Deminos provides HR and employment law support to a diverse group of clients in the SME sector, as well as to larger blue-chip organisations. The business, which employs a team of 25 HR and legal specialists, aims to help its clients manage their people effectively and stay on the right side of employment law.
Deminos had previously been offering another HR software system as part of its service but found that the product had limited functionality and was time-consuming and difficult to use. Partner Tony Edge came across Cezanne OnDemand and realised it could strengthen the services provided by Deminos, as it had much greater potential to help clients streamline administration and manage their people processes more efficiently. "It's accessible, comprehensive and helps to make HR processes consistent and transparent," he said. "When used alongside the HR support we provide, it's a bit like having your own HR administrator on site, without the additional cost of employing someone."
The first Deminos client has just signed up to Cezanne OnDemand and there has already been interest from several others. "Everyone who has seen it likes it," says Tony. "It looks very professional, is easy to use and people can immediately see how it will add value."
The self-service element of Cezanne OnDemand is also proving appealing to clients. "People like the idea that their employees can update personal information and manage their own holiday entitlement - they can see straight away that it is going to save them a significant amount of time." says Tony.
Deminos believes that availability of modules covering areas like absence and performance management may also nudge people to take a more professional approach to the way they manage people and make use of data.
"Many small businesses don't immediately see the benefits of taking a co-ordinated approach to areas like performance management, but the fact that they can manage the process easily via Cezanne OnDemand may encourage them to think again," says Tony.
Next step is for Deminos to use Cezanne OnDemand internally to streamline management of its own people and to deepen their knowledge of the system so they can better support clients who are using it.
About Cezanne HR
The new company is focused on promoting its Cloud-based HR software system, Cezanne OnDemand which provides SMEs with a powerful yet quick to implement online HR software solution to help streamline people, absence and performance management, improve employee collaboration, and gather better HR intelligence to support planning and decision making.
The system is the first HR software solution to be offered on a pay-as-you-go basis, with monthly fees being adjusted up - or down - to reflect the average number of employees being managed each month. It is also the first to include, at no extra cost, an innovative employee portal that enables HR to easily share company information and documents and includes social features that encourage employees to work together more productively. Pricing is just £2 per employee per month for companies of between 50 and 500 employees for HR and absence management, with performance management costing an extra £1. Special discounts are available to registered charities and not-for-profits.
Cezanne OnDemand is delivered in the Cloud, on a Software-as-a-Service basis, which means it is hosted and delivered online via a secure server, with updates automatically provided to clients as they are released as part of the subscription fee. There's no need for SME businesses to continually invest in their own hardware or software, or in installing updates. They simply log on via the Internet and have immediate access to the latest version of the system from wherever they are.
]]>As the Government's consultation on the administration of Shared Parental Leave draws to a close, the CIPD has reiterated its support for the proposals but highlighted some technicalities that will require close attention to ensure the new system is beneficial to employers and employees alike.
The CIPD has long supported the move towards a more equal sharing of childcare responsibilities between working mothers and fathers. Mike Emmott, employee relations adviser at the CIPD, comments: "By giving men and women similar entitlements to leave following the birth of a child, mums and dads will have more choice over how they manage and balance their caring responsibilities between them, which will support female participation and progression in the labour market. What's more, employers will benefit by increasing their ability to maintain a more diverse workforce and retain the skills and knowledge women bring to the workplace."
However, the CIPD recognises that the administration of Shared Parental Leave does not come without its challenges: "The devil is in the detail," continues Emmott. "For example, different notice periods for paternity pay and leave inevitably cause confusion to both employer and employee, and add to the time required to deal with requests. We therefore agree with the proposal to align the notice period for paternity leave and pay at the end of the 15th week before the expected week of child birth.
"The decision to allow parents to notify their employer of their leave intentions as they require them is also likely to cause many employers significant problems in planning recruitment, and reallocating staff, to deal with parents' unanticipated absences from work.
"However, the additional flexibility this will give parents is welcome and the requirement that they should give at least eight weeks' notice for each period of leave is not unreasonable."
]]>In the light of these findings and in response to growing demand from its customers needing to address these threats, Attachmate has announced plans to strengthen its commitment to expanding the data security side of its business. This move is supported by the latest versions of its Luminet, enterprise fraud management solution which monitors all applications and channels to quickly alert users of insider fraud in real-time. It distinguishes between legitimate and illegitimate activity and creates detailed aggregated reports, alerts and dashboards to help fraud managers detect, understand and investigate suspicious activity.
Attachmate's planned growth into this market is backed by its long-term expertise gained through working with customers in its traditional core areas of business, including terminal emulation and legacy modernisation.
Attachmate UK security specialist Dan Dunford explains: "One of the big problems with detecting insider fraud is that perpetrators often have rightful business reasons to access applications, query databases and change system configurations and know how to make their actions look legitimate. The problem has become more complex now that employees can access enterprise data remotely when on the move or from home and use their own mobile devices in the business environment (BYOD)."
While the survey shows that 61 per cent rate the threat as 'very high' or 'high' only 44 per cent say that their organisation views its prevention as a top security priority. Yet, the majority of respondents admit to not being able to determine whether an off-site employee's non-compliance is the result of negligence or fraud. On average it takes 87 days to first recognise that fraud has occurred and more than three months to get to the root cause. Most perpetrators go unpunished because of these problems in detection.
"Working with customers on the terminal emulation side of the business, we are increasingly asked by them about data security issues as they strive to keep up with new standards and regulations. Today, providing this protection is more than access and identity management and ensuring secure passwords. It involves actually understanding the uses of data within these roles and permissions. We can provide our customers with comprehensive insight on use, with robust audit trails and logs showing trends and behavior patterns," says Dunford.
He adds: "We are also increasingly being invited to talk on the subject at industry events - another indication of a growing recognition of the problem."
]]>Scooping the award at this month's prestigious ceremony, Tony saw off stiff competition from four strong contenders in the category, which celebrates the achievements and impact of agency individuals within the recruitment industry.
Tony says: "It's an honour to be selected as Agency Recruiter of the Year and be nominated alongside four other people who represent excellence in the industry. At Balance we feel very strongly about exemplifying best practice in recruitment. It is not only 'value add' services that measure a recruiters worth but getting the basics right and doing them well to benefit our candidates and clients."
Tony is a founding partner of Balance Recruitment, heading up their Industry and Commerce team with over 11 years financial recruitment experience specialising in the retail, media and FMCG sectors.
Known for being a highly proactive and well-connected recruiter, maintaining relationships with some of the world's most iconic brands, Tony has a solid understanding of his clients' business requirements and his candidates career aspirations and was a Finalist for Best Permanent Consultant 2011 in the Recruitment Consultant Industry Awards.
Ends
For more information or to speak to Tony Vickers at Balance Recruitment, contact Della Bolat - dbolat@consiliumcommunications.co.uk / 07841 763 833
NOTES TO EDITORS
• Balance Recruitment Ltd is a specialist accountancy and procurement recruitment consultancy based in the City of London and Hertfordshire, focusing within specific industry sectors, mainly the Legal Accounts, Retail, Media and FMCG markets.
• The team of sales directors and consultants at Balance have earned strong reputations in their chosen fields through consistency of delivery and recognising the value of providing clients with top-tier industry specific accounting and procurement professionals in an increasingly candidate-driven market.
• The Directors of Balance Recruitment are like-minded individuals who share the same drive and determination. Together they have over 20 years experience in the Recruitment Industry, both in the UK & Australia.
• For more information on Balance Recruitment Ltd visit www.balancerecruitment.com
• Follow them on twitter at www.twitter/BalanceRecruit
]]>Jelf has found that there are a number of benefits that are commonly overlooked and under-utilised, such as counselling, access to EAPs, information on wellbeing issues, even second opinions for medical diagnoses. Even more straightforward advantages of PMI schemes are not always fully understood, such as faster access to consultants and care, with some employees not knowing how to engage with their adviser or insurer to make use of them. Some of these benefits will be offered to spouses and dependents, and Jelf is encouraging employees to make sure they understand the detail of their healthcare and protection packages and how they can benefit their families.
Some older legacy PMI schemes even pick up the cost of premiums in the event of being out of work. When employees purchase supplementary cover privately they may be doing so unnecessarily wasting money, at a time when most people can ill-afford to.
Ronjit Bose, commercial director for Jelf Employee Benefits says, 'While many people may spend more time at work than they do with their family at home, family is still cited as the priority for most. In our experience, employees don't engage with the detail of their employee benefits packages, that is, until they or their family need them. When employee benefits offer such valuable advantages to families, it's important that the detail is understood. We're also calling on employers to play their part and make sure their communication packages fully explain the benefits for dependents.'
Jelf says that all benefits should be taken into account, including the pension and how this will affect their family. For instance, employees need to keep nomination forms up to date and may need to think about how they want to structure an annuity when the time comes to secure retirement income, as they could still provide for their family after death with a spouse's pension.
Bose continues, 'When a company looks after an employee's family, engagement is enhanced; many companies may do this but just don't do enough to tell their staff that they do. Communication is the key.'
]]>The Recruiter Awards for Excellence recognise, reward and celebrate the outstanding achievements in recruitment over the last 12 months and were held at a gala ceremony at the Grosvenor House Hotel in London on 1st May.
Open to all major recruitment specialists and judged by a diverse panel of leading business experts from some of the biggest names in the recruitment industry the award recognises outstanding client service, effectiveness and efficiency by an Outsourcing Recruitment Organisation.
According to the judges, GradWeb was the 'stand-out winner' in the award category, successfully demonstrating the delivery of cost-effective solutions for a wide range of clients across a variety of sectors. The judges particularly highlighted the innovation required in not simply providing an off-the-shelf solution but creating bespoke recruitment services tailored to fit the unique and exacting challenges faced by today's businesses. They said;
"GradWeb provides its diverse clients with the ability to reach the right candidates through methods such as its innovative online recruitment technology to attract and reach the right candidates; its 'Intelligent Attraction' approach to improve the effectiveness of clients' campaigns and its end-to-end services including concept design, marketing, candidate management, screening and assessment".
Commenting on the award GradWeb's Managing Director Cynthia Bostock said;
"We are proud to be recognised by the Recruiter Awards for the outstanding quality, innovation and effectiveness of the services we provide our clients. This prestigious award stands testament to the core values, drive, skills and passion of the GradWeb team who work relentlessly to ensure our clients remain at the heart of everything we do."
DeeDee Doke, editor of the Recruiter, said "What creativity and hard work this year's entries demonstrated! Truly stellar work is being done by the recruitment community, and we are so proud to have the opportunity to recognise it in all of its various forms through Recruiter's Awards for Excellence"
Based in Newbury, Berkshire, GradWeb provides a complete range of award-winning outsourced recruitment services that range from candidate attraction, to online recruitment systems, candidate management and assessment and selection services. It manages a huge variety of campaigns in the entry-level and campaign recruitment space, including apprentices, interns, school leavers, graduates, post-graduates and volume campaigns for experienced hires. By providing complete flexibility, outstanding client service and exceptional candidate experience, GradWeb has grown to become the UK's best and most successful entry-level recruitment outsourcing business, with an enviable client list which includes BT, Ford, Nestlé and BP.
Fuel is also gearing up for celebrations in June to mark their 10 year anniversary, and the latest figures will be a fitting conclusion to a very successful decade in business.
Since the company's formation in 2003 their appetite for success has not gone unnoticed. In 2007 the business achieved a ranking of 55 in the Sunday Times Fast Track 100; the annual league of Britain's private companies with the fastest growing sales.
Over the past decade Fuel have expanded significantly from their roots in Telecoms and IT recruitment, adding Engineering and Broadcast to their areas of specialism, and recently introducing a dedicated Rigging Division and Executive Search function as well as a Managed Services division. 2012 saw the addition of a London office to compliment the Midlands-based headquarters, which has developed its own niche area of IT recruitment in the field of Cyber and InfoSec.
Managing Director Mark Esom reflects on Fuel's achievements:
"As we head towards our 10th Anniversary, I am delighted to see that the company continues to go from strength to strength. Since the financial crisis in 2008 the conditions for many recruitment businesses have been very unstable. Working in the service industry means that we have to adapt to difficult conditions and work smarter and harder to remain at the top of our game. We place a strong emphasis on looking after our candidates and we have worked closely with our clients to deliver efficiencies and maintain our high standards of delivery.
"Over the last 4 years, we have achieved a CAGR of over 27% in a very challenging economic environment which is testament to all the hard work our team have put in over the years. We have some aggressive goals over the coming years which I have every belief we will reach as we continue to focus on the highest possible levels of customer service and quality."
]]>Central Bureau Model enhances Benefits
The Trust is using SMART e-Rostering across its acute wards and operating theatres. The production of all rosters is undertaken by a central team who are expert in the use of the system, releasing clinical nurse time to care for patients, improving the cost-effectiveness of rosters and enhancing the deployment of staff across other clinical areas rather than a traditional one-ward perspective.
Lynne Swiatczak, Chief Nurse and Director of Patient Care Standards at the Trust explained: "The introduction of a centralised bureau using e-rostering brings significant benefits to the wards. Band 7 nursing staff are no longer spending time on the admin associated with building and managing rosters, releasing highly qualified staff back to patient care.
Benefits
The bureau produces rosters not less than six weeks in advance, enabling staff to plan social and family obligations for the weeks ahead. Previously rosters were often not published until the week before, making it difficult for staff to plan around their personal lives.
Financial Accuracy, Greater Efficiencies
Greater transparency and more accurate financial controls means that ward managers are now fully aware of all budget available to them, which has in many cases, made resourcing easier. Closer working with Finance and HR departments has identified budget for management days previously unused, a significant benefit to the resourcing of wards
A link with ESR has led to more accurate payroll, which saves time for the payroll department and results in staff being paid in a timely manner and tighter management of sickness. Within the last 6 months payroll verification has improved dramatically from 19% to only 2.6% as unverified by payroll.
Managing Hours and Leave
Ensuring all ward staff have access to, and are using, SMART's e-Rostering means more accurate records of actual shifts worked. The rosters highlight where there are gaps in the rosters, allowing staff with the right skill levels to be deployed across wards and reducing the need to use agency staff.
Sickness Reduction
Since implementing the bureau approach, the Trust has seen reductions in sickness of 0.8% for Health Care Assistants and 1% for qualified nurses.
Accessibility
SMART hosting means that the system can be accessed from any location via the internet enabling staff and managers to view rosters, redeploy staff at times of shortage or make leave requests in a timely and convenient manner
Upon launch in March 2012, Gary Boyes, Director at Moorepay (a NorthgateArinso company), predicted big things for Moorepayhr, their cloud-based integrated HR and payroll solution, and their latest landmark achievement, 1,000 new client wins, signals a hugely successful first year for the product. Moorepay have been delighted to see hundreds of businesses choose to outsource their HR and payroll with them. Moorepay suggest this signals a bridging of the divide which left smaller businesses feeling ignored by HR and payroll providers.
"Traditionally SMEs weren't offered the same rich functionality and self-service access afforded to larger organisations," says Boyes, speaking this week on the success of Moorepayhr. "By focusing on an area of the market previously neglected, we've successfully grown the Moorepayhr product into a solution that closes this gap at a time when the introduction of RTI could spell problems for smaller businesses."
Although the product was initially aimed at SMEs, the team were quick to recognise that the solution could be easily utilised by larger organisations. As a result, Moorepayhr's client base consists of companies with staff numbers ranging from five to 1,000. Now at the end of their financial year, Moorepay is pleased to announce their latest success: 1,000 new client wins and a market-leading solution.
Boyes suggests the popularity of the product is a result of a number of dynamics, namely the increasing importance of HR for businesses playing to the strengths of the Moorepay team: "We worked to develop a solution which added real value and real benefits to businesses, while ensuring we developed a proposition which took advantage of the strength and competence of the people in our business. The timing of Moorepayhr's launch was also a key factor; we have responded quickly to a number of market developments, including the new economic conditions that came with the global recession, the changing nature of the modern workforce, and the agility allowed by mobile technology, all of which are driving innovation and creating a move away from traditional 'on-premise' solutions."
As well as continuing to add value to SME's, the next step for the firm is to capitalise on the shift to cloud-based solutions with larger organisations who are looking to move to a more agile technology solution. Boyes summarised by stating: "Moorepayhr is a viable and preferred option that can fit well into a large organisation's payroll strategy. Indeed, the cost savings, coupled with the avoidance of on-site overhead, along with a rapid time-to-value and our modular approach to functionality, makes it an attractive and appropriate option for organisations of any size."
]]>The conference is being run jointly with the Mobile Recruitment Conference - http://www.mobilerecruitmentconference.com - at the Hotel Russell in London.
About Matthew Jeffery
Matthew Jeffery is a world renown leading Recruitment Strategist and Talent Thought Leader. He has over 16 years recruitment experience and 5 years sales and marketing experience. Matthew was voted 'Recruitment Personality of the Year' at the 2010 Recruiter Awards.
Matthew is currently the Global Head of Talent Strategy & Innovation at SAP, the world leader in enterprise applications in terms of software and software-related service revenue. He has previously been the Head of EMEA Talent Acquisition & Global Talent Brand at Autodesk; and Director of Talent Brand at Electronic Arts, (with 5 years heading up the EMEA Recruitment function).
About the Social Media in Recruitment & Mobile Recruitment Conferences
The two conferences on the 11th July 2013 have been programmed to help the following types of Recruiters and businesses maximise the use of social media and mobile in recruitment:
• HR Corporate Recruiters
• Recruitment Agencies
• Recruitment Advertising Agencies
• Job Boards
• Recruitment Industry Suppliers
Mike Taylor
Director
Web Based Recruitment
01962 883754
A secure mobile site designed to work with all smartphones enables beneficiaries check their balances, view statements and make payments on the go. The new site designed for smartphones means parents no longer need a desktop computer to manage their childcare vouchers.
Laura Czapiewski, product manager for childcare vouchers at Edenred said:
"The thinking behind our childcare vouchers for smartphones is to make it as quick and easy as possible for parents to pay for childcare with our vouchers.
We think this 'computer free' service also represents an opportunity for employers to widen employee participation in childcare voucher schemes by promoting the new service."
The new service will launch from midnight on 14 May. Those logging on from then will be automatically given the option to be directed to the new dedicated mobile site.
]]>Emporio Armani glasses are being launched at Specsavers stores across the Republic of Ireland. Employers using Specsavers Corporate Eyecare's voucher schemes for VDU, safety or driver eyecare will automatically be entitled to Premium Club vouchers at no extra cost. These can simply be handed out to employees to provide them and their family with discounts on glasses. The new Emporio Armani range will be included under this offer and employers providing basic statutory eyecare will be able to offer a valuable added benefit at no additional cost.
Unusually, Premium Club vouchers can be used in conjunction with other offers. For example: Under health and safety regulations, all employees who use computer screens are entitled to company funded eyecare. A VDU voucher costs the employer just €19. This provides both a full eye examination and, if required, glasses for VDU use, selected from the €59 range. Alternatively, the employee can use the VDU voucher as a €59 contribution towards other ranges of frames. Used in conjunction with the Premium Club voucher, worth a discount of €30, and the Specsavers 'two for one' offer, this means an employee could purchase two complete pairs of Emporio Armani glasses for just €100.
Dona McLaferty, corporate account manager for Specsavers Corporate Eyecare in the Republic of Ireland, says: 'Benefits budgets are tight for many employers at present. The Premium Club vouchers are much appreciated by employees and their families as they provide tangible and valuable benefits. They really are a bonus feature as they are a completely free addition to an already keenly priced service that employers must provide for most employees anyway.'
]]>The introduction of the new design is positive in terms of both style and safety. The wraparound-style glasses are found by some to be more comfortable than traditional safety glasses and this, coupled with a more modern look, means that the glasses are more likely to be worn.
Available from today, the wraparound-style prescription safety glasses are available in blue/crystal or clear. They are made of polycarbonate plastic, so are hard-wearing but lightweight. The wraparound styles are available as an alternative choice under the standard safety vouchers from Specsavers Corporate Eyecare. They cost the employer £36.81 for single vision CR39 prescription lenses and £73.62 for bifocals or varifocals.
Laura Butler, corporate account manager for Specsavers Corporate Eyecare, says: 'We are really pleased with the new wraparound-style glasses. They have a very contemporary look and, of course, still fully meet the required safety standards. Our research has shown that the removal of safety glasses due to lack of comfort or fit is a big issue. We hope that this new style of frames will be received well by our customers and will be appealing for aesthetic reasons as well as from a safety perspective.'
Research carried out by Specsavers Corporate Eyecare has revealed that style of safety glasses is a significant consideration. Over half (52%) of health and safety managers believe employees remove safety eyewear due to discomfort or poor fit. It is not surprising, therefore, that the vast majority (81%) believe that style is an important factor in evaluating safety eyewear. Indeed, only a third (34%) of safety managers do not allow employees to request their preferred style.
Further information can be found at www.specsavers.co.uk/corporate.
]]>This cements Graduate Prospects position as the most visited student and graduate careers and jobs website, which provides a wealth of information written by trained careers professionals and industry experts - thanks to a partnership with the Association of Graduate Careers Advisory Services (AGCAS).
Official statistics also show a slight drop in page impressions (to 5,037,726), reflecting the ongoing content improvements that have ensured that more visitors are finding what they need faster; there are now 50 country profiles available for those looking to study or work abroad and there is comprehensive up-to-date information for more than 20 industry sectors.
The success is also a result of the improvements made to My Prospects, which was relaunched in July. More than 54,000 students have since used the career planning tool, spending on average 29 minutes or more. This represents a 12% increase in visitors, 5% increase in unique users and 11% rise in repeat visitors since the relaunch.
Sarah Kite, marketing manager at Graduate Prospects said: "We continue to work in partnership with AGCAS to provide information, advice and opportunities. This alliance plays a significant role in our success, with colleagues in careers services directing students and graduates to our pages. We have also collaborated on developing My Prospects, helping to achieve its status as the leading career planning tool.
"Our commitment to continually update content has proven to improve the user experience. By combining relevant careers information, news and vacancies all in one specific area, traffic to these pages and average time spent on them is rising while the exit rates are reducing."