Dresser & Associates

Case Study: Neighborly Care Network Gets More Efficient and Cuts Costs Going Paperless

The Challenge: Paper-based processes blocked expansion of services and clients for Neighborly Care Network

The Solution: Having an Electronic Content Management system helped Neighborly improve efficiencies and cut costs by going paperless.

Neighborly Care Network, a Tampa Bay Area not-for-profit, offers services to Seniors aimed at keeping them in their homes and out of nursing homes. Those services include programs like Meals-on-Wheels and Adult Day Care and more recently a PACE program. Neighborly PACE provides healthcare to seniors in a clinical setting within an adult day care center, in its clinic, in their homes, and through an extensive provider network.

Neighborly was drowning in paper and getting bogged down by processing paper. In order to provide premium quality care and to effectively manage costs, Neighborly has implemented a comprehensive Enterprise Content Management System. Using a suite of products from Advanced Processing & Imaging (API), Neighborly cannot only give its healthcare providers, both in the clinic and in the field, the most accurate, easily accessible, and up-to-date medical records, but can also optimize the processing of claims, information requests, and internal analytical reports. And they can track all employee records including certifications, which are mandated by the State of Florida.

Neighborly purchased API solutions because of its integration to their current business applications:

  • Sage Abra their HR administration and payroll system
  • Microsoft Dynamics SL their financial system
  • CH Mack’s Q software for Case/Client Management

Current departments using these solutions include:

  • All records related to senior care and services
  • HR: for personnel records including; job applications, & health records, certifications, competencies, education records
  • Finance:
    • Accounting: for invoices, vendors documentation, grants, & contracts
    • Purchasing: for purchase orders

Per David Lind, CIO for Neighborly, “OptiView is a critical component of Neighborly’s business process reengineering. We’ve gained efficiencies, saved money and enabled our limited staff to be more effective in providing existing and new services to our client community.”

OptiView’s simplicity of integration, extraordinary ease-of-use, and low administration overhead allowed Neighborly, while bringing on an additional program, to reduce the immediate need for five FTEs. OptiView has reduced the turnaround for vendor invoices from three weeks to three days, eliminated $5,000 in FedEx charges per year, and replaced needless printing, copying and faxing of documents.

Then there is the cost of lost records, employee time spent verifying invoice payment, service authorizations, coordinating records from providers, wasted care providers time. Priceless!

By implementing an Electronic Document Management Solution Neighborly Care Network is able to offer more programs and provide more care for Seniors.

To learn more, visit: http://www.apimg.com/neighborly.aspx

Dresser & Associates Serves the Right Solution to Food Management Investors

With the support and expertise of Dresser & Associates, Food Management Investors, Inc. (FMI) is proud to announce the success of their recently implemented HRMS system. FMI, which provides the back-office support for 28 restaurants across four states, experienced first hand why choosing the right HRMS system is just as important as choosing the right business partner. With more than 2,000 employees, FMI relied on spreadsheets and paper files to track the details of its employees’ job history, beneficiary, accrual, and benefit information and desperately demanded a full-service human resource management system and business partner that delivers of its promises.

FMI began the search two years ago, for an integrated HRMS, one that would incorporate payroll, human resources, and attendance tracking into a single solution. After looking at several systems, FMI ultimately decided on Sage Abra HRMS because of its easy functionality and ability to integrate with other systems. Now all FMI needed was a knowledgeable, experienced HRMS consultant to implement their new system.

After hiring a local consultant, and finding themselves unhappy with the results, FMI began the search for the right business partner to implement the system. Without having to search very hard, FMI encountered the recurring name of Dresser & Associates as the leading Sage Abra business partner and immediately contacted them. Becky Nelson, HR Supervisor for FMI recalls, “We contacted them and were immediately impressed with their knowledge of the software and of payroll and HR best practices. They had several suggestions of ways in which we could get more out of the payroll system. We hired them to complete the implementation.”

FMI has nothing but praise for the support team at Dresser & Associates. “We get a phone call every month from our consultant.” says Nelson, “They check in to see if we have questions or concerns about the software. It’s a nice touch.”

What’s New in Sage Abra?

Sage Abra HRMS Version 8.4, and Sage Abra Suite Version 7.7 are scheduled for release this summer. Both include enhancements, primarily to the Payroll, HR, Attendance, Link, and Workforce Connections modules.

The release incorporates 47 specific enhancements. Check out some of the highlighted enhancements in
our most recent newsletter. Also, sign up for a webcast on the updated versions by visiting our Free Webcasts page.

The Knowledge Center is Finally HERE!!!

Make sure and check out the newest addition to our website, the Knowledge Center! After months and months of hard work and collaboration with our web designers our newest resource section has gone live.

In the Knowledge Center you will find anything and everything having to do with HR, Payroll, Recruiting, Taxes, State and Federal information, reports, forms, calculators, performance management, and much more. We have created this site as a tool for our customers and all HR and Payroll professionals, to use as their one stop shop for information. Make sure you bookmark the spot as one of your favorites so you may always check back for needed information.

The site is designed for ease of use and so you can quickly find the information you are looking for. We will constantly be adding new information and resources to this site, and encourage you to provide us feedback and recommend any resources that we may have missed.

Keep an eye out for any articles, websites, or calculators that you would like to see added and if we add them we will reward you with a $5 gift card to Dunkin Donuts as a thanks.

Hiring 2.1 – 3 Tips to Finding a Better Workforce Online

It’s no secret to the HR industry that the internet has rapidly eclipsed want ads and classifieds as primary recruiting sources. As much as the internet has shaken the role of traditional advertising, so too has the job seeker/recruiter relationship become more search/find than push/pull. While nearly every business has at least started advertising positions on their website and online job boards, social networks open up yet another avenue for recruiters to find quality talent.

So how to take advantage of these networks for your business?

1 – Make Yourself Found

Before you even look for job seekers, you should be sure job seekers can find you. This includes, of course, the first step of creating and maintaining an up-to-date career center on your company’s website. Standard features now, are search functions, positions by department, and varying degrees of detail on the position. Most sites, especially if they are integrated with an HRIS, have an online application process that facilitates the first step for job seekers.

But, that “careers” page is just the beginning. Your company should have active accounts on LinkedIn, MySpace, Facebook and niche job boards and networks such as Vault.com, Dice.com and CrunchBoard.com. By being available where qualified candidates can find you, you will be able to passively recruit motivated people.

2 – Fish Where the Fish Are

By finding sites to market your business in the step above, you should be able to identify the top sites where your hiring demographic is. Once that portal for your company is built, don’t bounce from those sites! Take some time to look at other companies, other people, and read what’s on their mind, look at what they link to, and try building “friends” or links, depending on social aspects available with the service. By being actively part of the communities where you’re searching for candidates, you’re more likely to make the right connections and get in front of the right people for your organization.

3 – Network Online… But Offline

Once your organization has firmly established an online reputation, it only makes sense to carry-on that campaign to offline efforts — have your social media contacts splashed on the literature you hand out at career days, for instance. And what could be cooler than a LinkedIn-ready key job?

Social media permeates the language of the existing and up-and-coming top job seekers and your corporate culture should too. While there are invariably stumbling blocks as networks shoot to popularity and then crash into obscurity, riding the wave as best you can and being available on the “latest and greatest” will keep your company in front of the best candidates out there for a lower overall cost than traditional media ever was.

Subscribe

Subscribe via Email

 

 Subscribe via RSS

Search the Blog

Contributors

John Fay - Zaeplex John Fay
Zaeplex
Abby Gustafson - Dresser & Associates Abby Gustafson
Dresser & Associates
Kyle Lagunas - Software Advice Kyle Lagunas
Software Advice
CAASPRE Consulting Paul Marrero
President
CAASPRE Consulting
McMillian and Associates David McMillian
McMillian & Associates, Inc.
CAASPRE Consulting Ed Reiter
CAASPRE Consulting
Kathleen Weiss, Senior Professnional in Human Resources Kathleen Weiss
SWK Technologies, Inc.