Interact HRMS

2Interact, Inc., is a leader in providing Global Enterprise Human Resources Management, Payroll, Benefits, Time and Talent Management solutions to organizations around the world. 2Interact software applications,known as Interact HRMS, can be deployed using a private Local and/or Wide Area Network using a Hosted platform or Cloud based computing and networking infrastructure. Interact HRMS is currently being used by clients throughout the world in various industries including Banking and Finance, Construction, Manufacturing, Oil & Gas, Healthcare, Education, Logistics, Packaging, Shipping, Consulting Services, Government, and others.

Interact HRMS, provides a complete suite of seamlessly integrated applications that encompass the full scope of HR and Payroll domain knowledge including organization management, job classification, position budgeting and control, recruitment and hiring, on-boarding, leave management, time & attendance, benefits planning, compensation and payroll, FMLA and COBRA, employee record, competencies management, training management, performance management, succession planning, career planning, off-boarding, W4-Form, W5-Form, and much more. Interact Payroll application which is part of Interact HRMS, is a comprehensive flexible global payroll solution with a Payroll engine that includes Normal Payroll Cycle, Off-Cycle Payroll, Retroactive Payroll, and End of Service Payroll all in one engine.

Benefits Management

Benefits Management is designed to support advanced Benefits Administration and allows the user to define unlimited types and numbers of Health and Welfare Benefits as well as Retirement Benefits. Benefit Plans can be administered by an internal company administrator or by a Third-Party Administrator. Employee eligibility for Benefit Plans will be determined based on Policy and Employees are able to enroll or exit from Benefit Plans through Self-Service during the Open Enrollment Period. Changes in coverage and Life Event changes can be sent directly to Benefit Carriers using the HR-XML Web Services. Benefits Management is tightly integrated with Compensation & Payroll Management and includes support for COBRA administration and FMLA. New compliance with the Affordable Care Act (ACA) is also included in Benefits Management.

Compensation & Payroll

A comprehensive Payroll and Compensation Management module which covers all aspects of Payroll management, Timesheets and GL Processing. Four separate Payroll cycles are supported, including Normal Payroll Cycle, Off-Cycle Payroll, Retroactive Payroll and End-of-Service Payroll. Each Payroll Cycle is specifically designed for its purpose but integrates seamlessly with the other cycles and has the same look-and-feel.

The Normal Payroll Cycle consists of Initialization, loading of Timesheets, producing of Automatic Timesheets, loading or editing of Exceptions, producing of Trial Payroll, generating of Trial GL File and finally generating of Final Payroll, Final GL Transaction File, Bank Deposit File, and other processes. Extensive and flexible payroll policies definitions including earning policies, allowance policies, benefit policies, bonus policies, commission policies, deduction policies, and tax policies with no limit on the number of policies that can be defined. Compensation and deduction policies can be defined and eligibility assigned by employee group and organization unit, whereby the policies are automatically inherited by employees depending on their employee group and eligibility. Payroll calculation method for each earning, deduction, and tax are predefined based on user defined parameters using an advanced flexible expression builder with total access to the database tables and attributes, thus enabling the definition of any calculation method without having to customize the software (Nothing is hard coded).

Timesheets are automatically generated for salaried employees who do not require timecards and absent hours are entered for those employees who were absent, thus eliminating the tedious entry of timesheets, for employees who require timesheets.

Leave & Time Management

Time is Money. In InteractHRM there is a wealth of modules which address scheduling, recording, calculating, and paying the time worked by Employees. Time Sheets vary from Industry to Industry and even from Company to Company, therefore InteractHRM comes with many flexible tools to define the Formats of Time Sheets. Time Sheets can include Labor Distribution information and can even be Activity based to track the exact time spent on each Activity by an Employee in industrial or consulting industries. Automatic Time Sheets will be created for the Payroll and can be auto-populated with the regular work hours of those Employees who do not have actual Time Sheets tracked.

Time records can be entered in many ways in Interact: they can be keyed in manually by an HR/Payroll user, or by a Project or Department employee working as a Time Keeper. They can be imported from Excel or CSV files, or can be polled automatically from a Biometric Time Clock.

Interact also offers powerful Resources Scheduling capabilities to schedule Employees for any type of Shifts, including 24/7 Shifts. Sophisticated rules can be applied to schedule Emplooyees and Teams for specific Clients, Projects and Locations, with specific Equipment required to do the assigned work

Organization and Job Classification

Organization Management allows you to define the Org Structure in your Organization, with unlimited reporting levels and reporting lines which can support a Matrix Reporting Structure. From here, you can generate Org Charts based on the different reporting lines you want to depict. Organization management enables you to define specific Performance Goals and Strategic Goals at the Organization Unit level. By defining a sophisticated organization structure, you will be able to manage your Organization in the way that is most effective. HR, Time, Leave and Compensation Policies can be linked and restricted to specific Organization Units, and each Unit can be given its own Self-Service under Organization Self-Service.

Job Classification is required to define all the Jobs in the Organization, this can be limited to Job Title, Job Code and a basic Group, Category, Class, or it can be very extensive including Education, Experience, Certifications/Licenses, Competencies, Training, and much more. You can track Workers’ Comp codes and create sophisticated Job Descriptions. There’s almost no limit in terms of how much information can be associated with a specific Job Title in the system. The more logic is added to the Job definition, the more the application can automate processes as a result. Through its integration with all other InteractHRM modules, Job Classification drives the logic of many policies and processes defined in InteractHRM so that Recruitment, Training, Performance Management and other functions can be in line with the specifics of the Job.

Recruitment & Hiring

InteractHRM is an integrated suite of applications for HR, Payroll, Time, Benefit and Talent Management. The main objective of using an application like InteractHRM is to reduce the admininstrative workload which weighs on HR and Payroll departments and to do this by involving as many users as possible with the data-entry to get the information in the system. Once the relevant data is in the system, then the InteractHRM application can take over and depending on how much logic and structure has been defined in the original setup, it can start automating things for you and applying the rules of the policies defined.

As a user you have a choice whether you want to use a very basic rollout of Interact and only use the core modules of HR, which include Job Classification, Organization Management, Hiring and Contract management and the Unified Employee Electronic Record or whether you want to roll out all the other modules too which round out the complete offering. There are dozens of modules available to manage everything from Employee Assets to Disciplinary Actions and much more and these can be deployed one by one as you gradually expand your use of the system.

Self-Service

Organization Unit Self-Service allows a person who is authorized to conduct HR transactions on behalf of an Organization Unit, i.e. a Department, Section, Project, to log in and enter the required requests. E.g. a requisition for recruitment is entered by the Org Unit. It also allows the Org Unit user to run reports that are relevant for the Org Unit, i.e. Employee Absence Reports, Applicant List etc.

Employee Self-Service allows Employees to process Requests for Leave, Training, Loan, Travel, Reference Letters, and much more. Employees can also Inquire about their Salary, Vacation/Leave balance, Benefits. They can enroll in Benefit Plans, fill in Electronic Forms like W4, W5 and I9, fill in any other Onboarding Forms, print Pay Slips, and update their own Employee Profile. Employees can also play roles in many other HR Activities, they can take part in their own Performance Appraisal by doing a Self Evaluation or take part in another Employee’s Performance Appraisal as part of a 360 Performance Evaluation, they can do Assessments and Interviews of Applicants, and review Timesheets, Training Requests, Letter Requests and any other Requests which are issued by direct reports. Employees can also update their own Address information, Education, Skills, Licenses and Certifications and much more.

Applicant Self-Service allows Applicants to register and create an Applicant Profile. Once this is created they will have their own “portal” where they can apply for Jobs with the Company, update their Profile, receive the Interview Schedule, download the Employment Offer and accept it and then (if required) download the Employment Agreement and accept it.

Talent Management

Interact’s Talent Management suite consists of five key applications which are seamlessly integrated and all share the same base information: Competency Management, Performance Management, Training Management, Succession Planning and Career Planning. Many modules can be used independently and on their own, but the real power is in the flexibility of configuration of each module and the seamless integration between all the various Talent Management modules.

Competency Management allows the user to define any number of Competencies and group them in Competency Tiers, typically up to 9 Competency Tiers can be defined to support all types of Competencies from Personal Effectiveness Competencies all the way to Leadership Competencies. Once the Competency Framework has been defined, these Competencies can be linked with specific Training Courses or Higher Education Degrees and different Proficiency Levels can be defined to reflect specific Behavioral Indicators. Using the Competency Framework a Job Analysis can be done which will create a Competency Profile of a Job, based on which Performance Appraisals can be done, Training Plans can be devised, and decisions can be made regarding Career and Succession Planning for the Employee.