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Sage HR Software Review

 

Sage HRMS Strengths & Weaknesses

Sage HRMS's competitive positioning in the payroll and HR software industry is highlighted with the following strengths and weaknesses:

Sage HRMS Strengths
 

  • Sage's integrated feedback mechanism allows for customers to submit suggestions for current system flaws and future system directions—a capability that Sage fosters, respects, and ultimately uses to modify and evolve the Sage HRMS solution.
  • The Microsoft Outlook-esque user interface (UI) is both intuitive and simple, providing end-users with an easy-to-learn/easy-to-use HR software system—especially for those already familiar with Microsoft desktop apps.
  • Sage's learning system capabilities are especially strong and include position-based enrollment automation, as well as a built-in development scheduler.
  • While a need that the company should have addressed some time ago, Sage HRMS 2012 has finally eliminated the requirements for multiple log-ons by utilizing MS Active Directory log-on.
  • Sage HRMS 2012 also includes integration with Sage ERP MAS 500; allowing for data to be easily transferred between HR and back-office accounting software without the need for information to be rekeyed.
  • Sage manages a very mature business partner and value added reseller (VAR) channel—which gives the company and its customers local services delivery throughout the world.
  • Sage Group plc is a large and established enterprise software company with over three decades of experience within the business software industry and has proven to be equally adept at both acquisitions and product strategy.

Sage HRMS Weaknesses
 

  • Sage's international support is lacking, especially when compared with smaller HRMS software vendors that possess a similar level of HCM functionality.
  • Social functionality and capabilities are severely lacking especially in the form of social media tools and integration with social networks and online channels.
  • While Sage has somewhat less 'technical debt' for HR software than its larger enterprise counterparts, critics have cited that the aggressive and pro-longed (multiple decades) M&A strategy that the company has undertaken has left a great deal of integration issues between disparate software offerings in other product lines. Sage has a reputation of acquiring business software products that seemingly should be integrated for synergistic value, but failing to ever create such integration and thereby leaving its own software portfolio more segregated than united.
  • Because Sage Group generally acquires business software companies late in their maturity model, those acquisitions typically come with dated technology in need of a significant refresh. However, technology upgrades often occur at a glacial pace once in the Sage portfolio.
  • HR software functionality for the Sage HRMS solution is awkwardly divided and often winds up sacrificing capabilities for artificially-situated "flexibility" (i.e. Employee Self-Service is considered to be an optional module rather than a part of the core package).
  • Given the consolidation of talent management software and "core" HRMS offerings occurring in the market, Sage runs a serious risk by having the majority of its talent management functionality handled by Cornerstone OnDemand—a key vendor that could well be acquired by a direct competitor without advance notice. As such, Sage may be best advised to either build out its own talent management functionality or purchase Cornerstone OnDemand to mitigate that potential disruption.

Next - Sage HRMS Best Fit and Competitors >>

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