Wasting Time? Time is wasted when:- A group of people must wait for one person.- A Team cannot readily access the same document or data.- A Task must be redone due to insufficient supervision.
'Horizontal' Software may be called a Suite - or a Platform. - It is very flexible & made to Create new information.- Can be used to create Vertical (specific) Applications.- An example would be 'Adobe Creative Suite'or MS Office.Vertical Software is developed for a specific set of Tasks.
The Platform is Broad & flexible by Design.- WYSIWYG Design tools for Novices autogenerates code.- Powerful Editors allow Experts to further customize.- Includes an underlying and thoroughly integrated database.- Robust, multiuser access without onerous fees.
Wasting Talent? Talent is wasted when:- An Expert is assigned a task that is suitable for a Novice.- A Novice is assigned a Task that way over his/her head.- A Novice that is eager to learn new skills is denied access.- Team members are pigeonholed. Latent talent, undeveloped.
There is another 'Great Divide' and that is the one between the Haves and the Have Nots. Younicycle is affordably priced for any business, not just the 'Fortunate 500'. Available as a SaaS (online) or as a Server package.
'Vertical' Software is often called an 'Application'. - It is typically developed for a specific set of tasks.- Is 'powered by' the underlying Horizontal Platform.- An example would be 'Recruiting' or 'Benefit Enrollment'.
Wasting Money? Money is wasted when:- Multiple software packages must be purchased.- Multiple licenses or 'seats' must be purchased for each.- Multiple user interfaces must be learned (extra training).
The Great Divide is Knowledge. If you have the required depth of Knowledge, you can accomplish difficult tasks but without it, you will either 'give up', assign or pay an Expert or purchase yet another limited use software application.
Cost? 1) Server package for $400. No limit on number of users.2) Online vsn (SaaS) = $480 per year (3 users).3) Custom programming from $25 to $75 per hour.
Many spokes. Younicycle's framework will allow you to create many types of Vertical Applications, defined only by your imagination. An Actuary - or a Recruiter, a Benefit Consutant or Insurance Carrier can create compelling, plug-in Solutions.
Need an Edge? Many possibilities:1) Create Customer Solutions & give to them for Productivity.2) Create and sell as a suppemental source of revenue.3) Create, give it away - but charge for added customization.4) Become a Partner. Sell Younicycle + your Solutions.
One wheel. We've designed the IT Vehicle so that:1) Experts can work side-by-side with Novices.2) WYSIWYG Tools auto generate complex code.3) Each 'mini-app' you create can be shared (or sold).
Getting there is the hard part ... but we've made the trip much easier. We have spent many years 'blazing a trail' and building the IT vehicle that can get you there, safely & affordably. Yes, it is easier - but Easy is a relative term.
Start here. Get there. It's a given that you want to provide superior service for your customers and always keep a responsible. technological edge. But how? Younicycle can give you that edge - & be white-labeled for your identity.
It's coming. Like it or not, your competitors are standing outside your customers' front door and can be invited in with a few clicks of a mouse. We have the high tech and you, the relationships. Let's talk while the sun is still out.
Personalizing your Employee Communications is critical whenever personal Knowledege is required. Use Retirement as an example. Why would an employee care about John or Jane Doe's retirement security? Meaningless, inaccurate information is not only irrelevant, it's dangerous. Do it right.
The 3 Steps for effective Employee Communications:1) Inform: Let them know it exists. Where? When?2) Educate Employees: What is it? How does it work?3) Personalize the content. John Doe is not real.
Employers: Collaborate internally, with us or other Vendors 1) We (or other Vendors) can provide Full service2) Do it yourself (DIY). You can always ask for help.3) Initial full service -> then DIY in the future.
Your Employee Benefits may be very Cool - but will be ineffective if they remain Hidden. Employee Benefit Statements help your Group understand & appreciate their Personal, Big Picture. We have more than 20 years of experience and know all the possible pitfalls.
Poor Henry. Overcome by events beyond his control.Approximately 3 minutes.
Advantages:1) Data can be 'fresh', enhancing relevance of the employee benefit statement.
2) 'New hires' with less than 1 year of service can be included and display a 'full plate' of employee benefits and entire year of compensation. These new hires typically have the highest turnover rate, so retention may be improved.
3) Pay raises + other increased costs can be included. It would be unusual for benefit costs to decrease year to year. As a result, Total Compensation (2008) will typically be higher than for (2008).
4) Recruiters & Competitors trying to tap your employee pool will be using 'current numbers' (forecasts), not 'old data'. You will compete on a level playing field.
5) Timing of an employee benefit statement becomes irrelevant. September is every bit as good as February. Maybe better.
2) 'New hires' with less than 1 year of service can be included and display a 'full plate' of employee benefits and entire year of compensation. These new hires typically have the highest turnover rate, so retention may be improved.
3) Pay raises + other increased costs can be included. It would be unusual for benefit costs to decrease year to year. As a result, Total Compensation (2008) will typically be higher than for (2008).
4) Recruiters & Competitors trying to tap your employee pool will be using 'current numbers' (forecasts), not 'old data'. You will compete on a level playing field.
5) Timing of an employee benefit statement becomes irrelevant. September is every bit as good as February. Maybe better.
Time for another meeting with HRIS/IT. You have updated your list of variable items & now must make an important decision. Is this to be an 'historical' employee benefit statement or a 'forecast' document? Or both?
An historical (look back) will focus on what has happened within a specified time period, usually the previous calendar year. A forecast document will look forward based on 'now' for the current time period, usually this calendar year.
Opinions on 'which is best' vary on this issue but the differing end results can be significant. Go back to the basics:1) Think like an employee2) What were your goals?
Most employees are less concerned with last year than 'what is' happening this year. If you agree, then choose a forecast employee benefit statement or a 'hybrid'.
An historical (look back) will focus on what has happened within a specified time period, usually the previous calendar year. A forecast document will look forward based on 'now' for the current time period, usually this calendar year.
Opinions on 'which is best' vary on this issue but the differing end results can be significant. Go back to the basics:1) Think like an employee2) What were your goals?
Most employees are less concerned with last year than 'what is' happening this year. If you agree, then choose a forecast employee benefit statement or a 'hybrid'.
Disadvantages:1) Requires a thorough understanding of 'business rules' and HR procedures. An example would be Vacation, PTO accrual.
2) Will require more calculated items (#1).
3) Will require more caveats and disclaimers.
4) May result in lower Total compensation where pay is heavily dependent on Bonuses & Commissions.
5) Feels less precise from an HR perspective.
The advantages & disadvantages of an historical statement would be reversed.
2) Will require more calculated items (#1).
3) Will require more caveats and disclaimers.
4) May result in lower Total compensation where pay is heavily dependent on Bonuses & Commissions.
5) Feels less precise from an HR perspective.
The advantages & disadvantages of an historical statement would be reversed.
There is no perfect solution. Employee benefit statements are often not 'a perfect snaphot' but instead, a compensation Portrait, painted over varying time intervals.
One alternative is to display last year's Gross Wages .... add a few minor caveats, then display "Current Annualized Wage". As long as you explain and are truthful, employees will 'get it' and appreciate not only the content, but also your effort and attention to detail.
One alternative is to display last year's Gross Wages .... add a few minor caveats, then display "Current Annualized Wage". As long as you explain and are truthful, employees will 'get it' and appreciate not only the content, but also your effort and attention to detail.
DIY Tutorial 7: Getting Started Employee Benefit Statements (Historical vs Forecast)
