5 November 2021 - Reading time: 5 Minutes
There are several benefits of payroll integration. Not only can you achieve a level of automation that will offer HR and finance huge operational efficiencies, but it also gives senior executives easier access to the fundamental workforce data they need to meet strategic business objectives.
That’s not to say that payroll integration isn’t without its complications. There are a few factors to consider before pushing ahead with these projects. Although none of them should be big enough to deter you – the pros certainly outweigh the cons in this regard.
In this article, we’ll look at some of the hurdles you might face as you move towards integration. But before we focus on the more challenging aspects it’s worth reminding ourselves why integration is not just a nice to have, but a modern-day imperative.
The crucial benefit of payroll integration is the operational efficiencies it enables – and the long-term capabilities this provides your organisation.
By integrating your payroll with your HR or finance systems, you ensure information is automatically available to relevant people when they need it. This includes teams operating in those departments, along with senior executives and employees, who can access data on a self-serve basis.
The advantages these efficiencies provide are far reaching. Here are five of the most significant:
While the benefits of payroll integration provide a strong incentive to push ahead, organisations do need to think through the implications before moving forward with their project.
Here are four things that should be considered:
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