Posted by Heather Lewko on Wed, Jul 28, 2010 @ 12:27 PM
SaaS (Software as a Service), also called on demand software, is a convenient, profitable and great business model for vendors.
Benefits to the Vendor
It’s an easy formula. Create the right model for an important business function and ensure that the technology can scale. Then put together a team of specialists to manage the technical infrastructure, and management to deliver the functional outcomes, for accounting, HR, supply chain or CRM.
Older clients add to the revenue from the newer clients, creating a steady revenue stream, and adding to the bottom-line.
Benefit to the Client
For the client, there are low upfront costs. Executive teams, and Company Boards, desire to outsource critical functions that are not deemed part of the organizations’ “core business” address the corporate need to focus on core business. In particular for the HR space the perception of HR as a “cost center”, rather than a strategic partner in the organization – and makes a contrary vote all the more difficult.
Significant contributing factors to the SaaS allure is the promise of providing greater processing efficiencies than an organizations’ own internal systems, thereby lowering process management costs for HR, CRM or accounting when managed by a SaaS vendor.
“Best practices” are available to put into place by the SaaS vendor, allowing client organizations to meet their basic needs quickly and efficiently.
Where the SaaS model stumbles
The problems begin when a strategic function, like HR, is fully outsourced to execute strategy, it is vital to allow changes to existing processes, as well as changes to the organizational structure – both driven by the economy, global competition, workforce skills and competencies, and other factors.
While the SaaS model is good at getting under performing departments up to speed, this model does not work well for an organization that truly reaches for greatness. The SaaS model is managed by personnel removed from the situation – the objective of whom is primarily managing a transactional engine.
A significant “trait” of a great company is its ability to distinguish itself from its competitors.
The core of greatness comes directly from the people (staff) that comprise it. The desire for these individuals to excel comes from a belief in their abilities and connecting with the organization’s strategy and cause. This creates a “passion”, which needs to be understood, and encouraged, which is accomplished by providing systems, information and transparency to support the goals of these employees and the entities (departments, units, teams) they form.
Processes, therefore, must adapt to suit the needs of its employees, address the cultural differences between groups, departmental needs, and countries, while keeping constant the shared passion, cause that all the individuals have come together to deliver for their clients.
With SaaS, standard practices are supported, and anything outside the norm are discouraged. This leads to deployments that are cookie cutter arrangements, with the underlying mantra being that all client organizations operate, and are deployed, in the same manner.
Other aspects to keep in mind within Human Resource Management is certain companies within industries like Banking and financial, prefer to keep their information stored close at hand. Also, companies with their headquarters in another country find it disturbing to have their information stored in a foreign country.
With that said, there still is a need and interest for license deployments.
Things to Consider?
Any organization striving for greatness, and looking at the SaaS option for Human Resource Management System needs to ponder:
-Outsourcing a strategic function like HR, and removing it from the hands of passionate employees, who require equal level of commitments from management and internal processes, will cause frustration. The internal passion that drives greatness and success will fade
-Changes to a SaaS based system outside the main deployment methodology can be next to impossible. A change for a single client means it is made for all clients on that SaaS system. Any change made in the SaaS environment has significant repercussions
-Each change that the SaaS vendor decides to include is considered carefully. If approved, the change is rolled out in the next release and made available to all clients.
-The small changes that affect a particular department or a set of managers in a single company almost never rise to the level of urgency that will make it into a release. Even if it did, by the time the release rolls around, the managers have lost the need or managed their outcomes outside the system. The great organization needs to respond quickly to a critical need.
NuView’s Position
NuView believes that the software we deliver has a single overriding purpose, and that is to make HR strategically relevant.
We support the SaaS environment for exactly the efficiencies organizations require to get started -- but we also allow licensing of the product for internal installs, which allow mature IT shops to manage, and own, the HR process themselves.
The potential to manage a separate instance of the product allows for the unique changes required for managers, workflows, acquisitions or cultural adjustments -- without waiting for the vendor to come around. NuView’s strategy is to manage best practice transactional outcomes for HR on a rich technical platform, allowing organizations to execute their very own strategy – not those of many other organizations.
interested in Learning more about NuView Systems HRMS Offerings? Visit www.nuviewinc.com
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Posted by Heather Lewko on Tue, Jul 20, 2010 @ 01:10 PM
According to new research findings by Aberdeen Group, a Harte-Hanks Company, top performing companies are 26% more likely than all other organizations to use mobile tools to facilitate Human capital management processes and workflows.
Mollie Lombardi, senior research analyst with Aberdeen's Human Capital Management practice said the study also revealed these findings:
- “By streamlining workflows and approval processes, organizations using mobility tools in HCM saw a 13% year-over-year increase in manager productivity versus a 6% improvement for organizations not using mobile technology.
- “In addition, 65% of employees at companies using mobility tools for HCM rated themselves as "highly engaged" -- versus 57% at organizations without mobile HCM.”
- "Mobile devices are seen as not just an extension of existing tools, but as a new medium through which to attract, retain, develop and manage people within the organization."
Download the full Aberdeen Study
Looking for a solution to manage your talent management with mobile technology?
NuViewHR’s HR Software product suite offers managers on the go mobile capabilities for task approvals. Managers are able to review and approve their specific To-Do’s from a cell phone, whether they are at home, at the airport, or simply out of the office.
Leveraging the power of mobile HR technology to browse the web, Managers login to NuViewHR and review their pending authorizations. With a few keys, they can either approve or deny a request.
Mobile HR capabilities include any form that can be authorized in the system, such as:
- Salary changes/requests
- Requisition Requests
- Bonus/Reward Requests
- Time Off Requests
- Training class enrollments
- Address Changes
iPhone & Blackberry Compatible!
Contact us here to learn more!
SOURCE: Aberdeen Group
“Mobile Technology Takes Off in Human Capital Management”
BOSTON, MA, Jul 08, 2010
Posted by Heather Lewko on Tue, Jul 06, 2010 @ 08:30 AM
Customer: Hill International
Industry: Consulting Services
# of Employees: 2,600
# of locations: 80
Modules Licensed: HR & Benefits, Employee Self- Service, Manager Self-Service, Candidate Self-Service (CSS), , Training Administration, Performance Management, Succession Management, Compensation Management.
THE CHALLENGE: GLOBAL HR MANAGEMENT
NuView Systems has provided Hill International’s employees, managers and executives with an HRIS platform that has helped the company enhance its infrastructure and to scale in size and effectiveness. With its worldwide employee base, Hill International needed an advanced HRIS platform that not only addressed all aspects of HR -- managing advanced workflow processes, performing performance reviews, coordinating the approval process -- but also support its operations around the world. Prior to using NuViewHR, Hill International found it difficult to implement effective processes for all of their HR needs across its global locations. Hill International needed an HRIS platform that could reduce confusion when employees moved between countries and projects – a key to increasing employee productivity.
NUVIEWHR CONSOLIDATES EMPLOYEE AND MANAGER HR FUNCTIONS INTO AN ALL-IN-ONE PLATFORM
NuViewHR has had a tremendous impact on the strategic relevance of HR at Hill.
One of the key benefits of NuView’s platform is its ability to consolidate global employee data and all HR management functions under a single platform – going beyond core HR & Benefits Administration and including strategic functions like Performance Management and Compensation.
PROVEN RESULTS WITH NUVIEWHR
NuView’s HR System extends beyond the HR Departrment. C-level Managers at Hill note that the system has had a direct impact on the bottom line.
With NuViewHR’s help, Hill International has been able to cut down on-boarding time of new employees from 10 days to between 1 or 2 days, allowing billable resources to become available much earlier than in the past.
MEETING COMPLIANCE REQUIREMENTS
Since implementing NuViewHR, SOX remediation tasks on employee records went from an average of 48 open tasks, to 28 open tasks and then zero open tasks. Hill has saved as much as $25,000 on reduced compliance and audit fees from remediation around employee related processes.
NuViewHR also provides standard compliance reports for EEO, VETS and OSHA to help Hill produce these required government reports, and continually monitor trends and statistics on their workforce regarding diversity, hiring practices and health and safety.
THE FUTURE WITH NUVIEWHR
Hill International continues to grow with an average of 50-100 job openings per month. The company will continue to look to NuView and its HRIS platform to support their HR needs worldwide.
The status of the NuView System is discussed at every board and senior management meeting, demonstrating the far reaching effects that this system has on the entire enterprise. Hill’s employee base has responded positively to the new HR system and the effort to bring additional functionality to employees in the future will be minimal because all modules use the same database and user Interface, reducing or eliminating the learning curve for users.
“NuView Systems has become a meaningful partner to support Hill’s global human capital management needs, producing very positive outcomes,” stated Michael Petrisko, CIO of Hill International. Cathy Emma, Hill SVP/CAO stated, “NuView’s mission is ‘Making HR Strategically Relevant’ for its client/partner companies, and they’re on the way to making this a reality at Hill International.”
Download the full Case Study Here
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Posted by Heather Lewko on Wed, Jun 30, 2010 @ 11:28 AM
Comprehensive Product Suite NuView's hr software modules address all HR functions, from recruiting to training, performance and
succession through separation (and everything else in between) with a single integrated system.
Modular Our
HR Software Systems modular design provides many advantages, besides having all of the client HR functions under a single global system. The modular system allows clients to implement the capabilities they need now, and then add other modules at a later time, without any integration costs.
Global Capabilities NuViewHR's unique and flexible design allows global organizations to roll-out their
HRIS system on a global basis, accounting for data, language, currency and cultural differences, and data security and compliance requirements, within a single,
global HR platform.
Flexibility & Scalability Using NuViewHR's underlying toolset, NuView Tools, clients can customize virtually any part of the system - from menus, tabs, forms and help text, to adding unlimited fields and tables - to creating new workflows, alerts, reports, queries, imports and exports.
Advanced Workflow & ApprovalsOur
HRIS/HRMS provides both standard and user-defined workflow/wizards for all business processes, making use of Manager and Employee Self-Service to start or approve items to keep internal processes flowing.
Global Capabilities NuViewHR's unique and flexible design allows global organizations to roll-out NuView's system on a global basis, accounting for data, language, currency and cultural differences, and data security and compliance requirements, within a single HR platform.
Compliance & ReportingMeeting government reporting regulations, tracking the customers internal processes and approvals, and adhering to strict data security and privacy issues can be a full-time job.
Business Intelligence Companies sometimes overlook the "information" part of a Human Resource Information System, but this is just as valuable to the long-term success, and profitability, of an organization.
ROINuViewHR provides a great Return On Investment (ROI) - typically in less than one year
visit http://www.nuviewinc.com/whyNuView.html to learn more!
Posted by Heather Lewko on Tue, Jun 15, 2010 @ 09:56 AM
By Theresa Minton-Eversole- SHRM
www.shrm.org
U.S. employers expect favorable hiring plans for the third quarter of 2010, marking three straight quarters of positive survey findings, according to the results of the latest Manpower Employment Outlook Survey, conducted quarterly by Manpower Inc.
Employers provided a seasonally adjusted outlook of +6 percent, up from -2 percent during the same period in 2009. Ninety-eight percent of U.S. states have a positive hiring outlook, and 95 of the country's 100 largest Metropolitan Statistical Areas have a positive outlook for the third quarter of 2010.
"We have been waiting for the labor market to show signs of a sustained recovery," said Manpower Inc. Chairman and CEO Jeff Joerres. "The survey results for the third quarter are indicating a trend of hiring intention that has historically proven to be the positive inflection point of accelerated job growth."
Of the more than 18,000 U.S. employers surveyed in all 50 states, the District of Columbia and Puerto Rico, 18 percent expect an increase in staff levels in the third quarter, while 8 percent expect a decrease in payrolls, resulting in a net employment outlook (NEO) of +10 percent for the third quarter of 2010. When adjusted seasonally, the Net Employment Outlook becomes +6 percent.
Seventy percent of employers expect no change in their hiring plans, however, and 4 percent of employers indicate they are undecided about their hiring intentions.
"Manpower's survey results show a positive trend in employers' hiring plans," said Jonas Prising, Manpower president of the Americas. "Although we are still facing a difficult labor market, more employers indicate confidence about the direction of their businesses, and with that comes an intention to increase their workforces. We are in the early stages of the jobs recovery, and although we have a long way to go, the job market will continue to improve from here."
"Even with the positive numbers, however, the unemployment rate is expected to remain elevated throughout 2010," said Jennifer Schramm, SHRM's manager of workplace trends and forecasting. "The sharp rise in the LINE hiring indexes is also a reflection of poor job market conditions in 2009."
What's Hot, What's Not
Employers in 11 of the 13 industry sectors representing the North American Industry Classification System (NAICS) Supersectors that Manpower surveyed have a positive hiring outlook for the third quarter of 2010. However, expected third-quarter hiring in education and health services, as well as the government sector for the July through September outlook, is down 2 percent compared with the same period a year earlier.
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Highest Expected Industry Sector Hiring |
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Leisure & Hospitality |
(+20%) |
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Mining |
(+17%) |
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Professional & Business Services |
(+15%) |
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Wholesale & Retail Trade |
(+15%) |
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Nondurable Goods Manufacturing |
(+12%) |
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Financial Activities |
(+11%) |
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Information |
(+10%) |
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Durable Goods Manufacturing |
(+9%) |
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Transportation & Utilities |
(+9%) |
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Construction |
(+8%) |
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Other Services |
(+8%) |
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To learn how NuView Systems can help with your companies Hiring needs, Visit www.nuviewinc.com
A number of businesses have turned to NuView over the past year to address HR challenges as organizations invest in a solution to better managing their human capital in preparation for the economic recovery. Among these new customers: one of the world's leading generic and specialty pharmaceutical companies (13,000 global employees), the North American operations of one of the world's leading brewers, and a global leader in the rental of power generation equipment, which provided services and reduced risk at the Olympics. Other new clients included the ACLU, Hard Rock Hotel & Casino, Emergent BioSolutions, Grand Lake Health System, and TTI, adding to NuView's diverse customer base covering all vertical industries.
Posted by Heather Lewko on Tue, Jun 08, 2010 @ 08:52 AM
NuView announces that Albertina Kerr Centers and The County of Berks have selected The NuViewHR & Payroll Product Suite to manage and support their employees.
headquartered in Portland, Oregon, Albertina Kerr is the leading provider of services to children, adults and families with emotional or mental health challenges and developmental disabilities.
With 900 employees across 45 locations throughout Oregon, Albertina Kerr will implement NuViewHR's
HR & Benefits Administration, Recruiting, Candidate Self-Service, Employee Self-Service, Manager Self-Service, Performance Management, and Payroll modules.
Incorporated in 1752 in Reading, Pennsylvania, the County of Berks is home to 373, 638 residents (2000 US Census) throughout 29 boroughs and 44 townships. The county is located about 50 miles northwest of Philadelphia, in the Delaware River Valley, and is considered to be part of the Pennsylvania Dutch Country.
With 2,600 employees, The County of Berks will implement NuViewHR's
HR & Benefits Administration, Recruiting, Candidate Self-Service, Employee Self-Service, Manager Self-Service, Compensation Management, Performance Management, Time Entry and Payroll modules.
To learn more about The Albertina Kerr Centers, visit http://www.albertinakerr.org/
To learn more about The County of Berks, visit http://www.co.berks.pa.us
To see other companies who have chosen NuViewHR to our award winning HR & Payroll software, View our Client List.
Posted by Heather Lewko on Tue, Jun 01, 2010 @ 09:04 AM
CASE STUDY - Marks Paneth & Shron LLP- Accounting, Auditing, Tax Services
# of employees: 500, # of locations: 3
Modules Licensed: HR & Benefits, ESS, MSS, Recruiting Management, Candidate Self-Service (CSS)
WHEN THE PARTNERS CALL, NUVIEWHR IS THERE TO HELP
Marks Paneth & Shron is an accounting firm committed to client success, whose priority is to help them make smart decisions at every turn. As a growing firm they focus on giving clients access to the best and most experienced professionals in the industry, regardless of the discipline.
Marks Paneth began its search for Human Resource software like many organizations -- via a web search. The initial business requirements driving the search for software tools included remote login to the system (necessitating a web-based system, rather than a client/server product) and a rich Employee Self-Service (ESS) product to accommodate a wide range of employee actions and activities, including Open Enrollment.
Other factors, including price, features, capability to expand, additional functionality and user-friendliness factored into the buying criteria too.
FIND THE RIGHT VENDOR - THE SEARCH PROCESS
Marks Paneth focused on three leading providers in the HR space, including NuView Systems. They began a deep dive into each of the vendor products through extensive on-site demonstrations and follow-up questions/document reviews.
Marks Paneth selected NuView Systems for its user friendliness, ability to provide a payroll interface to ADP, superior staff and affordability.
Some of the "holes" that Marks Paneth saw in competitor systems included client machine requirements and multiple sign on (meaning an employee would have to sign on separately as an employee, manager, hr admin -vs. NuViewHR's single sign-on solution).
A web-native product, NuViewHR eliminated any IT concerns, since it supported multiple web browsers and the system could be accessed remotely from anywhere to accommodate employees working from home, from on the road or while working in other MPS offices.
THE IMPLEMENTATION BEGINS
Good preparation is a sure indicator of future success. A lot of upfront work and pre-planning goes into a new HRIS implementation. This is a time when current business processes (workflows) are reviewed for effectiveness and either removed or modified.
Layers of approvals may be added. Notifications and alerts are defined. Security, defining what employees can see and do, and what Managers are expected to do, becomes a central discussion point.
OUTCOMES AND BENEFITS
A product is only as good as the people and the company that stand behind it. Lopez characterized working with NuView as "wonderful". "That helps you through the bumps. NuView staff were very supportive and provided guidance to us throughout the implementation" added Lopez.
Implementation of the system has caused numerous changes within Marks Paneth. Employees were introduced to new technology, the capability to view absence summaries, perform benefit open enrollment, enter an address change, view an employee directory and company calendar, which has produced positive employee feedback and has been a great time saver for the employee
The HR Department has realized significant time reductions through its ability to report monthly time off summaries, the elimination of paper forms for Open Enrollment and duplicate entry because of the Payroll interface provided by NuView. Reporting, according to Lopez, is one of the key selling points of the NuViewHR system.
Benefits cited include:
- Easy to create and run (using the ad hoc query builder and report writer)
- Easy to access data
- Provides the firm's Partners and Marketing Group with all required data
- Provides CPA compliance tracking
- Provides EEO information (compliance reports and diversity information)
SINGLE BIGGEST IMPACT
Aside from easy access to information, perhaps the single biggest impact is thatemployees make their own benefit elections, using a paperless process. HR no longer has to enter benefit elections manually and Open Enrollment is now faster, more accurate and more efficient than ever!
View the full Case Study Here
Learn more about NuViewHR- www.nuviewinc.com
Posted by Heather Lewko on Mon, May 24, 2010 @ 01:22 PM
Author - Steve Goldberg, HR Technology Industry Advisor
www.hrtechtruth.com1. The "what's in it for me" perspective of each class of user; e.g., employees, applicants, line managers, executives.
2. Considering the downside of "imposing across-the-board standardization" when it unduly compromises other key business objectives.
3. The change management effort in planning & executing the implementation.
4. The training effort in planning & executing the implementation.
5. The process & technology integration effort in planning & executing the implementation.
6. Subscribing to the "trust but verify" approach with respect to vendor / product claims.
7. IT buy-in and having their criteria for support understood and transparent.
8. End-user buy-in and having their criteria for support understood and transparent.
9. Exec buy-in and having their criteria for support understood and transparent.
10. Leveraging your company's brand / value as an end-customer in making
expectations known to your vendor partner; e.g., expectation to have some input to product direction or priorities if possible/practical.
11. Your organization's previous experience with new technology adoption and roll-out.
12. Critical linkages between the various pillars of the Talent Management value chain, including those that are "focus areas" more than processes; e.g., employee engagement.
13. Internally marketing the benefits of implementing the new HR/HCM system or module --- before, during and after the system is implemented.
14. The importance of "quick wins" to create support and momentum in the early stages.
15. The importance of end-users being in control of (and being accountable for) data quality.
16. Focusing on business drivers, how they might be changing over time, and how the HR/HCM system aligns with those drivers.
17. Lessons learned from similar companies with similar implementations
18. The contingency plan for transitioning away from each HR/HCM vendor you partner with.
19. Creating & maintaining a "risk and opportunity" log from
before Day 1; i.e., during the planning stage --- thru post-implementation.
20. Using a meaningful decision-support process and tool for prioritizing system enhancements needed -- or (if there's no other viable options) customizations pursued.
The HR Technology Challenge: Finding the Right Balance -
Download
Whitepaper
This whitepaper brings the concept of "finding the right balance" to the forefront when discussing or considering the best approach to deploying HCM / HRMS solutions.
Posted by Heather Lewko on Thu, May 20, 2010 @ 10:49 AM
Managing and preparing payroll is a complicated and tedious job. Since a carelessly made payroll mistake can cost a company a lot, having it done accurately is important.
Payroll Service bureau performs a lot of tasks. They print employee paychecks before salary dates or make direct money deposits to employees' bank accounts. The services also include accurate computation and withholding of taxes - federal, state, and local. The bureau also performs computation of payroll taxes that the employer or company owner needs to remit. Payroll reports are to be filed annually or quarterly. There is also a need to print and file employee tax documents by the end of the year.
For some company owners, payroll management is difficult and time-consuming. But for others, it's impossible to perform. Those companies need assistance from firms who can do the job efficiently.
When companies have enough number of employees to burden them with wage and tax computation, then assistance is needed. Utilizing a Service Bureau can help take the pain out of Payroll.
If you are in need of such services, consider a service bureau that has qualified professionals and has the advanced technology to support your payroll needs. The right vendor can offer your company cost savings, accountability, scalability, compliance, security and more!
NuViewPayroll Service Bureau takes complex payroll needs and provides effective solutions that offer the flexibility and control required by today's businesses. NuView's secure, integrated HR/Payroll solution empowers organizations through greater decisions making capabilities and responsibilities, while improving the bottle line.
To learn more about NuView's Payroll Service Bureau offering visit: http://www.nuviewinc.com/payroll.html
Posted by Heather Lewko on Mon, May 10, 2010 @ 09:23 AM
-
HR and Payroll Software Provider Reports that Social Media Lags Behind Job Boards, Websites and Employee Referrals as Main Methods to Attract Candidates.
- Findings Show More Employers Are Offering Benefits and Incentives to Retain Workers, With Fewer Turning to Bonuses and Pay Increases.
Despite improvements in the economy, hiring still lags the rise in resumes received by businesses - creating new challenges for employers - according to results of a survey released today by NuView Systems Inc.
Surveying its cross-industry client base, NuView found that more than 53 percent of companies reported that they are hiring - an increase over findings a year ago - but that still leaves 47% not hiring. Regardless of hiring status, 58% of these companies report seeing an influx of resumes.
The Survey also showed that while employers are turning to social media in the recruiting process, the more traditional methods, including job boards, websites and employee referrals, are still more prevalent for attracting candidates.
On the topic of retaining workers, the survey findings showed that more employers (34 percent) are offering better benefits and incentives as a retention tool, while fewer (15 percent) are using bonuses and pay increases. Significantly, 20% of organizations have increased their training and development programs to boost retention rates, while another 20% have not changed anything to help with retention.
"This survey of U.S. businesses sheds light on the challenges facing employers overwhelmed by a deluge of resumes," said Shafiq Lokhandwala, CEO of NuView. "While hiring is on the rise, there are more applicants flooding the system, creating new pressures for HR organizations. They must take steps to ensure that the best candidates don't get lost in the process. The survey also shows us how organizations are attracting candidates - turning to job boards, websites and referrals over social media - and the steps they are taking to retain workers and the knowledgebase, turning to incentives and better benefits over pay increases and bonuses, a sign of financial constraints that continue despite an improving economy."
A number of businesses have turned to NuView over the past year to address these and other HR challenges as organizations invest in a solution to better managing their human capital in preparation for the economic recovery. Among these new customers: one of the world's leading generic and specialty pharmaceutical companies (13,000 global employees), the North American operations of one of the world's leading brewers, and a global leader in the rental of power generation equipment, which provided services and reduced risk at the Olympics. Other new clients included the ACLU, Hard Rock Hotel & Casino, Emergent BioSolutions, Grand Lake Health System, and TTI, adding to NuView's diverse customer base covering all vertical industries.
For more information, please visit: www.nuviewinc.com,