Tuesday, 30 April 2013

Walsh College hosts open house May 2

Walsh College Troy Open House is 4 to 7 p.m. Thursday, May 2 at Walsh College Troy Campus, 3838 Livernois, Troy. For information, contact Walsh College Admissions at admissions@walshcollege.edu or 248-823-1610. There will also be two events occurring as part of the Open House. LinkedIn 101 for Business Professionals is a free event designed for individuals looking to improve their networking skills on LinkedIn. You will also be able to learn the importance of certifications in the accounting field by attending the free Accounting Certification Info Session. To register for either session, visit www.walshcollege.edu/OpenHouse/.

Sunday, 28 April 2013

Book: Adapting to chaos in the workplace

Submitted by Dottie DeHart, DeHart & Company Public Relations
 Palo Alto, CA (April 2013)—When Fast Company’s Robert Safian first coined the phrase “Generation Flux” a little over a year ago suddenly, the uncertainty, instability, and chaos many had been feeling for years had a name.
It’s easy for an unfettered 20-something to embrace chaos, transience, and everything else the “GenFlux” mind-set implies. But what about 40-somethings with mortgages? Glenda Eoyang and Royce Holladay offer reassurance that “reluctant fluxers” can adapt to (and even thrive in) a chaotic new world.
“It’s true that we all need to work in new ways to keep up with the supercharged velocity of change that defines the global economy,” says Eoyang, who along with coauthor Holladay wrote the new book "Adaptive Action: Leveraging Uncertainty in Your Organization."
 “And it’s true that leaders need to encourage a sense of urgency in the people we’re counting on to carry out the work.
“However, that sense of urgency needs to energize, not paralyze,” she adds. “We want people excited about the future, not feeling like it’s some kind of alien universe. We need to let them know, in no uncertain terms, that they can get there from here.”
While globalism has opened infinite doors, it has also made decisions exponentially more complex. Markets, governments, and cultures are shifting. Technology is altering everything from the way we buy and sell to the way we communicate to the way we perceive the world. And all of this manifests in pure chaos—the dismaying sense that we can’t predict or control anything about our environment.
In other words, we can’t make long-term plans because market conditions change violently and rapidly. The goals we’re working toward won’t hold still. Yesterday’s “must-haves” aren’t even factors today. We struggle to communicate with team members who live 7,000 miles away and speak English as a second (or third or fourth) language.
Helping less-adventurous organizations move from where they are to where they need to be is what Eoyang and Holladay do for a living. They deploy their Adaptive Action model (thoroughly described in their book) inside big corporations, slow-moving school systems, and government agencies mired in bureaucracy.
Adaptive Action is a cycle of three questions that are repeated in moments when a meeting goes off agenda, in hours when crisis requires rapid response, in days or years when plans are disrupted by unexpected events.

The three questions are simple, but not always easy: What? So what? Now what?
What patterns shape the current situation? What do you observe, see, hear, know? What is happening? What did you and others expect? What surprises? What builds or releases tension? What is working or not working?
Now what will I do to change the pattern? Now what information should I share? Now what responses can I expect to my actions? Now what alliances might I build? Now what future paths might appear? Now what will I do to see how patterns change when I take my action?
There are patterns in chaos. 
You don’t have to see the future. You only have to clearly see the present. A lot of anxiety is generated when companies prepare to compete in a future they can’t see. And while a certain amount is inevitable—and actually beneficial as it creates the urgency that drives action—anxiety can spiral out of control if the plans made aren’t firmly grounded in reality.
Some of the old solutions still work. You don’t have to start from scratch. Knowing that the entire system doesn’t have to be scrapped comes as a relief to less adventurous souls who are overwhelmed enough about the new things they have to learn. The trick, says Eoyang, is to be able to see what fits with old solutions and what requires new. (That’s why we call it Adaptive Action.)
“For example, traditional command and control in production and distribution are just as important as flux-inspired exploration and innovation in product design and customer service,” she explains. “The familiarity of the old ways soothes and reassures, which makes room for excitement about the new stuff.”
You can still plan. You just need to plan for a month ahead, not a year ahead (and certainly not five years ahead). When you’re in flux, you can see some things very clearly and others not at all, says Eoyang. Planning processes must be agile enough to fit both. This means tight prediction and control for close and clear information horizons and broad-brush, directional planning for what is fuzzy and far away.
Even the people who kick the hardest and scream the loudest when they’re dragged into this brave new work world will eventually admit that the change has been good for them, says Eoyang.
"Underneath our dislike for change, I think there is a part of humanity that wants to be challenged,” she states. “There is real fulfillment in overcoming these challenges, in mastering new skills, in gaining fresh insights.

About the Authors: Dr. Glenda Eoyang and Royce Holladay are coauthors of Adaptive Action: Leveraging Uncertainty in Your Organization (Stanford University Press, 2013). Eoyang works with public and private organizations and communities to help them thrive in the face of overwhelming complexity and uncertainty. She is a pioneer in the field of human systems dynamics (HSD), which she founded.
Holladay is a leader among HSD Associates around the world who use Adaptive Action in their work.

About the Book: Adaptive Action: Leveraging Uncertainty in Your Organization (Stanford University Press, 2013, ISBN: 978-0-8047871-1-6, $27.95, www.adaptiveaction.org) is available at bookstores nationwide and from major online booksellers.

Thursday, 25 April 2013

Existing Customer Implements Multi-Store to Create Separate B2C Website for Different Product Line

Taurus, one of our current customers, has a new B2C ecommerce website built on Dynamics GP. The company chose to use our multi-store feature in order to have a separately branded website that runs off the same database as their existing site.

The new website for Taurus showcases the line of Diamondback Firearms products they sell. These products include apparel, gun parts and accessories. When a user visits the website, products can be browsed by rifle parts, rifle accessories, pistol accessories and apparel. The website is very straightforward and easy to browse. Users simply select items they want to purchase to add to their shopping cart. When viewing items in the shopping cart, users are informed of available inventory so they can be certain that the products being purchased are in stock. Then, as the users proceed through checkout, they will have the option to either create a new account, or if they are a return customer, they can log in to the account they created previously.

This new website runs off the same Dynamics GP database that Taurus’ existing website uses. This is possible through use of multi-store, one of the many features available to those who use Azox ecommerce solution. This feature makes it possible to add an additional, separately branded site and is cost-effective. It is also convenient as all product information for both sites can be found and pulled from the same location. Thus, the new Taurus site is able to have its own unique URL, a custom look and all product information can be added easily using the same database as the first web store.

Diamondback Firearms was established in 2009 and is located in Cocoa, Fla. When it comes to the firearms industry, the company makes safety one of their top priorities. To view the new B2C ecommerce website for Taurus that sells Diamondback Firearms’ product line, follow this link.

To learn more about how Azox ecommerce solutions for Dynamics GP can help your business grow on the Internet, visit our website.

Walk-In Business Counseling Service to be offered free to Oakland County startups

Budding entrepreneurs whose business will be headquartered in Oakland County are invited to attend the new, free Walk-In Business Counseling Service beginning May 9 in the Oakland County One Stop Shop Business Center.
During Walk-In “Start-Up” Thursdays, entrepreneurs who want to start a business but do not know where to begin can receive confidential, one-on-one advice from an experienced business counselor in a supportive atmosphere with no appointment necessary. Counselors will provide direct answers to start-up questions, suggest next steps and provide guidance on business planning tools.
The first walk-in counseling day is Thursday, May 9 from 9:30 a.m. to noon and 1:30 to 4:30 p.m. Sessions will be available on a first come, first served basis; no appointment is necessary. Initial counseling sessions are limited to 15 minutes.
“We usually operate on an appointment-only basis but many entrepreneurs walk into our One Stop Shop with questions on how to get started with their business idea,” said Greg Doyle, One Stop Shop Business Center supervisor. “By designating special walk-in days, we hope to reach more entrepreneurs and help them understand their next steps as well as present the resources we can make available to them. Our aim is to get them started quickly in a way that makes the most sense to their unique situation.”
All sessions will be held at the Oakland County Executive Office Building, One Stop Shop Business Center, 2100 Pontiac Lake Road, Building 41W, in Waterford Township. The center is located on the first floor.
For more information, call 248-858-0783 or visit AdvantageOakland.com/expand.

Tuesday, 23 April 2013

HR Spring Training offered by law firm

The law firm of Miller Canfield announces the details of its HR Spring Training for human resource professionals, corporate counsel and business executives. The annual HR Spring Training Employment Law Seminar will be held 8 a.m. to 3:30 p.m. Tuesday, May 7, at the MSU Management Education Center, 811 W. Square Lake Road in Troy.
Miller Canfield employment and labor lawyers will discuss best practices and the latest issues impacting employers in Michigan, including Right-to-Work, “Obama-Care,” Electronics in the Workplace, Wage and Hour, Medical Marijuana and Drug Testing, Weapons in the Workplace and Cross-Border Immigration.
The all-day seminar is $95 and includes continental breakfast, lunch and seminar materials. Advance reservations are required. This program has been approved for 5.25 credit hours towards PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

RSVP and view the full agenda at www.millercanfield.com/HRSpringTraining or contact Virginia Herrick at 313.496.7548 or herrick@millercanfield.com. This program is also available on April 30 in Kalamazoo.

Monday, 22 April 2013

Workshops geared to help business owners and entrepreneurs

Business owners and entrepreneurs who need assistance are encouraged to attend seminars offered by the Oakland County Business Center. The seminars will take place at the Oakland County Executive Office Building Conference Center, 2100 Pontiac Lake Road in Waterford Township. For registration, visit www.AdvantageOakland.com/expand or call 248-858-0783.
Business Research: Feasibility to Expansion is 9 a.m. to noon Wednesday, May 1. It is for those who want to start or grow a business and those who want to identify market trends and opportunities to grow sales. The workshop is presented by Oakland County Market Research and an Oakland County Public Library business reference librarian. This workshop is free but registration is required.
Writing a Business Plan is 9 a.m. to noon Wednesday, May 8. It is designed for individuals who want to increase their chances for successful self-employment, the course covers business planning in detail. The first steps for creating a business plan draft are included along with a demonstration of the MI-SBTDC online business plan tool. The fee is $40 per person.
CEED Microloan Orientation is 9 to 11 a.m. Wednesday, May 8. Many small business owners face obstacles when trying to obtain a business loan. The Microloan program requirements and process necessary to apply and obtain a microloan will be discussed. This workshop is free but pre-registration is required.
Venture Forward is 9 a.m. to noon, Friday, May 10 to June 19. It is an intensive, 11-week program designed for owners, CEO’s and top management team members of businesses with at least two years of operating experience, revenue of at least $100,000, and a minimum of two full-time employees. The fee is $140 per participant.
Advanced Legal Series: Protecting Your Intellectual Property is 9 a.m. to noon, Tuesday, May 14. The workshop will discuss the differences between the various state and federal registration protections (patents, copyrights, trademarks), and the specific requirements for the “contractual protections” available to Michigan businesses, and more. The fee is $40 per person.
Women's Business Enterprise Certification Orientation is 9 to 11 a.m. Wednesday, May 22. Information about becoming a Women’s Business Enterprise (WBE). Benefits include certification to private sector WBE’s and access to procurement opportunities with major national companies. For more information, visit www.miceed.org. The fee is $25 per person.
Small Business Money Smart Forum is 8:30 a.m. to 12:30 p.m. Thursday, May 23. Learn about funding sources and valuable resources available to small business owners and entrepreneurs. Attendees will have the opportunity to meet with bankers to discuss specific business financing needs and learn about banker member products and services. The focus is specific to start-ups and second stage businesses. The special guest will be Martin Lavelle, Senior Associate Economist at the Federal Reserve Bank of Chicago, Detroit Branch. Sponsored by the Oakland County Community Reinvestment Act Association, the workshop is free, but registration is required.
Team SBA Financing Roundtable is 9 a.m. to noon, May 30. This is a free loan orientation conducted by a business banker, a business consultant from the SBAs network of Small Business Development Centers, and an SBA representative. This workshop is free, but pre-registration is required.

Friday, 19 April 2013

The Role of Gateways with Payment Processing in Dynamics GP

You have your ecommerce site setup and ready to go. Traffic is good and users want to make purchases. Now the question is do you have a solution for payment processing within Dynamics GP? And, if you do, are you confident in its security levels?

If you are using Azox Credit Card Extension on your website, when an order is placed in your web store, it is sent into the payment solution, which integrates with your Microsoft Dynamics GP back office software. From there, the credit card or bank account data is sent to a payment gateway, then to a bank payment processor, followed by the customer’s bank account and ends up at the merchant bank account. From here, it turns around and heads back to where it started. So, from the merchant’s bank account on to the customer’s bank account, then to a bank payment processor and finally back to the payment gateway again. In the end, it makes it back in your system with a notification of whether or not the payment was approved. Simple enough, right?

With payment processing, security of the cardholder’s data is a big part of this process, which is why payment gateways are a great solution. There are many gateways to choose from. Admeris, Authorize.NET, Chase Paymentech, CyberSource, Global Payments, Moneris, Paymover and Verisign are all on the list, which includes several others. Choosing between them is just a matter of finding what best fits your business.

When a payment is made, the customer’s credit card or bank information is encrypted. Azox Credit Card Extension encrypts credit card data through a process called tokenization. Tokenization technology allows credit card and account numbers to be stored by a third party, which eliminates compliance liability concerns. The third party is the payment gateway. The encrypted information is sent to the payment gateway where it remains during payment processing.

The other thing to consider with ACH and credit card processing in Microsoft Dynamics GP is PCI compliance. To obtain PCI compliance, a payment solution must meet certain standards established by the Payment Card Industry Security Standards Council. This criterion has been established for security reasons and reduces fraud.

Azox Credit Card Extension is PA-DSS certified. This payment solution for Dynamics GP supports numerous payment gateways, uses tokenization technology and more. To take your ecommerce website to the next level, consider the addition of this payment solution. Contact the Azox sales team to schedule a demo. For more information on this topic, check out our latest post on the ERP Software Blog.

CREW Detroit real estate panel asks, 'where's the money?'

CREW Detroit is hosting “Where’s the Money?”  the first of a two-part series about finding and financing real estate opportunities. The public is invited to learn from a panel of experts about traditional lending, alternative lending sources and private equity.
The April 30 event starts with registration at 3 p.m. at Barton Malow, 26500 American Drive in Southfield. The program begins at 3:30 p.m. and breaks at  4:30 p.m. for networking. The cost to attend is $45 for CREW Detroit members and $65 for nonmembers. Register by April 26.
“Where’s the Money?” will be moderated by Acquest Realty President Joan Cleland and feature
speakers Toddy Pryor, commercial lender at Huntington Bank; Erin Grant, senior lender at
the Detroit Development Fund; and Richard Hosey, president of Hosey Development, LLC.
Attendees can expect to learn the effects of layering creative financing options and what steps
can be taken to make the process smoother. The panel will also discuss the different types of
projects that are currently being financed.

The second part of the series, “Where’s the Property?” will take place May 14 at St. John’s in Plymouth featuring speakers Tammy Deane of Detroit Public Schools, Kimberly Williams Anderson from the State of Michigan’s Land Bank Fast-track Authority, Marja Winters from the City of Detroit, Aundre Wallace from the Detroit Land Bank and Mike Moran of the Archdiocese of Detroit.
CREW Detroit is a founding chapter of CREW Network, a professional organization made up of more than 8,000 women and men from across the United States and Canada. For more information, visit

Saturday, 13 April 2013

Interview tips for hiring team players

Submitted by Dottie DeHart of DeHart & Company Public Relation

Ballston Spa, NY (April 2013)—Today’s workplace demands high-functioning teams. In the global economy, collaboration and innovation are how work gets done, and the complexity of that work necessitates an array of skill sets. In this kind of environment, it’s not surprising that what Bruce Piasecki calls “fierce individualists” are becoming all but obsolete. That’s why when it comes time to add to your team, he says, it’s critical to make sure you hire good team players and not future MVPs.
“Invest in coachable hires,” advises Piasecki, author of the new book Doing More with Teams: The New Way to Winning 
As Piasecki’s book explains, the days when a larger-than-life personality is allowed to steamroll over the rest of the company are over. This destroys morale, which destroys results.
Piasecki offers the following hints on the qualities you should look for and the questions you should ask:
Conduct interviews in a team of four or five leaders.This will replicate the dynamics of the team setting the new employee will be working in, explains Piasecki. “Good team players tend to do well in settings of four or five people asking an avalanche of questions,” he observes.
Look for an intrinsic ability to “bond” with interview team members.Even more important than dress, training, or résumé, says Piasecki, is the candidate’s ability to “bond” instantly to at least three to five members in the interview team. This doesn’tmerely mean an affinity for small talk or schmoozing. The bond we’re discussing here must translate to action in a “reliable, sustained way” with those people—and it will reveal itself in the specific points the candidate makes. 
Also, look for a comfort level with the rapid-fire give-and-take of the interview team.Piasecki explains that people who work well in teams do certain things well in interviews. For example: They don’t get ruffled. They answer your pointed questions with calm and with precision, without being terse. Like a captain, they do not have performance anxiety. They demonstrate grace under pressure, know when to exert force, and overall provide your team with a sense of respect and fascination for more. 
They enjoy interviews that involve more than one “boss.” The true team player, the true potential project leader, or the true divisional captain is someone who shoots straight but understands the culture. That is, they know precedent, but they demonstrate an ability to work fast and past the impediments of budget, rules, and competition.
They relate one person’s question to another, and they answer to the group by relating the questions as “pieces of an overall composite” of a whole. “Team players know individual questions are merely a part of the mosaic of the culture that runs a firm,” says Piasecki. “They are ‘looking’ to get a sense of that culture and articulate how they anticipate fitting into that culture and how they wish to perform within its norms.”
“In other words, team players understand that the group asks questions in a sequence for a reason, and that the questions are not arbitrary but often related to a larger issue,” he adds. “They seem to understand that what you’re really asking is Are you trustworthy? Can you work for our benefit? Will you share shoulder strength? Their answers will reflect this deeper understanding.” 
They show respect for the team they are seeking to join.Fierce individualists might focus on how they did it at their previous job, how well it worked, and why you should try it at your company. Team-oriented candidates, on the other hand, will never display such arrogance. “Team players understand the legacy of the team, the coaching approach, and the reasons to improve in the current season,” says Piasecki. “They live with the past legacy before them and demonstrate respect for it.” 
They demonstrate a desire to work with you for a long time. As a player in the global economy, your quest is to generate revenue through respect, relationships, and long service. That kind of well-paid loyalty requires a team player, says Piasecki. You are always looking for a longer term player, someone who is coachable in a matter of seasons, not just individual project events. 
Good team players look for feedback. In fact, they long for it. It’s not that they want the praise, but that they want to get a feel for the path of improvement available to them. They will expect it to be a two-way conversation, whereby you are able to interact with their responses, not just a Q & A session. 
Be sure you have a “captain” making the final hiring decision.Captains, as opposed to plain old “leaders,” are skilled in the art of teambuilding. While an entire book could be written on the subject of captains, says Piasecki, in general they have the ability to recognize key capabilities in employees, to put the right people into the right roles, and to create a certain “magic” that transforms a group of individuals into an interconnected whole.

5 revealing interview questions
By Bruce Piasecki
 1. What was your best team experience? 
2. Can you tell us about some of your biggest wins? Your biggest losses? 
3. In the best of all possible worlds, do you want to work for us for a year, three years, or five years? The selfish candidate feels he can accomplish more than he can in less time than it really takes. The team player understands that it takes time to fit, accelerate, and be of service. 
4. Do you seek one mentor or two in our group? People who want to work with only the CEO or the founder are typically not great team players. 
5. How coachable are you? I find that people who are coachable may not think of themselves as coachable. Likewise, those who think they are coachable are often quite inflexible and pig-headed. This paradox is real. Finding a person who is competitive in a group way, yet also coachable, is difficult. Yet he or she will bring the most certain margin of profit to the group.
About the Author: Dr. Bruce Piasecki is president and founder of AHC Group, Inc., a management consulting firm specializing in energy, materials, and environmental corporate matters, whose clients range from Suncor Energy, Hess, FMC, the Warren Buffett firm Shaw Industries and Toyota. Piasecki is the author of several seminal books on business strategy, valuation, and corporate change.
About the Book: Doing More with Teams: The New Way to Winning (Wiley, March 2013, ISBN: 978-1-1184849-5-1, $25.00, www.brucepiasecki.com) is available at bookstores nationwide, from major online booksellers, and direct from the publisher by calling 800-225-5945. In Canada, call 800-567-4797. For more information, visit www.wiley.com.

Tuesday, 9 April 2013

Analysis: Unequal wages cost Michigan women $15 billion in yearly income

Today, (April 9) is Equal Pay Day — which marks how far into the new year women must work in order to catch up with what men were paid the year before.
A new analysis released for Equal Pay Day reveals that women who are employed full time in Michigan are paid just 74 cents for every dollar paid to men, amounting to a yearly gap in wages of $13,122. Collectively, this amounts to a loss of more than $15 billion in income every year – money that could strengthen the state economy and provide critical support to the more than 482,600 Michigan households headed by women.
The analysis was conducted by the National Partnership for Women & Families, based on U.S. Census Bureau data.
“This new analysis illustrates the great harm to families, states and metropolitan areas caused by the pervasive gender-based wage gap,” said Debra L. Ness, president of the National Partnership for Women & Families.
According to the analysis, if the gap between men’s and women’s wages in Michigan were eliminated, each full-time working woman in the state could afford to pay for food for 2.1 more years, buy 3,500+ more gallons of gas, pay mortgage and utilities for 10 more months or pay rent for 18 more months. These basic necessities would be particularly important for the 34.7 percent of Michigan’s women-headed households currently below the poverty level.
Nationally, women who hold full-time jobs are paid just 77 cents for every dollar paid to men who hold full-time jobs. African American women and Latinas fare worse, being paid 64 cents and just 55 cents, respectively, for every dollar paid to white, non-Hispanic men. This wage gap has been closing at a rate of less than half a cent per year since passage of the Equal Pay Act in 1963. At that rate, it is estimated that women will not be paid equally for more than 40 years.
“Fifty years ago this year, the Equal Pay Act became law. Yet a punishing wage gap persists for women across the country,” Ness continued. “We must do more to close the wage gap, which is present in every part of the country and every industry, and affects workers with every level of education. Congress and the president can and must do more. We are urging Congress to prioritize passage of the Paycheck Fairness Act and urging President Obama to take executive action to ensure that federal contractors do not discriminate in pay.  It is past time the country finally make gender-based pay discrimination a thing of the past.”
The Paycheck Fairness Act would close loopholes in the Equal Pay Act, help to break harmful patterns of wage discrimination, and establish stronger workplace protections for women; it was reintroduced in Congress in January. President Obama has been a vocal supporter of the bill, calling on Congress to pass it in his State of the Union address in February. Since then, the National Partnership and other advocates have urged the president to issue an executive order on fair pay, which would set an example for the nation’s employers and help ensure that taxpayer dollars are not used to support discriminatory pay practices.
The analysis uses data from the U.S. Census Bureau and spans all 50 states and the country’s 50 largest metropolitan areas. Reports for each locality, along with state rankings are available at www.NationalPartnership.org/Gap.

Marketing & Sales Executives of Detroit seeks nominations for awards

The Marketing & Sales Executives of Detroit (MSED) is accepting nominations of top-performing marketing and sales professionals in southeastern Michigan for the organization’s coveted Platinum Awards. Two Platinum Award winners, one individual and one team, will be honored at MSED’s 20th Annual Black-Tie Gala Dinner in October. The awards recognize work which led to the awarding or generation of new business and/or cost savings from Jan. 1, 2012 through June 1, 2013. Nominees do not have to be MSED members.
Past Platinum Award winners include: Borg Warner; Rugged Liner; Reliance One; Dow Automotive; CSM Worldwide; Priority Health; Grede Holdings; SKF; and Rehmann. The award nomination form can be downloaded through the MSED website at www.msedetroit.org.
The completed nomination along with any additional information about the nominee should be emailed to meetings@meeting-coordinators.com. A group of finalists will be selected from the nominees and interviewed by a panel of judges, with the winning individual and team being acknowledged at MSED’s Annual Black-Tie gala dinner in October. For more information, visit www.msedetroit.org.

Monday, 8 April 2013

Azox E-Commerce Suite for Microsoft Dynamics GP Has Been Updated to Version 3.4

The latest eSource release is here, version 3.4. This upgrade features several new functionalities, web parts and other general enhancements. Some of these are as follows:

Guest User
eSource 3.4 includes the addition of guest user. This new functionality allows users to proceed through the checkout process without creating an account. All guest users will be tracked in Microsoft Dynamics GP under one identity. Guest users are only able to browse and make purchases on business-to-consumer (B2C) sites.

The filters feature has been updated in eSource 3.4. Users are now able to select multiple items under each category. For example, if filtering by color, users are now able to select multiple colors to filter by. This is the case for all attribute categories. It is also now possible to sort attribute values alphabetically to make it easier for users to browse lists with a large number of options.

Added Payment Page
eSource is now compatible with alternate payment methods, including Moneris and Authorize.NET.

Pay with Gift Cards
Gift cards can be used as a payment method as well. Gift cards may be used for partial of full payments depending on the amount that is on the card.

Other changes include:
  •  The addition of a check box for “billing address same as shipping” on the checkout screen
  • Minimum order requirements for one page guest checkout
  • Support of aggregate pricing for one page guest checkout
  • Quick Track for order tracking, which allows users to enter order number and email, phone number or zip code, depending on the unique criteria setup on a site, and instantly see the status of their purchase 

If you’re a current eSource user or someone interested in learning more about what Azox ecommerce software can do, contact our sales team to inquire about an upgrade or schedule a personal demo. Azox also offers three complimentary monthly webinars that highlight each of our product offerings built on Microsoft Dynamics GP, which are ecommerce, epayment and online bill pay solutions.