Benefits Management Software – sounds complicated, but it’s easier to understand and use than it is to say. It’s simply a user-friendly way for HR professionals to manage multiple areas of core HR, like:

  • Voluntary benefit vendors
  • Employee feedback
  • Compliance forms and legal updates
  • Workflow management
  • Employee data

For HR professionals who haven’t seen a Benefits Management Software in action, what the system delivers may not be clear. But in short, a robust system will:

Free up time you’ve been spending on busy work for strategic initiatives like improving employee morale and job satisfaction or making OSHA training easier and more available.

HR managers who aren’t fully automated say they lose an average of 14 hours a week manually completing tasks. CareerBuilder

With a Benefits Management Software, you move your company forward while better serving your employee base. Sound too easy? We’ve laid out six simple examples:

1. Easy Data Transfer to Appropriate Vendors

It’s one thing to e-file to the IRS; it’s a whole other thing to communicate hassle-free with third-party vendors like coverage carriers and benefits brokers. Because our Employee Benefits Management holds all employee data in a central database, you can easily transfer whichever components are required to internal or third-party contacts via integrations.

Bottom Line: Core HR management is simple and streamlined.


2. Improved Employee Engagement Through Automated Communication

High employee engagement is important in all areas of business, but oftentimes, it begins with the HR department. By automating communication processes – especially those related to important areas like benefits – HR involvement can actually make a positive impact on your employees’ engagement. Our Benefits Management Software can increase communication by:

  • Sending scheduled emails, as well as notifying employees within the portal
  • Providing supplemental infographics, one-pagers, brochures, links, videos and more
  • Automating notifications to employees regarding eligibility for benefits

Bottom Line: Higher employee engagement is good for business, retention and morale. Communication is a great path there. Read about four communication problems and how HR can solve them.

3. Less Paper, Happier Employees

Still depending on paper? Or worse – do you have remote employees who have to fax in their personal information? That’s bad for morale and a hassle for the HR team. Scans are notoriously hard to read, even when submitters have great handwriting … And they rarely do. Plus, typing in info for lots of employees is a recipe for errors and wasted labor hours.

Bottom Line: It’s time to be paper-free, and if you have any Millennial or Gen Zers, you can bypass the eye-roll by removing “fax” from your processes. New to Gen Z in the workforce? Here’s what they’re looking for in a benefits package.

4. An Employee-Centric Model for Benefits Delivery

The newest trend in HR is modifying the “customer-centric” philosophy to be “employee-centric.” That means providing tools for your workforce that are easy to use and bring value to their experience, which is exactly what our smart Benefits Management Software does:

  • Stores employee data history in a central location
  • Creates an automated self-service portal for benefits enrollment
  • Allows for secure and simple access

Bottom Line: Making life easier for employees by introducing smart technology helps with employee confidence in the company and employee morale.

5. Easy Access to Helpful Human Capital Reports

One of the best parts of implementing smart HR software is the reporting capabilities that come with it. Measuring trends, capturing ROI and delivering the statistics you need to justify introducing an exciting new program will give HR professionals the power they need to create change. Our Benefits Management Software not only makes all the employee data inputs easy, it also makes generating reports simple. It’s also great for providing comprehensive auditing.

Bottom Line: Your employees are your greatest asset, so make sure you’re getting the most out of your HR strategies in order to keep them engaged and satisfied. Do your employees see a long-term path at your company? Read our ultimate guide to planning for promotions.

6. Time-Saving Capabilities

Finally, the grand finale … Our customers cut the reporting process time in half.

Bottom Line: With hours eliminated from ACA Compliance oversight, your HR team can go back to what it does best: focusing on core responsibility and meeting business objectives through strategic HR management.

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