Sage People Reviews

I'm in charge of the Americas HR services area at my company in the aerospace industry. As part of my job, I need to ensure the accuracy of employee records by identifying if there are any discrepancies in the main system. We use a hire to retire process, and when a person is a candidate all their details are stored in our system.

When we onboard new staff, we need to make the necessary changes on the system, which includes managing salary changes, starters, leavers, turnover, and all the reports assigned for this region. With Sage and ADP integrations we have all the models we need to manage the employee lifecycle, as well as other models for areas such as performance, talent acquisition, recruiting, and so on.

We were previously using Vision HR, but we are all migrating to Sage because our company has been merged with another company where they have been using Sage for at least four years. We have around 20 people in total in the HR department now, although some of them have different responsibilities such as organizational development, talent acquisition, talent development, payroll, and HR services. All the HR representatives cover three different regions: APAC, EMEA, and Americas.

Compared to the other system that we were using, I think Sage is more friendly. As an administrator, Sage's dashboard is visually friendly and many tasks are easier to accomplish. Another feature that we've liked since we started using Sage is the reporting. With the other system, we needed to configure a lot of things manually when it came to reporting, but with Sage the reporting tasks are much simpler.

Another great thing about Sage is that we can now send our offer letters directly through the system, which is something we couldn't do in the previous solution we were using.

We only have two months working experience with Sage, so there isn't much in the way of improvement that I can suggest. However, in my and other areas of HR, sometimes we need requests to have an HR ticket administrator, or some kind of HR system ticket management in order to track and respond to the claims or changes of internal clients or hiring managers.

Right now, Sage doesn't seem to have what we are looking for when it comes to managing HR tickets. In my previous experiences with other HR software, we had to buy another solution to obtain this functionality, and it would be a great feature for Sage to consider adding. For an HR system, Sage would do very well to include it.

I have been using Sage People for two months now, although my company has been using it for four years already. 

The stability of Sage is great. We haven't had any system problems this month.

Sage is very functional for us when it comes to scalability.

The responses we get from technical support are very quick. I think that the biggest delay was one day, after which we were provided with a solution to the problem. 

We were previously using Vision HR, but as a result of a merger at my company, we are now using Sage People. 

The initial setup is quite easy, I think. We pay for a consultancy firm, Infosys, and they are helping us with the full migration.

We have not faced many challenges with using Sage up till now, although there may be some challenges yet when it comes to completely migrating all the old system's information over to Sage.

As we are still performing the migration, we will have to wait and see. The plan is to have it fully completed by the end of June, although there may be a small delay. We are currently using a consultancy firm and everything is going okay with them. We have the program manager from the consultancy firm working with our in-house project manager, and another two staff members in HR who are responsible for identifying all the required functionality that we need from Sage. All in all, there are four main people involved in the migration and new deployment.

I believe we pay licensing on a yearly basis, but I can't comment on the total amount that we pay on licensing.

Compared to the other HR systems I have used in the past, I can say that Sage is in my top five when it comes to recommendations.

I would rate Sage People a nine out of ten.

We use the solution for application management. We can analyze the quality and response time of the application using it.

They should improve the solution's stability.

I rate the solution's stability as a six.

We have five users of the solution in our organization.

The solution's initial setup was straightforward.

Our in-house administrator executes the solution's deployment.

We have to purchase the solution's license to use it.

I recommend the solution to others and rate it as a six.

I normally do payslips on the Sage system. I used to be part of the HR and recruitment team, so I would load new employees into Sage, and put in the employee info. 

Sage makes all the information accessible, like pulling a file because an employee needs something ASAP. It's all in the system. It's easy to find old reports if I need them for payroll purposes. It might take days to do some of this work by hand.

I started using Sage People in 2017.

Sage People is stable. 

I rate Sage People nine out of 10. It's a good app to use that is widely used in HR. Most HR positions I've seen ask about Stage certification. Every company needs a solution like Sage for HR and recruitment. 

• Employee self-service
• Time-off management
• Global calendars
• Reporting
• Organization charts
• HR forms management
• Consolidation: We are a global company and our HR systems were segmented. This tool consolidates all HR functions into one management system

• Consolidated global HR departments
• Streamlined communication
• HR access for all employees

• Improvement in system response time
• More design and configuration options
• More efficient implementation plan

We have been using this solution for one year.

There is a mash-up of Visualforce and apex triggers which bear down heavily on the system. It makes it slow to load depending on how much you put in the user interface. The server is also in Europe, which impacts North American access times.

The system is still limited when setting up global procedures for different locations and when consolidating that into one experience for the user.

The technical support is astounding. I would give it a rating of 10/10. They are one of the best support teams I have had the pleasure to work with.

Our previous solution was extremely limited and had a low utilization rate.

The setup was complex. A lot of understanding of the system needs to happen early on or it will affect the implementation.

We had many early struggles based on our understanding of the system. Once we were over that challenge, our implementation went much more quickly.

Understand what the system can do first before you try to apply your processes to it.

Plan out licensing through implementation! Depending on your scope, you will be sitting on shelfware for some time, so plan accordingly. Negotiate the licenses hard, early, and up front, so your organization will continue to grow. It takes 48 hours to provide licenses.

We evaluated Workday, Taleo, and FinancialForce.

Learn as much upfront as possible. Be careful working with service partners! They have their own way of setting up the system that you might not have expected while talking to Fairsail sales.

It is easy to see the all the information we have for a person across two screens. Reports are easy to run, view, and amend. You can also add new reports.

It has saved time as our last system was quite slow. We needed to click in different fields to find one piece of information that is quite easy to find on Fairsail.

Within the absence screens, we have it set up to automatically allow up to five days holiday to carry over. If staff members are allowed to carry over, it’s a bit difficult to add it in easily. It changes their view to give an extra column with holidays which can confuse staff.

We have the last modified button on the employment record detail, but this doesn’t show when that particular record was last modified. It just shows the last date and the person who made any change in the system. If this could be changed, that would be better.

We have used this solution live for one year and two months. We had access to it for three months before the go-live date.

I did not encounter any issues with stability.

I did not encounter any issues with scalability.

I never really spoke to technical support, as our company had a specific person who could speak to them. I believe it was quite good.

They used NorthgateArinso previously. The decision to switch had already been made by the time I started with the company.

The installation was mostly straightforward. We had access to the system for three or four months before went live, whilst we had a cut of data from our previous system carried over. We then updated any future stuff ourselves to get used to the system, figure out any bugs, etc.

I would advise how good the reports can be and how easy it is to set up jobs within the job library, etc.

The most valuable features of the product are customisation, global policies & patterns, absence management, action emails, and workflow. The product is really easy to customise and configure, and the automation has enabled us to manage several HR processes at the right time in the correct manner.

Managing starters, leavers, absences, PTO, probation, fixed-term contracts: All these processes are managed via Fairsail.

Reporting module: It would be good to have a provision to share specific reports with users without giving them access to full system and data; to be able to attach reports to emails as Excel files. I believe we will soon have the Manager Reports functionality; looking forward to that.

Being able to apply certain policies and patterns on a date-tracked basis; e.g., for international transfers or special arrangements.

In comparison with other HRIS reporting tools (like Discoverer / OBIEE for Oracle, Business Objects, Crystal Reports etc. which I have used extensively for over 10 years); I think that Fairsail’s reports functionality is quite limited and only available for Administrator profiles. And in that space, it’s not possible to limit data access based of function or areas.

For example, if we wanted to create a report for EMEA region only for our EMEA Recruitment Team, they would get full admin access with no restriction to stop them from editing the filter to bring up full company data.
Similarly, if we wanted to create a report for Sales HRBP, they would be able to edit the report to take away the filter and access data for other areas as well.
The new WX Reports feature will provide some reporting capability for managers to extract data in their hierarchy only and will address this issue to some extent but is not suitable for users who are not managers and need reports to support various functional areas.

The second issue is the delivery mechanism of scheduled reports - the entire data is embedded in the body of the email and therefore cannot be utilized for sensitive data or large data sets. There is no way to deliver the report as an excel attachment. Payflow reports are supposed to be an option but quite complex to set up if the inclusion criteria is complex with several filters.

Personally, I have been using Fairsail for 2.5 years. The business implemented this in 2012.

We have never encountered any stability issues.

We have not encountered any scalability issues. It’s suitable for our size of business (<500 heads currently and not expecting to grow exponentially in the foreseeable future).

Technical support is 10/10.

We did not previously use a different solution.

I wasn’t in the business at that time so I’m unable to give first-hand feedback. However, I believe we were the initial customers of the product and did have some start-up hiccups.

The product has developed a lot since then and I suppose those who are implementing it now will have an easier and much more advanced experience.

Pricing is very economical and there are great flexible licencing provisions to suit small businesses.

I believe other options were evaluated; however, since I wasn’t in the business at that time, I do not have this information.

Carry out a detailed review of the processes and requirements before implementation, and involve technical staff along with HR before finalising the schema.

The ability to visualize global team structures, global recruitment, and workforce administration processes. This allows the organization to standardize processes and improve employee engagement.

We are now able to visualize global team structures. As we rollout other features, the organization will benefit from an easy to use system and standard processes.

The product lacks several features available in more mature products. For example, being able to manage non-standard shift patterns for the workforce.

I have been using Fairsail for two months.

We have not had stability issues.

We have not had scalability issues.

Technical support is good.

We have many different solutions in place. We are a major SAP HCM and SAP SuccessFactors customer.

• SAP HCM will remain due to the scope coverage offered by Fairsail
• SAP SuccessFactors will be replaced with Fairsail
• We also use Sage X3 HRMS, Sage VIP People, and ADP

Setup was at a medium level of complexity. The key challenges are in organizational readiness for a globally standard system. There are limitations on reference data management, which should be considered.

We did not evaluate any alternatives.

Consider organizational readiness for SaaS product adoption.