HR and Payroll Software Blog

Planning for your Company's Future with Succession Management

With an uncertain economy, having a workforce management initiative is a valuable asset all companies should be looking for in their HR software. Having a well-trained workforce, with identified successors and individual career paths, is a critical component in any company's future growth, its ability to compete and its impact on employee retention and morale. Succession Management ensures organizations have trained and capable employees who can move into new roles as your business changes.

Succession Management helps managers plan for the future, by identifying, preparing and developing future leaders and managers. It also helps define backup candidates for key positions within the organization. With recent polls showing as much as 95% of current workers considering looking for a new position in the future as the economy recovers, having a plan is more important than ever.

Managers can define a career path for each employee, which includes short term and long-term next positions, estimated ready dates and skill requirements needed.

NuView's Succession Management module also provides organizational charts by position or people, with numerous display options, such as photo, number of levels, status and chart orientation. The organizational chart also allows managers to perform “what if” analysis, visually, for planning and budgeting purposes.

Highlights of NuView's Succession Management Module Include:

Organizational Chart

Identify Backup Candidates

Competency & Gap Analysis

“What-if” Modeling

Employee Development Plans

Employee and Organizational Nine Box displays

Automatically update Employee skills for current job and position

Automatically update Employee Training skills after completing training

Automatically build Employee Career Path (Jobs)

Quickly and easily obtain Assigned Back up Positions and rating

For more information on the NuViewHR Succession Management module, click here.

View the datasheet here.

NuView Announces New HR Software Clients!

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!

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.

 

20 things you should never short-change when buying/implementing HR Technology,HRIS,HRMS

Author - Steve Goldberg, HR Technology Industry Advisor
www.hrtechtruth.com

1. 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.

 

Recent Survey Shows Increase in Resumes, but Slower Hiring

- 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,

The HR Technology Challenge - Finding the Right Balance when it comes to HR Software

By: Steven Goldberg, Global HR Technology Advisor.

"Organizations face a bewildering array of technology solution providers who claim to deliver comprehensive Integrated Talent Management suites, and it is often difficult to separate vendor hype from the realities that customers experience as they try to implement these systems."

Every day, organizations around the globe respond to the pressing need to effectively manage and support their workforce by trying to implement robust HCM / HRMS solutions at the speed of business.  However, as research continues to point out, when various trade-offs and underlying dependencies are not fully taken into account, the wide range of positive business outcomes expected from these solutions often gets translated into a much more narrow range of tangible business benefits.

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.

Full Whitepaper
Download Full whitepaper to learn the 5 Guideposts to finding the right balance in the HR Technology Challenge.

CEO of NuView - Featured Guest on HR Technology WebMingle

Shafiq Lokhandwala, HR industry thought-leader and CEO of NuView Systems, will be a featured guest on HRchitect's HR Technology Happy Hour WebMingle.

We invite to you listen in!  Whether you're an HR professional, IT professional, business leader or just someone interested in HR and HR technology, we hope to have something for everyone.

Date: Thursday, May 6th from 3-4pm EDT
Shafiq will be taking live questions!

For full audio and call in details, visit: HR Technology WebMingle

A few topics to Listen for:
- Challenging issues facing HR systems today
- Popular technology features of modern HR systems
- Integrating new services/software with exsting technology
- Preparing for a resume tsunami using HR technology
and more!

HRchitect HR Technology Happy Hour WebMingle is broadcast live every Thursday at 3PM EST. The public is invited to call in during the show to ask questions of the guests of HRchitect.   Whether you're an HR professional, IT professional, business leader or just someone interested in HR and HR technology, we hope to provide something for everyone

For full audio and call in details visit: HR Technology WebMingle

Preparing for a Resume Tsunami of Qualified & Unqualified Applicants

Recruiting new employees to work in an organization may sound like an easy task, especially with so many people out of work, but it isn't!  Finding a candidate who has the right skill set and fits the mold of your organization, both dynamically and intellectually, can be a challenge and every company knows how important it is to have the right fit. Compounding that search is the mountain of resumes, a virtual "resume tsunami", of qualified (and unqualified) applicants.

The recession has impacted us all - but the economy is getting better. In fact, many businesses - both large and small - have resumed hiring again. Non-farm payrolls rose by 114,000 and the U.S. economy added 162,000 jobs in March 2010 according to the Bureau of Labor Statistics.

Now that the economy is improving and more jobs are becoming available, businesses need to prepare themselves in order to handle the resume tsunami looming on the horizon. 

If a business doesn't have tools to filter the incoming applicants, they are going to find themselves shortchanged, drowning in an endless volume of resumes. Quality candidates will get overlooked in the resume tide, or get snatched up by competitors equipped with tools to quickly find, interview and hire the people they need. Businesses need a plan of action for how they are going to tackle this process, quickly and effectively.

There are many different Human Resource Software Tools on the market that can help businesses optimize their human resources departments and the recruiting process. 

Using Technology to Turn Back the Tsunami...and Create Opportunities

Recruitment management solutions can prevent businesses from becoming overwhelmed by the influx of resumes by transforming an applicant's resume sent via email, or submitted via the web site, into applicant data.

These recruitment management  tools can also play an important role in turning the challenges of the resume tsunami into an opportunity.  Organizations that manage the process appropriately - acknowledging all inquiries, communicating clearly with potential candidates - can create positive impressions of a company's brand. 

Adding to the Resume Tsunami

There are other factors that add to the challenges of the resume tsunami. Any firm doing business with the U.S. Federal Government (as a U.S. federal contractor) must meet new Office of Federal Contract Compliance Programs (OFCCP) compliance rules for applicant tracking. The new rules establish applicant categories, classifying seekers as an applicant, a qualified individual, a job seeker or an unqualified individual. Staying in compliance with these new regulations is far easier with a recruiting technology solution. For more information on OFCCP rules, see http://www.dol.gov/ofccp/index.htm

It's important that organizations don't lose sight of internal candidates while all the external resumes rush in. Searching through candidates internally, prior to an external search, offers many benefits. Not only does it save money during the recruitment process, but it establishes company culture, enables retention and career growth and defines the employer's brand. If a company has an HRIS/HRMS solution in place, internal candidate performance, job history, training, skills and levels attained, competencies and salary history are readily at hand.  Hiring internally can lower turnover rates, be used as a retention tool and raise employee satisfaction rates - By hiring internally, businesses are also able to lower recruiting costs and fill positions faster since the process of recruiting externally - filtering incoming resumes and interviewing potential candidates - is completely removed. 

After the Storm

Once you've made your decision to hire, it's important to have an effective training and succession program implemented.  Just because the tsunami of resumes subsides doesn't mean the job is done. A training administration solution can track the developmental needs of the workforce and ensure that the company's workforce obtains the necessary skills for success. Succession planning tools help managers identify, prepare and develop future leaders and managers, while defining backup candidates for key positions within the organization.

The Keys to Success

The key to surviving - and capitalizing on - the resume tsunami is effective recruitment management. HR Departments need to implement solutions that help them effectively and efficiently sort through the flood of resumes, find and hire the best candidates for the job, train them and provide a path for long term success for the candidate and company - and maintain clear, professional communications with candidates throughout the process.

A recruiting management solution can support HR organizations by:

• Facilitating the posting of jobs to the company website and or job/boards
• Enabling targeted pre-screening and interview questions in the initial recruitment phase
• Automatically create a "Best Match" ranking of candidates
• Helping with interview scheduling
• Providing the convenience of "one-click-hire," so the information doesn't need to be entered again
• Supporting EEO report requirements for U.S. businesses that must stay in compliance and review their diversity programs
• Ensuring OFCCP compliance by helping businesses with categorizing applicants correctly
• Managing the communication with all candidates, making certain the organization's reputation is maintained, whether applications are selected or not.

It is clear that the resume tsunami will soon be upon us, but HR organizations can weather the storm, and ride the tide to greater opportunities - by using these proven tools and techniques.

Read full Aricle Article Here

Learn how NuView's Human Resource Software Tools can help you with the Resume Tsunami
Attend a free webinar
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Investigating Online Reputations - Acceptable for Recruiting Management?

By: Michael O'Brien- Human Resource Executive Online

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A new survey of worldwide recruiters and consumers finds some interesting differences in the way online searches of job candidates take place in various countries. In addition to differences by country, there are also gender differences as well as perception differences between the HR professionals and consumers who post online. Regardless, the concerns of potential bias or privacy violations remain an issue. 

New research by Microsoft finds that hiring managers around the world are increasingly using the Internet to research candidates' online reputations in order to ensure a good organizational fit, but a lack of clarity on the information hiring managers can legally search for could set them up for future headaches. 

The report highlights a growing concern that there is not enough governance in place to keep organizations protected from possible claims of discrimination from applicants who have been turned down for jobs. 

Among the more surprising survey findings: 75 percent of U.S. recruiters say their companies have formal policies in place that require hiring personnel to research applicants online. That figure drops to 48 percent for U.K.-based hiring managers and 21 percent for both the German and French counterparts.

Lisa Harpe, a senior consultant and industrial psychologist at Raleigh, N.C.-based Peopleclick Authoria Research Institute, calls the study "fascinating." She says one reason the online-search policy figure is so low across the pond may be because of the large number of European privacy protections that are already in place. 

"In Europe, there are so many more data-privacy issues, it makes employers want to say, 'We're not even going to touch that,' " she says.

Harpe was also surprised to see that, when 1,345 consumers from those same countries were asked, only 7 percent of the U.S. consumers surveyed said they believe information about them online could affect their job prospects, compared to 14 percent of all the consumers surveyed.

The study finds that 86 percent of U.S. hiring managers have informed candidates they have been rejected due to what's been found online about them.  

Candidates around the world are starting to get that message, as eight in 10 of the 1,106 worldwide consumers surveyed say they take at least some steps to keep their professional and personal profiles separate, including keeping profiles anonymous, restricting access to personal sites and refraining from publicly sharing which sites they use.  But the question of who is responsible for protecting their online reputation shows that there is still a gray area between hiring managers and candidates: While 62 percent of hiring managers say it is the responsibility of the user to protect his or her own reputation and not rely on the Web site to do it, only 48 percent of U.S. consumers feel the same way.

Its just a matter of time before job applicants begin to file lawsuits claiming they were unfairly discriminated against because of what a prospective employer saw online.

Read full article here
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