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Automated Human Resources Management
Bret Brummitt12/12/23 6:00 AM2 min read

Automated Human Resources Management

Are you struggling to decide whether to embrace automated HR management solutions?  Are you losing sleep over the idea of handing over your employee payroll and enrollment data to free or low-cost options?

If you’re in search of a more efficient Human Resources management tech, this message is for you. And if you’re hesitant about making the switch, I apologize for any concerns I may have raised.

For those who’ve answered ‘Yes’ to the need for better HR management, I invite you to join the ranks of HR, Accounting, and employer decision-makers who are grappling with these important considerations.

The rise of online, automated payroll, employee benefits, and HR protocol management is an undeniable trend. The Affordable Care Act’s employer requirements have pushed these platforms into the spotlight, alongside numerous innovative companies with substantial marketing budgets promoting these modern technologies via social media and call-center campaigns.

Consequently, payroll companies, technology firms, and benefits brokers are all overhauling, relaunching, re-licensing, and outsourcing services in the automated HR management space.

As more vendors and consultants come knocking on your door, offering fantastic low-cost or free solutions, it’s crucial to be well-informed and insist on transparency. Here are some key points to consider:

  1. Setup and Testing Involvement: Determine how hands-on or hands-off you’ll be during the setup and testing phase.
  2. System of Record: Clarify whether employee data originates from payroll records or the software itself. Understand how integration works or if you’re still dealing with downloads and uploads.
  3. Data Maintenance: Identify who manages and maintains employee data—vendor employees, an outsourced enrollment firm, or internal staff. Ensure that all parties handling data have privacy and HIPAA training.
  4. Cost Structure: If a solution is advertised as ‘free,’ investigate which components you might need to purchase or repurpose to cover technology and maintenance expenses. Inquire about future licensing or service fees.
  5. Data Privacy: Check if your employees’ data can be used for marketing purposes, with or without your consent. Determine whether you have the option to opt-in or opt-out and consider the implications for your workforce.

Fortunately, we have experience with various in-house technologies and outsourced solutions, and we understand that the right choice depends on your specific needs and preferences. Each option has its strengths and weaknesses.

In conclusion, drawing from our experiences working with clients, insurers, and service providers, the key lesson is this: Ask thorough questions and invest the effort in due diligence rather than blindly following the notion that “if it’s free, it’s for me.” Your HR management decisions have a significant impact on your organization, so choose wisely.


Bret Brummitt

In 2019, Bret launched Generous Benefits, leveraging 20 years of experience in Employee Benefits. His mission is to transform communities through innovative benefits solutions. Bret envisions benefits beyond traditional offerings, aiming for a lasting impact by stretching, tailoring, and curating packages. He coaches insurance agencies with Q4intelligence, actively participating in communities like Health Rosetta and the Free Market Medical Association. Based in Austin, he balances his professional pursuits with running alongside Gilbert's Gazelles and playing baseball with the Austin Blue Jays.

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