Latest Sage People’s Return on Investment (ROI) Figures

Research by Forrester Consulting commissioned by Sage People makes for interesting reading as it delves into the functional and economic impact of converting to Sage People.

It starts by establishing the main reasons why organisations selected Sage People. Pleased to report that these tally with our experience of why clients are drawn to Sage People. They include:

–        a single record of truth for each employee giving real-time visibility across their workforce.

–        the analytics and actionable people-related insights that can help management deliver on business strategy.

–        it allows for future growth across multiple sites and geographies.

–        business processes improvement especially by automation.

–        access for its mobile salesforce.

–        a way to engage employees and provide a consistent experience for everyone.

 

The report then goes on to look at the economic impact of their Sage People investment. Unsurprisingly it is all pretty impressive and shows that the benefits of using Sage People outweigh the costs significantly over a three-year period. ROI is a swopping 62% and the point of payback of investment in just over a year, with the most significant saving made in HR and people analytics.

Sage People ROI

The research was based on in-depth interviews with a number of Sage People customers, which were applied to a composite organization (global, midsize enterprise headquartered in US with employees in 4 other countries) to illustrate the benefits and investments. In our experience this is representative of organisations adopting Sage People in the UK, Europe and Australia as well.

These ROI research findings and the picture it paints across the different areas of HR will provide useful fodder for who those looking to make a business case to invest in Sage People. In particular, those high growth, international companies looking to address HR pain points like:

  • no single HR system with difficulties in provide accurate HR data to the board.
  • HR productivity and bottlenecks issues in part due to inefficient processes and disparate systems where access to the information / reports is centralised in HR
  • no HR consistency at a local level plus a lack of global visibility / compliance
  • high attrition levels and recruitment spend.

To access the full ROI research findings please see here.

If you would like discuss any of the points raised in the article please contact us here at Tugela People, a Preferred Sage People Partner.

Best Practice for Effective Sage People Adoption

Given the investment of time and resource in investing in a new HRIS like Sage People it is worth embracing best practice so you enjoy the maximum return on your investment.

How do you maximize ROI from HR automation?  Any new process or technology roll-out has challenges.  Research from organisations that have successfully adopted Sage People suggest that user adoption is key to success.  The thing to remember is that whilst you are fully invested in Sage People and its benefits, your wider team of users are not yet.  So your mission is to bring the rest of the organisation to your level of understanding and commitment.

What is Best Practice for Effective Sage People Adoption?

Here are our suggestions to help boost your user adoption, these are drawn from our experience as Sage People implementation and training specialists with over 50 implementation projects under our belt.

Clear goalposts with the bosses cheering…

Start by setting clear goals and expectations that are endorsed by senior management so your user base understands what is expected from them and they understand what they can expect from the application itself.

You need to think in terms of Change Management that embraces all users. Also the senior management must be fully committed, even leading by example where possible to enable full user adoption. Whilst change is tough and new processes can be daunting; hand holding and empathy, as well as FAQ content and process overviews are helpful.

What’s in it for them…

Focus on the benefits. Demonstrate how Sage People can help make their lives easier by giving them better control and saving time. Showcase the mobile interface and its ease of use.

We find it is useful to focus on quick wins early in the implementation project, as we find that when users see results early on they adopt more readily.

Training, training, training…

This is key to successful user adoption. If you don’t have training expertise in-house, then outsource to training experts who can make the process fun and accessible to all. Training should provide users with hands-on learning using real data and scenarios. We find when users use data they know, it is easier to understand and internalise what they are learning. Don’t stop there. Once users have used Sage People, then provide follow up training as they’ll have different questions and niggles to address.

Customise to simplify…

As you implement Sage People and automate your HR processes, make sure simplification is a priority. This will help with user adoption, as the simpler things are the easier they are to use. Research this and prioritise exactly what users need to be successful and then customise to meet their specific needs. We find simplifying the access / log in process has positive impact on user adoption.

Have fun with incentives…

You don’t have to break the bank, but some incentives and a little competition can do wonders for user adoption rates.  Get creative or speak to marketing for some pointers.

 

If you require help with Sage People best practice call the Sage People experts on +44(0) 1327 317701 or contact him via the website

HRIS Vendor Selection Checklist

HRIS Vendor selectionWell done – you have secured the budget. You have recognised that the benefits of cloud HRIS systems i.e. shorter implementation time, lower upfront costs and scalability and now like the majority (70%) taking part in the 2015 HCM buying intentions study, you are looking to buy a cloud based HRIS system.

Before you start shopping consider these elements as part of your HRIS vendor selection process when reviewing HR technology.

1. Credibility and stability

How reliable is the vendor in the industry? Take up references. Check they have the relevant experience of the sector / geographical region you operate in and that their subject-matter expertise is up-to-date and compliant with new legislation. Do they have an inward investment ethos and do they get best practice workflows and processes?

2. Service ethos

When investing in a new technology, the service component is vital. Don’t be dazzled by the sales team, look at whole company’s service ethos. Do they offer guarantees or service agreements? Do they outsource their implementation / after sales service? If yes, how accountable are partners?

3. HRIS Security and data protection

Data legislation is continually evolving and as such the vendor needs to keep up-to-date and ensure they prioritise remaining compliant and keeping HR and employee data safe.

Examine their security and data protection policies, also check if the vendor has security certifications.

4. Single-code functionality

This relates to how the vendor adds additional functionality to their system. Does a vendor add capabilities by acquisitions and partnerships? Check as this can create implementation issues and pose a support risk. Whilst a single application will reduce the number of errors vs. multiple ones. Acquired modules also sometimes come with a separate database and a separate technical code, which makes it harder to support or keep data synchronized.

A flag may be when a vendor brings different solution consultants to demonstrate different parts of the application. Often this means that they have added capability through an acquisition or a partnership.

5. HRIS System Usability

The usability of the HRIS system is important, mainly because it is a key factor how quickly and easily the various internal stakeholders will embrace and use it which impacts on realising the return on investment.

It can be difficult to access when is buying stage but having different types of users involved in the evaluation stage can be helpful, also ask for third party validation of how they rank for usability.

Good luck with your HRIS vendor selection. If you require help in evaluating or selecting an HRIS systems call HRIS selection experts, Tugela People, on +44(0) 1327 317701 or contact them via the website.

Boost HR Productivity in SMEs

In our experience, budgets are usually leaner and expectations higher for HR departments in mid range organisations. We find quite rightly that return on investment, getting it right first time and working as productively as possible rank highly on a HR Manager’s priority list in a SME.

So how can you boost HR productivity? Well having worked with a multitude of mid-sized businesses we find that starting with these 3 basic elements provide an excellent springboard to enhancing HR productivity.

Review your HR Processes

Start by understanding who the department’s key stakeholders are and what their touchpoints are so that you can better engage with them. This will highlight the important business drivers and HR focus areas.

Then take the opportunity to look inwards at your processes and their outputs. Are they efficient and effective? Map them to see how they can be streamlined to remove duplication.

Embrace the Cloud

Cloud based HR systems like Fairsail have designed especially for SME’s with a highly competitive implementation costs and relatively quick implementation timeframes, usually a lapse time of only one to three months. Importantly cloud systems put control of systems, data and reporting management back in the HR Manager’s hands – as the systems are designed for non technical users. Therefore HR users don’t need the IT department or external consultants to manage the system or the data on their behalf.

Collaborate and Communicate

HR departments should make the most of their HR technology to improve communication within the business. Communication is no longer the preserve of the marketing team instead HR should be as communication savvy as marketers. Consider webinars, snap poles and instant messaging to share information little and often for maximum impact.

Productivity levels can be boosted on collaborative projects as there is no longer a need to send files back and forth multiple times; employees are instead able to open and work on the same files with much less hassle.

To boost HR productivity in your business call the HRIS experts at Tugela People on +44 (01327) 317701

Has HR Outgrown Spreadsheets?

Yes it has! Even though many still SME and mid-range organisations use spreadsheets, automated HR management systems now offer a viable cost effective alternative to process and analyse data. Read on as we discuss why HR has outgrown spreadsheets and should be embracing the move to automated systems.

Save Time for Your Staff

One of the most noticeable changes when switching from spreadsheets to a HRIS is how much time it saves the business. The amount of manual input time is considerable reduced, meaning staff are free to focus on other tasks.

Reduce Human Error

Spreadsheets require a lot of data inputting often from various sources; which increases the risk of human error. This can lead to a whole host of problems and inconsistencies further down the line. HR technology systems reduce this risk making for accurate and consistent reporting.

Protect Your HR Data

Protecting the personal data of employees should be a top priority for any business. If a spreadsheet that contains such information can be accessed by any employee then the security is simply not good enough. HR management systems make it much easier to control who has access to certain data significantly, decreasing the risk of security breaches.

Link Your Systems Together

From performance management to payroll, there are lots of different process and systems within HR and the business that need to work together seamlessly, a task which can be very difficult when relying on spreadsheets. Automated systems help to streamline data meaning that greater consistency can be achieved and each component is easier to manage.

Ease of Access

An automated human resources management system makes it easier and cheaper for employees and managers to access the information they need. With everything they need available to hand, more time can be spend on important projects, rather than searching for the relevant spreadsheet to complete a task.

Analyse Your HR Data

The data produced by HR management systems is much cleaner than the data produced by spreadsheets and so ensures errors are reduced when it comes to analysis. This means you can produce reports and make business decisions much more effectively than your competitors who may still be using spreadsheets as an HR system.

Tugela People are leading providers of HRIS services to growing and mid-range organisations across the globe. Our HRIS expertise could help your company get on the right track to better people management, making for a much more productive business all round. Whether you are looking to upgrade a manual system or replace an existing vendor we can help. Our HRIS system technical skills and HR process knowledge add value to the implementation process. To find out more call +44(0)208 144 5213

The Benefits of Integrated HR Systems

In recent months I’ve been asked by clients and contacts about the benefits of Integrated HR Systems and have struggled to get across in a few sentences the mutiple benefits for the various stakeholders in the process.

Then I came across this useful research from Bersin & Associates plublished recently which neatly shows the …