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In This Issue:
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September 25-27, 2005
Boston Park Plaza Hotel and Towers |
| Welcome to our Silver Anniversary Conference |
A Message from the Chief Operating Officer, Ruth Ladner
We are delighted to be celebrating 25 years of our Human Capital Management Conference this year and to once again hold this annual event right here in beautiful, historic Boston. This three-day conference will take place September 25-27, 2005, at the Boston Park Plaza Hotel and Towers in Boston.
This year's theme "Learn, Lead, Succeed" promises to provide a rich opportunity for Genesys customers, partners, industry thought leaders, and business professionals to share ideas, discuss trends affecting human capital management as well as to build new and expanded relationships and learn from one another's valuable experiences.
The Genesys Human Capital Management Conference offers in-depth workshops, an "Ask the Experts" forum and educational sessions combined with an exhibit hall where attendees can see demonstrations and learn about the valuable resources available to improve the effectiveness of their organizations as well as networking in a fun and exciting atmosphere. All combine to create a unique and rewarding experience unequalled by any other in the industry.
Registration
has already begun, so be sure to visit our Conference
Web Page for the latest Genesys Human Capital Management Conference
information or contact Lucille Breen at lbreen@genesysHCM.com
or 978-685-5400, ext. 3165.
We look forward to your participation at this year's event.
Ruth Ladner
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| Genesys Human Capital Management Conference - Speaker Line-Up Preview |
This year's conference will feature over 40 educational sessions focused on strategies, best practices, tools and processes to address today's HCM challenges. Highlighted below are this year's guest speakers who will present legal and compliance updates on various HCM issues.
Navigating the Independent Contractor Abyss: A Compass for Lawful Worker Classification
Sara Schwartz, Founder, President and Co-Managing Partner of Schwartz Hannum PC
Sara
is a cum laude graduate of both Yale College and Harvard
Law School. She began her legal career at the law firm of Ropes
& Gray in Boston, after completing a federal court clerkship with
The Honorable William Young in Boston. Sara's practice includes
the representation of employers with respect to employment discrimination
claims in government agencies and courts throughout the United States,
as well as counseling clients and representing them with respect
to traditional labor law issues. Sara has extensive experience in
representing businesses in the technology, financial services, health
care and staffing industries. Sara is a frequent speaker at seminars
for human resources professionals. Sara was listed in the November,
2004 issue of Boston Magazine and in Massachusetts Super
Lawyers 2004, as a Super Lawyer and top Labor and Employment
attorney in Massachusetts.
Emerging Issues Update: HR Impact and Best Practices
Jeanne M. Colachico, Esquire & Associates
Jeanne
Colachico is a legal and human resources management consultant with
25 years of unique experience in strategizing and delivering human
resources and legal solutions to management problems. Her firm,
established in 2000 and located in North Andover, MA, offers legal
advice on employment matters to senior executives and human resources
managers and hands-on HR and legal expertise. She has developed
a focus on conducting internal investigations and workplace assessments.
Prior to beginning her practice, Ms. Colachico was Senior Vice President
and Senior Counsel, Employment Litigation, at FleetBoston Financial
Group; Senior Counsel for Arthur D. Little, Inc.; and held various
senior human resources management positions. Ms. Colachico graduated
magna cum laude from Regis College, received a M.A. from Boston
University, and holds a law degree from Suffolk University School
of Law. She is a member of the Massachusetts Bar.
Taking Shield from Cupid's Arrows: Workplace Romance and Sexual Harassment Claims
Julie A. Moore, Esquire, Employment Practices Group
Julie
Moore is the president of Employment Practices Group in North Andover,
MA. As an attorney, she is admitted to practice law in the Commonwealth
of Massachusetts and the State of New Hampshire. She is a frequent
author, lecturer, and trainer on workplace issues. She founded Employment
Practices Group in 1998 to focus on risk-management strategies for
employers. She consults on employment law issues, conducts investigations
into alleged harassment and misconduct, and otherwise works with
clients on harassment, discrimination, diversity and workplace violence
issues. Prior to founding Employment Practices Group, Julie practiced
employment litigation at Jackson, Lewis, Schnitzler & Krupman, a
national law firm specializing in management-related employment
issues. Julie graduated from Suffolk University Law School, cum
laude, and received a Bachelor of Arts degree in Economics,
summa cum laude, from Boston College.
SAS 70 Reports for HR/Payroll Outsourcing and Sarbanes-Oxley Compliance
Matthew Putvinski, CPA, CISA, and Scott Baranowski, CIA, Wolf & Company
Mr.
Baranowski serves as Director of the Firm's Internal Audit Services.
His responsibilities include directing Wolf's internal audit services,
bringing over ten year's of experience in providing internal audit
and risk management solutions to businesses. Scott has expertise
in the areas of operational and financial audits of lending, wire
transfers, asset liability management, automated clearinghouse,
accounting, investments, trust and human resources. Scott has experience
in developing audit plans for organizations with outsourced and
co-sourced audit departments. Scott is a cum laude graduate from
Providence College and received his Masters in Business Administration
from Bentley College. He has earned his Certified Internal Auditor
(CIA) designation and is a member of the Institute of Internal Auditors.
Mr. Putvinski is a Senior Manager in the IT Assurance Group. Matt
has been in the Information Technology industry for more than nine
years, during which time, he has provided auditing, consulting and
programming support for various applications and networks. As a
senior manager in the IT Assurance Group, Matt manages information
technology security audits surrounding network operating systems,
critical business applications, firewalls and webservers. He also
provides oversight surrounding the audit, development and implementation
of critical technology processes including disaster recovery, incident
response and strategic technology planning. Matt has a B.S. in Accounting
from Bryant College, is a Certified Public Accountant (CPA) and
a Certified Information Systems Auditor (CISA).
1) Privacy and Individual Rights in the Workplace: A Legal Perspective
2) Between Scylla and Charybdis: Navigating Compliance with the ADA and FMLA
Christopher T. Vrountas, Esq., and Thomas K. McCraw, Jr., Esq., Nelson, Kinder, Mosseau & Saturley, P.C.
Christopher Vrountas leads the Employment Counseling and Litigation practice Group at NKMS, representing a number of local, national and international clients in matters involving employment discrimination and wage claims, covenants not to compete, intellectual property matters and other business disputes.
Thomas McCraw, Jr. works with the Employment Practice Group at NKMS, which involves him with a number of regional and national franchise clients, defending their practices and policies from discrimination claims. He is a frequent contributor to educational seminars on changes in employment laws.
Reminder:
The Genesys Human Capital Management Conference is a three-day event
that will take place September 25-27, 2005, at the Boston Park Plaza
Hotel and Towers in Boston. For more information, visit the Conference
Main Page, or contact Lucille Breen, Conference Coordinator, at 978.685.5400, extension 3165, or by email at lbreen@genesysHCM.com.
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| Professional Services Announcement |
Genesys
Clients!
Professional Services Announces
the Rapid Implementation Approach!
Details
of the Rapid Implementation Approach will be
revealed during a client-only web session on July 12th.
For details, contact:
Chris Kelley, Client Solution Architect
Phone: 978-685-5400, extension 3054
Email: ckelley@genesyshcm.com
Stay
tuned for your invitation to
this special, client-only webinar!
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| HRIS in the Small to Midsize Market |
Human Resource Outsourcing Evolves: Once an Enterprise Solution, Outsourcing Now Transforms the Middle Market
By Ruth Ladner, Genesys
As appeared in the February/March 2005 issue of IHRIM.link
Human resource outsourcing (HRO) has become a much talked about trend in the United States and globally. In fact, industry analysts report that the U.S. HRO market accounts for $24 billion in 2004 and is expected to rise to $42 billion by 2008. Why has HR outsourcing become commonplace for many organizations? With intense corporate pressures for HR to be more productive, outsourcing provides a reliable means for HR professionals to focus on more strategic business initiatives that meet longer-term corporate goals and objectives, while cost effectively outsourcing administrative tasks. However, in previous years, HRO was not for all companies. Until recently, the benefits of outsourcing were only available to large organizations that outsourced the majority or all of their HR management and administration to a third-party service provider. These large corporations were actively courted by outsourcing service providers that could offer economies of scale and, in return, create profitable business models for themselves.
In recent years, the middle market has begun to catch up and is also choosing to outsource select HR functions to solution providers instead of insisting on performing these business processes in house. Because mid-sized companies are focusing on rapid growth and generating revenues, they don't have the time to focus on back office issues. As a result, HR departments at mid-market companies are increasingly evaluating outsourcing as a viable option for reducing costs, increasing productivity and gaining a competitive business advantage.
Mid-Market Companies Reach the Outsourcing Decision
As mid-market companies continue to consider moving to an outsourcing model, HR professionals will need to apply significant due diligence before any decisions can be made to outsource a business process. This will require analyzing the current business status of the HR department and the services it provides. A robust analysis will assess actual and burdened costs of all HR staff members and will calculate the cost of all services provided by the department: HR, benefits administration, payroll, employee self-service, data management and warehousing, and risk management.
Once a comprehensive analysis on the cost of providing HR services internally is performed, HR professionals need to obtain projected costs for performing current and other desired services using outsourcing alternatives. This will help compare current costs with alternative methods for providing the same services. Organizations will then need to evaluate the data and begin drawing some conclusions and recommendations.
To evaluate properly, the organization should:
- Compare costs for providing various services with your current internal staff against those of an outsourcing provider.
- Identify those service areas with the biggest cost variances. For instance, are representative outsourcing costs for administering payroll far less than current internal costs for the same level of service?
- Determine which, if any, current HR-related tasks and responsibilities are strategic for your company. In some companies, the recruiting of employees for specialized jobs is a core function of the HR department. Managing employee skill development and certification, along with overall employee retention, might be other areas.
- Identify any needed tasks and responsibilities that are unfulfilled today. An example could be performance management or competency-based training. You should estimate what the cost of providing such services would be internally, as well as externally. And, you should estimate the qualitative and/or quantitative benefits of performing these tasks.
- Finally, calculate what percentage of your company's HR budget is being spent on transactional and administrative tasks, and what percentage is being spent on core functions and strategic initiatives.
Recommendations and Return on Investment (ROI)
As mid-sized companies move through the evaluation process, the possibilities for change will become readily apparent. Areas for cost savings will be revealed, as well as additional outsourcing benefits and functions and services that could be offered - internally or externally - with significant positive business impact.
For example, mid-sized companies that outsource their payroll processing have found that working with vendors can offer value-added services such as high-speed check and W-2 printing, and the facilitation of direct deposit. Another benefit is that the payroll vendor assumes the responsibility for keeping up with the latest local, state and federal tax requirements and takes on some level of responsibility should tax penalties be imposed as a result of their error. As a result, companies are able to better comply with regulations and focus on core business activities.
Many companies realize that a significant portion of the companies' HR budget is spent on transactional and administrative tasks, which translates into no return on this portion of the HR investment. As a company considers an outsourcing arrangement, they are able to realize that saved dollars could be used to cover the cost of providing new services or functions that are currently not being done, without an increase in budget. The company might determine that by outsourcing payroll and benefits administration, the HR department could take on the responsibility of implementing and managing a formal learning management program.
Drawing A Conclusion
Many companies today view HR outsourcing as one of the most viable options to save money and improve services while also making a strategic contribution to the business. No matter what level of outsourcing solution companies seek, they are not asking for "cookie-cutter" solutions. They are asking for flexibility and creativity from outsourcing providers to determine a shared solution with designated responsibilities.
And while an end-to-end solution may be advantageous for some organizations, not all companies can benefit from an all or nothing approach. Before selecting a vendor, companies need to make certain that the partner will work with the organization to identify what is unique about the company, what kinds of goals it is trying to achieve, what processes are working well that they want to maintain, what isn't working any longer and how they will then develop an appropriate solution to help meet the company's goals and objectives.
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| Genesys Core Values |
Genesys adheres to a strict code of ethics. The core values behind which we stand, are:
Customer Orientation
-- listening to our customers and putting their needs first
Integrity
-- complete honesty and sincerity in all we do
Excellence
-- striving for superior quality in even the smallest task
Teamwork
-- respecting each individual and contributing equally to the success of each effort
Communication
-- open, honest give-and- take with customers, partners and each other
Entrepreneurship
-- passion, risk taking and the ability to see the possibilities in the future
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| Calendar of Events |
Genesys has scheduled speaking engagements and/or exhibits at a variety of industry conferences throughout the year in addition to frequent web seminars. Select the event below for more information or to schedule a meeting with us, contact solutions@genesysHCM.com.
To view
additional information about all upcoming events, visit the Genesys
Events
Page. The event listing provides you with links to the various
sponsoring organizations. You are encouraged to visit these sites
to learn more about each event.
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Genesys Solutions
Payroll and Tax Filing • Human Resources • Benefits
Administration • Self-Service • Learning
Management • Performance Management • Time
and Attendance • Recruitment • Flexible
Spending Accounts • COBRA Administration • Employment
Screening • Year-end Services • Check Printing
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