For anyone who has worked in Human Resources and/or Payroll, you will understand the frustration and headache of working with multiple platforms requiring repetitive data entry just to bring a new employee onboard and get them set up with benefits and accounts. For too long, companies have been chained to software programs and databases that barely communicate with one another. Most companies are concerned with switching to a new software system, even if it will make their lives easier, because of the time that implementation will take as well as training out to managers and employees alike.

Imagine having a single application that fully integrates your: Talent Acquisition, Human Capital Management, Benefit Administration, Time and Labor, Payroll Processing, and had mobile access anytime and anywhere for both your managers and your employees! Sounds like a dream come true! Reducing redundant entries, having AI tools to help manage processes, returning time and productivity to where it belongs; on the people in your company and not the paperwork process; giving everyone in your company more LIFE in their work life balance.
A seldom, yet increasing, solution to this problem is to contract with a consultant that has experience with handling, selecting, implementation, and training on a regular basis.

Experienced companies, like Analytical Consulting Group, can offer insightful software solutions, implement with little down time, stress test the system, train your staff and even stay on board to assist in future problem solving, if necessary.
Analytical Consulting Group offers ACG WorkForce, a cloud-based system that has all these great features and powered by Kronos Workforce Ready®. Not only will this system increase productivity, it is an affordable solution that will also save the company money in multiple ways.

When you are ready to make the switch, here are a few things to keep in mind:
1. Timing- When is it a good time to switch to a new software system and how will this affect the day to day operations of the company as well as maintain state and federal compliancy?
2. Conversion of data records- How will this information be obtained and transferred from the old system to the new and how will it be protected?
3. Processing – Will you run side by side processing once implementation is complete to ensure full integration of all information?
4. Resources – How involved will your employees be in the transfer and implementation, how involved will the implementation team be?
5. Compliancy – How do you ensure that your tax records and payroll records are up to date and processing correctly during the switch?
6. Ongoing support – How long will you need the implementation team to be accessible after implantation, conversion and launch?