6 Reasons You Should Consider Offering Cloud-Based HR Solutions

By Corey Clacher

Are you thinking about offering cloud-based HR solutions to your clients? If you’ve had a chance to catch up on your industry news recently, you’ve likely noticed a massive shift within the small and midsize business (SMB) marketplace to automate their HR processes. In the past, smaller businesses may not have found cloud-based HR software feasible or even practical but now with continuous changes of labor laws, a steady increase in the cost of employee turnover, and an emphasis on employee engagement, businesses are starting to reevaluate HR in the cloud. SMB’s that aren’t capitalizing on cloud-based HR solutions to automate their daily processes feel the negative effects of repetitive manual procedures and oftentimes find themselves falling behind their counterparts.

Employers who invest money into automating their HR processes are the companies who understand the value of employee satisfaction, which often leads to an increase in work productivity, quality of customer service, sales revenue, and much more. It is up to you as an experienced service provider to demonstrate the true value of automating a business’s HR functions by explaining the features and benefits of adopting a cloud-based HR system.

If you’re still wondering whether offering HR outsourcing and software services is right for you, we’ve just made it a little easier. Below we’ve included the top 6 reasons why automating HR processes for SMB’s can save them time, money, and energy while improving your bottom line as their service provider.

  1. Increases Employee Engagement

With cloud-based HR software, companies are able to engage with their employees more effectively in real time and all in one place. Features like skills tracking, employee directories, documents and forms libraries, core values and goals tracking, assessments, and forums for company events and news help employees stay connected with each other and their employer.

  1. Enhances Insight

New advancements in HR software like data analytics and business intelligence help companies to stay well informed, make sound business decisions, and plan for the future. Cloud-based HR technology provides instantaneous access to essential information all in one place, allowing businesses to spend more time analyzing the data that is most important to them.

  1. Saves Time and Money

Manual HR processes such as retrieving and storing employee records, sorting through job applications one-by-one, and referencing numerous spreadsheets in different locations are unquestionably tedious and inefficient. Manual HR processes cost a lot of time, money, and energy for businesses, oftentimes requiring them to hire additional staff to perform these monotonous back-office tasks. Automation of processes such as recruitment, benefits administration, training, compensation, and more can save businesses time and money by reducing staffing needs and allowing other employees to focus their efforts on more important tasks.

  1. Heightens Security

Storing all confidential employee documents into a single, secure database backed by multi-factor authentication helps to make sure all private information remains contained in one central location. Businesses spanning multiple locations are able to relax knowing that all of their employees can stay connected with access to the same information in a single location. Security issues such as emailing private documents to the wrong people, losing important employee information, or allowing non-authorized employees to access sensitive materials are eliminated.

  1. Easy Integration

Cloud-based Payroll and Time and Attendance applications can be fully integrated with HR solutions to provide full circle automation across all processes. Third party integration is made easy with HR automation also. With a single click, businesses can access all of the services they need through the convenience of one platform. Services such as social security verification services, carrier connectivity, background checks, and applicant/candidate self-service can all be integrated with a business’s cloud-based HR system.

  1. Eliminates Human Error and Improves Accuracy

A cloud-based HR system takes the human error out of daily processes. Manually entering employee information on paper or calculating formulas in spreadsheets oftentimes leads to errors and inconsistencies, which could cost a company thousands of dollars in penalties. Constant changes to labor laws such as the Fair Labor Standards Act (FLSA) and the Affordable Care Act (ACA) can make it difficult for SMB’s to remain compliant without the proper resources. Fortunately, some cloud-based HR platforms offer resources such as an ACA manager and an HR compliance library to ensure businesses remain compliant.

There’s no doubt that today’s workforce is transforming and relying more heavily on technology to help get the job done. Offering additional services to your clients such as cloud-based HR solutions can provide you with the advantage and flexibility to help keep ahead of the competition.

To learn more about our cloud-based HR solution, click here to download an overview of our HR application features.

About Corey Clacher:

Corey is a Sales & Marketing Specialist at Kronos SaaShr responsible for the  marketing programs and content creation of the company along with other responsibilities within the department.

Winning at Workforce Management: Roundtable tackles 2016’s hottest issues

By RSL Media

Laws are changing and demographics are evolving—and those issues present big challenges for human resources and benefits professionals, particularly the stretched-thin HR teams in smaller businesses.

To address today’s hot workforce management issues, Complete Payroll Solutions and Kronos convened several dozen Massachusetts-area professionals to share strategies on three big questions:

  • How can small and mid-size businesses mitigate the proposed changes to the Fair Labor Standards Act (FLSA)?
  • How can they find and keep the best talent?
  • How can companies be sure they’re compliant with ever-changing Affordable Care Act (ACA) requirements?

The roundtable event attracted workforce management professionals from a wide range of industries, including retailers, social service providers, technology companies, hoteliers and more.

“Though we work with a diverse range of companies, we often see that all small and mid-size businesses face similar challenges,” said Michael Pettengill, vice president of channel management for Complete Payroll. “We chose these three issues for discussion based on feedback from our clients about issues they wrestle with most.”

Tracking Time: More Important Than Ever

For 2016, the Department of Labor (DOL) has proposed a significant change in the FLSA.

Under the act, employers must pay overtime to employees who work in excess of 40 hours in a given week. However, a widely used exemption excludes “white collar” (executive, administrative, and professional) employees who make above a certain weekly salary from this requirement.

The DOL proposes a new way of calculating eligibility for the exemption. If approved, it will most likely become effective in mid-2016, or in 2017. Under the proposal, an employee who makes less than $50,440 yearly would be eligible for overtime, compared to 2015’s threshold of $23,660.

As a result, some companies will be expanding their timekeeping procedures beyond hourly employees to include salaried employees. Several participants maintained that having robust time-tracking technology in place has become critical to easing the tracking burden on employees as well as on the company.

One option advocated by several of the roundtable participants is to raise selected salaries (those that are near the threshold) for the purpose of avoiding time-tracking and paying overtime. However, concerns about possible perceived unfairness were noted, since employees whose salaries are either already above or considerably below the threshold would not be considered for a raise.

Other HR managers said their companies could not afford either significant salary increases or increased overtime, and would likely be reducing employee hours in order to avoid the issue.

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How to Find (And Keep) Talent

Smaller businesses know they have a lot to offer—but the challenge is getting the word out to the best candidates, professionals at the roundtable said.

Companies in the Cape Cod area must address the relatively high cost of living facing potential employees, several said, while area tech companies compete with the higher salaries of the Boston area. A Rhode Island company specializing in home-based behavioral therapy contends with strict state requirements for employees. And just about everybody reported a dearth of high-quality, well-prepared candidates, particularly at entry level.

Where to find the best applicants? Advertising on a free site is likely to yield a large number of off-target applicants, but paid sites can be too expensive, roundtable participants agreed. One attendee recommended Indeed.com for job postings, and another noted specialized job sites, such as Dice.com for tech talent. Other suggestions included:

  • Word of mouth: Ask for references from and network with nearby schools or certification programs; state or local organizations, such as young professionals organizations and chambers of commerce; and professional peers at industry events.
  • Social media: One HR pro suggested using a clean, simple graphic in a job listing on LinkedIn in order to get more attention. Another said that posting about a job opening on her personal Facebook page and asking others to share had been effective.
  • An in-house referral program: Make the program robust and announce openings with great fanfare to build excitement, said one expert.

For promising candidates, one experienced interviewer advised, probe to find out what is most important to the applicant. Is it learning, advancement, a flexible schedule, or vacation time? Emphasize what a smaller firm can offer in those areas to offset the attractions of a larger company. For example, because smaller companies allow employees to wear many hats, candidates can be assured that they’ll have the ability to “stretch” and won’t be confined to a narrow role.

Suggested retention tactics included:

  • Encouraging managers to think out of the box about career paths within the company to give the best workers opportunities for advancement.
  • Sponsoring monthly employee events, such as a “painting and wine” night, to build staff cohesiveness.
  • Using employee surveys to drill down into what staff members like and don’t like. One participant, noting employee survey concerns about communication, instituted regular “CEO Forums” in which five or six employees meet with the CEO for a no-limits discussion.

The Affordable Care Act: Who and How Much?

As of 2016, all businesses with between 50 and 100 full-time employees are required not only to offer affordable health care to their employees, but to prove it to the IRS.

Human resources and benefits managers at the roundtable admitted they were less than fully prepared to meet the challenges of compliance, including:

  • Calculating which employees are considered “full time,” particularly when a business employs many seasonal employees.
  • Deciding what health care plans to offer, especially when there is a broad range of salaries within a company. The ACA mandates an employee must be offered an insurance plan for which his or her contribution equals no more than 9.5 percent of the individual’s annual salary.

In smaller businesses, HR professionals often don’t have the time or resources to keep up with the complexity of the law. Some roundtable participants confessed that they had done little to prepare for new ACA requirements, partly because they were expecting the regulations and deadlines to change yet again. Others said they are relying on their insurance brokers, payroll providers and accountants to guide them through the process.

Technology is proving a lifesaver for some HR professionals. For example, while most people in attendance said they are using spreadsheets to track and report employee hours, others reported success with using automated “time and labor” and workforce management software with specific ACA monitoring functionality. Proactive managers are also reevaluating their HR software packages to make sure they can quickly and easily run the necessary reports to complete the required IRS Forms 1094-C and 1095-C. Overall, many agreed that automation is critical to staying compliant with the ACA and simplifying the overall process.

Said Pettengill of the roundtable, “We are consistently impressed by the energy, resourcefulness and problem-solving skills of workforce management professionals in small to mid-size businesses. We know that they always come through for their companies and employees, and we are pleased to have had this opportunity to help them share ideas.”

10 Strategies Service Providers Can Use to Avoid Security Threats

By Corey Clacher

With cyberattacks and phishing incidences rapidly increasing to disproportionate numbers, businesses and industries of all types are under serious threat of data breaches on a daily basis. That includes service providers, like yourselves, who regularly deal with private information such as payroll, direct deposit, and other important financial data. In fact, it is projected that businesses in the financial and payment services industry will be the largest targets of cyberattacks in the upcoming year.

How can you make sure that your private information stays secure with a record-breaking 325,000 new threats emerging every day? You can start by watching the recorded webinar “Service Bureau Security Threats: Learning from Others’ Mistakes” hosted by Darrell Switzer, Senior Director of BAE Systems Global Incident Response Services. In this webinar, he discusses the threat landscape and how you can learn from the mistakes of others.

The webinar also provides useful strategies to help keep your private data, and the data of your clients, safe from malware and other threats. Some of the top strategies include:

  1. Knowing your Enemy

It’s easy for attackers to find out about your organization and the people in charge of protecting your data through simple online searches.

  1. Using Anti-Virus only as the Last Line of Defense

Anti-virus alone will not keep your endpoint safe. Anti-virus can’t keep up with over 300,000 variants of malware daily as it is likely weeks behind in detection.

  1. Using Multi-Factor Authentication (MFA)

MFA is an added layer of security that is highly recommended. Most major banks now require this for that reason.

  1. Implementing Proactive Incident Response Training

How you and your employees deal with breaches, and how well you are prepared for those breaches, can make all the difference.

  1. Incorporating Behavioral Solutions

Although still in it premature stages, behavioral solutions look for suspicious files and activities and can be an added benefit to your organization’s defense.

  1. Finding Trusted Partners

No one can fight cyberattacks alone.

  1. Developing, buying, and Renting True Threat Intelligence

Threat intelligence provides a lot of visibility into the threat landscape so you can focus on spending the time and money on determining the appropriate defense tools for your company.

  1. Being Proactive – Hunt for Threats

Your team simply doesn’t know the environment well enough. Identify what a perfect machine looks like in your business and compare it to a faulty one.

  1. Knowing One Size Does Not Fit All

Every organization is different and there isn’t one solution designed for them all. Look for the right defenses tailored to your specific needs.

  1. Evaluating the Purchase of Cyber Insurance

The process before signing a cyber insurance policy can be drawn-out and arduous and doesn’t always pay out in the end.

To learn more about best practices for keeping your data safe from cyberattacks, please watch this recorded webinar.

About Corey Clacher:

Corey is a Sales & Marketing Specialist at Kronos SaaShr responsible for the  marketing programs and sales initiatives of the company along with other responsibilities within the department.

Getting Ready for a Refreshing New Look at Human Capital Management

By Josh Davis

The new user interface (UI) of tomorrow is coming to the industry’s leading human capital management platform that has a single database across all applications…

Are you one of the select service providers that will have access to this for your clients? If so, here are three ways you can prepare

And if not, maybe it’s time to take a look at our partnership opportunities.

  1. Update Your Websitenewdash

Chances are you have some visuals of the platform on your website. It’s time to replace those. Also, does the look of your website reflect the consumer-grade UI you’ll be gaining access to and providing moving forward? As businesses come to expect the same level of technology they experience in their personal lives as in their professional lives, does your existing website convey that? The last thing you want is to have the best solution a company could ask for, but they wouldn’t know it because they never reached out after landing on your website, which looked great in 1995. If needed, redesign and clean up your website – you’re providing web-based software!

Also, replace dated language throughout your website with fresh and detailed industry buzzwords – like “SaaS payroll” or “HCM SaaS”, that will increase search engine visibility. Leverage social media sites like Twitter, Facebook, and LinkedIn to actively promote your company’s updated website and the new UI to keep everyone “in the know”.

  1. Refresh All Your Tools And Materials

All of the marketing tools and materials – both digital and traditional – should be thoroughly reviewed and updated wherever necessary.

Be sure to remove all irrelevant or outdated digital resources in order to maintain consistency throughout your website. Revitalizing your content will help to ensure that everything is relevant to current human capital management trends and consistent with your renewed focus on user interface and user experience. The more up-to-date your downloadable offers are, the more effective they will be in converting traffic that visits your site. By updating your online materials, you will not only do a better job converting suspects into prospects, but will have the opportunity to provide these to existing clients if there are upsell opportunities. After updating all of your materials, it’s always a good idea to test ALL the links and clickable icons to make sure your entire site is working properly.

These materials obviously only shouldn’t be updated on your website, but you’ll want to update all of your printed materials as well – that you’re taking to tradeshows, prospect meetings, etc. And these spread the gamut – stuff like printed brochures, booth displays, direct mailers, or print ads to name a few.

  1. Prepare Your Constituents

Of all the ways to prepare for the new UI refresh, getting your constituents on board may be the most challenging, but it certainly doesn’t have to be. Planning ahead and taking a proactive approach to accommodate the needs of clients, prospects, and employees will help to make the transition a lot easier for everyone. Remember, the new interface has not removed or added core functionality of the existing software, but was rather created to simplify the interface, streamline navigation, and improve the overall experience for partners and end-users alike. It is important to give your employees sufficient time to use the new UI layout so that they are able to navigate the interface with ease and support clients effectively as soon as the change happens.

Keeping in communication with your client base is imperative before and during the UI refresh. Let your clients know of the upcoming improvements to the system through in-software updates, email, by phone, etc. Use your updated company website as a support tool by creating blog posts and forums aimed at engaging clients and answering their questions and concerns. As experienced service providers, you are the face of the software for your entire client base and should play a key role during this transition.

As the UI refresh approaches, we hope that you can apply some of these tips as we all embrace the improvements right around the corner. Use the new UI refresh as an opportunity to do some refreshing of your own to better service your clients and gain new business.

About Josh Davis:

Josh is the Channel Marketing Manager at Kronos SaaShr, and is responsible for driving the marketing strategy and plan aimed at increasing the growth of existing channel partners in addition to the recruitment of new channel partners.

4 Reasons Businesses Need to Be Outsourcing to a Local Service Provider

By Colin Menchin

As we roll out our final video in the Workforce Management Trends Series, we are focusing this week on the benefits of outsourcing a business’s workforce management needs. No matter the size, all businesses are required to manage their workforce in one way or another. Whether that’s through processing payroll, recording employee work hours, or even performing HR functions. It’s an ongoing process that has to be done promptly and more importantly, it has to be done right.

For small to midsized businesses, dealing with the everyday challenges of maintaining a successful operation can be stressful enough, let alone adding back office tasks to the mix. The one way for businesses to eliminate these often mundane and time-consuming tasks is to automate and outsource them to you, a trusted service provider. By offering your services and expertise in combination with an automated workforce management platform, businesses can finally get back to focusing on what they do best.

As you may know, the benefits of outsourcing workforce management functions are plentiful. However, we have included the top four reasons why outsourcing is beneficial (if not essential) to the success of small to midsized businesses.

  1. Lowers business expenses by reducing labor costs.

Automating and outsourcing workforce management processes results in fewer responsibilities for a business to have to worry about. This eliminates the need for unnecessary labor, such as bookkeeping or administration and allows the business to invest their money where it really counts.

  1. Helps businesses to minimize liabilities.

With constant changes in labor laws and regulations, and the intricacies of processes like tax filing, it becomes nearly impossible for smaller businesses to stay abreast of every detail involved. Noncompliance can become a huge problem for businesses, costing them thousands of dollars in penalties and legal fees. However, businesses who outsource these processes can breathe a sigh of relief knowing that their service providers stay well-informed with all current laws and regulations to help them remain in compliance.

  1. Increases overall workforce productivity.

Outsourcing workforce management processes enables staff to concentrate on the core of their business’s success by freeing up their time from unnecessary tasks. With increased flexibility, a business can worry less about making sure things like payroll are processed on time and focus more on strategic initiatives that can improve their bottom line.

  1. Allows businesses to take advantage of service providers’ expertise and knowledge.

There are no better experts in the workforce management field than skilled, regional service providers. Equipped with tools and other valuable resources, they serve as local specialists to their clients. Automated workforce management platforms provide a great solution for routine tasks but service providers offer an extra advantage by giving professional insight and tailoring solutions to the specific needs of a business.

It’s hard to imagine businesses not seeing the value of outsourcing and automating workforce management functions. It’s cost-effective, reliable and better yet, it’s stress-free. To get further insight from experts on the benefits of outsourcing, watch this video.

Are there any additional benefits to workforce management outsourcing that you offer? Comment below to share your insight.

About Colin Menchin:

Colin is a Marketing Specialist at Kronos SaaShr responsible for the inbound and outbound marketing programs of the company along with other responsibilities within the department.

Helping Businesses Manage Overtime Costs in the Wake of FLSA Changes

By Colin Menchin

You’ve likely heard a lot in recent news about the Department of Labor’s (DOL) proposed regulations that are expected to affect the Fair Labor Standards Act (FLSA) regarding new white-collar exemptions in the near future.

With minimal revisions since the FLSA was enacted almost 80 years ago, significant adjustments regarding overtime pay and minimum wage requirements have been proposed by the DOL. The DOL has proposed these updated regulations to better align with the present-day workforce and economic climate.

To put things into perspective, the current FLSA requirement states that an employee that makes at least $455 per week ($23,660 per year) either hourly or salary and who meet a duties requirement test is considered “exempt”. These exempt employees do not qualify for overtime pay. If passed, the DOL’s new regulations would require that:

  • The minimum salary threshold to be $970 per week ($50,440 per year) in order to be considered exempt from receiving overtime pay.
  • The salary threshold be updated annually to stay level with rising inflation and wage costs.

These new regulations would undoubtedly have a significant impact on most US businesses within the coming months. It would require employers to reassess their entire workforce classification as exempt/non-exempt, increase minimum annual wages of exempt employees, and track all hours worked by non-exempt employees. As a service provider, it is critical that you help to guide these businesses during these potential changes. By providing your expertise in conjunction with a workforce management solution, you can help your clients keep in compliance with the new FLSA regulations and control overtime costs.

You can reduce a business’ compliance risk and overtime costs by offering them a workforce management solution, complete with Time and Attendance, that accurately tracks and documents all employee hours worked, delivers proactive alerts that notify employers of employees breaching overtime, and includes insightful reporting capabilities for both ongoing analysis and proof of compliance.

In this recorded webinar, held on August 20, 2015, by ChrysMarie Suby of the Labor Management Institute and titled “Overtime Best Practices”, you’ll learn 10 helpful strategies to bring to employers for minimizing their overtime costs.

  1. Define the department budget and address OT in hours & percent of Total Worked hours.
  2. Identify a pattern for the use of resources developed from workload demand data.
  3. Define and standardize terms & formulas with division of direct, indirect, education, orientation, and paid not worked benefit hours and FTE’s.
  4. Clearly identify pay incentives, premium pay, bonuses, on-call/call-back.
  5. Monitor OT for both “regular” and “EOS” or incidental occurrences & trend for use & abuse patterns.
  6. Publish schedules with at least 85% of work from “core” employees in the unit.
  7. Require managers to publish schedules with <5% “holes” where shifts didn’t meet target requirements.
  8. Monitor for the 6 underlying drivers for OT bi-weekly & compare to specific criteria.
  9. Identify a pattern for the use of resources developed from workload demand data.
  10. Monitor for the Labor Management Institute’s Target Thresholds to Total Worked Hours.

To get more information on the Labor Management Institute’s 10 overtime best practices, please watch this recorded webinar.

About Colin Menchin:

Colin is a Marketing Specialist at Kronos SaaShr responsible for the inbound and outbound marketing programs of the company along with other responsibilities within the department.

Time and Attendance – What’s the ROI?

By Josh Davis

As we released the newest video in our Workforce Management Trends Series focused on time and attendance return on investment (ROI), I started thinking to myself “What is the ROI of time and attendance – Does everyone really know?”

With payroll typically taking up 50-60 percent of businesses’ operating expenses, companies want to ensure that payroll dollars aren’t being wasted and that the highest return possible is achieved from that investment. This is where automated time and attendance applications, also known as time and labor management applications, come into play… But how do companies quantify the ROI of their on-premise or SaaS-based software purchase?

That’s a great question – thanks for bringing that up!

There are three core areas in which time and attendance applications return much more than what is paid for them:

  1. Control and reduce labor costs

In order to achieve this, the first step is getting insight into exactly where payroll dollars are being invested. Companies need to see which employees are in and out of work – they need visibility into who’s coming or leaving early and late, or who’s absent entirely.

There are several areas of workforce management that can be improved in order to manage labor costs accordingly – here are a few big ones:

  • Absence According to Mercer, the direct and indirect costs of absence alone can make up 34.2 percent of payroll expenses. From planned absences like vacation to unplanned absences like sick time, managing absence in an automated fashion allows companies to track accrued time off accurately and make staffing adjustments to cover for absent employees.
  • Overtime – Unplanned overtime can be a huge, and often unforeseen, payroll cost. By keeping tabs on employees’ timesheets and getting alerts for employees who approach overtime, companies can easily reduce this cost by finding alternative coverage for the position.
  • Accuracy – There are tons of companies out there that simply pay employees for the time they’re scheduled to work. However, what if they’re continuously coming in late and/or leaving early? How about if they continuously take long lunches? They’re still being paid for that time they are not working, which is a cost that’s easily controlled. By simply automating the collection of time worked, companies can ensure employees are getting paid accurately for the time they actually work – no more, no less.
  • Demand – By having the ability to manage a workforce in real-time, companies gain the ability to make staffing adjustments based on the external factors of that business – either proactively or as they happen. For example, companies should be able to plan for historically slow or extremely busy shopping days in retail. And if the forecast calls for inclement weather, and shopping is typically reduced in these instances, schedules can be adjusted accordingly.
  1. Improve productivity

Another area companies can track where payroll dollars are being invested is what employees actually work on, and how much work they do. By tracking the departments, jobs, and tasks of employees, companies can get a great understanding of what’s actually being invested in with their payroll dollars. Perhaps they’ll gain insight that sales people are spending more time on administrative functions then they are on actual sales, and be able to address it accordingly from there.

Alternatively, in a manufacturing business, management should be able to track the piece work of each employee (i.e. how many widgets they can produce), which will give them insight into the most effective and productive employees they have. On the flipside, they’ll also see who the least effective employees are and can invest in training for these employees and/or open up new job requisitions to find better talent.

Time and attendance solutions also provide a great avenue to make management and administrators more productive, allowing them to spend less time on manual processes like creating schedules, approving time off, monitoring employee time, etc.

  1. Minimize risk of noncompliance

There are virtually endless pieces of legislation that companies must comply with from the FLSA to the FMLA to the ACA. And if there’s one thing that can be said about non-compliance, it’s that non-compliance costs big bucks! The Department of Labor (DOL) has people employed in the agency that are solely responsible for finding non-compliant companies. If accused of non-compliance for the FMLA, for instance, the cost for a company can range from $78,000 to $150,000, and that’s just to get to trial! And then let’s say that company loses the trial, additional fees can include:

  • Employee reimbursement for any monetary loss incurred
  • Equitable relief
  • Attorney’s fees
  • Expert witness fees
  • Court costs
  • Liquid damages

When you think about the cost for automated time and attendance, it seems pretty nominal when you start thinking about the potential ROI.

Looking for more details on this topic? Don’t just take my word for it – hear it from the experts in this video.

About Josh Davis:

Josh is the Channel Marketing Manager at Kronos SaaShr, and is responsible for driving the marketing strategy and plan aimed at increasing the growth of existing channel partners in addition to the recruitment of new channel partners.