The Sentric Workforce Blog: Your Workforce. In Focus.

Imagine "paperless payroll".  Today, there are more options than ever when considering your options for payroll solutions.  One of the most talked about in recent years is the “green” option.  Going “green” with your payroll means so much more than direct deposit of employee pay dollars.  Today, employees have lots of paperless options for getting paid.  Using internet-based employee self-service, employees can view their pay statements, W2s  and other information on the web and never print or receive a paper form.  Employees can even receive their pay on a VISA-backed paycard without the hassle of logging onto the internet or going to the bank.  These “green” payroll solutions offer convenience to employees while at the same time providing cost savings to employers. 

SaaS (software-as-a-service) HCM (Human Capital Management) is popular because of the benefits of SaaS HCM, and the mandate many organizations have to upgrade their human resource programs and processes so that their employees “tHRive.”

"Ineffective people = ineffective businesses."

Why choose Sentric? Besides the fact that more than 2,500 organizations nationwide already have, choose us because of our service and client-centric solutions approach. Choose us because we provide more than software, we provide true SaaS including: 

Are you working on paperwork, compliance, employee problems, or real talent and business opportunities?

We’d like to take a moment and say "thank you" to our 2,500 nationwide clients.

When you look to leverage technology, there are many factors to consider, but what you want is a solution that fits your needs, that is easy to use, and offers the scale/flexibility/adaptability to fit your organization.

Whether via the Internet or through one of the many data collection devices available, data can be collected in real-time or in a store-and-forward (polled) manner, depending on available connectivity. If taking advantage of web-based data collection, restrictions can be enabled within an employee’s timesheet to prevent punches from outside designated IP addresses.

By definition, Workforce Management (WFM) encompasses all the activities needed to maintain a productive workforce.  

Historically, HR software has been delivered by software providers and implemented by consultants.  This divide has caused an adoption and utilization disconnect.  And this disconnect is seen and felt by the organization through implementation delays, disconnected processes, and the failure of many processes to actually support the organization’s workforce. Far too often, technology has created bureaucracy as opposed to facilitating workforce performance.