Did you know that every $1 invested in employees yields $10 in profit? How much does a ‘bad hire’ cost your
company? Employee turnover and retention are key aspects to managing a company’s most important asset. Learn how Sage HRMS can help your organization to maximize the Return on Employee Investment throughout the employee’s life cycle – from recruiting to retirement. Employees are the most important component in the quest to improve your business results. The investments you make in your workforce should yield a healthy return and positively affect the bottom line.
2. Our Agenda:
•ROEI – Return on Employee Investment
– Understanding ROEI
– Sage Resources for Current ROEI “Hot Topics”
•Leveraging Sage HRMS to Maximize your ROEI
– Core HRMS
– Endorsed Solutions: Time & Attendance, Recruiting, HR Actions, Alerts and
Paperless Workflow Tools
•Questions
3. Sage Employer Solutions
• HRMS leader since 1985
• Developed by HR for HR
• Customizable solution that meets your
Organization’s needs and budget
• Core HRMS is “single point of truth!”
• Extended solutions or “best of breed”
• Tools to engage employees & empower
Management, Finance, Human Resources!
4. People
• They truly make an Organization
• How we manage this resource makes a
difference
• Their level of engagement has a direct
correlation to business results!
… a cost that creates
… a cost that creates
future value and
future value and
pays out over time…
pays out over time…
5. “A truly successful organization is
one in which Employees have the
knowledge, skill, desire, and
opportunity to personally succeed in
a way that leads to collective
Steven
organizational success.”
Covey
6.
7. ROEI - Strategic and Transactional
Employee/Manager Experience
Employee
Employee
self-service
self-service
Self-service interaction layer
Manager
Employee
Manager
Employee
Self-service
communications
Self-service
communications
Management
Management
reporting and analysis
reporting and analysis
Strategic
Recruitment processes
Candidate
Candidate
sourcing
sourcing
Learning management processes
Applicant
Applicant
tracking
tracking
Transactional
New-hire
New-hire
on boarding
on boarding
Contingent
Contingent
staffing
staffing
Training
Training
administration
administration
Performance and talent management processes
Employee
Succession
Competency
Employee
Succession
Competency
performance
planning
management
performance
planning
management
Learning content
Learning content
management
management
Compensation
Compensation
and rewards
and rewards
Planning
Planning
and analysis
and analysis
Transactional HRMS processes
Employee records &
Employee records &
personnel actions
personnel actions
Benefits
Benefits
administration
administration
Payroll
Payroll
Position
HR
Position
HR
management compliance
management compliance
Workforce management processes
Source: Forrester Wave HRMS 2012
Time and
Time and
attendance
attendance
Forecasting &
Forecasting &
scheduling
scheduling
Absence
Absence
management
management
Learning
Learning
delivery
delivery
11. When ROEI isn’t maximized …
• What is the cost of a “Bad Hire” to your Organization?
– Recruiting, Training and Employee Morale
• Employee Satisfaction and Retention are At Risk
• Compliance
– Increasingly complex laws and regulations
– Fines, penalties and costly litigation
Tony Hsieh, CEO of Zappos, estimates that his own bad hires
have cost his company well over $100 million. That’s part of
the reason he now offers new hires a $2000 bonus to quit
after their first week on the job!
13. ROEI – Small Change, Big Impact
•
•
•
•
•
Recruiting and Onboarding
Paperless HR
Risk Mitigation and Compliance
Career Enhancement Training
Talent Management
25. Sage Time and Attendance by Insperity
–
–
–
–
–
Web Punch / Web Timesheet / Data Collection Hardware
Labor Distribution / Activity Allocation
Special Policy Calculations, Overtime, Union Rules, etc
Scheduling
Time off with electronic request workflow
28. Sage Talent Management
Sage HRMS Performance Management
Performance Management Cloud Comparison
Group
Professional
Performance appraisals
X
X
X
X
Goal setting & management
X
X
X
X
Cascading goals
Social performance reviews
X
X
X
X
X
X
X
X
360 degree performance reviews
X
X
X
Competency management
X
X
X
Competency assessment
Career Development
X
X
X
Career center
X
X
X
Development planning
X
X
X
Career pathing
X
X
X
X
X
Performance Management
Observation checklist
Compensation Management
Enterprise
Total
Compensation and salary planning
Merit & incentive management
X
X
X
X
Budgeting and reporting
X
X
Off cycle transaction support
X
X
Multi-currency support
X
X
Compensation modeling
Succession Management
X
X
Internal talent pooling
X
Organizational charting
X
9-box grid
X
Succession planning
Talent planning & mobility
X
X
Talent search
X
31. • Let’s Review:
–
–
–
–
–
–
–
Sage HRMS Core – HR, Payroll, Train, Employee Self Service
Sage HRMS Cyber Recruiter by Visibility Software
Sage HRMS HR Actions by Delphia Consulting
Sage HRMS Time and Attendance by Insperity
Sage HRMS Alerts & Workflow by Vineyardsoft
Sage HRMS Benefits Messenger by Santeon
Sage HRMS Talent Management by Cornerstone OnDemand
Notas do Editor
Maximizing the company’s return on employee investment is ultimately the challenge and responsibility of the human resource department. Even if the ‘department’ is a part-time responsibility, which is often the case in smaller organizations.
On this slide you see what’s called the ‘employee life cycle and Human Resources supports all of the phases of this employee life-cycle. From recruiting and on-boarding all the way to retirement. And from flawless payroll processing to tax-filing, benefit enrollment and other compensations. From training to performance management, career development and promotions.
Each of these phases in the employee life cycle are in some form or other present at every organization.
Traditionally, human resource solutions are created to make the HR person or department more efficient registering and managing all or most of these employee related processes and tasks.
Maximizing the company’s return on employee investment is ultimately the challenge and responsibility of the human resource department. Even if the ‘department’ is a part-time responsibility, which is often the case in smaller organizations.
On this slide you see what’s called the ‘employee life cycle and Human Resources supports all of the phases of this employee life-cycle. From recruiting and on-boarding all the way to retirement. And from flawless payroll processing to tax-filing, benefit enrollment and other compensations. From training to performance management, career development and promotions.
Each of these phases in the employee life cycle are in some form or other present at every organization.
Traditionally, human resource solutions are created to make the HR person or department more efficient registering and managing all or most of these employee related processes and tasks.