Handy 2019 Sage People Checklist

With the New Year nearly here, we’ve put together this handy checklist of Sage People end-of-year housekeeping tips to ensure you start 2019 with Sage People running smoothly.

Our 2019 Sage People Checklist:

  1. If you use exchange rates and they need to be updated annually, do remember to update them.
  2. Check that Sage People licences for all leavers have been deactivated and review that there are enough licences available for your medium-term requirements.
  3. Remember to create absence adjustments for 2019 for those who have them.
  4. Check date ranges on scheduled reports to ensure they mirror the company financial year.
  5. Remember to post your Christmas and New Year messages on your Employee Self Service or better still schedule them to appear/disappear.
  6. For those using strategic objectives, remember to edit the strategic objectives picklist to align with the companies 2019 Corporate Objectives.
  7. Remember to check that Snapshot reporting is working and is scheduled to run in case you need headcount figures as at the end of the year.
  8. Ensure that public holidays (bank holidays) that are not set as “reoccurring” are entered for 2019 (and beyond if you have future years).
  9. Remember to check that Hold Absence Balances has been set to run, as this is very useful for reporting.
  10. Those using the Resource Manager, remember your new Active Resource Plan for 2019 to track the budgeted and signed off New positions.
  11. Remember to check that Carry Over has been set up on your absence accrual patterns.
  12. Consider setting up and using Pulse surveys to capture feedback from employees for an end of year engagement check-in.
  13. Also consider using WX Reports if you don’t already, they can give Managers insights into their team’s performance over the last year, including absence, objectives and recognition, and ensure they can effectively track performance over the year to come.
  14. Finally, schedule any annual compliance notices to appear on the Employee Self Service and track which employees have signed the agreement.

Or alternatively check out our Sage People managed services packages where we take away the hassle of making sure Sage People is running efficiently. Call us on +44 (01908) 030360 to find out more.

The Fight against a Toxic Company Culture

How many companies have you heard of that have a ‘toxic’ environment? One where the workplace is characterised by negative attitudes, poor interpersonal relationships, bad work styles which affect the morale and productivity of employees and impacts on efficiency, customer service and the profitability of an organisation.

 

Employee engagement and company culture

So how do you improve employee engagement?  Several studies have shown that a ‘toxic’ or negative company culture can be improved by high levels of employee engagement and effective communication irrespective of market and business.

But this does not mean an organisation just saying “we’ll send out emails to all staff” as both communication and engagement needs to be so much more than this. Employers need to open two-way dialogue at all levels, involve employees in the decision-making processes and ultimately promote engagement in the company mission and values. This process has two benefits, the first is that employees feel informed about the direction of the company, allowing them to promote this externally. The second is that the company attracts applicants that have the same values and objectives.

When employees feel involved and engaged in the direction of the business, their commitment to the company and its goals increases, lending to a higher retention rate and improvement to overall company culture. With current staff aligned with the values of the business, it sets the foundations for new employees to know that they are part of the larger organisation.

 

Using HR technology to engage employees

So, to increase employee engagement within your organisation you involve them, try to see the world through their eyes and stay connected with and be aware of their milestones and issues.

HR technology now plays a vital role in helping to promote consistency in management styles and enables a continuous two-way dialogue. This gives employees the opportunity to share their workplace issues and helps to develop trust.

Enlightened organisations are ditching the annual appraisal in favour of continuous assessments and are increasingly using instant feedback tools.

While the needs of staff may vary, organisations must understand the basic needs of their employees to be valued, recognised and respected. Whilst HR technology cannot replace the personal touch it does provide a quick, easy way to manage employee data and facilitate employee engagement in a consistent, continuous way.

 

In conclusion

While investing in employee engagement has not always been high on the agenda. The increasing evidence showing the positive correlation between profitability and employee engagement has meant improving company culture has become a boardroom priority. Forward thinking organisations are turning to HR technology to help facilitate these initiatives especially in competitive markets where companies have to work leaner and more efficiently than ever before to stay ahead

So, watch this space as employee engagement is used in the battle against toxic workplaces with HR tech providing increasingly useful tools for managers.

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.

Latest Sage Business Cloud People Poseidon Release

The Greek god theme continues with the latest Poseidon release announced by Sage People this week. It comes hot on the heels of the Odyssey release in April.

And here at Tugela People we are very excited about the Poseidon release not only because it delivers big enhancements to the user experience, but also because it overhauls the absence calculator to give better visibility on absenteeism. And importantly in light of the new GDPR regulatory regime it includes security enhancements for better data protection processes so that compliance is simplified.

Poseidon was installed in customer sandboxes in early June and the production release will follow in late June.

The Sage Business Cloud People Poseidon release includes:

  • WX UI Refresh – screen space is increased through a redesigned People Bar hidden by default; further WX service bar enhancements
  • Talent Acquisition Security Enhancements – security improvements have been added to the candidate and agency portals and the ability to disable the sending of resumes via email to prevent download
  • Absence Calculator Refactor –  refactored for speed, reliability, and configuration
  • Work Schedules – support for flexible working patterns and different hours per day
  • System Admin Enhancements – policy page cleaned up and made simpler with intelligent validation

Exciting times as Sage Business Cloud People continues to improve and finetune elements as part of their continued commitment to deliver a highly effective people management solution.

If you would like any help with Sage Business Cloud People Poseidon release, or would like to discuss any points raised in this article please call us on 01327 317701 or contact us

Tugela HR rebrands to Tugela People

We are delighted to inform you that Tugela HR is now called Tugela People.

Our new name better reflects our strategic focus on delivering a broader range of services in the global market for services and business software relating to Organisational People Management.

Tugela People Founder and Managing Director, Thomas Schilling, says:  “This is a very exciting time for us here at Tugela People as we develop the business to better meet the needs of our clients as they get to grips with the evolving People Management agenda.

Since 2002 Tugela has enjoyed sustained growth while developing a reputation for expertise and professionalism in the HRIS marketplace. This rebrand helps to consolidate this rapid growth while also better positioning us for our vision to be the chosen worldwide go-to partner for people services.”

Sage acquires Fairsail and announces Sage People

It was announced today that Fairsail has now been fully acquired by Sage who were previously a minority shareholder.  This acquisition will allow Sage to build on the success of their existing partnership,  where the Fairsail product was sold under the Sage People brand.   This announcement will allow Sage to accelerate their people management offering as it integrates seamlessly with their other products and delivers a more comprehensive offering to their large number of global customers.

Thomas Schilling, Tugela People’s Managing Director, says: “We are delighted with the news today as it will allow us to strengthen our existing relationship with Sage.    We look forward to developing new opportunities for Sage People both here in the UK and across the globe in the coming months.

How to Successfully Embed your HRIS System

Our handy pointers on how to successfully embed your HRIS system into your organisation….

1. Engage your users early in the buying process

Nothing encourages users buy in more than when you get their input at an early stage. Allow them to express their opinion of the functionality of the HRIS system and its key attributes. Gather both their positive and negative feedback and suggestions. This will also help with addressing potential issues with your Implementation partner so you can embed your HRIS system with less hassle.

This early interaction will help users understand what it is that the business is looking to achieve and help them to adapt more quickly to the new HRIS system.

2. Create a plan to introduce the new technology

Develop a plan of how to train all employees so that they know how the new system works. Whilst cloud based HRIS system, like Fairsail, does make adding new absences or holiday requests, simple to administer you still need to cater for all levels of technical ability and remember that change can be daunting for some users.

Apply various training approaches to reach all users, from classroom training, to coaching, video’s or virtual webinars. Also, provide reference material and don’t forget about new starters training. The aim should be to get them into the habit of using the new system regularly.

We find it useful to select key change agents to help engage end users and gather feedback for you.

3. Highlight the benefits for users answer i.e. “What’s in it for me”

Focus on the ways that the new system will save users time and improve performance. Also, drip feed users tips and insight about the system functionality. This needs to start as soon as possible, not at the implementation stage. These positive messages will help to build excitement about the new system.

4. Continuous learning and improvement

Remember that coaching / training your employees to use your HR system is not a one time learning experience. You need to constantly update your employee’s knowledge. Use system reports to see how the various processes are being utilised and where there are gaps (e.g. where performance reviews are not being completed). Then use the data to drive awareness and coaching sessions.

Use the employee self-service functionality to engage and communicate with staff about new or improved features to the system or connect systems (e.g. payroll, time & attendance, expenses, etc.)

5. Make top notch technical support available when its needed

Create a support network to ensure users can get issues sorted out as soon as possible. Firstly have manual guides that contain enough information to make your employees feel safe handling the system. This avoids having to resort to technical support whenever a problem arises. Try to find a permanent solution for common problems.

Secondly, consider having one or two well-trained super-users who are your internal go-to people for first line support. This will speed up the issue resolution process and help improve the system set-up based on users’ feedback.

6. Reward users for engagement

We find that a competition and reward get greater system engagement. For instance, at the outset you could have a fun naming contest amongst employees or during the training do run quizzes. Similarly based on things like number of login’s or general usage of the system consider recognising users who shine. Finally, some systems like Sage People offer functionality to run snap polls to gain quick feedback about areas of the business, or even the system itself – this feedback can improve HR process and system set up.

7. K.I.S.S.

Remember less is more so only include the most needed features. The simpler the system and processes are, the easier it will be to train your employees and improve user adoption. In addition, the adaptation process will be easier if you limit yourself to include only those functions essential to achieving your immediate company goals.

This will also make maintaining the system going forward and adapting to changes in the company that need to be applied to the system (e.g. a company restructure).

8. It you don’t measure it you can’t manage / improve it

Lastly, do not forget to measure the success of your efforts. Run reports to see how well the system is being used and which aspects are maintained as required and which aren’t (e.g. gaps in data, late or no entries, etc.)

Run short polls to determine the general feelings towards aspects of the system, but best of all, go out and gauge the mood and get employee’s opinions by speaking to them.

 

If you would to discuss how to embed your HRIS System call HRIS implementation specialists Tugela People on 01327 317701 or via the website.

Another Broadbean Integration

Broadbean integration with FairsailWe are currently in the final stages of configuring another Broadbean integration, this time for The Palladium Group.

Automated, Seamless Experience

Broadbean, a powerful job board integrator, is an exciting new addition to the Sage People Recruit family. This market leading job posting technology that lets recruiters instantly distribute adverts to various job boards even LinkedIn) and social media channels (Twitter). And when combined with Sage People it enables recruiters to enjoy an automated, seamless experience that makes attracting and managing candidates so much easier.

Recruiters can now work more efficiently, concentrate more on resourcing and less on processing using Sage People Recruit. Best of all with the seamless integration into HCM, as well as the analytics and management reporting tools, considerable time savings on unnecessary tasks are enjoyed. Not to mention the improved attraction capabilities and employer branding.

If you need assistance integrating Broadbean with Sage People call Tugela People on +44(0) 1327 317701.