|Bid||593.20 x 0|
|Ask||593.40 x 0|
|Day's Range||580.00 - 596.60|
|52 Week Range||515.60 - 774.40|
|Beta (5Y Monthly)||0.52|
|PE Ratio (TTM)||21.11|
|Earnings Date||May 12, 2021|
|Forward Dividend & Yield||0.23 (3.91%)|
|Ex-Dividend Date||Jan 14, 2021|
|1y Target Est||617.00|
Nonprofit finance leaders lean on technology to improve efficiencies, save money, and ultimately drive greater mission impact amidst the pandemicATLANTA, Feb. 11, 2021 (GLOBE NEWSWIRE) -- Sage (FTSE: SGE), the market leader in cloud business management solutions, today released its 2021 Nonprofit Technology Trends Report. The report highlights how finance leaders within the nonprofit sector leveraged technology innovations to stabilize finances, adapt to new remote-work conditions, and position themselves for continued mission success amidst the global pandemic. It is no surprise that nonprofit organizations have faced unprecedented challenges since March 2020. The survey found that program disruptions (70%) and the challenges of shifting to a remote workforce (50%) were the biggest challenges faced in the past year. In addition, 58% of survey respondents noted that their nonprofit organization experienced a decrease in revenue in the past year, and 40% saw a decrease in funding as one of the biggest impacts to their organization. However, on a more positive note, 76% of organizations surveyed were still able to increase or maintain their donor base during the year. The survey, conducted in Q4 of 2020 with more than 500 U.S.-based nonprofit finance leaders, notes there is optimism for brighter days ahead, as nonprofits continue to adapt and find unique ways to connect with constituents. In fact, findings from the report echo this sentiment and include the following: 46% of survey respondents reported they experienced innovations coming out of the pandemic they would not have otherwise realized.In the coming 12 months, 50% of respondents forecast either flat or an increase in revenue – with 29% expecting a significant increase of 25 to 50%.82% of survey respondents reported using financial management and accounting software to support operations and growth.70% of survey respondents reported a change to their social media strategy due to the pandemic; and the results are impressive, with 62% seeing an increase in engagement. Making the case for cloud financial managementFor the second year in a row, the survey showed that the inability to automate financial reporting is the top internal frustration for nonprofit finance leaders. Every nonprofit has been forced to make difficult decisions this year and nonprofits need more timely, insightful financial reporting to make data-driven decisions. Respondents also noted that the second most important functionality for their accounting and financial management system was its ability to integrate with other systems – further highlighting the shifting of technology needs due to the pandemic. As nonprofits dealt with economic uncertainty, fewer resources, and organizational disruption, many turned to modern, cloud-based technology to stay afloat and remain laser focused on their mission. The capabilities of a modern, cloud financial management system have proven particularly important during the COVID-19 pandemic. “Before we moved to a cloud financial management system, everything would take a long time to report,” said Marlene Wong, CFO of Koret Foundation. “For example, it used to take 50% longer to get a budget together and to give my CEO estimates surrounding forecasts for grantmaking. Now, we see six months ahead on how our end of year numbers are going to look, so we can adequately plan for cash flow needs to ensure we can fulfill all grant commitments. This is particularly important during COVID-19, as our grantees need funds in a timely manner and our board requires up-to-date information to manage through market volatility.” “Moving to a one hundred percent work-from-home arrangement has created very limited disruption with our finance team,” commented Glenn Wood, Pastor of Church Administration at Seacoast Church. “With Sage Intacct, we have been able to completely manage the finances of our congregation remotely during the COVID-19 crisis. It’s enabled us to operate the business as usual for us.” “It’s encouraging to see that nonprofits have taken proactive steps to stabilize their finances, adapt to new conditions, and position themselves for continued mission success,” said Joan Benson, Director of Nonprofit Industry Marketing for Sage Intacct. “Many have relied more heavily on cloud technology than ever before. As we look ahead to a post-pandemic world, we will continue to see more nonprofit organizations rely on cloud technology, like Sage Intacct, to strengthen stewardship, build influence, grow funding, and achieve mission success.” Download the full 2021 Nonprofit Technology Trends Report from Sage. Media contact:Peter Olsonpeter.firstname.lastname@example.org About SageSage is the global market leader for technology that provides small and medium businesses with the visibility, flexibility and efficiency to manage finances, operations and people. With our partners, Sage is trusted by millions of customers worldwide to deliver the best cloud technology and support. Our years of experience mean that our colleagues and partners understand how to serve our customers and communities through the good, and more challenging times. We are here to help, with practical advice, solutions, expertise and insight. For more information, visit www.sage.com/en-us/ or www.sageintacct.com. Methodology and DemographicsSage spoke with more than 500 nonprofit finance leaders in the U.S. for this research study, providing insight into the challenging year, innovations coming from the pandemic, technology engagement, and ultimately, mission impact. The majority of the organizations (85%) that completed the survey were mid-size nonprofit organizations with revenue of less than $24M annually.
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C-suite and employees perceive that HR has become more visible as a result of the pandemic, playing a vital role in driving change, enabling remote working, and supporting wellbeingTORONTO, Jan. 25, 2021 (GLOBE NEWSWIRE) -- Sage, the market leader in cloud business management solutions, today released the first in a new series of reports sharing how recent events have impacted the role, expectations, and perceptions of HR and People leaders. The “HR in the moment: Changing expectations and perceptions of HR” report, which spoke to more than 1,500 global HR leaders, business executives and employees in Canada, the UK, US, and Australia, found that 87% of C-suite executives say the pandemic has accelerated changes in HR, with the function having greater influence. Further to that, 72% of HR leaders say the crisis has increased their value and wider understanding of their role across the business, while 59% feel they are now playing a more influential role in the company. Recent events have placed huge pressure on companies and business leaders to pivot and adapt to rapidly changing priorities as a result of the ongoing disruption caused by the pandemic—and HR and People leaders have been at the forefront of this transformation. In this research report, Sage uncovered how HR leaders have fared—and compared these opinions with those of the C-suite and employees. Sage also examined how the role of technology, changing skill sets, and priorities, have shifted for HR leaders. The result is a contemporary, 360-degree view of HR in today’s rapidly changing world of work. Research findings: How has HR fared?HR and People leaders have become more visible and influential in organizations as a result of the pandemic - but this has come at the expense of bigger workloads. 65% of HR leaders said their teams have had a leading role to play in organizations’ response to the pandemic, driving change, enabling remote working, and supporting wellbeing. However, 60% also experienced an increase in both admin and strategic tasks, as a consequence of the new HR agenda. Moreover, 73% of HR leaders say the crisis has helped them demonstrate their value and increased understanding of HR’s role, as HR and People teams around the globe stepped up, leaned in, and seized the opportunity to be more flexible, responsive, and build more resilient and agile organizations as a result. The view from the C-suiteThe hard work and greater influence of HR teams have clearly been recognized by the C-suite. 58% of C-suite executives believe they have developed more appreciation for HR during the pandemic. This is vital, considering 84% of HR leaders feel that others in the organization were previously unclear on the value HR teams brought. Furthermore, 87% of the C-suite say the pandemic has accelerated changes in HR, although 88% of the C-suite do recognize that this is a longer-term change that started up to five years ago. There are disconnects however, with the C-suite underestimating HR leaders’ workload, and still seeing HR as too admin-focused. Despite HR leaders stating overwhelmingly that the pandemic has increased workloads, over three quarters (76%) of the C-suite do not think HR’s workload is unmanageable. The view from employeesJust like the C-suite, 60% of employees have noticed a change in HR’s role, such as being more involved in driving change and people-related decisions. 57% of employees also recognize the pandemic as a catalyst for these changes. Even more importantly, more than a third of employees—even more so than the C-suite—have recognized the ability of HR teams to adapt and become more responsive as a result of the pandemic, as HR and People teams responded to constant change. Whether it’s enacting workplace safety procedures, introducing new flexible and remote working policies, placing employee wellbeing at the top of the workplace agenda, or recognizing the crucial importance of managing employee experiences for a remote workforce during a time of heightened stress, HR has responded and flexed like never before. As a result of all of this, 54% of employees also say they now have improved knowledge and understanding of HR’s role and value. HR’s accelerated digital transformation – and the skills gapThe pandemic placed a heightened focus on technology and digital transformation – but there is a lack of confidence amongst HR leaders about skills, the research also revealed. In fact, 59% of C-suite leaders said HR is even more focused on digital transformation, and 67% of HR leaders said they wanted to invest more in HR tech in the future. However, a third of HR leaders said a lack of tech (31%) and investment (36%) is holding them back from bringing their organization into the new world of work. Worryingly, only half (53%) of HR leaders believe they have the right skills and tools for what lies ahead, demonstrating the paramount importance in investing in HR digital skills today and in the future. Looking to the future“HR has taken on more responsibilities and helped guide the business through ongoing disruption and accelerated digital transformation,” said Paul Burrin, Vice President of Product, Sage People. “However, this has often created additional workloads which automation can help manage, increasing HR productivity, while enabling organizations to become more agile and resilient.” To view Sage’s full report, “HR in the moment: Changing expectations and perceptions of HR,” please go here. About SageSage is the global market leader for technology that provides small and medium businesses with the visibility, flexibility and efficiency to manage finances, operations and people. With our partners, Sage is trusted by millions of customers worldwide to deliver the best cloud technology and support. Our years of experience mean that our colleagues and partners understand how to serve our customers and communities through the good, and more challenging times. We are here to help, with practical advice, solutions, expertise and insight. MethodologyTo understand the impact of 2020 and recent events, Sage spoke with more than 1,500 people from across Canada, UK, US, and Australia. These respondents were drawn from three categories: senior HR roles, including chief people officers and HR directors; C-suite executive positions, such as CEOs and CFOs; and employees, outside both the C-suite and HR. Media contact: Monique DanielSagemonique.email@example.com (905) 781-0758