Articles by: Kristen McPherson

As we head into 2020, now is a great time to reflect back on all that happened in 2019. In the spirit of looking back as we move forward, here are the top five articles of 2019 from the DATIS blog to get you all set for the new year. Enjoy!

1. The Future of Your Workforce

This blog highlights key takeaways from our NatCon19 panel session, featuring DATIS CEO Erik Marsh as session leader as well as Peggy Chase, CEO of Terros Health, and Nelson Burns, CEO of Coleman Professional Services as our special guest speakers. Explore key strategies and solutions for attracting new talent, engaging your workforce, and retaining top performers.

2. The Executive Change Agent: Leading Your Organization Forward

Explore the steps involved in becoming an agent of change at your Health and Human Services organization. Executives are well-positioned to lead the way for their organizations, and this blog explores the key skills required to lead your organization forward.

3. Streamline Your Operations with Position Control

Position Control provides a better foundation for organizing and managing your workforce. Learn more about how Position Control is fundamentally different from other HR and Payroll systems and how you can leverage this tool to better streamline your processes.

4. The Candidate Experience as a Recruiting Strategy

Your ability to attract and retain talent is highly dependent on your recruiting strategy and the type of candidate experience you present. In this blog, we explore what applicants say they want from the recruiting process and simple strategies organizations can use to address these needs.

5. What to Consider When Choosing a New HR & Payroll System

As you look ahead into 2020, it may be time to start considering a better and more efficient way of managing your workforce. This article examines important considerations for evaluation the many software options currently on the market and helping you figure out how to narrow down your selection to find the right solution for your organization.

Workforce management initiatives will continue to be a top priority among Health and Human Services (HHS) executives in the new year. Organizations must work towards finding and retaining top talent to fulfill their workforce needs so that they may continue to provide high-quality care and services. However, workforce management is such a broad and all-encompassing initiative, that it’s essential to first break it down into its core components to understand the steps involved in creating meaningful goals and developing a plan to reach them.

People, Teams & Processes

At the most basic level, workforce management begins and ends with the individual people that make up your workforce. We’ve seen a fundamental shift in organizational strategy as businesses have gone from a customer-first mentality to one that’s employee-first instead. That mentality will continue shape workforce management strategies in 2020.

Employee engagement became quite the buzzword several years back, slowing evolving into the broader concept of the employee experience. And now, in our increasingly digital world, we’re starting to think of it more as the human experience instead. No matter what you choose to call it though, taking care of your employees remains a top priority for any organization looking to ensure its ongoing success.

When we consider the employee experience, we need to think about the different stages of the employee lifecycle. This begins with the candidate experience during the recruiting phase and goes on to encompass onboarding, training, professional development, and succession planning. The employee’s needs at each stage will naturally change, and it’s essential to address these differences in order to drive engagement and retention throughout the employee lifecycle.

The employee experience is also shaped by the environment around them – including both the physical workplace and the people they interact with on a daily basis. How coworkers, managers, and teams interact – and are able to interact – greatly influences the employee experience. These interactions are also shaped by the specific processes and tools employees have available to them. Recognizing that people, teams, and processes are interrelated can help you understand how your organization can foster a workplace culture that enhances the entire employee experience.

Increasing Visibility to Maximize Resources

Creating the experience you want for your organization requires putting the right tools and resources in place. I’m sure everyone at your organization would love to see their salary doubled, unlimited benefits, and their perfect work environment implemented. The all-too-familiar reality, however, is that resources are limited. Employee time is limited. And there’s always a budget to be concerned about. In order to best serve both your employees and your clients, you will need to plan strategically and make the best possible use of the resources you do have.

This starts with increasing visibility into your workforce operations. What things are going well and where are the inefficiencies? Without visibility, you can’t answer these very simple questions. But when you are able to see into the details of your existing operations by drawing up real-time reports with the drill-down details you need, you can start to see the forest through the trees. Identifying any problem areas is the essential first step to making improvements, eliminating inefficiencies, and maximizing resources.

Ensuring the Future of Your Organization

Eliminating inefficiencies and maximizing resources isn’t just about saving money or making things a little easier today. The more important outcome has to do with your organization’s place within the industry. In particular, your organization needs to pay attention to what it’s doing today to ensure its future success.

Health and Human Services organizations don’t often have huge amounts of funds stockpiled for tough times, so ensuring financial efficiency in every process and workflow in the present day is of the utmost importance. Being confident about your organization’s future is necessary for taking care of your workforce’s future. Your organization can ensure this financial efficiency by gaining the visibility necessary to build efficient workflows. These processes enable employees to be their most productive and effective, which relates directly back to cultivating that positive employee experience. By breaking down the concept of workforce management into these core components, you can begin to build an actionable plan to achieve your workforce management goals.

Nonprofits and other social good organizations operate very differently than Fortune 500s and businesses with large profit margins. But most HR and Payroll software is built for those Fortune 500s and provide a poor fit for organizations that prioritize social good over profits.

While many nonprofit and social good organizations try to scrape by with one of these systems, wouldn’t it be nice if there was HR and Payroll software that spoke to your unique needs? That empowered your organization to maintain compliance, evaluate the efficiency of your programs, easily report back to funders, and budget properly for your ongoing workforce needs? DATIS turned those nice-to-haves into a reality, with a unified software solution designed specifically for your industry and tailored to your operational needs.

Unify Your Workforce with Tailored HR & Payroll

For more than 25 years, our team has been partnering with Health and Human Services organizations to provide best-in-class HR and Payroll software for nonprofits and similar organizations to help them achieve their mission. Our specialization in your industry enables us to speak your language, offer relevant solutions, and continuously improve our software to meet your specific needs both now and in the future.

Chances are, we’re already working hand-in-hand with an organization similar to yours – in size, operational complexity, and types of services you provide. The organizations we partner with include those serving the community in the following ways:

You can learn more about how we serve organizations in each of these industries by checking out the links above. Or, get in touch with us today to see our solution in action. We’d be happy to learn more about your workforce management challenges in detail to discuss how we can help. HR & Payroll that’s designed for nonprofits and other social good organizations can make a world of difference in helping you serve more people and achieve your mission.

HR and Payroll software is essential for any organization that wants to efficiently manage its workforce. But finding HR software that’s suitable for nonprofits and other organizations with social missions has historically been challenging. At DATIS, we recognized that a gap existed between what social organizations needed and what off-the-shelf HR software was currently offering. That’s why we made it our mission to bridge this gap, developing HR software that was intentionally designed for nonprofits and other organizations with similar needs.

Because we specialize in the Health and Human Services space, we are much better positioned to address the unique needs of your industry. The types of Health and Human Services organizations we serve include:

Just some of the ways in which our HR and Payroll software serves nonprofits and social organizations include:

Regulatory compliance

Nonprofits and social organizations need to stay on top of ever-changing local, state, and federal regulations. And in many cases, monitoring and managing the credentials of their front-line employees is also a top priority. These capabilities are built into our HR and Payroll software, helping to automate these administrative tasks so you can focus on your organization's mission.

Reporting on funding sources

Nonprofits and others with a social mission often have to manage requirements or limitations set by the individual funding sources. Being able to map costs and spending to each funding source and report back to those funders is an essential capability your organization needs from HR software.

Position Control

This is the foundation of our software, which provides must-have benefits for nonprofits and organizations with a social mission. By organizing your workforce by position rather than by employee, Position Control enables greater visibility into your workforce. As employees join, leave, or move throughout your organization, you’ll be able to maintain a bird’s eye view of your workforce and ensure you’re always within budget.

Of course, our software handles much more than this as well, with applicant tracking, learning management, time and attendance, and many other features built in as well. This all-in-one unified solution provides a complete suite of HR and Payroll tools that enable organizations like yours to achieve their mission. Learn more about how our HR software helps nonprofits and other organizations like yours by contacting DATIS today.

More and more organizations are embracing business intelligence and the possibilities it opens up for them. With everyone talking about data-driven decision making, data-driven metrics, and data-driven goals, business intelligence is the essential piece your organization needs to gain more visibility and start operating more strategically.

Taking the leap into business intelligence can be daunting. However, by breaking it down into its core components, you can make it much more manageable to digest. And it all starts with the questions you want to answer. Let’s take a look at employee retention as an example.

Looking at Metrics for Your Retention Strategy

Say you’ve noticed quite a few employees leaving the organization recently. You may be wondering if your turnover rates have been rising recently, or if this is more typical. You may be wondering why any employee ever leaves your organization. You may be wondering how long it might take to replace that employee and how much it will cost to do so. And finally, you may be wondering what you can do to help increase your retention rates.

Once you know what questions you need answered, you know what data you need from your business intelligence software. For the questions just mentioned, for example, we may need to look at historical turnover rates to determine if these numbers have been trending upwards or remaining steady over time. To find out why employees leave, you need to hold exit interviews, document the responses, and ideally, compare these responses to those given in stay interviews. Average time to hire and time to fill can give you an idea of how long it might take to fill the newly opened position, while cost-per-hire can tell you how much you can expect to spend. And, to determine what might help you improve retention, you might collect data from regularly administered employee engagement surveys, implement changes based on the feedback, and measure the results.

Great! So how do we get all of this data then?

Custom Reporting for Business Intelligence Insights

All of this information is out there whether you’re aware of it or not and whether you’re collecting it or not. But it’s up to you to ensure it’s being collected, tracked, and analyzed to create meaningful and actionable insights – in other words, to enable data-driven decision making. In a modular HR and Payroll system, you may need to look in a lot of different places to collect the data, compile numbers in an Excel sheet, and manually calculate the numbers you’re looking for.

And all of this is actually just one small example looking at retention at your organization. The same applies to every other dimension of workforce management, including recruiting, onboarding, productivity, employee engagement, performance, operational efficiency, and so on.

On the other hand, a unified platform can greatly ease these processes, by keeping all of your workforce data in a centralized location. If this platform also has reporting capabilities built in, you’ll be able to draw up reports almost instantaneously. When you know what information you need and know what to look for, creating reports from centralized data will become an easy and painless task. After all, your business intelligence insights shouldn’t bog you down in data collection and additional work, they should quickly and easily provide meaningful information that lets you take action and drive your organization forward.

Operational effectiveness is a top concern from both a finance and an operational perspective. While a finance executive might be concerned about efficiencies in order to reduce costs, an operations executive might want to improve internal processes to enable employees to be able to complete tasks more quickly and easily to meet organizational goals. When it comes to determining the effectiveness of your operations, it’s important to take a close look at the organization-wide workforce data stored in your HR and Payroll systems.

Many organizations of all sizes rely on modular HR and Payroll systems for their operations, but these systems can pose some problematic challenges. A top concern is the lack of a centralized database to store and organize important information, resulting in the inability to collect workforce analytics. This isn’t just an HR problem or a Payroll problem. Lack of complete and accurate workforce data can have far-reaching effects that span Finance and Operations as well.

Many modular systems involve the rekeying of the same information in different places, which is not just an inefficiency, but can also result in conflicting information. The bigger problem with not having a centralized system for employee and organizational data is the inability to access workforce analytics that are complete, accurate, and timely. With data stored all over the place, piecing together different elements in order to analyze them is a time-consuming process. It can be easy to draw up data that’s incomplete or incorrect, limiting the scope of insights you can rely on from the data.

Why Your Organization Needs Workforce Analytics

When everything is operating smoothly at your organization, you may have little concern about workforce analytics. After all, if things are going well, there’s no need to make any changes. But workforce analytics can provide greater insight into how well your organization is running and where there’s room for improvement. Perhaps there are specific programs that are not running all that efficiently, or maybe there’s a better way to allocate an employee’s time. Workforce analytics can provide you with this information and enable you to make proactive changes that will help your organization thrive not just now, but also into the future.

A Unified Solution for Workforce Analytics

So what’s the alternative to a modular system that can help us collect meaningful workforce insights? A unified HR and Payroll platform that centralizes your data can greatly increase your visibility into your workforce. With a unified solution in place, you’ll more easily be able to pull the information you need to draw up comparisons and reports that give you the helpful insights you need to make strategic, data-driven decisions at your organization.