Articles by: Kristen McPherson

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.

Shopping for a new HR and Payroll system for your entire organization is quite an undertaking. It likely involves numerous decision makers weighing in at your organization, each with their own priorities and needs. Then there’s the work involved in seeking out different software providers, vetting out the options, and making sense of a wealth of information. And of course, budget requirements provide yet another set of parameters around all of your other considerations. If you’re feeling a little overwhelmed by the thought of this, here are some primary questions to ask yourself and your team to keep things on track throughout your decision-making process.

Does it address your current pain points?

If you’re looking around at HR and Payroll software options, it’s likely because your current system isn’t cutting it anymore. Identifying your specific pain points is a great place to start. As you begin evaluating different software options, keeping your list of pain points handy can keep you focused on whether the platform will address your needs rather than getting distracted by all the bells and whistles.

Is it designed in a way that accommodates your organizational structure?

Implementing a new HR and Payroll system is a drastic change on its own, affecting every employee at your organization. The last thing you’ll want to do is have to further adjust your operations just to accommodate your new system. Instead, you should think about how the HR and Payroll software might be customized to suit your unique operational needs. The idea of investing in new software is to help your organization function, not fundamentally change what’s already working well for you.

Who are the people behind the platform?

While your focus will likely be on the HR and Payroll product itself, and all of the features and functionality it can provide, remember to consider the service in addition to the software. Some key points include the implementation process and ongoing support services. Implementation will ultimately determine your long-term success with the software and should be a well-structured and carefully planned process in which you work hand-in-hand with the provider. Having an attentive and knowledgeable customer enablement team is also important for ongoing support, especially as the software continues to be updated and improved and new employees at your organization need to be introduced to the system.

Beyond having a support team that’s knowledgeable about the platform itself and ready to assist you every step of the way, it’s important to choose a team with experience in your industry. The way your organization runs as a Health and Human Services organization is very different from Fortune 500s, online retailers, multinational corporations, and the likes. Not only should your HR and Payroll platform be able to accommodate your unique operational structure, but your support team should have a deep knowledge of your specific workforce needs so that they’re able to speak your language and offer up relevant and targeted solutions that meet your needs.

Use Our Buyer’s Guide to Help You Through the Process

Of course, there are plenty of additional steps in the buying process, and these are simply some of the initial considerations to take into account as you get started. You can download our comprehensive buyer’s guide here to provide you with a step-by-step overview of what to expect as you start the journey towards better HR and Payroll software for your organization.

When’s the last time you took a hard look at your recruiting management strategy? Many organizations are so busy just trying to keep their heads above water filling open positions that they forget to take the time to look at their recruiting processes and think about how it could possibly be improved. But from an operational standpoint, it just makes sense to streamline. The more efficient a process is, the more time is saved, the more money is saved, and the happier everyone is at the end of the day. Consider the following benefits of identifying and implementing efficiencies to improve your recruiting management practices.

Save Time

The most obvious benefit of streamlining the recruiting process is saving time. There are often multiple decision makers involved in determining who should fill an open position. Resumes get passed around from person to person and several rounds of interviews may be planned. When all of these steps are structured into a clear workflow, it can help ensure the recruiting process doesn’t get stuck in one place if a resume disappears under a pile of paperwork or a particular manager is out of office that week.

Improve Visibility

Comparing Candidate A to Candidate B as fairly as possible can’t happen if you’re not organizing your recruiting notes in one place. Using an applicant tracking system can help aid in the decision-making process, providing a centralized location for decision makers to leave their input and get a bird’s-eye view of all applicants being considered.

Minimize Costs

The more you streamline the recruiting process, the more you’ll be able to minimize costs. Keeping your recruiting management processes organized means hiring managers and other decision makers will be able to review candidate information in less time. Plus, a shorter time to hire means revenue-generating positions can be filled that much sooner.

Improve the Candidate Experience

A recruiting process with a clear workflow and timeframe makes it easier to communicate expectations and next steps to candidates, which is one of the top things applicants say would improve their experience. Having an automated system that can send out offer letters electronically and allow candidates to accept in one click can greatly improve the overall experience. And, whether or not you ultimately hire an applicant, providing a positive candidate experience can help you maintain your organization’s reputation.

Reduce Redundancies

A streamlined recruiting process that stores all information in a centralized location can also greatly reduce redundancies. All too often, the information an applicant enters during the process doesn’t go anywhere, requiring different people throughout the organization to input the same information multiple times. By eliminating these redundancies, you can save valuable time and reduce the possibility of rekeying the wrong information. Plus, an applicant tracking system that integrates with your HR software will allow for a seamless transition to the onboarding process once you’re ready to bring on a new employee.

Assessing Your Recruiting Management Process

If you haven’t taken a look at your recruiting processes in a while, it may be worth the time to take a look at how it’s working. You may be surprised by the number of small inefficiencies that add up throughout the process. And you may find that it’s time to think about revamping your recruitment strategy to improve the candidate experience as well as your organization’s operational efficiency.