FEATURE INSIGHT
Case study Activpayroll decided to take a new approach to payroll training and deliver development opportunities to its team members using the existing infrastructure and skills it had at its disposal within the company’s Aberdeen and Edinburgh offices. The CIPP academy, launched in 2015, was built around the expertise of activpayroll’s senior payroll managers and removed many of the traditional pressures and disadvantages of the training process. With the help of its own tutors, guiding learning programmes and disseminating their collective knowledge to trainees, it also held interactive lunch and learn sessions. Working in collaboration with the CIPP enabled the company to develop a bespoke online portal, which provides trainees with access to training materials and facilitates interaction with tutors. Most importantly, its in-house training infrastructure reduced the off-putting costs, loss of time and productivity dips associated with conventional courses.
can help companies grow (such as Scottish Enterprise and Scottish Development International), funding for apprenticeships for under-25s, local authorities that employ young people or the long-term unemployed, as well as grants. “However, considering whether there is talent within your business that could be utilised or the ability to put together a strong internal infrastructure should not be underestimated,” adds Sommerville. Lock believes now is the time for organisations to look at payroll best practice and compare it to how individual payroll departments operate to evaluate their learning requirements. “When it comes to payroll training, most businesses don’t know they need it,” says Lock. “They think that as long as their payroll is running accurately and on time, that’s all that matters. But the fact is, if you don’t invest you’re at risk.” There are several drivers that are encouraging businesses to offer learning and development opportunities for payroll. While for some the key concern will be the need for compliance and the financial implications, others will focus on a desire to boost morale and performance, and developing the team’s capability.
Sommerville suggests that it is useful to accommodate employees’ individual development plans, because by growing your own team it is then possible to fill roles internally quicker and at no extra cost during the recruitment process. “Ultimately, developing talent across the business may offer a solution to a current disconnect between employer and employee attitudes, in this way shaping a more harmonised corporate culture made up of satisfied and empowered employees.” ...any organisation that invests in L&D will
benefit from a better skilled and motivated workforce
Whatever the driver, the business benefits are clear: any organisation that invests in L&D will benefit from a better skilled and motivated workforce. n
Payroll and HR legislation update
One day
This focused course represents the single best opportunity to be briefed and updated on changes
This course covers: ● Income tax and National Insurance ● Real time information ● Statutory payments and leave ● Expenses and benefits ● Pensions reform ● Changes to employment rights ● Plus much more
Book online at cipp.org.uk or email info@cipp.org.uk for more information.
cipp.org.uk CIPP_UK cip .org.uk @CI P_UK
| Professional in Payroll, Pensions and Reward | September 2017 | Issue 33 46
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