Category Archives: HR Tech

Absence Management, HR, HR Software, HR Tech, News

Thousands of businesses get new free rota planning tool from BrightHR to support rising costs

Staffing issues can cause havoc for businesses. Avanti West Coast has come under fire after announcing it is slashing timetables and suspending ticket sales due to severe staff shortages and sickness. We’ve also seen unprecedented delays at airports across the country for months now, causing havoc for travellers.

This might be on the extreme scale in terms of a scheduling mess up, and many businesses may never face such a combination of events that have led to this outcome. However, the lessons are clear. Getting staff rotas and schedules wrong can negatively affect a business both financially, reputationally and from a staff morale perspective.

Alan Price, CEO at BrightHR, says: “The first step to avoiding issues like this is to have a rota management plan in place, to monitor and record shift patterns and absences accurately.

“For any modern business to run smoothly and accurately the best solution is a software one. However we know that rising costs are hitting businesses hard, so investing in new technology may not be an option right now. At BrightHR our goal is to make things as easy as possible for employers –  that’s why we are launching a new rota management tool completely free of charge.

“Many industries rely heavily on shift patterns or flexible/hybrid working and constantly changing rotas can cause headaches for many. We’ve designed this new software with them in mind, and it makes sense to offer it for free. All industries have been hit hard as people tighten their belts amid the cost-of-living crisis, nowhere more so than the travel and hospitality industry.

“BrightHR Lite will ensure that employers are never left understaffed due to avoidable scheduling issues. We hope this will help businesses run more smoothly while making managers’ lives easier as well as ensuring staff get the downtime they need.”

Kate Nicholls OBE, CEO at UK Hospitality, says: “The tens of thousands of our members’ venues across the hospitality industry know all too well how quickly staffing situations can change, requiring constant changes to the rota which can lead to confusion, mix-ups, and overlapping shifts.

 “Rota management is pivotal for the functioning of a hospitality business and is one of the most important aspects of how bars, restaurants and cafes are run. BrightHR Lite makes rota management easier, by ensuring employees are constantly aware of which shifts they have been assigned and saving managers the trouble of drawing up new rotas when changes need to be made. This frees up time to focus on the many other challenging aspects of running a venue.

 “Gladly, we’ve moved on from having handwritten rotas on a wall and employees having to come in/call up to find out when they are working.”

 

Customer Experience, Employee Experience, HR Tech, News

Industry first automation partnership aims to digitally transform organisations and enhance employee and customer experiences

Digital Workforce and TrustPortal have teamed up to provide the fastest, easiest and most accessible way for organisations to deliver transformed digital experiences for their clients and employees with cutting-edge technologies. The partnership combines two industry-firsts: Digital Workforce’s open, ready-to-run, cloud-based services and Intelligent Automation solutions, with TrustPortal’s proven HyperAutomation capabilities. Together, both companies will provide digital experience transformation© as a service to UK, EMEA and US-based organisations – of any size, in any sector.

Leon Stafford, UK Country manager at Digital Workforce Service Plc said:

“This new partnership will allow us to offer new and exciting Intelligent Automation and HyperAutomation solutions to a range of organisations, which in turn will allow them to provide enhanced services to their customers. Having worked previously in the contact centre industry I am aware that our joint capabilities offers significant benefits in improving CSAT, reducing call lengths and improving the agent experience.

The combination of Digital Workforce and TrustPortal’s platforms provides next generation technology which will deliver greatly enhanced employee and customer experiences as a competitive advantage. With contact centre resources at a premium, we can empower fewer agents, to deliver more value with greater autonomy. We see a future of agents and customers working alongside their digital counterparts, each playing to their strengths.”

Faye Bonsing, Account Director at TrustPortal said:

“To achieve digital experience transformation means designing and delivering the frictionless, personalised and valuable digital service interactions that both employees and customers deserve. With digital experience transformation, hyper-productive employees, provide high-quality, services completed 50% faster – while customers receive valuable, multi-channel experiences. Add lower operational costs and everyone gains.

To realise these opportunities, we’re looking forward to working with Digital Workforce and jointly delivering HyperAutomation-fuelled  digital experience transformation programs – so organisations swiftly gain huge value.”

The  digital experience transformation enablement catalyst is TrustPortal’s advanced ‘out of the box’ HyperAutomation platform: a uniquely agile digital transformation layer operating on top of any legacy IT estate. The platform intelligently orchestrates and augments people, software robots, AI and digital technologies to co-work as unified super resources in real-time. Together, they digitally transform entire end-to-end processes at speed – enabling hugely augmented, simplified, and enhanced employee and customer interactions: at scale, from the front-to back-office – across any channel.

Crucially, with TrustPortal and Digital Workforce’s cloud-based approach, digital experience transformation can be achieved with unmatched ease, speed and security, regardless of legacy IT and digital constraints – with hugely accelerated go to market times. ROI can be generated in months – not years: and at 10% of the cost of traditional digitisation and automation approaches.

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About Digital Workforce Services Plc

Digital Workforce Services Plc is the leading business automation platform and service provider globally. Digital Workforce Outsmart platform allows organisations to accelerate digitalization, increase revenue, improve customer experience and gain competitive advantage. Globally, over 200 large customers use Digital Workforce’s platform and services to transform their businesses with automation. Founded in 2015, Digital Workforce currently employs over 200 business automation specialists in the US, the UK, Poland, Germany, Finland, Sweden, Norway, and Denmark. Digital Workforce is publicly listed in Nasdaq First North Growth Market Finland.

https://digitalworkforce.com

About TrustPortal

TrustPortal is a UK HyperAutomation pioneer delivering digital experience transformation© for employees and customers across the globe. The catalyst is TrustPortal’s highly advanced enterprise HyperAutomation platform: the first to intelligently augment and orchestrate people, multi-vendor robots, digital and AI in real-time: to deliver better work, smarter across the back to front-office and beyond – with unmatched ease, speed, scale and security.

Since 2017, TrustPortal’s patented technological capabilities have been consistently proved and evolved by playing a central role in mission-critical digital work transformation initiatives across the world’s biggest and brightest organisations including Telefonica, MetLife, IBM and EDF. Supporting TrustPortal is a growing open ecosystem of technology vendors including Blue Prism, UiPath, Automation Anywhere, Salesforce, ServiceNow, MS Dynamics, IBM and best of breed global resellers. https://www.trustportal.org

HR Tech, Hybrid Working, News

Hybrid Workers Bring Dangerous Hybrid Habits: New Aruba Survey Uncovers Emerging Security Threats Linked To ‘Generation Novel’

Business leaders must strike a balance between flexibility and security to address risky behaviours and evolving expectations of today’s tech-savvy workforce

After years of responding to the needs of Gen X and Gen Y, a new study from Aruba, a Hewlett Packard Enterprise company, suggests employers have a whole new generation to grapple with post-pandemic – with 85% of hybrid workers saying they identify with the traits of the emerging Generation Novel (Gen-N).

Coined by digital anthropologist Brian Solis, Gen-N describes a cross-generational cohort of people who thrive on digital-first experiences, and place greater value on personalization, customization, and transparency from the brands they buy from, work for, and support. Above all else, they also understand, use and demand more from technology than ever before – both at home and work.

According to the study of 5,018 hybrid workers across Italy, France, Spain, Germany and the UK, 78% of respondents say they use technology more now than they did before COVID-19, and 75% consider themselves to be ‘digitally savvy’. Sixty-nine percent of respondents agree they now have more of an opinion on the technology they use at work and 71% feel it’s important to be able to customize their workplace tech set-up to suit their individual preferences.

The survey also revealed the risks this new generation will bring to the workplace if their expectations continue to go unmet. As it stands, only 38% of respondents say they have any significant choice in their workplace technology. Without the right technology, workers indicated they will experience decreased productivity (35%) and a poorer work/life balance (23%). Gen-N’s expectations around increased flexibility and confidence in their technical abilities also opens businesses up to a number of security risks relating to where, when, and what employees connect to the network – with 50% of respondents, for example, claiming they are more likely to try to resolve a tech issue themselves now than they would have been before the pandemic.

Additional key findings from the report reveal:

Hybrid workers have a new perspective on the role of workplace technology:

  • 80% of our respondents say their company must maintain policies that encourage healthy technology use.
  • While 73% believe technology has a role to play in fostering an inclusive environment in the new hybrid workplace, 44% believe it is not currently doing so.

Hybrid workers bring new risks to the workplace if their needs go unmet:

  • When encountering a tech issue at work, nearly three quarters (74%) of hybrid workers say they expect it to be resolved in 20 minutes or less – and over two fifths (42%) in under 10 minutes.
  • Over half (55%) of our survey respondents admit to connecting to a non-password protected public network at least once a week, but only a third (33%) consistently think of the security risks in doing so.
  • Meanwhile, as many as 82% are still using their personal mobile device to access work information.

“Our research suggests that this emerging generation of hybrid workers, with its evolving behaviours and heightened expectations, will put new demands on employers when it comes to workplace technology,” said Morten Illum, Vice President, EMEA for Aruba, a Hewlett Packard Enterprise company. “In order to mitigate the security risk that Gen-N poses, as well as boost efficiency within their workforce and support their employees, businesses must address these new needs. Striking the balance between an open but secure network will afford employees the flexibility, freedom and personalization they now seek, without compromising on security.”

To read the full report, including recommendations on the actions business leaders much take to meet the needs of Gen-N in a hybrid workplace, visit here.

About Aruba, a Hewlett Packard Enterprise company

Aruba, a Hewlett Packard Enterprise company, is the global leader in secure, intelligent edge-to-cloud networking solutions that use AI to automate the network, while harnessing data to drive powerful business outcomes. With Aruba ESP (Edge Services Platform) and as-a-service options, Aruba takes a cloud-native approach to helping customers meet their connectivity, security, and financial requirements across campus, branch, data center, and remote worker environments, covering all aspects of wired, wireless LAN, and wide area networking (WAN).

Report Research Methodology

The survey was conducted among 5,018 hybrid workers from the UK, France, Germany, Spain and Italy. The interviews were conducted online by Sapio Research in August and September 2021 using an email invitation and an online survey.

Results of any sample are subject to sampling variation. The magnitude of the variation is measurable and is affected by the number of interviews and the level of the percentages expressing the results. In this particular study, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 1.4 percentage points from the result that would be obtained if interviews had been conducted with all persons in the universe represented by the sample.

Sample was selected from online partner panels.

HR News, HR Tech, News, Remote Working

How technology is helping employers tap into the global workforce to find key skills and talent

The rise in remote working since the Covid-19 pandemic is expected to accelerate the numbers working freelance globally, says Nicolas Speeckaert from skeeled, a provider of AI predictive talent acquisition software, and enable employers to widen their recruitment search and plug any skills gaps.

A recent survey by PeoplePerHour[i] highlighted there was increased demand for freelance talent in 2020, a trend set to continue in 2021.

67% of companies say they are using freelancers to bring new skills to their business and 42% are using flexible talent to speed up projects. 28% also said they had turned to freelancers to help move their business online.

Tech and digital skills are likely to be high demand post pandemic because of this move online. McKinsey[ii] highlighted in a study last year that 85% of companies have accelerated digitalisation of key channels – supply chain, customer, and employee – and 67% have accelerated automation and AI.

Other skills likely to grow in prominence in the next five years according to the World Economic Forum[iii] are critical thinking and problem-solving, as well as skills in self-management such as active learning, resilience, stress tolerance and flexibility.

Nicolas Speeckaert says, “The pandemic has shaken up the jobs market. More people are working remotely, with many expected to continuing doing beyond Covid-19. This has given some the opportunity to switch careers, out of choice or necessity, and join the growing number of skilled freelancers and contractors.

“The skills employers need in their business have also changed with digital skills and the softer skills of resilience and communication more in demand. As a result, the rules of recruitment have shifted too, and many organisations have embraced virtual recruitment to hire people with the right skills and onboard them successfully.

“Whilst some did this as a response to the pandemic and people working remotely, it’s likely that virtual recruitment is here to stay as it opens up the recruitment pool to the entire world. Using virtual recruitment tools employers can effectively search the globe for the right candidates for their business.

“Our software enables companies to accurately sift and select only suitable candidates based on the details of their CV. It ranks and evaluates them against an employer’s job specification and the skills needed, selecting only candidates that match the requirements. This saves time in the early stages and helps manage large volumes of applications

“The software also offers predictive pre-hire assessments, which allows companies to be more strategic and run an efficient selection process, by moving from traditional experience-based assessments to selecting candidates with the right attitude and potential. Another key benefit for those recruiting globally is that software can be used in five languages.

“Pre-recorded video interviews can be used to identify top talent early in the process so that employers only advance the best candidates too. These videos provide candidates with the same set of structured and standardised questions and offer an easy way for employers to compare answers to make a fairer selection.

“As the world moves beyond the pandemic, employers can use virtual recruitment to easily tap into the global workforce. Geographical boundaries no longer need to be a barrier to recruitment.”

For more information on skeeled visit www.skeeled.com

AI, HR Tech, News, Recruitment, Talent Management

How AI technology can help companies attract the talent for the future workplace

Recent data from Gartner, Inc. has shown that the total number of skills required for a single job has been increasing by 10% year-over-year since 2017, and that one in three of the skills typically required for a role in IT, finance, or sales back in 2017 are now obsolete[1].

Nicolas Speeckaert from skeeled, a provider of predictive talent acquisition software, says this emerging skills gap could be a big challenge for companies in the future, especially factoring in the disruption caused by COVID-19.

Nicolas says, “The pandemic has changed the world of work and the skills needed must reflect new ways of working. Digital skills are highly sought after following a surge in technology usage during the pandemic.”

“Companies are also seeking people with great soft skills – they want candidates who are resilient, emotionally intelligent and able to build rapport at work, creative thinkers and good communicators, who can help them adapt to the new way of working and help their business thrive in the future.”

“We recommend companies review their existing skills set and whether job requirements have changed and make use of AI technology to recruit the right people with the right skills and talent they will need in the future.”

One way AI technology can support talent acquisition is in the screening and sifting of the CVs of job applicants. skeeled offers a pre-screening tool, powered by machine learning and Natural Language Processing, which accurately sifts through CVs and selects only candidates that match the requirements and ranks and evaluates them against an employer’s job specification. The technology not only saves companies hours of administration time and money, but accurately selects candidates based on their skills.

Speeckaert adds, “Soft skills are in high demand right now, and companies can make use of AI-based assessment technology to help identify these skills because the technology uses algorithms to predict a candidate’s desirable traits and future performance and identify if they would be a good fit for a specific role.”

“Because AI technology selects in a completely objective way, it helps companies remove bias from the early stages of the recruitment process and enables them to build diverse and inclusive teams and make fairer hiring decisions. With diversity and skills being key priorities for businesses this year, this approach to talent acquisition could be a real game changer and enable companies to focus on growth and success with the right teams in place.”

For more information on skeeled visit: www.skeeled.com

HR Tech, Hybrid Working, News, Remote Working

Michael Cantor: Challenges of Supporting a Remote Workforce Adopting Hybrid Infrastructures

By Michael Cantor, CIO at Park Place Technologies

Pandemic

The COVID-19 pandemic has challenged IT operations in various ways, from limiting the availability of on-site staff to supporting an often sudden transition to a work-from-home model. As many organizations return to the office, they are adopting hybrid infrastructures that further challenge IT departments.

Gartner¹ states that this decade will see a mix of Cloud and on-premise application deployments becoming the established norm for large organizations. This will facilitate a move for less sensitive applications and systems to become hosted via private and public clouds. The report suggests that brand new initiatives that achieve digital empowerment for employees are the most likely candidates to move first, with Gartner surmising that by 2024, more than 45% of IT spending on system infrastructure, infrastructure software, application software and business processing will shift from traditional solutions to cloud.

This hybrid infrastructure approach is not without its own set of challenges with IT now having to manage a dual approach to delivery – that of on-premise data centers and server rooms plus private and/or public Clouds. Selecting what goes where depends largely on the needs of the organization, the tactical requirements, and assurances over issues like personal data protection and the physical location or country in which the data center is located. Internal business processes offered by SaaS apps (such as Microsoft Office applications) are obvious candidates with lower risk profiles and fast adoption timescales for infrastructure teams to embrace into Cloud delivery.

Asset discovery

The first stage of migrating to a hybrid infrastructure starts by acquiring an in-depth knowledge of assets already operating in the estate. A journey of asset discovery across locations and departments can be thankfully self-determining using a third party service such as ParkView Discovery™ (PVD) to automate and document IT inventory without manual overhead, in real time. This ongoing monitoring and discovery casts a spotlight on hardware and vulnerabilities within server rooms and allows IT to better match the appropriate housing of applications depending on needs and performance of the hardware powering it. Also, with remote working by employees set to continue, auto-discovery allows certain applications to be hosted safely on employees’ own personal devices.

Auto-discovery is bound to reveal legacy hardware that is working perfectly well but falling outside of vendor-dictated EoSL dates. Here companies face a choice: To leave the applications running without interruption or overhaul, but to seamlessly extend maintenance using a Third Party Maintenance (TPM) provider for complete surety, or to take the plunge and start the process of migration of onsite hosted apps into the cloud. To do this without invoking large monthly costs, IT departments will firstly have to work out individual responses to operational questions such as:

  • Can I manage the public and private cloud hosted applications centrally alongside my on-prem install?
  • Do the finances really add up? What will be the true TCO of moving data and applications to the cloud? For instance, are there storage limits to adhere to? How many read/writes to the cloud storage layer will actually be needed? Will I incur added latency when using cloud-based apps over the internet? The last thing you want to do is decrease service levels and increase bandwidth bottlenecks.
  • How fast will I need to access the data – in any eventuality?
  • Am I worried about governance? How safe will my personal data actually be, and can I be sure of its location and compliance to country legislation at all times? Regulatory and security challenges perceived with cloud infrastructure hosting remains a primary concern for IT managers in public bodies as they relinquish direct control of aspects of security and privacy to the cloud provider.

Management strategy key

There is no single, perfect solution for IT teams as they seek to balance a “new norm” of hybrid infrastructure in a post-lockdown workplace. Companies will need an integration and management strategy that seamlessly unites applications and systems deployed anywhere; on-premises, in private clouds, a hybrid cloud infrastructure, or in a public cloud.

Gartner¹: https://www.gartner.com/smarterwithgartner/cloud-shift-impacts-all-it-markets/)

 

 

HR News, HR Tech, News

HR technology is key to HR’s work through the pandemic and beyond, XpertHR survey shows

HR technology is an increasingly valuable tool for HR professionals and played a crucial role in dealing with the workplace disruption caused by the coronavirus (COVID-19) pandemic, new XpertHR research finds.

The survey of HR professionals found that HR technology solutions are almost universally used in UK businesses, with HR information systems often working alongside standalone applications to meet an organisation’s entire people and data needs.

When asked how HR technology use had changed over the past 12 months, HR professionals said it had been deployed in:

  • enabling the rapid shift to remote working;
  • helping keep employees engaged and connected; and
  • recording details of furloughed employees.

Survey respondents also reported an increased use of technology to facilitate virtual recruitment/onboarding processes and self-service HR. In many cases, the pandemic accelerated plans already in place for introducing or increasing HR technology use.

HR technology strategies on the rise

The growing importance of HR technology is reflected in the trend for HR departments to introduce formal strategies to help ensure the effective implementation and ongoing management of HR technology in a way that benefits the organisation. The survey found that:

  • 3% of organisations have a formal HR technology strategy in place – most commonly as part of the HR strategy; and
  • 1% plan to introduce an HR technology strategy over the coming 12 months.

Advice on dealing with HR technology challenges

Introducing new HR technology solutions will inevitably present unexpected challenges – and moreso given the accelerated pace of HR technology adoption and use driven by the pandemic.

The HR professionals surveyed shared their advice in this area. Three key recommendations highlighted by their responses are:

  • Be as thorough as possible when choosing an HR technology solution, taking time to identify exactly what it needs to help achieve, and selecting the option most closely matching these needs.
  • Put user experience at the centre of HR technology initiatives, and involve users in every step from design through implementation to use.
  • Be aware that work processes may need to evolve following the introduction of HR technology, in ways that can often prove to be for the better.

Overall, the respondents are positive about the benefits and opportunities that HR technology offers, and wish to encourage their colleagues in the profession to embrace these fully. A private-sector-services respondent sums up: “Have a go, you will never learn if you don’t try. You can always learn and there are always people willing to help.”

Commenting on the findings, XpertHR HR practice editor Sheila Attwood says:

“HR technology has fully established itself as a key part of HR’s toolkit, proving its value by enabling HR’s rapid and agile response to the challenges posed by the coronavirus pandemic. At its most effective, HR technology can help deliver smooth and efficient HR processes while also driving engagement by keeping employees informed and connected.”

AI, Finance and Banking, Finance News, Financial Wellbeing, HR Software, HR Tech, News, Pay & Reward

First payroll system with financial wellbeing and banking capabilities launches today

A new payroll app called PayCaptain has been launched to put employees in control of their pay including tools and guidance for financial wellness.

PayCaptain, which has been piloted since the summer, also helps employers innovate with the latest technology and banking. It combines payroll, banking and wellness tools, allowing employers to support and empower their employees to take control of their finances to achieve greater financial wellbeing. It enables companies to be more strategic and creative in rewarding and paying their employees.

Yapster, the workplace messaging app, goes live this month with PayCaptain. Rob Liddiard, CEO of Yapster, said: “We’re excited by PayCaptain’s vision to turn pay from a functional, routine process into a driver of empowerment and engagement. PayCaptain will run as a “Yapplication” within our own app, so that soon all Yapster users will be able to plan income and spending, work with PayCaptain’s banking services and get financial guidance easily”.

PayCaptain supports employees in a unique way. It has a personalised education feature to build financial resilience as well as smart AI chatbots to guide employees about their payslip. Any queries that can’t be helped by AI are seamlessly transferred to a company-branded payroll team. An employees’ earnings can be split between multiple bank accounts, perhaps to cover savings, bills and day to day living. PayCaptain Personal and Savings Accounts can also be opened from the app and company-branded Visa debit cards can be issued. It has a Money Planning Tool to plan income and spending in one place, plus employees can access accrued earnings for free with a pre-planned automatic weekly advance of up to £200 a week.

For employers, PayCaptain has compliance and resilience at its core. It combines payroll, banking capabilities and wellness tools, allowing employers to support and empower their employees to take control of their finances. It embraces open banking, modern messaging and faster payments – removing the need for BACS. PayCaptain is an automated payroll process and outsourced payroll bureau service which can replace or enhance legacy payroll and payment processing systems. It allows the complete payroll process to be on brand and aligned with company values.

Simon Bocca, CEO and Founder of PayCaptain, explained:

“PayCaptain has been developed with the latest technologies to radically improve the payroll process for employers and employees. It puts employees in control of their pay which supports financial wellbeing and reduces the negative effects of financial stress in the workplace. Almost eight in ten UK employees take their money worries to work, affecting their performance, according to the Close Brothers Financial Wellbeing Index so it’s no surprise that the negative effects of financial stress can impact the employer too.

“Payroll is such an important part of peoples’ lives, yet employers and employees have been using the same payroll mechanics for years. Legacy technology isn’t good enough for today’s needs. We want to give people control over the money they earn, creating a way for payroll to be on-company brand and in line with their values, just like so many other elements of the employee experience.”

Stuart Hall, non-executive director of both PayCaptain and The Chartered Institute of Payroll Professionals, said:

“PayCaptain is breaking the payroll trend, introducing new ideas and ways forward that haven’t been seen before. It not only means employers can simply keep up with legislative changes, it will elevate the payroll process. Indeed, it means payroll people can help the financial wellbeing of employees too. Payroll professionals have been looking for new processes for years and PayCaptain is ready to challenge the market.

“PayCaptain means the experience of paying people and getting paid has dramatically improved.”

For more information, go to www.paycaptain.com or email hello@paycaptain.com.  Follow PayCaptain on Twitter @PayCaptain, or LinkedIn www.linkedin.com/company/paycaptain

Acquisitions & Partnerships, HR News, HR Tech, Industry News

Advanced announces HR acquisition after signing deal with workforce management company Mitrefinch

Advanced announced today that it has acquired Mitrefinch, a global provider of workforce management solutions. It is Advanced’s second acquisition of 2020 following the acquisition of Tikit a global legal, accounting and professional services software business in March and the third since it received an investment from funds advised by BC Partners and Vista Equity Partners to accelerate growth in August 2019. The deal marks an exit for leading mid-market private equity investor LDC, which first backed Mitrefinch in 2016.

This latest deal boosts Advanced’s market share in HCM, and further strengthens its offering with Cloud HR at its core, by offering a complete digital HR lifecycle from recruitment to retirement and full management of the employee journey, whilst further supporting the company’s ambition to become the number one provider of business software solutions in the UK and broadening its global reach.

Established in 1979, Mitrefinch provides user-friendly, cutting edge products across integrated time and attendance, payroll, HR and access control with sophisticated analytic capability. They help some 4,400 customers in over 80 countries to increase productivity, profitability and manage their workforce effectively, solving the complexities of managing time. With businesses losing an estimated £80bn a year in wasted time, Mitrefinch helps organisations spend their time on what matters most, with customers across all industries, including some of the UK’s largest manufacturing, transport, retail and construction organisations.

Gordon Wilson, CEO of Advanced comments: “The innovative workforce management solutions developed by Mitrefinch are an exceptional fit with our existing best of breed Cloud HR solution. We’ve seen the impact of Covid-19 change the future of workforce management and shifting workforce expectations, leaving companies facing uncertainties with regards to resourcing and staffing. Digital technology provides accuracy of data to enable rapid decision-making in shifting market conditions which is a vital tool for companies managing shift patterns and measuring critical output.”

Matt Jenkins, CEO of Mitrefinch adds: “Mitrefinch has a strong reputation for developing transformative products that help companies solve the complexities of managing time. Our solutions will integrate with Advanced’s Financial Management Systems (FMS) as well as their full suite of HCM solutions, enabling businesses to accelerate technology adoption. Covid-19 has accelerated digital disruption in the HCM sector and we’re excited to be part of Advanced’s journey in disrupting the market further.”

The acquisition of Mitrefinch underpins Advanced’s commitment to its Cloud-first strategy and extends its Cloud HR offering to its enlarged customer base. Cloud HR provides a centralised engine for HR departments and offers automation for manual processes and now integrated time and attendance, payroll, HR and access control – solutions.