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Top 5 Reasons Your Firm Needs eMail & Document Information Management

Project Information Management. Access critical firm-wide and document information in one central location

It’s a competitive world out there and whether you’re a lawyer, architect, engineer or contractor, the need to organize your emails and documents is critical. Organized information saves you time, and saving time saves money.


1. Are your emails overflowing?

People spend nearly 2-3 hours a day on email-related activities, consuming 20-30% of their business day. Firms with document information management systems spend minutes, not hours, with email.

2. Can you find your firms critical documents?

6 in 10 firms rely on network folders to manage projects, but face inconsistent file structures, accidental deletion, drag-and-drop displacement hindering productivity and negatively impacting utilization. Firms can proactively manage documents through the entire legal lifecycle instead of waiting until the matter is complete to start organizing files.

 3. How quickly can you find critical documents?

Firms can spend hours, if not days, tracking down critical project information, wasting valuable resources and critical project time. With project information management, firms can find drawings or documents completed yesterday, last week or last year in a matter of minutes.


4. Do your teams struggle to share & manage files internally & externally?

Only 9% of firms have a single enterprise-wide collaboration system. Yet, 75% believe sharing documents is the most important way to improve collaboration. 


 5. Is your firm’s information a liability or an asset?

The average cost of a single misplaced file is more than R1000. Think of that times the number of files in just a single project. An effective document management strategy could reduce cost by 30% and lower risk by 23%.


Register below to Enquire more information

Top 5 Reasons Your Firm Needs Project Information Management

Project Information Management. Access critical firm-wide and project information in one central location

Project Information Management provides project management and collaboration tools designed to help employees access critical project information so they can keep teams connected throughout the entire project lifecycle. And, it goes beyond the project. Project Information Management helps firms organize hundreds of files across all aspects of their business in one central location, giving companies the organization, visibility and intelligence to run their businesses smarter.

Learn how Project Information Management can save time and money. Download the Brief below


Webinar Recording: How Managers Become Leaders

PSMJ & Deltek Present: How Managers Become Leaders

What is the difference between leadership and management?

Join PSMJ’s Dave Burstein, for this free webinar to discover how strong leaders drive employees to truly care about the work they do and deliver far greater results. Explore your personal leadership style, identifying the correct approach for the situation, and the resources available to help you become a more effective leader.

Highlights include:

  • Identifying the difference between leadership and management
  • Discovering effective ways to motivate your team
  • Identifying leadership styles and when to apply them

Continuing Education Credits: PSMJ is an AIA CES approved provider. By attending the live webinar, you can earn 1 LU Hour, CEU, or PDH. Please note not all state and license boards accepts this type of credit.


Title: PSMJ & Deltek Present: How Managers Become Leaders

Date: Recording Available On Download

Time: Recording Available on Download

Duration: 1 hour, 5 minutes

Download the Webinar below:


ERP – Adapt or Customize?

By Jerry Lee

To adapt or to customize your ERP? This decision requires prudence when implementing an ERP system.

Often, business problems are tackled with a customization rather than evaluating if the business process can be adjusted to work within the base system design of the ERP. Businesses also often start applying customizations without fully understand any implications that may have an impact in the long run. There are times where custom functionality is needed and customization is great to get “what you want”, but what’s the catch? Let’s take a look at the pros and cons:


  • It resolves specific required functionality not native to the ERP system. Even so, there’s more than one way to skin a cat, why customization?
  • We are living in a customizable world, in the era of new technologies allowing users to customize and personalize their own applications. Been accustomed to this flexibility, it becomes difficult for people to adjust.
  • Protect competitive advantages that have made organizations successful. This is what makes the organization unique from its competitors. Because it is unique, no ERP software is able to provide as an out-of-the-box functionality.



  • Upgrades becomes more complex, costly, and risky because a special upgrade path will be necessary.
  • Help desks typically does not support customizations, this is because they do not have the knowledge of the customization.
  • Potential interference or incompatibility with future implemented modules if the customization is poorly designed.
  • Outdated (or zero) documentation is very common for customizations often due to delivery pressures.
  • Having to do your own testing extensively for every affected module in the ERP system, because you are the only one with this unique requirement.
  • The risk of customizing for the wrong reason. For every customization that has been identified, we need to ask if the customization is really necessary. It can be a possibility that the customization is required because the people does not want to adopt new business processes and software functionality. This could suggest that the organization should invest in change management to help people adapt to new ways of doing things rather than investing in customizations.


Customizations can be inevitable in organizations, the key is to understand the implications and find the right balance. And most importantly keep it simple because “Simplicity is a competitive advantage”!


Take Away: Applying Industry Best Practise

As feasibility allows, make efforts to implement the customization outside the ERP system. The customization can be either an interactive interface or a batch process as a standalone. This approach can be to your advantage over customizing your ERP in the long term. Having a standalone may mean not having a seamless interface but you need to consider the key advantages for adapting to your ERP:


  • Easier upgrade path allowing you to take advantage of the standard software upgrade releases with minimal upgrade effort.
  • Less time and costly to upgrade by eliminating custom functionality troubleshooting and debugging efforts.
  • Access to support documentation and knowledge-base because you are not the only one with the knowledge of the system’s functionality, information will be widely available.

Want to know more on ERP implementation? Download our ERP for dummies eBook below:



The start of 2016 has given the architectural community plenty to smile about.

There is obviously a lot to feel optimistic about in architecture at the moment, like everything, practices are likely to face their fair share of issues in the coming year.

Thankfully, with a bit of planning and preparation, it’ll be possible to weather the storms and ride on a continued wave of prosperity well into 2017.

So what are the potential issues and how can you tackle them?

Read the rest of the article HERE



Three HR Challenges Every Company Must Overcome

People are your best asset. To sustain a competitive advantage, companies must overcome the three common HR challenges of this year and beyond.

1. Recruitment

What type of person are you looking for? Set a clear person specification. When defining the person specification for your role, be clear and concise on the qualifications and skill set you are looking for to reduce the number of unsuitable applications.

Consider automated screening – If your role does require specific qualifications/skills consider setting up screening questionnaires – these will help you quickly identify candidates that do not meet the criteria needed.

Search your existing candidate/employee database first – As a starting point, consider using your Applicant Tracking System to search your existing candidate/employee database for any candidates (or employees!) that may be suitable for your vacancy.


2. Productivity

Ongoing Training – Training is crucial for new hires to ensure they are familiar with your internal processes as well as with how to perform the duties of their role – but training shouldn’t stop there. As mentioned in thismanagement study guide, regularly review your employees training needs with the introduction of new technology, processes, responsibilities and career opportunities.

Recognition and reward – Recognising and rewarding your employees, whether with an incentive or by simply acknowledging and thanking them for a job well done will encourage repeat performances!

Set SMART goals for your employees – SMART goals are Specific, Measurable, Attainable, Realistic and Time-bound. Employees that clearly understand what is expected of them and how their achievements contribute to the wider organisational goals will naturally be more engaged in the workplace.


3. Retention

Ensure a clear focus on career development – It’s no secret that a lack of career progression and development is a key factor in why employees leave an organisation. Avoid this by encouraging managers to discuss and document career paths for their employees. Once defined, focus on how the employees can start to close the skill/competency gaps between their current role and their goal role through training, development plans or mentoring schemes.

Know who your leavers are, and why they left – Monitor the overall health of your organisation and address trends behind voluntary/involuntary loss of employees.  Analyse the data to see if you need additional training resources, development plans or incentives to keep your top performing employees on board.

How often does your HR team measure its recruitment effectiveness?

Get The Top Ten Recruiting Metrics Every HR Professional Should Measure to learn more. Download ebook below


Learn How to Manage every Company Most Valuable Asset

Have you ever thought what Talent Management does to your business? We all know that employees are the most valuable asset of every company, but the question remains, do we truly value them?

Firstly, for this we need to establish a Talent Management process in every aspect of our business’ process and culture, from recruitment to performance management and succession planning. Soon it will be clear that the more effectively we manage and value our employees the better ROI we will see. A low staff turnover and increased profitability will also soon be seen. According to a report published by Oxford Economics in 2014, replacing an employee can cost a business up to US50 000.

Learn more about Talent Spotting,  How to Engage your Talent and Talent Management Data in this Deltek Article

Download the e-book ‘Top 10 Recruiting Metrics HR Should Care About’ to get more information on Talent Management metrics.

Keep your HR Data Centralised in one Integrated System

Today’s business environment is very different from the one 20 years ago. Working arrangements have become more flexible and technology has given the opportunity for employees to share information quicker and more easily. This is why a centralised HR system becomes essential to keep all the data as a whole.

In addition, due to Globalization and the nature of all business, many of the employees of these organizations need to work across multiple time zones and employees cannot wait days for information, they will need it right away at their fingertips. Mobile Technology and media platforms have also help in the quick and efficient exchange of information.

As a result, obtaining a system that is role based and have have varying access rights to give the employees the opportunity to access any information wherever and whenever has been of utmost importance. Now, to get the most advantage of such system, the primary focus should be on centralising all the HR Data so it is easily accessible.

However, it is also of utmost importance that once this system is implemented, employees are able to update their personal information, managers can properly enter a team member’s profile and manage their absence and directors can run reports properly, otherwise the data better go back and sit inside cupboards as it was. This is why the proper utilization and implementation of the system becomes extremely important to see high ROI.

Ensuring the correct access rights will free up employee’s time and lower operating costs..Tasks that are duplicated across functions can be addressed and a lot of back and forth, particularly with new starters, can be reduced. For example, new hires can input their information directly which in turn, then interlinks with other relevant information across all systems.

We must also be careful to not underestimate the positive impact this new technology will have on the employee’s experience. A streamlined, efficient solution will reduce stress and time previously wasted on trying to source all relevant information held in multiple locations. In addition, with the data in one integrated system, reporting capabilities improve which enables managers to review the findings and make quicker, more informed business decisions.

In summary, the centralisation of HR data, with the right system, is invaluable if done properly and can benefit those who need access to the information held.

To know more about HR and Talent Management, download the “Retaining your Top Talent”  ebook below

Retaining Your Top Talent

Four key ways to ensure you can find and retain top quality talent.

Employing and retaining the best talent is a permanent struggle that affects businesses in any industry.

We live in a free market economy governed by the forces of supply and demand, and currently good talent is in high demand. If you have award-winning talent, you can be sure they are on your competitors’ radars. Your people might not be in the market for a move, but that doesn’t mean they can’t be persuaded with the right offer. The result? You not only lose their experience and expertise, but you have to replace them, and that can be costly.

Stay ahead of the competition, fill in the form to download a free e–book on retaining your top talent.

Fill the form below to download the E-book

Human Resources Deltek Clarity Research

The 5th Annual Deltek Clarity Human Resources study has uncovered the top challenges in talent management today.

With the current talent crisis, companies continue to compete against the private sector for today’s top workers, struggling to source and attract quality candidates.

This free report, Deltek Clarity Report for Human Resources, will help readers identify key challenges within their own organizations, putting a spotlight on key issues affected by this talent crisis. This report provides the guidelines for emboldening an organization’s strategy to find, retain and develop the best talent.

Download the free report to gain insight on the latest trends in HR and learn how to overcome industry challenges from acquiring new talent to retaining and developing existing talent and how to change your HR organization into a more strategic, more efficient operation.