COMPLIANCE
‘ The 5 am Club ’ by Robin Sharma, change isn’t to be feared; it’s to be welcomed as an opportunity to grow. This, I believe, is one of the reasons payroll can sometimes have a bad reputation. The old ways of doing things aren’t the best way now and aren’t fit for purpose in a modern world. This is your opportunity, as a reader, to explore this area and to embrace modernisation and what technology offers. It doesn’t mean you will be out of a job. In fact, you could find you’re released to complete more exciting aspects of the work you previously couldn’t do. By taking this forward, you actively demonstrate a desire to: l cut costs l improve efficiency and quality l increase your own sense of value and worth in your role. Another area in which payroll is being held back is data science and analytics. I often see excellent 21st century systems with a wealth of data that’s just going nowhere and isn’t understood, or utilised in commercial insight to enable companies to change. An excellent example of using this data for payroll professionals to consider
could include sickness rates and overtime. Consider: l how sickness is currently reported, and compare this to your competitors l if there are any areas of the business in which sickness is spiking and what the financial impact of this is l how much overtime is being worked by the people who aren’t sick, who are covering for their colleagues, and quantify this as a value. Subsequently, consider the financial impact of the above if it continues. You may be reading this, and thinking ‘that’s not my job’; but I would answer by saying, well, ‘whose job is it?’ Actively pick it up, assess ways to resolve it, and present it to whoever you report to. This is a great way of promoting payroll’s profile, along with that of your own. It also highlights payroll’s strategic value to your organisation. Recognising the value of payroll Often, we hear debate regarding where payroll should sit – within HR or finance? Personally (and this might get edited out), I believe it’s time payroll stood on its own, as I wrote in the 2018 Payroll
Survey Report . In my opinion, the level of complexity, legislation, reporting, controls, separation etc., is where payroll now, more than ever, adds value. I’ll get off the soap box, as maybe that’s another piece for another day, and perhaps the subject of my next Doctorate when I finish the one I’m currently doing. Let’s keep pushing those payroll boundaries This short piece of reflection has enabled me to stop and really think about the last 40 years. It really took me back just writing the piece. Payroll has evolved dramatically over the years; however, I’d still like to see us all push the boundaries even further. We need to start demonstrating the true value add of a fully functioning 21st-century payroll team. I look forward to hearing stories in the coming months about how you’ve been able to elevate yourself, your team and the perception of payroll where you work. I’m inspired, and hope you are too.
You can contact Glenn, at glenn@ggjhr.com. n
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| Professional in Payroll, Pensions and Reward |
Issue 84 | October 2022
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