HRMG Blog – Sage Abra Payroll, HR, & Timekeeping News

Frequently Asked Questions Regarding Sage Abra Version 9

If you are currently using Version 7.8, 7.7 or lower of Sage Abra HRIS, in the next few weeks you will be receiving Version 9 upgrade discs for your system.

We are receiving a lot of questions from customers, so here are some answers which may help you prepare:

1. Should we schedule with a Sage Abra business partner for assistance with this upgrade?
Unlike previous upgrades which were straightforward in nature, there are several complex preparation steps which significantly impact the running of the new software and  we strongly advise you seek assistance to move forward.  To get on the schedule with HRMG Solutions, please email back for more details. No – this upgrade is in the FoxPro database. 

2. Does this upgrade mean we are upgrading to SQL and leaving FoxPro? No – this upgrade is in the FoxPro database. 

3.  Is this upgrade free? Â
If you are on a current Sage Abra Tech Support Maintenance Contract this upgrade software is included as part of your service.Â
Installing the upgrade requires technical expertise.  If you wish to purchase an upgrade assistance package from HRMG Solutions, please email back to be placed on our list for a quote for assistance. 


3.  Is this upgrade free? ¦lt;br /> If you are on a current Sage Abra Tech Support Maintenance Contract this upgrade software is included as part of your service.¦lt;br /> Installing the upgrade requires technical expertise.  If you wish to purchase an upgrade assistance package from HRMG Solutions, please email back to be placed on our list for a quote for assistance. 

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Later this week I’ll be sending out our usual weekly informational email for HRMG Sage Abra customers.  This week it is our quarterly newsletter and the content is especially useful for getting an idea of the changes coming in the new Version 9/10 of Abra HRIS, including an idea of changes coming in Crystal reporting. 

There is also a useful rundown of compliance issues tracked in Abra HR and Payroll plus a quick tip on setting up an audit trail for OSHA compliance.

On the back of the newsletter you will find examples of the value of adding the alerting module Sage KnowledgeSync to your system.  You can download a free trial of the software to give it a test run.  If you would like to know more, please email or give us a call at 610-941-2119.

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Join us Wednesday, May 26th, from 2-3pm EDT for an informational webcast on the basics of document imaging and management for HR professionals. JoAnn Jacobson from Advanced Processing and Imaging, Inc. will focus on the basics of document imaging and how it might work for you using Sage Abra software. Please click on the link below to register. Hope you see you there!

Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/850562432

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I have worked with Kathleen Weiss for several years now and I have found her to be knowledgeable and inciteful on many HR topics. For this reason,  I have invited her to be the first of a series of HRMG guest bloggers who will contribute to the HR, payroll, recruiting or training content on our blog. She is Director of Human Resources for SWK Technologies, an Alliance Partner with HRMG Solutions on the Sage MAS accounting side of the family. To read the full article, be sure to use the link to click through to her SWK Insider Newsletter. Enjoy!

Ted Morse, President

HRMG Solutions, Inc.

Dear Kathleen:
Q – How do we help our managers provide performance guidance without destroying the moral of the employee?

A – Negative feedback is difficult for anyone to receive, especially if it is delivered in an abrasive or discouraging way. The purpose of feedback – whether coaching, mentoring or discipline – is so the employee will rise to the level of performance needed for the success of that position. Conveying the employee’s weakness, while keeping the employee motivated, is an essential part of being a good leader.

Try these basic steps:

1. Take a deep breath. It’s often difficult to give criticism, especially when you work closely with your employees. Realize that providing constructive feedback is part of management’s job on behalf of the company to improve operations. It’s not always comfortable, but a necessity of any business.
2. Step back from the situation for a moment and approach it from a perspective of curiosity. Many managers make the mistake of pouncing too quickly without asking questions. Did the employee perform poorly because s(he) needs additional training? Has the performance been great and suddenly faltered? Think about the entire situation and performance history of the employee.
3. Just the facts. Keep your discussion strictly fact based. Point out specific situations. This is not personal; it’s business and it’s best to keep it that way. Here are some examples: read more.. 

“Dear Kathleen” is a monthly Human Resources advice column written by Kathleen Weiss, SPHR, Director of Human Resources for SWK Technologies, Inc.

To Ask Kathleen an HR question, contact her at kathleen.weiss@swktech.com. SWK’s HR Advisor services provide cost-effective human resources solutions to small businesses.

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Part 2 (Content attributed to Frank Roche at www. iFractal.com)

When writing to communicate, choose the right 10% of the message – don’t say everything in a sea of black words on paper.  No one has the time or wants to read it.

Don’t dwell on finding the exact right word or make numerous edits – it won’t matter, providing the content is accurate.

Write like people talk – no one wants it to be perfect – raw edges make it real.  Employees roll their eyes at “Corporate Speak” – especially  younger employees.

Be sure to focus on both the words and design of your communication – it will be pitched in the trash if it is not well designed.

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