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 awarded G-Cloud 10

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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.

Contact us for more information

 

The Money is Not Enough

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Photo by Pixabay on Pexels.com

Whilst we often avoid the cliché’ it is generally recognised that the combined knowledge, skill and talent of your workforce is the engine of corporate success. Attracting and Retaining talent is a relentless task that will become even harder as employment levels continue to rise and competition for talent becomes greater.

However, I suggest that simply offering Money is not enough nor is it a sound strategy for attracting or retaining the talent of today.  The first reason is obvious; money isn’t unique or special. Any company can simply match or exceed your offer. The second reason is just a reflection of our times; The 80’s dream that students would retire in their 50’s and live a life of leisure for the following 40 years has disappeared. Today they can expect to be working for 50+ years and want to do something meaningful and rewarding not just in work but outside of work. They value time as much as they value money.

The problem may seem daunting but the solution is very much alive within the public sector where pay is often very limited and they have no option but to explore other means of attracting and retaining staff.  Their solution is Flexitime – providing staff flexibility around what times they work during the week. This popular approach helps attract and retain staff who otherwise might be attracted elsewhere through the promise of extra money.

Flexitime is a “integrated” solution because staff can blend their work patterns and home patterns, and this is more beneficial than simply a pay rise elsewhere that would disrupt their home patterns (whether that be dropping the kids off to school, going to the gym or a myriad of other activities). It fully integrates staff to the organisation whilst providing the work-life-balance they value.

THE NUT IS BIGGER THAN YOU THINK

This will often lead into a discussion about whether the solution is a sledgehammer and the problem being just a nut. Staff turnover varies from organisation to organisation but the average is 15%. In general, you feel the pain less because attrition occurs over a year – imagine the pain if 15% resigned in a single week!

In general, it will cost you one year’s salary to recruit and train a new member of staff. This does not allow for all the knowledge lost that cannot be quantified though figures. But the numbers add up.

Of course, not all attrition is due to conflicting work patterns which is why staff exit interviews and surveys are important so you can assess the issues and impact of solutions.

But what if you could decrease attrition by a third? What impact would that have on productivity, reduced recruitment and training costs?

Then there is staff recruitment. Do you survey those that decline a job offer? Are you losing the best candidates because of inflexible work patterns? Does when people work matter more to you than how well they do their work?

How many staff take sick days because of personal diary conflicts? Almost impossible to measure but almost certainly it occurs in every organisation with inflexible work patterns.

THE VALUE OF TIME

The final discussion is often about how valuable flexitime is to staff. The answer of course is that depends on the individual, but only by extent not by absolute.

An employee on £10 per hour will earn about £19,500 per year (gross) and spends 2 hours a day commuting to work during rush hour. By working flexibly, he can cut his journey time from 2 hours to 1 hour a day by avoiding the rush hour. That’s worth (deducting his holiday time) £2,400 per year NET. The equivalent in gross salary would result in an 18% increase.

In another example, an employee that commuted by train to work could save between £500 and £1,500 a year by traveling off-peak.

So, benefits for staff are not just about fitting in personal plans but also saving time and in some cases saving money.  And in these examples, many companies would struggle to match the cash value that translates into flexitime.

ITS ABOUT TIME

Whether the discussion is about how to reward staff when times are commercially tough or how to attract and retain staff when times are good, it’s about time to start discussion now.

Some tips to get you started;

  1. Analyse the figures for staff turnover and categorise the reasons. Your exit interviews need to be carefully constructed to gain genuine and informative information.
  2. Similarly, you need to follow up your application rejections to gain insight.
  3. Get a deeper view of sickness. Not just occurrences but durations.
  4. Implement the Bradford Factor to get another layer of detail.
  5. Identify the staffing groups that easily map to flexitime
  6. Be clear about what times are flexible and what are not.
  7. Create a policy with clear and transparent rules.
  8. Ensure you have a system in place that eases administration, provides transparency and helps demonstrate the benefits.

 

Flexitime – Attract and Retain Talent

Organisations that deploy flexitime create a strong bond with their employees through personalised schedules that meet not only the employers business needs but also the employees preferences. This blended and personalised relationship not only retains key talent but also attracts new talent in a highly competitive market.