Proud Sage Life Cycle Sponsor

Here at Tugela People, we are proud to be a corporate sponsor the forthcoming Sage Life Cycle, a three-day charity cycle to Paris organised by the Sage Foundation.

In addition, we are delighted to have one of the Tugela People team, Dave Morris, on the starting line on the 25th July. Dave, a Senior HRIS Consultant, will be embarking on this challenge of lifetime – over 100 miles a day only stopping for water. It has been likened to running a marathon a day for three days!

Apart from the personal, physical and mental challenge for Dave, he is also participating to raise money for his chosen charity. Dave explains:

‘I have chosen to support The British Heart Foundation. Two years ago, my Dad died from a heart attack at the age of 90. The remarkable part of this story is, this was my Dad’s fifth heart attack, the first being at the age of 60.

Without the research into heart disease, my Dad’s life would have been shortened by a considerable number of years.

Heart disease is still the greatest cause of death in the UK and there is still much more that can be done not only to save lives but also improve the quality of lives from those suffering from heart disease.’

If you would like to donate, visit Dave’s fundraising page  every penny you donate goes directly to the British Heart Foundation. Good luck Dave!

Sage People’s Triton release making Waves

The latest Triton release from Sage People, named after the Greek god who was a messenger of the sea, has certainly been making waves. It focuses on 7 ways that Sage People helps improve the user experience and enables HR managers to be more efficient.

Client feedback so far has been positive as they begin to upgrade elements relevant to their organisations. Elements changing include:

  • Payflow support for multiple bank accounts
  • Groups and teams pilot release
  • Time and attendance: enhancements to same day absences and to the absence calculator
  • Reward planning (Compensation Planning) beta release
  • US tax forms
  • Payroll pilot enhancements
  • Know Your People pilot release
  • SEO enhancements for talent acquisition
  • Employee API pilot release
  • Team member sharing speed and performance improvements
  • Telemetry roll out

Exciting times as Sage Business Cloud People on the Salesforce platform continues improve and enhance capabilities for people efficiencies, insights, collaboration and employee engagement. The release is part of their continued commitment to deliver a highly effective HR solution that meets the evolving people management needs.

To find out more about the upgrades see here

Or if you would like any support or help getting the most from your Sage People investment, please call us on 01908 030360 or contact us

Head of Client Implementations Appointed

We are extremely delighted to announce that Kevin Hume has been promoted to the newly created position of Head of Client Implementations, effective from the 13 June.

Kevin is now responsible for all Sage People implementations that Tugela is engaged to deliver. He and his team are charged with ensuring that all implementation projects are delivered on time, to budget and exceed client expectations.

Thomas Schilling, MD, says: ‘Congratulations to Kevin on his well-deserved promotion. Kevin is not only technically astute but also always willing to support colleagues and assist clients when needed. He’s willing to help and always goes out of his way to ensure that our high customer service standards are maintained.’

This new senior role is integral to our vision to be chosen as the worldwide go-to partner for people centric solutions and services so that business can effectively engage and manage their workforce

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.

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.