Resolve Staffing
Founded in 1998, Resolve Staffing provides outsourced human resource services across the United States. The company offers a range of supplemental staffing and outsourced solutions, including professional employer organization services and solutions for temporary, temporary-to-hire, or direct hire staffing in the medical, truck driver, clerical, office administration, customer service, professional, and light industrial categories.
Based in Cincinnati, Ohio, Resolve Staffing operates 70 offices in 20 states, including a large presence in Ohio, Florida, and the Inland Empire of California. Resolve's new brand name will be Select Staffing(SM), while Resolve's PEO business will operate under the brand Employee Leasing Services.
Wednesday, January 30, 2008
Select Staffing Continues National Expansion
Select Staffing Continues National Expansion With Addition of Resolve Staffing Assets
Select Staffing(SM) announced that their parent company, Koosharem Corporation, has agreed to acquire certain assets of Cincinnati, Ohio-based Resolve Staffing, Inc. Select Staffing(SM) is a top-10 national staffing industry leader and the commercial division brand of Santa Barbara, California-based Select Family of Staffing Companies. The deal is expected to close on Friday, February 8, 2008, subject to satisfaction of applicable closing conditions. The transaction is expected to boost Select's annual sales to $1.6 billion while serving more than 10,000 customers in 35 states from over 300 offices.
Acquisitions have become a big part of our growth strategy, and Resolve will give us opportunities in temporary staffing as well as an entree into the PEO business," said Paul Sorensen, President of The Select Family of Staffing Companies. "Resolve has a solid base of quality clients and great strength in several niche markets, making this an excellent acquisition opportunity. In acquiring the Resolve assets, we will combine our strengths and unite our proficiencies, thereby increasing tremendously our ability to provide our customers with national solutions."
The transaction is structured as a purchase of assets from Resolve's senior lender pursuant to Article 9 of the Uniform Commercial Code. Although Select Staffing(SM) is purchasing only specified assets and is not assuming any of Resolve's liabilities, Select Staffing(SM) intends to service Resolve's customer base and replicate the same PEO and staffing functions previously provided by Resolve. Select Staffing(SM) is committed to exceeding the high level of service that Resolve has historically provided to its customers.
Select Staffing(SM) announced that their parent company, Koosharem Corporation, has agreed to acquire certain assets of Cincinnati, Ohio-based Resolve Staffing, Inc. Select Staffing(SM) is a top-10 national staffing industry leader and the commercial division brand of Santa Barbara, California-based Select Family of Staffing Companies. The deal is expected to close on Friday, February 8, 2008, subject to satisfaction of applicable closing conditions. The transaction is expected to boost Select's annual sales to $1.6 billion while serving more than 10,000 customers in 35 states from over 300 offices.
Acquisitions have become a big part of our growth strategy, and Resolve will give us opportunities in temporary staffing as well as an entree into the PEO business," said Paul Sorensen, President of The Select Family of Staffing Companies. "Resolve has a solid base of quality clients and great strength in several niche markets, making this an excellent acquisition opportunity. In acquiring the Resolve assets, we will combine our strengths and unite our proficiencies, thereby increasing tremendously our ability to provide our customers with national solutions."
The transaction is structured as a purchase of assets from Resolve's senior lender pursuant to Article 9 of the Uniform Commercial Code. Although Select Staffing(SM) is purchasing only specified assets and is not assuming any of Resolve's liabilities, Select Staffing(SM) intends to service Resolve's customer base and replicate the same PEO and staffing functions previously provided by Resolve. Select Staffing(SM) is committed to exceeding the high level of service that Resolve has historically provided to its customers.
Select Staffing
Select Staffing Expansion
Founded in Santa Barbara, California in 1985, The Select Family of Staffing Companies is one of the nation's fastest-growing, full-service staffing companies. The company operates as Select Staffing(SM), SelectRemedy(TM), Remedy® Intelligent Staffing, RemX® Financial Staffing, RemX® IT Staffing, RemX® OfficeStaff, and other national brands. Select Staffing(SM) offers premier workforce management services, including recruiting and screening professional job candidates, payroll and time attendance management, on-site supervision, proactive safety programs, and specialty staffing solutions, to a wide variety of client companies, including manufacturing, industrial, clerical, administrative, accounting, finance, information technology, and professional services.
Founded in Santa Barbara, California in 1985, The Select Family of Staffing Companies is one of the nation's fastest-growing, full-service staffing companies. The company operates as Select Staffing(SM), SelectRemedy(TM), Remedy® Intelligent Staffing, RemX® Financial Staffing, RemX® IT Staffing, RemX® OfficeStaff, and other national brands. Select Staffing(SM) offers premier workforce management services, including recruiting and screening professional job candidates, payroll and time attendance management, on-site supervision, proactive safety programs, and specialty staffing solutions, to a wide variety of client companies, including manufacturing, industrial, clerical, administrative, accounting, finance, information technology, and professional services.
Friday, January 25, 2008
Axium Bankruptcy
Managed Staffing, a national provider of vendor managed services, announced today that it has established a Transition Services Team (TST) to provide a seamless transition model for companies and employees affected by the sudden closing of Ensemble Chimes Global, an Axium International Company. Chimes Global closed after it filed bankruptcy on January 10th. It was a leader in contingency labor management and payroll services. The unexpected closing left a number of companies and employees without paychecks or payroll services and has placed millions of dollars in payroll deposits and tax monies in limbo.
Nobody saw it coming. This has left a huge hole in the market for thousands of employees whose payroll was dependent on Chimes," said Ron Abell, Executive Vice President of Managed Staffing. "Our TST is set up to reach out to companies and individuals who have been impacted by the Chimes event, and to help them minimize the disruption in their workforce staffing and payroll operations."
Those companies affected still have payroll and tax liability obligations, and Managed Staffing is positioned to assume immediate responsibility of all 1099's, contract administration and payroll functions. Managed Staffing also offers competitive benefits, vendor-neutral solutions and a comprehensive suite of contingent workforce solutions.
Nobody saw it coming. This has left a huge hole in the market for thousands of employees whose payroll was dependent on Chimes," said Ron Abell, Executive Vice President of Managed Staffing. "Our TST is set up to reach out to companies and individuals who have been impacted by the Chimes event, and to help them minimize the disruption in their workforce staffing and payroll operations."
Those companies affected still have payroll and tax liability obligations, and Managed Staffing is positioned to assume immediate responsibility of all 1099's, contract administration and payroll functions. Managed Staffing also offers competitive benefits, vendor-neutral solutions and a comprehensive suite of contingent workforce solutions.
Monday, January 21, 2008
Labor Consultant India
Alp Management Consultants
is a professionally managed labor consultant India and HR consultancy firm headquartered in Bangalore. We have the right combination of state of the art infrastructure and efficient manpower to handle the most complex HR requirements of any business, irrespective of the size of the company. We have extensive experience of functioning as a labor consultant India for different companies from the IT, ITES, consumer, industrial, finance, and healthcare industries
is a professionally managed labor consultant India and HR consultancy firm headquartered in Bangalore. We have the right combination of state of the art infrastructure and efficient manpower to handle the most complex HR requirements of any business, irrespective of the size of the company. We have extensive experience of functioning as a labor consultant India for different companies from the IT, ITES, consumer, industrial, finance, and healthcare industries
Saturday, January 19, 2008
SOA World Conference & Expo 2008 East
SOA World Conference & Expo 2008 East will take place on June 23-24, 2008 at The Roosevelt Hotel in New York.
Service-oriented architectures (SOAs) have evolved over the past few years out of the original vision of loosely coupled web services replacing constrained, stovepiped applications throughout enterprise IT. Every major enterprise technology vendor today has developed its own SOA strategy, supported by innumerable mid-size companies and start-ups offering specific SOA aspects or entire solutions. This explosive growth in SOA technology is in response to a global demand--IDC estimates that spending on SOA services alone will grow from $8.6 billion to more than $33 billion by 2010.
SOA World Conference & Expo 2008 East brings together the best minds in the business to New York for a two-day conference that offers comprehensive coverage of SOA and what it means to enterprise IT today. As Zapthink analyst Jason Bloomberg has noted, "SOA involves rethinking how the business leverages IT in many various ways." Attend SOA World Conference & Expo 2008 East and learn from more than 100 speakers about how SOA is transforming business--and the way IT and business managers think about their businesses, processes, and technology.
The colocation of SOA World Conference & Expo 2008 East and Virtualization Conference & Expo delivers the most relevant content to IT and business. Conference attendees will be able to choose from four great tracks at this year's event. Mix and match all you want, or slot into your favorite topic for the duration! The tracks include:
• Web 2.0/AJAX and SOA • Interop Standards and Services• Real-World SOA• SOA Technology• Virtualization• Specially Selected Hot Topics
Service-oriented architectures (SOAs) have evolved over the past few years out of the original vision of loosely coupled web services replacing constrained, stovepiped applications throughout enterprise IT. Every major enterprise technology vendor today has developed its own SOA strategy, supported by innumerable mid-size companies and start-ups offering specific SOA aspects or entire solutions. This explosive growth in SOA technology is in response to a global demand--IDC estimates that spending on SOA services alone will grow from $8.6 billion to more than $33 billion by 2010.
SOA World Conference & Expo 2008 East brings together the best minds in the business to New York for a two-day conference that offers comprehensive coverage of SOA and what it means to enterprise IT today. As Zapthink analyst Jason Bloomberg has noted, "SOA involves rethinking how the business leverages IT in many various ways." Attend SOA World Conference & Expo 2008 East and learn from more than 100 speakers about how SOA is transforming business--and the way IT and business managers think about their businesses, processes, and technology.
The colocation of SOA World Conference & Expo 2008 East and Virtualization Conference & Expo delivers the most relevant content to IT and business. Conference attendees will be able to choose from four great tracks at this year's event. Mix and match all you want, or slot into your favorite topic for the duration! The tracks include:
• Web 2.0/AJAX and SOA • Interop Standards and Services• Real-World SOA• SOA Technology• Virtualization• Specially Selected Hot Topics
SOA Solution From RedPrairie
RedPrairie announced that The Finish Line will implement RedPrairie’s Workforce Management application, with future plans to implement RedPrairie’s Execution Management application. The Finish Line looks to improve customer and associate satisfaction while increasing the efficiency and accuracy of its labor schedules and labor cost tracking.
“We selected RedPrairie because it is proven in our industry, and it provides the most highly integrated, end-to-end solution for managing the operations of our stores,” said Finish Line Sr. Vice President of Information Systems, Roger Underwood. “RedPrairie has extensive capabilities in workforce management, due to their ability to integrate their execution management application. Once we are fully implemented with both applications, we will be better able to forecast our labor and project execution needs to achieve highly accurate labor coverage to match the need in our stores.”
RedPrairie’s time and attendance solution allows retailers to closely monitor labor hours and costs as they are incurred. Key capabilities of the application include time clock integration with posted schedules, enabling automatic employee punch validation; actionable alerts to notify managers of potential issues, such as employees approaching overtime; and automated payroll closing.
According to Kim Eaton, RedPrairie’s Executive Vice President, Field Operations, Americas, “Our solutions run in over 30,000 retail locations, scheduling and prioritizing the work of over one million employees each week.”
Eaton continued, “With visibility and responsiveness to real-time consumer demand, RedPrairie is the only solution provider that delivers a fully integrated workforce management suite that optimizes all task and traffic-driven labor needs. Ultimately, retailers are able to improve their business by capitalizing on revenue opportunities and aligning labor dollars to the right priorities.”
“We selected RedPrairie because it is proven in our industry, and it provides the most highly integrated, end-to-end solution for managing the operations of our stores,” said Finish Line Sr. Vice President of Information Systems, Roger Underwood. “RedPrairie has extensive capabilities in workforce management, due to their ability to integrate their execution management application. Once we are fully implemented with both applications, we will be better able to forecast our labor and project execution needs to achieve highly accurate labor coverage to match the need in our stores.”
RedPrairie’s time and attendance solution allows retailers to closely monitor labor hours and costs as they are incurred. Key capabilities of the application include time clock integration with posted schedules, enabling automatic employee punch validation; actionable alerts to notify managers of potential issues, such as employees approaching overtime; and automated payroll closing.
According to Kim Eaton, RedPrairie’s Executive Vice President, Field Operations, Americas, “Our solutions run in over 30,000 retail locations, scheduling and prioritizing the work of over one million employees each week.”
Eaton continued, “With visibility and responsiveness to real-time consumer demand, RedPrairie is the only solution provider that delivers a fully integrated workforce management suite that optimizes all task and traffic-driven labor needs. Ultimately, retailers are able to improve their business by capitalizing on revenue opportunities and aligning labor dollars to the right priorities.”
Wednesday, January 16, 2008
Increase in Temp Workforce Follows The Economy
Following the economy
Volatile market conditions require companies to be more agile and responsive to changing circumstances, and supplementing work teams with interim workers may allow them to adjust staffing levels quickly and cost-effectively according to demand.
Tom Smith, production manager at Vancouver-based Kaso Plastics, said the custom plastic injection molding company budgets for temporary workers and typically supplements about 8 percent of its production staff with them.
“We use them for the jumps up and down in production mostly,” he said.
Currently, 11 out of the production area’s 99 employees are temporary – higher than usual, Smith said.
Kaso primarily uses temps for entry-level positions, but with the right skill sets, they may have an opportunity to move up in the company.
The use of temporary workers changes with the labor market, said Lisa Nisenfeld, executive director of the Southwest Washington Workforce Development Council.
When there’s abundant skilled labor, companies often use staffing services as their front door and can give workers a try.
When the labor market gets tighter, companies have to compete for workers, which often means offering a direct job, Nisenfeld said. Then, staffing services shift to become another source for potential workers because they have connections with a large number of people.
In times of economic downturn, companies may find benefit in relying on temporary workers.
“Temporary service allows companies to get someone in there, get a project done and not have to worry about firing or unemployment costs,” said Allison Beam, staffing consultant for Boly Welch, a staffing service that serves Vancouver and Portland.
By using temporary workers, employers don’t have to pay permanent salaries or benefits. The practice may even boost productivity and retention rates because it eases the work burden on full-time staff, the national study indicates.
Kelly Services Inc.’s Vancouver branch is placing about 150 people a week – up about 33 percent over last year, said Branch Manager Susan Schneiderman.
“I think businesses have been in the throws of growth but aren’t sure they can sustain the growth,” she said.
Companies are using temporary assignments as a way to evaluate prospective full-time employees, and more and more are using them on a project basis.
“The value of employment services is being recognized,” Schneiderman said. “We no longer have to introduce a company to the idea of a contingent workforce.”
Smith said using a staffing service saves him from worrying about staffing so much.
“Through the ups and downs, I can add and reduce the temporary staff quickly,” he said. “To be honest, we can weed through them pretty easily. There aren’t a lot of ties to a temp, and I just call the staffing service and say this person’s not working out.”
Companies are increasingly worried about whether a worker fits into a work environment, not only about whether a worker has the ability to do the job, Beam said.
On the flip side, workers are also feeling out the company.
Gen X-ers and Gen Y-ers are demanding job satisfaction, Schneiderman said.
Many temporary workers are between long-term jobs and temping is a source of supplemental income, but some are using it for support until they find the right thing, Nisenfeld said.
“People are more concerned about the fit and some are willing to wait for the right job,” she said. “It’s not just about salary and skills anymore.”
Volatile market conditions require companies to be more agile and responsive to changing circumstances, and supplementing work teams with interim workers may allow them to adjust staffing levels quickly and cost-effectively according to demand.
Tom Smith, production manager at Vancouver-based Kaso Plastics, said the custom plastic injection molding company budgets for temporary workers and typically supplements about 8 percent of its production staff with them.
“We use them for the jumps up and down in production mostly,” he said.
Currently, 11 out of the production area’s 99 employees are temporary – higher than usual, Smith said.
Kaso primarily uses temps for entry-level positions, but with the right skill sets, they may have an opportunity to move up in the company.
The use of temporary workers changes with the labor market, said Lisa Nisenfeld, executive director of the Southwest Washington Workforce Development Council.
When there’s abundant skilled labor, companies often use staffing services as their front door and can give workers a try.
When the labor market gets tighter, companies have to compete for workers, which often means offering a direct job, Nisenfeld said. Then, staffing services shift to become another source for potential workers because they have connections with a large number of people.
In times of economic downturn, companies may find benefit in relying on temporary workers.
“Temporary service allows companies to get someone in there, get a project done and not have to worry about firing or unemployment costs,” said Allison Beam, staffing consultant for Boly Welch, a staffing service that serves Vancouver and Portland.
By using temporary workers, employers don’t have to pay permanent salaries or benefits. The practice may even boost productivity and retention rates because it eases the work burden on full-time staff, the national study indicates.
Kelly Services Inc.’s Vancouver branch is placing about 150 people a week – up about 33 percent over last year, said Branch Manager Susan Schneiderman.
“I think businesses have been in the throws of growth but aren’t sure they can sustain the growth,” she said.
Companies are using temporary assignments as a way to evaluate prospective full-time employees, and more and more are using them on a project basis.
“The value of employment services is being recognized,” Schneiderman said. “We no longer have to introduce a company to the idea of a contingent workforce.”
Smith said using a staffing service saves him from worrying about staffing so much.
“Through the ups and downs, I can add and reduce the temporary staff quickly,” he said. “To be honest, we can weed through them pretty easily. There aren’t a lot of ties to a temp, and I just call the staffing service and say this person’s not working out.”
Companies are increasingly worried about whether a worker fits into a work environment, not only about whether a worker has the ability to do the job, Beam said.
On the flip side, workers are also feeling out the company.
Gen X-ers and Gen Y-ers are demanding job satisfaction, Schneiderman said.
Many temporary workers are between long-term jobs and temping is a source of supplemental income, but some are using it for support until they find the right thing, Nisenfeld said.
“People are more concerned about the fit and some are willing to wait for the right job,” she said. “It’s not just about salary and skills anymore.”
Many workers have sophisticated skills and some companies budget for temps
Demand for specialized skills
Companies are increasingly demanding more specialized skills from temporary workers. It’s not enough for warehouse workers to be able to lift – they have to be able to handle inventory and complete data entry – and receptionists have to know Microsoft Word and Excel at the least, Schneiderman said.
Businesses are recognizing they can hire highly skilled project professionals through staffing services in specialized areas like finance, information technology and administrative support.
“People call us because they figure we have people with higher skill levels,” she said. “If they wanted mediocre workers, they’d hire anyone off the street.”
In an attempt to increase the skill set of many under-qualified workers, Kelly Services offers a free computer skills tutorial for its workers. WorkSource also has skills training.
“We don’t want to just put people in our database,” Schneiderman said. “We want to put them to work and increase their skills so they can earn more money and get better placements.”
Beam said many workers are coming to staffing services with more sophisticated computer skills. Some have experience with PageMaker and InDesign, where basic computer skills used to cut it.
Schneiderman said there have been layoffs in Southwest Washington this year, which has increased some of the skill sets being funneled into staffing services.
Hot temp sectors include manufacturing, office staff and accountants.
As the forecasted skills shortage grows nearer, these companies should be prepared to compete harder for these higher skilled workers. But a temporary workforce that is presenting itself, perhaps for the first time in such force, is retirees.
The pool may grow substantially in the next few years as active boomers who may not be ready to stop working completely continue to retire.
Nisenfeld expects to see continued strength in the temporary market in the coming months. She also expects there will be some loosening of the labor market, but it will be offset by retirements and regular exits from the workforce.
“Some companies are going to have to rethink what they’re doing to recruit because it’s so competitive for good employees,” Schneiderman said. “They can’t compete with low, low salaries.”
Nisenfeld said she wouldn’t be surprised if most companies budget for temporary help – the SWWDC does.
“It’s a great way to handle unforeseen tasks and backed up workflow,” she said. “It’s a regular cost of doing business.”
Companies are increasingly demanding more specialized skills from temporary workers. It’s not enough for warehouse workers to be able to lift – they have to be able to handle inventory and complete data entry – and receptionists have to know Microsoft Word and Excel at the least, Schneiderman said.
Businesses are recognizing they can hire highly skilled project professionals through staffing services in specialized areas like finance, information technology and administrative support.
“People call us because they figure we have people with higher skill levels,” she said. “If they wanted mediocre workers, they’d hire anyone off the street.”
In an attempt to increase the skill set of many under-qualified workers, Kelly Services offers a free computer skills tutorial for its workers. WorkSource also has skills training.
“We don’t want to just put people in our database,” Schneiderman said. “We want to put them to work and increase their skills so they can earn more money and get better placements.”
Beam said many workers are coming to staffing services with more sophisticated computer skills. Some have experience with PageMaker and InDesign, where basic computer skills used to cut it.
Schneiderman said there have been layoffs in Southwest Washington this year, which has increased some of the skill sets being funneled into staffing services.
Hot temp sectors include manufacturing, office staff and accountants.
As the forecasted skills shortage grows nearer, these companies should be prepared to compete harder for these higher skilled workers. But a temporary workforce that is presenting itself, perhaps for the first time in such force, is retirees.
The pool may grow substantially in the next few years as active boomers who may not be ready to stop working completely continue to retire.
Nisenfeld expects to see continued strength in the temporary market in the coming months. She also expects there will be some loosening of the labor market, but it will be offset by retirements and regular exits from the workforce.
“Some companies are going to have to rethink what they’re doing to recruit because it’s so competitive for good employees,” Schneiderman said. “They can’t compete with low, low salaries.”
Nisenfeld said she wouldn’t be surprised if most companies budget for temporary help – the SWWDC does.
“It’s a great way to handle unforeseen tasks and backed up workflow,” she said. “It’s a regular cost of doing business.”
Temporary workforce gains strength
Once viewed as a stopgap measure, the use of temporary workers is now included in the long-term planning efforts of many companies.
In a national study, more than 70 percent of executives polled said they rely on the staffing practice and include a place for it in their overall human resource budgets.
The study, which was commissioned by California-based OfficeTeam and conducted by an independent research firm, included interviews with 150 senior executives at the nation’s 1,000 largest companies.
Locally, one staffing service has seen its placement of temporary workers increase by a third in the past year because of increased demand by area companies
In a national study, more than 70 percent of executives polled said they rely on the staffing practice and include a place for it in their overall human resource budgets.
The study, which was commissioned by California-based OfficeTeam and conducted by an independent research firm, included interviews with 150 senior executives at the nation’s 1,000 largest companies.
Locally, one staffing service has seen its placement of temporary workers increase by a third in the past year because of increased demand by area companies
Wednesday, January 2, 2008
SMART Workforce Management Solutions
A leading provider of solutions for workforce management for over twenty years, SMART has helped some of the world's most successful companies maximise the performance, productivity and value of their people. In turn, this has enabled our customers to achieve a sustainable reduction in their people costs of up to 10%.
Delivering a complete solution, from time and attendance to workforce scheduling and from development to installation to customer support, our customers enjoy a more flexible working environment and an improved work-life balance for their greatest asset – their workforce.
SMART Workforce Management Solutions:
Manage complex shifts and annualised hours
Right size staff instantly to meet fluctuating demands
Cut absenteeism and recruitment costs
End spiralling overtime and see productivity climb
Improve employee relationships with powerful self-service
Implement flexible working and create business agility
Customers Include: Ocado, Gist, Habitat, Jaguar, JCB, NHS, Mandarin Oriental, Sainsbury's, Swissport, Trailfinders, Tussauds Group and Greater Manchester Fire.
SMART Technology
SMART's integrated solutions for workforce management provide efficient people management anywhere in the world. Developed using microsoft.NET technology, our zero-footprint web solutions are flexible, reliable, scalable and easy to implement. Whether fully installed on site, delivered as a managed or hosted service, the architecture enables you to focus on the specific areas of priority, and reconfigure the system at will to meet new challenges such as changes to Working Time Regulations. SMART systems enable planning, data capture and authorisation anywhere and everywhere you need it. Web-based advanced self-service, touch-screen kiosks and mobile activation via phone and PDA, ensure that employees can use the system even if they don't have PC access. Zero footprint SMART Web Technology ensures that no desktop installation or downloading of components, applets or software are required. It also ensures low network installation costs across all SMART solution modules and even lower maintenance/upgrade overheads in the future.
Customers
Our customers include some of the world's best known organisations, and our solutions and expertise extend to cover a broad range of industries including, Aviation, Logistics, Services, Manufacturing, Retail, Hospitality, Government and Healthcare.
Professional Support
SMART's focus and dedication to end-to-end customer support ensures that you enjoy maximum benefit with minimal cost of ownership. SMART delivers a comprehensive range of services, including; Project management, Implementation, Business Consulting, Training, Technology Support and more. This ensures that we future-proof your investment and provide a workforce solution that will meet your needs today and into the future.
Technorati Tags:
contract labor, labor management, workforce management
Delivering a complete solution, from time and attendance to workforce scheduling and from development to installation to customer support, our customers enjoy a more flexible working environment and an improved work-life balance for their greatest asset – their workforce.
SMART Workforce Management Solutions:
Manage complex shifts and annualised hours
Right size staff instantly to meet fluctuating demands
Cut absenteeism and recruitment costs
End spiralling overtime and see productivity climb
Improve employee relationships with powerful self-service
Implement flexible working and create business agility
Customers Include: Ocado, Gist, Habitat, Jaguar, JCB, NHS, Mandarin Oriental, Sainsbury's, Swissport, Trailfinders, Tussauds Group and Greater Manchester Fire.
SMART Technology
SMART's integrated solutions for workforce management provide efficient people management anywhere in the world. Developed using microsoft.NET technology, our zero-footprint web solutions are flexible, reliable, scalable and easy to implement. Whether fully installed on site, delivered as a managed or hosted service, the architecture enables you to focus on the specific areas of priority, and reconfigure the system at will to meet new challenges such as changes to Working Time Regulations. SMART systems enable planning, data capture and authorisation anywhere and everywhere you need it. Web-based advanced self-service, touch-screen kiosks and mobile activation via phone and PDA, ensure that employees can use the system even if they don't have PC access. Zero footprint SMART Web Technology ensures that no desktop installation or downloading of components, applets or software are required. It also ensures low network installation costs across all SMART solution modules and even lower maintenance/upgrade overheads in the future.
Customers
Our customers include some of the world's best known organisations, and our solutions and expertise extend to cover a broad range of industries including, Aviation, Logistics, Services, Manufacturing, Retail, Hospitality, Government and Healthcare.
Professional Support
SMART's focus and dedication to end-to-end customer support ensures that you enjoy maximum benefit with minimal cost of ownership. SMART delivers a comprehensive range of services, including; Project management, Implementation, Business Consulting, Training, Technology Support and more. This ensures that we future-proof your investment and provide a workforce solution that will meet your needs today and into the future.
Technorati Tags:
contract labor, labor management, workforce management
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