Skeptics say, "It takes employees a long time to change their habits and learn a new technology."  People will change their habits quickly when they have a strong reason to do so, and people have an innate urge to connect with other people, and when you give an employee a new way to connect and communicate with HR and others, they will punch through any technical barrier. Faster and better communication with all employees allows the company a decided competitive advantage in today's connected business world.
“What is or is not strategic is determined by senior managers outside of HR. They judge strategic actions or programs not by the words that describe them but instead by their actual impact on business results, which incidentally, are always measured in dollars!”
 

HR self-service is a powerful human resource management tool. By giving your employees the ability to use 24/7 self-service to enroll in benefits, add a dependent, review his/her payroll time sheet, and verify paid time off (PTO) or request a vacation, you improve morale and eliminate the majority of the time your managers and HR staff spend answering questions. HR self-service gives key staff members more time to concentrate on core human resource management issues.

Companies use online systems because it saves them time and money. With MPO 4.0, clients are safe in the knowledge that as they evolve, their HR administration solution will evolve with them.

 
 

DEMO


MPO 4.0 is an online human capital management system designed to allow clients to manage their enterprise over the Internet. MPO 4.0 is produced as a modular package. This allows clients to select various HR modules that will leverage their internal resources. Modules such as Virtual HR, Benefits, Compliance, Payroll, HRO, BPO, and ASO act as a solution to manage basic operations. These modules incorporate highly sophisticated business rules and may be integrated with enterprise resource planning functions. 

Based on U.S. government statistics, an average 300-person company with a 22 percent turnover generates about 3,300 new-hire and termination documents per year. These documents include HR forms such as I-9's, reviews, time cards, W-4's, resumes, confidentiality agreements, non-complete contracts, HIPAA information, insurance applications and so forth. 

  • The average document is either physically or electronically copied as many as 11 times.  The cost of this activity is approximately $23.
  • The average document costs about $25 to file.
  • The average cost of retrieving a misfiled document is about $153.  Furthermore, approximately 25% of all misplaced documents are never found.

According to an ROI study conducted by Cedar Enterprise Solutions (Baltimore), an HR consultancy, online system  implementation will deliver the following savings: a 50 percent reduction in cycle time, a 60 percent reduction in cost per transaction, a 75 percent reduction in inquiries made directly to HR and a 100 percent payback in one year.

Recent studies  conducted by the Aberdeen Group show that, "Benefits cost American employers approximately $2 trillion yearly. Companies characteristically spend between $1,000 and $1,700 per employee, per year for HR administration alone." 

According to another recent survey conducted by the research firm of Towers Perrin: 

  • Businesses that utilized Web self-service and knowledge-based human resource tools have shown a 100% improvement in administrative timeliness, a 38% improvement in accuracy, and a 50% reduction in workload. 

  • The Towers Perrin survey shows that only 9 - 13% of the companies in America are not using some form of online Strategic Management tool to become more efficient and remain competitive in their industry.

According to Fidelity, which administers health and welfare programs for nearly 50 corporations and more than 600,000 workers and retirees:  

  • An estimated 60% of people making elections are now using the Internet to review their options and select their benefit plans for next year.
  • That number has increased dramatically from just 24% three years ago.

Based upon the Aberdeen Group study, this means a savings of $500 - $850 per employee per year in administration costs.

More Benefits

Recent surveys show the growth in online benefit communications. 

  • 91% of the respondents reported using the Web to communicate with employees. (Towers Perrin)
  • 95% of HR and benefit managers consider automated enrollment, administration, communication, and supplier management of benefit programs a technology imperative. (RewardsPlus)

Online Produce Results

Surveys also report the return on online investment.  

  • Employees who are satisfied with their employer's health plan communication are 5 times more likely to be satisfied with their health plan than employees who are not satisfied with their communications. (Watson Wyatt)
  • Employers report improvements in the quality and timeliness of HR services to employees (70%), employee awareness and appreciation of benefits (67%), overall organizational efficiency (67%), and the HR function (62%). (Towers Perrin)
  • Self service open enrollment reduces inquiries by 75%. (Hunter Group)

Why spend hundreds of thousands, if not millions, of dollars implementing HR self-service and maintaining your own HR software when it may be obsolete in a year or less? With MPO, you get a custom human resource management solution powered by the very latest technology.