5-steps

 

Transitioning from one enterprise resource planning software to another can be intimidating. It should be planned strategically and strategically executed to minimize stress and time as well as cost. Sage X3 is an intelligent and powerful solution that will provide industry depth. Other products often require third party add-ons which are undesirable. Sage X3 allows for new technologies and capabilities that are much sought after solutions.

To prepare for a successful project, use these 5 steps for your migration.

Step 1.

Reorganise and review master data files.

Transitioning to Sage X3 will allow the opportunity to cleanse, redesign, and review data to make certain that you have the accuracy that is necessary for maintaining data integrity. Because Sage X3 is based on the principles of dimensional accounting and not General Ledger Account Segment values which are predefined, it’s the perfect time to look at the structure of your preexisting COA’s, segment requirements for financial reporting and transactional support, and natural accounts. It’s the perfect time to clean up your data. Doing it now before moving it over will keep you from later wasting time on bad data.

Step 2.

Review key company reports and dashboards.

Do you know what reports are the most important ones to your company? Gather up all of the key performance indicators, executive power points, critical analytics, and manual reports. Now, think about having them automated using Sage X3’s reporting tools and dashboards.

Step 3.

Document events and workflows.

Sage X3 comes with diagrams that can be used to illustrate a company’s op trans workflow. The visual process flow diagrams can show you everything from transactional entries as well as simple Masterfile maintenance. Sage X3 will even show you reporting and inquiries. The VPF’s (visual process flows) are also able to mimic workflows that are specific to your organization. The diagrams available to you can be used as a tool to help guide the user through the solution of X3 as well as their workflow tasks.

Step 4.

User profiles, roles, and responsibilities.

What will your users need? Will they require only data collection or are they going to need full access or operational only? Sage X3 is available in tiered license pricing that is based on the type of user. Due to security rights and permissions, it’s critical that you are able to define user profiles and roles. To better figure out which license type to acquire; knowing how your team uses the software will be helpful. If you’re still unclear which license is the best one for your team then asking a Sage business partner for guidance is always an option.

Step 5.

Learning about Sage X3

Sage always offers a great business care plan that includes training with Sage. Inside of Sage sites, you will find such things as Sage X3 Knowledge base, Sage University, and Sage City. All of these areas carry valuable content. The tools and information on the sites vary. You can view Lunch & Learn webinars as well as other pre-recorded training sessions. There are also user guides and more at your disposal. Sage X3 makes it easy to maximize your investment into the program.

These steps will help you in preparing your company as you plan for your migration so that you can execute a successful transition.

For more info on C2B Solutions visit our website  http://www.c2bsolutions.co.uk/

Written by Ray Amoah – Sage X3 ERP Partner https://www.linkedin.com/in/raymondamoah/

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7 Major Differences Between Uni and Apprenticeships

The traditional mindset when it comes to education is that you go to school, get into sixth form, and then head off to university; however the pressure of exams, tests and high grades doesn’t sound particularly fun.  So, if you’re unsure of what you want to do, or just want to know the differences in what university can offer you VS what an apprenticeship can offer you, then hopefully this will help…

  1. At Uni you have thousands of courses to choose from, so if you’re not sure what you want to do yet but you have interests, a degree will give you more specific career options, like law or psychology.
  1. Although, as time goes on, less and less employers are looking at qualifications and are focusing heavily on career experience (depending on your career choice).
  2. In an apprenticeship, you’ll be gaining great on-the-job experience and earning money as you study, you’ll also gain many skills and transferable work experience that will benefit you in the progression of your career and future opportunities.
  1. Uni leaves you with years of debt, but a huge variety of knowledge that can be applied to the specific career path you’ve chosen, which is great if you know exactly what you want to do.
  2. But even if you love your career choice, when you finish Uni, you really only have graduate options anyway, because of the lack of career experience while you were studying.
  3. The whole sector of apprenticeships is growing, so options for apprenticeships are also growing, you can get hands-on experience in practical fields such as mechanics, plumbing etc… The variety of apprenticeships are growing and giving you even more career options to pursue.
  4. In an apprenticeship, you can also still do a university degree! Some companies will offer it to you as part of your apprenticeship so you could still get your degree AND learn on-the-job!

 

Hopefully this will have given you a better insight to what university can offer and what apprenticeships can offer! Either way, both are great; it just depends on the type of person you are.

The Sacking Of Jose Mourinho

Let me start with a quote by Otto Von Bismarck  “Only a fool learns from his own mistakes. The wise man learns from the mistakes of others.”

Whether you are into football or not it’s most likely you will know Jose Mourinho or at least Manchester United football club.

Man united has been the most dominant club in England for many years, winning countless trophies and attracting the biggest names all across the world, they are one of the biggest clubs in the world. That was off course under their legendary manager Sir Alex Ferguson, but since he retired in 2013, things have not been great.  They  tried to replicate his success with 2 managers who failed and were sacked…

In May 2016, they hired the ‘special one’ Jose Mourinho, a serial winner , competitor, great CV, great references, tactician, fantastic track record BUT not a culture fit. I won’t get into much detail into why he was not a culture fit however  If you want to explore more on culture, I would recommend looking at Damian Hughes and his book ‘The Barcelona Way’.

In December 2018, they sacked him…

The problem is, we all knew he was not culture fit, but he was a winner and man united were desperate to win again. We all been there right, where we have chosen to deal with a difficult person because what they are bringing to the table is so valuable to us…or worse we don’t know they are difficult person until conflict/ pressure arises and we see their reaction and we think “who is this person?”….

This is not an isolated case, I see this all the time, companies will hire people just because of their skills and few months later fire them because of their behaviour or not being culture fit. The question is, why did you not know that the employee was not a culture fit? …or did you? ..some will say “yes we did”…and I would ask “how”…..and they respond …”erm they interviewed brilliantly” ….Well brilliant interview is no indication of culture fit…in this Information Age, a few minutes on google will make anyone sound like a star during interview.

According to sources, Manchester United had to pay over £20M to part ways with Mourinho, but they have lost more than that, they have lost their chance to win the title this year so “the greatest club in the world” is hoping for top 4 spot.

This is the crazy part…

After sacking him, they replaced him with an interim manager, an ex player who is skilled, but Does NOT have any Major trophies under his belt however he is Culture Fit (again I will not get into details of why ) but since his appointment, he has won 10 games in a row, breaking records, star players are performing, fans are happy etc etc. My point is this, it’s better to hire someone who hasn’t got the accolades but has potential, will learn and they are a culture fit rather than all the accolades but not a culture fit…because they will cause problems, then leave…and from my experience, many companies only use their ‘gut’ to test culture which as you can see from the ‘biggest club’ in the world , proved to be a costly headache.

If you would like to hire with confidence and be certain that your candidates  are the right culture fit and  they will stay

Click here to book an appointment for a FREE no-obligation chat 

Which Judge Would You Choose?

Imagine going to a court of law where you were hoping to get justice , you are sure things will be ruled to your favour. When you arrive you find out that the judge has a decent track record, he gets things right 80% of the time….doesn’t sound too bad…BUT what if that 20% gap means you not getting justice regardless of the evidence?…80% accurate sounds great but is it? Let me put it this way, that 20% could mean a criminal walking free, or it could mean you going to prison for something you never did? Or maybe losing an asset?…Are you still happy with 20% accuracy?

After looking into it, you find out that the judge just listens to cases and follows his gut feeling to make a decision….and when you question this you are told, “Please don’t complain, this judge has a track record of 80% accuracy !”. Personally I cannot risk that, I mean I would feel uncomfortable even if he had 99% accuracy, 1% chance of things going against me is still not good enough, I value justice, I value my life, I value whatever is in stake IF this goes against me.

So let’s imagine you decide you are not happy with this and you want a different judge….

So you are told about this judge who has a process of decision making, wow sounds promising already!….you can’t contain your question so you ask…”is your track record a 100%?”…..the judge says… Well…let me tell how we do it…so the judge walks you through the process. The judge let’s you know that everyone is listened to, there is a thorough process that involves different stages of questioning, assessments etc.  You say “wow thats sounds good BUT is it 100%?”… The judge answers “well…so far its 95% however we have a contingency plan for the 5% errors that could occur”. So you ask…, “ so basically if you get it wrong, you have a plan to make it right?” …Yes the judge answers…..”YES”

So I am asking you, which judge would you choose?

If you would like hire with confidence … be certain that NOT only your candidates CAN do the job, but they also WILL do the job…they are a cultural fit and  they will stay….

Click here to book a FREE demo of a solution that has 96% retention with upto 12 months extended cover.