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.

Benefits of HR Cloud Computing

HR cloud computing solutions are becoming an increasingly popular option among many businesses both big and small. But how are they beneficial to HR departments? Read on as we discuss the benefits of HR cloud computing

What is HR Cloud Computing?

The term ‘cloud computing’ simply refers to any computer system based on the internet. This includes the storage, management and processing of data on a remote server, rather than individual personal computers. In the digital age, cloud computing has become an obvious solution for many businesses IT departments. With many invaluable benefits, cloud based systems are becoming an increasingly popular choice for HR departments and businesses as a whole.

In years past, it would have been very difficult for managers who are based in different departments or on different sites to collaborate seamlessly on one specific project. Cloud computing makes it possible for people based on different sites to access . This is particularly beneficial for HR professionals who are often involved with most departments of the business. Not only does this save time and money, but it improves the quality of communication too. Employees are now able to keep up to speed with their colleagues progress in real time. Without cloud computing documents can only be updated by one person, from one computer at a time and need to be send back and forth via email, meaning more time is needed for each project.

Making HR Data Accessible

Now more than ever, we live ‘on-the-go’ lifestyles, both in our personal lives and at work. There has been a surge in the use of mobile devices and with this there is a need to make work more accessible. Cloud computer systems allow employees to access their documents from any device in any location. This means that employees have more control of their work-life balance and levels of productivity are increased. Documents can be easily shared with other employees from any location and there’s no need to struggle carrying armfuls of work on the busy commute home – it will all be accessible from your personal devices!

Updating to a new computer system may sound expensive, but in the long run cloud computing is an incredibly cost effective investment for businesses of all sizes. There is reduced need for on-site IT staff, and the license fees of traditional software are also eliminated. Without this added burden, there is less need for expensive training too. Storage space is no longer a problem because information is kept online. This means businesses do not need to invest in in-house large, expensive IT storage system to accommodate all the employees.

In Conclusion

Overall, cloud computing in HR is a step towards a future of better employee relations, improved communication and reduced costs. A more environmentally friendly alternative to previous computing methods, it puts the employee in control of their own work by saving time and being easier to access and update.

Tugela People offer a wide range of employment support services for small to medium sized businesses. Our expertise in the latest HR technology could save your organisation time and money as well as increasing productivity and helping you meet important goals.

10 Tips for Procuring Company Benefits Successfully

As benefits specialists we are often asked for advice on creating Benefit packages that work. Here is 10 elements to consider at the outset to ensure

  1. Know what you’re looking for and why. Start early on with the process too to ensure you’re not pressured into a deal that isn’t right for your organisation.
  2. Decide if you have the necessary expertise in-house to procure benefits ; if not outsource it to a broker. Outsource advisors have specialist knowledge, understand the providers and market. Outsource providers can save you time and money. But make them work for the money that you’ll pay them (New RDR Rules)
  3. Consider doing less complex benefits in-house e.g. dental plan, medical cash plan, cycle-to-work or Employee Assistance Program (EAP) to save costs, but only if you have the knowledge.
  4. Consider a benefits platform to communicate the company’s package and to enhance the benefits on offer. Benefit platforms also make the administration easier, less complex and reduces administration costs.
  5. Try to bundle as many benefits as possible from a single supplier to make use of bulk discounts and additional services e.g. some providers offer EAP services as part of their package or communication support &/or helpdesks
  6. Take out only the cover that you need for risk benefits. For a low risk workforce, consider increasing excess to reduce premiums.
  7. Consider tax relief options (salary sacrifice, salary exchange) that exist for many benefits including cars, bicycle, pension, etc.
  8. Ensure you review your suppliers (good procurement practice) financial stability and service deliver (references). Negotiate good SLA terms as part of the deal to protect poor delivery and none compliance.
  9. Compare multiple suppliers and negotiate on price to get best value for money.
  10. Seriously consider flexible benefits for your workforce, because one size doesn’t fit all. And also consider financial education as part of the package, especially with pensions provisions. Ultimately you should understand what benefits your employees value most to get a good return on investment.

If you would like further advice on creating an appropriate benefits package for your organisation call Tugela People.