An HR information system (HRIS) automates HR activities and processes using modern information technology.
Today’s most advanced HRIS systems for Professional Employer Organizations (PEOs) and Administrative Service Organizations (ASOs) are 100% cloud-based and designed specifically for PEOs and ASOs to provide HR services to their customers while also providing much of the financial and customer management automate functions that PEOs and ASOs need to serve their customers efficiently and cost effectively.
These systems provide PEOs and ASOs and their customers more efficient ways to manage employee information when recruiting, hiring, onboarding and managing payroll, benefits, skills analysis, and employee growth. They provide detailed dashboards and reports that make it easier for managers to make hiring and management decisions, and to generate important and accurate information for tracking, compliance and auditing.
The best HRIS software for PEOs and ASOs is both cloud-based and mobile-friendly. PEOs and ASOs and their customers have access to management and self-service dashboards at any time and from any device. Employees who want to request free time or change their information can do so through their self-service portal. This reduces the amount of data input that HR personnel require. These same portals can be used to post and share company information, such as announcements, company policy documents, and external links to important regulatory or benefits information. This gives employees one place to look and eliminates the chaos caused by multiple document repositories and information that may be out of date.
A good HRIS system also offers PEOs and ASOs the opportunity to follow candidates for clients. Applicant tracking software should cover the full range of applicant and employee lifecycle “from appointment to retirement”.
Because PEOs and ASOs provide services to customers, the documents, controls, dashboards and reports used by the customer must be provided with the customer’s logo and look and feel. The customer-side user interface (UI) is a critical factor in software satisfaction. Customers should have a pleasant and painless user experience when using the self-service side of your HR technology. The user interface must be attractive and easy to navigate, the menus must be organized in a logical, intuitive manner and the customer must be able to search and find what he needs, whether it be a field form or an employee record.
What PEOs and ASOs need in an HRIS
So far, we’ve focused quite a bit on the client side of the equation. But PEOs and ASOs are service companies whose profitability and effectiveness depend on their ability to deliver those services with a minimum of manual and redundant operations. In addition, the more you can process in the system, the greater the efficiency. Your system should enable you to quickly add new customers to the database, customize what the customer sees, and set up automatic and custom billing. Your HRIS system must be able to exchange information with the accounting system you use and to be able to import data from other systems when you first start.
You should also provide your benefit companies and other providers with timely and accurate data updates, such as 401K and benefit information. Failure to do so may leave an employee in the workplace without coverage, or your company may pay coverage for an employee who was made redundant in the past month. The process must be automated and audits must be available to ensure accuracy.
HRIS software is complex. The best systems for PEOs and ASOs are made by people who have been active in the HR business for many years – and in particular the PEO or ASO business. They understand the intricacies and interactions involved, within the system itself, in integrations with other systems and in successful customer management.
NAPEO – the National Association of Professional Employment Organizations – reports that the 2.7 to 3.4 million workers who benefit from PEO services are larger than the size of the entire agricultural and forestry sector, and close to the size of the federal government, education sector or the information sector. The size of the PEO industry is between $ 136 and $ 156 billion, measured in gross revenues. Brings this efficiency PEOs and ASOs is PrismHR’s mission.