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During the recent Workday Journey XL event in Amsterdam, I hosted a roundtable on the topic of the four-generation workplace and the impact this is having on HR.

As it turns out, this is a hot topic. Extra chairs were required at the table for participants from companies including Shell, Rabobank and Mitsubishi Motors Europe.

The four generations currently active in the workplace today are:

  • Baby Boomers 1946 - 1964
  • Gen X 1965 - 1976
  • Gen Y & Millennials 1977-1997
  • Gen Z 1997 onwards


There are three key topics of interest around these groups.
 

Company Culture: Do we think alike?

We asked the question: Do the four generations share the same view on company culture or are their expectations different? The answer was yes, we definitely see a difference.

Generation Z and Millennials look at performance and career development very differently to Baby Boomers.

Baby Boomers are used to annual reviews and being set expectations and objectives. They are very much used to being ‘told what to do’. Their attitude to reviews is focused on reward rather than development.

The younger workforce has a very different approach. Our digital generations want to be involved in their career development. They like regular, project by project feedback and they want frequent conversations and assurance, not just from their managers, but from the wider business.

For HR, this is a huge move away from the traditional focus on compliance to quality conversations. Continuous Performance Management (CPM) allows HR teams to introduce employee driven processes, tailored to short-term goals, pushing the focus to people development and education, rather than measurement. This is hugely motivating for employees.

For the business, CPM is also great. It generates lots on real-time data including a view of the skills matrix of the business. This highlights where skills exist, where the business will need them and who and how to develop people to ensure the workforce is able to support the future needs of the business.


Flexible working. Do we agree this is a good thing?

While there are some differences in the generations, largely, the four-generations are open to and united in the advantages and benefits of flexible working. Most like the option to work from home or other locations, whether or not they take this up.

Most important is the ability to work easily. The consensus from the roundtable is that we all want a consumer-like technology experience at work, not just the younger ones. If people are to host conference calls from home or to use collaboration tools, for example, these need to work – all the time.

Many also want to work for an organization that’s sustainable and considers the environment. Reducing the amount of road and air travel enabled by great technology, supports this talent expectation.

For more reading on the digital workplace, my colleague, Simon Porter wrote a great blog explaining; What is the Digital Workplace? I recommend a read when you have a moment.


HR Bots & Channels of choice: Are we ready to engage?

While there is no blueprint for the workplace of the future; yours may be a building, virtual or a mix of the two, your choice of HR processes and technology will have a vital role to play in success. Get the technology infrastructure and processes right and you will see employee engagement and productivity rocket.

Stepping back for a moment, we looked at the workplace technologies our four generations ‘grew up’ with at work.

  • Baby Boomers – internal mail envelopes, written forms, desk phones, call centers
  • Gen X - ERP, email, intranet, self-service apps
  • Gen Y & Millennials - Chat, SaaS, portals, mobile
  • Gen Z – Artificial intelligence, chat bots, social media, analytics…. and the innovation continues


It was the latter set of tools that were of most interest in the discussion. What impact do these technologies have? How are they changing HR processes and the employee experience?

Most large organizations have invested to a greater or lesser degree in these technologies, but just having them will make no difference. It’s how your organization integrates them into HR and wider business processes that will have the greatest impact on performance.

By opening channels of choice up to employees you’re enabling people to choose how and when they access and use HR tools and, by making them easy to access and with rapid responses by applying machine learning and algorithms to address common employee questions, you’re also making employee interaction with you easy. Interactions create data.

Automation not only speeds everything up, it ensures that this data and the processing of it is highly accurate. From this, HR intelligence and be pulled, analyzed and shared with the business to plan for the short, mid and long term.


The conclusion

The consensus of the roundtable is that already the workplace experience will be different for each employee. No two people are the same and, therefore, why the future of work is so exciting. With the right technology and HR processes set up, as employees, we will literally be able to choose how we work.

Of course, not all business types can operate without people on site, in-store, driving vehicles, or treating people, for example, but the great difference is how people can engage with their employers and take control of their work life experience, thanks to digital HR.

This discussion is far from over. In fact, it’s only just beginning. The future of work, and it’s multi-generational, multi-cultural and multiple opportunities for people as we start working side-by-side with machines is very exciting.

I would love to hear from you about how you see the future workplace planning out. Today’s Gen Zs are today’s Baby Boomers of tomorrow. What is exciting and new today will be the internal mail envelope of tomorrow. What lies ahead? I can’t wait to see.

 

At NGA HR, we have some great innovation going on using all the above technologies

Why not take a virtual tour of our HR Innovation Hub now, or join us in person at one of our physical hubs around the world. In these centers, with our clients and partners, we’re co-creating the future of HR and wow, it looks exciting!

 

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We’re excited to share the news that the State Government Labour Department of India has granted NGA HR Kochi the “Suvarna” (Gold) Grade Certificate of Excellence as a “Best Employer” based on various strict Excellence Grading Parameters. This recognition becomes Kochi´s greatest achievement in this field so far and an evidence of Kochi’s great employer standards.

“I am elated that our center has been recognized in such a high-profile way, as 'Best Employer'. It's a testament to all our Kochi employees – this achievement underlines their efforts, diligence and team work”, says Natarajan Laxsmanan, VP of Operations APJ.

To achieve this Certificate of Excellence, the grading committee evaluated NGA HR on the following parameters:

1.Best employer
2.Satisfied workers
3.Excellent employment atmosphere
4.Participation in Employment Skill Development
5.Women friendly ambience
6.Welfare of the workers
7.Workplace safety

It is great to see that internal initiatives on diversity, employee wellbeing and mental health are embraced by our leaders and employees and recognized externally.

The award ceremony was presided over by the Hon’ble Minister of Labour & Excise Shri. T. P. Ramakrishnan, Member of the Legislative Assembly of Kerala Shri. Hibi Eden, Labour Commissioner Shri. A. Alexander (I.A.S) and Additional Chief Secretary Smt. Asha Thomas amongst a power packed panel.

To receive this prestigious award, NGA Human Resources was represented at the award ceremony by VP of Operations APJ Mr. Natarajan Laxsmanan, Ms. Anu Mathew & Mr. Sunil V Pillai. Hon’ble Labour Commissioner Shri. A. Alexander personally handed over the Certificate of Excellence to Mr. Natarajan Laxsmanan amongst great drum roll from the audience.

Please view the attached pictures and short video presentation glimpse to our experience during the award ceremony.

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It’s okay: #IWillListen

Why is it that we are more comfortable discussing our physical health than our mental wellbeing? When you think about it, it’s strange that we openly discuss our broken bones and strained muscles but feel awkward to admit openly that we have difficulty coping when our brain is overloaded. And because we work in services, we rely on our brains to do a good job.

We decided that World Mental Health Day would mark a day of action, where we tell all NGA HR employees that it’s okay to talk about mental health issues – and we will listen.

Last week, NGA HR’s CEO Andy Monshaw and Chief People Officer Michael Rogers kicked off a series of global World Mental Health Day events from our Jacksonville, FL office.

With many of our 5,300 people watching from 35 locations across the world, they were joined by a thought leader in this space. Former Deutsche Bank Executive and Board Member of the National Alliance on Mental Illness, Barbara Ricci, spoke with employees about her experiences of mental health in the workplace. Barbara was this week recognized by the NAMI New York City branch at the NAMI Seeds of Hope Gala Dinner – of which NGA was a silver sponsor - for her work in coaching organizations on how to embrace the topic of mental wellbeing in the workplace.

Colleagues also heard practical tips about using relaxation and meditation techniques to manage stress at work and at home. Matt Savarick from the innovative mindfulness application – Headspace – gave employees a demonstration into the world of mindfulness.

Andy concluded proceeding by speaking about the launch of our internal #IWillListen campaign. A key enabler of NGA’s World of Opportunity people strategy, the campaign aims to promote mental health and wellbeing across our 35 countries globally.

#IWillListen is about a simple pledge. NGA HR want to create a climate for our employees to feel comfortable to discuss mental health and how it affects them. We want to support our employees to address their own mental health issues and/or their families. We recognize that mental health may affect the wellbeing and the effectiveness of our employees directly and/or indirectly.

Colleagues from our remaining locations were invited to live stream the event from Jacksonville, host their own local discussion events and commit their support for their #IWillListen campaign. From Dalian, China to St John’s, Canada – the majority of our 5,300 Payroll & HR specialists took part in the day. They actively participated: many of them wrote their pledge on the #IWillListen wall. We had Yammer conversations where employees shared their personal mental health stories and others gave tips on how they deal with stress and anxiety in the workplace and at home. It was a day of sharing, caring and learning.

To see more from the launch event in Jacksonville, watch the video below.

World Mental Health Day at NGA Human Resources - Vimeo

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According to the World Health Organization, one in four people in the world will be affected by mental or neurological disorders at some point in their lives.

Wherever you’re based and whatever you do, taking appropriate care of your Mental Health is something that is important to every person that works for you. In the same way you look after your legs or arms, we need to give the same attention to our minds.

 

October 10th is World Mental Health Day. That’s why on October 9 & 10, NGA HR will be holding events to talk about this topic. All our 5,300+ employees in 35 countries will reflect and show their support for colleagues who are currently going through or have had challenges with Mental Illness.

 

World Mental Health Day at NGA will see a number of communications that will say clearly: it’s okay to talk about this. We will launch our #iwilllisten campaign, that explains our commitment to employees and how they can be part of this initiative.

 

As part of the WMHD celebrations, we will also be holding a series of events in our Jacksonville, USA office on October 9. A panel of NGA employees and clients will discuss Mental Health in the workplace. We’ll also have a presentation from Barbara Ricci – a former Deutsche Bank executive, a thought leader in this area and co-founder of the National Alliance for Mental Illness. Barbara has recently authored a piece of work for Harvard Business Review that is interesting reading for anyone on this topic. All sessions will be streamed to our offices worldwide.

 

We’ll be posting updates on the event on social meeting from the Tuesday events, so please follow @ngahr on Twitter to “listen in” and send us any questions you might have. We’ll also share ideas from our employees on what they do to stay healthy.

 

 

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With Workday Rising opening next week, it’s a great time to stop and reflect on why businesses are engaging with our Workday and payroll services, because a lot more of you are!

Aligning HR with wider growth strategy seems to be a major reason. The other standout is ‘people’.
 

People power business success

People have risen rapidly up the business agenda in the last year. Boards and leadership teams recognize that there will be no business success in the digital economy without a positive, engaged and ambitious workforce.

Clear evidence shows that the best employees only stay with employers who reward their efforts with a good life at work. We’re working with ‘generation rapid reward.’ This is by no means a negative categorization. It is a fact. Even those of us who’re not digital natives, we’re mostly converts, and we’re used to a consumer user experience at our fingertips, always on and always working.

If we can’t access a site, an app or a tool, we move on, fast. We’re not just leaving our retail and services shopping carts, we’re now seeing people leaving their place of work. The message here is…
 

Make your workplace a stay-place

We’ve reached a time in the evolution of HR, payroll and workforce tech where it’s a utility. A box to click. It either works, or it doesn’t, and people have little tolerance for it not working.

The more frequently your employees have issues logging into HR and payroll services to check, for example, if they’ve been paid, to book holidays or to register for training, the more disengaged with you they become. This is damaging on so many levels for productivity, engagement and loyalty, and the negative mood spreads. The cost to your business is high. The solution is to make sure your HR and payroll ‘utility’ is fully powered.
 

Have a look at what NGA HR has done to help Neustar, a leading US information services company, to keep HR and payroll working

Watch Neustar case study video

When Neustar made the decision to move to Workday HCM and Workday Pay, the team selected NGA HR to support with Managed Payroll and Application Management Services.

The company is now fully focused on its people, knowing that the functionality of Workday, payroll and application management are safe in the hands of NGA HR.

Chirag Parikh, Vice President of Internal Audit at Neustar, said: ”One of our key objectives was to maximize the Workday functionality, and that’s why we partnered with NGA HR, for Managed Payroll and Workday Application AMS. One of the main reasons why we selected NGA HR versus the other two competitors was that NGA HR was able to provide a managed payroll solution using Neustar’s Workday instance.”
 

Strategy change

The conversations we’re having have subtly changed and noting the agenda of meetings already lined up for our team at Workday Rising, companies want to continue to talk to us about people process efficiency. Not just technology!

Common questions:

“How can we set HR up with the systems and processes they need to hire, train, retain and pay the right people to grow our business.”

“How can we ensure these systems work, around the clock, and continue to work as the way we work evolves?”

And so, it is, more and more companies are starting to think strategically about what they want from their HR infrastructures to support people. We are no longer talking technology here, but people performance strategy.
 

Combining human & machine for ultimate workforce efficiency

We’re currently working with many organizations on Workday-based HR transformations. One multi-national stands out.

Following years of growth through M&A, its objective is to consolidate nearly 60 different payroll providers and multiple HRIS systems into a single Workday instance. A complex environment, on top of the already given global payroll complexity.

The end goal is to centralize data and to put it into a platform that is accessible and can be integrated into the decisions people need to make to deliver profit to the organization.

There is only so much that can be managed centrally and therefore, a data governance model is also required. Automation of processes will assure compliance and consistency in transactional processes moving forward.

Beyond this, our innovation teams will optimize Workday processes now, and integrate machine learning and artificial intelligence into its people processes.
 

Supporting the changing world of business

M&As and business divestments are the growing norm, and this means the need for many more organizations to consolidate and realign HR and payroll processes.

Equally, as in this project, we’re increasingly seeing HR transformations running in parallel with global payroll consolidations and financial transformation projects. Yes. Hugely challenging!
 

Releasing your data value from Workday

Analytics is another hot topic of conversation. The HR data sitting in Workday is no longer just big, it’s highly valuable. For years underutilized, we can present very clear business cases why this should be released to increase business value.

This intelligence tells you everything you need to know about your workforce. Not just salaries, but actual spend, including overtime and bonuses.  It exposes leakage and it tells you how profitable your workforce is, and, for example, it tells you how attractive you are as an employer. This has never been more important. Could you pay people differently to retain them? People aren’t always looking for cash. Benefits and flexibility are increasingly valuable to employees.

This absolute business sense you can release from your Workday investment is why suggest that one of your objectives for the next year should be to look to integrating payroll data into your wider workforce analytics.
 

Making automation an option for all businesses

We’re working hard to make zero-touch payroll a common reality. For now, we’re enabling additional controls on top of human controls. This is a huge step change for compliance. The innovation effort we’re putting in is intense and not an option for most in-house teams. It’s also unnecessary. As one client said:

“We’ve visited your various centers around the world and seen innovation in action. I’ve seen the process improvements enabled by automation.

This is one of the reasons why we took the strategic decision to partner with NGA HR. There was no way I would get the investment from the board to automate and deliver zero-touch payroll globally, or to do it as expertly as NGA HR can for us.”
 

HR transformation works better together

“For us, the key to success is the quality of the partnership, and with NGA HR, we always come out of meetings with solutions. This is how I like to work.” A comment from an NGA HR client.

Chirag Parikh, Vice President of Internal Audit at Neustar backs this up: “NGA HR’s role was more like a trusted advisor. It was a very collaborative approach between Neustar and NGA HR.

“Since we’ve gone live, we’ve not encountered any payroll issues related to accuracy or timeliness of our pay checks. From a payroll perspective, we’re using the full functionality that’s offered by the Workday solution, thanks to NGA HR.

“Our partnership with NGA HR continues to evolve. We view them as an extension of our team; they’re our partner and our teams work very well collaboratively with them.”

NGA HR and Neustar have entered into a strong long-term partnership with a focus on collaboration and continuous improvement.
 

Why NGA HR for Workday?

The Workday teams at NGA HR will support and extend the value of your Workday HR and talent investments with multi-country payroll services and scalable HR Business Process Outsourcing (BPO) services.  

Our HR BPO services add transactional process support from our global service delivery network and Tier 1 and administrative support services for nearly 200 countries. 

And it doesn’t stop here. Our innovations team is working to a continuous development roadmap, building pre-configured apps and connectors to raise the value and performance of Workday to meet your changing business requirements.  
 

Meet our team at Workday Rising

Why not take some time out to drop by the NGA HR booth #712 at Workday Rising next week and we can see how well we might work together?
 

Can’t make is to Workday Rising?

Arrange to meet with one of NGA HR’s Workday consultants by leaving your details here.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Nearly two years ago, a large international commercial bank came to us with the brief to “design, build and deliver an integrated, highly secure, standardized and compliant global HR and payroll infrastructure.”

The five primary objectives were to;

  • Remove risk to assure legislative and payroll process compliance
  • Standardize multi-country HR & payroll user experience, initially for 5,000 employees across nearly 30 countries
  • Move from an on-premise CAPEX to OPEX Cloud IT model
  • Centralize global HR admin as part of the overall organizational restructuring
  • Have the built-in agility to size up or down operations fast


Far from a simple project in complexity, it was made easier because the client really understood its own business case for outsourcing its HR and global payroll processes.
 

Banking on Unification

At the time of engagement, the bank had nearly 50,000 employees, working in almost 1,000 offices and branches in nearly 50 countries, most served by local HR and payroll process and with varying degrees of consistency.

At our first meeting, the Head of GM-HR Shared Service Center at the bank said to us;

“We recognize that the most efficient way to manage multi-country HR and payroll processes is to outsource it. We have local systems and processes, and this makes it difficult to both manage and to accurately report without intensive manual data input. It also creates complexities for our many employees whose careers cross countries.” 
 

Data protection

Operating in a highly regulated industry, the bank couldn’t afford any people processes, data or compliance risks to impact on its own customer services, even more so with the arrival of GDPR.

In discussion, the client was in full agreement with the findings of the 2017 Global Payroll Complexity Index (GPCI) report, which shows that at least 65% of companies state legislative and HR & payroll updates and on-going compliance as the number one payroll complexity challenge.

This compliance challenge they were keen to remove.
 

Outsourcing risk

As the Global Payroll Complexity Index report, published last autumn by NGA HR in partnership with the leading payroll associations, highlights that payroll is no longer just about paying people. It’s about data, the analytics, storage and security of personal information.

This is one of the growing reasons why more and more international organizations, including retailers, financial services and manufacturing companies, are coming to us to manage their multi-country HR and payroll processes - to remove the risk of handling and securing the data.
 

Ready to fast forward into the digital future

The project, at this point, will see the bank’s HR and payroll processes for nearly 30 offices across Europe, Asia, and the USA, standardized and centrally managed for absolute consistency, performance and security.

By aligning and outsourcing HR and payroll, the bank no longer needs to worry about its technology framework. Its focus is purely on its banking business. 

We are giving them the assurance that its back-office HR and payroll processes are compliant with legislation in each location, employees are paid correctly and on time, and that the technology supporting these vital employee engagement processes is both well maintained and continually evolving with the benefits of innovation.
 

Ideal solution for today’s digital workforce

The project team, a real partnership between bank IT staff and experts and consultants from NGA HR, agreed on the design and build timeline for the transformation project and are moving forward with a clear set of objectives and measurables.

On completion, NGA Global Payroll with NGA Payroll Exchange (PEX) technology will have integrated the technologies in all locations, using the combined skills and expertise of NGA HR’s global and local NGA HR service delivery centers. 

To maximize the user experience, NGA HR's SAP SuccessFactors XtendHR productivity apps including MyPay, MyDocs, askHR, and MyForms, built on SAP's Cloud Platform, will be integrated in the cloud solution and accessed via the consumer-style, channel of choice, front end.
 

The key to project success is partnership

According to the feedback of the client, no other provider in the selection process could match the scope, expertise, and experience of our global yet local service delivery capabilities, our competitive and clear pricing, or our team's proactive and straightforward approach from the first meeting, with our consulting team, on.

We are centrally managing the project teams from Frankfurt and have local expertise in each location to ensure country specifics are addressed.

After an initial five-month planning process to ensure policies, security and data protection were all in line, phase one started last November in APAC and is now nearing completion.
 

What does the future of payroll look like for your business?

Visit the NGA HR Payroll Academy for more about standardizing and removing the risks, challenge and complexities of multi-country HR and payroll processes.

Read this blog, 5 Key Considerations for the Future of SAP HCM Payroll, to look at some of the option.

 

 

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Nearly two years ago, a large international commercial bank came to us with the brief to “design, build and deliver an integrated, highly secure, standardized and compliant global HR and payroll infrastructure.”

The five primary objectives were to;

  • Remove all risk to assure legislative and payroll process compliance
  • Standardize multi-country HR & payroll user experience across nearly 50 countries
  • Move from an on-premise CAPEX to OPEX Cloud IT model
  • Centralize global HR admin as part of the overall organizational restructuring
  • Have the built-in agility to size up or down operations fast


Far from a simple project in complexity, it was made easier because the client really understood its own business case for outsourcing its HR and global payroll processes.
 

Banking on Unification

At the time of engagement, the bank had nearly 5,000 employees, working in almost 1,000 offices and branches in nearly 50 countries, most served by local HR and payroll process and with varying degrees of consistency.

At our first meeting, the Head of GM-HR Shared Service Center at the bank said to us;

“We recognize that the most efficient way to manage multi-country HR and payroll processes is to outsource it. We have local systems and processes, and this makes it difficult to both manage and to accurately report without intensive manual data input. It also creates complexities for our many employees whose careers cross countries.” 
 

Data protection

Operating in a highly regulated industry, the bank couldn’t afford any people processes, data or compliance risks to impact on its own customer services, even more so with the arrival of GDPR.

In discussion, the client was in full agreement with the findings of the 2017 Global Payroll Complexity Index (GPCI) report, which shows that at least 65% of companies state legislative and HR & payroll updates and on-going compliance as the number one payroll complexity challenge.

This compliance challenge they were keen to remove.
 

Outsourcing risk

As the Global Payroll Complexity Index report, published last autumn by NGA HR in partnership with the leading payroll associations, highlights that payroll is no longer just about paying people. It’s about data, the analytics, storage and security of personal information.

This is one of the growing reasons why more and more international organizations, including retailers, financial services and manufacturing companies, are coming to us to manage their multi-country HR and payroll processes - to remove the risk of handling and securing the data.
 

Ready to fast forward into the digital future

The project, at this point, will see the bank’s HR and payroll processes for nearly 30 offices across Europe, Asia, and the USA, standardized and centrally managed for absolute consistency, performance and security.

By aligning and outsourcing HR and payroll, the bank no longer needs to worry about its technology framework. Its focus is purely on its banking business. 

We are giving them the assurance that its back-office HR and payroll processes are compliant with legislation in each location, employees are paid correctly and on time, and that the technology supporting these vital employee engagement processes is both well maintained and continually evolving with the benefits of innovation.
 

Ideal solution for today’s digital workforce

The project team, a real partnership between bank IT staff and experts and consultants from NGA HR, agreed on the design and build timeline for the transformation project and are moving forward with a clear set of objectives and measurables.

On completion, NGA Global Payroll with NGA Payroll Exchange (PEX) technology will have integrated the technologies in all locations, using the combined skills and expertise of NGA HR’s global and local NGA HR service delivery centers. 

To maximize the user experience, NGA HR's SAP SuccessFactors XtendHR productivity apps including MyPay, MyDocs, askHR, and MyForms, built on SAP's Cloud Platform, will be integrated in the cloud solution and accessed via the consumer-style, channel of choice, front end.
 

The key to project success is partnership

According to the feedback of the client, no other provider in the selection process could match the scope, expertise, and experience of our global yet local service delivery capabilities, our competitive and clear pricing, or our team's proactive and straightforward approach from the first meeting, with our consulting team, on.

We are centrally managing the project teams from Frankfurt and have local expertise in each location to ensure country specifics are addressed.

After an initial five-month planning process to ensure policies, security and data protection were all in line, phase one started last November in APAC and is now nearing completion.
 

What does the future of payroll look like for your business?

Visit the NGA HR Payroll Academy for more about standardizing and removing the risks, challenge and complexities of multi-country HR and payroll processes.

Read this blog, 5 Key Considerations for the Future of SAP HCM Payroll, to look at some of the option.

 

 

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People management is more critical than ever to delivering overall business performance.

It is for this reason that we have more and more organizations coming to us for advice on how to free up their HR teams to focus on people performance rather than processes.

The added benefits of freeing up your HR experts to focus on the strategic role of people management, you’re also removing the time, cost, risk and stress of managing the essential, but non-profit making, admin, process and IT elements of your HR services. 

“An incredible number of organizations have come to the realization that their people processes are outdated and unmanageable. Geographic expansions, M&A and divestment are just some of the activities that are leaving them with a mix of platforms, opening their HR and payroll processes up to compliance and process risks,” explained Anita Lettink, SVP Strategy & Alliances at NGA Human Resources. 
 

The benefits of HR outsourcing are manifold

Cost saving - Eliminate capital costs and reduced operational costs 

Strategic people focus - Free HR resources to focus on profit-making people strategies 
 
Increase efficiency - Optimize and standardize HR process efficiency, compliance and data security 
 
Great user experience - Guaranteed HR, payroll and App service delivery 
 
Best technology - On-going access to the best HR IT systems and on-going innovation 
 
Real-time analytics -  Advanced and sophisticated management information from integrated HR data  
 
Expertise & experience -  Access to HR process, strategy and tech expertise not available internally (special focus on local and regional intelligence)
 
Agility - Flexibility and speed of response to business changes 
 
Make HR strategic -  Bringing HR into the wider strategy for organizational move to multi-function shared-services 
 

What are your HRO options?

NGA HR’s expert teams offer you multiple options for your business, depending on where you are on your journey to a digital business, and where your budget agenda currently sits: 

HR Business Process HR Outsourcing (HR BPO) - For you, we manage your back-office HR processes for you, including payroll administration and AMS. 
 
Shared service HR outsourcing - For you, we manage the transaction or administrative elements, including help desk and service center interface with employees. 
 
Application service HR outsourcing - For you, we manage the physical HR infrastructure required to support all HR functions. 

 

What are your next steps?

Before you make any decisions, our HR consulting team invites you to sit down with them for a no obligation, open and frank conversation about the strengths, weaknesses, opportunities and threats of your current HR process strategy.

They will then offer advice on how these can be addressed to ensure you have the HR infrastructure your business needs to underpin its overall digital workplace strategy and growth for the foreseeable future.  
 


Book a free consultation today: More and more, potential clients are opting for the free-thinking and flexibility of design thinking workshops for this stage. By the end, you will be clear about what you are outsourcing and why.


Find out why: NGA Human Resources is Leader for 'SuccessFactors-Based Human Resources Business Process Services (HR BPS)' in PEAK Matrix™ Assessment 2018  
https://www.ngahr.com/nga-human-resources-leader-successfactors-based-hu...

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Nearly two years ago, a large international commercial bank came to us with the brief to “design, build and deliver an integrated, highly secure, standardized and compliant global HR and payroll infrastructure.”

The five primary objectives were to;

  • Remove all risk to assure legislative and payroll process compliance
  • Standardize multi-country HR & payroll user experience across nearly 50 countries
  • Move from an on-premise CAPEX to OPEX Cloud IT model
  • Centralize global HR admin as part of the overall organizational restructuring
  • Have the built-in agility to size up or down operations fast


Far from a simple project in complexity, it was made easier because the client really understood its own business case for outsourcing its HR and global payroll processes.
 

Banking on Unification

At the time of engagement, the bank had nearly 50,000 employees, working in almost 1,000 offices and branches in nearly 50 countries, most served by local HR and payroll process and with varying degrees of consistency.

At our first meeting, the Head of GM-HR Shared Service Center at the bank said to us;

“We recognize that the most efficient way to manage multi-country HR and payroll processes is to outsource it. We have local systems and processes, and this makes it difficult to both manage and to accurately report without intensive manual data input. It also creates complexities for our many employees whose careers cross countries.” 
 

Data protection

Operating in a highly regulated industry, the bank couldn’t afford any people processes, data or compliance risks to impact on its own customer services, even more so with the arrival of GDPR.

In discussion, the client was in full agreement with the findings of the 2017 Global Payroll Complexity Index (GPCI) report, which shows that at least 65% of companies state legislative and HR & payroll updates and on-going compliance as the number one payroll complexity challenge.

This compliance challenge they were keen to remove.
 

Outsourcing risk

As the Global Payroll Complexity Index report, published last autumn by NGA HR in partnership with the leading payroll associations, highlights that payroll is no longer just about paying people. It’s about data, the analytics, storage and security of personal information.

This is one of the growing reasons why more and more international organizations, including retailers, financial services and manufacturing companies, are coming to us to manage their multi-country HR and payroll processes - to remove the risk of handling and securing the data.
 

Ready to fast forward into the digital future

The project, at this point, will see the bank’s HR and payroll processes for nearly 30 offices across Europe, Asia, and the USA, standardized and centrally managed for absolute consistency, performance and security.

By aligning and outsourcing HR and payroll, the bank no longer needs to worry about its technology framework. Its focus is purely on its banking business. 

We are giving them the assurance that its back-office HR and payroll processes are compliant with legislation in each location, employees are paid correctly and on time, and that the technology supporting these vital employee engagement processes is both well maintained and continually evolving with the benefits of innovation.
 

Ideal solution for today’s digital workforce

The project team, a real partnership between bank IT staff and experts and consultants from NGA HR, agreed on the design and build timeline for the transformation project and are moving forward with a clear set of objectives and measurables.

On completion, NGA Global Payroll with NGA Payroll Exchange (PEX) technology will have integrated the technologies in all locations, using the combined skills and expertise of NGA HR’s global and local NGA HR service delivery centers. 

To maximize the user experience, NGA HR's SAP SuccessFactors XtendHR productivity apps including MyPay, MyDocs, askHR, and MyForms, built on SAP's Cloud Platform, will be integrated in the cloud solution and accessed via the consumer-style, channel of choice, front end.
 

The key to project success is partnership

According to the feedback of the client, no other provider in the selection process could match the scope, expertise, and experience of our global yet local service delivery capabilities, our competitive and clear pricing, or our team's proactive and straightforward approach from the first meeting, with our consulting team, on.

We are centrally managing the project teams from Frankfurt and have local expertise in each location to ensure country specifics are addressed.

After an initial five-month planning process to ensure policies, security and data protection were all in line, phase one started last November in APAC and is now nearing completion.
 

What does the future of payroll look like for your business?

Visit the NGA HR Payroll Academy for more about standardizing and removing the risks, challenge and complexities of multi-country HR and payroll processes.

Read this blog, 5 Key Considerations for the Future of SAP HCM Payroll, to look at some of the option.

 

 

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The modern workplace is changing and the technology you use to manage your workforce needs to keep up with these changes.

Gone are the days when culling workforce data took tremendous time, energy, effort, and money. Next-generation workforce management (WFM) innovations have enabled real-time data collection, with workforce stats and performance indicators readily available at the disposal of managers.
 

Big data is no longer exclusive to Fortune 500 companies

With many innovative, cloud-based solutions available, organizations now have the capability to use data to pinpoint how their workforce is performing, which will ease the great pressure that some managers are under to make informed business decisions faster. At the same time, employees expect a better experience from their workforce tools.

The urgency for next-generation workplace data collection applications is high. These applications should empower managers, accommodate flexibility, and enhance the overall employee experience.
 

Data Collection to Improve 3 Key WFM Areas

There are three key capabilities that these new-age technologies are expected to transform, allowing workplace leaders to collect data efficiently, and make fast and better management decisions.

These are:

1.    Automation of tactical management tasks

2.    Improvement of general employee workplace experience

3.    Accurate and reliable tracking of workforce composition

Let’s go through them one by one.

 

1. Automation of Tactical Managerial Tasks

Managers should be spending most of their time providing strategic management to their teams instead of getting buried in tactical management tasks.

The former increases productivity because it focuses on employee development and contributes to overall business development. The latter involves necessary, but tedious mechanical tasks.

By adopting new generation data collection technologies, managers can untangle themselves from tactical management tasks. Here are a couple of examples:
 

●    Time offs approval

When not planned carefully, employee time offs can cause massive disruptions. Managers are burdened with the important task of making sure all shifts are covered and ensuring there’s enough manpower to keep things moving forward. It’s a time-consuming process.

New generation data collection systems provide employees with a visual representation of the scheduled time offs for their team and automatically prompts them to select a different slot. By having this “self-service” approach, managers can reclaim hours in their work week that would have been lost if they were to process time offs manually.
 

●    Deploying a contingent workforce

Unscheduled absences can hurt a team’s productivity. With a new generation data collection, managers are immediately notified about these disruptions. The system also automatically generates a list of contingent employees that are most suited to replace the absent employees. All the manager needs to do is to trigger the process.

 

2. Improvement of Employee Experience

The Society for Human Resource Management defines employee experience as the encapsulation of what workers feel, observe, and encounter day-to-day in the conduct of their work. This is influenced by three key factors: technology, culture, and physical environment.

Technology is just one third of the equation, but it affects employee perception about workplace culture and their physical environment as well. Improve technology, and you also improve these two other areas to some extent.

How do next-generation data collection technologies improve employee experience?
 

●    Time capture and approval

New data collection solutions can offer employee GPS tracking. Having the ability to record employee location through mobile devices and enabling them to clock in when they reach a certain proximity to the office has a positive impact on employee experience.

WFM data collection technologies can also trigger automatic reminders when employees are reaching the end of their shifts. Managers can also benefit because they can review and approve time entries easier and faster; thereby minimizing errors from manually clocking in and recording work hours.
 

●    Better work-life balance and better retention

As the labor market has become more competitive, organizations have realized that scheduling automation makes sense business-wise. It should also offer employees better scheduling visibility and flexibility.

With next-generation data collection applications, employees can easily provide their schedule preferences to management, resolve scheduling issues, and provide feedback in terms of schedule quality.
 

3. Accurate and Reliable Tracking of Workforce Composition

Experts predict that remote workers will dominate the US workforce by 2027. As is, the current workplace composition is more dynamic with a diverse mix of full-time, part-time, remote, contract, and freelancers.

Managers cannot afford to have blind spots regarding their current workforce composition. This is where next-generation data collection can help. More importantly, new age data collection is an advantage in the following workforce management areas as they relate to monitoring workers composition:
 

●    Costing projection

As managers accrue data over time, they will notice certain spikes in the labor costs for the wages of gig employees or freelancers and other contingent workforce. For example, the data might reveal that labor costs for contingent workforce increases during the flu season due to absences. As early as the planning stage, these costs could already be considered.
 

●    Identifying cost-saving opportunities

Organizations with a good mix of in-house employees, contractors, freelancers, part-time workers, etc. should have a clear picture regarding the productivity of each workforce category. They should be able to measure the quality of their work.

For example, hiring freelancers for certain tasks/projects is typically cheaper compared to hiring in-house staff. If freelancers can get the same job done in the same amount of time while meeting the same quality standards compared to in-house personnel, why wouldn’t an organization opt for the more cost-effective alternative?
 

Numbers Don’t Lie, Numbers Can Lead to Better Workforce Management

It wasn’t too long ago when organizations would forego workforce data collection. It was difficult, tedious, and often expensive.

However, with the deployment of innovative, cloud-based data collection solutions, getting insights into today’s modern workforces has become more accessible. Not using these tools means managers could be missing out on the many benefits data-driven workplace management provides.

Data collection empowers businesses the opportunity to make smarter decisions around everything related to human capital management — from managerial tasks automation, improvement of employee experience, tracking of workforce composition, payroll, compliance, and training and development.
 

Author Bio

Dean Mathews is the founder and CEO of OnTheClock, an online time clock app that helps over 8,000 businesses all around the world track their employee time.

Dean has over 20 years of experience designing and developing web-based business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better.

When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family, friends and finding ways to make the world just a little better. You can find Dean on LinkedIn.

 

Data is certainly rising to the top of the workforce management agenda. If you would like to understand more about how your organization can drive efficiencies in your organiztion, we're here to answer your questions. You can contact us here

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