@Doug Higgs -
@Chuck Peddy has a good deal of experience not only in Sage PR, but also Sage HRMS and its predecessor. We sold HRMS to a few Sage 100 customers; IMO, it is adequate for base functions. Simplifying the job of reconciling and administering employee benefits is a huge value-add to any firm with more than a couple dozen employees. HRMS also does this reliably.
However, the future is not in the same direction of Sage HRMS. The larger product concept of HCM is where most of the new business is going. Cloud-based products that can do far more than payroll and basic benefits. Recruiting and keeping employees is now a really, really big deal. These HCM products can streamline and enhance the recruiting problem in remarkable ways. Simplifying and automating the benefits registrations, follow-ups, employee changes, etc. are part of communicating to employees that they work for a company that cares about them.
From a strategic perspective, handling payroll & benefits is always overhead -- not something that contributes to creating and keeping customers when performed traditionally. Any firm that reaches a point where they evaluate changing up any of the HR-related systems should pause and take a hard look at how any new system can help them thrive in this very different environment. IMO every firm should deeply consider outsourcing everything below the HR Manager.
A company who wants to keep an effective HR manager will try hard to minimize his/her interaction with technical details in their tools. On-site tools, like Sage HRMS, are harder to deliver transparent results than most cloud solutions. Smaller firms can benefit from a PEO (such as Insperity). By the time you consider all of the related costs it's hard to justify keeping payroll and basic benefits management inhouse.
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Jerry Norman
At-Large BOD Member, 90 Minds
Smartbridge Partners
512.419.1444 x112
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Original Message:
Sent: 02-21-2022 22:52
From: Doug Higgs
Subject: Sage HRMS
I thought about showing them Sage 100 PR but I'm not sure that chasing that rabbit is worth the effort. I'm going to check with ADP first. I see value of in-house payroll if there is job cost or another integration that requires labor costs to determine profitability.
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Doug Higgs
Midwest Commerce Solutions, Inc
(312) 315-0960
Chauffeur, Chef, and Personal Assistant to Sprinkles
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Original Message:
Sent: 02-21-2022 22:14
From: Jeff Schwenk
Subject: Sage HRMS
@Doug Higgs I really should read your entire thread before posting.
Yes, HRMS is overkill for what they are trying to do. ADP should be able to do it for them (at a cost probably).
Maybe you should show them Sage 100 PR. Kill two birds with on stone. And save big money..
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Jeff Schwenk
FORMER 90M Board Member -140,000,000 is a TERRIBLE thing to waste!!!
Bottomline Software, Inc.
Waynesboro VA
540-221-4444
Original Message:
Sent: 02-21-2022 20:06
From: Doug Higgs
Subject: Sage HRMS
Thanks @Lloyd Smith and @Jeff Schwenk It looks like I should get some more detailed information from the customer. There may be more to it than vacation / sick pay accrual. There must be bigger fish to fry internal-control-wise than being concerned about using Excel for vacation and sick day accruals.
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Doug Higgs
Midwest Commerce Solutions, Inc
(312) 315-0960
Chauffeur, Chef, and Personal Assistant to Sprinkles
Original Message:
Sent: 02-21-2022 18:38
From: Lloyd Smith
Subject: Sage HRMS
Doug,
HRMS would be overkill if just being used to track vacation accrued, used and sick time. I would think ADP could easily do that.
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Regards,
Lloyd Smith
Mindover Software