How does Employee Self Service work in Sage HRMS? Slide deck includes:
Introduction to Sage HRMS
Self Service Portal & Paperless HR
Sage Alerts & Workflow Automation
Employee Self Service Solution Overview
Today, 1/41 of HR leaders state that they are unable to easily deal with change or make
decisions efficiently because they don’t have the information they need on hand. Tight
controls and cost reductions, stringent objectives, “client” focused service delivery models,
transforming organizational structures, changing workforce demographics, regulatory compliance and political cycles present tough dynamics. Public sector HR leaders are
under pressure to “do more with less” and still achieve improved agility, quality and
innovation. Smart human capital management solutions built to simplify processes and provide
valuable insight hold the key to operational efficiency in public sector organizations.
We provide effective and efficient shared services across the HR value chain – Payroll & Workforce management, Benefits Administration and Wealth Management – through a suite of services, solutions and tools that aid in streamlining and creating standardized, value creating People Processes for our customers.
Human capital challenges for banking:
1. Shortage of high-performers (A costly war for talent, Attraction by competitors, Honesty, trust & integrity are critical for employee success and protection of the business)
2. Demand for org transformation (Operational risks, Ambitious growth & expansion, with global talent deployment, Fast support to flexible organizational transformation)
3. Fragmented HR Practices (Strategic misalignment
Variations & lack of visibility across locations
Separated recruiting, performance management, development & succession)
Organizations that desire to become the employer of choice need to have more than just a mission statement. Here is a strategy map developed for a client to help them put action into the vision. This use of the Balanced Scorecard on a department level makes the vision crystal clear.
Impact of Technology on Restructuring Traditional HR PracticesChandru Pingali
KIIT organised its 8th one day HR conclave to encourage student learning and interaction with industry practitioners on contemporary topics in the field of Human Capital Management. With about 400 participants comprising practitioners and students, interactive sessions were held to share latest trends.
Anantara has developed a range of advanced capabilities in Analytics that are built around the company’s proprietary framework and methodology for intelligent Analytics named Enterprise Management Systems (EMS)™.
Do you have all your HR ducks in a row? James Moore HR Solutions can help through human resources outsourcing, human capital consulting and recruiting solutions. What does that mean?
- Supporting your in-house HR team who may have more on their plate than they can handle.
- Being an extension of your HR department of one.
- Providing Expertise when you don't have dedicated HR staff.
Management Consulting firm Atticus Advisors offers services including ISO certification, asset utilization analysis, process improvement using Six Sigma methodology, and digitization solutions to help clients drive efficiency and reduce costs. They have expertise across legal, operations, finance, HR, and IT consulting. Their approach involves understanding a client's current processes, identifying improvement areas, and proposing and implementing customized solutions.
Today, 1/41 of HR leaders state that they are unable to easily deal with change or make
decisions efficiently because they don’t have the information they need on hand. Tight
controls and cost reductions, stringent objectives, “client” focused service delivery models,
transforming organizational structures, changing workforce demographics, regulatory compliance and political cycles present tough dynamics. Public sector HR leaders are
under pressure to “do more with less” and still achieve improved agility, quality and
innovation. Smart human capital management solutions built to simplify processes and provide
valuable insight hold the key to operational efficiency in public sector organizations.
We provide effective and efficient shared services across the HR value chain – Payroll & Workforce management, Benefits Administration and Wealth Management – through a suite of services, solutions and tools that aid in streamlining and creating standardized, value creating People Processes for our customers.
Human capital challenges for banking:
1. Shortage of high-performers (A costly war for talent, Attraction by competitors, Honesty, trust & integrity are critical for employee success and protection of the business)
2. Demand for org transformation (Operational risks, Ambitious growth & expansion, with global talent deployment, Fast support to flexible organizational transformation)
3. Fragmented HR Practices (Strategic misalignment
Variations & lack of visibility across locations
Separated recruiting, performance management, development & succession)
Organizations that desire to become the employer of choice need to have more than just a mission statement. Here is a strategy map developed for a client to help them put action into the vision. This use of the Balanced Scorecard on a department level makes the vision crystal clear.
Impact of Technology on Restructuring Traditional HR PracticesChandru Pingali
KIIT organised its 8th one day HR conclave to encourage student learning and interaction with industry practitioners on contemporary topics in the field of Human Capital Management. With about 400 participants comprising practitioners and students, interactive sessions were held to share latest trends.
Anantara has developed a range of advanced capabilities in Analytics that are built around the company’s proprietary framework and methodology for intelligent Analytics named Enterprise Management Systems (EMS)™.
Do you have all your HR ducks in a row? James Moore HR Solutions can help through human resources outsourcing, human capital consulting and recruiting solutions. What does that mean?
- Supporting your in-house HR team who may have more on their plate than they can handle.
- Being an extension of your HR department of one.
- Providing Expertise when you don't have dedicated HR staff.
Management Consulting firm Atticus Advisors offers services including ISO certification, asset utilization analysis, process improvement using Six Sigma methodology, and digitization solutions to help clients drive efficiency and reduce costs. They have expertise across legal, operations, finance, HR, and IT consulting. Their approach involves understanding a client's current processes, identifying improvement areas, and proposing and implementing customized solutions.
Saba's Compensation@Work software uses machine learning and big data to identify high-performing employees at risk of leaving due to compensation issues. It provides personalized recommendations to retain top talent, such as targeted pay increases. The software compares costs of retention versus replacement. It offers flexible budget planning tools and analytics to help design effective compensation strategies aligned with business objectives.
This document discusses how HR must adapt to the new digital world of work. It outlines how digital technologies like mobile apps, wearables, and virtual reality impact both employees and organizations. It argues that HR must use digital systems to support employees, be more agile and connected to the business, and analyze data from digital communications. The document provides examples of how descriptive and predictive analytics can help HR understand workforce inputs, activities, and outcomes to better impact business performance in the digital age.
The document discusses digital transformation and how HR leaders can drive it within their organizations. It defines digital transformation as moving from one way of working to a new one that captures more value. The top five ways for HR leaders to drive digital transformation are outlined as engaging employees, promoting a culture of learning, managing the total workforce, simplifying HR operations, and making data-driven decisions. Implementing a cloud HCM solution from SAP SuccessFactors can help organizations achieve digital transformation across these areas.
How Solving Top Recruiting Challenges Will Improve Your Hiring ProcessNet at Work
Net@Work and Visibility Software discussed how their applicant tracking system (ATS) Cyber Recruiter can help solve common recruiting challenges by automating hiring processes, providing applicant tracking and analytics, and integrating with HR/payroll systems like Sage HRMS. Cyber Recruiter automates the entire hiring process from posting jobs to onboarding new employees. Current clients report saving significant time in their hiring using Cyber Recruiter's automated screening and onboarding features.
This document discusses digital HR transformation and moving to the cloud. It provides advantages of the cloud like flexible pricing, easy deployment, and lower costs. It asks key questions about standardization, legacy processes, and single or multi-vendor strategies. The rest of the document discusses why change HR technology such as reducing costs, modernizing for business impact, and improving user experience. It promotes attending webinars on digital HR transformation and introduces NGA as a global leader in helping organizations transform HR operations and move to the cloud.
Recognition and appreciation of employees plays a key role in driving employee engagement. Gallup studies show that engaged employees are passionate about their work and help move companies forward, while disengaged employees undermine company goals. Appreciation significantly increases engagement levels across industries and cultures. Performance-based recognition systems like CSI International's Stars Performance solution aim to improve engagement and business results by aligning employee goals and behaviors with company values through flexible recognition programs.
EmployeeConnect provides HR software solutions that streamline business processes through integrated workflow. Their flagship self-service solution launched in 1998 and has since grown to serve organizations across Australia, New Zealand, and the Pacific Rim. Their development strategy focuses on an enterprise-wide workflow engine that converts paper-based procedures into efficient online processes. This transforms traditional HR functions into a comprehensive human capital program that delivers strategic, financial, and competitive benefits.
Presented by Casewise.com. Every organization needs to identify its core competencies and process management architecture to enable successful, business operation. Following this presentation will help you get a complete overview of your organization that will lead to business efficiency, because when you can see more you do more.
Business Analytics Competency centre: A strategic Differentiator BSGAfrica
The document discusses establishing a business analytics competency center (BACC) to help organizations better utilize analytics. It notes that effective analytics requires more than just technology and emphasizes the importance of aligning business and IT perspectives. A BACC can serve as a central hub to develop analytics infrastructure, promote collaboration, and ensure analytics efforts are in line with business priorities. The goal of a BACC is to facilitate a strategic, enterprise-wide approach to analytics through joint ownership between business and IT.
Sage HRMS is a customizable HR management system that helps companies optimize HR processes and maximize return on employee investment. It provides tools to automate tasks, engage employees through self-service portals, and provide analytics to support business decisions. Implementing an integrated HRMS solution treats employees as a key investment and helps improve business results by keeping employees satisfied and productive.
Delivering successful SharePoint implementations can be challenging and far too many suffer from a less than desired ROI.
Successful SharePoint is best thought of as a team sport requiring cooperation and partnership between the business, IT and end-user communities collaborating to balance the need for governance, process and adoption.
This session is designed to help teams responsible for the success of SharePoint discusses proven methods and best practices for driving adoption while enabling and supporting governance requirements. It will highlight strategies for:
• Establishing an effective cross organization SharePoint team,
• Aligning SharePoint solutions to organizational goals and priorities,
• Engaging executive sponsors, stakeholders, and SharePoint champions,
• Planning end-user training, and communications, and
• Managing the technology platform and governance plan on an ongoing basis.
Data Governance for the CFO and the Executive TeamInsightSlides
The document discusses data governance and outlines its importance for organizations. It notes that data is a strategic asset that needs to be protected and have value extracted from it. An effective data governance framework includes oversight of data, decision-making processes, prioritizing investments, and ensuring data quality. Data governance applies well-defined policies, standards, roles and processes to maximize returns from an organization's data. The objectives are to create an enterprise-wide data agenda and life cycle plan while balancing people, processes and adaptability.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
Business intelligence competency centre strategy and road mapOmar Khan
The document outlines a strategy and roadmap for a Business Intelligence Competency Centre (BICC). It discusses how data is fueling new functions in media agencies and the need for data management services. It proposes that a BICC can provide centralized knowledge, best practices, and cost savings to support broader BI initiatives. Key components of an effective BICC include an organizational structure with roles like a director, business analysts, and technical consultants. The ultimate goals of the BICC are to help the organization meet BI metrics and ensure strategic, easy access to information across the business.
Experience the Innovative Work Out here to see the Unseen. A Community Of Passionate Individuals Whose Purpose Is To Revolutionize Staffing, Recruitment And Software Design, Creation And Delivery, While Advocating For Positive Social Change.
National Reach. Local Expertise. Combining strategic insight & technology know-how 700+ consultants High Productivity Competitive Advantage Smart Pricing Real Innovation Innovative business and technology consulting Flexible, client-focused delivery Local, highly experienced teams Drive competitive advantage through effective adoption of innovation Reduce total cost of ownership while increasing productivity and quality of service Process improvements by increasing productivity and results Dallas Office: 5601 Granite Parkway, Suite 480 Plano, TX 75024 | Slalom Consulting Confidential
E-business has had a significant impact on human resource management. HR functions like recruitment, selection, training, performance evaluations, and promotions can now be done online through an organization's intranet, extranet, or the public internet. This allows companies to find qualified candidates more efficiently and cost effectively. HRIS systems further help digitalize HR processes for tasks like time and attendance tracking, benefits administration, and payroll processing. Overall, e-business has made HRM more convenient, accurate, and data-driven.
Accelerate change, strategic transformations and reorganizations with Nakisa'...Nakisa
Nakisa is a provider of human capital management (HCM) and financial management solutions, with over 700 enterprise customers, 4 million subscribers, operations in 125 countries, and 18 language options. The webinar discussed how Nakisa's HCM solutions can help companies accelerate change, strategic transformations, and reorganizations through features like organizational modeling and change management workflows. The presentation highlighted key business trends driving the need for improved HCM, and demonstrated Nakisa's organizational modeling tool OrgModeler.
Delivering successful SharePoint implementations can be challenging and far too many suffer from a less than desired ROI.
Successful SharePoint is best thought of as a team sport requiring cooperation and partnership between the business, IT and end-user communities collaborating to balance the need for governance, process and adoption.
This session is designed to help teams responsible for the success of SharePoint discusses proven methods and best practices for driving adoption while enabling and supporting governance requirements. It will highlight strategies for:
• Establishing an effective cross organization SharePoint team,
• Aligning SharePoint solutions to organizational goals and priorities,
• Engaging executive sponsors, stakeholders, and SharePoint champions,
• Planning end-user training, and communications, and
• Managing the technology platform and governance plan on an ongoing basis.
This document discusses human resource information systems (HRIS) and their implementation and use at Energypac. It provides overviews of HRIS solutions and modules, how an HRIS can improve efficiency and effectiveness at Energypac, and how an HRIS can be designed for Energypac's management. It also discusses which departments need to be involved in an HRIS project, benefits of using an HRIS for benefits administration, challenges to implementation, and factors to consider when evaluating HRIS vendor support.
Leveraging HRIS to Bring Organization into The Next LevelGoutama Bachtiar
Presented in Human Resource Management Seminar and Conference entitled 'The Implementation of Human Resources Management Information Systems to Enhance Corporate Values' on October 29th 2013.
Saba's Compensation@Work software uses machine learning and big data to identify high-performing employees at risk of leaving due to compensation issues. It provides personalized recommendations to retain top talent, such as targeted pay increases. The software compares costs of retention versus replacement. It offers flexible budget planning tools and analytics to help design effective compensation strategies aligned with business objectives.
This document discusses how HR must adapt to the new digital world of work. It outlines how digital technologies like mobile apps, wearables, and virtual reality impact both employees and organizations. It argues that HR must use digital systems to support employees, be more agile and connected to the business, and analyze data from digital communications. The document provides examples of how descriptive and predictive analytics can help HR understand workforce inputs, activities, and outcomes to better impact business performance in the digital age.
The document discusses digital transformation and how HR leaders can drive it within their organizations. It defines digital transformation as moving from one way of working to a new one that captures more value. The top five ways for HR leaders to drive digital transformation are outlined as engaging employees, promoting a culture of learning, managing the total workforce, simplifying HR operations, and making data-driven decisions. Implementing a cloud HCM solution from SAP SuccessFactors can help organizations achieve digital transformation across these areas.
How Solving Top Recruiting Challenges Will Improve Your Hiring ProcessNet at Work
Net@Work and Visibility Software discussed how their applicant tracking system (ATS) Cyber Recruiter can help solve common recruiting challenges by automating hiring processes, providing applicant tracking and analytics, and integrating with HR/payroll systems like Sage HRMS. Cyber Recruiter automates the entire hiring process from posting jobs to onboarding new employees. Current clients report saving significant time in their hiring using Cyber Recruiter's automated screening and onboarding features.
This document discusses digital HR transformation and moving to the cloud. It provides advantages of the cloud like flexible pricing, easy deployment, and lower costs. It asks key questions about standardization, legacy processes, and single or multi-vendor strategies. The rest of the document discusses why change HR technology such as reducing costs, modernizing for business impact, and improving user experience. It promotes attending webinars on digital HR transformation and introduces NGA as a global leader in helping organizations transform HR operations and move to the cloud.
Recognition and appreciation of employees plays a key role in driving employee engagement. Gallup studies show that engaged employees are passionate about their work and help move companies forward, while disengaged employees undermine company goals. Appreciation significantly increases engagement levels across industries and cultures. Performance-based recognition systems like CSI International's Stars Performance solution aim to improve engagement and business results by aligning employee goals and behaviors with company values through flexible recognition programs.
EmployeeConnect provides HR software solutions that streamline business processes through integrated workflow. Their flagship self-service solution launched in 1998 and has since grown to serve organizations across Australia, New Zealand, and the Pacific Rim. Their development strategy focuses on an enterprise-wide workflow engine that converts paper-based procedures into efficient online processes. This transforms traditional HR functions into a comprehensive human capital program that delivers strategic, financial, and competitive benefits.
Presented by Casewise.com. Every organization needs to identify its core competencies and process management architecture to enable successful, business operation. Following this presentation will help you get a complete overview of your organization that will lead to business efficiency, because when you can see more you do more.
Business Analytics Competency centre: A strategic Differentiator BSGAfrica
The document discusses establishing a business analytics competency center (BACC) to help organizations better utilize analytics. It notes that effective analytics requires more than just technology and emphasizes the importance of aligning business and IT perspectives. A BACC can serve as a central hub to develop analytics infrastructure, promote collaboration, and ensure analytics efforts are in line with business priorities. The goal of a BACC is to facilitate a strategic, enterprise-wide approach to analytics through joint ownership between business and IT.
Sage HRMS is a customizable HR management system that helps companies optimize HR processes and maximize return on employee investment. It provides tools to automate tasks, engage employees through self-service portals, and provide analytics to support business decisions. Implementing an integrated HRMS solution treats employees as a key investment and helps improve business results by keeping employees satisfied and productive.
Delivering successful SharePoint implementations can be challenging and far too many suffer from a less than desired ROI.
Successful SharePoint is best thought of as a team sport requiring cooperation and partnership between the business, IT and end-user communities collaborating to balance the need for governance, process and adoption.
This session is designed to help teams responsible for the success of SharePoint discusses proven methods and best practices for driving adoption while enabling and supporting governance requirements. It will highlight strategies for:
• Establishing an effective cross organization SharePoint team,
• Aligning SharePoint solutions to organizational goals and priorities,
• Engaging executive sponsors, stakeholders, and SharePoint champions,
• Planning end-user training, and communications, and
• Managing the technology platform and governance plan on an ongoing basis.
Data Governance for the CFO and the Executive TeamInsightSlides
The document discusses data governance and outlines its importance for organizations. It notes that data is a strategic asset that needs to be protected and have value extracted from it. An effective data governance framework includes oversight of data, decision-making processes, prioritizing investments, and ensuring data quality. Data governance applies well-defined policies, standards, roles and processes to maximize returns from an organization's data. The objectives are to create an enterprise-wide data agenda and life cycle plan while balancing people, processes and adaptability.
Capgemini Consulting: Using Digital Tools to Unlock HR’s True PotentialCapgemini
In this Capgemini Consulting research report we look at why talent has gone digital and HR has not. We also outline how HR can unlock its true potential through digital tools.
Business intelligence competency centre strategy and road mapOmar Khan
The document outlines a strategy and roadmap for a Business Intelligence Competency Centre (BICC). It discusses how data is fueling new functions in media agencies and the need for data management services. It proposes that a BICC can provide centralized knowledge, best practices, and cost savings to support broader BI initiatives. Key components of an effective BICC include an organizational structure with roles like a director, business analysts, and technical consultants. The ultimate goals of the BICC are to help the organization meet BI metrics and ensure strategic, easy access to information across the business.
Experience the Innovative Work Out here to see the Unseen. A Community Of Passionate Individuals Whose Purpose Is To Revolutionize Staffing, Recruitment And Software Design, Creation And Delivery, While Advocating For Positive Social Change.
National Reach. Local Expertise. Combining strategic insight & technology know-how 700+ consultants High Productivity Competitive Advantage Smart Pricing Real Innovation Innovative business and technology consulting Flexible, client-focused delivery Local, highly experienced teams Drive competitive advantage through effective adoption of innovation Reduce total cost of ownership while increasing productivity and quality of service Process improvements by increasing productivity and results Dallas Office: 5601 Granite Parkway, Suite 480 Plano, TX 75024 | Slalom Consulting Confidential
E-business has had a significant impact on human resource management. HR functions like recruitment, selection, training, performance evaluations, and promotions can now be done online through an organization's intranet, extranet, or the public internet. This allows companies to find qualified candidates more efficiently and cost effectively. HRIS systems further help digitalize HR processes for tasks like time and attendance tracking, benefits administration, and payroll processing. Overall, e-business has made HRM more convenient, accurate, and data-driven.
Accelerate change, strategic transformations and reorganizations with Nakisa'...Nakisa
Nakisa is a provider of human capital management (HCM) and financial management solutions, with over 700 enterprise customers, 4 million subscribers, operations in 125 countries, and 18 language options. The webinar discussed how Nakisa's HCM solutions can help companies accelerate change, strategic transformations, and reorganizations through features like organizational modeling and change management workflows. The presentation highlighted key business trends driving the need for improved HCM, and demonstrated Nakisa's organizational modeling tool OrgModeler.
Delivering successful SharePoint implementations can be challenging and far too many suffer from a less than desired ROI.
Successful SharePoint is best thought of as a team sport requiring cooperation and partnership between the business, IT and end-user communities collaborating to balance the need for governance, process and adoption.
This session is designed to help teams responsible for the success of SharePoint discusses proven methods and best practices for driving adoption while enabling and supporting governance requirements. It will highlight strategies for:
• Establishing an effective cross organization SharePoint team,
• Aligning SharePoint solutions to organizational goals and priorities,
• Engaging executive sponsors, stakeholders, and SharePoint champions,
• Planning end-user training, and communications, and
• Managing the technology platform and governance plan on an ongoing basis.
This document discusses human resource information systems (HRIS) and their implementation and use at Energypac. It provides overviews of HRIS solutions and modules, how an HRIS can improve efficiency and effectiveness at Energypac, and how an HRIS can be designed for Energypac's management. It also discusses which departments need to be involved in an HRIS project, benefits of using an HRIS for benefits administration, challenges to implementation, and factors to consider when evaluating HRIS vendor support.
Leveraging HRIS to Bring Organization into The Next LevelGoutama Bachtiar
Presented in Human Resource Management Seminar and Conference entitled 'The Implementation of Human Resources Management Information Systems to Enhance Corporate Values' on October 29th 2013.
Secrets of World Class HR Depts | webinar with PayStream Advisors & docSTARdocSTAR
HR professionals want to spend time recruiting, on boarding and training the best candidates for their organizations. Instead, they are buried in paper.
In this presentation with PayStream Advisors, we divulge the best practices used by leading HR departments to go from a cost center, to a value center.
Start your journey to becoming a world class HR department.
Secrets of World Class HR Depts | webinar with PayStream Advisors & docSTARdocSTAR
HR professionals want to spend time recruiting, on boarding and training the best candidates for their organizations. Instead, they are buried in paper.
In this presentation with PayStream Advisors, we divulge the best practices used by leading HR departments to go from a cost center, to a value center.
Start your journey to becoming a world class HR department.
This webinar discusses how HR technology tools can help businesses address challenges in 2018 related to cross-generational workforces, compliance, identifying top performers, and data analysis. The webinar is presented by Mark Boutilier of Net@Work and covers how HRMS systems can help with challenges, engage employees, provide analytics and insights. HRMS provides benefits like streamlining administration, automating processes, and giving a single view of employment information.
A HRIS is a system that uses software to manage human resource, payroll, and other employee-related activities and processes electronically. It allows companies to more efficiently and effectively plan, manage, and control HR costs and make higher quality decisions. Key benefits of a HRIS include automating recurring tasks, improving recruitment processes, streamlining onboarding and benefits administration, and providing analytics to support decision making. Common modules within HRIS systems include training, payroll, HR management, compliance, and recruiting functions.
HR Management by Spreadsheet: Is there a Better Way?Sage HRMS
The Easy Way to Manage HR. A Human Resources Management System (HRMS) can automate the way you maintain and access both current and historical information about Recruiting, Onboarding, Policy Communication, Compensation, H&W Benefits, Payroll, Training, Performance, Evaluation, Promotion, Retirement, and Leave.
HR Technology Tools: What You May Be MissingNet at Work
How HR Technology Improves Results, Increases Efficiency, and Lowers Costs.
Like most organizations, you probably face several HR-related business challenges including succeeding with limited HR resources, managing compliance & risk of litigation, and ensuring accurate and timely payroll.
In this complimentary live webinar we will demonstrate how today’s Human Resource Management Systems (HRMS) provide an integrated, all-in-one, software solution for automating and managing your organization’s core workforce administration, including:
Employee job & personal information
Government compliance
Employee benefits
Payroll options - including integration with outside payroll services (i.e. ADP, Paychex)
Recruitment
Employee Self Service
Attendance
Planning, analysis, and reporting
Employee development, compensation and retention
Plus! We’ll review in detail how HR technology and applications can positively impact your bottom line through standardized processes, increased productivity, direct cost savings, and better compliance.
PeopleStrong is a venture capital funded HR technology and services company with over 40 clients and a marquee client list. It provides a wide range of HR services including benefits administration, payroll management, recruitment process outsourcing, HR analytics, and statutory compliance. It focuses on end-to-end recruitment technology, HRMS, contact centers, and customized dashboards. PeopleStrong has delivery centers in 5 Indian locations and represents clients across various industries. It has received several awards and recognition for its work and growth.
The survey found that HR departments spend too much time on administrative tasks like data entry rather than strategic work. Only 36% of companies surveyed had an integrated human capital management system, leading many HR professionals to spend over 40% of their time on administrative tasks. While most recognize the value of automation, many companies still rely on manual systems or have separate point solutions. Adopting an integrated HCM system could streamline work by reducing data entry and allowing HR to focus on more productive roles.
This document provides an overview of the services offered by ADP TotalSource, including talent acquisition, payroll and HR administration, talent management, health and welfare benefits, business insights, risk mitigation and compliance, employee communication, and retirement savings plans. It highlights statistics on the benefits of outsourcing HR administration and adopting data-driven decision making. The document promotes ADP TotalSource as a provider that can help power and protect businesses with HR expertise and solutions across the entire employee lifecycle and as companies grow.
This document provides an overview of the services offered by ADP TotalSource, including talent acquisition, payroll and HR administration, talent management, health and welfare benefits, business insights, risk mitigation and compliance, employee communication, and retirement savings plans. It highlights statistics on the benefits of outsourcing HR administration and adopting data-driven decision making. The document promotes ADP TotalSource as a provider that can help power and protect businesses with HR expertise and solutions across the entire employee lifecycle and as companies grow.
Cost reduction is the process used by companies to reduce costs and increase profits. It involves strategies that depend on the company's products and services, and every decision in product development affects costs. HR can help reduce costs through strategies like hiring and retaining top talent to reduce turnover costs, improving training and mentoring to prevent issues, automating manual processes, offering flexible benefits to attract workers, reducing workplace risks, and outsourcing some HR functions.
The document summarizes an HCL assessment for improving an organization's HR systems. It describes how traditional ERP HR systems are outdated and do not meet modern needs. HCL offers a next-generation HCM transformation assessment to evaluate an organization's HR systems, processes, and business needs to develop a roadmap and business case for change. The assessment identifies requirements, recommendations, benefits, risks, and a plan. HCL has experience successfully transforming HR for many large organizations.
This document discusses the process of planning and implementing a new HR information system (HRIS) from start to finish. It begins by explaining the importance of defining key stakeholders and their needs in order to determine the right modules. The planning phase involves deciding on an budget, mapping current processes, identifying necessary system integrations, and distributing a needs questionnaire. Selection involves developing a scorecard to evaluate potential vendor options. Implementation consists of data conversion, system configuration customized to the organization, training employees, and monitoring feedback during the go-live roll-out phase. The overall goal is to select and launch an HRIS that streamlines processes while supporting both management and employee needs.
This document discusses HR analytics and HRIS. It defines HR analytics as analyzing workforce data to identify human drivers of business outcomes and make better people decisions. The benefits of HR analytics include improved talent acquisition, employee experience, retention, training, compensation, and support. HRIS is a software system that stores and manages employee master data to support core HR processes like benefits, planning, and grievance handling. It provides benefits like reduced costs, faster data retrieval, better analysis and decision making. The document provides an example of bucketing analysis to calculate on-roll and off-roll attrition rates.
This document provides an overview of a webinar on developing effective HR key performance indicators (KPIs) and metrics. The webinar will discuss how to:
1. Develop organization-centric HR KPIs and measures
2. Partner with organizational leaders to pursue superior performance
3. Track, manage, and use organizational performance data to support decisions
4. Adjust KPIs and measurements as organizational factors change
5. Work strategically with leadership for long-term HR alignment
It emphasizes the importance of aligning HR strategies and metrics with business strategies and initiatives. The webinar will also explore how to interpret metric data in real-time to enable timely performance adjustments.
Once you have decided to shop for a new HR technology solution, you want to make sure you are identifying and evaluating vendors on the things that matter. It’s easy to get caught up in feature and functionality comparisons among vendors. In addition to those things—are there other areas you should make sure you have a full understanding before signing any contracts? Join Kristen Wylie as she covers five critical things you shouldn’t overlook throughout the selection process including:
The configurability of the solution. Are the vendors able to adopt to your critical processes and workflows or do you have to adapt yours to their system? When is okay to flex your workflows and when is it not?
The ongoing product support model post implementation. If you have an issue, can you pick up the phone or email someone and expect a reasonable turnaround time? Is it better to have a designated account manager or a team of representatives ready to address your issues real time?
Underlying dependencies around integration and technology partnerships. These may not be represented during the demo and could add cost and complexity to the implementation. What is the process for data transfer from existing systems?
Different approaches to pricing models and what to ask to ensure you fully understand what you are receiving from your contract.
Types of end-user training, remote or on-site services available to train end users of all types to drive adoption. It’s also critical to understand the release schedule and the product road map—are there on-going knowledge paths to support new users and new features and functionalities when released?
Learning objectives:
Understand what questions to ask your vendor during the product demo.
Gain a stronger understanding of the different pricing models you will encounter during the selection process and how to truly understand what you’re getting for your money.
Learn what are other ways beyond the product that vendors should be able to support you in meeting your goals and objectives.
The document discusses automating HR systems and processes through HRMS software. It outlines benefits like operational efficiency, productivity boosts, and cost reductions. Key HR modules covered include payroll, time & attendance, personnel records, benefits, and performance management. Case studies show how HRMS solutions helped organizations like a university, holdings company, and conglomerate centralize processes across locations to free up HR staff for strategic work. The software provider, Now Corporation, is an IBM partner that offers on-premise, cloud, and managed HRMS options.
Applying the New Lease Guidance for ASC 842RKLeSolutions
In this webinar Lease Query reviews a comprehensive example of how to apply the new lease accounting standard, ASC 842. The presentation reviews key lease dates and terms under the new standard and identify contract financial components and their applicability towards the lease liability calculation and determination of the appropriate discount rate. The presentation also covers journal entries under ASC 842.
This webinar covered 26 new features in Sage 100 v2021, including changes to the subscription and perpetual versions. Subscription customers will receive new features with upgrades, while perpetual customers will only get maintenance updates. Key changes include check number expansion, SFA integration, and a 64-bit version option. Global changes impact library master, roles, and company types. Enhancements to accounts payable, accounts receivable, bank reconciliation, inventory, sales orders, purchase orders, and custom office were also highlighted. The presentation concluded with a demonstration of Sage 100 v2021.
Motion Picture and Television Industry: Accounting Overview ASC 606RKLeSolutions
In this CPE webinar we shine the spotlight on revenue recognition accounting practices unique to the entertainment industry, and how revenues are impacted by the recent ASC 606 accounting standard update. Dan Landes from the Los Angeles CPA firm GHJ will be the presenter.
Make your entertainment industry accounting team more strategicRKLeSolutions
As a finance leader in the entertainment industry, you deal with a unique set of challenges including managing multiple entities, creating consolidated reports, planning for the future, closing the month, and a whole lot more. The only way to do this well is to automate manual tasks with technology and free your team to be strategic. Would you like to know how to do this better? See how RKL eSolutions has helped Skydance, Legendary, and Spyglass Media improve their business processes with automation.
We felt it was important to host a webinar to review the 1099 changes in Sage 100 for 2020 tax filings. The webinar will cover:
Sage 100 versions required for 1099 NEC Reporting
Sage 100 Hot Fix For 1099 NEC Reporting
Utility to update 1099 Misc. Box 7 vendors and 2020 payment data to NEC Box 1
Using Aatrix within Sage 100 to print or efile 1099 forms
Aatrix web version for non-compliant Sage 100 versions.
This document provides an agenda and overview for year-end planning and processing in Sage 100, including preparation, 1099 vendors, fiscal year end, payroll, tax updates, and ACA considerations. Key steps include verifying disaster recovery plans, setting up paperless office, creating a backup company, installing tax updates, preparing 1099s, closing modules in order, running payroll period end processing, and validating ACA setup. The document provides guidance on running necessary reports, reconciliations, and processing deadlines to complete all year-end tasks successfully in Sage 100.
This document provides an agenda and overview for a year-end planning session for Sage 500. Key discussion points include changes to 1099 forms for 2020, preparing for closing 2020 and opening 2021 in Sage 500, conducting general health checks of the system including disaster recovery plans and data pruning, and reviewing security groups and menus. The session covers tasks to complete before year-end such as setting up fiscal calendars and taking physical inventory, as well as resources and next steps.
The document provides an agenda and checklist for tasks to complete year-end planning and closing for Sage X3, including running managerial reports, closing the fiscal period and year, updating default date parameters, generating 1099 forms, and other considerations. It discusses running a year-end simulation, closing procedures, financial reporting, updating budgets and standard costs, and default date parameters. Contact information is provided for questions.
This webinar will provide an overview of dashboards in Adaptive Insights, including dashboard basics, creating perspectives and dashboards, understanding chart types and best practices, interacting with charts, and answering questions. The webinar will review how to start with dashboards, take the next step by experimenting with different chart types and features, and lead by sharing dashboards and customizing settings. The presenter is Adam Fegley, an Adaptive Insights specialist at RKL, who will guide participants on their customer journey with Adaptive Insights dashboards.
The Sage 100 Road Ahead presentation provides an overview of the product enhancements and new features that are in Sage 100 version 2020, which launched in March. Upon completion of this course, participants will have an understanding of the exciting new changes included in this new release, including:
- Payroll Version
- Workstation Synchronization Without Admin Rights
- Data Conversion Enhancements
- Custom Office Enhancements
- Navigation Updates
- Address Changes
- Accounts Receivable and Payable Changes
- eInvoicing
- Multiple Purchase Orders on a Receipt
- Lot/Serial Expiration Dates
- Expensing Work-in-Progress Costs in Job Cost
If there’s one thing that the current crisis has illuminated for most companies, it’s that in the modern workplace every department – from accounts payable, to human resources, to legal – needs to be able to communicate, collaborate, and do their best work from anywhere, not just the office. We know that there are a lot of different software vendors that offer solutions for automation this download will provide you with an RKLeSolutions Resource Review. The purpose is to give a quick overview of a variety of automated solutions, allowing you to decide which platforms to research more deeply and which of their webinars are worth attending.
In Preparation for 2020 this slide deck has information on:
-Fiscal Year-End Close Process
Create Fiscal Year Reporting Periods
1099 Preparation and Processing
This document provides an agenda and information for year-end planning tasks in Sage 500, including preparing fiscal calendars for 2020, completing the 2019 physical inventory, processing 1099 payments to vendors, and performing general health checks like updating the disaster recovery plan and pruning old data. It discusses tasks like setting up the 2020 GL and inventory calendars, taking the physical inventory count, 1099 payment requirements and deadlines, updating emergency contacts and backup procedures in the disaster recovery plan, and safely reducing unused data and database size through inactivation and purging. Contact RKL eSolutions for assistance or questions on any of these year-end tasks.
This year-end webinar for Sage X3 processing covers:
Year-End Check List of tasks to perform before closing
Managerial Reports to run at YE & Tie to the GL
Closing Last Fiscal Period and Year
Run Financial Data Extraction or SEI Reports
Other Considerations
1099 Generation and Reporting
Updating Default Parameters
This document summarizes information about RKL eSolutions, LLC and their software solutions for food processors built on Sage. Key points include that RKL has over 1300 Sage customers across 43 states and 102 colleagues nationwide. Sage is also summarized, noting they have 37 years of experience serving over 3 million customers in 23 countries with $3 billion in global revenue. The document then discusses RKL's award-winning services, technologies, and solutions for meeting regulatory compliance, managing inventory, production planning and tracking, and business intelligence/analytics. Case studies show benefits customers have experienced including increased growth and productivity. RKL's implementation methodology is outlined in 6 phases from preparation to optimization. The RKL Sage X3 project team is introduced with specific
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
5. 5
Employee Experience
• Investing in employee engagement
increases workforce retention and
thus decreases employee turnover
costs.
• An employee will be motivated to
stay at a company when they feel
comfortable, well respected, fairly
compensated, and see possibilities
for growth and personal
development.
9. Did you know?
Paperless HR
18% 69% 47%
Source: Aberdeen Group and Buck Consultants
Greater achievement of first
performance goals for
employees whose companies
used automated new hire forms
and benefits enrollment.
16% greater new hire retention
Of companies surveyed have
green programs in place. Most
commonly site initiatives were
“recycling and paper reduction”
Of companies with green
initiatives have HR as the
responsible department
10. Traditional Onboarding
• Paper intensive
• Manual data entry
• Paper checklists to manage the process
• A bad first experience for the new hire
• First day “administrivia”
• Negative impact on the employment brand
Today, we want to cover an overview of our core solution, Sage HRMS and how some of our other modules and extensions can help you automate and become more paperless. So, I just have a few slides first and I will show you these modules. Please feel free to ask questions as we go thru the presentation. Danny will be monitoring questions and we should have some time at the end to address them as well.
With our core HR module, our goal is to centralize your different systems, maybe Excel files and have all the information you need at your fingertips. When we look up an emlokyee, you will be able to see information about key dates, hire dates, benefits, time off plans and accruals, certifications and training info and be able to report on all these metrics.
AS you can see here, the core module is central and key for all the other pieces to work. So once we have the core module, we can enhance some of these options like integrating with your Payroll system, or I will show you the options for Self Service Portal and Paperless forms. We can track your performance reviews key dates but also have options to complete the forms online by employees and the managers.
What kind of experiences are you offering to your employees? Why are we talking about going Paperless?
There are proven facts that investing in employee engagement tools increases employee engagement and workforce retention.
How we treat our employees and what we invest in our employees has a huge influence on the bottom line. Investing in and managing your Human Capital has in many cases a larger effect than investments in marketing or R&D
Enable your employees to request time off, review pay history, update contact information, and more—with just a few mouse clicks. Instead of calling the HR department with routine inquiries, employees and managers can access and review information regarding time off, current benefits, and current job details—anytime, anyplace over the Internet or company intranet.
Here is a screenshot of information integrated with Payroll. It could be your Sage 300 payroll stubs. You don’t have to print them anymore or possibly email them separately.
According to some studies done by Aberdeen consulting group, if a company is trying to go paperless, 47% of these companies select HR as the responsible department. Or automating onboarding forms and performance reviews have shown 18% increase in getting them done in time since it is easier to track it and have alerts built in rather than following a paper trail.
For example, when it comes to onboarding, it is quite common to talk to our customers who have over 10-15 forms, we even have a customer with over 32 onboarding forms an employee had to fill in. Traditional onboarding is paper intersive, manual, prone to errors.
On Demand forms – you can complete any forms you design and make available from a catalog. It comes with over 30 samples forms and you can add your own forms. If you look at the top, we can also group them by areas like all new hire forms, or leave forms. Or managers can see forms to do on behalf of their employees.
HR Actions is our module to transform your paper forms into web forms. We can configure checklist or group of forms as you see here. For example, I have 5 checklist here for the employee. Mostly since this was from my demo and I want to show multiple forms. But the checklist can have conditions or logic so you can show specific forms based on a date rante, or based on their job, so employees and managers can have different checklist.
On Demand forms – you can complete any forms you design and make available from a catalog. It comes with over 30 samples forms and you can add your own forms. If you look at the top, we can also group them by areas like all new hire forms, or leave forms. Or managers can see forms to do on behalf of their employees.
Another great tool to go more paperless is implementing our alerts and workflow module. This might save you on some your sticky notes laying around your computer monitor.
A company is as good as its employees. We are used to talking about a company as if the organization itself is a person. But an organization does not have ideas, does not give service, and is by itself not efficient or productive. The people in the organization do and are.