Is it that time of the month again?
Hopefully your organisation has automated some of your HR payroll systems to something more robust during the pandemic period.
To some HR executives, payroll calculations can be a tough task to conquer. Despite the wide variety of HR software, tools, and resources available out there, there are still common payroll pains that all HR teams go through. Or perhaps your SME company does not believe in utilizing a payroll processing software.
As a specialised HR and payroll outsourcing agency, we deeply understand the problems that can come with terrible payroll software. With over thousands of contract employees on our payroll, we had to find a way out.
This was how BGC Group's in-house WECARE™ was birthed. Through all our blood, sweat and tears of our team of candidate HRs.
We'll spare you the gruesome details because this is about you and your team.
Here are some common payroll gripes that your HR team probably wants you to understand.
1. Doing doing data entry-ing for employee timesheets is a huge waste of time
No one understands what it’s like to wait for a faded, torn piece of paper filled with the candidate’s creative handwriting. Transcribing and calculating a candidate’s payroll based on a hardcopy is hard. Especially when you’re pressed for time and it’s almost payday (for your candidates). Software, on the other hand, means that Human Resources teams are spared the trouble of data entry.
The less human manipulation involved means that there is less room for errors. This is imperative as it leads to employee resignation. Manual payroll processes create an administrative burden for your in-house HR team. A unified payroll and timesheet software not only reduces the administrative burden for you and your HR staff.
2. Tracking and verifying timesheets of skiving employees is no walk in the park
When it comes to handling money, it’s safe to say that most Human Resources executives don’t trust candidates. There’ll always be an opportunist time thief, forging timesheets. It takes a lot of investigating on behalf of the HR team. In addition to time thievery, there are candidates out there who will submit manual timesheets late - resulting in delayed salary payments.
3. Some expensive HR systems are overly complex and have too many features that we don't need
When it comes to a unified payroll and timesheet software, some companies don’t understand that simplicity can be the best. Instead of spending more money on embellishment features such as GPS location tracking or even thumbprint scanning. For instance, utilizing a GPS location might not necessarily be the most practical thing to include in a payroll processing software, as certain jobs require employees to be at multiple locations (or at home during pandemic lockdowns.)
Finding the right HR that compiles all the needed functions (e.g. timesheet, leave calculation, etc) comes with multiple benefits.
Streamline payroll process
Reduce the amount of time spent tracking
Allow the entire Human Resources department to focus and concentrate on tasks. In short, the proper software will make your internal HR department a lot more efficient and cost-effective
4. Complying with government regulations should be foolproof and easy
Of course, HR executives don’t necessarily have a problem when it comes to complying with government regulations. However, there are a number of responsibilities that employers need to fill (e.g. CPF contributions, tax deductions, etc). SMEs and companies in Singapore that calculate payroll manually are often left in the hands of an executive or manager with insufficient training. Of course, this leads to errors and payroll mistakes - which might lead to fines and summons for the organization. A good software, however, might be able to absolve your organization of this potential threat.
5. Data storage need to be safe and protected from security breaches at all costs
When it comes to manual payroll processing, data input is one of the tedious parts of the process. Inaccurate or wrong data input can lead to more problems for the organization. Additionally, when the wrong person is tasked to record data, it can lead to bigger problems. At times, storing and recording data manually can also lead to potentially serious data breaches.
Software unification is one way of solving the problems associated above. To put it simply, a unified payroll system software is one that might be able to sync different data across all software. For instance, in a survey conducted by the HR website Kronos, HR employees said that their payroll process had to be unified with their timekeeping systems. This means that it is not up to industry standards if your company is still letting employees do payroll in their own little corner of the world.
Are you keen to try a smarter, payroll outsourcing solution in Singapore?
If you’re on the lookout for an affordable employee management software, BGC WECARE™ could be just the one for you.
Developed for HRs by HRs, as a leading recruitment and HR outsourcing agency in Singapore, WECARE™ is a fantastic workforce management system created to help thousands of contract employees on our payroll.
BGC Group’s unified WECARE™ software is able to:
Automated Payroll Calculation: Based on customized requirements
HR Tracking: Time clock, attendance, and leave tracking
Financial Management: Managing claims expenses, invoices, and financial reports
Secure Data Protection: Cybersecurity coverage for peace of mind
Freeing up mundane administrative work gives HR professionals enough time to concentrate on more pressing tasks.
Learn more about BGC’s WECARE™ software here. Of course, there are multiple benefits to utilizing unified payroll software. They include:
A. Faster Time Calculation: Faster payroll calculation results in less payroll errors. Which is imperative since payroll mistakes can lead to employee resignation.
B. Storing Employee Records: Most organizations will also keep data about other employees (i.e. medical and annual leave) within the same system.
C. Less Manual Calculation: This makes it easier to track KPI (i.e. Key Performance Indicator) which could be beneficial for your organization. It’s also a great way to track employee performance when compared to the standard industry benchmark.
What are some common payroll gripes that you deal with as a Human Resources executive? Let us know in the comments section below!