This document discusses how analytics and mobility can help organizations adapt to changes in the workforce, specifically the rise of Millennials. It notes that HR and payroll roles have blurred and information needs to flow more easily across organizations. Analytics and mobile tools can help provide real-time access to HR and payroll data for employees and managers. This includes features like electronic time and attendance, learning management, performance management, and recruiting that mimic popular social media platforms familiar to Millennials. The document promotes the Sage HRMS system as an end-to-end solution that incorporates these mobile and analytic capabilities.

1. Getting in the “Millenitude” Frame of Mind:
Analytics & Mobility For the New Employee Management Era

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An Employee’s Perspective of HR and Payroll?

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Think Back 5 years, 10 years …
Recruiting
Onboarding
Policy
Communication
Compensation
H&W Benefits
PayrollTraining
Performance
Evaluation
Promotion
Retirement
Leave
Career
Development

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8:00 a.m.
I have a plan! Today I will
accomplish my “to do” list!
8:15 a.m.
Personnel issue! What were
Employees trained to do?
How do I make the right
decisions?
10:00 a.m.
How can I get the changes in
motion and approved? What
must happen this pay period?
1:45 p.m.
Lunch?! I need lunch!
3:00 p.m.
How am I going to get
everything done today?
All day, every day
Reports! Analysis!
Statistics! 3 new requests
just today!
Flash forward to today …

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In recent years, HR and Payroll have changed in profound ways.
The economic landscape, technology advancements and a changing workforce have blurred
old ‘duty lines’ and challenged traditional definitions of HR and Payroll job functions:
• In the new economic environment, there is an increased
demand for real time Payroll and HR information
• HR information no longer stays in HR
• Payroll information no longer stays in PR
• Information must flow across the organization in an easy to
use format for Employees and Management
• Having “real time” information is now “mission critical”
• Let’s call it … “The Need for Feed”
Changing Roles

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2015
6
Changing Workforce
• 78 % of employees aged 18-32 used a
personal smartphone for work purposes over
the last 12 months, compared to only 30%
for employees over age 45
• 77 % of 2013 graduates expect their first
employer to provide full, formal training for
their position – including “soft” skills”
(only 30% actually received it)
• Work/Life balance expectations continue to
build across all Employee age groups
CompTIA and Ernst & Young 2014 surveys

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Are You Adapting to the Changes?

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Employee
self‐service
Manager
Self‐service
Employee
communications
Management
reporting and analysis
Employee/Manager Experience
Self‐service interaction layer
Candidate
sourcing
Applicant
tracking
New‐hire
on boarding
Contingent
staffing
Recruitment processes
Strategic
Employee records &
personnel actions
Benefits
administration
Payroll
Position
management
HR
compliance
Transactional
Transactional HRMS processes
Training
administration
Learning content
management
Learning
delivery
Learning management processes
Employee
performance
Succession
planning
Competency
management
Compensation
and rewards
Planning
and analysis
Performance and talent management processes
Time and
attendance
Forecasting &
scheduling
Absence
management
Workforce management processes
Source: Forrester Wave HRMS 2014

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Managing Millenials-
HR/Payroll as a Social Media
Experience
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Millennials …HR and Payroll as a Social Media Experience

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Within 5 years, 46% of
the North American
workforce will be
Millennials

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Analytics and Mobility –
Tools to IncreaseYour Organization’s
Millenitude
2/9/2015© 2014 Sage. Proprietary and confidential. 20

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Electronic Time and Attendance
Time Clock
Telephony
Biometrics
Web Punch
Employee &
Organization
Information
Time
Entries
Employee &
Organization
Information
Time
Entries

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Electronic Learning Management
EMPLOYEES:
• What skills/certifications are required for my Position?
• How do I track my progress?
• What continuing education/professional development do I need?
MANAGERS:
• How can I monitor an Employee’s progress?
• How can I track certifications/training that needs to be renewed?
• How can I easily schedule new training classes and enroll staff?

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Electronic Performance Management
• Proactive, ongoing process vs manual and time
consuming process that happens once per year
• Increase feedback, development and coaching
opportunities
• Promotes both individual and Company growth
• Engaged employees = increased retention

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Electronic Recruiting/Applicant Tracking

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Automated
Response
Delivery
Monitoring
Sage HRMS
Auditing
O/S
Monitoring
Employee Review
Absences
Overtime Analysis
eMail
Monitoring
Enterprise
Awareness
Communications
(Alerts)
Email, Cell Phone, Pager, Fax,
Screen Pop, Web, Twitter
Forms & Reports
Alerts & Workflow, Dashboards and
Business Intelligence

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Sage HRMS
2/9/2015© 2014 Sage. Proprietary and confidential. 26

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Sage HRMS
An end-to-end solution
• Core Solutions
– Sage HRMS
– Sage HRMS Payroll
– Sage Employee Self Service
– Sage Benefits Enrollment
• Extended Solutions
– Sage Time and Attendance
– Sage HRMS Cyber Recruiter
– Sage HRMS HR Actions
– Sage HRMS Alerts & Workflow
– Sage HRMS Benefits Messenger
– Sage HRMS Talent Management

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Sage HRMS Employee Self Service

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Sage HRMS HR Actions

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Sage HRMS Talent Management

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Sage HRMS Time and Attendance

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33. Thank you!