HRO Today Global Winter 2016 - 38

Global Payroll
The Cloud
As in many business-process outsourcing (BPO) industries,
payroll software vendors are scaling back (if not entirely
stopping) investments in on-premises software. On the
" pull " side of the equation, governments are seeking to
increase e-fi ing and digital services. The combination
means client companies are more likely to adopt cloudbased
payroll services and move away from on-premise
services.
" In the next year, we are likely to see retail and
energy and utility sectors with the greatest growth,
as margin pressures drive these industries to maximize
payroll efficiencies through greater digital services.
Manufacturing will sustain its growth, and service
industries will show moderate growth as employees are
typically their biggest assets and they look for payroll
consolidations, " explains Bragar.
One implication: The Cloud means more entrants more
vendors entering the field.
" Traditional software providers are expanding into the
payroll services market, with investments stopped or
minimized in on-premise software, and these vendors
are now offering payroll hosting, software updates,
ongoing compliance and regulations updates, as well
as online client forums, " says Bragar. " Ramco, Oracle
SAP/SuccessFactors and others are expanding these
services geographically; new cloud entrants like Workday
expanded payroll services offerings into the U.K. in 2014. "
Bottom line: You'll have more options for cloud-based
services with your current vendor, and come contractrenewal
time, you'll have a more crowded field of
competitors offering enhanced services.
Aaron Hurst, Vice President of Global Solutions, Ceridian,
says, " I think the good news there is that many companies
are moving towards cloud technology within the HR and
payroll environment. That is something that our company,
Ceridian, is investing a lot in through our flagship product
Dayforce HCM. But it is nonetheless a challenge because
customers often have very fragmented data sources. And
so, moving toward a centralized, most likely cloud-based
technology system takes a lot of effort on the part of
companies and the vendors that they're working with. "
[38]
HRO TODAY GLOBAL
| WINTER 2016
In emerging markets like China, there are close to 700
million smartphone users. They are used to an app-based
world. They have expectations about being able to use
apps to look at schedules, request time off, update
addresses, and track their pay on a smartphone or tablet.
" The reality in the market is that when it comes to human
capital management technology and payroll technology,
it sometimes looks more like 1990 or maybe 2000, " says
Hurst. " That becomes a challenge for payroll professionals.
How do you keep up with the demands of a workforce
that expects quite a lot from the tools and the technology
that the companies they go to work for have. So it
actually can become, I think, a competitive advantage
for companies if they are able to quickly adopt newer
technology like the Cloud, in order to make sure they're
attracting really good employees and keeping employee
engagement high. "
Andrew Pearson, Co-CEO of CloudPay, says the Cloud
improves visibility and is a crucial part of his company's
strategy for 2016: " We have some interesting product
plans to bring more transparency and visibility using our
global payroll platform so the customers can actually
see what's actually happening in real time in all of these
countries. Our Cloud platform allows you to do that for
the first time, and we're investing more in R&D into doing
it the next year. "
Compliance
For many organizations, compliance drives the need
for outsourcing, particularly in a global environment.
Managing compliance in numerous countries is a logistical
challenge, but keeping up-to-date with payroll regulatory
legislation can also be a hassle many companies prefer to
avoid. Complicating matters are the regulatory changes
that can impact both payroll and HR, such as shared
parental leave in the United Kingdom, with significant
fines for noncompliance. And buyers may outsource
a service provider as they lose payroll expertise to
retirement. It may be easier to outsource than rehire and
retrain.
" For smaller clients with few resources, there is an
increased risk in terms of payments, accuracy, compliance
and backup of data, as payroll skills cannot be easily fi led
by HR generalists, " adds Bragar.

HRO Today Global Winter 2016

Table of Contents for the Digital Edition of HRO Today Global Winter 2016

HRO Today Global Winter 2016 - 1
HRO Today Global Winter 2016 - 2
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