Realizing the Value of Strategic HR


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HR executives face strategic challenges, economic pressures, and a multitude of tactical issues every day. Given the priority that businesses and organizations place on making their employees a competitive differentiator, HR must be able to help the business align people with business objectives. Sage Abra is designed to leverage HR's knowledge, processes, and systems to achieve optimal return on employee investment from Hire to Retire solutions.

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  • My name is Angela Nigro and I am the Sales Manager for Sage HRMS servicing Canada & the Caribbean regions at Sage Employer Solutions, also known as Sage HRMS HR Executives face strategic challenges, economic pressures, and a multitude of tactical issues every day. Given the priority that businesses and organizations place on making their employees a competitive differentiator, HR must be able to help the business align people with business objectives. Sage HRMS is designed to leverage HR’s knowledge, processes and systems to achieve optimal return on employee investment from Hire to retire solutions.
  • One of the Sage software's we will leverage with is Sage ERP Accpac – which you are all familiar with, it’s an award winning Business Management software that helps small and mid-sized businesses manage their accounting, operations and customer relationships [next slide]
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  • In this presentation we will address read points
  • Let’s start with asking a rather trivial question: What defines an organization? Is it the product or service it delivers? Is the web site? The brand value? The marketing activities? To some extend, yes, but what really makes the organization is the collective of all the individuals. [click] It is the number one asset of the organization, whether it is a company, a school, a non-profit or any other organization. [click]
  • It’s the people working at the organization. They make the real difference. An organization does not generate ideas, good or bad. An organization is the collective brainpower, productivity and creativity of its employees. If we talk about a company creating great products or providing outstanding service, we really mean to say that the people at that company are outstanding. The people make the difference… [click] .., and how we manage them makes a difference. Motivation, empowerment, company values, coaching, responsiveness to issues, recruiting the right people and keeping them. It all is of significant importance. And to be able to manage this number one asset of the organization … [click] … great tools are needed . That’s why every organization deserves solid human resource management tools.
  • So what is the most widely used tool for human resources? What is the tool almost all human resource management starts with? [click] Yes, indeed: Microsoft Excel. From address and personal information to time-off accruals, skills, elected benefits, dependants and much, much more.
  • But, although a very easy and in many ways powerful tool to use, for the purpose of human resource management, it really is not good enough. Spreadsheets have a tendency to get completely out of control. What happens is that employee information is stored in a whole array of excel spreadsheets. Spreadsheet that are not linked and when for example an employee moves from one department to another, or worse: leaves the company, multiple excel spreadsheets need to be edited Working with a multitude of lists in spreadsheets becomes very inefficient. And it isn’t easy to keep track of what the latest spreadsheet is or if the data in spreadsheets is current, and the data becomes unreliable. I can spend another twenty minutes talking about the dangers and pitfalls of relying on Excel for human resource management, but what it in essence, all boils down to is… [click] .. A really bad service to the organization. It is not compatible with the earlier conclusion that the employees are the number one asset of an organization. This is really not the way to manage that asset.
  • In a report on human resource management practices published by Forrester in 2009, one of the prominent conclusions in that report was: “ Organizations need a single source of truth for employee information ” Not a shockingly new notion you might say. But what’s more shocking is the fact that more than 50% of all companies are storing employee information in multiple locations, using multiple tools. Having spreadsheets, access databases, word documents and home-grown applications makes it very hard to provide the company with the information about their employees needed to support both those employees and their management. Creating a single source of truth for employee information is the first and essential step to be able to use that information to the benefit of the organization.
  • Sage HRMS is a comprehensive solution for managing human resources and supports all of the phases of the employee life-cycle, either out-of-the-box or with optional extensions to the core software. From recruiting and on-boarding all the way to retirement. And from flawless payroll processing to tax-filing, benefit enrollment and other compensations. From training to performance management, career development and promotions. Plus all the support you need to comply with all the rules and regulations. Each of these phases in the employee life cycle are in some form or other present at every organization. Most vendors of human resource solutions are created to make HR person or department more efficient registering and managing all these employee related processes and tasks.
  • There are many areas where HR can bring great value. By providing the information needed to support decision making, by automating processes like the performance appraisals, change authorization; by attracting and selecting the best fitting talent for the organization, by making sure that skills and experiences are best used or developed etceteras, etcetera. [click] Then HR is really providing excellent service to the rest of the organization. It all will result in making good employees into great employees and it truly has a positive impact on the bottom line. Sage Employer Solutions strives to provide the HR professional with the tools to provide the best possible service to the rest of the organization.
  • So what happens if we ask our HR department for all this information all at one time and they do not have the tools
  • The HR person is, with reason, VERY protective of the data in the HR databases. This is information about real people. So when HR is asked for a certain report, the report needs to be created for each manager separately. Manager A should only receive the information about his or her staff only. And on top of that: some managers will ask for an export to an excel spreadsheet to do their own analysis. When there are, say, eight different reports and there are ten managers in the organization, HR needs to produce no less than 80 reports. [click] Every month again And the security of the information is always a concern to HR. So yes, with some custom scripts or programming, the IT department or person can probably automate a lot of the reporting, but the security will remain an issue. And the effort to create a solution often results in a situation where the valuable information stays bottled up in the HR system. The real problem: [click] … the fact that we try to solve it with reports.
  • The creation of custom reports by the HR department is reactive by nature. Executives and management will only receive the valuable information when it is requested. Furthermore, reports are static snapshots and their relevance is short lived. The consequence is that the HR professional must re-run reports periodically; whether that is monthly, weekly or even daily. Given that employee information is also of a sensitive nature, managers should only see information about their own employees, which means that reports are often filtered for each and every manager. The end result is that employee information is never used to its fullest potential. How do we uncork this bottle and let the information flow freely in order to improve efficiencies and work performance?
  • One example is Sage Employee Analytics. The Abra HRMS Database contains information that is of great value to the rest of the organization. Traditionally, to share this information HR needs to create reports for each and every manager in their organization – which is labor intensive and outdated as soon as the report reaches the manager. Sage Employer Analytics allows HR to create live ‘views’ into the database. A view is defined with the so called ViewBuilder [click] HR only has to send a URL to the managers in the organization. One URL will give different results for different managers. The security system built into Sage Employee Self Service controls the access and regulates that the recipient (or the viewer) only sees the information they are allowed to see. Normally that is just the information concerning their own staff, but different roles can be defined.
  • There is another benefit when using views into a database rather then creating reports. The initiative comes from the viewer, the recipient of the information. The person in need of the information can get access to at anytime. And it seems no more than common sense to use a browser as the viewer – that way, the recipient of the information can use either a PC, an iphone, an iPad or any other intelligent device.
  • Given the current economic state, strategic human resource management has become even more critical. While the need for employee information is growing, the number of resources dedicated to human resource management is decreasing. Modern technology can address these conflicting trends. Innovative technology that provides an organization access to employee information while freeing HR from the burden of creating a multitude of reports, over and over again. As a result, HR will be able to support a company in a way never before possible and contribute to an organization’s Return on Employee Investment (ROEI).
  • That summary brings me to the end of my presentation and I am more than happy to answer questions you might have. I will be in our virtual booth after the presentation, so feel free to visit me in the Sage Abra HRMS booth to chat with me. Meanwhile: Thank you for your attention.
  • Realizing the Value of Strategic HR

    1. 1. Realizing the Value of Strategic HR Angela Nigro
    2. 2. Welcome <ul><li>Sage ERP Accpac is award-winning Business Management software that helps small- and mid-sized businesses manage their accounting, operations, and customer relationship </li></ul>
    3. 3. In a nutshell <ul><li>Today's HR departments are not 'just' administering employee records and processing payroll - they provide crucial process- and decision support to the rest of their organization. </li></ul><ul><li>Sage HRMS solutions lift the Human Resource department to a higher level of service and positively affects the organization’s bottom line. </li></ul>
    4. 4. In this presentation <ul><li>The need for an HRMS system </li></ul><ul><li>More than admin </li></ul><ul><li>To report or not to report… </li></ul><ul><li>ROEI (Return on Employee Investment) </li></ul><ul><li>Sage Employee Analytics </li></ul>
    5. 5. What makes an organization? The number 1 asset of any organization
    6. 6. People <ul><li>They make the difference </li></ul><ul><li>How we manage them makes a difference </li></ul><ul><li>Proper workforce management needs proper tools </li></ul>
    7. 7. Number 1 human resources tool
    8. 8. Number 1 human resources tool <ul><li>Inefficient </li></ul><ul><li>Double entries </li></ul><ul><li>Uncontrollable </li></ul><ul><li>Unreliable </li></ul><ul><li>Hard to maintain </li></ul><ul><li>Trouble filing compliance reports </li></ul><ul><li>Not embedded in business processes </li></ul>Terrible service to the organization
    9. 9. Forrester’s conclusion, 2009 “ Organizations need a single source of truth for employee information”.
    10. 10. Sage HRMS: more than admin Recruiting Onboarding Policy Communication Compensation H&W Benefits Payroll Training Performance Evaluation Promotion Retirement Leave Career Development
    11. 11. Sage Abra HRMS: more than admin <ul><li>Providing crucial information </li></ul><ul><li>Automating processes </li></ul><ul><li>Selecting and attracting talent </li></ul><ul><li>Getting the best out of talent </li></ul><ul><li>Employee motivation and retention </li></ul>Service to the organization Affects competitiveness
    12. 12. The need for information <ul><li>Performance metrics </li></ul><ul><li>Costs </li></ul><ul><li>Skills </li></ul><ul><li>Training </li></ul><ul><li>Retention rates </li></ul><ul><li>Salary history </li></ul><ul><li>Emergency contacts </li></ul><ul><li>Reporting structure </li></ul><ul><li>Time & Attendance </li></ul><ul><li>Etcetera </li></ul>
    13. 13. The need for information Security Each manager their own report… Every month again … or week… Export to Excel The need for information
    14. 14. The problem with reports… <ul><li>Static </li></ul><ul><ul><li>A snapshot, outdated almost immediately </li></ul></ul><ul><li>Labor intensive </li></ul><ul><ul><li>Creating </li></ul></ul><ul><ul><li>Filtering </li></ul></ul><ul><ul><li>Running </li></ul></ul><ul><ul><li>Every month (or other period) again </li></ul></ul><ul><li>One format doesn’t fit all </li></ul>
    15. 15. Sage Employee Analytics Personalized information in personal preferred format Managers -- Web Portal Employees -- Web Page CFO -- Excel Model Supervisor -- Smart Phone Executives -- SharePoint Live Web Links
    16. 16. Information anytime anywhere
    17. 17. The next service level <ul><li>Human resources: essential for a successful organization </li></ul><ul><li>Help getting the best out of the people </li></ul><ul><li>Information, decision support, process automation, Employee Engagement and motivation </li></ul>
    18. 18. Sage Abra HRMS The next service level of Human Resources 905-814-05030