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Transitioning to a new payroll solution

Today, the digital workforce requires a vastly different approach to how employees are managed, says Ian McAlister, GM of CRS Technologies SA.


Johannesburg, 20 Feb 2019
Ian McAlister, General Manager at CRS Technologies.
Ian McAlister, General Manager at CRS Technologies.

Companies should use the end of the financial tax year that is around the corner as an opportunity to re-evaluate their existing payroll solutions. And, while it might very well be time to adopt the mantra 'new year, new solution', decision-makers must closely scrutinise what their strategic objectives are when it comes to payroll. This is according to Ian McAlister, General Manager of CRS Technologies South Africa.

Payroll and human resource (HR) departments have evolved over the years and are a far cry from the number-punching silos of old. Today, the digital workforce requires a vastly different approach to how employees are managed. This is essential if the business is to remain competitive, retain its employees, and have them work efficiently while ensuring customer satisfaction.

Too often, traditional payroll solutions do not have the level of integration with the rest of the organisation required to provide a comprehensive view of what is required. These standalone systems were designed to do just that, manage the payroll. However, human capital management (as HR is referred to today), needs solutions that encompass all aspects of HR. Furthermore, they need to provide organisations with the ability to implement them in modular fashion or using a phased approach.

The ideal solution should provide the business with a platform to manage the entire employer-employee life cycle in one place. Of course, given the rapidly changing regulatory environment, any payroll solution must be compliant with legislative requirements. Payroll should also integrate real-time business intelligence that can provide insights to things like remuneration and employee costs, attendance and sick leave, expenses, overtime, and even manager feedback on the value of the employee.

Companies should not forget that a digital environment requires cloud-based capabilities as well. This extends to the payroll function that needs to be accessible from anywhere in the world. This also enables employees to benefit from self-service functionality, for example, checking leave days remaining, tracking performance, and so on.

An integrated payroll system ensures management can focus on delivering on their strategic mandate while the solution takes care of much of the traditional administration-heavy tasks. This automated approach improves turnaround time on queries and provides a more transparent way of reporting any HR-related concerns and issues.

But, perhaps even more important than all these elements is the need to have a completely configurable payroll solution. This means it is not the organisation that needs to fit in to the solution, but the other way around. Every business is unique and has its own set of challenges. Why, then, should a payroll solution attempt to ignore this and offer a one-size-fits-all approach? Instead, being configurable means companies have all the benefits of customisability without the exorbitant costs typically associated with it.

So, when it comes time to review how your payroll system is structured, give careful consideration to these points. Please feel free to contact us or visit our Web site for more information on taking your payroll into the digital future.

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CRS HR & Payroll Solutions

CRS HR & Payroll Solutions is a provider of services and solutions to the human resources and payroll markets in Africa in general and South Africa in particular.

Established in 1985, the company has served as the premier provider of HR systems, solutions and remuneration products to business across expanding market segments.

The company's product portfolio encompasses everything the decision-maker in business requires to support the roll-out of an effective HR and payroll strategy.

The company's foremost reputation as a reliable service provider and trader in rapidly expanding market segments and to blue-chip companies is underpinned by its affiliation and partnership with a number of respected, industry regulatory bodies.

CRS is a signatory to the Information Technology Association (ITA) and a member of the Payroll Authors Group of South Africa.

It is also a member of the South African Payroll Association, South African Rewards Association and the Institute of People Management.

Its expertise and business acumen within these mission-critical aspects of business management have ensured it remains an ultra-competitive, secure and unrivalled market performer.

CRS provides a service to numerous countries throughout Africa, including Egypt, Kenya, Nigeria, Namibia, Botswana, Swaziland, Lesotho and Mozambique.

The continent is viewed as being a thriving, high-growth market and one that the company will continue to add value to.

www.crs.co.za

Editorial contacts

Bernice Houston
CRS Technologies
(+27) 11 259 4700
berniceh@crs.co.za