Picking the right payroll solution for your multinational organization can sometimes feel like an impossible decision. It becomes a balancing act to ensure that the needs of the stakeholders are equally considered with the bottom-line benefits for the company. Not an easy task as these goals are rarely fully aligned.
10. HR leaders’ challenges
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Drive down
cost
Improve delivery
quality
Create a more
agile organization
• Process
standardization
• Transactional
efficiency
• Self Service adoption
• Strategic outsourcing
• Fast ROI
• Global HR service
delivery model
• Deep HR process
expertise
• SLAs & reporting
• Preconfiguration
• Proven & integrated
technology
• Single global HRIS
• Uniform technology
landscape
• Hybrid deployment
options
• Multi-device access
11. Options & complexity
11
Hosting
IT resources
Geographical growth
HR service center
Investment
HR processesCustomization Standardization
Upfront Recurring
In-house Shared Service Center
Limited Easy expansion
In-house Outsourced
Local Global
12. ESS/MSS
Contact Management
Document Management
Knowledge Management
ESS/MSS
Contact Management
Document Management
Knowledge Management
Compensation & Reward
Performance Management
Training & Development
Recruitment
Succession Planning
Compensation & Reward
Performance Management
Training & Development
Recruitment
Succession Planning
Payroll
Time management
Organisational Management
Personnel Administration
Payroll
Time management
Organisational Management
Personnel Administration
A unique platform for standardization
Typical HR/IT landscapeTypical HR/IT landscapeUnified HR systems landscapeUnified HR systems landscape
Self-ServiceSelf-Service
HR Document & Knowledge managementHR Document & Knowledge management
Talent Management processesTalent Management processes
Enabling processesEnabling processes
Functional blocksFunctional blocks
America’sAmerica’s EMEAEMEA APACAPAC
Country 1Country 1 Country 2Country 2 Country 3Country 3 Country 4Country 4 Country 5Country 5 Country XCountry X
Employee population
Payroll frequency
Number of countries
Compliance requirements – auditing pressure – risk
Multiple systems
Size of country
Functionality: more than payroll
There may well be many gaps in your initial analysis, and these should be identified and put on the table – after all they are part of the Elephant! It may be that those gaps are note covered or understood as part of your fact finding, but are resolved as part of the programme to deliver MCP.
Drive down cost
User experience & transactional efficiency
Intuitive, contextual and uniform web-enabled user interface, with minimal process steps for faster transactions
Improve HR Delivery Quality
HR process expertise
Process design and onboarding based on HR best practices through NorthgateArinso Business Consultants
Comprehensive process scope – integrated technology
Full HR suite: HR Admin & Talent Management, covering both enabling and employee life cycle processes, end-to-end
Globally preconfigured
HR Admin & Payroll, preconfigured for 50+ countries, plus best practice-based Talent Management in 24 languages
Integrated
Based on a single data model and solution design, reducing solution landscape and naturally integrating HR processes
Longevity
Built on standard SAP HCM technology, global # 1 in HCM software
Create more agility
Flexible deployment
Delivered OnDemand, OnPremise or through BPO, allowing you to determine the perfect mix of process and technology outsourcing
Fast transition
Proven fit-gap onboarding methodology covering Organizational, Process and Technology workstreams
Flexibility is a key differentiator in the partnership with our customers.
Example of Hybrid deployment: Workforce admin in-sourced & performance management outsourced
A typical customer ‘disaster scenario’ is when a customer has multiple technologies installed for multiple HR processes, across multiple countries.
As a result:
Reporting is impossible, or very hard to do
Analysis of HR data is virtually impossible
Quality can not be insured
Standardisation & compliance are impossible
Maintenance of applications is costly
User management is a serious issue
etc.
Instead, euHReka offers:
A single technology backbone
One Service Partner
Integrated Data Model, across countries, processes, and deployment options
Allowing for:
Uniform reporting
easier application management & updating
fast onboarding
cheaper operations
etc.
What does standardization mean for payroll
Deduction, wage types
Difficult payroll frequencies
Legal entities
Result
Compliance
Education
Repeatable process
Control
Less audit worries
Good handle on reporting
Eliminate
At the end of the day: accurate payroll
Predictability around TCO
Viability and longevity
Uniformity and repeatability in new markets/situations
Scale if you grow and contract
(geographies/HR processes/depth of service)
No need to rebuild
Consistent quality around the world
Starter for 10, on 10 critical success factors
Ownership at Board level, and business sponsorship to the project
A vision that states clearly the functional expectations rather than aspirational blue sky thinking – i.e. agree what success looks like right at the start. This should include a drive to standardisation and utilising best practice rather than current practice where applicable
Agreement with and support to each country as to what they will receive and how it will operate
Build a project governance steering group that is made up of independent thinkers within your organisation that will review progress and risks to the project in a objective manner
A communication plan that is agreed, owned, worked to and challenged
An agreed culture/value system for the project team and its ownership within the business
A repository for storing key management information and history as the project rolls out
Maintain key personnel in both the supplier and your own organisations who will be fundamental to the success of the project, and do not change these at the first sign of conflict.
With multi country stakeholders and potentially a varied team of suppliers – build project induction material so that all parties can continually challenge how they are operating and if it is in the best interest of your organisation.
Maintain tight financial control with results determining when milestone payments should be made.
A phased approach rather than a big bang approach is usually the preferred route to such programmes to de-risk communities and to ensure project resources can be cost controlled for effective deployment and not spread too far or too thin.