30 October 2017
The topic of a managing global payroll systems has been voiced by many thoughts leaders in the industry. In our previous blog, Doug Sawers, Managing Director of SD Worx UK & Ireland went into detail on the matter. This week, we sat down with David Munn, Director of Global Payroll Services, where he shares his views.
The primary challenge is the sheer volume of compliance and legislation requirements. With GDPR around the corner, the focus on compliance increases exponentially. Ensuring different payroll systems are compliant with GDPR requirements means vendor due diligence once again becomes a fundamental essential for any payroll partnerships.
No one country is the same, and even in-country there are mostly regional variations to take into account. Consequently, the complexity in managing the varying in-country requirements is significant, necessitating specialist knowledge. Whilst specialism is required, the need for process standardisation and economies of scale cannot be ignored either – efficiency and effectiveness in managing different payroll systems is also key to ensure there is a sufficient level of flexibility at the local level.
Reporting, not just numbers, but real-time analytics, is a key driver in managing different payroll systems. Aggregating data from various payroll systems is critical, as is the means by which the aggregation is achieved. An effective technology strategy is vital to connecting payroll systems and being able to deliver global insights with regional variations.
With care and attention to detail. Creating a unique global corporate centre is challenging even in one company location, even more so where locations are dispersed. As organisations expand globally, a global corporate culture arguably lags behind other areas of integration. The main challenge in bringing together a global corporate culture is to ensure global integration but maintaining sufficient flexibility to take into account local cultural variations. A true global corporate culture requires moving away from an HQ centric mindset, leveraging organisational capability and competence from across organisational assets that incorporates diverse values and know how.
Global corporate culture is multifaceted and borderless. Tying the challenges of managing different payroll systems in various countries into a global corporate culture requires effective communication, an appreciation and sensitivity of various cultures with an ability to leverage the best of each, whilst bringing together a diverse workforce united under common goals and clear vision.
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Hear from our CEO Steven Van Hoorebeke during an interview with The Business Debate.18 April 2018
On Tuesday 6th February, at Hilton Park Lane in London, we were delighted to join our partner SD Worx at its European Conference 2018.The theme for the day was close to our heart: ‘The Future of Collaboration’. This unique event played host to the industry's most influential experts, practitioners and businesses, attracting leading HR and payroll professionals from all over the world.5 March 2018
Globalisation is a word synonymous with the rise of industry. However, recently we may have heard it thrown around a boardroom alongside the other generic buzzwords, and as such something about it becomes disjointed and bereft of purpose. In reality, globalisation is a powerful force – something that should be cultivated and respected in the corporate world.18 December 2017
Retention of the personal data is ‘lawful basis’ where it is necessary, for compliance with a legal obligation, for the exercise or defence of legal claims. For Payroll and HR reasons, employers must hold and retain personal information about their employees and former employees to meet these legal requirements.4 December 2017
GDPR is set to see the biggest shake-up in the way we handle data since the Data Protection Act of 1998. Over the last few years, the processing and control of data has seen many systematic changes. Updated legal obligations set out in the Regulation such as the ‘lawful basis’ of the processing of data is sure to see more changes to data handling.27 November 2017
Increasingly within global organisations we see that individuals have increasing international activity throughout a business’ empire with differing national fiscal obligations. Impact on employees and compliance with a variety of national fiscal government obligations brings into play significant complexities. Some will be available within Payroll Software or service, whereas others, a little more obscure, may require special handling. For UK Payroll, there are a variety of variants (to the normal) Pay As You Earn (PAYE) obligations.6 November 2017
Effective from 1st January 2019, The Irish Revenue Commissioners (or Revenue) are set to introduce the biggest change to PAYE reporting since 1944, in the form of PAYE Modernisation / Real Time Reporting (RTR).6 November 2017
Payroll is a standard pillar that all businesses need to get right in order to avoid inefficiency and increased costs. Despite this, many organisations are still working with outdated and ineffective payroll systems that eat into valuable HR time, and business profit. So if you’re a payroll or HR professional with a plan to streamline costs and processes in 2017 but don’t know where to begin, here are four key things to help you get the New Year off to a good start...28 November 2016