If there is one game-changing action that payroll professionals can help their employer with, it is in introducing an effective payroll system that not only makes key operational data available to the organisation, but also significantly reduces time-consuming administration activities.
But introducing the right option is not as easy as it seems. Here are some considerations to bear in mind when selecting and implementing the best applications to meet your needs:
- Evaluate whether you need a new system
Think carefully about whether:
- You really need new software or whether you have simply failed to get a good handle on what functionality your current system actually offers;
- It makes sense to commit the organisation to an additional expense. In other words, if you provided some staff training and configured your existing system differently, could it do the job?
It is worth bearing in mind that a change of software will not help if there are problems inherent in your own processes and operations.
- Develop a business case
To make a sound business case, you not only need to articulate the benefits that your proposals will bring to the business, but also to justify them financially. Airy-fairy assumptions such as “if we have a good absence module, absence rates will fall” will not cut it – it is necessary to provide evidence to back up such statements.
Also if you opt to blame the current system for any shortfalls, ensure that it is not your poor quality payroll data that is really to blame or you could have egg on your face.
Finally, do not assume your job is done once you have received sign off on your business case. Ensure all signatories agree that introducing a new payroll system is a business priority and will not be suspended or shelved.