So along comes SAAS (Software-as-a-service).  It’s touted to have more ease of implementation and less demand on HR.  It’s billed as cookie cutter designs and programs that cannot be customized therefore keeping cost low.  But as some HR and Brokers are giving the SAAS model a try, they are finding that it is not really quicker to implement and still requires almost as much time to train and use. My experience has shown almost every user of an SAAS model eventually desires some customization and they are disappointed when told “it is what it is”.

This leads us to the best model in the employee benefits industry.  Cloud-based applications.  Cloud-based technology applications like eBenefitsWebsites.com™, allow for the best of all worlds.  There is no software to install, nothing to update or upgrade, and it never breaks down or needs tech support. Beware of competitors of eBenefitsWebsites.com™ as many say you can customize them, but when it comes time, the cost associated with any customization becomes expensive fast.  eBenefitsWebsites.com™ offers a true fully cloud-based application that is fully customizable.  Most importantly, customization is free at eBenefitsWebsites.com™.     -Tyler CEO

How do you know it's obsolete? Computers are basically disposable these days, in just three years your computer moves from cutting edge to antiquated. Are you using HR/Broker technology platforms three years or older? Are you selling old technology, out of step with the demands of a 2010 employee, perhaps causing dissatisfaction and headaches? Think of how technology can change in just one year. I am not saying that all old technology doesn’t work. But there is a bad taste in the mouths of both employers and brokers, as a result from their experiences “giving technology products a try” over the last few years. Intense effort, training, data entry and countless attempts to make it work properly.

I may sound callous but I do feel sorry for brokers and employers working with cumbersome technology. I too, have fooled around with most of it, and I got that same headache. I just want those struggling to know that help is here. New and better technology is easier and almost (dare I say it) fun. Sure, some people fought cell phones, CD's, even the Internet itself. But they always came around to the newer technology…because it makes work and life so much simpler. -Tyler Thorpe CEO eBenefitsWebsites.com

Our model lets employers set up an extremely versatile employee benefits website; this offers employees a comfortable place to find everything they would need on a self-service and full service basis. This portal remains stable throughout the employers ever hanging HR/benefits technology trials. We think the HR/Benefits technology process should be different. Companies should not be trapped, trying to force an old product to work, just because they've invested a lot into that product. Our model lets employers try add-on products like online enrollment, consolidated billing, HRIS, admin and more. Our model offers employers options. They simply add-on tech products as they see fit and as needed. If a technology doesn't perform, they simply switch it out with another vendor, or back away from that tech piece and try again another day.

With our relationships with almost every product company out there, eBenefitsWebsites.com helps you negotiate discounts and get a better contract through us. We negotiate month to moth contracts for our clients, so you can simply bail out at anytime if the tech product is becoming cumbersome, underutilized or too expensive. And the best thing, employees always know they can return to the employee benefits website when they need it and it will always be there, stable. Any new or changing products and benefits will simply be there for them to access and utilize. But I'm sure your HR/Benefits technology adviser discussed this concept with you? Right? If not maybe you should re-consider your current technology adviser relationship as well.   -Tyler Thorpe CEO eBenefitsWebsites.com http://www.linkedin.com/in/tylerthorpe

Google has fully backed the use of QR Codes and their application in the United States market.  The way a QR Code works is as follows;   A person will see an 2D image (See Above) on a building, a marketing flyer, a t-shirt promoting a cause, a the top of their yearly insurance statement, on the back of a brokers / agents business card etc. they will use their SMART phone and take a picture of it.  In doing so the QR Code is linked to a certain website where information is instantly conveyed to the user.

Think about the possibilities and efficiency in marketing that can occur with the use of QR Codes….Fund Raising is the at the heart of finding cures for HIV, Cancer Research, Heart Disease, Althymertz cures and the list goes on and on.  Every weekend in every major city a walk, a rally, a half marathon, an auction are executed by hundreds of thousands on individuals.  With the use of QR Codes the organizers will be able to direct participants and donations to a certain website thus eliminating the use of list and data entry.  No longer will people have to mail in checks or money orders, remember websites or go door to door collecting.  The information can all be obtained with 1 click of a SMART phone.

Brokers / Health Insurance Agents will benefit by placing a QR Code on the back of their business card.  The code can take a new hire to an online enrollment form where they can sign into all their benefits.  This will reduce a tremendous amount of paper waste but also eliminate the human error component.  Another way to use this innovative technology would be to direct individuals and prospects to a website to convey information about a brokerage firm and or product(s).

At the end of the day technology makes processes in life easier and more efficient.  While change comes slowly in some cases technology all most always wins out over resistance to change.  Think about the amount of money a company will save by using online benefit communication websites along with QR Codes to direct individuals to the specific information.  -By  Louie Hankins, Sales eBenefitsWebsites.com,  http://www.linkedin.com/pub/louie-hankins/17/679/218

An employee one day may want to contact someone live at a carrier or vendor. Have this in place. But the next day that same employee may want to remotely access their employee benefits or medical plan data via the internet or a hand held portable device. You must offer the 2010 employee both options. If you are ignoring one or the other your are not serving your employees or clients with a 2011 out look on how our industry is evolving.  -Tyler Thorpe CEO eBenefitsWebsites.com http://www.linkedin.com/in/tylerthorpe

Money, time and energy. What price tag do you place on retaining your top employees? How do you ensure employees fully understand their entire compensation package, the one you pay for that guarantees HR-related questions and requests are curbed, thus allowing your company to run powerfully and economically? If there was an easy, efficient and effective way to increase communication of these benefits would you be interested to learn more?

Think about your corporation’s monthly revenue stream. If you lost just two to three of your best employees would your business suffer setbacks? In today’s ultra competitive market, top talent is always coveted. CEO’s are looking for new ideas and always look to competitors in order to grow their business. But if taken care of by providing a complete understanding of their compensation, these employees should remain loyal to their employer.

All questions and concerns can be met directly with an Employee Benefit Communication Website. For less than $50 per month your company can enjoy all these advantages, in addition to protecting the environment by using an eco-friendly service provider. The values of these websites provide opportunities for businesses to achieve immense savings on their bottom line. Envision the output from a more efficient company: employees have access to all sorts of information 24/7 concerning every aspect of their life via the internet. Does your business provide your employees with this type of comprehensive access when it comes to their benefits? If not, than eBenefitsWebsites.com is what you are looking for.

Employers pay .42¢ of every payroll dollar towards an employee’s benefits package. Are any of your employees aware of this fact? Dollars need further stretching with each passing day. Employees may desire raises but this may be due to the feeling their skills surpass their perceived value by the company. When an employee is made aware of their actual value, many times a sense of worth is bestowed on the employee, keeping a happy and productive member on staff. Turnover creates a tremendous amount of unnecessary spending and loss of productivity through training and acclimating new members into your organization.

Every employee in every company always has questions about their benefits and these usually arise in times of need. Whether it’s a small business or one with a large HR department, these questions always come up. Individuals have to take time away from their primary responsibilities to manage such questions and concerns. How much time would be saved if those questions disappeared? The company will be more productive and add revenue to the bottom line, while seeing a happier employee. Louie Hankins eBenefitsWebsites.com  http://www.linkedin.com/pub/louie-hankins/17/679/218

America’s current work force crosses through four generations, in some cases individuals born in the 1930’s are still working. At the opposite end of the spectrum, workers born as recently as 1992 are starting to enter the job market. Do these generations obtain information in similar formats? eBenefitsWebsites.com has been designed with all these employees in mind, all they need is access to the internet. Our websites can be accessed from work computers, personal computers, laptops, cell phones or PDAs.

The broker community loves individual service and there is probably a deeply held belief that is what has earned them most of their business. Brokers say to me all the time, "Well if an employee has a question about their benefits, I want them to call me." That's a great attitude to have, however benefit-related questions, medical emergencies, 401K planning, etc. doesn’t occur Monday through Friday from 8 a.m. to 6 p.m. only.  In today's work force we have several different generations that all need to be accommodated to produce the best results:

• Generation Z, 2000 – Present Day, these individuals are only 10 years of age however they can navigate computer systems/programs, build websites and play video games. The internet is their way of life, they have learned and lived it and companies need to be prepared for them. (2000 – Present)
• Generation Y, these individuals were born after 1978; they know a world in which the internet is the primary form of media where access to information is 24 hours a day. (1978 – 1999)
• Generation X, these individuals were born between 1965 and 1977, they have helped create the technology explosion and have seen the internet and cells phones become a way of life. (1965 – 1977)
• Baby Boomers, these individuals were born between 1946 and 1964, they have seen technology complete transform everyday life and have adapted to these ways. (1946 – 1964)
• Silent Generation, these individuals born between 1927 – 1945 probably experienced post Great Depression ways of life growing up. They have seen it all from the explosion of cars to flying to the moon, the introduction of computers and the internet. (1927 – 1945)

The point here is that an employer, broker, broker wholesaler, etc. shouldn’t only cater their communication of benefits in the manner in which they feel the most comfortable. This method will usually coincide with the demographics in which they were born. They should in fact want to increase employee benefit communication to cover the broad spectrum of individuals across all age groups.  If someone doesn’t communicate across all generations they are actually providing a disservice to the employee, employer, broker, broker wholesaler, etc. To separate yourself from the pack, apply ideas across all generations even if it means stepping outside of your comfort zone. At the end of the day everyone will benefit from you choosing to do so.  eBenefitsWebsites.com has been designed with all generations in mind; we have taken 5 years of Beta Testing with over 10,000 individuals and applied thoughts, ideas and upgrades to our system. Thus we built an internet based system that can be used by someone who might not even be able to check email; all they need is an internet connection. Simple, Easy and Efficient…   To view an updated Product Demo please visit http://321inc.ebenefitswebsites.com/. Sign In is DEMO Password 1234. Our product evolves everyday; we are only limited by our imaginations. Louie Hankins eBenefitsWebsites.com  http://www.linkedin.com/pub/louie-hankins/17/679/218

In the 21st Century, the technology age has truly exploded with information at people’s finger tips 24 hours a day. If you can believe it there is now a generation of workers who have grown up with the internet as their primary form of media for entertainment and to obtain facts and figures.

Why do I mention this? Imagine that only 33% of all brokers cater to these facts…… eBenefitsWebsites.com would like to assist the 66% of brokers who don’t offer there valuable clients an online benefit communication piece. When a broker thinks about trying to decide which product to offer his / her clients one should consider several factors….

• Is there anything required on my end? (i.e. Data Entry, Managing Forms etc.)
• How much training is required for the product? (Ultimately we want the clients to use the product with minimal effort.)
• Is this a software based product or a web based product? (Software based products require updates and are constantly changing, which means more training and expense.)
• Is the product flexible? (Can the product change within the dynamics of the technology explosion)
• What is my ROI?

With companies paying upwards of .41c per every dollar of payroll, on benefits you can be sure they want their employees to realize the actual benefit. Most importantly they don’t want to let them go to waste or in some cases actually become a negative. eBenefitsWebsites can take all these points of interest and very easily move you into the 21st Century within 5 to 10 business days. Compared to the competition we are incredibly simple to use with over 5 years of Beta testing, we relied on feedback from thousands of employees to ensure our Web Based System is the simplest to use in the market. Four simple forms that are processed by the HR manager and carriers are all we need to create an eBenefitsWebsites. We are IT professionals and understand the ever changing technology environment, that’s why our product is 100% flexible and customizable.  Finally our Value vs. the Competition is truly unbelievable, for pennies on the dollar you can ensure you most valuable clients are safeguarded against another broker stealing away the business cause they offer a web based benefit communication piece.  - Louie Hankins eBenefitsWebsites.com  http://www.linkedin.com/pub/louie-hankins/17/679/218

In early 2009, a small percentage of aggressive employee benefits brokers swept in easily poaching away the competitions business by offering free employee benefits websites to their prospects. This small of group of brokers are now the most successful segment in today’s market. Some brokers do these websites in-house, but the majority of them are outsourcing this piece giving them more time to poach. Almost 2/3rds of employee benefits brokers are vulnerable to this poaching approach. They offer their clients nothing. A new broker coming along offering free employee benefits websites to these clients as an added value, easily takes the business from a broker with nothing to offer. Employers, email me to learn more about how an employer can persuade their broker to provide a free employee benefits website. I’ll also discuss how employers can obtain their own employee benefits website, as another option, making the employer’s benefits website autonomous so they are able to switch brokers and vendors freely, without fear of losing their successful employee benefits website.

Brokers, email us to learn more about outsourcing organizations like eBenefitsWebsites.com. Much less expensive than you think and well worth the peace of mind and freed up time if you outsource this service. eBenefitsWebsites.com is for the average broker, giving you the most effective approach to compete and win against poaching from PEO’s and new high tech brokers. -Tyler Thorpe CEO eBenefitsWebsites.com http://www.linkedin.com/in/tylerthorpe

“Over the last few years, we’ve continued to see tremendous growth in selective outsourcing,” said Richard Hubbard, director of Watson Wyatt’s U.S. technology and administration solutions practice. “The economic strains some companies are facing will only add to the reasons to choose selective outsourcing. Selective outsourcing provides employers a lot of flexibility and helps them keep their options open.” Watson Wyatt’s HR Technology Trends survey of 182 U.S. companies found that many companies expect to do more outsourcing in the future.The independent technology research firm CedarCrestone has also found growth in selective outsourcing. In its HR Systems Survey, 10th Annual Edition the firm found that selective outsourcing is preferred to total business process outsourcing in most HR categories. In the study, the firm forecasts that selective outsourcing will continue to grow, particularly as small and medium-sized organizations adopt the strategy. “Selective outsourcing is growing so popular because it can be tailored to meet an organization’s exact needs,” Hubbard said. “For most organizations, this means outsourcing routine, transaction-oriented processes while refocusing the HR department on strategic planning. Many companies report that selective outsourcing best meets their needs for access to leading-edge technologies, while improving employee experience and service levels. The key to successful outsourcing is finding the solutions that fit the organization’s needs and culture.” More information on Watson Wyatt’s Technology Trends Survey can be found at  www.watsonwyatt.com/techtrends.

In this economy businesses can no longer afford the redundant man power necessary to complete difficult tasks like building and maintaining the employee benefits sections on the company intranet. Why pay a team of professionals, well trained in non-web development areas like human resources and employee benefits sales, to spend countless hours trying to build an employee benefits intranet or self-service employee benefits for clients when easy options are available through outsourcing. Outsourcing these technologies provides the better ROI in terms of time, effort and cost. -Tyler Thorpe CEO eBenefitsWebsites.com http://www.linkedin.com/in/tylerthorpe

• 33% of Brokers don't provide these for their clients and are bleeding out to competitors
• 33% Do their own version themselves, expending time/effort in an area outside their expertise and away from sales
• 33% Get us to do it for them, hassle free, cheap, easy, and simple to present to your clients

Why bleed out or try doing them yourself? We can do it all for you simple and easy.  Partner with eBenefitsWebsites.com and stay competitive. Affordable Benefits Web Portals For Your Clients. Special Broker Pricing. -Tyler Thorpe CEO eBenefitsWebsites.com http://www.linkedin.com/in/tylerthorpe

What is Talking Video Avatar?  We offer talking video avatars to our websites. An actor walks out onto the screen on  page chosen and speaks directly to the employee.  These videos can be as simple as our example intro at the bottom right of this web page, or elaborate instructional video explaining how employees can best utilize an employee benefit or HR technology product associated with their benefits website.

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What is a Broker Promotional Demo Site?  We build our broker clients a custom eBenefitsWebsite promotional piece demo. Brokers can show case specialty products they offer in their demo as example buttons. Broker (or Broker staff liaison) will work with their eBenefitswebsites.com representative to make the demo site the way the broker likes it. Broker typically then uses their demo as a client site template and can be the template for the broker’s employer clientele sites. Broker can add data capture forms and more to their demo in order to gather leads from site traffic. We also provide options for visitor analytic reports. Broker can use their demo to help promote their products as well as client benefits websites. Click here to see examples:

(Sign in: demo Password: 1234)

Example One

Example Two

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What is Online Enrollment?     Benefits for the Employer: Reduce transaction costs, Enhance and strengthen the company image with employees, Offer a progressive, paperless responsive benefit election system, Focus internal resources on the core business plan not on the transactional nature of benefit enrollment processing, Improve employee appreciation and understanding of the benefit program, Handle the complete range of available benefits within any organization via flexible configuration options, Automate data collection, permitting faster, cleaner interfaces with insurers and providers. Benefits for the Employee: 24/7 multi-channel availability that is easy to use and easy to access, A secure operating environment that guarantees employee privacy, Confirmation of benefit elections available immediately. Benefits for both: Handle open enrollment and ongoing benefit changes instantly, Take less time and hassle to complete the company-wide benefit election process, Eliminate the errors inherent in paper processing and Put an end to incomplete illegible or improper benefit selections and employee frustration, Promote employee/manager self-service.

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What's a Human Resources Information System?

Selecting the right HRIS is important. Your company will need to make sure that they can customize the system to meet its specific and unique needs and that it is a system that will grow with your company.  A HRIS, or Human resource information system, is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities. A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. A HRIS offers HR, payroll, benefits, training, recruiting and compliance solutions.  Most are flexibly designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that you need to manage your workforce. This can give back hours of the HR administrator’s day previously spent attending to routine employee requests. A HRIS also facilitates communication processes and saves paper by providing an easily-accessible, centralized location for company policies, announcements, and links to external URL’s. Employee activities such as time-off requests and W-4 form changes can be automated, resulting in faster approvals and less paperwork. An affordable Human Resource Information System (HRIS), for example eBenefitsWebsites.com™’s e-capabilities, allows companies to manage their workforce through two powerful main components: HR & Payroll. In addition to these essential software solutions, HRIS offers other options to help companies understand and fully utilize their workforce’s collective skills, talents, and experiences. Some of the most popular modules are:

• Recruiting (applicant and resume management)
• Attendance (Manage incident based and regular time off, track accrual pay and all attendance plans, create reports easily)
• Organization charts (Create professional looking, dynamic organization charts)
• Alerts (automatically notify personnel of performance reviews, benefits enrollment, compliance requirements and other key events)
• Employee self service (Employees can update personal information and view benefits elections, absence transactions, time-off balances and payroll information)
• Benefits Administration (Save paper and postage, take weeks off the benefits open enrollment period, reduce administration time, and improve data accuracy)
• Track training for employees

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What is Consolidated Billing? 

No longer will you need to process multiple applications and send them to various locations. Just imagine, you hire a new employee and they are now eligible for benefits. You hand them a comprehensive benefit package provided by us and request that they call our office with any questions. After the employee completes the consolidated enrollment form that includes all lines of group coverage and the Cafeteria plan and 401(k) election forms, you send this information to our local office. We then provide the information to all of the insurance carriers, set up their Cafeteria and 401(k) accounts and send the required COBRA dependent notification to their home. They will be listed on the very next months consolidated bill. No Longer will you need to spend countless hours talking to doctor's offices and insurance carriers, verifying coverage. An employee calls in and says that they are attempting to receive care somewhere. You give them the phone number for us. We then verify coverage for the employee, contact the provider and give them the confirmation that they need regarding coverage, and then help the employee with any bills associated with the claim.  Your insurance bill auditing process now only requires that you review one statement each month rather than one for each carrier. You receive your monthly bill for your employee benefits. All of your coverage's are incorporated on this bill and broken down by individual employees. The bill is already formatted and departmentalized to represent the different profit/cost centers in your company.  You will no longer be required fill out the appropriate forms, contact each carrier, fill out the change section of each insurance carrier's bill and handle the COBRA billing. An employee leaves the company. You fill out the employee termination form and fax it to our office. We immediately begin the process of notifying the individual carriers and the COBRA process is initiated. A letter is sent to their home notifying them of their rights under COBRA. If they do elect COBRA, the enrollment and payments are processed by our office and sent directly to the carriers.

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Web analytics is the measurement, collection, analysis and reporting of internet data for purposes of understanding and optimizing web usage. In otherwords, it tracks the traffic that visits your website.
 
Web analytics is not just a tool for measuring website traffic but can be used as a tool for business research and market research. Web analytics applications can also help companies measure the results of traditional print advertising campaigns. It helps one to estimate how the traffic to the website changed after the launch of a new advertising campaign. Web analytics provides data on the number of visitors, page views etc to gauge the popularity of the sites which will help to do the market research.