EveryOneCloud hits 1 million in 1 year

Rapid increased use of cloud workforce management solutions as companies look to support operations and growth

e1c reaches 1 million

HFX has announced that its EveryOneCloud solution has seen fast adoption by customers since being launched in August 2017. HFX’s EveryOneCloud solution enables organisations to track staff attendance, presence and location. It supports mobile, web, telephony and QR codes for capturing information. Since being launched EveryOneCloud has recorded over one million clockings and HFX forecasts an increase to over five million by its second anniversary.

EveryOneCloud workforce management solution supports over one hundred devices including biometric hand readers, face recognition, finger print as well as traditional card/proximity based devices.

Nicola Smart, COO, HFX and Autotime said; “The benefit of HFX’s cloud solution is its simplicity and flexibility, which has enabled us to extend our portfolio. We have already expanded our footprint outside the UK with our first customer in South Africa, ahead of our planned growth for the end of 2019.”

Nick Whiteley, CEO at HFX said: “This has been a stellar year for our EveryOneCloud solution – we have seen an amazing demand with uptake of an average of six new customers a month. This has accelerated in the last quarter and we expect to see this to continue into year two.”

He continued; “EveryoneCloud is incredibly flexible and we see it being deployed in many market segments to capture attendance, including for Lone Workers, Student Attendance and field staff as well as in the traditional sectors in which we operate.”

As well as recording attendance, EveryOneCloud provides a multi-dimensional data collection capability that enables organisations to record in real-time, staff location, activity, client or contract or any other attribute the client wishes to monitor and report on.

Oliver Page, Account Manager at Workforce Staffing, an award-winning recruitment and staffing agency commented: “EveryOneCloud is a real game-changer for the recruitment industry. The system empowers agencies to deliver a fully transparent and accountable service, combining powerful and easy to use features such as real-time attendance verification, absence alerts, remote enrolment and automatic roll-call, with the convenience of being fully cloud-based so it can be deployed quickly and accessed anytime, anywhere.”

Workforce Staffing has adopted EveryOneCloud to deliver total transparency of its supplied temporary workforce to the Worcester site of metal cast manufacturer JVM Casings, adding significant value to its managed service.  Use of EveryOneCloud has enabled Workforce to assume full responsibility for the attendance of its supplied staff, assisting managers to proactively maintain staffing levels (and therefore maintain productivity on assembly lines), track KPI metrics and streamline its payroll and invoice process.

For a full case study on how Workforce Staffing and JVM Casings are benefiting from EveryOneCloud is available here EveryOneCloud_Case-Study_JVM_Castings

Download EveryOneCloud Brochure

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hfx awarded G-Cloud 10

glcoud10

hfx are proud to announce our approval onto the G-Cloud 10 procurement framework which allows public sector organisations to quickly and easily procure proven cloud solutions and services without the costs and delays involved in standard procurement processes. Not only does G-CLOUD reduce costs and delays, but it enables modern public sector organisations to on-board agile and effective solutions that empower them to rapidly transform their organisations, adapt to change and take advantage of proven technology in the workplace. hfx previously were awarded G-Cloud 8 and 9 and have been providing flexitime and access control solutions to the public sector for over 40 years.

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Flexitime – The new normal

 

Historically flexitime was niche perk in a few large – mostly public sector – organisations that perhaps couldn’t offer the cash incentives offered by other – more commercial – organisations. In the private sector it might be the butt of a joke or twisted as an expectation that staff would stay until the job was done regardless of their contract hours but most certainly not some “new age” work-life-balance arrangement. For most though, the traditional 9 to 5 was the social norm. It had always been like this and there was never a need to change.

However, over the last 30 years so much has changed in terms of demographics and in the political, financial and social sphere that has created a tipping point and we see flexible working accelerating and filtering through into every organisation.

In the 1980’s there was a vision – if not a promise – that as countries got wealthier and our pensions bigger we would be retiring in our 50’s. The so called “Bucket List” of things to do when you retire became a favourite pastime; after all, with life expectancy increasing you had to make plans for a long retirement.

The bucket list remains today, but the dream of retiring at 50 is all but gone for the majority. In 2011 the Government removed the default retirement age (DRA) and have plans to increase retirement age to 68 with some forecasting it could raise to 75 by 2064. Pensions are not what they used to be and even without government initiatives some people just can’t afford to retire.

A student starting work today will be looking forward to 45+ years in work rather than the 30 that the 80’s tantalisingly promised and, when they retire, it is unlikely they will be able to cross many items off their bucket list. The conclusion for many is that if you want to achieve anything on your bucket list you need to be doing it during your working life not waiting until it is over. Our Flexible Survey hinted at such with 31% of those asking for flexible working gave a reason of outside interests/lifestyle.

Another major impact on flexible working has been the increase of women both in work and in leadership positions. In 1976 only 55% of women were in work compared to 93% men, by 2016 that had reached 70% (80% men).

The impact is felt in several ways; historically flexible/part time roles were largely fulfilled by women, but the more women in work, the more this has been normalised and this has been accelerated by women who have subsequently taken on leadership positions and embraced it. In addition, the historical gender bias that the mother is the primary care-giver has been replaced with shared parental responsibility. Now men are asking for for the same flexibility as their spouse to share that responsibility.

Whilst the government has various child care schemes and tax breaks, the fact remains that childcare remains expensive and often inflexible leaving the parents to pick-up the slack. This alone would be sufficient for a tsunami of requests for flexible working, but now we must also consider an aging population and that parental responsibility covers not only looking after your young children, but now also looking after your aging parents.

With the government predicting 1 in 12 people will be aged over 80 by 2039 this additional responsibility outside work is only going to increase and employees are demanding solutions.

So, we have a backdrop of gender equality to – and at work – putting pressure on both parents to take responsibility for their children and their parents which – in the absence of massive state intervention – can only be met by the relatives working flexibly.

We have more women in work normalising flexible working, female leadership endorsing such approaches and equality laws ensuring that men should not be treated any differently.

The ever-increasing period people are expected to work before retirement is forcing people to think differently. The 30-year work sprint followed by 30 years in retirement is over. Employees want to pace their 45+ years at work and cross of some of their bucket lists along the way.

The flexitime “perk” that became a “request” is now becoming a demand even in the private sector with 55% of candidates (according to our latest 2018 survey) basing their decision on this factor.

Organisations are having to adapt to this new norm very quickly; Competition for talent is heating up with unemployment levels the lowest since 1975. With Brexit looming and lack of easy access to European talent, organisations will have to work hard to attract and retain talented staff.

But there is good news too; Often flexible working enables staff to reduce their time and costs (childcare, peak-time travel) which outweighs an increase in pay. Various studies show that flexitime workers are absent/sick less frequently too saving the organisation disruption and costs. In terms of staff retention, flexitime uniquely integrates the employee working and non-working time, making the employee much less likely to leave. Finally, with 55% of candidates including flexible working in their decision, promoting such a policy is likely to increase both the quantity and quality of recruits.

Therefore, in terms of increased productivity, reduced costs, staff engagement, retention and attraction a move to flexible working can provide an organisation with a significant competitive advantage. Whilst managing flexible working might have historically been a headache, new cloud-based systems remove all the pain and provide additional real-time information, transparency and integration into HR and Payroll.

Contact us for more information on flexitime

hfx announce MHR Integration

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HFX, a leading provider of SaaS flexitime and workforce management solutions, has successfully integrated its products with those of HR and Payroll experts MHR.  The integration has been developed using HFX’s Imperago RapiD methodology which provides a simple, fast and effective way to achieve deep bi-directional data transfer seamlessly via cloud APIs, eradicating the need for dual keying of data whilst keeping data secure and synchronised across platforms.

The integration means customers can benefit from a best of breed solution which combines HFX’s workforce management functions for managing staff working hours from shift pattern design, access control, and time & attendance with MHR’s market leading iTrent solution for HR, absence management and payroll, resulting in a more seamless user experience.

Nick Whiteley, Managing Director and Chief Solutions Officer at HFX explained: “One of our core values at HFX is to ‘simplify’. We follow this simplify principle vigorously within our cloud solution, resulting in 80% reduction in integration and implementation time. This means that our joint customers have a much shorter time to value when implementing our solutions.”

Anton Roe, Chief Executive Officer at MHR responded; “We’re delighted to join forces with HFX to deliver a fully integrated cloud solution which harnesses the power of our iTrent system.  Their easy to access API and straightforward approach to working with 3rd party products has ensured that the integration process has been fast and efficient, and ultimately our joint customers will benefit.”

Imperago RapiD

Based on three design principles, Imperago RapiD reduces integration times significantly with:

  • APIs designed for consumption by a competent IT professional or implementer, ensuring it is as simple as possible, but not simpler.
  • APIs that are intelligent when collecting data with automated, on-the-fly handling of associated or dependent data, reducing work for third parties and reducing manual entry and rejection of data.
  • APIs that are easy to configure, so that should requirements change, the API can ignore data no longer required, ensuring that the interface remains flexible.

For more information contact us

About MHR

MHR UK & Ireland is a specialist provider of HR and payroll software and services, helping organisations of all shapes and sizes to strengthen their core – their people. MHR combines the stability, expertise and proven methodologies of a long-established provider, with the innovative forward-thinking vision of an agile growing business, to provide a winning partnership to its customers and employees.

Across the fields of talent management, HR, payroll and business analytics, over a 1000 companies, from SMEs to large multi-national corporates, rely on us to help them drive performance. Customers include; Admiral, Cafcass, Sytner, Signet Group, Nandos, Laing O’Rourke, Wessex Water, University of Reading, Caterpillar UK, East Riding of Yorkshire Council, Salvation Army, The British Transport Police and more.

mhr.co.uk

About HFX 

HFX cloud suite includes Imperago™ Time and Attendance, Access Control, Workforce Design, Annualised Hours and EveryOneCloud Attendance Monitoring/Location Management.

HFX Imperago solutions provide seamless integration with major HR and payroll systems. Highly customisable, HFX Imperago solutions can be configured to meet exact requirements and can support unlimited numbers of work patterns.

HFX is the leading provider of flextime™ in the UK.  Used by over 1400 customers across the UK, local authorities, other public sector bodies and commercial organisations benefiting from HFX solutions include: Home Office, Merck, Methodist Church, Dartmoor National Park, Adidas, Buhler Sortex Ltd, The Society of Motor Manufacturers & Traders (SMMT), Eaton Limited, MoD, National Farmers’ Union, Hertsmere Borough Council, North Lanarkshire Council, Exeter City Council, Isle of Man Government, MoJ, Met Police, Flintshire County Council, Office for National Statistics, UK Intellectual Property Office, NHS Business Services Authority, Science and Technology Facilities Council.

hfx CEO wins Excellence Award

cup-1010909_1920Nick Whiteley, our CEO, has just been listed in the Global CEO Excellence Awards of CEO Monthly magazine[i]. Awarded Best Workforce Management Business Leader and the Excellence Award for Absence Management Solutions (UK), both awards form part of CEO Monthly’s programme to recognise the CEOs responsible for driving change while successfully managing the day-to-day operations within an organisation.

We are thrilled that Nick has been chosen along with other leading CEOs for his outstanding achievements.  It recognises his leadership and innovation in the development of our next generation product and underlines our position as a leading provider of workforce management solutions in the UK.

Recently Nick has led HFX’s development strategy to design solutions that address the need for today’s organisations to capture and analyse data to provide insights for employee efficiencies. We have focussed on developing powerful solutions that are simple to use and integrate, which is no easy task, but reaps benefits for our customers.

Our Time and Attendance solution, now combined with Access Control and 3D Rostering, forms our next generation system. It enables organisations to gain an important multi-dimension view of staff activity, to identify where costs are going and optimise plans and workforce accordingly.

We are already seeing rapid uptake of our solutions with many new customers facing these workforce challenges. It builds on our expertise of helping organisations to manage working hours transparently and equitably, improving productivity and employee wellbeing.

If this sounds like a challenge that your organisation is facing, then it’s time to talk to us.

Nicola Smart, COO, HFX

[i] For more information on the 2018 Global CEO awards, Sponsored by Hospitality Minds, https://www.ceo-review.com/2018-the-2018-global-ceo-excellence-awards-press-release

 

hfx sponsors the art of performance

poppins pic

Hfx is delighted to announce that it has partnered with the Anna Fiorentini Theatre & Film School and will be a Platinum Corporate Sponsor of the Hackney Empire Gala Variety Performance show this September.

The show is an annual event which showcases talent from the Anna Fiorentini School and annually attracts over 1,200 attendees at its event. The event is the culmination of extensive arts training and confidence building of the students aged between 4 to 18 years old.

Anna Fiorentini, founder and head of the school explains “our focus is building children’s confidence whilst developing their skills in the creative arts and recently we have received funding from the Big Lottery to extend this mission into schools with our anti-bullying programme”.

The school has won many awards including a Princess Trust Business of London Award with Anna herself winning Inspirational Leader / Business Person in the Camden and Islington Business Awards in 2012.

Nick Whiteley (CEO, hfx), commented “hfx are excited to be sponsoring this year’s event.  We share the values and professionalism exhibited by the school and its mission to bring out the best in every child using arts as a creative and expressive vehicle to develop students self-confidence”

About hfx

hfx is a leading supplier of next generation cloud and SaaS workforce management solutions including Flexitime, Time and Attendance, Workforce Optimisation, Annualised Hours, 3d Rostering, Access Control and Visitor Registration.

With over 45 years’ experience and 1,400 customers we deliver solutions that improve staff retention, reduce staff attrition, lateness, absence and overtime, remove admin and paperwork, increase productivity whilst eliminating error and fraud.

Our customers include: Home Office, Merck, Methodist Church, Dartmoor National Park, Adidas, Buhler Sortex Ltd, The Society of Motor Manufacturers & Traders (SMMT), Eaton Limited, MoD, National Farmers’ Union, Hertsmere Borough Council, North Lanarkshire Council, Exeter City Council, Isle of Man Government, MoJ, Met Police, Flintshire County Council, Office for National Statistics, UK Intellectual Property Office, NHS Business Services Authority, Science and Technology Facilities Council.

About The Anna Fiorentini Theatre & Film School

The Anna Fiorentini Theatre & Film School was established in 2001 as a Prince’s Trust Business to enable 4 to 18-year-olds to access professional performing arts training regardless of financial background, race or disability.

Thanks to its charitable arm the Fiorentini Foundation and various fundraising events organised by the school itself hundreds of children have been able to receive bursaries to attend and in turn have gained in confidence, self-esteem and life skills.

Via the Fiorentini Agency students have gone on to land leading roles in film, TV and on stage, including Belinda Owusu, (Libby Fox in EastEnders) Orla Hill (Song for Marion and Swallows & Amazons), Tahj Miles (Simba in the West End’s The Lion King, Nipper in Oliver! and CBBC’s Class Dismissed) and Jermain Jackman, who won The Voice UK 2014 shortly after winning Fiorentini’s Got Talent.

The school now has branches across Greenwich, Hackney, Tower Hamlets and Camden, a performance troupe that tours to hospitals, care homes and at various corporate events. In 2014 Anna Fiorentini launched Stage & the City; after work performing arts classes for adults that wish to have fun as well as learn new skills for personal or career development. All profits from this new venture go to the Fiorentini Foundation.

Founder and principal Anna Fiorentini says “having grown up on a Hackney council estate with very few opportunities in my local area, drama school gave me the confidence and self-belief to start my own business and grow it to this level. Access to the arts should be available to everyone, irrespective of their background or circumstance and that is why the work of the school is so important to me, creating the opportunity for children to get the same benefits as I did even if their parents do not have the means to send them along.”

For more information and sponsorship opportunities contact hello@annafiorentini.com or telephone 07779 125 095

www.annafiorentini.com

www.annafiorentini.com/file/donation-rewards-corporate-sponsorship

 

 

 

 

 

 

 

Dead Man Clocking

With over 1,400 customers you’d expect us to hear some rather extraordinary stories and you’d be right. In our 45+ year history we’ve heard many stories about of the antics that companies have uncovered through our Time and Attendance solutions. In our #ItCouldNotHappenHere series we cover our “favourites” – one in each post.

Dead_Man_Clocking

We have encountered many cases of staff being paid for up to 2 years after leaving the company until it was discovered through the introduction of Time and Attendance but the most unusual and innocent – but still costly -, was the continued salary payments to an employee who had long been dead and buried.

As the saying goes Dead Men Don’t Clock

Download our Product Sheet to find out how you can ensure #ItDoesNotHappenHere!

Download Time and Attendance pdf

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