Buying New Technology? 5 Ways to Make IT’s Job Easier
Buying New Technology? 5 Ways to Make IT’s Job Easier

Buying New Technology? 5 Ways to Make IT’s Job Easier

Any time you change technology providers or solutions, it’s a big decision! But that decision doesn’t have to create headaches for your IT team.

A well-chosen solution should lift a burden from your organization’s technologists so they can devote their time to building the infrastructure or products that are core to your mission and business goals.
Here are five elements to consider when selecting a new technology service for your organization. IT will thank you for it!

1. Explore a cloud-based SaaS solution

SaaS—software as a service—means the technology you’re using is a hosted service accessed over the Internet. It is not a software your IT team needs to upload to corporate hardware. In the cloud, your technology is always up and, with a quality provider, always secure. SaaS solutions can lower costs for your organization because your IT team does not need to support or provide hardware for the technology. Top-level Saas providers also offer free updates periodically to enhance functionality and user experience with nothing new to re-install and no need to upgrade interfaces.

2. Ask for security details and assurances

Your data is sacred, and that’s the No. 1 concern for modern IT teams. As you vet technology providers, be sure to find out if your data will be encrypted both at rest and in transit between you and your vendor. Look for SSL with multi-layered authentication, and ask how often your vendor backs up its database, uploaded files and source code. Such information should be backed up daily for maximum security, then transferred to a secondary storage method. Your vendor also should maintain an on-site power generator at its data center and a fully operational, off-site disaster-recovery center.

3. Pick a solution with a custom reporting tool

To give IT a break, invest in solutions that feature easy-to-use reporting and analytics tools so business-line users can create reports on their own—without having to ask IT for help. A top-quality system will make it simple for daily users to pull the data they need whenever they need it, saving time for them and for your organization’s tech team.

4. Choose a provider that offers web services reporting

Web services reporting allows your organization to streamline systems internally by giving IT the power to build an information-transfer system once, and then let it run. IT professionals can create a program that flows through an API to automate data transfer into whatever programs they choose. In layman’s terms: Choose a vendor whose solutions will talk to the other technology you’re already using, without an IT pro being forced to do manual entry. You want your tech team to have to do only one program build and then be done.

5. Investigate the implementation process

Select a technology vendor whose implementation process is clear, simple and thorough enough to engage only the business-line users without need for the IT team. The best SaaS solutions don’t require installation to your organization’s servers or the creation of user setups. The implementation should be a hands-off process for IT, which also should have nothing to maintain or support going forward. Once you’ve considered implementation, ask about the vendor’s client-service model. If you have questions, do you have a personal, 1:1 relationship with a customer-service specialist? Or do you log technical issues into an online queue and wait days for answers?

Paycor’s intuitive, cloud-based HR and payroll technology is designed to simplify your organization’s processes and make life easier for everyone—including IT!

To learn more, watch a brief demo of our Perform platform or connect with a representative today.

More to Discover

BUILD Web Summit - Build a Competitive Compensation Plan

BUILD Web Summit - Build a Competitive Compensation Plan

Learn how to build a compensation plan that keeps you in line with the market and maintains compliance. Speaker: Christine Ippolito Christine Ippolito, SPHR, SHRM-SCP is the Founder and Principal of Compass Workforce Solutions, LLC, a consulting firm providing strategic human resource expertise to small businesses to reduce exposure and increase profitability. She has served clients in a leadership capacity for 25 years in multiple industries and environments within Fortune 250, venture capital and equity-backed companies, as well as privately held and family-owned businesses.

Automated Payroll, Onboarding and Timekeeping Helped Royal Chemical

Automated Payroll, Onboarding and Timekeeping Helped Royal Chemical

Discover how Royal Chemical, a contract manufacturer, used Paycor solutions and customer service to eliminate manual onboarding, timekeeping and payroll. Paycor also provided real-time analytics and custom reporting, simplifying a once complex process for HR.

The Turnover Crisis in Manufacturing

The Turnover Crisis in Manufacturing

An action plan for all HR and finance leaders It’s no secret—manufacturing is losing talent. As Baby Boomers leave the workforce and take valuable skills with them, it’s expected that nearly 3.5 million manufacturing jobs will open up by 2025. Two million of those jobs are expected to go unfilled because of the skills gap*. The longer positions go unfilled, the more the production process is disrupted. Company morale starts to decline, and manufacturers see profits dip as they’re unable to operate at full capacity. Automation and robotics may help fill some of the labor gap, but HR still needs to find humans to problem solve, analyze issues and manage output. If you’re trying to recruit in the manufacturing industry, you’re in a vicious...

EEO Compliance: Are You Prepared to File the Updated EEO-1 Report?

EEO Compliance: Are You Prepared to File the Updated EEO-1 Report?

On April 25, 2019 a federal judge announced a ruling that will require employers to collect 2018 employee pay data and hours worked by race, ethnicity and gender and submit it to the Equal Employment Opportunity Commission (EEOC) by September 30, 2019. On May 1, 2019, the EEOC decided that they will collect 2017 pay data in addition to the 2018 pay data that was previously announced. The EEOC is expected to open the portal for employers to submit 2017 and 2018 pay data beginning on July 15, 2019. Note: Employers are still required to submit component 1 of the EEO-1 form by May 31, 2019. What are the new EEO-1 reporting requirements? The current EEO-1 form requires company employment data to be categorized by race, ethnicity, gender and...