Advanced Business Solutions

Advanced HR

Advanced HR is a SaaS based service covering all aspects of human resource management including recruitment, onboarding, talent management, training administration, performance review, absence management, case management, self-service, report writer through to offboarding. Whilst a standard solution is provided it can be tailored by clients to meet their specific requirements.

Features

• Training Administration for the requesting and booking employees onto courses
• Case Management with knowledge base for answering employee queries
• Recruitment for vacancy and applicant tracking and onboarding
• Report Writer for creation a wide range of report types
• Document Management for storage of letters, forms, and external documents
• Appraisal Processing for the tracking of employee performance reviews
• Absence and Holiday Administration for all client configurable absence types
• Client configurable reports, data fields, workflows end-user profiles
• Alerts for the notification database changes and forthcoming events
• Talent management through the comparison of employee and job competencies

Benefits

• All encompassing HR system from recruitment through to leaving
• Improvement of employee engagement through flexible self-service
• Client configurability enabling clients changes as their needs change
• All types of employee documents stored in one central location
• Available on laptops, iPads, iPhones and android devices
• Built-in functionality to assist clients in being GDPR compliant
• Flexible integration functionality enabling the sharing of employee data
• Client configurable workflows to automate all HR processes
• Easy to use self service through flexible client configuration
• Notification of forthcoming events and changes through email alerts

£0.85 a user a month

Service documents

• Pricing document

  PDF

• Skills Framework for the Information Age rate card

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at bidmanagementteam@oneadvanced.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 13

Service ID

101863223490996

Contact

Bid Support
0330 343 8000
bidmanagementteam@oneadvanced.com

Service scope

• Software add-on or extension: No
• Cloud deployment model: Private cloud
• Service constraints: None
• System requirements: Standard browsers supported

User support

• Email or online ticketing support: Email or online ticketing
• Support response times: Priority 1 - Target within 1 hour; Priority 2 - Target within 4 hour; Priority 3 - Target within 8 hour
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: No
• Support levels: Standard availability service levels of a minimum of 99.5% will apply, dependent on contracted services.; ; Support is provided around a priority and escalation system. When an incident is reported, a priority level is established based upon the information provided, understanding business impact is essential. Target service levels and response times are assigned based on an initial appraisal of the problem but can be revisited at any time by the client. The escalation procedure is designed to progress each call as efficiently as possible. OLA's are in place for escalations beyond support into the development and professional service teams.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: The application will simplify complex business challenges and deliver immediate value, enabled through the Advanced Professional Services Corporate Project Methodology (CPM) framework.; Professional Services are given to support the implementation in the following activities: ; 1. Project Initiation (Role: Leading) ; 2. System Familiarisation and Configuration Workshops (Role: Leading); 3. Solution Design (Role: Leading); 4. System Configuration and Initial Data Load (Role: Supporting); 5. Testing (Role: Supporting); 6. Solution Deployment / Go Live (Role: Supporting); 7. Project Closure (Role: Supporting); ; The customer will be guided through the design decisions in the configuration of the HCM solution to make agreed adjustments to meet their needs. We use the configuration questionnaire as a companion to the Solution Design Document to provide information for use in the configuration and implementation of the new service.
• Service documentation: Yes
• Documentation formats: PDF
• End-of-contract data extraction: Users can export data directly from the application using reporting. Managed service available upon request.
• End-of-contract process: This will be discussed with each client depending upon their needs and what they would like to do.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Progressive rendering, responsive design, mobile focussed functionality
• Service interface: Yes
• User support accessibility: None or don’t know
• Description of service interface: Browser-accessible UI
• Accessibility standards: None or don’t know
• Description of accessibility: Browser access
• Accessibility testing: Lighthouse accessibility testing carried out
• API: Yes
• What users can and can't do using the API: Core read / write data functions
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Fully customisable including data, workflows, screens, schema and layout of the UI.

Scaling

• Independence of resources: The server infrastructure is based on a virtualised infrastructure which is monitored 24x7. Services are automatically migrated across the virtual infrastructure to automatically load balance the entire infrastructure. This ensures that no one service is unduly impacted by load placed on the infrastructure by other users. If another service is using a large amount of resources, other services are automatically migrated to other servers in the virtual infrastructure that are being utilised to a lesser extent.

Analytics

• Service usage metrics: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Up to Baseline Personnel Security Standard (BPSS)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 3.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: Another external penetration testing organisation
• Protecting data at rest:
  • Physical access control, complying with SSAE-16 / ISAE 3402
  • Encryption of all physical media
• Data sanitisation process: Yes
• Data sanitisation type: Explicit overwriting of storage before reallocation
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v.30, CAS (Sanitisation) or ISO/IEC 27001

Data importing and exporting

• Data export approach: Our applications have reporting inbuilt reporting tools which are used to export data plus managed service available on request.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • XLSX
  • XML
  • TXT
  • Word
  • JSON
• Data import formats:
  • CSV
  • Other
• Other data import formats:
  • XLSX
  • TXT
  • JSON

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • TLS (version 1.2 or above)
  • Other
• Other protection between networks: All data through the application is delivered over a secure connection (as a web site - password protected, API through token authentication - OAUTH2). No data stores are publicly accessible and are protected by multiple security layers.
• Data protection within supplier network:
  • TLS (version 1.2 or above)
  • Other
• Other protection within supplier network: No data is moved into the corporate network and only resides in the private cloud. All access to the cloud environment is restricted to security checked personal. Multi factor authentication is used to secure access. Access to the cloud servers is only via the corporate network. If not directly on the corporate network an IPSEC MFA connection is required to the corporate network to gain access.

Availability and resilience

• Guaranteed availability: 99.5% (Based on Monday to Friday - 8 - 6pm, excluding public holidays)
• Approach to resilience: Advanced HR utilises a highly resilient configuration which allows the environment to be robust without single points of failure. This approach is consistent across all application tiers and ensures that a single server or a whole data-centre becoming unavailable will have minimal impact on service availability i.e. if one server fails, the traffic will be automatically routed a different server in a separate region which will minimise downtime.
• Outage reporting: The Advanced Event Management service will monitor the environment and provide: Proactive monitoring and alerting of thresholds and events, Root Cause Analysis of identified problems, Reporting and trend analysis System and application-specific knowledge and tasks. When thresholds are breached within the PaaS environment, staff nominated to receive alerts will be informed via email or SMS. Advanced will respond to alerts and remediate any issues within the supported environment.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • 2-factor authentication
  • Username or password
  • Other
• Other user authentication: We use Keycloak as the basis of identity manager so configurable options are available. For example: 2FA, X.509 client certificate user authentication, identity federation, user name & password, LDAP etc.
• Access restrictions in management interfaces and support channels: Through keycloak based role access.
• Access restriction testing frequency: At least every 6 months
• Management access authentication: 2-factor authentication

Audit information for users

• Access to user activity audit information: You control when users can access audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: You control when users can access audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: User-defined

Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: BSI
• ISO/IEC 27001 accreditation date: 30/06/2021
• What the ISO/IEC 27001 doesn’t cover: All activity on G-Cloud is covered by our ISO 27001 Certification
• ISO 28000:2007 certification: No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber essentials plus: Yes
• Other security certifications: No

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: Advanced Information information and security policies align to ISO 27001:2013.

Operational security

• Configuration and change management standard: Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
• Configuration and change management approach: The configuration and change management process ensures operational systems, services and application software are subject to change control. All staff are responsible for submitting completed change requests to the change authorisation board (CAB) using the change request form. Change requests forms, before submission to the CAB must be peer reviewed and pre-authorised by the appropriate system service owners and or business stake holder. All changes are recorded, tested and verified prior to implementation, (where possible), and are communicated to relevant members of staff and users as appropriate.
• Vulnerability management type: Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
• Vulnerability management approach: Vulnerability management is an essential component of Advanced Information Security Program and the process of vulnerability assessment is vital to effective vulnerability management. The vulnerability assessment process provides visibility into the vulnerability of critical assets deployed in the IT Infrastructure. The process comprises of identifying critical systems, their corresponding owners, vulnerability scanning on regular basis, determining and assessing potential vulnerabilities, documenting and establishing a time line to remediate critical vulnerabilities.
• Protective monitoring type: Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
• Protective monitoring approach: Advanced complies with protecitce monitoring in line with GPG 13.
• Incident management type: Conforms to a recognised standard, for example, CSA CCM v3.0 or ISO/IEC 27035:2011 or SSAE-16 / ISAE 3402
• Incident management approach: Incident management control objectives are defined within our ISO 27001:2013 certified Information Security Management System and the procedures for Incident management are aligned to ITIL v3 industry best practice.

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

Public sector networks

• Connection to public sector networks: No

Social Value

• Fighting climate change:

  Fighting climate change

  We are committed to building a better tomorrow for our staff, customers and wider community through outstanding environmental sustainability performance. Our vision is underpinned by five core principles: ; ; To protect the environment by reducing our carbon footprint ; ; To reduce the environmental impact of our operational activities through effective management of our estate ; ; To create and maintain a positive environmental sustainability culture ; ; To maximise the positive impact of our sustainability actions through effective communication, collaboration and partnership ; ; To fulfil all environmental compliance obligations and seek to exceed regulatory requirements ; ; To achieve this vision, we have a multi-step sustainability strategy, containing details of the overarching objectives, performance targets, key performance indicators and implementation mechanisms. It is continuously reviewed to ensure it is as strong as it can be. Our success also relies on effective engagement with staff, utilising and developing their skills, knowledge and understanding. ; ; We are proactive in the property management of our offices, maintaining pressure on landlords and staff to ensure energy efficiency. Home working is facilitated and encouraged, and unnecessary travel is minimised by the delivery of consultancy, training and implementation services remotely, where appropriate. Reducing the amount of paper we generate is a key focus, and we use recycled paper - which we then recycle ourselves. We have also taken steps to recycle other materials such as plastics and cardboard. We comply with WEEE regulations and recycle our electrical items. ; ; We are focused on our transition to a Cloud service company ensuring our customers have solutions which are future proofed and don’t require costly or energy inefficient hardware.
• Covid-19 recovery:

  Covid-19 recovery

  Advanced has a documented Health and Safety policy regarding Covid-19 Arrangements, which focuses on handwashing, hygiene, self-isolation and social distancing. ; ; We encouraged working from home, opening our offices only when government guidance was updated and promptly carried out a Covid-19 risk assessment. Our HR system was updated for employees to confirm their vulnerability status, allowing us to tailor support. ; ; Social distancing measures were introduced in our offices, e.g., staggered arrival and departure times, a one-way walking route around the office and workstations at a 2-metre distance. We continue to operate a desk booking policy to ensure an audit trail and line manager clearance. ; ; Working from home is undoubtedly challenging and may have a negative impact on the wellbeing of our employees. We hosted a wide range of virtual communal events throughout, to allow our staff to stay connected to each other e.g., quizzes, coffee mornings and time allocated for informal catch ups. ; ; We have also made changes to our approach to visiting customers on-site. Where appropriate, training and consultancy can be provided virtually.
• Tackling economic inequality:

  Tackling economic inequality

  Advanced is committed to tackling economic inequality. We are renowned for our recruitment processes which seek to eradicate biases that can perpetuate economic inequality. We hire for potential rather than based on experience. ; ; Our commitment to tackling economic inequality is also exemplified in our pay reporting transparency. In addition to the legal requirements to produce a Gender Pay Gap Report, we have also released our Diversity Pay Gap Report to ensure accountability and so that we can take steps to address economic inequality.
• Equal opportunity:

  Equal opportunity

  Cultivating a diverse workforce and inclusive culture is a priority for Advanced. Diversity of experience, age, race, ethnicity, culture, gender and sexual orientation provides a wide range of talent from entry level through to our leadership teams creating richer perspectives and a powerful frame of reference. ; ; Not only is it right to recognise and celebrate differences, and ensure everyone has the opportunity to thrive, but creating a culture that is genuinely committed to a meritocratic workplace is important to our success. Ensuring all our employees understand and engage with our values, and have the opportunity to realise their full potential, is fundamental to our business. ; ; Last year, we released our first Diversity Pay Gap that extends beyond the legal requirement for gender to ethnicity, sexuality, education, disability and socio-economic status. This data provides transparency and will aid us significantly on our journey to creating a fair and equitable workplace for all. ; ; Advanced is delighted to have been announced as one of the top 100 Diversity Leaders of 2020 across UK businesses following an independent survey carried out on behalf of the Financial Times. The award assesses diversity across gender, age, ethnicity, disability and sexual orientation, and ranks organisations in Europe on the extent to which they offer diverse and inclusive workplaces. The survey focused on two broad areas, looking at the scale in which employers promoted diversity within the workforce, and identifying companies that stood out when it came to encouraging diversity and equal opportunities. ; ; Advanced is renowned for its innovative recruitment process, which seeks to eradicate bias – unconscious or otherwise – when hiring. In our recruitment, we use tools that give us additional insight into intellect and attitude, and remove CVs from the interview process, so managers go in without preconceptions.
• Wellbeing:

  Wellbeing

  We take wellbeing very seriously at Advanced, all employees have access to the following initiatives to promote wellbeing: ; ; Our Employee Assistance Program (EAP) is a 24/7 phone line where our employees can speak to a trained professional regarding any matters. Whether that is related to their current workload, or whether it is related to their finances for example. This service is 100% confidential. ; ; Advanced continually run mental health webinars/sessions to show our employees what stress looks like and how to manage it, and we have recently announced the Friendly Faces scheme which is a network of colleagues who are open to listening and signposting. We will be running training for employees who wish to take part and make space for wellbeing conversations. ; ; The Wellbeing hub on our internal website is central point for resources, such as the Thrive app to which our employees have an access code. In addition, the Hub is a link to our partnership with Perks at Work who offer discounts and classes for wellbeing, fitness, and meditation. ; ; Our offices have been made more friendly and accessible than ever before as part of our office changes brought on by the new, flexible ways of working. All our offices now contain a ‘wellbeing room’, sharp boxes for needles and free sanitary products in all bathrooms (available to guests as well as our staff). ; ; We understand that working from home and being separated from one another is undoubtedly challenging and in some cases may have a negative impact on the wellbeing of our employees. ; ; Throughout the pandemic, we hosted a wide range of communal events virtually, to allow our staff to stay connected to each other, even though they weren’t in the office together. Some of the events were quizzes, coffee mornings and time allocated for informal catch ups.

Pricing

• Price: £0.85 a user a month
• Discount for educational organisations: No
• Free trial available: No

Service documents

• Pricing document

  PDF

• Skills Framework for the Information Age rate card

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at bidmanagementteam@oneadvanced.com. Tell them what format you need. It will help if you say what assistive technology you use.