What we do

At Nailbourne Software we are specialists in integrating People Management Solutions.

This covers many software solutions in an organisation as most solutions have users who are employees. For an organisation’s employee onboarding and offboarding processes to work effectively and efficiently, many systems will need to be updated. This includes such events as a team member joining or leaving, or an employee’s job, department or contact details changing. Many of an organisation’s software solutions may require more comprehensive integration and the secure sharing of sensitive personal data.

Below are some examples of common integration requirements for some of the more common people related solutions.

An important piece of integration is the transfer of successful applicants from the Applicant Tracking system to either an onboarding module or an HR solution. This could be standard out-of-the-box integration; however, this is not always the case. Without this integration in place, all successful candidates will have to be manually re-entered into an HR system which takes time, effort and is error prone. This is especially the case if you are recruiting in large numbers.

Ideally, ATS to HR integration should not only transfer the base candidate information but should also link the vacancy up with a job record and transfer any key documents from the recruitment process such as the applicant’s CV.

If you have a legacy Applicant Tracking system then you might not be able to publish your vacancies to all of the Job Boards or Aggregators that you would like. Maybe you conduct Identity and Pre-employment checks and are looking for ways to streamline and automate the process.

A Time & Attendance (T&A) solution has many integration points and can benefit from tight integration with other solutions. T&A solutions need to be updated with new starters and leavers. They could also benefit from early knowledge of future starters so that they can be scheduled onto future rotas. T&A platforms need to be kept up to date with changes in an individual’s job, pay, rates, contractual terms, holiday entitlement, department, location and reporting line. Typically, this information can be automatically synced with an HR system.

The recording of absence can also prove to be a challenge. Where should absence be entered when employees have an irregular work pattern? Does absence information need to be synchronised across software products? How can HR report on absence across the company for employees who are on the T&A solution and those who are not?

T&A solutions also need to integrate with the Payroll solution to ensure an employee’s work is appropriately verified and pay is processed.

You may have one Learning Management platform, or you may use multiple platforms based on a requirement for specialist content that is important for your organisation. Whether it is one or multiple platforms, there will be a need to synchronise common employee data between systems. New starters, leavers and changes to key employee details such as jobs, teams, reporting lines, learning groups – all need to be synchronised.

Once learning is complete, then it may be appropriate to save training information back to an HR solution so that it can be reported on for compliance or included in employee review or talent management workflows.