Bank of Princeton is a bank that has been growing steadily over the years. We recently caught up with Senior Vice President, Chief Human Resource Officer, Anna Maria Miller to discuss the bank’s growth and the challenges they’ve had to overcome. From moving past paper-based data storage to centralizing and simplifying compensation and payroll processes, Anna Maria takes us through the ways ADP has helped Bank of Princeton grow and thrive.
The nice thing about analytics is that they pinpoint to where your data is and show behaviors. Through looking at the behaviors, you can make decisions about what you want to do. It makes you more strategic because you’re not spending time concerned with payroll, performance reviews, benefits, administration, and all of those different things.
Anna Maria Miller,
Senior Vice President and Chief Human Resource Offices
Bank of Princeton
Challenges
- Employee performance reviews were a manual, time consuming process
- Paper-based data storage
How ADP helped
- ADP Workforce Now helped reduce the time spent concerned with payroll, performance reviews and benefits administration – allowing them to focus on strategic decisions to help drive growth, improve organizational culture and increase employee engagement
- ADP DocCloud provides a more efficient way to store documentations and greatly reduces the need for paper forms
Growing with ADP
In the beginning, we just used ADP payroll. Then we added the recruitment module, the benefits module, then onboarding. So, we’ve been growing along with ADP and now every module is fully integrated. We did that in order to optimize the software that we were using, in order to make it better for us, to customize it in order to work for us. The last thing I wanted to do was to have 10 different systems, which did not work together.
I love the direction that ADP is going because I see the upgrades and changes, which make us more effective and efficient. The fact that they’re fully integrated is great for us because we’re able to do much more now than before. We’re a better champion with our teammates and organization. We’re much more proactive now than reactive. I think that’s the key, for us.
Employee self-service
With the ADP Mobile app our employees have the information on their 401(k) available to them. Employees can adjust the percentage they contribute and put in their beneficiaries all on their phone. It’s brilliant because by using the mobile app, they could share that information with their families at home during nights or weekends when they’re not working.
Our mobile usage rate is 98 percent so that means that it’s a good system for us and our employees are using it!
Simplifying performance reviews and the compensation process
Before we started working with ADP, performance reviews would take about a month. It was paper intensive. We were tracking performance reviews from managers repeatedly and it was taking too much time.
Once we implemented ADP Workforce Now talent management, the process was cut down to less than a week. ADP Workforce Now talent management took a labor-intensive process from paper to totally in the cloud. And it takes two to three days to complete.
Making smarter decisions with help from ADP analytics
The nice thing about analytics is that they pinpoint to where your data is and show behaviors. Through looking at the behaviors, you can make decisions about what you want to do. It makes you more strategic because you’re not spending time concerned with payroll, performance reviews, benefits, administration, and all of those different things. It gives you time to really look at what the underlying issues are. This gives you the ability to make some good decisions about what you want to do in terms of improving the culture of the organization, helping your employees become more engaged or spending time on things you can do to add value.
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