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This is the third and final blog in the series – HRMS ERP Application Key Selection Considerations. In this blog I will include some additional functional aspects that should be included in your selection criteria evaluation for your organization’s next (or first) HRMS ERP application.
Of course, this is not an extensive list – my organization has over 800 key factors that we utilized to determine exactly what requirements are critical to your organization. Hopefully, this summary as well as the items in Part 1 and Part 2, will assist you in ensuring that your organization is on the right track as you make this critical decision. Let’s begin by reviewing:
Benefits Administration
Provides total integration between benefits and payroll including other payroll vendors
Maintain calculations and limits in compliance with federal legislation
Assigns different benefit packages to different groups of employees based on eligibility rules
Establishes benefit/deduction plans with multiple types and options
Supports effective dated:
Benefit/deduction plans
Employee benefit/deduction plan enrollment
Employer benefit/deduction plan enrollment
Updates benefit/deduction plans based on employee status change
Automatically enrolls employees in required plans
Automatically cancels specified employee benefits upon termination
Tracks and maintains information for dependents and beneficiaries
Supports “catch up” contributions on deferred compensation plans
Supports multiple types of life insurance, long term disability, and short-term disability
Supports flexible spending accounts (FSA)
Modify existing benefit elections; waive or decline benefits; Review, add, modify, and remove dependents and beneficiaries
Report and track benefits-related information and activities as they relate to new hires, benefit group changes, dependents, session setup, employee elections, and terminations.
Attendance / Absence Management
Supports various legislative leave types (as appropriate)
Supports maximum duration of leave types and combined leaves
Tracks due dates of Certification of Healthcare Provider Form by associate
Tracks the approved date when the employee’s leave of absence is expected to start
Tracks the approved date when the employee is expected to return from the leave.
Calculates the planned duration, based on expected end and expected start dates.
Supports workflow approval processes for leave requests initiated by associates or managers
PTO plans can be configured for a lump sum accrual on an annual basis
PTO plans can be configured to accrue based on length of service and user defined rates
PTO plans can be configured to accrue based on user-defined frequencies:
Per number of days, weeks, months, years, fixed date, hours, pay period etc.
Employees can view PTO/leave plan balances
Employees can request PTO/leave
Manager can view PTO/leave plan balances and pending employee PTO/leave requests
Manager can request PTO/leave on behave of an employee
Workflow approval processes are included for PTO/leave requests initiated by employees or managers
Historical Data
Provides a narrative history (e.g., for disciplinary actions, grievances, exit interviews)
Provides point-in-time reporting capability, as well as year over year capability.
All historical data is viewable and reportable
Maintain unlimited history on the following:
Job information
Salary and wage data
Evaluation and performance data
Career, skills, and education
Training information
OSHA and workers’ compensation data
Organizational changes
Employee status
Benefit elections
Pay details
Earnings detail
Deduction detail
Archives older historical records
Hope that you enjoyed this series – please ensure you register or come back soon to read more blogs where I will share additional information that have assisted in making my client’s successful in their ERP implementations. If you are still feeling overwhelmed with trying to select the right ERP Application contact us and we can tailor an approach that is specific to your unique requirements and situation.
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