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How do you track your employee information?
Many small businesses don't even consider this as a tool they have access to! Let me ask you, do you use QuickBooks to process your payroll? If so, what information do you keep in there about employees? Do you have the ability for them to punch in and out? How about tracking their vacation time? If the answer is no, you're missing out!
Tip of the Week
Human Resource Information System: Your Life Just Got Easier!
In today's fast-paced business world, small businesses are continually seeking ways to streamline their operations, reduce costs, and boost productivity. One valuable tool that can help achieve these goals is a Human Resources Information System (HRIS). While typically associated with larger enterprises, HRIS can be equally beneficial for small businesses. Today, we'll explore the numerous advantages that a Human Resources Information System can offer to small businesses.
Centralized Employee Information
Small businesses often face the challenge of managing employee data efficiently. Storing HR-related information in various spreadsheets, documents, or even physical files can lead to disorganization and errors. An HRIS centralizes all this data in one secure location, making it easy to access, update, and maintain.
Time and Cost Savings
Small business owners and HR personnel typically have limited time and resources. An HRIS automates many time-consuming HR tasks, such as payroll processing, benefits administration, and attendance tracking. This automation reduces manual labor, minimizes errors, and frees up valuable time that can be redirected toward strategic business initiatives.
Improved Employee Self-Service
Many HRIS systems offer self-service portals for employees. This empowers workers to access their own HR information, request time off, update personal details, and even enroll in benefits. This feature not only improves employee satisfaction but also reduces the administrative burden on HR staff.
Streamlined Recruitment and Onboarding
Recruiting and onboarding new employees can be resource-intensive. HRIS systems can simplify these processes by allowing businesses to post job openings online, track applicants, and manage onboarding tasks like document collection and training. This streamlining enhances the overall candidate experience and helps small businesses attract top talent.
Data-Driven Decision Making
Data is a powerful tool for making informed business decisions. HRIS systems provide comprehensive analytics and reporting capabilities, allowing small businesses to gather insights on workforce trends, employee performance, and more. These insights can guide strategic planning and help businesses make decisions that drive growth and efficiency.
Better Performance Management
Small businesses can use HRIS to set up performance appraisal systems and track employee progress. This helps identify high-performing employees, offer targeted development opportunities, and address any performance issues promptly. A well-implemented performance management system can lead to a more engaged and motivated workforce.
Scalability
As small businesses grow, their HR needs evolve. HRIS systems are scalable and can adapt to changing requirements. This scalability ensures that the HR processes remain efficient and effective even as the company expands.
All in all, having an HRIS can cut hours of painstaking manual edits to employee timecards, information, and time off. To truly enhance your employee experience and increase productivity, an HRIS is the ticket to freeing you for building your business. Let's get started!
Gusto - HRIS for Small Business
Gusto is rated the #1 HR platform for payroll, benefits, and more. Gusto offers small businesses the ability to do payroll, onboard employees electronically, allow employees to punch in and out, store employee information, administer benefits, track paid time off, recruit, and complete performance evaluations, all in one place!
Gusto's pricing starts at $40/mo plus $6/mo per person for the Simple plan. And $80/mo plus $12/mo per person for the Plus plan. If you want to find out what Gusto can do for your business, contact me today to schedule your free demo!
The Compliance Corner
File Retention Requirements
Did you know there are requirements for keeping employee documents? And serious fines if you do not comply with these requirements? Here is a list of documents employers must keep on hand and for how long.
Below is a list of NH-specific file retention requirements:
Payroll Records - Employers must keep a true and accurate record of all hours worked and all wages paid to each employee. These records must be kept for a minimum of at least three years.
Worker's Compensation (OSHA) - Must be kept on file for five years.
Terminated Employee Files - Must be kept on file for one year from the date of termination.
Form I-9 - Must be retained for each person hired for three years after the date of hire or one year after the date employment ends, whichever is later. A good rule of thumb is don't throw it away unless you know it isn't legally required to keep it.
"You never achieve real success unless you like what you are doing." Dale Carnegie
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