Tracking labor activity for operational visibility, costing, productivity, and efficient transfer to Payroll is potentially a very valuable part of financial management. Every organization is responsible to meet payroll obligations. This is an area where policies and practices differ widely in industries, organizations, and systems. Many Clients tell us that ROI and compliance are important to them. We’ve found, however, that other clients run Payroll as a simple commodity!
BAS long-ago recognized this and has worked with clients and their consultants for years to streamline and automate the process of preparing, auditing, and moving cost-branded labor activity into Payroll – in many kinds of situations. Getting this to happen affects many things downstream among payroll and accounting processes and outcomes:
* Correct and complete labor history, as approved for pay
* Overtime and premium pay
* Compliance with pay policy
* Presentation of paystubs
* GL and other accounting data feeds
* Submittals to third-party payees
* “Vital signs” for Management
Payroll is a really good seat from which to monitor how well the organization is doing. Running Payroll very basically, and no formal HR, produces very basic outcomes – of relatively low value to the organization. This is a “pure cost” approach, and worse, cannot explain or manage large expense numbers due to employment on the P&L. Advanced, modern HRMS/HCM, when integrated, enables practice management. Adapting such practices can be phased in. Good workforce management and cost controls is working smart.
Import approved electronic labor activity data from various systems in various formats: time clock devices, time sheets, Excel®, point-of-sale, shop floor, prepared data feeds, etc.
Eliminate keying data, other than necessary corrections. Automate premium calculations, and enhancements. Make the process efficient and repeatable by entity. Some target payrolls run out-of-house (cloud), making it necessary to finalize the batch of charges then submit the batch(es)-ready for external processing. Payroll always has deadlines!
Import, Export, Report HRMS/HCM Data
Keep separate HR, payroll, timekeeping, and linked systems appropriately up-to-date by sharing information securely:
* Names and addresses
* Payrates, job assignments, and job history
* Benefits and dependents
* Emergency contacts
* Garnishment rulings, applicants, recruiting status, and more…
HR expects to store, access, and maintain potentially-important records not only for employees:
* Interns, students, and trainees
* Retirees, stockholders
* Volunteers, Donors. etc
HR typically requires interfacing with computerized internal and external systems, often with urgency, for benefits, compliance reporting, recruiting, applicant tracking, vetting, on-boarding, pay policy, negotiations, and more. Security protocols and policies throughout the organization, affecting its culture, have become more necessary, formal, and strict, making it more difficult to access and work with data resident in secured systems in the ever-evolving, always-connected web environment.
Import Benefit and or Deduction Data
HR deadline pressures based on routine reporting cycles, but also un-planned workload:
* Management initiatives due to workforce or legal challenges
* Evolving organizational priorities,
* Growth and retention
* Training and seasonal hiring
* Community relations and public-facing projects
More examples of tasks needing interfacing with in-house or out-of-house data, often secured and considered sensitive:
* Benefits enrollment, life-events and administration
* Education and certifications
* Pay and deductions policies
Sample synchronizations: Sage HRMS™, Acentis™, ISolved™, Sage 300CRE™, United Healthcare™, BCBS™, SAP™, Oracle™, accounting systems lacking HRMS/HCM