the next evolution in hris
DESCRIPTION
Many organizations are gaining competitive advantage by transforming their HR departments with HRIS technology. However, it is important to remember that not all HR software is created equal. Learn how position control software can help you better identify and measure your workforce. Is your HRIS a fully unified system or a patchwork of modules? Is it employee based or position control based? Is it helping your organization reach its full potential? This presentation by our President and CEO, Erik Marsh, and our Account Executive, Dellas Hustead, will walk you through best practices to shift your organization’s focus from administrative tasks to strategies that promote innovation and growth. Topics covered include: -How position control drives efficiency and allows for better budgeting and robust reporting -Using best practices for credential compliance to minimize risk -Empowering employees with self-service functions to eliminate paper processes -Unifying goal and performance management to increase employee engagementTRANSCRIPT
A Strategic Partner with
The Next Evolution in HRIS
Walking the path toward innovation and growth
A Strategic Partner with
DATIS HR Cloud, Inc.
Headquartered in Tampa, FL
18 years of experience in human capital management
Focused on not-for-profit human services industry
Strategic partner with National Council for Behavioral Health
A Strategic Partner with
Representing DATIS
Erik Marsh – President & CEO
Dellas Hustead – Account Executive
A Strategic Partner with
Goals for Today’s Call
Increase your knowledge and understanding of:
How position control drives efficiency and allows for better budgeting and robust reporting
Using best practices for credential compliance to minimize risk
Empowering employees with self service functions to eliminate paper processes
Unifying goal and performance management to increase employee engagement
A Strategic Partner with
BEATRICE
A Strategic Partner with
MASLOW’S HIERARCHY OF NEEDS
A Strategic Partner with
FOUR PILLARS OF CAREER MANAGMENT
A Strategic Partner with
HR TRANSFORMATION
A Strategic Partner with
EVOLUTION OF HIGH-IMPACT HR
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
Source: www.datis.com
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
A Strategic Partner with
POSITION CONTROL
Position Controlled
New hire inherits attributes of the Position
Ensures credential compliance at time of hire
Position history retention
Set up and report on labor data by multiple dimensions (Program, Cost Center, Location, Funding Source, etc.)
Position Management or Position Tracked
Must re-code every new hire
Requires manual checking of credentials upon onboarding
No historical data retention
Offers a single view of labor data
A Strategic Partner with
CREDENTIALING
A Strategic Partner with
CREDENTIALING
Certifications
Clearances
Education
Employment Documents
Fitness
Licenses
Registrations
A Strategic Partner with
CREDENTIALING
A Strategic Partner with
CREDENTIALING
A Strategic Partner with
CREDENTIALING
A Strategic Partner with
CREDENTIALING
Require specific credentials by:Career or corporate levelCost centerJob codeEmployment status or exempt / non-exemptFunding sourceLocationProgramSalary/Hourly
A Strategic Partner with
CREDENTIALING
A Strategic Partner with
CREDENTIALING
A Strategic Partner with
CREDENTIALING
A Strategic Partner with
CREDENTIALING
Criteria-based credentialing concept
Ensures compliance
Reporting
Minimize risk
Automate the renewal notification process
A Strategic Partner with
EMPLOYEE SELF-SERVICE
A Strategic Partner with
EMPLOYEE SELF-SERVICE
A Strategic Partner with
EMPLOYEE SELF-SERVICE
A Strategic Partner with
EMPLOYEE SELF-SERVICE
A Strategic Partner with
EMPLOYEE SELF-SERVICE
A Strategic Partner with
EMPLOYEE SELF-SERVICE
A Strategic Partner with
EMPLOYEE SELF-SERVICE
A Strategic Partner with
EMPLOYEE SELF-SERVICEQuick, Anywhere Access to:
• Attendance Calendar• Benefit & Dependent Info• Compensation Data• Credentials• Direct Deposit• Documents• Learning Management• Pay Stubs• Performance Management• Skills• Timesheets• W2’s• W4 Forms
A Strategic Partner with
EMPLOYEE SELF-SERVICE
Employees feel more empowered
Allows focus on the mission – less time spent on administrative tasks
Better access to information
Less stress on Human Resources for administrative changes
Enormous reduction in paper and paper files
A Strategic Partner with
GOALS AND PERFORMANCE MANAGEMENT
A Strategic Partner with
FOUR PILLARS OF CAREER MANAGMENT
A Strategic Partner with
GOALS AND PERFORMANCE MANAGEMENT
Increases employee engagement
Increase employee – manager engagement
Employee retention
A Strategic Partner with
WRAP UP
Position control
Credentialing
Employee self-service
Goals and performance management
A Strategic Partner with
Q & AType your question
in the chat windowClick the icon to
raise your hand in your control panel to ask your question by phone
A Strategic Partner with
Thank You for Attending!
DATIS HR Cloud, Inc. [email protected] 877-386-1355 www.datis.com
Erik Marsh ext. 1030 (813) 505-5989 (m) [email protected]
Dellas Hustead ext. 1250
(412) 973-2560 (m) [email protected]