Skip to main content

National Payroll Week - Final Thoughts

I have been in Payroll a long time, as a developer, a supplier of software and a user, and this is only the second (as far as I know) National Payroll Week we have had in South Africa, so there are definitely thoughts arising:

  • Will holding a National  Payroll Week raise awareness?
  • Should we do it again next year, and how should it be publicised?
The discussions over the past week have shown some main areas of interest:
  • Formal qualifications
  • Security of data in payroll departments
  • Data Analytics / Business Intelligence
  • Employee Self Service and Mobile
Formal Qualifications

Not everybody I spoke to realised that Recognition for Prior Learning (RPL) is available for payroll administrators who have deep experience.

There were also concerns expressed by people who have never studied at a tertiary level whether they would cope with the material.   Years of adult training have shown that people undervalue the level of knowledge they have gained in the workplace, and formalising studies in an area of expertise is easier to cope with than expected.   It is more the volume of work and the time required that impacts completion.

Data Security

With the Protection of Personal Information (POPI) bill looming, payroll and HR practitioners are very concerned about security in their departments.   We have had discussions around what access internal IT experts have to data, as well as archiving risks.

This is a very real issue, and every company should be evaluating the way their critical software is set up, and who has access.

Some administrators expressed that they felt very vulnerable over efts as there were inadequate checks and balances.   There were a few who privately shared that they operate the payroll, do the checking and sign off on the transfers, alone.

Data Analytics / Business Intelligence

This is on the increase, and companies are looking to use both in memory and big data to enable them to run their businesses more effectively.

Employee Self Service and Mobile

The time and cost saving of giving employees access to their data and managers the ability to approve leave and manage attendance remotely is seen as a key way forward in payroll departments.

So that was the week, the SAPA led National Payroll Week is nearly over and the question remains, did it make a difference to you, and how should we make it have more impact next year?



Links, References and Notes



Note

Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source

email:      tschroenn@accsys.co.za
twitter:   @TerylSchroenn


Popular posts from this blog

Resignation - keep building relationships

Resignation – avoid burning those bridges It has been a great pleasure working with a colleague like you. Now, you are off to your next big challenge! Good luck and farewell!
Isn’t that what we all want to hear when we leave?  We were appreciated and we will be missed.
The need for all parties to maintain professional conduct in the event of resignation is critical, particularly now when we are working within an unsettled socio-economic climate. Employees should avoid damaging relationships, and employers need to adopt a neutral approach and ensure that there are policies and processes that enable the separation to be objectively handled.  For example: ·A formal resignation letter is required·A formal acceptance of resignation is issued confirming any special conditions·An exit interview takes place·Handovers are planned and executed
Our HR team advise those who resign their position to adhere to a few golden rules. Failure to do so could harm whatever bonds have been formed at the workpla…

It's Not Your Fault, But..

It’s Not Your Fault, But…
Its’s not mine, either. When something goes wrong, whether at work or home, most people immediately start casting around for somebody to blame. Over the weekend, I was reading and drinking a cup of coffee which was perched on the arm of the couch.  I do this daily, and have never spilled it.   My daughter came into the room, I put my reader down next to me and we started chatting.  A little later, I picked the reader up, turned to my coffee, and knocked it over.  Something in my expression caused her to ask whether it was her fault.  Of course, it wasn’t, but a mean, small part of me was thinking, well, no, but if you hadn’t come in the room…  And she was kind enough to help me clear it up!
If that lamp post wasn’t there If that faster person wasn’t in the race If the traffic light hadn’t turned red at just that moment If we hadn’t hired Joe, I would have got the promotion If, if, if….. We are very quick to accept the “if” when it is about us, and much slower to do so…

It's Not My Job

It’s Not My Job
Assuming that there are reasons for saying this: 1.It’s not your job and is totally is outside of your skill set 2.It’s not in your KPIs and you don’t want to do it 3.You believe you are being exploited and want to draw a line as to what you will and won’t do. Outside your skill set This is reasonable and there could be many scenarios where this is appropriate
·Where there is a safety or special licence requirement to do the job eg driving a forklift truck
·Where there is a formal qualification like giving legal advice
·Where additional qualifications are required as in a medical doctor without surgical qualifications or experience


Not in my KPIs This response could be perceived as a lot more negative, not to mention career limiting. If there is a good reason why you can’t step outside your pure job description, share that immediately.  ·“I would love to be able to help, however, I need to complete this project by 5 pm today and I am out of the office all day tomorrow at our larg…