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The contract for a new HCM system has been signed, and you are the Payroll Manager, leading the engine room of your organization.
By now, you should have a good idea of why you need a new system. Is the change necessary for scalability, better compliance, and reduced regulatory risks? Perhaps the drivers for change were the need for enhanced functionality, seamless integrations, easier interdepartmental collaboration, or improved support? Whatever the reason, you are preparing your team for a successful Go-Live while managing your day-to-day tasks.
Here are the top six critical components that can help you achieve a compliant and successful transition: 1. Consider the current state versus the future state
Review all high-level pain points that need to change. Consider items such as collating system-calculated timesheets (time records) or adding payroll entries (recurring earnings or deductions), which consume time during payroll processing. Can they be automated?
Are there manual approval processes (by email) that can be automated using workflows? If workflows already exist, are they fully automated? Are your current audit processes robust? Do you need more advanced reporting or alerts that highlight potential calculation errors, missing pay, and avoid compliance risks?
The implementation of a
