Paul Breslau 602-692-6832

paul@hraz.com

Routine and repetitive tasks are the
first that are automated. In human
resources this includes a multitude
of systems for payroll, 401k plans, insurance
benefits, time and attendance, training,
compliance, communications, OSHA
safety, performance review, tracking of
company property, employee skills and
licensing, etc. Over time, these systems
continually improve their ability to work
together and be integrated.
For example, from the Paylocity.com
website: “Our software was built on the
belief that clients should have the ability
to choose the systems right for their
business—not the other way around. With
300-plus integration partners across 20
product categories, our open architecture
allows you to streamline the management
of payroll and human resources data
across other business platforms. Our 180-
degree and 360-degree integrations give
vendors the ability to automate the flow
of data to and from Paylocity, or in either
(single) direction. Leverage the systems
you need without the hassle of disparate
data, time-consuming management or a
poor user experience.”
According to Kendall Green of Harbor
America, the impact starts with recruiting
and hiring. From the hapeo.com website:
“New hires require a lot of paperwork
and a lot of time. Our electronic onboarding
system and your dedicated Harbor
America HR expert will help get your
new employees onboard and making you
money. This includes collecting all the
necessary tax documents and employment
verification, eVerify (as required).”
The above are two basic ways to integrate
automation for human resources.
Paylocity and similar companies are
payroll and technology companies.
Harbor America and its competitors are
professional employment organizations or
PEOs, which take human resources help
a few steps further. Additional human
resource automation methods are also
developed by insurance companies, and
specialty companies.
Some payroll companies including
ADP also offer PEO plans, which, in its
case, is called ADP TotalSource. Then
there is Zenefits, which started with free
payroll if it was the benefits’ agent or
broker. Zenefits is migrating to a pure
payroll and automation company and
starting to work with the big brokerage
agencies.
Competition between payroll companies,
PEOs, agents and brokers is fierce.
What is important to you as a business
owner or manager is to work with trusted
professionals. These are difficult to find
because many account executives only
represent one company. A perspective is
difficult to obtain.
For example, AFLAC, Colonial and
others compete in the voluntary worksite
insurance market. According to Mark
Wheeler of AFLAC, “Offering employees
and their families the ability to avoid
financial catastrophe for a small monthly
premium can be invaluable.”
MetLife, Principal and others compete
in the ancillary insurance market, which
is like worksite, but different. Depending
on your business circumstance there are
advantages and shortfalls to each.
The pace of change is fast due to
technology improvements and legislation.
The competition leapfrogs each other in
meeting market demands. Please use your
own advisers or to give me a call. 
Paul Breslau is partnering with leading local
experts in all lines of insurance and business
services. Call him at 602-692-6832 or paul@
hraz.com for an initial conversation, evaluation
or referral.
Breslau—registered health underwriter,
registered employee benefit consultant,
chartered life underwriter, chartered financial
consultant, chartered adviser for senior
living—is president of Breslau Insurance &
Benefits Inc.
By Paul Breslau, Breslau Insurance & Benefits Inc.


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