Outstanding Women at Captech:
Areas of Expertise:
State-of-the-Art Worker's Compensation
Challenge: State workers’ compensation agencies have historically operated in a paper-based environment with poor data, little integration, and a time-consuming, manually intensive process. The Minnesota Department of Labor and Industry (DLI) wanted to break through these barriers to create a more user-friendly, modern and efficient experience that would allow external stakeholders data access to improve service delivery, provide transparency into the claims process for injured employees, allow their agency to manage by data, and begin to proactively address sources of injury.
Solution: CapTech and DLI created a user-friendly, data-driven, online workers’ compensation portal called Work Comp Campus (Campus) that improves support to injured workers and provides greater insight into claims and disputes for stakeholders. Campus reduces cycle times by increasing the efficiency of processes and workflows managed electronically, improves transparency of the claims and dispute processes, and provides valuable information to injured employees about their case and the services to which they are entitled. The system also allows DLI to proactively identify higher-risk organizations and environments, recommend training to improve worker conditions, and assign necessary resources and requirements to improve the overall safety of all workers in the state.
A Platform for the Future of Golf
Challenge: U.S. Kids Golf (USKG) was among the first in the business to create golf clubs and hold tournaments for kids. From there, it quickly branched into coaching by creating a proprietary curriculum called Player Pathway with an associated certification for junior golf coaches. With the desire to bring their brand solidly into the digital landscape, USKG came to CapTech for a solution that would empower its coaches with tools to manage jobs more seamlessly, improve workflow, and allow them to spend more time teaching. A digital experience for coaches would also open the opportunity to start collecting student data, which could be used to generate recommendations for equipment needs, classes, and tournaments.
Solution: Focused on a digital transformation, CapTech partnered with USKG to develop a standalone mobile application for Player Pathway, which was previously only available in pamphlets and booklets. Now, coaches can track their students’ progress toward earning skill- and technique-specific pins in real time, digitally, instead of using pen and paper. Additionally, the app includes a companion website that helps coaches share awards and accomplishments for each student with parents at the end of every class.
A Top Insurance Company Transforms Hiring and Retention With Workday
Challenge: The importance of Human Resources in a company is undeniable. In addition to handling vital business functions such as employee benefits and payroll, it is HR’s job to supply the company with qualified, reliable talent. Strategic hiring is critical to the sustainability of any company and recruiting top talent can be a major challenge without the right processes and tools in place. Relying on inefficient, outdated candidate management systems (CMS) and recruiting procedures can drastically lengthen the hiring cycle. This causes frustration for both hiring managers and candidates. Unfortunately, this was a situation all too familiar to our client. They were fighting an uphill battle with their recruitment process – constrained by outdated technology that was expensive to maintain and offered limited functionality. Their recruiting system did not integrate with their existing Workday platform (Human Capital Management (HCM)), causing them to have duplicate data in disparate systems and a lack of visibility into the hiring process. While Workday HCM has a robust mobile app, the client’s legacy CMS offered no mobile capabilities, preventing round-the-clock access to recruiting information from anywhere. Additionally, scalability of the system was an issue. Yet yearly application submission volume had increased 40 percent, with an expectation for continued growth in the future.
Solution The implementation of Workday Recruiting took eight months to complete and revitalized the client’s talent acquisition process. Leveraging Workday Recruiting resulted in a single view of the associate by integrating with Workday’s HCM system and supported the client’s corporate initiative to move IT systems to the cloud. Decommissioning the legacy candidate management system reduced the client’s overall business costs and enabled them to reevaluate and optimize their entire internal recruiting process. In turn, the improved workflow, combined with Workday’s configurable User Interface (UI), significantly enhanced the internal hiring experience for both the hiring team and candidates as evidenced by positive feedback from survey results. The new system also strengthened inter-departmental communication as Workday encourages collaboration and ensures visibility.