The Power of a Single-Platform HCM System

Organizations are quickly moving away from disparate workforce management systems that attempt to share data through integrations that are slow and unreliable.  The best Human Capital Management systems are those that house Human Resources Information Systems, Payroll, and Time and Labor Management functionality on a single-platform with a single database and a single user interface.  Integration between disparate systems is not only inefficient, it is becoming impractical in today's complex employment environment.  A single-platform HCM system is now the industry standard for managing your workforce.  

Benefits of a single-platform HCM solution:  

• Electronic Forms - Deploy your forms and allow employees to complete and sign them electronically.  Schedule forms for completion and the system will manage employee compliance.  Save the forms in the system for easy retrieval from any functional area of the platform.  
• HR Actions - Automate process and activities so that the software guides employees through the process.  Automatically update payroll when HR actions change benefits or payroll information.  
• Workflows - Processes that require the involvement of multiple people, including approvals, can be automatically directed by the software using the workflows that match your requirements.  Workflows can be implemented for electronic forms, HR actions, applicant tracking, employee onboarding, and other processes you want to automate.  
• Applicant Tracking - Candidates can view your job openings and apply directly through your platform and track their progress to hire.  When an applicant is hired, you can automatically make the applicant an employee without migrating, or worse, manually entering employee data captured during the application process.
• Onboarding - When an applicant is hired, the employee can review and electronically sign forms directly within the system and be immediately activated as a hired employee.  Tasks can be assigned to other employees to provision the new hire's work environment.  
• Performance Management - Manage your employee review process natively within the system.  
• Other areas of an all-encompassing HCM platform:  
• Training and Certification Tracking
• Asset Management
• Online Benefits Enrollment and EDI Carrier Feeds
• Workers Compensation Tracking
• FMLA
• Turnover, Job History, and Position Management
• Skills, Education, and Credentials Tracking
• Compensation Management

Single-platform HCM systems are imperative to comply and thrive in an employment landscape that is increasingly complex.  To learn more and to see how Mosaic's Workforce One platform can help, visit www.mosaices.com or talk with an expert at (303) 645-4270.  

The Ugly Truth about Affordable Care Act Compliance

Many employers do not have the systems in place to support efficient compliance with the Affordable Care Act (ACA).  Deploying the right solution is critical given the requirement that 1095-C forms need to be delivered to employees by January 31^st.  The ugly truth of ACA compliance is that it will remain painful for employers until they embrace technology that can make compliance truly efficient and accurate.

An efficient solution for ACA compliance must have four core capabilities:

1. Track the data necessary for reporting compliance:

• Group health premiums, coverage dates and, for self-funded plans, dependent information
• Compensation data (payroll)
• Time (hours worked)

2. Aggregate the data:

• If the required data lives in disparate systems (Human Resources, Payroll, Benefits, and Time Keeping) it must be aggregated to present a clear, timely, and accurate picture of ACA status in real time.  Aggregating this data is hard enough to do at the end of the year, not to mention continuously to support real-time decision making
• If employers are members of a control group (related employers that consist of more than one legal entity), data must be aggregated for the entire control group

3. Measure and analyze the data to support real-time decision making throughout the year:

• Alert the employer when employees attain or lose coverage eligibility
• Understand affordability to avoid substantial penalties for not offering affordable coverage

4. Report the required data to employees and the IRS each January for the preceding year:

• Self-insured plans must complete Section III of the 1095-C form and therefore must track and report dependent information
• Large employers (250 or more employees) must report data to the IRS electronically using the IRS AIR reporting system

Can your technology efficiently deliver on the requirements of the ACA during the 31 days of January?

Mosaic’s Workforce One platform is uniquely positioned to address ACA compliance.  Workforce One is a comprehensive workforce management system that has the Human Resources, Payroll, Benefits, and Time Keeping capabilities the ACA requires – all delivered on a single database with a single user- interface.  

If you would like to see how Workforce One can take the ugly out of ACA compliance, call (303) 645-4270 or visit www.mosaices.com.

5 Reasons to Outsource Benefits Administration Tasks

Employee benefits administration outsourcing is becoming a large and growing part of an employer’s overall business strategy.  Turning benefits administration from a back office function over to a trusted administrator can promote efficiency, increase compliance, and improve overall employee satisfaction.  If not done well, employees may feel the company doesn’t care about them and that can put a company at risk.

The following are 5 important reasons to outsource benefit administration responsibilities:

1. Right-sizes your staff. Outsourcing benefits administration can free up HR resources.  Existing HR personnel can now focus on more strategic activities, such as shortening response time for employee concerns, increasing employee engagement and retention, and recruiting top talent. 

2. Makes expertise affordable. A benefits outsourcing company can give you access to a superior level of talent and knowledge without taking on the expense of an in-house benefits expert.  Hiring in-house benefits expertise doesn’t come cheap and is often out of reach for small to medium sized businesses. 

3. Boosts efficiency. A great employee benefits administration outsourcing company can help employers streamline their processes and find ways to reduce over and underpayment of premiums for insurance plans and other programs. They can also help employers create effective employee benefit communications. 

4. Reduces exposure. Outsourcing benefits administration can reduce liability in the case of mistakes.  It also protects companies by implementing ‘objective checks and balances’ between management and those who make the day to day decisions about terminations.

5. Upgrading technology. Working with an outsourcing company gives organizations the opportunity to upgrade their technology without incurring big investments in IT infrastructure.  Consumer attitudes toward technology have become far more sophisticated in recent years, and those expectations extend to how workplace benefits are administered.  Employees expect well-designed online benefit enrollment systems that they can access from anywhere, 24/7.  Building such a site internally -- with the security headaches involved when managing sensitive healthcare data -- is a massive undertaking.  A benefits administration company has already done that work in advance.  The best companies can even tailor the site with your branding and messages.

Health and welfare benefits is one of the largest and fastest growing expenses incurred by organizations today.  From open enrollments, onboarding new benefited employees, managing payroll benefits deductions up to and including COBRA; outsourcing benefit administration tasks is increasingly becoming a compelling and viable strategy.

For more information regarding MosaicHR’s benefits administration outsourcing, contact us at (303) 645-4270 or visit www.mosaices.com.