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 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 Tue, Apr 27, 2010 @ 11:20 AM
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.
Posted by Heather Lewko on Thu, Feb 18, 2010 @ 02:22 PM
What differentiates NuViewHR from other HR 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 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.
And More!
visit http://www.nuviewinc.com/whyNuView.html to learn more!
Posted by Heather Lewko on Thu, Feb 11, 2010 @ 10:04 AM
IT is from Mars, HR is from Venus- Bridging the gap with 5 HRMS requirements that will satisfy everyone.
Everyone has heard the saying that men are from Mars and women are from Venus. When it comes to implementing a global human resource management system (HRMS), the same could be said for an organization's information technology and human resource departments.
In this HRMS "marriage," it's assumed HR is better able to understand what type of communication is necessary and the best manner and timing with which it must be presented to achieve strategic outcomes. IT, on the other hand, is presumably better able to handle the security imperatives and the underlying capabilities and tools needed to achieve these outcomes. However, without taking the time to truly identify each other's role and, more importantly, understand each other's strengthsand weaknesses, this marriage may be heading for an irrevocable and bitter divorce.
5 Requirements:Scalable infrastructure
Strong reporting and query capabilityWorkload automation
Tight integration and import/export
Advanced workflowRead full article here
Posted by Heather Lewko on Fri, Jan 08, 2010 @ 10:14 AM
NuView announces that Trumpet Behavioral Health, doing business as QBO (Quality Behavioral Outcomes) and BCRC (Behavioral Counseling and Research Center) has selected the NuViewHR product suite to support its 500+ team members.
Headquartered in Pleasanton, California Trumpet Behavioral Health works to maximize the potential of its clients, recognizing and respecting the uniqueness of each individual. For more than 25 years, BCRC and QBO have been building better behavior through a variety of services, including autism services, assessments, outcome monitoring and evaluation, training and workshops.
BCRC and QBO partner with Families, Public Health Professionals, Schools, District Personnel, Programs and Organizations to provide services to Pre-K, School Age, and Adults diagnosed with:
Developmental Disabilities
PDD/Autism Spectrum Disorders
Behavioral and Emotional Disabilities
Learning Disabilities
Attention Deficit Hyperactivity Disorder
Trumpet Behavioral Health will implement NuViewHR's
HR & Benefits Administration, Recruiting Management, Candidate Self-Service, Employee Self-Service, Manager Self-Service and Legal Line modules.
Read about more NuView Clients
http://www.nuviewinc.com/client_list.html
Posted by Heather Lewko on Sat, Aug 01, 2009 @ 01:58 PM
NuView Systems Inc., developer of the award winning NuViewHR® product suite, has launched it's newly redesigned Corporate web site- http://www.nuviewinc.com/. The redesigned site features updated graphics and videos, easier navigation, and links to it's newly created twitter, facebook and linked in accounts.
Posted by Heather Lewko on Mon, Mar 23, 2009 @ 09:35 AM
NuView Systems was named a finalist today in the Software & Information Industry Association's (SIIA) 24th Annual CODiE Awards. NuView's comprehensive HRMS, the NuViewHR® product suite, was selected from many high-caliber products as one of the Best Human Resources Solutions in the industry.
The award is based on the best software solution that automates any aspect of human resources management, including HRIS, benefits administration, recruiting, payroll, performance appraisal, asset management, etc. The solution can be distributed as a service (SaaS) or installed (NuView offers both options).
CODiE Award Judges look for ability to manipulate data and functionality of key attributes, ability to pull from disparate date sources, ease of use, level of services provided compared to other similar programs, overall fulfillment of key attributes, overall visual/program aesthetics and user interface. NuView's underlying toolset, NuViewTools, used to customize almost every aspect of the system to reflect client environments, earned high marks among judges.
According to SIIA President Ken Wasch, "The competition is particularly steep this year, making selection as a CODiE Finalist a real achievement. All the companies on this year's list of CODiE Finalists should feel justifiably proud of their accomplishment in making it to this stage, and have much excitement to look forward to regarding the upcoming voting!"
The CODiE Awards hold the distinction of being the industry's only peer-reviewed awards program, which provides member companies with a unique opportunity to earn praise from their competitors. Now in its twenty-fourth year, the CODiE Awards program has raised the standard for excellence and serves as prestigious representation of outstanding achievement and vision in the software and information industry. Award winners will be announced during the CODiE Awards Reception & Gala, on Tuesday, May 5 in San Francisco, CA.