To get from the backroom to the boardroom might not be easy. But we believe you can do it if you have the right tools. In this eBook you will learn the importance of trends like: - Mobility: How the increase in mobile devices is changing business - Employee Engagement: Why it matters and easy ways to make improvements - Big Data: How “big” data applies to small and mid-sized businesses

1. 2014
GUIDE TO
BACKROOM TO BOARDROOM
PAYROLL AND HR

2. TABLE OF CONTENTS
1-2 Introduction
3 It’s a Mobile World
4 Mobility Overview
5 How Mobile is Growing
6 Mobility Trend: BYOD
7 Mobility Trend: Recruiting
8 Mobility, Payroll & HR: Part 1
9 Mobility, Payroll & HR: Part 2
10 Taking Advantage of Mobile Solutions
11 Mobility Review: Key Takeaways
12 Employee Engagement
and Your Office
13 What is Employee Engagement
14 Employee Engagement Intro Quote
15 Why does Employee Engagement Matter?
16 What Type of Employees do You Have?
17 How To: Boost Employee Engagement
at Your Company
18-19 How To: Boost Employee Engagement
20 Employee Engagement Review: Key Takeaways
21 Big Data
22 What is Big Data?
23 Big Data Intro Quote
24 Stats & Facts about Big Data
25 Big Data and the Small &
Medium Business
26 Benefits of Reporting and Analytics Tools
27 More Benefits of Reporting
and Analytics Tools
28 Big Data Summary: Key Takeaways
29 Conclusion
30 About Paylocity

3. INTRODUCTION
As a payroll or human resources professional, you are a powerful person
in your organization.
Your department doesn’t live in the land of “nice to have.” You are solidly situated
in the world of “get it done.”
People getting their paychecks – not optional.
Ensuring your organization is compliant with the law – make it happen.
Fostering communication between executives and staff – crucial.
Your world is important.

4. INTRODUCTION
But in the midst of “getting it done” payroll and HR are often pushed to the edges
of the organization. Not seen as strategic. Not acknowledged as being the keepers
of game-changing information and insight. Sometimes it might even feel like you’ve
been relegated to the backroom.
The truth is, that’s not where you belong. (At least that’s what we think.)
At Paylocity, we think you belong not in the backroom, but in the boardroom.
Bringing the insight your department has to the table. Helping form the
strategic direction of your organization. Adding real, lasting value to
organizational leadership.
Making the jump from the backroom to the boardroom isn’t easy. But we think
it can be done. That’s why we’ve put together this eBook, to talk about key
trends and ways payroll and HR are making a difference in the corners of
every business today.
The world of payroll and HR
is important. It’s time to let
everyone see it.
We know you can do it.

5. IT’S A
M BILE WORLD

6. MOBILITY OVERVIEW
Mobile technology is revolutionizing the way businesses
and their employees operate on a daily basis. Email vs.
faxes. The cloud vs. filing cabinets. Even video conference
vs. conference rooms. The business world is changing.
In order for your business to succeed, adaptation is
not optional.
The odds are good that a large majority of your company’s workforce uses some
form of mobile device in their personal lives. In some cases, individuals may be
using multiple devices. According to Cisco’s 2014 Mobile Traffic Forecast, there
are more than 7 billion mobile devices active across the globe, of which 77
percent are personal smartphones*. But don’t let the idea of personal devices
fool you. According to IDC research, 79 percent of smartphone users have their
phone next to them for all but two hours of the working day.
It is estimated that by the end of 2014, there will be more
mobile-connected devices on earth than there are people.
What does this all mean for your company? And more specifically,
what does mobility mean to your Payroll and HR departments?
Of smartphone users have their phone
next to them for all but two hours of the
working day.
IDC Research Report – Always Connected, 2013
*Cisco: 2014 Mobile Traffic Forecast
4 | It’s a mobile world

7. HOW MOBILE IS GROWING
Did You Know?
New smartphones were activated in
2013 alone.
The amount mobile data usage
grew in 2013 alone.
Mobile traffic in 2013 was 18 times more than all internet traffic in 2000.
By 2018, mobile-connected
tablets will generate
nearly double the traffic
generated by the entire
global mobile network in
2013.
*Cisco: 2014 Mobile Traffic Forecast (all stats on this page)
5 | It’s a mobile world

8. MOBILITY TREND: BYOD
BYOD (Bring Your Own Device)
The reality is, very few organizations do not allow any of mobile devices for work
purposes. Increasingly, the discussion is not “will we” but “how will we” allow
mobile device usage in our organization.
BYOD is the growing trend of organizations allowing employees to use their
personal devices for work purposes. They may or may not provide
any reimbursement or compensation.
According to an IDC survey, only 43 percent of mobile employees are provided
company-owned devices, while as many as 80 percent of employees have their
own mobile device that they use for work purposes*.
74 percent of companies have adopted a policy in which the business
use of personally owned devices by employees is allowed, accommodated
and encouraged.*
The Bottom Line
Of workers said a company’s BYOD policy
influences decisions on whether to accept
a job offer*.
BYOD is a real trend. Employers need to make a decision about whether they will allow
personal devices to be used for work processes. Creating a mobile device policy is
an important step to ensuring proper usage of company information and tools. For a
sample policy visit: http://www.whitehouse.gov/digitalgov/bring-your-own-device.
*Citrix Mobility in Business Report, 2013
*IDC Research – Human Resources and Mobile, 2014
6 | It’s a mobile world

9. MOBILITY TREND: RECRUITING
Many HR and Recruiting departments are recognizing the
value of mobility. Recruiting departments are at the top of
the list for company functions that can benefit from mobile
capabilities*. Some of the most substantial benefits include:
Attracting and Retaining Top Talent
As mobile technology continues to change traditional workplaces, HR and
recruiting departments are recognizing that embracing mobility, particularly in
terms of how it impacts work-life balance, is key in recruiting top talent.
Enticing a Younger Workforce
According to a Cisco study, 40 percent of U.S. 18-30 year olds check their
smartphones at least once every 10 minutes. Younger workers expect mobile
access at work and view companies that lack mobile savvy as unappealing.
More Efficient Recruiting and Onboarding
With the growth of social media, an increasing number of job seekers are looking
for opportunities on their mobile devices. The interview process has also been
streamlined by mobile technology. Once you’ve made the hire, many onboarding
systems are designed for use on mobile devices, particularly tablets.
*IDC Research – Human Resources and Mobile, 2014
*Cisco: 2014 Mobile Traffic Forecast
7 | It’s a mobile world
Younger workers expect
mobile access at work
and view companies
that lack mobile savvy
as unappealing.

10. MOBILITY, PAYROLL & HR:
Part 1
Let’s take a look at some of the most significant benefits of
mobility to your Payroll and HR departments.
Streamlined Internal Processes
Need your employees to put in their time off requests or finish benefits
enrollment? Have trouble getting new hires to complete onboarding materials?
Being able to use a mobile device to complete routine or tedious tasks can
improve usage and completion rates as well as overall satisfaction with the
process. Depending on the software provider, many typical HR tasks can now be
completed on smartphones or tablets, making it easy for employees to do these
things conveniently.
Easier Access to Company Data & Information
Employees no longer need to be in the office to access important company
files. By remotely logging into company networks, employees can access all of
their work files from anywhere they have an internet connection. Additionally,
many companies are starting to embrace the cloud to further improve access to
company data.
8 | It’s a mobile world
HR Tasks Gone Mobile:
With advances in payroll and HR
software, many organizations
can now allow their employees to
complete common tasks on any
mobile device. Check with your
software partner to learn what
mobile solutions are available.
• Paycheck viewing
• Time off requests
• Approve Time off requests
• Onboarding
• Scheduling work shifts
• Benefits Enrollment
• Employee Recognition
• Time and Attendance
• And more!

11. MOBILITY, PAYROLL & HR:
Part 2
Increased Employee Productivity
Arguably the most significant benefit of mobility is increased
employee productivity. This increased productivity is a result of
several factors – an employee is less likely to be interrupted at
home and perhaps more surprisingly, an employee is more likely
to work longer hours when working remotely. According to a
Citrix survey, workers who use mobile devices for both work and
personal purposes put in 240 more hours per year than those who
do not. Additionally, mobile technology has the ability to simplify
the communication and collaboration process between employees,
further increasing productivity.
Improved Real-Time Decision Making
Mobile technology allows Payroll and HR department heads to
access organizational information in real time – eliminating the need
to manually run time-consuming reports at the office.
More Efficient Time and Labor Management (TLM)
Some TLM solutions allow employees to clock in and out remotely,
request time off, check schedules and more using their mobile devices.
TLM systems like Paylocity’s Web Time also include GPS capabilities,
allowing administrators to set “geo-fences” for employees, limiting the
geographical area where clock in/clock out can occur.
Workers who use mobile devices for both work and personal
purposes put in 240 more hours per year than those who
do not.
—Citrix Global BYO Index, 2-13
*Citrix Global BYO Index, 2013
9 | It’s a mobile world

12. TAKING ADVANTAGE OF
MOBILE SOLUTIONS?
How does a small or mid-sized business truly take advantage of all that mobile
has to offer? Large enterprises have teams and budgets to build custom
applications, but what can you do?
Even small businesses can leverage mobility in their organizations. One of
the simplest ways to do this is to identify mobile functionality and applications
provided by core vendors and partners.
Payroll and HR departments should ask their software vendors if mobile
functionality is available. Some may provide web access or even mobile
applications.
All of this mobile access can save your Payroll and HR departments significant
time by eliminating inquires and phone calls from employees.
10 | It’s a mobile world
Key Considerations for
Vendor Mobile Solutions
Before you start encouraging
employees to use Vendor XYZ’s
app, here are a few things
to consider:
• What is the cost? Some companies
offer their app as a standard
feature, but others may charge.
• Who is it available for? Check
to make sure it will work on
iOS, Android and possibly even
Windows devices.
• Is it usable? Your employees are
used to doing everything from
banking to shopping on their
mobile devices. They are most likely
to utilize a work-related
mobile app that is intuitive
and visually appealing.

13. MOBILITY REVIEW:
KEY TAKEAWAYS
• BYOD is quickly becoming a commonly accepted policy with 74 percent
of companies allowing and encouraging the use of personally-owned mobile
devices for business purposes.* Your HR department should be considering
how to address.
• Mobile technology provides many benefits to Payroll and HR departments
such as streamlining common internal processes and providing easier access
to organizational information.
• Embracing mobility has been proven to increase employee productivity
and morale. It also helps to attract and retain better talent.
• Mobile applications take the usefulness of mobile technology and make it even
more efficient. What was once done through a web browser on a PC can now
be done with one touch on your mobile device.
• Many service vendors now offer apps which provide mobile access to
their systems. These apps are being designed with the user in mind and feature
visually appealing interfaces. Check with your Payroll and HR provider to see
if a mobile app is available.
*Citrix Mobility in Business Report, 2013

14. EM LOYEE
ENGAGEMENT
AND YOU

15. WHAT IS EMPLOYEE
ENGAGEMENT?
Most likely, employee engagement is a term that you’ve heard a lot about. But
what does it really mean? Employee engagement is not employee happiness,
nor is it employee satisfaction. As defined by the Business Dictionary, employee
engagement is the emotional connection an employee feels toward his or her
employment organization. Level of engagement tends to influence his or her
behaviors and discretionary effort in work-related activities.
In the simplest terms, the more connected or personally aligned the employee
feels with his or her company, the more likely that employee will be to put in the
extra effort to ensure the company succeeds. Engaged employees aren’t just
working for a paycheck. They are working because they want their company to
succeed and they feel a sense of personal pride in their work.
13 | Employee engagement
Engaged employees
are working
because they want
their company to
succeed and they
feel a sense of
personal pride
in their work.
Engaged
employees aren’t
just working for a
paycheck.

16. People who believe their jobs
are meaningful channel their
“discretionary effort” into
their work.
—Hay Group Study - Engage Employees
and Boost Performance

17. WHY DOES EMPLOYEE
ENGAGEMENT MATTER?
Highly engaged
employees are
87 percent less
likely to leave
their companies
than their disengaged
counterparts and are
up to 20 percent more productive.
—Corporate Leadership Council, 2010
90 percent of business leaders believe
employee engagement has an impact on
business success but 75 percent of them have
no engagement plan or strategy.
—Dale Carnegie Institute, 2013
Companies with engaged
employees outperform
competitors, by up to
202 percent.
—Gallup, 2013
$11 Billion is lost annually
due to employee turnover.
—Bureau of National Affairs, 2013
15 | Employee engagement

18. WHAT TYPE OF EMPLOYEES
DO YOU HAVE?
According to the Gallup’s State of the Workplace Report,
there are three types of employees:
Engaged Employees
These employees stand out amongst
their counterparts because of the extra
effort they bring to their roles on a daily
basis.
• Willingly go the extra mile
• Work with passion
• Adamantly share the goals and
values of the company
Not-Engaged Employees
These employees rarely stand out and
are the typical “punch in and punch out”
type of workers.
• Not blatantly hostile or disruptive
• Work just enough to fulfill
their job requirements
• Have little or no concern
about customers, productivity,
profitability, safety, or quality
Actively Disengaged Employees
These employees can be a real detriment
to your company. Typically these
employees are clearly unhappy and often
act out on their dissatisfaction.
• Consistently monopolize
managers’ time
• Actively deter customers
• Create a sense of negativity
around the workplace
*Gallup – State of the Workplace, 2013
16 | Employee engagement

19. HOW TO: BOOST EMPLOYEE
ENGAGEMENT AT YOUR COMPANY
Employee engagement is very important to the overall
success of a business. So what are some ways that you
can help drive employee engagement at your company?
Here are a few concepts that can significantly increase the
level of employee engagement.
Establish a System for Recognition
One of the most beneficial strategies is to create a peer-to-peer recognition
system. According to Gallup research, when a team has a sense of affiliation,
employees are driven to do positive things for the business that they otherwise
may not do. Simple concepts like “Thank You” cards or electronic recognition
badges can go a long way to improve camaraderie amongst employees.
Don’t Believe It?
41 percent of companies that
use peer-to-peer recognition have
seen marked positive increases
in customer satisfaction.
—SHRM / Globoforce Recognition Survey
Paylocity’s Impressions tool, available on
the web or mobile applications, allows for
employees to send feedback that can be private
or shared with everyone.
*Gallup – State of the Workplace, 2013
* SHRM / Globoforce – Recognition Survey, 2013
17 | Employee engagement

20. HOW TO: BOOST
EMPLOYEE ENGAGEMENT
Cultivate a Community of Communication
Another great way to boost employee engagement is to create an environment
in which employee communication and collaboration is welcome and encouraged.
Employee Self-Service (ESS) portals are an excellent way to provide employees
with the most important information in one place. Additionally, ESS portals allow
for managers to actively communicate with employees about projects, goals,
and objectives.
Manage Employee Performance
An effective system for reviewing and communicating with employees is an
important way to improve morale and engagement. According to a report
from McKinsey*, praise and commendation from managers was rated the
top motivator for performance, beating out other noncash and even financial
incentives, by a majority of workers. Some payroll and HR software providers
offer Performance Management tools that can greatly benefit your organization by
improving the overall review process. Paylocity’s 360 Reviews allow for simple
and collaborative review processes that give the manager and the employee
a full picture of their performance.
*McKinsey Motivating People - Getting Beyond Money, 2009
18 | Employee engagement
Clear articulation about
company vision from
senior leadership, is a
key driver of employee
engagement.
—Dale Carnegie Institute Establish
a System for Recognition

21. HOW TO: BOOST
EMPLOYEE ENGAGEMENT
Performance Management By the Numbers
Effective Performance Management can significantly impact your bottom
line. Companies that do a good job of managing performance have seen
the following results:
Increased Employee Performance
—Talent Management, LLC Study
Decreased Cost of Hire
—Talent Management, LLC Study
Increased Revenue per Employee
—Talent Management, LLC Study
19 | Employee engagement

22. EMPLOYEE ENGAGEMENT
REVIEW: KEY TAKEAWAYS
• Not-engaged or actively disengaged employees can have a negative impact
on both company morale and the bottom line.
• Engaged employees have an emotional connection to their company’s
success and are willing to work harder to achieve it.
• Communication and recognition are two of the most important factors in
increasing employee engagement.
• Effective performance management through reviews and appraisals can
significantly improve employee productivity and job satisfaction.
• Peer-to-Peer Recognition and Performance Management tools like
Paylocity’s Impressions and 360 Reviews can effectively increase employee
engagement and help eliminate many of the manual processes facing HR
departments. Check with your Payroll and HR provider to see if these tools
are available.

23. BIG
DAT

24. WHAT IS BIG DATA?
Companies of all sizes are generating more data today than ever before. In fact,
according to IBM research*, 90 percent of the data in the world today has been
created in the last two years alone.
Not only are companies generating more data, but they’re generating it at a higher
velocity and in greater variety. This is the core concept behind the term “Big Data.”
Often the idea of big data is associated with “big companies.” However, small and
medium businesses deal with their fair share of data. The biggest discrepancy
between small/medium companies and large companies, is the systems in place
to sort and analyze all of that data. Without the ability to properly sort and analyze
big data, companies have a big problem – data is just data, not information.
In order to make well-informed business decisions, company leaders need access
to strong analytics and insight. This insight allows companies of all sizes to more
efficiently manage operational costs, improve revenue streams and analyze
growth opportunities.
So how can you take the data your company generates and turn into valuable,
visually compelling information and even game-changing insight?
*http://www.ibm.com/smarterplanet/us/en/business_analytics/article/it_business_intelligence.html
22 | Big data
Without the ability to
properly sort and analyze
big data, companies
have a big problem –
data is just data,
not information.

25. “The ability to evaluate and apply
data has always been an integral part
of an organization’s success. But the
potential that exists today to enhance
operations and outcomes is nearly
limitless. Those who understand how
data works and what it can yield will
carry enormous advantage in the
new economy.”
—Bob Herbold, Former Microsoft COO

26. STATS AND FACTS
ABOUT BIG DATA
By 2020, over 1/3 of all data
will live in or pass through
the cloud.
Data production will be 44 times greater
in 2020 than it was in 2009.
Percentage of data stored
by enterprises.
Individuals create 70 percent
of all data.
2009 2020
*CSC Research - http://www.csc.com/insights/flxwd/78931-big_data_universe_beginning_to_explode
24 | Big data

27. BIG DATA AND THE SMALL &
MEDIUM BUSINESS
While the sheer amount of data can vary depending on the size of the company,
all companies regardless of size, need to approach the data they do have in the
same way. Companies need to:
1. Determine what data is most important
2. Decide how they can leverage that data into ways of improving operations
One of the most important data sets for small and medium businesses is what
they gather about their own employees and operations. More than likely, your
Payroll and HR departments are frequently tasked with providing information that
will play a significant role in strategic organizational decisions. Often times, small
and medium businesses struggle to provide detailed analysis of this data because
they lack the needed systems and reporting tools.
If your company struggles to analyze important payroll and HR data, or is forced
to rely on tedious, manual processes, you may benefit from utilizing the reporting
and analytics tools available with many payroll and HR software providers.
Only about 18 percent
of small and about 57
percent of medium
businesses utilize
business intelligence
and analytics
solutions*.
*SMB Group – Top 10 SMB Technology Trends, 2014
25 | Big data

28. BENEFITS OF REPORTING
AND ANALYTICS TOOLS
The data your company generates can be incredibly
valuable if properly analyzed and evaluated. But in order
to effectively analyze this data, you need access to the
right tools. Let’s take a look at some of the most important
advantages of reporting and analytics tools.
Evaluate How Your Organization has Evolved
Some of the most important data needed to grow your business is an
understanding of how your business has changed over the years. Historical
data such as compensation trends, department size, or employee longevity, can
enable senior leadership of your company to make key decisions for the future.
Unfortunately, for many companies, analyzing this data is very difficult, even
impossible. Talk with your IT department or payroll software company to ensure
that your valuable payroll and HR data is never purged.
Eliminate Manual Processes
One of most significant trends with big data is the surge of data available via the
cloud. However, many small and medium businesses are still tracking or saving
valuable payroll and HR data manually on multiple systems. By utilizing a cloud-based
payroll and HR software, you can have instant access to all of your valuable
information and can eliminate the need to track and update this information
manually. Additionally, depending on the provider, you can analyze and report on
this data instantly - whenever you need it.
26 | Big data
“Companies using big
data tend to be five times
more likely to make
business decisions faster.”
—Wilson Raj,
Global Director of Customer Intelligence at SAS

29. MORE BENEFITS OF REPORTING
AND ANALYTICS TOOLS
Flexibility in Dealing with External Changes
Regardless of industry, companies are often faced with external obstacles that
can affect their business. For example, the Affordable Care Act will require
businesses to take a close look at their organizational structure to assess
compliance status. Many small and medium businesses are worried about costs
and regulatory risks because they may not have the capabilities to properly
analyze their workforce. By utilizing some of the advanced reporting and analytics
tools available with certain providers, these businesses can easily ensure that they
are in full compliance before the ACA regulations begin.
Side Note
If you aren’t sure how ACA is going to affect your business, visit
Paylocity’s web site to learn the basics of what you need to know.
Check out Paylocity’s YouTube page to see videos on ACA compliance.
27 | Big data

30. BIG DATA:
KEY TAKEAWAYS
• Businesses of all shapes and sizes are generating more data today than
ever before. From operational data to customer feedback, this data can be
extremely beneficial to the success of a business if properly analyzed.
• The explosion of big data has led to a dramatic increase in the availability of
tools to analyze and evaluate this data. Effective analytics tools are no
longer only available to large enterprise corporations.
• Senior leadership at companies needs access to detailed insight, in a
timely fashion in order to make important business decisions. Reporting and
analytics tools can help sort through the data efficiently.
• Payroll and HR data is often some of the most pertinent information for key
business decisions. But many payroll and HR departments are unequipped
to effectively analyze this data without labor-intensive manual process.
Payroll and HR software providers can give your company the tools it needs
to deal with this challenge.
• External changes, such as the ACA requirements, can have a strong
influence on a business. Having the flexibility to deal with these changes
proficiently can position your business for future success.

31. CONCLUSION
The world of business is changing.
Payroll and HR departments are crucial to helping their
organizations thrive through change.
From mobility to employee engagement to big data, Payroll and
HR departments have the insight organizational leadership needs.
What you might not have is the right tools, processes and software.
At Paylocity, we believe that with the right tools,
you can move from “I think” and “it seems” to
“I know” and “here’s what the data says.”
At Paylocity, we don’t believe you belong in the backroom, stuck with
manual processes that keep you bogged down from even thinking
about strategic influence.
We believe you belong in the boardroom.
With a seat at the table and the reports, graphs and charts in front of you, giving
you all the information you need to make a difference.
That’s why we’re here. Because we believe in you.

32. ABOUT PAYLOCITY
Paylocity is a provider of cloud-based payroll and human capital management,
or HCM, software solutions for medium-sized organizations. Paylocity’s
comprehensive and easy-to-use solutions enable its clients to manage their
workforces more effectively. Paylocity’s solutions help drive strategic human
capital decision-making and improve employee engagement by enhancing
the human resource, payroll and finance capabilities of its clients. For more
information, visit www.paylocity.com.
Follow us:
3850 N. Wilke Road Arlington Heights, Illinois 60004 | www.paylocity.com