Johannesburg, 29 Feb 2016
Decision-makers in businesses understand that HR and payroll solution integration and application is a matter of combining effective technology, service providers and management.
While there are varying views in the market about the scale and significance of HR and payroll technology implementation, the baseline premise of this integration is change management, says James McKerrell, CEO of HR and HCM solution and services specialist CRS Technologies.
"Change management is hugely important, as is having the necessary resources to assist in the process. If there is no 'buy-in', the implementation will not be successful," says McKerrell.
CRS Technologies acknowledges that competition has increased within the HR and payroll solution and service delivery space. There are new service providers and solutions entering the market everyday.
With this much choice, it is important to be as selective as possible and evaluate credentials meticulously.
"Companies should ensure they engage with a knowledgeable partner with a good track record... decision-makers should evaluate all solutions and select a provider with sound legislative compliance and can meet their requirements by configuration not through development," says McKerrell.
Core functionality
Any technology selected must enable the most manual processes and must be able to effectively engage with employees on a real-time, online manner.
"Often, companies want to immediately address their burning platform. A planned, phased approach of implementation should be agreed upon, to ensure the base line is in place, in order to grow the system to meet their changing needs," McKerrell continues.
CRS Technologies says it is important for payroll and HR practitioners to understand that technology does not reduce the significance of their role; rather it is meant to enable manual processes. This frees up practitioners to become more strategic in the businesses.
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