13 March 2017
Many of the arguments in favour of cloud have already been won in this sector. The initial cost of investing in cloud-based payroll and then implementing and maintaining it – is typically lower than if opting for an on-premises system.
There are a raft of other benefits that moving payroll into the cloud also brings of course. One of the principal gains is enhanced scalability or elasticity. If, for example, you acquired a new company and all its employees, and needed to expand your data capacity to hold this new information, using a cloud-based system would give you the flexibility to increase capacity on a server almost instantly without any resource from your internal IT team.
Greater accessibility is another key benefit. As long as users have internet access, they can work from anywhere to access a cloud-based solution. With the increasing use of mobile devices and applications to perform HR-related tasks such as viewing payslips or requesting holidays, a cloud-based solution is invaluable. And it can be mission-critical during bad weather. With employees struggling to reach the office during winter snow and ice, for example, the ability for the payroll team to access the network from home – securely using the right password and authentication, for example, is invaluable.
Many of the above arguments are well-worn, of course. However, one of the less heralded consequences of migrating to cloud payroll is bringing vendors and end customers benefits that are arguably just as significant and far-reaching.
The move to the cloud has freed vendors from the complexity of having to deliver multiple upgrades of their on-premise payroll software solutions and having to support multiple different versions of the software all at the same time. That’s been a huge benefit – both for customers who get upgrades seamlessly and easily and for vendors who are released from the burden of having to run large numbers of customer roll-outs concurrently.
Vendors who are tied to a predominantly on-premise approach invariably have multiple instances of their software in place and often even within a single customer implementation. It is not unknown for vendors to have more than ten different versions of the same software solution out there in the field at any one time. This can be a major headache – especially when changes in government legislation like the recent introduction of real time information (RTI) for PAYE, force upgrades to be made to the software quickly.
In such instances, vendors can be confronted with the need to suddenly go out to visit multiple different clients and start updating multiple different versions of their software installed on site with new functionality required by the legislative change. They need to consider also how is all of this is going to be commissioned and tested. The latter, in particular, is a protracted process, incorporating everything from design, execution and closure to user acceptance. If the vendor concerned has hundreds or even thousands of different clients, it is easy to see how the bureaucracy and complexity of managing these systems can quickly consume all of an IT department’s time.
For cloud-based providers, in contrast, it’s much simpler. They have one version of their payroll sitting in the cloud, so when legislative change is announced, they only need to make that change and apply it once, and all of their customers reap the rewards. Still more critical, it frees up vendors to innovate with payroll systems development. Suddenly, they no longer have to worry about all the bureaucracy and administrative effort that running a complex estate brings, and they can develop new functionality that drives major benefits for their customer base.
Freeing up this kind of headroom can be a huge differentiator for vendors in this space. Often restricted by tight R&D budgets and limited resource, this additional space to think can be a major benefit for these kinds of organisations.
The simplicity of cloud in this context can also extend to ease of integration. Vendors are now beginning to develop application programmable interfaces (APIs) that effectively ‘wire together’ HR and payroll, in a standardised manner. It’s an approach that is particularly suited to the streamlined world of cloud integration, where vendors are able to concentrate more closely on driving through user benefits rather than being distracted by all the administrative demands of payroll systems implementation in the on-premise world.
Cloud-based payroll has many benefits of course, as this article has demonstrated. Its ability to facilitate rapid speed of update and integration is perhaps one of the least heralded but as we look to the future and cloud becomes ever more pervasive, it’s likely to become one of the most important for vendors and end customers alike.
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‘Disruptive’ technology is technology that replaces old ways of doing things. For example, the smartphone has revolutionised the way we interact with friends,
family, institutions & media. When SD Worx launched online payslips in 1999 this was met with concern around security & access. Fast-forward
to 2018, and no credible provider is without a mobile payslip. In short the smartphone has disrupted the market and most people have moved on from
8 November 2018
How do UK businesses tend to approach reward currently? Is there a shift in approach and if so, what is causing this?16 August 2018
How do UK businesses tend to approach reward currently? Is there a shift in approach and if so, what is causing this?14 August 2018
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Autonomous Vehicles And Smart Warehouses Are So Last Year – 2018 Is All About Digitising Your HR Function.
Hear from our CEO Steven Van Hoorebeke during an interview with The Business Debate.18 April 2018
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Adam Burgess, Business Development Manager at SD Worx UK & Ireland reflects on his first experience of an SD Worx conference. SD Worx hosted its 22nd Annual European Conference at the Park Lane Hilton in London in February 2018, with "The Future of Collaboration" as its 2018 theme.2 March 2018
At the SD Worx European Conference, held at the Park Lane Hilton on Tuesday 6 February, a panel of six individuals from different generations gave their thoughts on age-based stereotypes, their personal values, career aspirations, the challenges they’ve encountered and what, if anything, can be done to address the differences between the age brackets within the workplace.20 February 2018
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The terms artificial intelligence and robotics are often used synonymously but are quite different, albeit complementary, in their application. Robotics, in simple terms, means process automation - using technology to remove human intervention in some of the lower value add activities such as information keying, data analysis and performing complex calculations. Artificial intelligence is a somewhat different concept13 November 2017
Two thousand and seventeen; another major year of technological advancements. Technology evolution has been at its fastest pace and for ‘Millennials’, technology has become an important part of their daily routine. For the purpose of this blog, we specifically refer to mobile technologies and pair ‘mobile’ with ‘cloud’ as we can hardly talk about mobile unless we associate it with its equally important partner, the cloud.16 October 2017
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1 August 2017
The 14th and 15th June marked the Human Resources Software Show (HRSS) hosted by CIPD. Whilst some of us were making our way to the beaches and ice cream parlours, HR professionals were flocking to Olympia in Kensington for updates in HR technology and ice-cold slush puppies!19 June 2017
Provided you’ve done the right research, implementing a new payroll solution will streamline your business and help you save the long run. But put the wrong payroll solution in place, or implement it in the wrong way, and you could end up having a bumpy road as you learn new systems which seem to delay your payroll rather than make it more efficient.18 April 2017
In this blog, our Head of Solutions, Rick Norgate, looks at the pros and cons of the cloud to really understand its impact in the future of business and GDPR.10 April 2017
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HR Tech World Congress, the UK’s biggest annual HR technology show, took place at the ExCel in London last week with the theme of "The Future of Work". It was a fantastic two-day event attended by more than 3,500 exhibitors and delegates, with plenty of interesting speakers! Read our highlights from the event...30 March 2017
Technology in the workplace is not a new phenomenon but a continuous drive towards automation which has been taking place to varying degrees since the rise of Manchester Capitalism and the Industrial Revolution. As such, there is much we can learn from history regarding the nature of work...16 February 2017
As we have seen in the news this week robotics and AI are quickly becoming a real thing in both business and the home. In the next few years we will see more and more of this type of technology taking on more and more of the administrative type roles in businesses around the world. In this blog, I share my thoughts on this trend and some of my very own personal experiences...19 December 2016
We were delighted to exhibit at HR Tech World 2016 in Paris. Check out our short video here to get a flavour of this successful event.1 December 2016
Step back in time five years and you would struggle to move for articles and white papers on big data and analytics. These were the hottest topics in technology and the excitement surrounding them was at its peak. Last year, analyst Gartner dropped its hype cycle for Big Data, confirming in an article, entitled: The Demise of Big Data, Its Lessons and the State of Things to Come” that “we did it to move the big data discussion past hype and into practice”. Certainly when it comes to the HR arena, big data and the analytics tools that can be built on top of it are now in a maturing phase.14 November 2016
For the world of business and more specifically HR, the Brexit vote has brought on a time of uncertainty. The momentous decision taken by the public on June 23 has left employers across the UK having to wrestle with a vast range of workforce-related issues.26 September 2016
I recently attended a seminar in London with over 100 Talent Managers from some of the biggest brands in the UK. During this excellent seminar we looked at Talent Management processes and explored whether we need to rethink our approach for the modern world. This session provoked me to reflect on all the performance and talent systems I have seen, designed and implemented over the years. After reflecting on this I think the answer is a resounding YES! We do need to change, but not in the way you might think. So please allow me a few minutes to explain...18 July 2016
On 23rd June 2016, UK voters decided in favour of leaving the European Union (EU) in a landmark referendum. Since then it’s fair to say that UK politics has seen a fair amount of turmoil. One thing we can be sure of is that, whenever it does happen, the UK’s withdrawal from the EU will have implications for workers and employers. In this blog I want to focus on what this could mean...11 July 2016
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I’ve been working in a software implementation environment for nearly 20 years ,and in that time I’ve seen many successful projects. Sadly I’ve also seen a number of less successful projects and if I were to pick a main cause for each of them the two recurring themes would undoubtedly be...25 April 2016
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In my last blog I described how keeping the labour model as simple and transparent as possible increases the chances of user buy-in whilst still generating an accurate labour forecast. Today I want to talk about how critical the flexibility of your workforce is to the successful implementation of a WFM system...14 March 2016
Our WFM System experts, describe how keeping the labour model simple and transparent could increases chances of user buy-in, whilst still generating an accurate labour forecast.15 February 2016
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Technology is moving at such a pace, I wonder if Usain Bolt could even keep up with the advancements?! The truth though is that if you don't embrace the changes, you are impacting the success of your organisation. Customers want it and employees want it and the last thing you want is for them to be ahead of you.30 June 2015
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