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Sage HRMS I White Paper




The Benefits of Paperless HR:
Sustainable, Cost-Effective, and
Within Your Reach
Sage HRMS

Table of Contents

Introduction................................................................................................................... 1


Going Paperless With a Human Resource Management System......................... 1
	Sustainability.................................................................................................. 1
	       Ease of Access to Key Information............................................................. 2
	       Lower Costs and Increased Efficiency....................................................... 3


HR Functions Improved by Technology.................................................................... 4
	      Applicant Tracking and Recruiting............................................................ 4
	      Employee Administration............................................................................ 4	
	      Automated Forms and Approval Routing................................................. 4
	      Online Benefits Enrollment......................................................................... 5
	      Automated Benefits Carrier Connectivity................................................ 5
	      Paperless Payroll............................................................................................ 5


Conclusion..................................................................................................................... 5
Introduction                                                                                           Sage HRMS
For some time, HR professionals have aspired to create a “paperless office” with automated
technology to create, store, and manage all of the employee information necessary to run a
business effectively. Today the technology exists to turn this goal into reality with a desirable
Return on Investment (ROI). Current business trends toward environmental sustainability
provide the additional impetus to make the business case for paperless HR today, to help
support the workforce of tomorrow.

Increasingly, reducing the use of paper in business processes will become a necessary step
toward corporate sustainability efforts. Some global and regional companies are pushing
sustainability initiatives not only within their own operations, but also out into the supply chain,
encouraging vendors and partners to implement greener business practices. “Going green” is
a competitive response to changes in social attitudes and to the expectations of customers,
employees, and stakeholders.

Because of the many paper-intensive administrative processes in the Human Resources
department, it is a great area to embrace corporate sustainability objectives by eliminating
paper. Going paperless also saves costs and increases the efficiency and accuracy of HR
functions. It can even help with recruiting and engagement—many sought-after job candidates
and top-performing employees are passionate about environmental causes. This white paper
provides information on the benefits of a paperless HR department and the technology for
putting it in place.




Going Paperless With a Human Resources Management System
The principal technology tool to help you achieve a paperless HR department is Human
Resources Management System (HRMS) software. This central system is connected to all
HR-related processes. A notable feature is that employees and managers interact directly
with the HRMS through self-service functionality, which eliminates the delay, inaccuracies, and
inefficiencies of a paper-bound system. Moving to a paperless HR department can provide
many benefits for your organization, including the following:



Sustainability and a Greener Reputation
Even a casual observer of social trends would recognize the increased attention given to
environmental issues in the last 20 years. The environment issue is the subject of an ongoing
national conversation, debated daily in the news and in state and federal government. The
Millennial Generation—the next generation of employees, job candidates, and customers—was
raised online and is socially connected. Many of these younger people dedicate themselves to
good environmental stewardship.




                                                                                                                   1
Not surprisingly, companies have made environmental sustainability a part of their business                          Sage HRMS
plans. Consider the following points made in a 2011 study of global executives:1

	 •	 Sustainability spending survived the economic downturn, with almost 60% of 		
		 companies increasing their investment in 2010.

	 •	 All companies surveyed recognized that a reputation for sustainability grows the value 		
		 of their brands.

	 •	 Companies from diverse industries uniformly recognized the competitive significance of 	
		sustainability.

	 •	 Institutional investors are increasingly looking at sustainability. For example, “The 		
		 Carbon Disclosure Project” now represents investors with $64 trillion under 			
		management.

	 •	 Corporate green initiatives have become a growing consideration
		 for job seekers.                                                                                  Intangible Benefits
                                                                                                       of Going Green
Additionally, a separate 2011 survey of U.S. companies found that 69%
of the companies surveyed have green programs in place.2 The most
                                                                                            Some benefits of green initiatives are
common green practice was “recycling and paper reduction.”3 Going
                                                                                            hard to measure but may create a
paperless in your HR department is a solid first step toward going
green as an organization.                                                                   competitive advantage. Enhanced
                                                                                            reputation helps attract key talent, as
                                                                                            Johnson & Johnson’s senior director
Easier Access to Key Workforce Information for                                              of worldwide health and safety, Al
Decision Making
                                                                                            Iannuzzi, acknowledged to the MIT
To be successful, a business must make better decisions than its competitors.               Sloan Management Review: “The high-
Better decision-making hinges on the right people gaining access to the right
                                                                                            potential new MBA students coming
information at the right time. As a practical business benefit, an HRMS
                                                                                            out are interested in working for a
empowers your HR team, management, and when appropriate, even
employees, with ready access to key information. All relevant information                   responsible company. So if we weren’t
about present and past employees is stored electronically, in a secure                      doing this type of stuff, they would
centralized location.                                                                       probably be looking elsewhere, at least a

When a decision requires an understanding of the company’s workforce,                  percentage.”4
self-service functionality in your HRMS can provide key decision-makers
with information about employees, performance, programs, benefits,
and workforce costs. You can access this information in real time and
generate a variety of reports on demand. Further, the HR department
can provide managers, supervisors, and executives with access to specific workforce
information, tailored for their business roles. Employees can also use self service. For example,
employees can access benefit plans, training announcements, company policies, payroll
history, and time-off balances—all without the need for time or resources from HR staff.




1 	 MIT Sloan Management Review & The Boston Consulting Group, “Sustainability: The ‘Embracers’ Seize Advantage,”
		
    	Winter 2011, p.5.a
2 	 Buck Consultants, a Xerox company, “Green Programs Save ‘Green,’ Buck Consultants Survey Reveals More U.S. 		
	 Employers Measuring Cost Savings Stemming From Environmental Efforts,” April 11, 2011.
3 	 Ibid.
4 	 MIT Sloan Management Review & The Boston Consulting Group, “Sustainability: The ‘Embracers’ Seize Advantage,”
	 Winter 2011, p.16.                                                                                                                    2
Lower Costs and Increased Efficiency                                                                                                   Sage HRMS
An HRMS can help your organization lower costs in several ways: reduced supply costs, improved
accuracy, and more efficient routing and approval of electronic forms and requests. Going paperless not
only eliminates the cost of the paper itself, but it also reduces the expense of printing, delivery, handling,
and storage of your documents.

Likewise, time and resources are saved because employees can directly interact with
the HRMS through self-service functionality, which reduces the cost associated with                                 HR Can Be a Leader in
data entry. Employees take responsibility for entering some data, such as a time-off                                  Green Initiatives
request, into the HRMS, which can be immediately reviewed and approved by
                                                                                                                    According to a survey
managers. Self service delivers the following benefits:
                                                                                                                    of companies by Buck
	 •	 It increases the accuracy of HR data by reducing the typographical data-entry
                                                                                                                    Consultants, in 47% of
		 errors common to a paper-bound system.
                                                                                                                    companies with green
	 •	 The increased accuracy means that less time is devoted to detecting and                                        initiatives, the HR department
		 remedying mistakes.
                                                                                                                    owns the program.5
	 •	 Employees and their managers can complete routine requests and
		 administration without HR involvement, such as requests for time off,
		 changes to W-4 information, and updated contact information.

In summary, through the use of electronic, automated forms, the HRMS allows for more efficient routing
of employee requests and management approvals. These are just more examples of how the use of an
HRMS drives companywide efficiency for HR processes and will improve the level of service that HR can
offer to the company.



                                           Green Dollars and Cents
      In a recent pilot program in Wisconsin’s manufacturing industry, sustainability projects
      generated an average ROI of 485%. A June 2011 report by the Profitable Sustainability
      Initiative provided these details:6

                    Cost Savings:          $26.9 million projected over five years
  Increased/Retained Sales:                $23.5 million projected over five years
                       Investment:         $3.6 million across more than 87 projects
      Total Economic Impact:               $54 million projected over five years
        Return on Investment:              Across all projects, ROI averaged 485%. Transportation
                                           sustainability projects achieved an ROI of 1,995%!




5	 “Green Company Programs Increase in U.S.,” HR News, April 21, 2010. Accessed at SHRM.org.
6	 Manufacturing Extension Partnership, “Wisconsin Profitable Sustainability Initiative First Report,” June 2011.                                    3
HR Functions Improved by Technology                                                                            Sage HRMS
How many of your current HR processes can be completed without paper? All of them—if you
utilize the right technology. An HRMS is a centralized system that provides a single, reliable tool for
performing each function of a previously paper-based system with increased efficiency, cost savings,
and enhanced analytics. Your organization can strip the paper out of any of these HR functions:

	 •	   Online Applicant Tracking and Recruiting: HR managers can locate and recruit better qualified 	
		     candidates for open positions. Positions are posted online, and resumés and applications are 		
		     also received electronically. In that format, they can be searched and filtered for the 			
		     appropriate skill set. Resumés and applications can then be routed to management for further 		
		     review. Some systems can even help schedule candidate interviews and, if approved, 			
		     transmit the offer letter. If the candidate is employed by the company, the resumé 			
		     and application are then stored in the new electronic personnel file.

	 •	   Employee Administration: The employee self-service feature of the system, described above, 		
		     performs many routine HR functions while keeping sensitive employee data safe and secure. 		
		     The HR manager can determine how workforce data is distributed based on the security profile 		
		     of each user. With these security protocols in place, the system allows employees to initiate 		
		     requests for time off and training, review their payroll history, see what benefits they signed up 		
		     for, access company policies, and much more.

	 •	   Automated Form Delivery and Approval Alerts: In addition to monitoring HR activities, tools 		
		     exist to go beyond monitoring to help the approval workflow process. These tools auto-fill, 		
		     generate, and deliver forms based on specific business events and then help expedite them 		
		     through the approval process. For example, a new employee entered into the HRMS would 		
		     trigger the delivery of onboarding forms, a request for orientation training, a form to get the 		
		     employee into the payroll system, and so on. These forms would be automatically sent to the 		
		     correct people and alerts would ensure their quick routing through the entire approval process, 		
		     all without ever having to say, “Are you done with that?”	




                                 Ways to Go Green in HR
   In 2010, Buck Consultants found that the companies they surveyed were embracing
   paperless HR practices.
   	
   	 78% have internal green communication programs to reduce paper usage.

   	    72% use online HR communications.

   	 58% have internal communication programs that offer employees tips and 		
   		    information on being environmentally friendly.

   	    57% use online summary plan descriptions.




                                                                                                                           4
•	   Online Benefits Enrollment: Empowering employees to learn about benefits and make their 		            Sage HRMS
		     selections online can significantly shorten the enrollment cycle. Online benefits enrollment 		
		     provides complete and timely information about benefits without the use of costly paper 		
		     packets. Employees can then input their information and selections and even update that 		
		     information in the event of future life changes. Benefit managers can quickly handle open 		
		     enrollment, through a simple review and approval of submissions, without the need for
		     time-consuming data reentry.

	 •	   Automated Benefits Carrier Connectivity: This technology gathers,
		     formats, and electronically transmits data about enrolled employees                       Greener Pay
		     to benefits providers. This automated system avoids the costly errors
		     typical of a paper-based system, including duplicate data entry,            In 2009, Walmart transitioned to entirely
		     typographical errors, and “missed enrollments.”                             paperless payroll, using direct deposit
                                                                                   and payroll paycards only to deliver pay to
	 •	   Electronic Payroll: Integrating an automated payroll component into
		     an HRMS system empowers the company to pay employees                        over 1.4 million U.S. employees.7 Green
		     electronically. Direct deposits and payroll debit cards save the costs      payroll practices can also contribute to the
		     associated with processing and issuing paper paychecks while                bottom line at much smaller organizations.
		     providing employees with more convenient ways to receive their pay.         According to HR Magazine, the
                                                                                   comptroller of the currency estimates that
                                                                                   employers save about $2 per paycheck
                                                                                   when they pay electronically. Employers
Conclusion
The concept of improving efficiency by using an HRMS to go paperless               save another $8 to $10 for each check
is not new to HR professionals. What’s evolving is the increased corporate         they do not have to cancel and reissue—
focus on sustainability and green initiatives. Recent studies suggest this         approximately 4 million paper paychecks
issue will be a persistent component of future business plans. As                  are lost or stolen each year.8
companies respond to the demands of their customers, investors,
employees, and other stakeholders, green practices will become a
regular way of doing business.

For the HR department, using your technology to go paperless is a great way to support company
objectives and set a positive example for the rest of the organization. The benefits are clear: lower
costs, a better corporate image, and improved productivity in the HR department. Equally clear is the
feasibility of implementing an HRMS—going green is definitely within your reach.



		




7	 Aliah D. Wright, “Wal-Mart Eliminates Paper Paychecks,” SHRM website.
8	 Cathy S. Beyda, “A Greener Wage,” HR Magazine, Vol. 55, No. 3, March 2010.                                                     5
About Sage HRMS
 An industry-leading, customizable HRMS solution, Sage HRMS helps
 companies optimize their HR business processes as well as maximize their
 Return On Employee Investment (ROEI)™. Developed by HR professionals
 for HR professionals, Sage HRMS delivers a tightly integrated set of
 comprehensive features and functionality that increases efficiency and
 improves productivity at every level in the organization.

 With Sage HRMS, you can successfully meet and respond to the HR
 management challenges you face every day in the areas of payroll, benefits,
 employee self-service, attendance, recruiting, training, workforce analytics,
 and more. By automating and streamlining your day-to-day HR business
 processes using Sage HRMS, you and your staff are freed up to spend more
 time and energy on the business asset that is most vital to your company—
 your employees.

 A global $2.2 billion software company with over 30 years of experience
 and 6.3 million customers, Sage has provided HRMS solutions longer than
 any other company in North America. By choosing Sage, you not only get
 productivity-boosting HR and payroll software solutions, you get the support
 of an award-winning customer service team and access to many other
 business tools and resources that make your work life easier.



 To learn more, please call us at 800-424-9392, or visit
 our website at: www.SageHRMS.com




Sage
888 Executive Center Dr. W., Suite 300 | St. Petersburg, FL 33702 | www.SageHRMS.com


©2011 Sage Software, Inc. All rights reserved. Sage, the Sage logos, and the Sage product and service
names mentioned herein are registered trademarks or trademarks of Sage Software, Inc., or its affiliated
entities. All other trademarks are the property of their respective owners.           	         11/11

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The Benefits of Paperless HR

  • 1. Sage HRMS I White Paper The Benefits of Paperless HR: Sustainable, Cost-Effective, and Within Your Reach
  • 2. Sage HRMS Table of Contents Introduction................................................................................................................... 1 Going Paperless With a Human Resource Management System......................... 1 Sustainability.................................................................................................. 1 Ease of Access to Key Information............................................................. 2 Lower Costs and Increased Efficiency....................................................... 3 HR Functions Improved by Technology.................................................................... 4 Applicant Tracking and Recruiting............................................................ 4 Employee Administration............................................................................ 4 Automated Forms and Approval Routing................................................. 4 Online Benefits Enrollment......................................................................... 5 Automated Benefits Carrier Connectivity................................................ 5 Paperless Payroll............................................................................................ 5 Conclusion..................................................................................................................... 5
  • 3. Introduction Sage HRMS For some time, HR professionals have aspired to create a “paperless office” with automated technology to create, store, and manage all of the employee information necessary to run a business effectively. Today the technology exists to turn this goal into reality with a desirable Return on Investment (ROI). Current business trends toward environmental sustainability provide the additional impetus to make the business case for paperless HR today, to help support the workforce of tomorrow. Increasingly, reducing the use of paper in business processes will become a necessary step toward corporate sustainability efforts. Some global and regional companies are pushing sustainability initiatives not only within their own operations, but also out into the supply chain, encouraging vendors and partners to implement greener business practices. “Going green” is a competitive response to changes in social attitudes and to the expectations of customers, employees, and stakeholders. Because of the many paper-intensive administrative processes in the Human Resources department, it is a great area to embrace corporate sustainability objectives by eliminating paper. Going paperless also saves costs and increases the efficiency and accuracy of HR functions. It can even help with recruiting and engagement—many sought-after job candidates and top-performing employees are passionate about environmental causes. This white paper provides information on the benefits of a paperless HR department and the technology for putting it in place. Going Paperless With a Human Resources Management System The principal technology tool to help you achieve a paperless HR department is Human Resources Management System (HRMS) software. This central system is connected to all HR-related processes. A notable feature is that employees and managers interact directly with the HRMS through self-service functionality, which eliminates the delay, inaccuracies, and inefficiencies of a paper-bound system. Moving to a paperless HR department can provide many benefits for your organization, including the following: Sustainability and a Greener Reputation Even a casual observer of social trends would recognize the increased attention given to environmental issues in the last 20 years. The environment issue is the subject of an ongoing national conversation, debated daily in the news and in state and federal government. The Millennial Generation—the next generation of employees, job candidates, and customers—was raised online and is socially connected. Many of these younger people dedicate themselves to good environmental stewardship. 1
  • 4. Not surprisingly, companies have made environmental sustainability a part of their business Sage HRMS plans. Consider the following points made in a 2011 study of global executives:1 • Sustainability spending survived the economic downturn, with almost 60% of companies increasing their investment in 2010. • All companies surveyed recognized that a reputation for sustainability grows the value of their brands. • Companies from diverse industries uniformly recognized the competitive significance of sustainability. • Institutional investors are increasingly looking at sustainability. For example, “The Carbon Disclosure Project” now represents investors with $64 trillion under management. • Corporate green initiatives have become a growing consideration for job seekers. Intangible Benefits of Going Green Additionally, a separate 2011 survey of U.S. companies found that 69% of the companies surveyed have green programs in place.2 The most Some benefits of green initiatives are common green practice was “recycling and paper reduction.”3 Going hard to measure but may create a paperless in your HR department is a solid first step toward going green as an organization. competitive advantage. Enhanced reputation helps attract key talent, as Johnson & Johnson’s senior director Easier Access to Key Workforce Information for of worldwide health and safety, Al Decision Making Iannuzzi, acknowledged to the MIT To be successful, a business must make better decisions than its competitors. Sloan Management Review: “The high- Better decision-making hinges on the right people gaining access to the right potential new MBA students coming information at the right time. As a practical business benefit, an HRMS out are interested in working for a empowers your HR team, management, and when appropriate, even employees, with ready access to key information. All relevant information responsible company. So if we weren’t about present and past employees is stored electronically, in a secure doing this type of stuff, they would centralized location. probably be looking elsewhere, at least a When a decision requires an understanding of the company’s workforce, percentage.”4 self-service functionality in your HRMS can provide key decision-makers with information about employees, performance, programs, benefits, and workforce costs. You can access this information in real time and generate a variety of reports on demand. Further, the HR department can provide managers, supervisors, and executives with access to specific workforce information, tailored for their business roles. Employees can also use self service. For example, employees can access benefit plans, training announcements, company policies, payroll history, and time-off balances—all without the need for time or resources from HR staff. 1 MIT Sloan Management Review & The Boston Consulting Group, “Sustainability: The ‘Embracers’ Seize Advantage,” Winter 2011, p.5.a 2 Buck Consultants, a Xerox company, “Green Programs Save ‘Green,’ Buck Consultants Survey Reveals More U.S. Employers Measuring Cost Savings Stemming From Environmental Efforts,” April 11, 2011. 3 Ibid. 4 MIT Sloan Management Review & The Boston Consulting Group, “Sustainability: The ‘Embracers’ Seize Advantage,” Winter 2011, p.16. 2
  • 5. Lower Costs and Increased Efficiency Sage HRMS An HRMS can help your organization lower costs in several ways: reduced supply costs, improved accuracy, and more efficient routing and approval of electronic forms and requests. Going paperless not only eliminates the cost of the paper itself, but it also reduces the expense of printing, delivery, handling, and storage of your documents. Likewise, time and resources are saved because employees can directly interact with the HRMS through self-service functionality, which reduces the cost associated with HR Can Be a Leader in data entry. Employees take responsibility for entering some data, such as a time-off Green Initiatives request, into the HRMS, which can be immediately reviewed and approved by According to a survey managers. Self service delivers the following benefits: of companies by Buck • It increases the accuracy of HR data by reducing the typographical data-entry Consultants, in 47% of errors common to a paper-bound system. companies with green • The increased accuracy means that less time is devoted to detecting and initiatives, the HR department remedying mistakes. owns the program.5 • Employees and their managers can complete routine requests and administration without HR involvement, such as requests for time off, changes to W-4 information, and updated contact information. In summary, through the use of electronic, automated forms, the HRMS allows for more efficient routing of employee requests and management approvals. These are just more examples of how the use of an HRMS drives companywide efficiency for HR processes and will improve the level of service that HR can offer to the company. Green Dollars and Cents In a recent pilot program in Wisconsin’s manufacturing industry, sustainability projects generated an average ROI of 485%. A June 2011 report by the Profitable Sustainability Initiative provided these details:6 Cost Savings: $26.9 million projected over five years Increased/Retained Sales: $23.5 million projected over five years Investment: $3.6 million across more than 87 projects Total Economic Impact: $54 million projected over five years Return on Investment: Across all projects, ROI averaged 485%. Transportation sustainability projects achieved an ROI of 1,995%! 5 “Green Company Programs Increase in U.S.,” HR News, April 21, 2010. Accessed at SHRM.org. 6 Manufacturing Extension Partnership, “Wisconsin Profitable Sustainability Initiative First Report,” June 2011. 3
  • 6. HR Functions Improved by Technology Sage HRMS How many of your current HR processes can be completed without paper? All of them—if you utilize the right technology. An HRMS is a centralized system that provides a single, reliable tool for performing each function of a previously paper-based system with increased efficiency, cost savings, and enhanced analytics. Your organization can strip the paper out of any of these HR functions: • Online Applicant Tracking and Recruiting: HR managers can locate and recruit better qualified candidates for open positions. Positions are posted online, and resumés and applications are also received electronically. In that format, they can be searched and filtered for the appropriate skill set. Resumés and applications can then be routed to management for further review. Some systems can even help schedule candidate interviews and, if approved, transmit the offer letter. If the candidate is employed by the company, the resumé and application are then stored in the new electronic personnel file. • Employee Administration: The employee self-service feature of the system, described above, performs many routine HR functions while keeping sensitive employee data safe and secure. The HR manager can determine how workforce data is distributed based on the security profile of each user. With these security protocols in place, the system allows employees to initiate requests for time off and training, review their payroll history, see what benefits they signed up for, access company policies, and much more. • Automated Form Delivery and Approval Alerts: In addition to monitoring HR activities, tools exist to go beyond monitoring to help the approval workflow process. These tools auto-fill, generate, and deliver forms based on specific business events and then help expedite them through the approval process. For example, a new employee entered into the HRMS would trigger the delivery of onboarding forms, a request for orientation training, a form to get the employee into the payroll system, and so on. These forms would be automatically sent to the correct people and alerts would ensure their quick routing through the entire approval process, all without ever having to say, “Are you done with that?” Ways to Go Green in HR In 2010, Buck Consultants found that the companies they surveyed were embracing paperless HR practices. 78% have internal green communication programs to reduce paper usage. 72% use online HR communications. 58% have internal communication programs that offer employees tips and information on being environmentally friendly. 57% use online summary plan descriptions. 4
  • 7. Online Benefits Enrollment: Empowering employees to learn about benefits and make their Sage HRMS selections online can significantly shorten the enrollment cycle. Online benefits enrollment provides complete and timely information about benefits without the use of costly paper packets. Employees can then input their information and selections and even update that information in the event of future life changes. Benefit managers can quickly handle open enrollment, through a simple review and approval of submissions, without the need for time-consuming data reentry. • Automated Benefits Carrier Connectivity: This technology gathers, formats, and electronically transmits data about enrolled employees Greener Pay to benefits providers. This automated system avoids the costly errors typical of a paper-based system, including duplicate data entry, In 2009, Walmart transitioned to entirely typographical errors, and “missed enrollments.” paperless payroll, using direct deposit and payroll paycards only to deliver pay to • Electronic Payroll: Integrating an automated payroll component into an HRMS system empowers the company to pay employees over 1.4 million U.S. employees.7 Green electronically. Direct deposits and payroll debit cards save the costs payroll practices can also contribute to the associated with processing and issuing paper paychecks while bottom line at much smaller organizations. providing employees with more convenient ways to receive their pay. According to HR Magazine, the comptroller of the currency estimates that employers save about $2 per paycheck when they pay electronically. Employers Conclusion The concept of improving efficiency by using an HRMS to go paperless save another $8 to $10 for each check is not new to HR professionals. What’s evolving is the increased corporate they do not have to cancel and reissue— focus on sustainability and green initiatives. Recent studies suggest this approximately 4 million paper paychecks issue will be a persistent component of future business plans. As are lost or stolen each year.8 companies respond to the demands of their customers, investors, employees, and other stakeholders, green practices will become a regular way of doing business. For the HR department, using your technology to go paperless is a great way to support company objectives and set a positive example for the rest of the organization. The benefits are clear: lower costs, a better corporate image, and improved productivity in the HR department. Equally clear is the feasibility of implementing an HRMS—going green is definitely within your reach. 7 Aliah D. Wright, “Wal-Mart Eliminates Paper Paychecks,” SHRM website. 8 Cathy S. Beyda, “A Greener Wage,” HR Magazine, Vol. 55, No. 3, March 2010. 5
  • 8. About Sage HRMS An industry-leading, customizable HRMS solution, Sage HRMS helps companies optimize their HR business processes as well as maximize their Return On Employee Investment (ROEI)™. Developed by HR professionals for HR professionals, Sage HRMS delivers a tightly integrated set of comprehensive features and functionality that increases efficiency and improves productivity at every level in the organization. With Sage HRMS, you can successfully meet and respond to the HR management challenges you face every day in the areas of payroll, benefits, employee self-service, attendance, recruiting, training, workforce analytics, and more. By automating and streamlining your day-to-day HR business processes using Sage HRMS, you and your staff are freed up to spend more time and energy on the business asset that is most vital to your company— your employees. A global $2.2 billion software company with over 30 years of experience and 6.3 million customers, Sage has provided HRMS solutions longer than any other company in North America. By choosing Sage, you not only get productivity-boosting HR and payroll software solutions, you get the support of an award-winning customer service team and access to many other business tools and resources that make your work life easier. To learn more, please call us at 800-424-9392, or visit our website at: www.SageHRMS.com Sage 888 Executive Center Dr. W., Suite 300 | St. Petersburg, FL 33702 | www.SageHRMS.com ©2011 Sage Software, Inc. All rights reserved. Sage, the Sage logos, and the Sage product and service names mentioned herein are registered trademarks or trademarks of Sage Software, Inc., or its affiliated entities. All other trademarks are the property of their respective owners. 11/11