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Technology & Service: Case Study Of The Month

Wisconsin Lift Truck

The Story: Wisconsin Lift Truck Corp. had partnered with one of the “big” payroll providers and were very frustrated over the cumbersome process to get relatively simple things done. Tasks such as accessing data through functional and meaningful reporting capabilities were needed.

The company performed web searches for HRIS providers, looking for the right demographic – a provider with a full HRIS offering, experience, a solid software package, and good references. Several vendors were brought on site to demonstrate their software during the search process.

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Intat Precision

The Story: As an automotive industry supplier, Intat Precision had several calculations for pay rates for both union employees and Japanese employees working in the Indiana facility. The new system needed to integrate with their existing Time & Attendance system and have the capability to calculate items such as deduction arrearages and labor costing.

The company’s union relationship necessitated automatic pay increases and bonuses based on employee longevity, as well as disciplinary action tracking and alerts. The company also employs Japanese workers, requiring unique earnings calculations for Tax purposes. Additional goals of the new system included: 1) Time savings in calculating Time & Attendance 2) Employee Benefi ts enrollment and tracking 3) Integration with G/L accounting codes 4) Workers compensation reporting 5) Custom 401k interface 6) Specialized security roles for system administrators

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Towne Properties

The Story: After undergoing 3 HRIS & Payroll conversions in less than 15 years, Towne Properties had very specific requirements in selecting a provider that could meet their needs. They spent an “extraordinary” amount of time meeting and discussing what they were looking for with major service vendors only to fi nd that none could successfully accommodate their unique requirements. The management of Towne’s Human Resource Management Systems (HRMS) needed to integrate seamlessly with their G/L accounts for each entity. Labor distribution was calculated through a burden percentage formula for each business entity and pay group. One of the main goals for their new system was a payroll interface fi le containing earnings paid plus the burden percentage calculated and charged to each entity and the appropriate G/L account.

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Grand Traverse Resort

The Story: Grand Traverse Resort is Michigan's premier resort experience and one of the nations finest full-service, year-round destination and conference resorts. Since opening in 1980, the Resort has earned numerous distinctions, including a Top 20 Mainland Resort and Top 50 Worldwide Travel Destination ranking by Condé Nast Traveler. The Resort's 600 rooms, suites and condominiums, 85,000 square-feet of versatile, dedicated meeting space, distinctive dining venues, shopping complex, full-service spa, and three championship golf courses, attracts individuals, families, plus corporate, association and other groups for four seasons of non-stop activity.

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Headquarters: Indianapolis, Indiana

Employees: 800

Primary Business: Bell Industries is comprised of three diversified operating units: Bell's Technology Solutions business, its Recreational Products Group and its SkyTel business.

HR Technology Challenge: To improve efficiency, accuracy and savings in time reporting and benefit enrollment using Web-based, self-service solutions.

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