HR Tech Concept According to arecent study, “urgent shortfalls exist in HR's ability to supportcritical goals, including developing executives who can lead involatile environments and enabling business strategy execution."(Photo: Shutterstock)

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HR tech is agrowing industry. According to analytics firm Larocque Inc., more than $1 billion wasinvested in HR tech companies last year. As a result, adoption ison the rise. More brokers are implementing benefits platforms thatstreamline the enrollment process and reduce the inefficiency ofbenefits administration.

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Some of theseare standalone solutions, while others provide advanced HRfunctionality, such as applicant tracking, onboarding, documentstorage of personnel files, and time and attendance.

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But somebrokers may be wondering, what's the benefit of integrating HR intobenefits software? For those looking to streamline benefitsenrollment, other features may seem purely ancillary, but thatisn't the case.

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Here are threereasons why brokers should integrate HR into benefitstech.

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Comprehensiveadvising

Adopting abenefits point solution will solve the administrative headachesthat brokers and HR share when it comes to open enrollment andmanaging changes year round.

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However, itwon't address the many other issues the HR department faces,including those that intersect with benefits. From onboarding tocompliance, HR consistently runs up against issues intersectingwith or impacted by benefits, which is why adopting a comprehensivesolution has advantages.

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Further, mostemployers are looking to their brokers to solve more than justbenefits challenges. With so many rapid changes in health care,competing on quotes alone just isn't enough.

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Adopting anall-in-one tool gives brokers a competitive differentiator, andmore tools in the toolbox when it comes to solving the scope ofadministrative challenges for clients and prospects.

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Create aseamless experience

Byintegrating HR and benefits, employees have a streamlined,consistent experience beginning with their first touch with thecompany.

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An all-in-onesystem allows a recruit to move through applicant tracking, toonboarding, to benefits enrollment and time tracking in one system.There

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are no multiple accounts or customerservice numbers to keep track of, but one single, comprehensivepoint of contact for all benefits and HR needs.

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The result iseliminated redundancies in data entry and reduced errors, freeingup both brokers and HR teams to operate more strategically.

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Strategy asa differentiator

Paycor's recent HR Trendcast reported that 48 percent ofHR leaders believe many core HR functions will be fully automatedby 2022. This is good news—technology is giving HR the room tofocus more on people and skills.

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This alsopresents an opportunity for brokers to be on the cutting edge ofthis online migration. Offering a software solution to employersallows both brokers and HR to add more strategic value to theirorganizations.

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Brokers canfocus more on developing sustainable benefit plans for theirclients, taking advantage of evolving funding strategies and plandesigns, as well as winning new prospects and retaining currentclients.

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HR can spendtheir time conducting high performance activities that improverecruitment and retention, including training and culturebuilding.

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Integratingbenefits and HR allows organizations to operate more efficientlyand strategically. For both brokers and their clients, this meansmore time on business-building, and less time onadministration.

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RebekahMichel, PHR-SHRMCP, leads BernieHR, an on-demand HR consultingservice for small and mid-sized employers, at benefits brokerageBernard Health.

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