HR and Payroll Software Blog

NuView Announces New HR Software Clients!

Global HR & Payroll Software Provider Adds New Features

Global HR & Payroll Software Provider Adds New Features

We have added new enhancements and features for version 4.14 product suite, including an international regulator that helps HR administrators manage localization across countries, new payroll administration and compensation processing capabilities and an improved user interface.

“These enhancements – which include features suggested by our customers in focus group sessions – open up new areas of opportunity for both HR administrators and employees,” said Shafiq Lokhandwala, CEO of NuView Systems, Inc. “As these NuViewHR® enhancements demonstrate, we remain focused on addressing the evolving needs of the HR community with a complete and comprehensive solution to help organizations work more efficiently, make better, more strategic decisions and positively impact their business."

Enhancements to NuViewHR® version 4.14 include:

• The International Regulator, enables HR administrators to easily manage employee data, define fields, controls, hide or show menus and tabs and set other items for each specific country they operate in, within the standard product, without any special programming or customization. This ensures that country-specific needs are met.
• HIRE Act Support, allows HR administrators determine and track employees participating in The HIRE Act program. Payroll data may be audited against HR data as a check to ensure that both parties attain the greatest gain under this federal program.
• New Pay Steps, gives HR administrators the ability to keep a pay range and add steps as a separate combination, preventing the pay range from growing exponentially.
• Centralization of NuViewHR Messaging, enables system administrators to easily modify all NuViewHR® message text. All messages are now fully translatable so that employees read messages in their native language.
• Compensation Processing, now uses standard tables and forms that make data storage, retrieval and importing easier during the compensation planning period. Multiple currency functionality allows compensation administration to consider both corporate base currency, as well as employee local currency amounts.
• New Standard User Interface Theme, “Business Dark Green,” or clients may apply their own branding.

NuViewHR® Version 4.0, first introduced in 2005, is a fully-integrated product suite that has developed into the most advanced, flexible and complete HRIS/HRMS available on the market today. Used in more than 40 countries, it supports multiple languages, currencies and country specific localizations for fields, workflows, rules and reports.

NuViewHR® includes advanced capabilities such as business process flows (BPFs), Sarbanes Oxley controls and tracking, integrated metrics, single sign on, web services integration with benefit carriers, other payrolls and point solutions, and supports multiple web browsers on an open technology platform.

The product suite also delivers a unique toolset that allows customers to configure/customize virtually every aspect of the HR system, in any language, without any hard-coding. 

To learn more about these updates and others products, contact Info@nuviewinc.com
visit http://www.nuviewinc.com/getInfo.asp

Leader in HR & Payroll Technology Accelerates Global Rollouts

Leader in HR & Payroll technology sees globalization, health care reform, and “resume tsunami” as trends driving demand for HR technology

Spotting a significant shift among U.S. businesses, NuView Systems Inc. says that as organizations expand into foreign markets to drive profitability and revenue growth, it expects the move to global HR systems to accelerate in the second half of 2010 in order to put global “HR systems of record” in place to better manage their global workforces.

“NuView has a long history of providing HR and Payroll systems for U.S. companies with international operations. In recent months, we’ve seen an upswing of interest in this technology and we expect this trend to continue to rise as businesses look to capitalize on opportunities overseas,” said Shafiq Lokhandwala, CEO of NuView. “But while international markets may offer opportunities for business growth, it is imperative that these organizations address issues like foreign currency management, localization of HR information, foreign language support, international salary structures and country-specific rules on data privacy.”

NuView is gaining global recognition for its ability to address the needs of multi-national organizations, incorporating a customer’s global workforce under a single HR platform. Operating under a single platform makes it easy to report globally, eliminating the need for separate HR systems within each country. Its product suite, NuViewHR®, is available in a variety of languages out-of-the-box, including English, Simplified Chinese, French, Spanish and German, and can be easily translated to any language needed. Key to the NuViewHR system is that all system components – not just the Self-Service portals – are available to users in the local language.

Earlier this year, NuView opened a London sales office -- its first overseas location – in conjunction with the roll out of a new international page on its website that highlights the company’s global offerings and in-depth experience with serving its global customers and partners.

NuViewHR’s globalization capabilities include:

• localization of forms and fields for a designated country
• localization of data
• foreign data management
• foreign currency management (local and corporate currency)
• foreign name, address and date fields
• country-specific rules on data privacy

With NuViewHR, a software feature called the ”International Regulator” allows clients to define fields, controls, hide or show menus and tabs and other items for each specific country, within the standard product, with no programming/customization. This allows for easy configuration to ensure that country specific needs are met.

Globalization of business and the adoption of HR systems that extend across international boundaries and cultures will be the central focus of NuView’s upcoming User Conference in September. The conference will feature a keynote from global customer Aggreko, a panel discussion with some of NuView’s global customers to discuss global rollout planning, change management and data privacy and other scheduled sessions centered on global HR management. NuView anticipates these sessions will be well-attended.

NuView also identified “safe harbor” as another globalization-related trend expected to drive adoption of advanced HR systems in 2010 and 2011, as businesses work to meet safe harbor requirements while doing business in other countries.

Other 2010/2011 emerging business trends that NuView foresees:

• health care renewals and the impending national health care reform
• the “resume tsunami” challenging  businesses seeking new hires as the economy improves
• the impact of social networks on talent recruitment and workforce management
• investment in HR systems to support the growth of businesses emerging from the economic downturn

“System flexibility will be key as each of these areas takes shape  and matures, and each will impact HR strategy. NuViewHR is ideally positioned to help organizations track, analyze and implement all of these emerging trends facing organizations”
adds Lokhandwala.

 View our International Webpage
 Global Capabilities Data sheet

Is the SaaS bandwagon all that it's cracked up to be?

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

Attend one of our monthly webinars- Register here

The Power of Mobile Technology within HR & Talent Management

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 
 

The HRIS Solution for The Global HR Management Challenge

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

Attend a monthly webinar to learn how leading companies use our HR Software and Payroll Software tools to enable business strategy on a global basis.

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What makes NuViewHR Rise above the other HR software Systems? Our Core Values

 
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 & Approvals
Our 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 & Reporting
Meeting 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.

ROI
NuViewHR provides a great Return On Investment (ROI) - typically in less than one year

 visit http://www.nuviewinc.com/whyNuView.html to learn more!

U.S. Companies Foresee Need to Hire in Third Quarter of 2010

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. 

	Highest Expected Industry Sector Hiring
Leisure & Hospitality		(+20%)
Mining		(+17%)
Professional & Business Services		(+15%)
Wholesale & Retail Trade		(+15%)
Nondurable Goods Manufacturing		(+12%)
Financial Activities		(+11%)
Information		(+10%)
Durable Goods Manufacturing		(+9%)
Transportation & Utilities		(+9%)
Construction		(+8%)
Other Services		(+8%)

 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. 
 

Companies Chose NuViewHR for their Integrated HR & Payroll Software

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.