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AINS Blog - FOIA and Case Management

Thursday
Jun022016

A Person Isn't a Transaction. Don't Treat Them Like One.

The Office of Personnel Management (OPM) instituted a new measurement for the annual Federal Employee Viewpoint Survey (FEVS) in 2014. The New Inclusion Quotient (New IQ) measures employees’ sense of connection in the workplace: how fair, open and empowering life is at their agency. It acts as a barometer of culture – measuring the degree which federal employees feel respected and valued. Inclusion is a precursor to employee engagement...

Download the full article.

 

 

Wednesday
May042016

How Strong is Your HR House?

The 5 HR Best Practices You Need to Implement Now

In the classic tale of the Three Little Pigs, the Big Bad Wolf challenges the foundations of each house. Down comes the straw and sticks, but the brick stands. 

This story reminds us that we need the right materials and tools to build our foundation. As warm and cozy your “HR House” may be – it is only as effective as the strength of the processes on which it is built.

One National Finance Center customer tested the durability of their Human Resource processes when modernizing their HR systems to eCase® HR. They learned that they needed the right tools to fortify their HR house.
 

 

Here are the 5 HR best practices that your agency needs to implement now:

1. Leadership should own the system.

Best Practice: The Office of the Chief Human Capital Officer (OCHCO) “owns” the new centralized HR system.

The agency had 20 different IT systems to handle their non-core HR processes. Some managers created their own internal systems or utilized manual supports like spreadsheets, file folders or SharePoint sites to process information.  This led to delays, inaccuracies and frustrations across the agency.

Moving ownership to the OCHCO and consolidating to one software solution encouraged compliance and sped up response time.  This also gave leadership a big picture view of the organization.

 

2. Integration is key

Best Practice:  HR functions need to be connected. 

No man is an island, nor are human resource functions.

Departments were operating as silos and having difficultly transferring information between groups.  This made it harder for both managers and employees to accomplish multistep tasks.

The agency needed to break down silos and construct a bridge in process and software.  The new, case-centric system connected applications and submitted email alerts when an activity was transferred. The applications also integrated with core systems like HRConnect. Thus, the client was able to connect the entire employee lifecycle which improved performance.

 

3. Complex processes require flexibility

Best Practice:  Plan for changes in your process.

The agency learned two lessons: 1) very few processes were point A to point B – most had a complex web of decision points and approvals. 2) The only thing you can plan for is change.

Moving to a new system, they had the opportunity to revamp their processes and determine where flexibility was needed. The software they selected had both pre-defined structured workflows and unstructured capabilities to change course on the fly. This allowed them to plan for the future by building in flexibility to adjust processes as they go.

 

4. Connectivity enhances employee engagement

Best Practice:  Treat processes as two-way conversations with employees.

Human Resources should be about people. When they mapped out their new system, they redefined the way they approached their workers.

In the new model, a “case” was defined as an interaction between an employee seeking HR Services and the HR staff.  More points of connections were set up including web portals where employees could initiate a request, collaborate and review/submit forms.  HR Managers could then easily track the interaction, respond and connect the employee with other related services.

This two-way conversation makes employees feel connected.  This connection helps employee engagement.

 

5. Transparency is critical

Best Practice: Open up information flows with robust reporting.

You can’t fix, what you can’t see. Using manual processes, the agency had difficulty tracking and reporting on activities. Bottlenecks were hard to identify and solve. 

The agency made their new processes transparent. Dashboards viewed into workloads, pending/overdue tasks and gave deadline alerts. A robust reporting module allowed for instant report generation. This visibility gives the OCHCO the ability to manage resources, while helping workers get quick responses from their HR managers. 

 _______________

 

Is your HR house made of straw, sticks or bricks? Learn more about how to strengthen your HR foundation with eCase HR.

eCase HR is now available to National Finance Center (NFC) customers and Non-NFC Agencies on the Blanket Purchase Agreement for Non-Core HR Solutions. 

 Learn more about the NFC BPA.

 

Friday
Mar112016

AINS’ Mahesh Hanumanula Recognized as Leading CTO

AINS was thrilled to be a part of the 2016 SmartCEO’s Executive Management Awards (EMS). AINS’ very own CTO, Mahesh Hanumanula was awarded and recognized for his ethical values, creative and collaborative leadership, and support of AINS' mission.

The EMS program recognizes the leadership and accomplishments of the region’s management all-stars. The award winners are chosen by an independent committee of local business leaders, whom select the winners based on the quality of the nominations.

Executive Management Award winners will also be portrayed in the March/April issue of SmartCEO magazine. 

Read the full press release here.

Wednesday
Feb242016

BPM.com and AINS Team for Webcast and Whitepaper

AINS and BPM.com recently joined forces to create a whitepaper and on-demand webcast on Leveraging a Case Management Platform for Agile Application Development.

BPM.com is a thought leader in the world of BPM and case management solutions. Their website offers numerous thought-leadership content pieces including whitepapers, research reports, case studies, and blog posts by industry leaders. They also host an annual BPM and Case Management Summit which brings together experts in case management and end users.

 

 


BPM.com Webcast

BPM.com moderated a discussion surrounding the benefits of a case management platform with AINS customer URAC. URAC is a leading organization in the health care accreditation, education, and measurement realm. Their experience with AINS’ case management platform, eCase®, is used as a case study for the benefit of such solutions.

The case study webinar covers how URAC recognized the need for a case-based approach to address an increasing amount of varied and unstructured work, and (after a detailed market study) ultimately selected eCaseWorking with an internal team, URAC has leveraged eCase to modernize their accreditation management operations and business processes in the face of a constantly changing and extremely dynamic industry. For those of you who missed the live webcast, you can watch the recorded video through the above header link.

 

BPM.com Whitepaper

BPM.com has published a whitepaper entitled Leveraging a Case Management Platform for Agile Application Development” which provides insight into the following:

  • Advantages of Adaptive Case Management over traditional Business Process Management (BPM) solutions
  • Emergence of low code, application development platforms and why they are an ideal fit for developing and managing case-centric business apps
  • Deep dive review of AINS’ eCase® Platform, with a focus on the value of an Enterprise Case Management System (ECMS) for customers like US Department of Housing and Urban Development (HUD)

You may read the full whitepaper through the header link above. 

 

 

Wednesday
Feb172016

AINS Wins 2016 SmartCEO Future 50 Award

AINS is excited to be included as a part of SmartCEO’s Future 50 Awards. The Future 50 Award recognizes the fastest growing companies that represent the future of Washington DC’s economy. AINS was chosen thanks to its explosive employee and revenue growth.

The winners were selected based on a three-year average of employee and revenue growth. This year, AINS joins other Washington, DC area winners who collectively generated $2.31 billion in 2015 revenue and employ over 8,500 individuals in the Greater Washington area.

 AINS was recently awarded a BPA by the U.S. Office of Personnel Management to help facilitate their retirement processing. This among other partnerships with the Federal Government have helped push AINS to success in 2015.

CMO Dave Hagen accepted the award on behalf of AINS last week at an event held for the winners.

 

You can read the full press release here.


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