New Managed Service for Sage People

We are delighted to announce the launch of our highly anticipated Sage People Managed Service offering. Our new monthly support service is both cost-effective and flexible, and can be bespoke to your specific requirements.

With our advanced technical assistance, you can benefit fully from Sage People’s highly customisable interface and ensure that Sage People delivers what it promises, including:

  • A personalised employee self-serve portal,
  • Increased team efficiency and productivity through automation,
  • Enhanced visibility of your global workforce.

As the first Sage People Partner in the UK we can leverage our Sage People tech expertise and HR process experience to your benefit.  So, sign up to our Managed Services offering and enjoy optimum performance and enhanced the return on your Sage People investment.

 

Why use our Sage People Managed Services support?

  • Save time.  We take the administrative burden from your team – managing everything from deploying new functionality made available with new releases, to fixing configuration issues and setting up new workflows, rules, company notices, reports etc.
  • Enjoy peace of mind.  Our proactive partnership approach helps you to harness the power of Sage People quickly and efficiently so you can rest assured that you are making the most of Sage People investment.
  • Frees up HR to focus on transformational activities.  We ensure Sage People executes your transactional HR tasks efficiently and is able to provide the analytics and insights needed so you can focus strategically on improving your HCM and talent management processes.
  • Flexible support options.  Our monthly support packages can be scaled up or down to meet your requirements. You decide how much support you need and how you use it best for you, your people and your processes.

 

Find out more about our Managed Service for Sage People

For prices or to find out how the managed service for Sage People works, contact us online or call us on +(44) 1908 030360 today. And let us help ensure that your Sage People system is up-to-date, secure and optimised for best performance.

 

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.

Why Use a HRIS Implementation Partner?

One question we are frequently asked is – why should a business investing in a new HRIS system use an implementation partner? Here are the main benefits of using an HRIS implementation partner as we see it:

Broader HRIS and Technology Expertise:

A partner can bring experience of different sectors, systems and approaches. These elements can help deploy the new HRIS system more efficiently avoiding pitfalls that cause delay. They can also bring impartiality to configuration discussions and the impact of those choices on the organisation’s HR system. This infusion of specialist expertise can help avoid the “If I knew what I know today, I would have done things differently” situations.

Service and Speed:

Partners often provide a more flexible, personal service especially for small or mid-sized firms that are not likely to be the biggest client. A partner’s specialist skills will also speed up the implementation process so that internal resource can be focused on adoption and training rather than navigating the learning curve of the setting up phase.

More Choice:

Selecting from a pool of HRIS implementation partners allows you to select a partner that you are comfortable working with. This personal chemistry between the internal team and the outsourced team members is crucial to meeting project deadlines, translating business requirements and aiding in knowledge transfer.

Immediate Credibility:

A credible HRIS partner with in-depth knowledge of the HRIS space and best practice can accelerate buy in from internal stakeholders. Usually this works best when the partner has a broad understanding of processes and issues pertinent to particular stakeholders. This also helps to facilitate take up of the system among users.

Committed Preferred Supplier:

A third party HRIS implementation partner that is committed to the system (demonstrated by participating at the provider’s conferences, receiving partner certification, recognition or awards, and collaboration with their sales team) has an in-depth understanding of the system’s capabilities and limitations which is a beneficial in getting the most of a system.

Partnering Pitfalls to Avoid

However, it is also worth noting the potential pitfalls of outsourcing to a third party and these tend to become an issue when the following issues are not addressed:

  • Accountability – prefer a single company that is responsible for the deliverables of all work being proposed.
  • Execution – partner’s inability to execute on the deliverables based on lack of experience, training, and overall calibre of consultant(s).
  • Partner’s Viability – partner’s financial stability, leadership and proven ability to deliver results.
  • Project Ownership – “finger-pointing”. Problems resulting in the partner blaming the HRIS sales team, while the sales team blames the consulting team.

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.

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

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.