How to Fast Track your Sage People Implementation

As a Sage People preferred partner with over 110 Sage People implementation projects under our belt, we are often asked what is important to ensure a successful implementation. Here are six elements that we suggest are in place at the outset, to ensure that your Sage People implementation stays on the fast track.

1.)    Make sure your project has a quantifiable business case

2.)    Think about the end-to-end business process rather than just the software features

3.)    Ensure senior management buy-in

4.)    Identify sufficient time is made available for the project

5.)    Make sure your data is consistent and accurate

6.)    Focus on user adoption and training early on in the project

 

1.      Why a business case?

For many projects, the approval to proceed would not have been achieved if there wasn’t a clear business case with financial justification to support the investment.  However, in some cases projects are signed off with only high-level justification.

Having a clear quantifiable business case will ensure the project is focused on delivering value quickly to the areas that are most important.  It also provides a measurement for assessing whether the investment is delivering the return expected post go live.

 

2.      Why is an end-to-end business process important?

A new People system should deliver new ways of working involving a wider audience outside HR.   Going into a project with a view on how the process is going to work and who is likely to be involved at which stage, will make it easier to define the requirement.   It will also help to identify whether your business has any non-standard requirements or whether you could change your way of working to adapt to a standard process.

The HR business processes should all be aligned with each other e.g. recruitment and new starter activities.    If you don’t consider the end-to-end process at the outset parts maybe missed off, such as the on-boarding process.

 

3.      Why stakeholder buy in is so important?

Senior management may have signed off the expenditure but their buy in needs to go further. They need to be fully committed, leading by example and proactively getting their teams buy-in.

We find a useful way of engaging with the senior management team is thinking in terms of Heads, Hearts, and Hands.

  • Heads…  frequent, targeted communications to understand why the change is necessary.
  • Hearts… belief that this is the right thing to do for the business and themselves personally.
  • Hands…  leading by example.

The importance of senior stakeholder commitment cannot be overstated in terms of fast tracking your implementation.

 

4.      Why ensure sufficient resources are available?

It’s an obvious question but often the day job becomes more important than the project and a small delay could have a knock-on effect, creating additional cost and delays to the project.   It is important to understand what your responsibilities are on the project, when you will be expected to perform the task and whether there is any preparation beforehand.

If you have budget constraints, you may have chosen to have your own team deliver the project. In these instances, it’s important to make sure that your team have the time available to them for coaching sessions, otherwise they will not be trained sufficiently to carry out specific tasks. This could result in the system being set up incorrectly or result in unexpected errors during the testing phase. If you are taking this approach be very clear on what tasks are to be performed and the level of skill required. If your team is expected to deliver the system themselves and they aren’t given the necessary time to receive coaching and training your implementation could actually end up costing more than it would had you involved an implementation expert with years of experience who could provide your system efficiently and with the benefit of the experience of other customers and system best practice.

 

5.      Why is accurate data so important?

If your data is incorrect and inconsistent you will not be able to easily migrate it into your new system.   Your system will be set up with your business structure, policies and rules and if the data you have does not match those held in the system it will reject the data upload.  For example, if you have a department set up in the system and there are different variations on the department names, it will only accept the record which matches the department in the system.    Our recommendation is to start reviewing the data as early as you can as this activity can be quite a time-consuming activity.

 

6.      Why focus on user adoption and training at the outset?

As Nabil Al Zarouni said ‘If no one is using the solution, it is not a solution at all’ and we all know that change is difficult. So, we suggest at the outset prioritise both user adoption and training, rather than treating it as an add on.

It takes time for people to accept, and ultimately buy into new ways of doing things and by focusing on user adoption at the outset will help to ensure that stakeholders buy into the new system more quickly. Communicate early and often with your stakeholder groups.

Offer effective training that can provide users with hands-on learning using real data and scenarios (we prefer to use data that the users know, as it is easier for them to understand and internalise).  Then don’t stop there. Once users have used Sage People, provide follow up training to build on their knowledge as they will have different questions and issues to address.

To fast track your Sage People implementation project, and to ensure that you maximise your return on your Sage People investment, consider outsourcing to a partner who has an in-depth understanding of HR processes alongside the system’s capabilities and limitations.

An experienced implementation partner will not only bring Sage People system expertise to the project, but will add value by sharing their knowledge of HR best practice. They can also explain the various implications of configuration choices and provide guidance on getting the most from the system.

 

Outsource for less headaches and more support

Outsourcing to an implementation partner generally means less headaches and more support. Also, you can avoid the steep configuration learning curve, and instead focus on value adding process enhancements and championing user adoption.

They also bring instant credibility to the project and provide guidance to ensure that the common pitfalls are avoided so that the project stays on schedule and on budget.

 

Conclusion

If the the importance of these six elements are understood at the outset, you will be better able to ensure that your Sage People implementation stays on track.

To discuss any of the issues raised in this article or want help preparing for your implementation project, please call us on (01908) 030360 or contact us and we will be in touch.

Sage People ‘How to’ Training Videos Launched

Last month we were delighted to unveil our new range of Sage People ‘How to’ training videos.  These short, free, practical demonstration videos take viewers through specific Sage People tasks like setting up WX reports or creating custom fields.

They were created by our talented Training Manager, Simon Jones, an ex Sage People trainer with vast experience of ever-evolving the platform. Simon has an in-depth understanding of common issues that users face and is able to clearly and succinctly help users address their knowledge gaps.

There are currently 10 videos in the series with more in the pipeline. They include:

1.     Absence accrual: How to amend carry over in Sage People

2.     How to create an emergency contact report in Sage People

3.     How to report team member requirements

4.     How to do an organisation transfer

5.     How to add time off in lieu (TOIL)

6.    How to delegate absence approvals to assistants

7.      How to increase or decrease holiday entitlement in Sage People

8.      How to perform a team member position change in Sage People

9.      How to create a WX report in Sage People

10.   How to create custom fields in Sage People

 

Longstanding Sage People Accredited Training Provider

As the longest standing preferred Sage People partner in the UK, we have been delivering bespoke Sage People training services to our clients since 2012 and earlier this year were in the first cohort to pass their newly rolled out training accreditation programme.

If you would like to find out more about our Sage People training services call us on 01908 030360 or contact us

Are you Ready for Liemba, Sage People’s Latest Upgrade?

Sage People recently announced details of Liemba, their exciting new release which comes into effect soon. The Liemba update include significant enhancements including:

  • WX UI improvements (menu bar, top masthead, HR Noticeboard and Internal Communication display enhancements)
  • Enhanced performance management
  • Support for configurable groups and teams in WX
  • Pulse surveys (pilot programme)
  • Automated manager and span of control reporting
  • Sage People Android App

New Pulse Survey

Thpulse survey sage peoplee element that excites us most is the new pilot programme of Pulse surveys. We believe that this is going to become an invaluable addition to the software’s employee engagement toolbox. Pulse surveys allow employees to give quick and relevant feedback and makes data collection easy. It is great for insightful analysis and reporting to inform business decisions.

If your organisation would like support managing your Sage People upgrade call the Sage People support experts, Tugela People on +44 (0)1327 317701.

Does HR Self-Service technology boost Employee Engagement?

Does HR Self-Service technology boost Employee Engagement? Yes, in our experience employee HR self-service technology can help boost employee engagement if it is implemented properly. It empowers employees to manage their own personal data and boost the employee experience.

HRIS Drives Employee Engagement by…

Increasing Employees Input to Decision Making

With advances in mobile platforms and an exciting array of pulse tools, feedback apps, and anonymous social networking, employees can easily and quickly provide input into decision making. Research, by the Institute for Employment Studies and Towers Perrin, shows that enabling employees to provide input into decision making is one of the top drivers of employee engagement.

Increasing Autonomy

Employees can now view and amend personal data, make requests for leave, and access company information. Research from the Aberdeen Group has shown that more control over personal data leads to increased autonomy and higher employee engagement.

Drives Employee Empowerment

Self-service technology increasingly allows employees to take responsibility for their personal and professional development. Latest advances in the technology provides employees with more control. They gain responsibility for their own performance and development. Consequently, their career planning is increasingly being managed by the employee, freeing up their Managers time.

Why Driving Employee Engagement is important?

It’s important because engagement is seen as an important lever that HR can use to drive productivity in the business. Research by Gallup reveals that world class organisations have a near 10-1 ratio of engaged to disengaged employees while average organisations have around 2 to 1. So introducing self-service technology will drive employee engagement and productivity, when implemented properly.

If you would like help implementing effective HR self-service processes call Tugela People on +44(0) 1327 317701

Sage People Recruit Implementation

New Sage People Recruit Implementation Project

We were delighted to meet the team at CCP Games, a video game developer and publisher based in Reykjavik, Iceland this week. Tugela People will be helping them with their Sage People Recruit implementation project over the next 4 months.

Fairsail Recruit Implementation Partner

What is Sage People Recruit?

Sage People Recruit is a robust Software-as-a-Service (SaaS) cloud based application. It enables HR Managers to better manage their recruiting procedure. This intuitive applicant tracking system allows managers to find, filter and manage the whole candidate life cycle.

Sage People Recruit can handle the entire recruitment process, from specifying the initial vacancy requirement, right up to the final offer stage. It can also assist with advertising the position, tracking applications and getting interview feedback. It can even integrate vacancies on websites using one or more Recruit Candidate Portals, plus enable recruitment agencies to submit candidate details in a controlled way through the Recruit Agency Portal.

Expert Implementation Management

We look forward to helping improve CCP Games’ HR efficiency using Recruit’s various innovative functions (like the automated job postings, requisition management, applicant tracking and the new instant messaging) so that they can have more control and improve the overall experience for candidates.

Their dedicated implementation project manager will use a partnership approach with our structured methodology to deliver the agreed outcomes in the agreed timeframe, and ensure that they maximise their ROI by using Sage People Recruit to its full potential.

Effective HCM adoption for SMEs

So you are ready to adopt human capital management (HCM). You want to understand what your employees have to offer and the value that they add to the company. You may even have the HCM software selected. You are rearing to assess, measure and generally make the most of your employees and give them the best possible opportunities for the future.

But before you launch into things here 5 handy pointers to ensure you enjoy an effective HCM adoption for the HRIS system you’ve selected:

1. Trial Period

It is important to give the users of any new software the opportunity to assess the application before implementing it throughout the business. Identify key stakeholders and allow them to trial the technology, ensuring their opinions are taken into consideration. Doing so will provide an opportunity to make any necessary alterations before the system is rolled out through the entire organisation.

2. Simplicity is Key

The technology itself should be the biggest financial investment, not training employees how to use it. Simple navigation makes for simple adoption and will be used throughout the business quickly and more effectively. Complicated software can be counterproductive to HCM so again, it is necessary for any new technology to be assessed by those using it first.

3. Develop a Plan

Ensure that each step of the implementation of the HCM software is carefully planned out, with end users being able to communicate any issues they are having with the process. Keep employees informed on any changes made to the system and also do not forget to educate them on how the software will benefit them and their role within the company.

4. Focus on Training

The software you invest in will most likely be provided with some general training literature. However, it is important to provide your employees with personalised training guides specific to your company and their job roles. This will not only ensure they know how to use the system but also to understand the benefits of the new technology that are specific to them.

5. Evaluate the System

Keep track of how your end users are doing with the new system. This will give you an insight into how effective the programme is and any additions that need to be made. It will also allow you to see whether the system was a worthwhile investment or if it should be changed to another system entirely. Overall, it is essential to seek direct feedback from those who are using the system.

If you need objective expertise to ensure your HCM system selection, implementation and adoption is effective call Tugela People on 44(0)1327 317701.