HR and Payroll Software Blog

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

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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.