Feature insight - Lifelong learning
A lifetime of learning
Jerome Smail, freelance journalist, conveys views and knowledge of experts
P ayroll isn’t an easy job, and it takes specialist knowledge to perform the necessary tasks at every level. Moreover, it requires constant learning. But where to start? What do people entering the profession, or those considering a career in the industry, need to consider in terms of training? And how can payroll professionals maintain the necessary level of learning throughout their career? As Janine Lennon, customer engagement director at Moorepay, comments, “in today’s workplace, payroll is perceived as a very technical career, both in terms of increasing legislation knowledge requirements for payroll specialists, but also in terms of complex customer management skills, in order to continually engage employees and managers while working to tight timelines profession should consider whether they are going to get the support they require to be successful from their employer when looking at distance-learning programmes that support their long-term career prospects. They should be looking at the opportunity to gain skills and qualifications that are both recognised and transferable. These may be gained ‘on the job’ or through formal qualifications.” Rhiannon Cambrook-Woods, managing director of Zest Recruitment Consultancy, and company budget constraints”. She adds: “New entrants to the
believes a thorough onboarding process is the key step in establishing an effective learning strategy. She says: “This is the prime time to have an in-depth conversation about the progression plans that you can put in place. Not only will this make the candidate feel valued and purposeful, but it will also allow you to set targets and benchmarks from the initial stage. ...areas of potential training opportunities to help transition the employee... “When this personal development plan is developed,” she adds, “it will allow you to mark out areas of potential training opportunities to help transition the employee into each new stage. Regular one-to-ones are recommended to ensure the employee remains on track, while also encouraging open communication. Building a safe and open environment will encourage your staff to analyse their weaknesses, and you can respond with a training and development resolution that will help aid them through areas of low confidence – allowing your employee to
grow and develop with the needs of the business.” Of course, the learning doesn’t stop once the employee is settled in and on track. So, what should employers do to ensure members of the payroll function continue to get the training they need? “Employers need to be aware of the development they need for each of their teams in order to maintain appropriate service delivery metrics, but also to attract and retain key talent,” says Lennon. “They can do this via a documented career pathway supported by an up-to-date learning matrix.” This can encompass formal qualifications or more bespoke learning opportunities, explains Lennon: “These may include internal courses or using on the job coaching and experiential learning opportunities. “Recording of these development activities becomes important in identifying the top performers and those who need extra support to develop potential. In doing so they can develop their teams and promote their top performers. It’s important to embed the merits of a formalised training plan in any department or team and to also empower the learners themselves to manage their own progress in learning.” Central to the process, of course, is the team leader. “Payroll managers should be
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Issue 51 | June 2019
| Professional in Payroll, Pensions and Reward |
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