Written by Maggie Gavigan
According to a survey from Reward Gateway, HR employees spend an average of 512 hours per year manually checking, responding to, and keeping up with multiple applications. At RJ Reliance, we understand that payroll processing requires inputs from numerous sources, spanning many solutions and methods. Fortunately, we offer a fully-managed, turnkey Virtual Practitioner service that incorporates business changes quickly, eliminates complexity, and optimizes your payroll application through seamless integration and automation.
Enabling the seamless flow of payroll, employee, and other data between systems eliminates time-consuming, error-prone manual processes. RJ Reliance's Virtual Practitioner will decrease time spent on simple tasks, allowing you to regain time to focus on your business goals. Our goal is to alleviate stressful pain points while boosting productivity, reliability, and performance.
With the massive payroll information pipeline your company intakes daily, it is crucial to ensure that data is accurate and consistent across all business units. Our VP service provides automated data verification, monitoring, and reporting capabilities, eliminating the need for human intervention.
RJR’s Virtual Practitioner addresses potential quality or synchronization issues automatically and on the fly. We offer integrations and data harmonization as-a-service, so you don't have to worry about building and maintaining an ever-changing technology landscape.
Saving your business valuable time while securing your information is one of our VP’s specialties. Avoid the worry of integration system failure, and rest assured that your systems are secure from any unauthorized parties. Virtual Practitioner handles all technical challenges, including upgrades, security, and compliances across a hybrid IT landscape.
Contact us to optimize your payroll solutions through seamless integration of clean data regardless of source or format. Describe the flow, and our experts will make it happen- delivering data-driven insights and giving you back the time to focus on where your business is headed next!
Written by Allie Wolf
Coordinating travel between employees can be a tedious, time consuming task. Whether it be for work-related travel or vacation days, tracking when employees will be gone is critical to keep work flowing smoothly. By using automation, you can easily track who has taken time off, who has requested it, and monitor funds for work travel. These automated processes save time and increase accuracy as they eliminate the risks associated with potential human errors.
By using automation to control employee vacation days, employees can quickly submit vacation requests for specific dates and managers can approve or deny the request just as quickly. Not only does this ease the process of requesting days off, but it also allows simple monitoring of the days each employee has taken off. Once the request is in the system, other employees will receive reminders that the person will be out of the office. This will allow projects to be planned out in advance according to who will be in the office on specific days, ensuring tasks won’t be delayed. Not only does this benefit those in the office, but it guarantees nobody will be contacting the employee who is out of office, giving them the much-needed break they deserve. Additionally, managers can easily track how many vacation days an employee has taken without having to sort through paper records.
A report by GBTA found that in 2018, $1.3 trillion was spent on corporate travel worldwide, illustrating the large impact travel has on businesses. With a variety of conferences and meetings around the world, employees frequently travel to meet with clients, enhance their business knowledge and improve the success of their business. However, similarly to vacation days, coworkers need to be made aware of business trips to ensure office productivity. Adding work-related travel in the system allows projects to be planned accordingly because colleagues missing from the office won’t come as a surprise. This ensures that while the traveling employee is out on a business trip, the office is continuing to be productive.
However, it doesn’t stop there. Planning for business trips not only requires planning logistics in the office, but also requires budget planning for the expenses of trips. Automating expenses saves managers time, helps secure accurate reports, and ensures employees are following company travel policies. Traditionally, tracking expenses while an employee is on a trip can be a difficult task, resulting in countless hours analyzing reports that are prone to errors. Streamlining this process saves time and ensures employees are following company travel policies.
Monitoring employee travel, whether it be for company travel or personal leave wastes valuable time. With travel such a large part of every business, RJ Reliance is here to help you streamline this process. Interested in learning more about how we can help you automate your employee travel? Reach out today to connect with our experts.
Written by Maggie Gavigan
There’s no denying that the pandemic has left many employees feeling overwhelmed and overworked. Workers are resigning from positions at an unprecedented rate throughout the country, a phenomenon known as the “Great Resignation.” Priorities have shifted, and employees are now reevaluating their personal and professional goals. In an attempt to retain workers, many businesses have started conducting “stay interviews”: one-on-one conversations with employees that aim to pinpoint what motivates them to stick around and what problems may cause them to leave. Here’s how you can utilize stay interviews to support and retain your talent.
Stay interviews are only beneficial if your employees feel comfortable being candid with you. These conversations require a foundation of trust, and there must be a mutual understanding that your team can speak freely without fear of consequences. You can cultivate this culture of honesty and transparency within your organization by adopting an open-door policy. Encourage your workers to raise concerns and ask questions as they come up. Stay interviews should be just one part of an ongoing conversation, so you gain a consistent view of how your employees are doing over time.
It’s important to remember that stay interviews should be less like a formal interview and more like a two-way conversation despite their name. Don’t make the mistake of bombarding your employee with questions without also providing your perspective. Discuss what’s going well, what’s not working, and what changes can be made. Inquire about your workers’ attitudes towards the work they do, the value of their contributions, and your company’s culture. These meetings should focus not only on the job but also on the employee’s professional and life goals. How do they envision the next stage of their career, and how can you help them succeed?
The most important step in conducting a stay interview is acting on the feedback you obtain from your team. At the end of these conversations, summarize the takeaways you’ve gleaned from the conversation, discuss the next steps, and provide a clear sense of what your employee can expect from you. Is your benefits package competitive enough? Can you accommodate more flexible hours? Are you able to provide opportunities for professional development? Be sure to train your managers to have these conversations and provide them with the resources to take appropriate action based on employee feedback.
At RJ Reliance, we combine decades of HCM specialization with tailored, white-glove technology offerings to deliver transformative client outcomes. Our experts can optimize the systems, services, people, and processes that make up your business regardless of current trends in the labor market. Ready to discover how RJ Reliance can enhance your organization’s human resource management? Contact us today - our experts are ready when you are!