Payroll is a vital part of any organisation, whether it’s a local business or a multinational corporation. A simple payroll error can cause a large amount of damage, so getting it right is essential.
Many multinational organisations choose to outsource payroll from an international provider with regional or global coverage. However, how can an HR and payroll team build a business case for global payroll? Here’s what should be considered.
Before a global payroll provider is outsourced, companies need to know their purposes and objectives for adopting international payroll. Businesses can calculate their requirements by firstly identifying the problems taking place in the HR and payroll department. For example, if the HR department is struggling to abide by national payment legislations across multiple countries, then the need for global payroll is high. Once the purpose(s) for global payroll are identified, HR and payroll teams can be certain that global payroll is required.
Before business cases can be built, organisations need to know the state of their current payment process. The organisation needs to take stock of current payroll processes, and understand what improvements can be made. For example, identifying which countries or regions will need outsourced payroll support.
Once the analysis of current payroll processes has taken place, the HR and payroll department should do a cost-benefit analysis. Financial requirements can be documented in an appraisal form, or by calculating the total cost of ownership. This process ensures that the investment is affordable, and that every cost associated with implementing global payroll is evaluated.
There is a growing demand amongst multinational organisations for a standardised, harmonised and unified method for dealing with HR and payroll needs across all countries. When building a business case for payroll, there are various stakeholders that need to be considered. These include:
By assessing the role that these stakeholders play, HR and payroll teams can work with these key players for the decision-making process. By understanding exactly what solution is being pursued and how it will be implemented, a smoother implementation is not only guaranteed, but any potential problems relating to new processes, workflows or technical issues can be identified early. Identifying issues early allows firms to apply the most appropriate solution to these areas affected before the overall global payroll is implemented.
Once a process has been planned out in detail, and the impact on each stakeholder and global HR department has been assessed, the team should begin to develop the business case in a collaborative process. Many business case templates can be found online, and while the opinions of stakeholders are essential in deciding whether a payroll system should be implemented, they can also play an important role in helping companies plan their case. This should ensure that the case is built efficiently and accurately.
For more information on how SD Worx can help your global payroll needs, please contact us here, or for general enquiries email us at WeAreGlobal@sdworx.com.
If you want to learn best practice in handling data in light of the General Data Protection Regulations (GDPR), you can do no better than to look at DuPont. Now part of science giant DowDuPont following a merger last year, data is part of the DNA of the organisation and it has a long history of embedding data protection into its culture.
12 March 2018
6 September 2017
In the upcoming webinar, titled ‘GDPR: Dealing with the data rights of your employees’ and brought to you by SD Worx and global law firm DLA Piper, HR professionals can learn about data subject rights ahead of the General Data Protection Regulation (GDPR). This is the first in a series of GDPR guidance webinars to be launched in the run up to May next year.
22 November 2017
On Thursday 30th November, the SD Worx and DLA Piper teams hosted the first webinar in our General Data Protection Regulation (GDPR) series. This webinar focused on the HR and payroll industry and how it should manage the data rights of employees.
11 December 2017
With just six months to go until the General Data Protection Regulation (GDPR) takes force, payroll departments need to ensure they know what’s coming, or risk paying for it later. The stakes are high, as businesses that fail to comply with GDPR could face fines of up to 4% of their total annual revenue.
14 May 2018
With the General Data Protection Regulation (GDPR) deadline just four months away, is your organisation prepared? To help get your HR and payroll department ready for when the regulation takes effect on 25th May, we’ve put together a checklist that includes the essential steps to compliance.
8 January 2018
With the GDPR deadline just four months away, are you prepared? To help get your HR and payroll department ready for when the regulation takes effect on 25th May, we’ve put together a checklist of essential steps to compliance.
19 January 2018
We all know GDPR is coming, but is your business really prepared for it? To help get your HR and payroll department ready for when the regulation takes effect on 25th May 2018, we’ve put together a GDPR checklist.
25 October 2017
Once GDPR comes into effect, companies must provide employees and data regulation authorities with carefully-documented data information. To simplify this process, these records should be stored in the form of a data register, filled in by HR and payroll professionals, alongside other departments within the organisation. However, how should HR and payroll departments set up and maintain a data register?
5 March 2018
With the implementation of the General Data Protection Regulation (GDPR) next month, if an organisation is working with HR and payroll vendors, it will be their responsibility to ensure that these business partners are GDPR compliant. Any external organisation that handles the data of employees or customers must be compliant, otherwise the organisation is also at risk of breaking GDPR regulations.
26 April 2018
Exactly who should be responsible for data protection within an organisation? Should it be a matter for C-level staff only? Or the IT department? The sales and marketing department collecting customer information? Or is it time to appoint a dedicated Data Protection Officer?
18 October 2017
Having joined the GDPR bootcamp for Marketers in Reading on the 15th of September, I wanted to share what I have learned during this full on (but very enlightening) day in an easy to digest blog:.
2 October 2017
With the General Data Protection Regulation (GDPR) due to take effect in less than four months’ time, it’s essential that HR managers understand exactly what the regulation entails.
15 January 2018
On Wednesday 25th January, SD Worx and DLA Piper hosted the second webinar in our General Data Protection Regulation (GDPR) series focused on implementing an appropriate retention of employees’ data.
29 January 2018
PAREXEL provides best practice examples to international organisations.
With the General Data Protection Regulation (GDPR) coming into effect in May 2018, all organisations who handle data of EU citizens will need to comply with new guidelines. By nature, HR departments hold personal and sensitive employee data, including payroll data. However, with an increasing amount of payroll and HR departments adopting automated payroll processes, the question arises: how do you become compliant in a digital world, especially if you are an international company?
With just three months to go until the General Data Protection Regulation (GDPR) comes into force, the clock is ticking for HR and payroll managers to get the systems and processes in place to ensure compliance. The regulation, coming into effect on 25 May 2018, updates data rights for today’s networked world and organisations ignore it at their peril. A major infringement could cost a company up to 4% of its global revenue while there is a penalty of 2% of global revenue if records are not in order or a supervising authority and data subjects are not notified within 72 hours when personal data is exposed in a security breach.
19 March 2018
2 October 2017
With GDPR on the horizon, are your HR and Payroll departments prepared? With large fines and serious damage to your business’ reputation at stake for non-compliance, here’s how you can become GDPR compliant in five practical steps:
20 December 2017
Once GDPR takes effect on 25th May 2018, organisations that fail to process data correctly, report security breaches within a set time period, or comply with data regulations, will face fines and brand damage. These legislative changes emphasise how HR and payroll professionals need to be more security-conscious than ever before.
14 March 2018
With GDPR fast approaching, SD Worx commissioned an independent survey of HR and payroll professionals across nine European countries to determine GDPR readiness in the industry. These countries included The United Kingdom, France, Germany, Switzerland, Belgium, Ireland, the Netherlands, Austria and Luxemburg.
19 December 2017
Payroll, and the importance of payroll, is everywhere. Whether in Italy, France, or in Belgium, payroll is a crucial part of any organisation. Employees are the heartbeat of an organisation, so ensuring that they are paid on time and correctly is essential
17 May 2018
In February, SD Worx hosted its European Conference 2018 at Hilton on Park Lane, London, with over 800 attendees and 30 expert speakers. One of the sessions, titled ‘How to be internationally compliant in a digital world’, was hosted by Gert Beeckmans, chief risk and security officer SD Worx, and Frank Rudolf, director of payroll at PAREXEL. Here are their top five lessons on implementing GDPR:
1 March 2018
14 February 2018
13 November 2017