Your SlideShare is downloading. ×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

American Payroll Association - Fall forum 2013 - Global Payroll: Choosing the Right Solution

830

Published on

American Payroll Association - Fall forum 2013 - Global Payroll: Choosing the Right Solution

American Payroll Association - Fall forum 2013 - Global Payroll: Choosing the Right Solution

Published in: Business, Economy & Finance
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
830
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
16
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide
  • You have to know where are before you can move ahead
  • Transcript

    • 1. Fall Forum 1
    • 2. Global Payroll Choosing the Right Solution Ginny Elkins, CPP NorthgateArinso North American Payroll COE Director
    • 3. Agenda  Determine the Best Solution • What are your reasons for outsourcing • What separates the best from the average  Preparation and Evaluation • What are your capabilities to outsource • What does it really cost you • Developing your business case 3
    • 4. Agenda  Pro’s and Con’s • Advantages and Disadvantages  Gaining Acceptance • Culture change • Mitigating the challenges • What will make you successful 4
    • 5. Determining the Best Solution What are the key reasons that most Global companies try to outsource? Reduce Costs Improve Quality Improve Business Agility Improve Employee Experience Improve Technology Standardize Policies and Processes Allows your business to focus on its primary business Reduce errors and streamline processes Standard reporting globally in order to make quicker more informed decisions One-stop-shop for all HR/Payroll questions Outsource to gain the “latest and greatest” Force standardization and alignment 5 across all business units
    • 6. Determining the Best Solution Outsourcing Relationships: Separating the MOST from the BEST 6
    • 7. Determining the Best Solution  Ensuring the entire end-to-end business processes are part of the deal • Example: recruiting, learning, performance management, employee administration, payroll, taxes and benefits • Focus on the “whole” instead of trying to measure the individual services 7
    • 8. Determining the Best Solution  Collaborative Governance • 85% of high performers consider their outsourcing provider a strategic partner  Compared to 41% of typical performers • It is not just about a set schedule of meetings  It is about attitudes and behaviors between the parties 8
    • 9. Determining the Best Solution  Change Management • 88% of high performers regard change management as important  77% of high performers execute successfully  41% of the most execute successfully 9
    • 10. Determining the Best Solution  Value beyond costs • Prime motivation is NOT cost reduction • Stronger focus on potential value to the business beyond cost  Better election of top performers  Improved retention of critical performers  Accelerated time to competency 10
    • 11. Determining the Best Solution  Business Outcomes • Top performers use measurable and specific strategic outcomes • Deals are made to reward or penalize to achieve greater ends 11
    • 12. Determining the Best Solution  Domain Expertise and Analytics • High performers work with providers to realize new sources of value • Greater visibilities  Controlling costs  Increasing employee productivity  Improved retention  Reductions in voluntary turnover 12
    • 13. Determining the Best Solution  Retained Organization Transformation • High performers place importance on their own internal transformation • Outsourcers help ensure retained organization aligns with the delivery model  Roles  Responsibilities  Skill sets 13
    • 14. Determining the Best Solution  Technology as the Enabler • The source of innovation and advantage  Streamlining environments  Reducing the number of systems  Centralized platforms From HRO Today – Greater Expectations May 2012 Jill Goldstein 14
    • 15. Prepare and Evaluate  What are you capable of outsourcing? • Determine your business maturity • Evaluate end-to-end processing by measuring (by country or region) your maturity 15
    • 16. Prepare and Evaluate Business Maturity 1 Don’t know 5 Top Performer --- Automated, standard platform Few – Consolidated global reporting >99.5% None --- Full EE and MGR Self Service Utilization Limited --- >99.5% Cost per payment processed >$5.00 --- <$4.00 Time to calculate & approve More than 1 day --- Less than a day In-house or not on current version --- Full integrated across platforms Time and Attendance Number of Payroll Systems Level of Payroll Accuracy Level of Self Service Technology Manual or various solutions Many with no integration < 95% 2 3 4 --- --- 16
    • 17. Prepare and Evaluate  Know your costs by process • Utilize resources from APA  Determine which tasks • Is the task generic?  Routinely performed by outsourcers  Transactional  Value to the business • Is the task business critical?  Requires vital internal business knowledge 17
    • 18. Prepare and Evaluate Direction and Strategy – Develop your Case 18
    • 19. Prepare and Evaluate 19
    • 20. Pros and Cons  Advantages and Disadvantages • Sounding like a broken record???? listening . . . Keep 20
    • 21. Pros and Cons Advantages Disadvantages Speed and Knowledge Risk of Exposing Confidential Data Concentrating on Core Processes Synchronizing the Deliverables Risk Sharing Hidden Costs Reduced Operational & Recruiting Costs Lack of Customer Focus 21
    • 22. PROS 22
    • 23. CONS 23
    • 24. Accepting Change Change has to be managed as a TOP PRIORITY 24
    • 25. Accepting Change Results of Unmanaged Changed:  Post-contract processes and decisions not understood  Little or no support from client leaders receiving the services  Poor mutual understanding of the contract  Client retained team not in place or too small 25
    • 26. Accepting Change  Client retained team lacks required skills or ability to make decisions  Loss of key talent/poor knowledge transfer  Inability to meet demand for services  End-user resistance to adopting new methods  Culture clash between client and service provider 26
    • 27. Accepting Change Mitigating the Challenges 27
    • 28. Accepting Change 28
    • 29. Accepting Change A Well Designed and Executed Change Management Plan will be the difference between . . . 29
    • 30. Thank you Please complete your evaluation 30

    ×