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The Power of One: Why the Best Solution to HR Needs Is a Single Digit

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With today’s cable television options numbering into the hundreds, Bruce Springsteen’s 1992 dismissal of the medium as “57 Channels (and Nothin’ On)” looks positively quaint. Clearly, hungry viewers reaching for the remote control are bound to find something that appeals directly to them, if not several somethings.

Many channels fulfill a highly specified niche, aiming to placate any given person’s particular area of interest ’round the clock, whether that be tennis matches, action movies or retro cartoons … well, provided the viewer has purchased a plan beyond the bare minimum of so-called “basic cable.”

After all, while basic cable improves ye olde television experience, it’s in these add-ons that the package expands to reach its fullest potential.

Technology for the industry of human capital management is similar. For example, any business choosing to utilize Paycom’s proprietary software for payroll will see immediate improvements in its automation of processes, beginning with the elimination of the data drudgery known (and dreaded) as “manual entry.” Because Paycom’s cloud-based solution is also a single-database solution, entries into the system instantly populate to all its parts, erasing the need for repetition and, therefore, greatly reducing the risk of human error.

You Choose, You Use

Now, what if that same technology were applied to other processes in the HR realm?

“If” schmif – it already is! Paycom supports the complete employment life cycle, and clients can choose only those tools they need, à la carte-style. These powerful pieces of software address and automate:

  • time and attendance,
  • COBRA administration,
  • applicant tracking,
  • background checks,
  • tax credit services,
  • employee surveys
  • and so on, from recruitment to retirement.

This is where the advantage of operating from a single database shows its true mettle, as Paycom’s products “speak” with one another. For example, a supervisor who approves an employee’s request for reimbursement within the Expense Management tool need not worry about submitting that approval to the Payroll product; it’s automatic. The supervisor also need not worry about informing the employee of the request’s fulfillment; an autogenerated email takes care of that. The employee even can view its status – not to mention the credit on his or her check stub – within the Employee Self-Service portal.

The more products you activate, the more maximized your workforce.

A Simple Plan

To continue our TV analogy, would you bother subscribing to cable if you had to use a different remote control for each channel? Of course not! And yet, several online providers of payroll and HR technology make their usage needlessly difficult by requiring individual logins and passwords of customers as they move from one tool to another.

Why the complexity? Primarily because of two reasons:

  1. Unlike Paycom, which built its software from the ground up, our competitors often acquire their technology from third parties. Therefore, Company A’s garnishment-administration product isn’t necessarily going to jibe with a repackaged compensation-budgeting program purchased from Company B. Not only does this structure require redundant data entry, but with more players having access to sensitive information, the greater the security risk.
  2. Unlike Paycom, which utilizes a single database, our competitors rely on multiple databases, resulting in a patchwork system that requires entry of the same information over and over. On-board a new hire with Paycom, and his or her details automatically populate to every nook and cranny of our software; try the same with another provider, and don’t be surprised when you find yourself forced to redo what you’ve already done … yet again.

In both instances, problems can arise in accuracy of your reports, and in customer service as calls get passed from department to department. Just as Paycom thrives upon a single-database solution, our client support thrives upon the single-specialist model, in which each enjoys the convenience and consistency of having one person assigned to your account.

We began this post by refuting The Boss, so as we close, we’ll come full circle by disproving another music act heard on many a classic-rock station (digital and terrestrial). Contrary to what Three Dog Night sang, one isn’t always the loneliest number; in fact, with Paycom’s singular approach to human capital management, it’s the digit that drives it all.


Rod Lott

by Rod Lott


Author Bio: As Paycom’s Creative Services Manager, Rod Lott brings more than two decades of experience in marketing, advertising, branding and journalism. A published author and a graduate of the University of Oklahoma, he has worked with such brands as Blue Cross Blue Shield, Sonic Drive-In and OU.

WOTC Tax Credits

What Tax Credits Are You Leaving on the Table?

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Federal tax credits for businesses are far from easy if you aren’t familiar with the program, and business leaders may find themselves in unfamiliar territory when it comes to their company’s eligibility for tax credits. As a leading provider of comprehensive human capital management software, we have found that the Work Opportunity Tax Credit (WOTC) is one Federal tax credit many leaders underutilize, meaning that they are leaving money on the table when it comes time to do their taxes.

In fact, one Paycom client in the fast-food industry found $447,000 in government-appropriated funds available once they took full advantage of the tax credits available to them. Read more about this client’s experience in our recent case study.

Is your organization is leaving money on the table?

The Purpose of WOTC

WOTC was designed to encourage employers to hire people from segments of the general population who have “consistently faced barriers to employment.”

On average, one in eight new hires potentially qualifies for the WOTC, and that number increases when it comes to the fast-food industry, in which one in four new hires is potentially eligible for the credit.

What WOTC Means for Your Company

Depending on which target group your new hire represents, the number of hours they work and the wages they earn determine the amount of the credit, you can receive up to $9,600 for each eligible new hire.

Like the client in our case study, you may find, that many of the people in your hiring pool are already eligible for the tax credit. They received an average of $1,128 per certified employee.

Who You Can Hire

Qualifying new hires can be full- or part-time workers. They must belong to specific “target groups” designated by the U.S. Department of Labor. These target groups are populations of people who are able and willing to work, but have found barriers to employment for a variety of reasons. Target groups include:

  • veterans
  • Temporary Assistance for Needy Families recipients
  • SNAP recipients
  • designated community residents (living in empowerment zones or rural renewal counties)
  • summer youth employees living in designated communities
  • long-term unemployed

 

 How You Can Receive These Tax Credits

To receive these tax credits, 8850 and 9061 forms must be completed on or before the job offer and sent to your state employment agency within 28 days of the employee’s first day of work. The client in our case study was able to save 75 hours (nearly two weeks of work!) by working with Paycom to process their available tax credits.

If you’re intimidated by or unaware of Work Opportunity Tax Credits, you’re not alone. But you might be missing out by leaving money on the table. Paycom clients using its tax credits service pay nothing for the search if they are found to have eligible employees. Want to learn more about WOTC? Sign up for our August 3 webinar “What’s New With WOTC” to learn the most up-to-date information on WOTC and ask questions specific to your business.

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Posted in Blog, Compliance, Featured, Franchises, Hospitality, Restaurant

Rich Stupansky

by Rich Stupansky


Author Bio: Rich came to Paycom in January of 2010 from Cleveland Ohio and is the Director of Tax Credits at Paycom. Rich was instrumental in developing and creating our tax credits program. Rich has more than 12 years’ experience with federal tax credits and an extensive background in working with companies of all sizes to maximize their full tax credit potential.

Orientation

Orientation or Onboarding: Does It Matter?

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“Onboarding” and “orientation” are buzzwords you’ll see thrown around a lot in discussions on human capital management (HCM), and with good reason: It’s a costly investment to hire the right person for a valuable position, and it’s important to ensure that your new hires feel valued and engaged so that they can remain a contributing member of your team.

What can you do to ensure that your new hires become quality employees? A good place to start is figuring out the distinction between onboarding and orientation. Orientation should be part of your onboarding plan, but it shouldn’t be the sum total of it.

“Orientation” refers to the brief period during which a new hire receives all-employee training and information (often in a classroom setting) and fills out the required paperwork. “Onboarding,” however, is a way to ensure the long-term success of a new hire, and often lasts between six months and a year.

Making strategic use of your HCM technology can streamline your orientation process, but it also can significantly improve your onboarding process, helping you retain and engage new hires. We explore this concept in our white paper, 4 Ways Your HCM Technology Should Enhance Your Onboarding Processes.

Robust HCM technology can help you improve engagement and retention of new hires, plugging them into your company culture and giving them the opportunity to start doing real work sooner.

Improving Employee Engagement From the Beginning

Utilizing HCM technology during onboarding gives you unparalleled opportunities to improve engagement and retention of your new hires. A study by the Brandon Hall Group found that 54% of companies that invested time and resources into their onboarding processes noted improved turnover, improved attendance, productivity and satisfaction. (And 78% of the companies in the study saw an increase in revenue!)

Making the onboarding process simpler is one way to improve the engagement of new hires. Using a true single-application HCM system, for example, will allow your new hires to complete important paperwork for taxes and benefits efficiently.

Onboarding Beyond Orientation to Promote Success

The first few months of your new employees’ time at your organization are crucial for their long-term success and even for their retention at your organization. Almost a third of new hires look for a new job at the six-month mark, so what can you do to keep your valuable new team members?

A strategic onboarding program can help your new hires become increasingly more comfortable with and invested in your company. Having training and time-management capabilities in the same HCM system that your new hires already have become familiar with minimizes onboarding strain on your new hires (and on your HR department). A new employee typically takes about eight months to reach his or her full productivity level, according to research from the 2012 Allied Workforce Mobility Survey. Anything you can do to help them get up to speed more quickly, particularly in those crucial first several months, will allow them to become more productive and more engaged employees, which contributes to an enhanced employee experience. 

One of the main benefits of a robust HCM system is that new hires are able to start actively contributing to your organization more quickly.

To know more ways your HCM tech can improve your onboarding processes, and in turn improve your retention and productivity of new hires, download our white paper.

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Posted in Blog, Employee Engagement, Featured

Chad Raymond

by Chad Raymond


Author Bio: With over 19 years of experience in employee engagement, benefits administration and government compliance, Chad has unparalleled knowledge in the fields of leadership and human resources. Chad has worked in several different capacities with Paycom including leading our product development team and HCM initiatives as well as the former director of Paycom’s service department. Chad’s vision and execution helped empower executives and their teams to reach their full potential, ultimately leading to his role as Paycom’s vice president of HR.

Break Down Silos

How to Break Down Silos: A U.S. Military Formula for Today’s Business Execs

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Some business leaders find that “silos” develop within their organization, where departments do not communicate effectively with one another, hindering efficiency (particularly in interdepartmental goals and projects). Implementing interdisciplinary task forces when appropriate can give your organization the agility necessary to innovate and respond to external challenges.

In Deloitte’s 2017 Global Human Capital Trends survey, just 11% of survey respondents stated that they understood how to build “the organization of the future.” Deloitte notes that one key element of a forward-facing organization is an emphasis on successfully implemented interdisciplinary teams.

A focus on this interdisciplinary teamwork doesn’t require moving away from a traditional business model, but it does allow increased agility and efficiency by encouraging interdepartmental cooperation, no matter the size of your organization

Deloitte refers to the United States Department of Defense (DOD) as one organization that makes excellent use of its teams. With over 7 million personnel in total, the U.S. military has developed agile teams based on thorough information about employee skills and experience – no small feat for an organization of that size!

Whether you have 70 employees or 7 million, you can prevent the silo effect and improve your organization’s efficiency and agility by taking a cue from the U.S. military’s successful team-based structure.

Tracking Employee Skills and Experience

The U.S. DOD keeps detailed record of the skills and specialties of each member, including a history of their service and any relevant non-DOD skills. Levels of experience, responsibility and authority are recorded in a way that everyone in the organization recognizes.

Because of this, the DOD is able to coordinate agile teams based on a particular assignment or project. These teams achieve highly targeted goals. Once a deployment or another project is completed, these teams can be re-formed or new teams can be developed relatively easily because of the detailed data.

Creating Agile Teams for Specific Goals

It’s important to know what skill sets and experience are available within your employee pool in order to make and break teams quickly. And because the teams the DOD creates are based on experience and expertise, they can work to accomplish very specific goals.

One key element of the DOD’s creating, disbanding and re-creating of teams is job security. Military personnel know that if they are assigned to a team or project, they will not lose their jobs once that project is over. Instead, they will be added to another team where their insight and experience can make an impact.

This creates an agility to the DOD organizational structure that rarely is paralleled in the business world.

Applying This to Your Business

What does this mean for your business? For starters, the success of the DOD’s team-based organization demonstrates that interdisciplinary teams can be used effectively, even in a very large organization.

Their teamwork is enabled by up-to-date, robust information on employee skills and experience to allow the creation of the right teams to solve specific problems. Often these are project-based teams that may reform or disband after the completion of the project while maintaining job security.

Having a reliable record of the skills and experience of your employees gives you the flexibility to put the right people to work solving a problem, even if they don’t typically work together. In a quickly changing business world, looking to the U.S. Department of Defense as an example of successful interdepartmental teamwork can help your organization find more agile and effective solutions to the challenges you face.

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Posted in Blog, Featured, HR Management, Leadership, Talent Management


Author Bio: A writer, speaker and business leader, Jason has been the communications pulse for a number of organizations, including Paycom where he is the director of public relations and corporate communications. A featured writer on human capital management technology, leadership and the Affordable Care Act, Jason launched Paycom’s blog, webinar platform and social media channels, helping empower organizations around the nation. Jason is attuned to the needs of businesses and helped develop a tool to aid organizations in their pursuit to comply with the ACA; one of the largest changes in healthcare the country has seen. While working in athletics for ESPN and FoxSports, Jason learned the importance of hard work and branding. In his free time he enjoys adventuring with his family, reading and exploring new areas to strengthen his business acumen.

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