CIPP FUTURE OF PAYROLL REPORT 2019
atabreach
Otherplease speci y
Riskofdatabreach Lackof insigh intodata
Otherplease speci y
Lackof insight intodata
32.95%
64.74%
53.18%
42.20%
30.64%
datewith the latest tech
Riskofdatabreach Infelxible syst ms INFLEXIBLE SYSTEMS
Otherplease speci y Keepingup todatewith the latest tech KEEPING UP TO DATE WITH NEW TECH
Riskofdatabreach Lackof insight intodata LACK OF DATA INSIGHT Infelxible syst ms
Otherplease speci y
Riskofdatabreach Lackof insight intod ta
Otherple
OTHER (PLEASE SPECIFY)
RISK OF DATA BREACH
As you can see from the above, in an apparently contradictory statement 64.74% of the respondents stated that their ‘systems were inflexible’, but they were still happy with it Is this code for system/software not doing what the payroll team need, which then comes out via work-arounds and additional work? Next with 53.18% was ‘keeping up to date with the latest tech’, but again even though that was the second most common answer, this isn’t coming out in the statistics when cross-referenced to the question of software change. In third place came ‘lack of insight into data’ ( 42.20% ). You can’t help wondering if part of this is because either the current payroll system doesn’t have a good enough reporting capability, or it’s because HR/finance/pension systems are not integrated, or is it lack of knowledge on how to present the data? Keepingup todatewith the late t tech Keepingup todatewith t e latest tech Infelxible systems Keepingup todatewith the latest tech Infelxible systems
Infelxibl
‘Other’ was next with 32.95% and this had a myriad of different comments of which a few can be found below:
LACK OF KNOWLEDGE AND CARE FROM THE PROVIDER
“VERY LIMITED AND NOT A GOOD FIT FOR LOCAL AUTHORITY WITH MANY DIFFERING TERMS AND CONDITIONS OF EMPLOYMENT”
“COST FOR EVERYTHING. ENGLISH BIAS. IN THAT SCOTTISH LEGISLATION IS NOT ALWAYS BUILT AS QUICKLY OR IS CHARGED FOR EACH COMPANY INDIVIDUALLY. LACK OF ABILITY TO BUILD SOLUTIONS. EACH UPGRADE HAS ISSUES THAT ARE NOT COMMUNICATED GENERATING ERRORS AND ADDITIONAL WORK. LACK OF PRODUCT KNOWLEDGE AND EXPERIENCE. USER EXPERIENCE IS DIFFICULT. INFORMATION DIFFICULT TO VIEW AND REPORT ON.”
“LACK OF CONSTRUCTION HELP FROM THE PROVIDER OR UNTIMELY HELP AS THIS SYSTEM IS NEW TO US. HAVING TO DO MANUAL CALCS FOR NMW & SALARY SACRIFICE BECAUSE SYSTEM CAN’T” “HAVING TIME TO GET TO KNOW OUR PAYROLL SOFTWARE - HAVING TIME TO GET TRAINING NEEDED TO BE ABLE TO USE ITS FUNCTIONS GIVES US MORE FLEXIBILITY AND EFFICIENCY.”
Finally, and even more concerning given GDPR has substantial penalties if not reported correctly was the ‘risk of data breach’ ( 30.64% ). Respondents who have concerns about a data breach should be raising their concerns with their senior leadership team. You should be providing them with your facts and figures on where your potential data breaches are likely to come, from together with any other data that is applicable. Where is your payroll software hosted? The final question in this section was asked to gain a better understanding of where the payroll software is being hosted and where the cloud-based solutions sit today against the traditional in-house or outsourced provisions.
The ‘on-site’ ( 45.68% ) scored the highest followed by ‘client server’ ( 29.73% ) with ‘in the cloud’ not far behind on 24.59% .
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