Dresser & Associates

Product Review: Sage Alerts & Workflow

ClockTo kick start our series of reviews of the Sage Abra modules, I interviewed Mark Boutilier, Vice President of Implementation, and head consultant with Dresser & Associates for the past fifteen years. Mark is a man with a vast amount of experience in the HRIS industry, an absolute computer whiz, and an avid gamer!

I chose Alerts & Workflow as the first module in the series due to the fact that it has experienced some major changes in the past few months. Sage moved it’s endorsement from Global Systems Alerts (what we called Sage Alerts) to VineyardSoft Alerts (now called Sage Alerts & Workflow). Customers with the “old” Alerts module are able to transition to Sage Alerts & Workflow, a much superior product, at no extra cost. However, this leads to a completely new installation and requires the creation of new alerts, a potentially time-intensive and frustrating process.

To minimize the stress and minutes wasted, Mark created and presented a two part video series on the new changes and he provides step-by-step instructions and guidance on using this new product. Part 1 and Part 2 can be found on our YouTube channel!

With that said- let’s jump into the ideal company profile for Alerts, pros/cons of Alerts & Workflow, and Mark’s favorite features.

A company that is an ideal fit for Alerts is one where the employees receive electronic communications via e-mails, texts, or IM on a daily basis. Alerts is becoming especially effective with the widespread use of smart phones to exchange information. A company where employees have access to computers and the internet throughout the day, versus a company where the majority of workers are out on the manufacturing floor, is the optimal environment for Alerts.

Sage Alerts & Workflow, which we will refer to simply as “Alerts” from now on, has a great number of wonderful features that provide an endless supply of automated and customized processes and alerts. Once it is set up, it prompts and executes various procedures behind the scenes, serving a unique function and purpose to your business. A little known fact is that, since Alerts has the capability to access data in all of your Sage products, including Timberline, it can effectively be set up to seamlessly run programs, change and insert data, and run VB or SQL scripts. An example of this is would be setting it up to run a daily, weekly, or monthly report on the amount of PTO time that is available, and have it automatically update employee records depending on the time used, and then create a report showing the respective balances. It could also be used to schedule back-ups on a regular basis. Alerts can also present and analyze data in a variety of different formats including web pages, e-mails, excel spreadsheets, and Crystal reports.

Due to the immense capabilities of this program, it does require a rather high level of understanding of file and field names, where data is stored on your server, and the relationship of the data. The other downside of Alerts is that it is typically installed and resides on the server, which requires users to have access to it in order to create or revise alerts.

Lastly, some of Mark’s favorite features of Alerts include the magnitude of customization and editing that can be done on the reports and e-mails. Alerts has the ability to kick off Crystal Reports to include graphs, charts, and links that can be used in presentations, reports, or sent the C-Suite for analysis. Furthermore, one could use HTML formatting in the e-mails sent by Alerts to present data in an aesthetically pleasing way and supplement the aforementioned Crystal Reports. In the “old” Alerts, the reports could not be separated or differentiated between the old and new ones and they could only be formatted in plain text, but now there is much greater control over the appearance and they can be edited to the same extent as Crystal Reports.

Sage Alerts & Workflow is a very powerful tool that could save your company time, money, and stress! It can be complicated to set up, but definitely worth it in the end. If you have any questions, please do not hesitate to call us at 866-885-7212 and you may even be able to speak with the big man himself!

Photo Credit: Alan Cleaver

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Dresser & Associates

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Looking For A New Time & Attendance System?

time clock

  • Are you using a manual process to track your employees’ work hours?
  • Have you ever experienced “buddy punching” and time theft?
  • Do you have complete confidence in the payroll accuracy at your company?

The American Payroll Association (APA) conducted a study about typical human error factor when manually calculating payroll. According to the results published in Paytech, the overpayment due to human error can range from 1% to 8%. If you multiply that amount by each paycheck and each pay period, you may be losing an extraordinary amount of money without ever realizing it. However, the APA also states that, by adopting an automated time and attendance system, companies can generally save up to 4% of their annual payroll expense.

Here are some things to keep in mind when choosing a new system:

  • Cost: Usually the deciding factor in choosing a system- beware of hidden costs and remember, generally, you get what you pay for. It is recommended to use your projected annual savings as a starting budget.
  • Features & Capabilities:   Identify your “needs” vs. your “wants” and realize that most systems will all have certain basic functionalities– storing employee information, recording time punches, and managing time off.
  • Potential Savings of a Time & Attendance System: Reduce time card audit expenses, eliminate wages paid to employees taking long breaks or lunches or showing up late, and eliminating human error and fraud.

In order to reduce the high price of human error when it comes to recording time worked by employees, consider adopting an automated time keeping system. However, remember to thoroughly research your options and consider not only the features, but also the potential costs and savings of that particular product.

Click here for a white paper that covers 7 Selection Factors For Time & Attendance Software

Please let us know in the comments below what your experience has been with your search for a Time keeping system! We’d love to hear from you!

Photo Credit: Bernard Polet/much ado about nothing

Dresser & Associates Named to 2012 Sage Chairman’s Club and President’s Circle

Sage HRMS Business Partner, Dresser & Associates, is Chairman’s Club Winner, President’s Circle Winner, and a Top Performer.

Scarborough, ME  – December 10, 2012 — Dresser & Associates, a premier Sage HRMS business partner, was honored with multiple awards from Sage related to its performance in the 2012 fiscal year. The company is the winner of the 2012 President’s Circle Top Product Sales award for Sage HRMS and was selected to the 2012 Chairman’s Club. In addition, Dresser & Associates was named a Top Performer for Sage HRMS. This is the fifth year in a row Dresser & Associates has earned such distinctions.

Sage rewards partners for their diligence in representing Sage products and consistently going above and beyond to achieve excellence throughout the year. The President’s Circle rewards partners who achieve the top spots of specified award categories. The Chairman’s Club is a level of distinction for exceptional Sage business partners intended to provide special recognition to high performing business partners. Dresser & Associates joins just 19 other partners across all of Sage’s business levels in the U.S. named to the Chairman’s Club. The Top Performer award is based upon the highest level of combined total product and service revenues achieved.

“I am proud to accept these awards on behalf of the entire team at Dresser & Associates,” said Mark Dresser, president of Dresser & Associates. “Our staff works hard every day to provide our clients with business management
software and services that add value and drive efficiency. Sage software solutions, thanks to their power, functionality, and quick return on investment, are an integral part of our offering.”

Chairman’s Club and President’s Circle award recipients for 2012 will receive further recognition from Sage at an executive event with the Sage executive team during Sage Summit 2013.

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About Dresser & Associates

Dresser & Associates was founded in 1991 as a management consulting firm and became a Sage North America business partner in 1997. Headquartered in Scarborough, Maine, Dresser has regional offices in Georgia, Florida, and Pennsylvania. Dresser is one of the leading National Partners for Sage with customers in 38 states offering Sage HRMS (formerly Sage Abra HRMS), Abra HR and payroll software from Sage North America. They have been named to the Sage Chairman’s Club for five consecutive years. Dresser also offers on-going human resource management services on a consultant or outsourced basis, providing consulting services to improve operational and management performance. Dresser is dedicated to the continuing professional success of its customers and business partners. Learn more at www.dresserassociates.com or by calling (866) 885-7212.

The Benefits of Employee Self Service

In addition to being a boring, repetitive administrative task, data entry can also be extremely time consuming and leaves room for inaccurate information to be entered and errors to be made. Because of these reasons, it has become clear to many HR departments that switching over to a self-service system makes sense.

Long time Sage Abra and Dresser & Associates customer, GreenbergFarrow was an early adopter of this process. It has improved their efficiency and cut costs along the way. In the November edition of HR Magazine, Rita Harris, SPHR, director of HR for GreenbergFarrow discussed the impact that Abra Employee Self Service has had on the company. Rita is a very active member of the SHRM-Atlanta Chapter and strong user of the Abra HRIS solution. Dresser & Associates is excited for her reorganization by SHRM as a leader in her field.

To view the article, “Making the Move to Manager Self-Service,” please visit:

http://www.dresserassociates.com/articles/making-the-move-to-manager-self-service.asp

For more information on Sage Abra ESS, please visit:

http://www.dresserassociates.com/blog/category/abra-ess/

HRIS Software Implementation – What is a typical install like?

After purchasing your new HRIS software it is now time to implement your new system. This step could either be a “Step Two” in the purchasing of a new HRIS system or it could be the monkey wrench in the process. Common misconceptions and unclear timelines can greatly damage and slow the implementation process. It is important that a clear step-by-step process be outlined, a sturdy timeline be in place and common issues that normally arise, be discussed and prevented before the HRIS is implemented.

GENERAL TIMELINE FOR IMPLEMENTATION

A common misconception of implementing an HRIS is the time it takes to get your system up and running. This time includes installing the system, preparing and converting data, training users on how the system is used and trouble shooting to ensure users can be off and running after the system is installed. A typical install usually takes an average of six to eight weeks with a technician spending six to eight hours a day, one day a week. It is important that a timeline be established before the process begins and all involved in the process follows the timeline as closely as possible.

WHAT IS THE IMPLEMENTATION PROCESS?

  1. Discovery: In the discovery session, a project manager, consultant and your team drill-down on the information gathered during the Business Process Audit and discuss in detail your requirements, structure and the steps necessary to successfully integrate the solution into your environment. This is also the start of creating the timeline and assigning responsible parties for each step of the project. After the meeting, a finished timeline with dates is forwarded for your approval. It is important that these dates be carefully reviewed, as future changes can cause delays.
  2. Installation: Depending on the solution, installation is performed by your IT department, consultant or both. Some of the products may require skill sets that might require a consultant to do the installation.
  3. Data Conversion: Implementation of relevant HRMS data from your current systems. After core data is implemented, setup and configuration continues to complete this phase.
  4. Review and Testing: An important step in implementation is confirming that the information is accurate and business rules are working properly.
  5. Training: Training sessions should begin with an overview of the system. Through the knowledge gained during setup and review, time is needed to refine the steps required to use the system to match your internal processes. Training should be focused on the core aspects that prompted the purchase. During this entire process, be sure that your consultant records their observations regarding the need for additional training and implementation assistance.
  6. Going Live: This is the day your investment begins to pay dividends.
  7. Post Implementation Review: Some time after the go-live, a review of how the system is being used is necessary. Often, valuable functions are not being used most effectively or not at all. At this point, be sure your consultant provides guidance and remedial training to ensure that you obtain the full value from your investment.

THINGS THAT CAN TYPICALY GO WRONG DURING AN INSTAL

  • Old system data is in an unstable format
  • Old system data can not be found
  • Unclear expectations
  • Prep work has not been done or is incomplete

HOW TO PREVENT ISSUES FROM ARISING

Have a clear timeline – Realize it is going to take as much time to implement the system as it is going to take to prepare for implementation. Users and consultants should be working as a team to ensure the deadlines that were set before implementation are being met and followed.

Team effort- Users should be reading the manual at each step of the implementation to ensure all questions are being answered before they become an issue. Data that needs to be transferred from the old system to the new should be accessible and ready for the consultant. In most cases, this data is entered into the new system by the users, so be aware that this can take some time.

Clear expectations – Understand that the new system is not the old system. It is going to get some getting used to and some training for users to familiarize themselves with using the new system. The new system should not be used the way the old system was, this defeats the purpose of the new system.

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Contributors

John Fay - Zaeplex John Fay
Zaeplex
Abby Gustafson - Dresser & Associates Abby Gustafson
Dresser & Associates
Kyle Lagunas - Software Advice Kyle Lagunas
Software Advice
CAASPRE Consulting Paul Marrero
President
CAASPRE Consulting
McMillian and Associates David McMillian
McMillian & Associates, Inc.
CAASPRE Consulting Ed Reiter
CAASPRE Consulting
Kathleen Weiss, Senior Professnional in Human Resources Kathleen Weiss
SWK Technologies, Inc.