Why You Need a Seamless Hiring, Payroll and Employee Benefits Platform

By Supriya Verma - Last Updated on September 30, 2021
Article is about Seamless Hiring, Payroll and Employee Benefits Platform

HR managers are Hassle-Free Hire to Retire Enablers, therefore equipping HR teams with seamless and easily accessible information all in one go improves response time, increases efficiency, and ensures regulated cost investment.

Answering phone calls, responding to emails, and updating spreadsheets may drain time and resources from essential HR activities. The HR activities that require more efficacy than deskwork include integrated HR practices such as

  • Effective HR and personnel management processes
  • Enhanced Benefits plans
  • Talent acquisition
  • Retain important employees
  • Improved payroll generation efficiency

Hence, a platform having seamlessly integrated HR technology solutions included in the HR ecosystem help the company increase HR productivity. Such platforms embedded with hiring, payroll, and employee benefit tools leverage processes that engage employees, control expenses, and decrease compliance risk by automating and simplifying administrative operations in human resource management and providing employee self-service (ESS) capabilities.

As per the recent report by Kronos and the American Payroll Association, 29% of firms(1) were using a payroll system ten years older when apple launched its first product while the concept of collaboration between data modules was evolving. Only one in ten people(2) (11%) use a solution released within the previous year, while nearly a quarter (27%) use a solution that is less than three years old.

Employee data that is scattered refrain the user from going ahead at work. Such disconnection between processes leads to human error during data entry and expensive technology to update a stand-alone system. They risk the system to unauthorized access and data processing issues.

Hence, businesses must concentrate on strategic HR by collaborating in the automation of most of the employee lifecycle procedures, from recruitment to retirement.

( Also Read: 25 Benefits of Employee Engagement That You Didn’t Know )

A comprehensive HR platform allows the HRs to quickly find and recruit the top individuals for the company. They could get onboard new hires seamlessly and set them up for onboarding through the comprehensive hiring platforms. They swiftly integrate the training process to make sure the company is up to date and compliant. These platforms keep the teams engaged and informed with announcements by using engagement. Integrated hiring, payroll, and employee benefits can provide employers with the resources to simplify the hiring process without skipping.

The following are the significant advantages of using a unified platform to manage employees from hire through retirement.

  1. Automate and Simplify Hiring Steps

    Taking the fierce competition for talent and the candidate’s expectations into account, it’s time to re-evaluate the hiring process.

    Hiring managers are under tremendous pressure to trace and employ the top candidates. The keywords that define an employer’s brand image are competency and accuracy, and if HR fails to achieve this insight, they eventually lose top talents. Therefore, businesses must prioritize integrating a seamless automated hiring strategy to attract and hire smart employees. HR teams experience trouble collaborating across distributed systems, comprehending data collection and analysis, and streamlining processes to reduce friction and increase outcomes.

    The hiring module in the hiring, payroll, and employee benefits platform enables posting job openings, keeping track of applicants, and recruiting using social media to set the stage and initiate the bias-free hiring process. The resultant of these processes is fed to the subsequent module that executes pre-screening of candidates, pre-employment evaluations, and scheduled interviews.

    These platforms further facilitate candidate development, background verification followed by re-discovery, and ranking of candidates. Such applications can acquire top talent ahead of the competition and increase productivity by bringing new workers on board sooner with faster-hiring processes.

  2. Encourage an Appealing Employee Experience

    There is no second opportunity when it comes to first impressions. Ensure that the new hires get off to a beautiful start right away.

    The next crucial step for strengthening the employer brand and hiring better prospects is optimizing the onboarding process through holistic hiring, payroll, and employee benefits platforms. The new employee should have a thorough knowledge of the company’s culture and values at the end of onboarding. Facilitate HR managers with completing the essential papers throughout the pre-onboarding phase.

    The platform enables pre-resumption on board by sending out offer letters and receive acceptance letters. Before the employees even walk through the door, get new hires on the right trail. Track the onboarding progress by looking at the proportion of the onboarding activities that have been completed. Create and customize company templates with a collection of activities customized to a group of new hires.

    The espousal of platforms gives HR managers plenty of time because they may be finishing up each task at their priority. The platform simplifies filling out direct deposit information for automated payment, signing the employee handbook, completing tax forms, and filling out benefits paperwork. It also provides information sharing with employees before the first day, which might assist keep them engaged in the lead-up to the start date and save the stress of spending hours on the first day in the HR office filling out printed paperwork.

    A disjointed payroll, benefits, and time and attendance platform on numerous systems may cause employees to become dissatisfied and look for alternative employment possibilities. The correct hiring, payroll, and employee benefits provider can streamline HR operations, keeping employees engaged and freeing up time to focus on their daily tasks.

  3. Save Investments on Resources, Money, and Time

    Data redundancy and repetitive labor result from a disconnected and stand-alone system with dispersed databases and no employee ID shared as primary or reference key, which costs time, money, and resources. HR teams can benefit from a well-structured platform with a central data repository that establishes relationships and dependencies across modules.

    The platform empowers the HRs to establish co-relation between the employee profile, their respective attendance, payment, leave, insurance, tax benefits, and another aspect with one Employee ID. Therefore, a seamless platform enables swift transition between the HR modules, resulting in the quick execution of HR procedures. The inference drawn from the connecting the dots facilitates quick decisions.

    HR processes become cumbersome due to multiple manual updates and the lack of coordinated HR systems.  Eventually, these manual activities become uninteresting. Companies may reduce manual tasks by working with a seamless hiring, payroll, and benefits provider rather than using disparate systems for your HR needs.

  4. Cut Expenses on Errors and Malfunctions

    Timekeeping anomalies, attendance issues, profile errors, and payroll inaccuracies of any type cost a company money, both directly and indirectly. The cost is usually at least twofold because the mistake itself carries a monetary penalty in addition to the time and money required to rectify it. Compliance concerns, employee dissatisfaction, and financial loss are all penalties for such errors.

    As a result, it’s critical to avoid any financial or time booking errors and strive for perfect accuracy.

    However, manually updating employee benefits, payroll, and other information across many systems exposes HR to the potential of human error.

    Many activities on the HR side of the organization can be reduced by working with a seamless hiring, payroll, and employee benefits provider, avoiding costly errors.

Final Thought

The most significant difference from its independently and proprietary produced predecessors is linking its financial and human resource modules through a single database, which makes this software program both rigid and adaptable. Compliance with federal and state legislation, streamlined recruiting and selection procedures, and the production and analysis of data and reports for internal and external use are advantages of a unified platform for hiring, payroll, and employee benefits. It also provides information accuracy, the capacity to conduct HR audits using any combination of parameters, and an employee self-service portal where employees and managers can quickly find answers and information without the need for HR.

Following are the HR suites that help companies mitigate errors and optimize HR processes.

  • Remote(3) is a complete HR solution designed for global workforces that allows organizations of all sizes to onboard, pay, and manage remote employees from anywhere.
  • The ADP Workforce(4) Solution is designed for companies with more than 50 employees that want to simplify their HR processes. The payroll and tax filing process, performance management, compensation management, talent acquisition, time and labor management, benefits administration, analytics, and more are available with ADP Workforce Now.

The comprehensive platforms are meticulously developed to guarantee success. The cutting-edge hiring expertise combines with cutting-edge technology to revolutionize the business outcomes and create the most engaged, qualified, and diverse workforce possible. The All-in-one digital platform of HR management gives the capacity to recruit, develop, and engage outstanding talent.

Supriya Verma | Supriya Verma is a content writer focused on developing articles and blogs for media organizations. Her work profile includes multiple roles and responsibilities that revolve around her academics, including a Master’s degree in computer management and a PG Diploma in HR Management. She has 15 years of experience in IT services and content creation.

Supriya Verma | Supriya Verma is a content writer focused on developing articles and blogs for media organizations. Her work profile includes multiple roles and re...


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