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  • Technology is constantly changing in today’s workplace environment. New technology innovation impacts how employees communicate, collaborate, and work more efficiently. Technology is associated with every aspect of your business, from recruiting and hiring to payroll. Payroll has remained largely immune to innovation.

    Importance Of Payroll Technology

    Payroll software helps in the process of calculating and processing employee taxes, meeting regulations, tracking work hours, employee benefits, and much more. Implementing a process of this nature will allow you to stand out from your competitors.

    As a business owner, your time is essential. The time saved during the payroll process using an automated system can be spent accelerating other areas of your business. The following are the benefits of payroll technology:

    • Track work hours accurately 
    • Save time and money
    • Provide more control over confidential business information
    • Automate payroll tax calculation and filing

    In addition, payroll software gives employees more control and access to their employee portals, allowing them to see their paystubs. As more and more companies have introduced software of this kind in their business, they’ve noticed fewer payroll errors which have ultimately reduced the costs and administrative work for payroll teams.

    Improve Your Payroll Processing Now

    Research shows us that it takes only a few paycheck errors for an employee to look for a new position elsewhere. It’s imperative that you take the proper steps to ensure you don’t lose quality talent to an error that could have been avoided. By partnering with GMS, we can save you time and give you peace of mind through our online payroll software, GMS Connect. Stop worrying about payroll and let us take on the responsibility. Get a quote today.

  • In the current HR landscape, one topic that’s generating substantial buzz is pay transparency. State and local governments are increasingly pushing organizations to open up about their pay practices when posting jobs and to regularly report on these practices. However, even beyond compliance requirements, many forward-thinking organizations voluntarily embrace pay transparency as a fundamental aspect of their HR strategy.

    This shift towards transparency, while commendable, poses significant challenges, especially for large organizations with intricate pay structures. Thankfully, technology is emerging as a vital ally in this endeavor, offering a range of benefits that go beyond just ensuring compliance.

    The Moral Imperative Of Pay Equity And Transparency

    In a job market characterized by fierce competition for talent, candidates hold a significant amount of power. They are not just seeking employment; they are seeking the right fit for their skills, experience, and financial expectations. When organizations are transparent about pay ranges, they empower candidates with essential information to make informed decisions.

    From a recruitment perspective, it makes sense to be transparent about pay ranges. One of the primary benefits of pay transparency during the recruitment process is the efficiency it brings. Without clear pay information, candidates may invest time and effort in pursuing job opportunities only to discover later in the process that the compensation offered falls short of their expectations. This can result in wasted resources for both the candidate and the hiring organization.

    Candidates who have access to pay ranges upfront can quickly assess whether the salary aligns with their financial goals and expectations. As a result, candidates who are genuinely interested in the position and its compensation are more likely to apply, streamlining the recruitment process.

    Furthermore, technology enables organizations to maintain internal and external pay equity effortlessly. Technology streamlines what was once a time-consuming and manual process. However, it’s not just about the numbers; it’s about the actionable insights derived from them.

    Choosing The Right Vendor

    Selecting the right technology vendor is a critical decision. It’s essential to consider a vendor’s platform robustness and expertise in the pay equity domain. A reputable vendor offers tools for evaluating pay and opportunity gaps and provides guidance on changing legislation and best practices.

    It’s critical for business owners to have a clear understanding of the problem they want the platform to solve and what kind of HR and business knowledge they’re seeking through analytics. Involving various groups within the organization, such as legal, HR, and business leaders, can help define the vision for pay equity.

    Unlocking Pay Equity With A PEO

    Partnering with a professional employer organization (PEO) can be a game-changer in navigating the complex terrain of pay transparency and equity. PEOs are well-versed in HR best practices, compliance requirements, and cutting-edge technology solutions. At GMS, a certified PEO, we provide support in implementing transparent pay practices, from crafting fair compensation structures to leveraging advanced HR technology for real-time data insights. By partnering with GMS, businesses can streamline their HR processes and ensure that they stay ahead in the quest for pay equity, ultimately fostering a culture of transparency and fairness that attracts top talent and propels their success in the competitive business landscape. Interested in learning more? Contact us today to learn more.

  • In the age of relentless technological progress, our workplaces have undergone a profound transformation. From how we conduct business to the methods we employ for HR management, every facet has evolved through this unstoppable tide of innovation. In today’s fast-paced world, organizations face complex labor laws, regulations, and ethical obligations as they work to forge a workplace that is fair, inclusive, and fully compliant with the ever-evolving demands of the modern era.

    Failure to comply with these requirements can result in irreparable damage and costly penalties. By taking the time to understand HR requirements and implementing actionable strategies fully, you can ensure your business stays on the right side of the law.

    Understanding HR Compliance In The Digital Age

    HR compliance isn’t just a box to check off; it’s a fundamental aspect of protecting your employees’ rights, maintaining your organization’s reputation, and safeguarding its long-term success. It serves as a proactive risk management strategy. By identifying and addressing potential compliance issues early on, you can prevent costly fines, lawsuits, and mitigate reputational damage. This allows your organization to allocate resources more efficiently and focus on core business objectives, leading to long-term success.

    In the digital age, HR compliance efforts extend outside traditional areas and require creative measures to address new challenges. Privacy and data security have become top concerns as sensitive employee information becomes increasingly digitized. Robust protocols and security measures are necessary to protect against data breaches and unauthorized access risks. You’ll need to adapt to these challenges and embrace technological solutions.

    Beyond privacy and data security, areas such as fair employment practices, workplace safety, and diversity and inclusion are also top concerns. Through new software, you can ensure compliance in these areas and create a safe and inclusive environment for your employees where everyone feels valued and respected. This, in turn, promotes productivity, employee satisfaction, and retention.

    Staying updated with legal requirements and industry best practices is crucial to ensure your HR policies and procedures continue to align with current standards. HR compliance is not a one-time effort; it requires ongoing monitoring and adaptation to changing laws and regulations. Prioritizing HR compliance can enhance your organization’s competitive advantage. Businesses that demonstrate a strong commitment to ethical practices and compliance are more likely to attract top talent who seek trustworthy and responsible employers. In other words, a reputation for compliance and integrity can differentiate your organization from competitors.

    Common HR Compliance Violations 

    There is a wide range of HR compliance areas to consider, with the most common violations falling into the following categories:

    • Statutory compliance: Statutory compliance refers to the legal obligations imposed by local, state, and federal laws. Non-compliance with these laws can lead to significant fines or even criminal charges.
    • Regulatory compliance: Regulatory compliance includes laws, regulations, and guidelines that pertain to your specific business or industry. Similar to statutory, failing to comply with these regulations can result in legal penalties. Regulatory guidelines tend to be updated more frequently than statutory ones and will require ongoing attention to ensure compliance.
    • Contractual compliance: Contractual compliance involves meeting a legally binding contract or agreement’s terms, conditions, and obligations. It includes fulfilling the performance, delivery, payment, confidentiality, intellectual property requirements, and any other provisions mentioned.
    • Internal compliance: Internal compliance refers to the adherence to an organization’s internal policies, procedures, and guidelines. It refers to internal codes of conduct, ethical standards, information security protocols, risk management practices, and other rules set by your company’s leadership.
    • Training compliance: Training compliance refers to compliance with mandatory training programs, industry-specific certifications, and continuing education requirements. It requires that your employees receive the necessary training to perform their jobs safely and effectively.

    Though these are the most typical compliance-related pitfalls, this is not a comprehensive list of HR compliance. It is essential that you remain diligent and up to date with current HR compliance laws, regulations, and best practices.

    Simplifying Compliance

    While technological advancement has presented challenges, it’s also simplified HR compliance. With the majority of information stored digitally, regulators, auditors, and legal teams can efficiently utilize compliance software to retrieve reports and data automatically. Compliance software not only streamlines the process but also ensures accuracy and efficiency.

    In addition, compliance software can aid in tracking changes and updates. As regulations and laws evolve, tracking systems can monitor and document the timing, individuals involved, and specific adjustments made. Which, in turn, enables you to maintain a comprehensive record of compliance-related activities.

    Technological advancements have also impacted training and recruitment practices. Mandatory training can now be digital, allowing for convenient and consistent delivery across your workforce. In the event of an audit, digital platforms provide tangible evidence that all employees have completed the necessary training requirements.

    Recruitment software plays a crucial role in mitigating bias and stereotypes. By utilizing recruitment software, you can ensure compliance with non-discriminatory regulations, creating a fair and inclusive hiring process. Consequently, you will be better protected against potential lawsuits and can maintain a reputation for upholding equality and diversity.

    Data Privacy And Security 

    As part of your HR responsibilities, you will handle a wide variety of sensitive information, including social security numbers, health care and retirement plans, background checks, and salary details. In today’s digital landscape, where data storage and management predominantly occur electronically, safeguarding the privacy and security of your employees and company’s information is crucial.

    Start by establishing robust access controls and permissions to limit data access only to authorized personnel. Assign unique user accounts, regularly review and update access rights, and implement multi-factor authentication where possible. By employing these measures, you can significantly reduce the risk of unauthorized individuals gaining access to confidential data.

    In addition, utilize encryptions to protect sensitive data both at rest and in transit. Encryption scrambles the information, making it unreadable without the appropriate decryption key. Ensuring that even if data is intercepted or stolen, it remains inaccessible to unauthorized individuals. Similarly, regular data backups are essential to mitigate the impact of data loss or system failures, allowing for restoring critical information.

    To further enhance privacy and security, it’s vital to implement stringent security measures such as firewalls, intrusion detection systems, and antivirus software to protect against external threats. Regular security assessments and vulnerability scans can help identify and proactively address potential weaknesses.

    Equally important is the implementation of thorough data breach response plans. Security breaches can still occur even if protective measures are in place and your company is diligent in regular assessments and updates. A well-defined plan ensures a swift and effective response, minimizing the impact on affected individuals and the organization. A response plan should include promptly notifying affected parties, cooperating with regulatory authorities, and taking necessary steps to mitigate the damage.

    Lastly, ongoing employee training and awareness programs are essential to instill a data privacy and security culture within your organization. Employees should be educated on the importance of protecting sensitive information, recognizing common security threats such as phishing attempts, and adhering to data handling procedures and policies.

    In short: 

    • Restrict access to sensitive information exclusively to essential personnel
    • Deploy multi-factor authentication whenever feasible
    • Apply encryption protocols to safeguard sensitive information
    • Deploy security measures like antivirus software, intrusion detection systems, and firewalls
    • Regularly perform security assessments and vulnerability scans
    • Formulate a comprehensive response plan in case of a security breach
    • Provide continuous employee security training and awareness initiatives

    Effective Implementation 

    By diligently implementing these privacy and security best practices, you demonstrate your commitment to safeguarding your employees and the company’s sensitive information. Ultimately, prioritizing HR data privacy and security protects your organization from legal and reputational harm and upholds the ethical responsibility to ensure the confidentiality and integrity of sensitive information.

    Are you looking to refine your HR policies and procedures? Collaborating with a professional employer organization (PEO) can alleviate the burden, allowing you to concentrate on the aspects of your business that bring you the most satisfaction. Inefficiencies in your HR processes can lead to unforeseen fines and penalties. With GMS’ best practices and strategic audit programs, we can help you reduce costs and improve your HR functions while ensuring compliance. We’ll help you maintain your competitive edge by comparing your current HR practices with proven best practices and offer solutions to help you optimize your operations and enhance overall efficiency. Get in touch with us today, and let us help you refine your HR strategy.

  • As technology continues to change, it’s essential for business owners to stay ahead of the curve. While reviewing your business operations, you likely think about paying your employees, hiring and recruiting, and how to grow your business. What you (likely) haven’t considered is how the right HR technology can check all the boxes of your business’ needs – and then some.

    HR technology is a broad term referring to the software and tools used to automate essential HR functions. It ultimately helps HR professionals, office managers, and business owners streamline time-consuming tasks, which may include the following:

    • Filing
    • Talent acquisition
    • Talent management
    • Compensation management 
    • Performance management
    • Data storage, organization, and analysis 

    However, that’s just the beginning. We’ll dive into the benefits of HR technology that you may not have considered.

    Streamlined Onboarding

    Onboarding employees is one of the most critical steps in the hiring process. This is when your new hires get acquainted with your business culture, their new role, the team they’re working with, and so much more. You must set the foundation for the relationship between the company and the employee. Did you know, 20% of turnover happens within the first 45 days of a new hire’s employment? HR technology is essential to your onboarding process to limit this turnover rate.

    Technology can help you cultivate a seamless, orderly, and positive employee experience from the very beginning. You’ll be able to complete administrative tasks in the pre-boarding stage, such as background checks and employee verification. According to HR experts, new employees typically complete an average of 54 activities for onboarding purposes, 41 administrative tasks, and three documents to complete. That’s a lot to keep track of and quite overwhelming for new employees if you don’t have the right technology to simplify the process.

    In addition, any training the new hire should complete can be done through a learning management system (LMS) in the comfort of their home. HR technology makes your job easier as a business owner but simplifies onboarding for the new hire. Perhaps best of all, utilizing HR technology reduces the need for physical paperwork, which can also minimize your responsibilities in ensuring those documents are properly and safely stored.

    Recruiting Efforts Can Be Simplified

    In a time where the Great Resignation has impacted businesses across the country, are you scrambling to fill a position? Fortunately, HR technology can also help you with this aspect of your business. HR technology will help you find and attract valuable employees that will help you grow your business. Alongside using social media platforms such as LinkedIn and Indeed, an applicant tracking system (ATS) is an essential tool you should consider utilizing. An ATS assists companies by organizing and tracking candidates for hiring and recruiting purposes. It simplifies the recruiting process by using automated intelligence to screen for the best, most qualified candidates.

    In many cases, open job positions can attract hundreds or even thousands of candidates without the necessary qualifications you’re looking for. ATS saves companies and recruiters time that would otherwise be spent manually screening out these candidates.

    The following are the benefits of ATS:

    • Automatically upload job postings to various job boards in one click
    • Collection and storage of candidate information are automated
    • Easily schedule interviews with candidates
    • Secure new hires with e-signatures
    • Seamless communication from application to offer
    • Quicker screening and better clarity of where they stand
    • Shorter time-to-hire
    • Improved cost-per-hire

    Payroll Made Easier

    Automating functions of one’s business has become increasingly critical as technology continues to advance. One of the most essential functions of your business to consider automating is payroll. An automated payroll system simplifies the most complex tasks of tax calculations. Payroll automation software helps with the following:

    • Protects data
    • Minimizes error
    • Reduces risks of information theft
    • Tracks working hours more easily
    • Make necessary changes to the salary structure
    • Proper tax management

    In addition, keeping up with ever-changing employment and payroll processing laws is one of the most challenging tasks for business owners. Should you fail to do so can result in hefty fines. Utilizing payroll automation software alleviates the daily compliance burdens you may face.

    More Efficient Benefits Enrollment

    If you dread the open enrollment period every year, you’ve come to the right place. Open enrollment is the annual period when your employees have the opportunity to make changes to their benefits plan. It can be a nightmare for many business owners who handle this function. The good news is that you can utilize technology to remove the migraine you experience each year.

    A human resource information system (HRIS) is software designed to help businesses meet core HR needs and improve the productivity of both managers and employees. More specifically, it is beneficial during the open enrollment period and benefits administration. This internet-based software offers an employee self-service model for employee benefits. Employees can compare plans in the system and select the benefits they are looking for wherever they are.

    Outsource Your Administrative Functions To GMS

    Maintaining the many processes of your business, such as payroll, open enrollment, and hiring and recruiting employees leaves you no time to grow your business. However, technology can benefit organizations in a variety of ways. Since the COVID-19 pandemic, technology has severely impacted the way we work and live. COVID-19 forced businesses to shut down, demonstrating our reliance on technology to keep society and businesses running as usual.

    When you partner with GMS, you gain access to HR technology to make your business simpler, safer, and stronger. We work diligently with small businesses to make their operations more efficient by blending proprietary technology with dedicated service and support. Contact us today to learn more.

  • In today’s world, technology is ever-changing. As a business owner, it’s vital to stay on top of these changes to ensure your business runs efficiently. For HR professionals, technology is utilized to attract, hire, retain top talent, support workforce administration, and optimize workforce management. Technology allows individuals to gather, collect, deliver information, and communicate effectively with their employees.

    Continue reading to learn five important steps to simplify your HR technology buying process. 

    Step One: Determine What’s Missing

    If you’re currently utilizing technology, you need to dive deeply into the software and determine what’s not working for you and what is. In addition, is there anything else you wish the software could do to make your job easier?

    If you have no technology system in place, you must start by writing down what you want the technology to assist you with. Do you want it to retain and attract top talent? Perhaps, you want to ensure your job descriptions reach the right candidates. Almost 60% of HR teams state that finding, attracting, and retaining talent is the main reason for using HR technology.

    Step Two: Do Your Research

    As soon as you determine what’s missing and what you’re looking for, it’s time to do your research. There are many types of HR software available to you that will address the specific needs you determined in step one. Whether it’s recruiting or simplifying your automation process, there’s a solution out there for you. Ensure you demo every software presented to determine if it meets all your needs. The goal of HR technology is to make your job simpler.

    Step Three: Involve Employees In The Selection Process

    Business owners make the common mistake of not including their employees in this selection process. Whichever software you decide to choose, your employees will be your change champions, using it daily, so their feedback and buy-in are essential. Have your employees sit in during the demo process, whatever that may look like. When deciding what software features should be implemented, their involvement can be extremely valuable. You want software that’s easy to learn to solve your pain points and aids in the growth of your business. Listen to your employees!

    Step Four: Reach Out To Other Users

    Once you determine what technology you want to begin implementing in your business, reach out to other users who have been utilizing the same software. Hear their success stories. What do they like about it? Is it missing any pain points that you want to be solved? Every software vendor should provide you with a list of references if their product has been valuable to other businesses. If not, that’s your sign to move in another direction.

    Step Five: Determine The Right Price

    Once you’ve completed the above steps, you’ve made it to the most important step, price. As a business owner, the last thing you want to do is our money into your business, while lacking growth. However, the implementation of HR technology is vital for the growth of your business. Reach out to other business owners you know who are utilizing HR technology in their business and ask what they’re paying for it. The size of your business also impacts the price. Doing your research will help determine if you’re paying too much or too little for what you’re looking for.

    GMS’ Technology Drives Your Efficiencies 

    HR technology is an essential aspect of your business as it provides you with a decision-making tool to manage costs and enables you to reduce the time spent on administrative functions. One of the most important value propositions GMS offers our clients is the accessibility to cutting-edge technology. This type of technology is typically out of reach for small to mid-sized businesses. When you partner with GMS, you gain access to GMS Connect, a fully integrated, cloud-based human resources information system (HRIS) that enables your services and drives your efficiencies. Our software enables world-class payroll, benefits, HR, recruiting, performance management, and more – covering the entire HR spectrum from hire to retire. To demo our HRIS, contact us today!

  • While low-code platforms may seem confusing at first, they are simply types of visual software development environments that allow enterprise developers and citizen developers to drag and drop application components, connect them together and create mobile or web apps. In the past year, low-code development has grown more than 20%. HR industries and departments are slowly converting their technology toward low-code programs. According to SHRM (Society for Human Resource Management), “A low-code development platform requires users to have little or no coding experience. When used at the workplace, the platform allows non-IT employees to build custom applications with a graphical user interface. Employees who have little understanding of coding can build modern websites and mobile apps while also applying business logic.”

    The worldwide development market for low coding was $13.8 billion. In 2022, a survey conducted by Gartner estimates that low-code revenue will rise to $16.8 billion with an increase of over one percent the following year.

    How Low-Code Can Change HR Functions

    HR leaders can save time and money since they do not have to pay a software engineer for simple problems or changes to an application. Low-coding can help with recruiting, hiring processes, training, payroll, requests for paid time off, and vacation requests. Since low-code programs require little to no experience in coding, this growing market is a trend that everyone wants to be a part of.

    By implementing low-code software within your HR department, you can integrate HR with other departments. It also allows your team to build applications faster if needed. Using low-code software can streamline workflow and allow management teams to evaluate their teams more effectively.

    The Future Of Low-Code Software

    Using low-code applications in the HR industry allows employees to make the application unique to them. Furthermore, co-employment companies that offer HR services customize the application to meet the needs of their clients. Companies such as Microsoft and Amazon have already stepped in to make their own version of a low-code application. Other HR vendors that are converting to low-coding include Salesforce and Oracle. Last year, Salesforce introduced its next-generation Salesforce Platform, which includes a low-code development tool that gives employees the opportunity to create apps on a single platform.

    Low coding has a variety of different ways it can integrate into your everyday workflow. Additionally, it makes it possible for employees and clients to create their own paths in this rapidly growing age of digitalization.

    How GMS Integrates Low-Code

    At GMS, we understand how important it is for clients to tailor their own unique plans to fit their needs. We offer a variety of HR services that allow you to remain in control while creating a customized program that benefits your employees. Contact us today to learn more about the HR services we offer and how they can fit into your business.

  • Advancements in technology have redefined the way businesses communicate, collaborate, and operate. The constant innovation of technology has forced businesses to rapidly adapt to new technology in order to thrive in today’s competitive marketplace. Since the beginning of the global pandemic in 2020, businesses have found new ways to operate, in turn, requiring HR leaders to also champion an attitude of technology adoption.

    Knowing that an HR leader’s success requires marrying great employees with solid technology, you understand the significant impact the right human resources technology can have. Implementing the right technology can have a significant impact on your business. The key to an HR leader’s success requires great employees and technology. The options are endless when it comes to choosing which HR technology solution matches what you’re looking for. You’ll need to determine the benefits and drawbacks of each technology platform and then compare the cost and value.

    Below is a list of tips for HR professionals to help determine which HR technology solution is the right fit:

    Capabilities For Faster Hiring

    As the effects of the global pandemic are still affecting the supply and demand for employees in the workplace, integrating technology to help with these efforts is vital for growth. Businesses have been suffering from the lack of employees and the number of jobs that need to be filled. By utilizing an applicant tracking system (ATS), the hiring process will track every step of the way. ATS programs allow companies to input specific parameters for job openings and use the systems’ automated algorithms to search through incoming resumes. Recruiting and hiring managers can search resumes stored in an ATS with keywords – plus, some systems will rank applicants based on how well they match your job description. It’s fast, easy, and it allows you to focus on growing your business. 

    More Efficient Onboarding Processes

    As soon as you hire your new employees, it’s time to take them through the onboarding process. The initial step is important as it adapts employees to their new role and the company’s culture. Utilizing technology in the onboarding process increases accessibility, improves candidates’ overall experience, and speeds up the entire process. With GMS Connect, our clients utilize a paperless onboarding process, benefits enrollment, payroll, and employee training that will help your new employees get acclimated and set up for success in their new roles.

    Pay Rules And Ensuring Compliance

    With the right technology solution, you can set up customized alerts for specific needs which automates the entire process. Whether you are utilizing a cloud-based solution or a manual process, you need a system in place to track employee hours, understand deductions, and issue payments to your workers. If you choose to partner with a PEO like GMS, you will have access to our proprietary technology with dedicated HR service and support. Your employees can access their paystubs, update personal information, and complete other tasks from anywhere they have access to the internet.

    Creates Opportunity For Growth

    Technology that improves your employees’ growth will assist your business in growing as well. The options are endless when it comes to technology platforms for your business. Learning is essential in the modern workplace for your employees to grow over time. One of the most popular HR technology platforms is a learning management system (LMS) – which is a web-based platform or software used to implement and monitor a learning process. An LMS is used to deploy learning strategies across the workplace, facilitate experiential and formal learning, manage compliance training, and enhance sales enablement. Essentially, it is beneficial for both the employer and employees as it reduces learning and development costs, enables a more streamlined onboarding process, improves employee performance, tracks performance, and helps employees upskill or reskill.

    Secure Data Access

    You may ask yourself, if my employees onboard electronically, how will their confidential information be secure? Great question. Our clients can rest assured that their information is protected by the highest standards. GMS is proud to be SOC 1 certified, a true testament to our stringent policies and procedures. By having our client’s information in a cloud-based HRIS, you don’t have to worry about your employees’ information getting lost or stolen.

    Partner With GMS To Learn More!

    When you work with GMS, you gain access to cutting-edge technology that lends a hand in rapidly growing your business while saving you time and money. Through GMS Connect, your employees will be able to onboard more efficiently, gain access to their information without disrupting your daily tasks, and ultimately, help them grow within their organization more effectively. Learn more about our technology by clicking here.