates to transition their teams to cloud-based platforms. And we would love to work with you. To learn more about the benefits that cloud-based technology platforms can bring to your company, schedule a demo today!

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Human Resources Analytics: Important Metrics to Monitor

Understanding your HR data is important, especially if you have a larger number of employees. As employees come and go, it’s easy to lose track of why employees might leave and thus what you can do to reduce turnover. It can also be easy to lose track of other key metrics, such as job details.

So, what kind of HR metrics should you be monitoring, and how do you overcome the obstacles to proper analysis?

Obstacles to HR Analysis

The largest obstacle to proper analysis of HR data is that the data itself is often piecemeal and stored and maintained in multiple places. In many cases only partial data is stored. For example, separation reasons, which can be important for monitoring turnover, might just be filed in old employee files and forgotten unless the person applies to be rehired.

Other obstacles include a lack of understanding of the right questions that need to be asked, lack of a strategic plan, and lack of a “business case” to put the effort into this kind of monitoring.

What Metrics Should You be Monitoring?

Commonly, when people start using metrics for HR, they focus on employee performance. While this is useful for individual employees and for determining who should be promoted (or in extreme cases, terminated), employee performance is far from the only key indicator and might even be less important than others.

Here are some other metrics that you should consider:

  1. Retention. 

    How long do your employees stay in their positions? Is there a falling off after a certain length of time? Do you find employees are more inclined to quit at certain times of year (this could indicate a workload imbalance a bit before that time that is causing people to shop their resumes?

  2. Turnover. 

    How many positions do you need to fill in any given year? Where are they? Is turnover higher in certain departments?

  3. Separation reasons.

    This ties into both, but by keeping broad categories of separation reason in your main database you can get an understanding of why you are losing employees. Is it that you aren’t giving enough opportunities for advancement beyond a certain point? Are people leaving because their commute sucks and, if so, is there anything you can do to reduce the pain, such as putting in bike sheds?

  4. Job statistics. 

    Exactly what are people being paid in different positions is a key metric as it allows you to make sure you are compensating fairly. Keeping good statistics on every position in your company allows you to ensure that you are not disadvantaging certain employees, that you are competing well with other companies for talent, etc.

  5. Headcounts. 

    How many people do you have in each position, and how has it changed over time? This helps you spot over- and understaffing. (Turnover can also indicate this, as people are likely to leave if they are overworked, but also if they are bored). Headcounts are also essential for compliance.

Let’s talk a bit more about how these are important.

Turnover

Your general goal as an employer should be to keep turnover down. Training and onboarding new employees is costly in both time and money. New employees are also more likely to make expensive mistakes or upset your customers.

Keeping turnover down is thus vitally important to your business. This means keeping track of when and why employees leave your company. For example, if you have a really busy month and discover that staff tend to be more likely to leave right after it, this might indicate that people are exhausted and overwhelmed. You might save money in the long run by hiring temporary employees to take on some of the load.

If you have high turnover in a specific department, this could indicate everything from a bad supervisor to working conditions that are proving to be a problem. It can also indicate that salaries are not up to industry standard. This allows you to investigate, talk to employees, and see what you can improve.

Keeping track of separation reasons can also help reduce turnover and identify issues. In some cases, a separation is due to nothing you did (perhaps the employee is moving closer to their elderly parents). But in others there is an identifiable reason, such as conflict with a supervisor or coworker, an issue with the office, or pay.

Retention

The other side of turnover is retention. Knowing how long employees typically spend in a given position can help you plan both to improve retention and to predict hiring needs.

Knowing why people leave is important, but so is knowing why they stay. Data on why an employee chooses to remain can be collected during performance reviews. This can help with hiring (by helping you choose people who fit the company culture) and with spotting those likely to be long haulers. It can also help you extend policies that are helping retention.

Some employees are always going to be a bad fit, and while the ideal is to spot them before you hire them, this does not always work. Good retention metrics can really help, though.

Job Statistics

While turnover and retention are the most important metrics to track, you also need to look at other job statistics. First of all, you need to make sure that your hiring policies don’t look like you are favoring certain demographics. You also need to make sure that the salaries you offer are appropriate and competitive (which also means tracking metrics such as the local cost of living).

Keeping detailed records of each job helps you identify traits useful in hiring, improves your training programs, and allows you to improve in areas that help you attract and retain the talent you need.

Headcounts

If you have a lot of employees, headcounts become essential. This metric tracks the number of full and part time employees you have, as well as exempt vs. non-exempt and demographics.

As with job statistics, headcounts can tell you if you are hiring an appropriately diverse workforce. They also help make sure that you don’t misclassify an employee and get into trouble under Federal labor laws.

Keeping track of all of these HR metrics is a challenge, and many companies fall short. Quentelle’s award winning platform delivers HR solutions that can help you track and analyze these vital HR metrics, among many other things. Contact us to find out more and book a demo.

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