Morrison County demonstrates Paycom HRIS to Todd County board; commissioners ask for cost estimate

Representatives from Morrison County and Paycom demonstrated the Paycom human-resources information system to the Todd County Board during an April 1 work session, showing modules for onboarding, payroll, time-off requests, benefits administration, expense management and analytics.

Morrison County HR Manager Beth Berg and a colleague (Melissa) described their multi-year rollout. They said Paycom consolidated siloed processes by putting applicant tracking, onboarding, benefits enrollment and timekeeping in one platform, reduced manual data entry and provided analytics on payroll and personnel budgets. Morrison County staff demonstrated the employee view, manager/administrator dashboards, a 24-hour shift timecard example for corrections staff, mobile time-off requests and a "total rewards" view that summarizes total compensation (wages plus county-paid benefits) for individual employees.

Paycom can support features such as employee self-service, mobile access, expense management and learning-management modules. Morrison County said they do not use geofencing (location-checking) but noted it is an available feature; they also said the system creates an audit trail for HR actions and provides reporting to help monitor vacancies, overtime and budget impacts. Morrison County's team said employee adoption was initially challenging but is now high and that the system reduced repetitive HR tasks.

Todd County commissioners and staff discussed procurement steps and budget implications. Board members asked for hard numbers, including implementation and annual costs, and asked administration to route the item to the personnel committee for review. Paycom's representative (on the presentation call) said the vendor would provide proposals and that implementation costs and licensing would be part of subsequent discussions. Commissioners said a more detailed financial comparison and a list of what the county would stop paying for now (existing systems and licenses) should be presented before any decision.

Why it matters: A consolidated HRIS could reduce administrative workload, improve timekeeping accuracy and provide realtime analytics to inform hiring and overtime decisions. The board asked for a full cost/benefit picture before proceeding.

Ending: Administration will collect vendor pricing, a list of current costs the county could retire, and a proposal for personnel-committee review and a future work-session briefing.