Traditional travel & expense management (T&E) is admin-heavy, time-consuming and vulnerable to errors, making it obsolete in the modern workplace. Forward-thinking companies are already automating the process in line with digital transformation goals. A leading software and technology solution not only empowers employees, including Payroll & HR teams, but can pay for itself in a matter of months through the insight and cost savings achieved.

The notion of the siloed back office payroll team is severely outdated. Elevating to centre stage in recent years, payroll extends way beyond salaries and taxes, providing every business area with rich insight. It is key to digital transformation and creating a positive experience for your greatest asset – your people.

In this blog, we outline how payroll influences the entire employee lifecycle and how a strategic approach can be the driver for change in your business or organisation.

Recent economic uncertainty has caused thousands of job losses and exposed some people to non-standard work models for the first time. These unprecedented changes now show signs of becoming long-term.  Organisations are also suffering from a shortage of specialist skills – especially digital – opting to borrow contingent workers, build existing talent as well as buy (hiring permanent workers) to create the desired mix. Across Europe, about 1 in 5 employees is a contingent worker and this is expected to rise. 

You like to reward your employees for their hard work, day in, day out. Most companies currently do this with a varied pay package featuring many interesting extras. Employers make serious financial efforts to be able to offer competitive salaries and all sorts of benefits. Often, these packages are so extensive that it's not always easy to understand them properly. Many employees don't really know what their company is paying out, from company cars to pension savings on top of salaries. You may make all these efforts, but if your employees take it for granted or aren't even aware of it, they won't have the opportunity to gain an extra dose of motivation or engagement.

If you’ve reviewed your current payroll supplier and think you’d be better off elsewhere, it may be time to switch to a new provider. After all, smooth, efficient payroll calculation and payment remains the top concern for HR and business leaders.

Efficient and reliable payroll is critical for every business. Yet with the increasing complexity of the workforce and the constant updates to payroll legislation and policy, you may be considering switching to a new provider that guarantees more value than your current one.

As we approach the end of lockdown in the UK, it's time to start thinking about how you'll process employees returning from furlough.

Before you start this process, there are several important considerations to make. This includes everything from managing payroll to redundancies. Fortunately, we're providing our expert insight to help you reintegrate your furloughed employees with ease.

The pandemic has forced businesses to adapt their onboarding strategies to overcome new workplace challenges. With social distancing minimising face-to-face contact, and more people changing occupation than in pre-pandemic years, this has presented a number of obstacles for HR professionals.

As your business grows, so does the demand for new talent, and internal recruitment is one method you can use to satisfy this demand. This offers a number of benefits for organisations, and a clear career progression plan is something that many employees look out for. However, it's likely that there won't always be a pre-defined role for your employees to fill as your company grows. So, what next?
 

Attitudes to outsourcing have changed over the past year, in the wake of Covid-19. As remote working became a necessity, the idea that a business function, like payroll, can operate outside the four walls of an organisation has become more readily accepted.

When senior HR or Finance leaders consider outsourcing payroll, one concern often raised is that they will lose knowledge, in the form of internal expertise or skilled personnel.