Creative Scotland is the national leader for Scotland’s arts, screen and creative industries. It’s their job to help Scotland’s creativity shine at home and abroad.

They invest in talented people and exciting ideas. They develop the creative industries and champion everything that’s good about Scottish creativity.

Creative Scotland is the latest organisation to make Cascade the number one choice for HR software!

Cascade’s core HR solution will provide Creative Scotland with a huge amount of standard functionality and key features such as Attendance and Holiday Management, Organisational Charts, Reporting and a whole host of other features.

Creative Scotland will also implement our fully integrated Self Service, Workflow, Cascade Mobile, Training, Recruitment and Self Service Timesheets module.

Cascade Mobile will allow the HR team to engage even further with their employees, users can now access their tasks, book holidays and check their payslips ‘on the move’ with a web-enabled mobile device.

Cascade’s Training module will enable Creative Scotland to accurately measure their return on investment, in the shape of on-going workplace evaluation. This will allow them to see just how training has changed the individual’s ability to carry out their role and motivate people to put their newfound skills into practice.

Using Cascade’s Timesheets module employees will be able to submit timesheets through Self Service access which will allow Creative Scotland to gain efficiencies through minimising costs and maximising employee time.

Supported by a dedicated Project Manager and committed Client Services team will ensure Cascade is configured to both Creative Scotland’s requirements and business objectives.

Cascade continues to expand its client base with over 400 clients across a variety of sectors, helping to maintain its status as the number one .NET HR and HMRC recognised Payroll provider.

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Cascade HR has its sights set on success as the team prepares to head to Olympia London for the CIPD’s 2012 HR Software Show.

Hot on the heels of the company’s 2011 HRSS success, Cascade has redesigned its exhibition stand making 2012 its biggest year yet. With more demonstration pods and greater space for delegates to find out about Cascade’s award-winning technology and service, the stand is designed to be welcoming, informative and eye-catching.

Cascade’s marketing manager Andy Court explains:

“We had a record breaking number of visitors to our stand last year, which was phenomenal. This year, to ensure everyone receives the attention they need, we have redesigned our layout so that people can either take part in a tailored demonstration or simply browse through the information that is displayed on our boards and screens.”

Passionate about the HR and payroll issues that clients face and dedicated to promote knowledge-transfer opportunities at every opportunity, Cascade’s presence at HRSS12 will focus on the sharing of hints, tips and advice to aid clients throughout the uncertain times that still appear to lie ahead.

Andy continues:

“Earlier this year we commissioned an industry-wide survey of UK HR departments, because we were eager to uncover the key challenges that organisations want HR software to help them tackle over the next 12 months. When analysing the results three clear findings emerged – 68% of respondents are keen to learn more about how technology will aid the learning and development of staff, 67.3% wish to address employee outlook, and 60.8% want to reduce the cost of absence.”

A key theme on Cascade’s HRSS 2012 stand will therefore be the improved management of absences using HR technology, something the team feels is incredibly important given CIPD statistics that found the median cost of absence to be £673 per employee per year.

Andy concludes:

“We will be showing delegates how to calculate absences and work out the cost of these absences, in only a few clicks within the Cascade software. Armed with this powerful information, HR managers and directors can then devise and implement effective absence management strategies from which impressive and tangible benefits can be experienced.”

Rosie Green, Head of HR at Synergy Housing, is delivering a free learning presentation on the first day of the event; Wednesday 20th June at 12:15. Entitled,

“Technology – alleviating the absence management headache”

Rosie’s advice-led seminar will explain how her insightful absence management strategy saved Synergy Housing £285,000 in 12 months, and achieved an employee workplace satisfaction rate of 86%.

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The Institute of Grocery Distribution (IGD) are a team of experts, dedicated to the development of the food and grocery industry and committed to the needs of its consumers.

IGD is the latest organisation to start using Cascade’s award winning HR software.

Cascade will implement its innovative HR software, developed using the very latest Microsoft .NET technology, which has been designed from the outset to span a whole organisation and not just provide functionality for HR departments. It has also been developed to engage employees and managers throughout an organisation to ensure best practice, efficiency and open communication.

The removal of paperwork and desktop delivery of actions and decisions, without any need for searching or technical expertise, has transformed the way that more than 400 Cascade clients manage their staff.

IGD will implement the following combination of fully integrated, flexible modules; HR, Self Service and Workflow, backed with key functionality such as reporting and analysis features and integrated organisational charting.

This will provide a comprehensive technical foundation to IGD HR functions, as well as allowing managers to effectively communicate with their employees.

Cascade look forward to working with IGD who join Cascade’s growing client base of over 400 clients across a variety of sectors, from grocery experts IGD to retail firm Hotel Chocolat and educational organisation Kumon Educational UK.

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Hobark International Limited are the latest organisation from the Oil & Gas industry to choose Cascade HR.

The Hobark group provides man power, offers drilling, consultancy services and provides logistic support. They also offer catering services, procurement of manufacturing equipment, and construction equipment for the Oil & Gas industries.

Hobark International Limited (HIL) is the staffing division of the Hobark group. HIL delivers complete recruitment solution for all segments of the Oil & Gas industry.

Cascade’s HR solution including its core HR module will provide HIL with a huge amount of standard functionality and key features such as Attendance and Holiday Management, Organisational Charts, Reporting and a whole host of other features.

HIL’s HR software will also include our fully integrated Self Service, Workflow and Cascade Mobile modules.

Cascade Mobile will allow the HR team to engage even further with their employees, users can now access their tasks, book holidays and check their payslips ‘on the move’ with a web-enabled mobile device.

Cascade continues to expand its client base with over 400 clients across a variety of sectors, helping to maintain its status as the number one .NET HR and HMRC recognised Payroll provider.

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HR software has for many years been revolutionising the processes and procedures of HR departments. But the growing power of intuitive technologies means the opportunities for forward-thinking HR professionals are ever-increasing. Keen to develop a greater understanding of organisations’ evolving HR goals, client services director at Cascade HR Heather Vitty recently surveyed her varied customer base. Here she shares her findings…

“The world of technology is ever-changing which means that the functional capabilities of Human Resources software are numerous. Often features can be introduced that clients wouldn’t have ever thought possible, so the scope for HR professionals to strategically excel is very exciting indeed.

When enhancing a software solution and providing complementary advice for clients, developers’ technological foresight is of course incredibly important. However for HR software to really add value it must meet the true operational requirements and strategic objectives of HR departments. This is why the more responsible system suppliers will keep their ear to the ground when it comes to developing their products and services.

Eager to uncover the key challenges that organisations want HR software to help them tackle over the next 12 months, Cascade recently commissioned an industry-wide survey of UK HR departments. When analysing the results three clear findings emerged – 68% of respondents are keen to learn more about how technology will aid the learning and development of staff, 67.3% wish to address employee outlook, and 60.8% want to reduce the cost of absence.

Such a detailed insight into client needs is incredibly important, and this will certainly underpin the themes for our user group agenda later this year. But what do these software findings signify for the wider HR arena?

Time and again when entering the procurement process, the benefits that clients state they wish to achieve from their software implementation are: the consolidation of data into one central source; greater departmental efficiencies; and better management of employees in terms of personnel records and entitlements.

These have long been the goals that HR software has been tasked to achieve, and it seems apparent that these benefits remain at the core of every new project we begin with clients today. But it is becoming increasingly apparent that once clients have been successfully operating the software for a period of time, and when processes have been streamlined and efficiencies achieved as a result, HR professionals then have more time to undertake the core element of their role – looking after employees.

HR specialist for Wesco Aircraft Europe Samantha Parr elaborates: “The more integrated into day-to-day organisational life the software becomes and the greater the number of benefits we experience, the more we look at what the software can achieve next. If you select a system that is much more than just a database or processing tool, this is when its technological capabilities will shine through. You can’t help but continually look for your next challenge because if the software encourages rather than restricts change, the opportunities almost seem endless.”

It is perhaps therefore unsurprising that, when no longer overwhelmed by administrative burdens, HR professionals wish to focus upon the enrichment of employees’ working life. An extended period of austerity has left many companies vulnerable, and the desire to retain hard-working, talented staff is strong.

Phil Silver, HR operations manager at Punter Southall Group concurs: “As the economy looks to full recovery, the success and sustainability of organisations depends upon the quality of staff and the efficiency with which they work. Now we need to utilise technologies not just to undertake the necessities of maintaining employee records and documenting absences, but to holistically and effectively engage with and develop our employees.”

So where exactly can HR software help and how important will its role be in helping clients actualise the departmental aspirations identified?

Software can aid the formation of learning and development plans by identifying individuals’ skills and competencies, pinpointing skills gaps and tracking high potential employees. This can then be used to identify on-the-job training and management mentoring needs, which should in turn impact positively upon employees’ sense of enrichment, fulfilment and workplace satisfaction.

Gradually the employee outlook should begin to improve as the level of dialogue and engagement increases, but appraisals and staff feedback surveys can be carried out using software to ensure constructive communication is maintained.

Stronger relationships with employees will contribute to the more effective management of absences, an incredibly significant issue given the CIPD’s findings that the median cost of absence was £673 per employee in 2011. Frank Vaughan, operational support manager at Leeds Housing Concern, has already utilised HR software to identify absence trends, devise best-practice absence management processes, and empower line managers to address absences effectively. This intelligent overhaul saw Leeds Housing Concern’s absence rate fall by 18% in only 12 months, staff morale was heightened due to alleviated workplace pressures when colleagues were absent, managers’ skills were enriched and employee wellbeing was protected.

The important thing to remember about HR software is that intuitive reports identify and monitor progress and trends, and workflows maintain best-practice throughout. So when wishing to retain valuable talent, boost employee wellbeing, reduce the cost of absence and labour turnover, and heighten productivity as workplace satisfaction rises, organisations are in safe hands with HR technology.

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Delegates heard Generation Y engagement advice at the CIPD’s insightful HRD conference last week. It became clear that a somewhat distinct learning and development strategy is required for individuals born in the 1980s, which of course got us thinking about how our software can help.

Generation Y individuals have been described as ‘digital natives’ that have ‘grown up with change at the click of a mouse’ and are renowned as very different learners to Generation X workers and baby boomers.

It could be argued that, perhaps in a large part due to rising University tuition fees, Gen Y individuals are becoming more discerning about the companies they choose to work for. It has also been reported that Gen Y employees record the highest rate of staff turnover in the economy. Collectively this suggests great expectations amongst these young workers, as they strive to achieve a ‘return on investment’ from their degree.

Some employers may consider Gen Y employees slightly too ambitious or demanding – for example they look for constant feedback and commonly demand learning and development opportunities even if outside of working hours.

But equally these employees appreciate autonomy, have a great desire to connect and collaborate, and bring vital creativity to the workplace. So if organisations can provide an engaging and inspiring working environment within which they can realise their potential, the benefits are multi-faceted for all concerned. So what steps can you take to attract and retain Gen Y…?

Cascade’s software can assess individual employees’ skills and competencies, and thus their training requirements. Learning and development plans can then be formed to encourage staff to grow, and high-potential employees can be tracked, regardless of their generation.

The provision of on-the-job training, mentoring and external learning opportunities should help to keep Gen Y individuals engaged and motivated. Regular dialogue and structured appraisals additionally facilitate workplace communication, feedback and collaboration of ideas.

On a more holistic level, best-practice workflows within the software make day-to-day tasks quicker, more efficient and more effective. This should give line managers a more comprehensive grasp of their team’s performance and requirements, from which meaningful progression can be achieved.

Many organisations will query if they can afford financially to motivate and retain Gen Y employees. But the important thing to remember is that Gen Y individuals seek inspiration and receptivity, something that any employer can provide. Good communication and an understanding of employee needs does not need to cost the earth, perhaps all that is needed is a subtle shift in thinking to satisfy the digital natives.

Source: www.peoplemanagement.co.uk/pm/articles/2012/04/hrd-2012-engage-gen-y-in-learning-hr-told.htm

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WCVA is the voice of the voluntary sector in Wales. They represent and campaign for voluntary organisations, volunteers and communities.

WCVA is the latest organisation to start using Cascade’s award winning HR software, which has a proven track record with over 350 clients.

Cascade will implement its innovative HR software, developed using the very latest Microsoft .NET technology, which has been designed from the outset to span a whole organisation and not just provide functionality for HR departments. It has also been developed to engage employees and managers throughout an organisation to ensure best practice, efficiency and open communication.

The removal of paperwork and desktop delivery of actions and decisions, without any need for searching or technical expertise, has transformed the way that more than 350 Cascade clients manage their staff.

WCVA will implement the following combination of fully integrated, flexible modules; HR, Self Service, Workflow, Training and Self Service Timesheets backed with key functionality such as reporting and analysis features and integrated organisational charting.

This will provide a comprehensive technical foundation to WCVA’s HR functions, as well as allowing managers to effectively communicate with their employees.

Cascade’s Training module will enable WCVA to accurately measure their return on investment, in the shape of on-going workplace evaluation. This will allow them to see just how training has changed the individual’s ability to carry out their role and motivate people to put their newfound skills into practice.

Using Cascade’s Timesheets module employees will be able to submit timesheets through Self Service access which will allow WCVA to gain efficiencies through minimising costs and maximising employee time.

Cascade look forward to working with WCVA who join Cascade’s growing client base which covers a variety of sectors, from charity WCVA to Premier League football club Manchester City and educational organisation Kumon Educational UK.

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GCS is a Specialist Recruitment Consultancy that represents both permanent and contract candidates. Recognised as a leading supplier of top tier professionals, GCS works with some of the UK’s largest companies, and a diverse range of SME’s.

Founded in 1991, GCS has over 20 years recruiting experience, a staff of highly skilled consultants and a proven track record in recruitment.

GCS are the latest organisation to make Cascade the number one choice for HR software!

Cascade’s core HR solution will provide GCS with a huge amount of standard functionality and key features such as Attendance and Holiday Management, Organisational Charts, Reporting and a whole host of other features.

GCS will also implement our fully integrated Self Service, Workflow, Training, Recruitment and Online Recruitment modules.

Cascade’s Recruitment modules will deliver a comprehensive and powerful recruitment solution which will help GCS reduce administration and ensure best practice is followed, whilst maximising their opportunity to recruit the very best staff available.

Cascade’s Training module will enable GCS to accurately measure their return on investment, in the shape of on-going workplace evaluation. This will allow them to see just how training has changed the individual’s ability to carry out their role and motivate people to put their newfound skills into practice.

Supported by a dedicated Project Manager and committed Client Services team will ensure Cascade is configured to both GCS requirements and business objectives.

Cascade continues to expand its client base with over 350 clients across a variety of sectors, from recruitment specialists GCS to educational organisations Argyll College and Kumon Education and Housing Associations Wakefield & District Housing and First Wessex.

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Since 1845 Lindt and Sprungli has been dedicated to producing the world’s finest chocolates. Their Master Chocolatiers have been driven by their passion for skilfully creating delicate masterpieces to indulge your friends, family and yourself.

Lindt are the latest organisation to implement Cascade’s award winning HR software.

Cascade’s core HR solution will provide Lindt with a huge amount of standard functionality and key features such as Attendance and Holiday Management, Organisational Charts, Reporting and a whole host of other features.

From Cascade’s vast range of flexible modules, Lindt will also implement Self Service and Workflow.

Upon implementation of Cascade, Lindt will experience a range of benefits such as vastly improved employee engagement and comprehensive employee records, through Cascade’s unique system designer feature.

Supported by a dedicated Project Manager and committed Client Services team will ensure Cascade is configured to Lindt’s requirements and business objectives.

Cascade continues to expand its client base with over 350 clients across a variety of sectors and organisations helping to maintain its status, as the number one .NET HR and HMRC Standard Payroll provider on the market.

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The Advertising Standards Authority (ASA) ensures all advertisements are legal, decent, honest and truthful.

They are independent of both the Government and the advertising industry and they are recognised by the Government, the courts and other regulators such as the Office of Fair Trading (OFT) and Ofcom as the body to deal with complaints about advertising.

Their work includes acting on and investigating complaints as well as proactively monitoring and taking action against misleading, harmful or offensive advertisements, sales promotions and direct marketing.

Cascade’s core HR module will provide a comprehensive and powerful management tool and assist ASA in achieving its business objectives.

Alongside Cascade’s core HR module ASA will implement a range of flexible modules including Self Service, Workflow, Training, Recruitment and Online Recruitment in addition to Cascade’s HMRC Standard Payroll module.

ASA will be able to combine Self Service with Cascade’s workflow features and provide Best Practice Workflows. These workflows are designed in the core Workflow module and will guide users through any given task. This guarantee of best practice is just one example of why Cascade has a 100% success rate in rolling out Self Service to anything from 25 to 10,000 staff across single and worldwide sites.

Cascade’s Payroll solution meets the HMRC Standard and is fully integrated, therefore ASA will be able to view their payslips through employee Self Service access. Checks and measures are user definable and will ensure ASA can authorise changes they want to and allow other changes to process automatically.

Cascade is used by more than 350 organisations from 25 to 10,000 employees in the UK and abroad across a wide range of sectors. For more information contact us today.

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