Most human resource management professionals know payroll management is an essential business function but would find technology applications to ease the workflow.
A proper payroll management system is essential for a well-functioning business, to avoid the pains of legal and internal issues that may forbear greater problems in the future.
Here’s a breakdown of the 8 most common pain points HR employees face in Singapore’s commercial industry.
Larger corporations have the luxury of hiring payroll experts into their staffing that specialize in managing payrolls seamlessly. However, most SMEs and smaller businesses do not have the budget to accommodate such specialists on their team and hence, do their payroll management in-house and manually.
Payroll processes involve heavy paperwork and each employee’s payslip is different case to case. With an unsurmountable list of factors to calculate for each payroll, be it sick leaves, overtime, tax deductions and so on, using an archaic method of manual paperwork and outdated software to handle such an intricate process is bound to slip up and result in many miscalculations and mistakes.
An incapable payroll process stems into legal issues and employee discontentment, and the HR staffs usually has to take the brunt of responsibility.
Every employee’s payroll slip is different, and even the same individual’s payroll slip tends to differ month to month attributing to a number of factors.
Under MOM’s Employment Practices, there are at least 9 different scenarios under ‘Salary’ alone:
Surprised? Well, you shouldn’t be.
A HRM staffer has to manually calculate and accommodate to instances such as sick leaves, incomplete months, unpaid leaves, CPF, tax deductions and so on.
With Singapore’s National Service reservist involving all male employees, the payroll has to account for that and the relevant statutory contributions of every Singaporean.
It is no easy feat to simply calculate the payroll of one employee month to month, not to mention a large team of employees.
With the government every so often changing a policy and introducing a new term in the Employment Act, it is very easy for HRM personnel to miss a new policy update that has to do with payroll, given that this is only one of his many duties.
As such, not uncommon is the case that many small businesses’ payroll system is non-compliant to Singapore’s Ministry of Manpower standards. And if left undetected for long enough, internally there may be disputes or worse being the government steps in for non-compliance penalties and fines.
The issue of constantly being on the ball and adjusting for the latest governmental policies is a big burden for HRM teams.
Give 2 examples of the latest employment compliance update
As is the regulation of the Employment Act, all businesses are required to keep records of all their employees’ salaries and deductions for up to 5 years.
By simply using manual paperwork measures to process payroll, storing employees’ records of up to 5 years is a cumbersome matter that will have:
There is little chance with how most businesses are currently managing their payroll processes that these records can be stored accurately and reliably, and most importantly accessibly.
Employees have multiple privileges and reasons for absence throughout the year. Be it for National Service, maternity leave, incomplete months, and unpaid leaves.
This becomes a daunting concern as keeping track of all the employees’ whereabouts is a complicated matter and putting it into paper on the payroll is a bigger issue.
Keeping tabs on working hours also becomes difficult when employees have common discrepancies like forgetting to tap out for automatic readers, amongst other faults.
This accumulates to inaccurate salary calculations, sometimes overpaying, sometimes under.
Payboy’s fully integrated HRM suite provides a sleek user-interface for attendance tracking. Never reach for your calculator again as the software tags overtime and weekend rates to each employee’s base pay. It’s as easy as it sounds.
With technology being so advanced in today’s world, it is truly a questionable surprise that many HR teams are still remarkably backward in managing their processes.
A significant number of businesses still use manual payroll management or outdated HRM software to handle such matters. The older software are mostly non-integrated and not compatible with each other.
For example, Twitter’s HR department ditching the old legacy human resource management systems’ transition into the new cloud-based HR systems:
Head of HR at Twitter, Renee Taormina saw the change as inevitable as it was getting impossible to keep track of all the manual data entry and international data from different unintegrated systems. She stated that the older software were just “not going to be an effective or scalable process”. Twitter has since deployed a cloud-based HRM system that fully integrates all their processes and have been many-fold more efficacious.
This means that a HR staff would not be able to combine the functions regarding payroll management, for example, leave management, payroll and other aspects would all be calculated on different software, resulting in extra effort on the staffer’s part to collate the data manually and also opening the viability for error.
Singapore’s comprehensive arsenal of policies has enabled its success today. So, don’t be surprised that there are numerous statutory contributions mandated for every payslip.
These amongst other tax deductions are a substantial obstacle that human resource teams are obligated to calculate.
Lastly, timely payroll processing is a responsibility that is commonly taken for granted, especially in larger businesses.
When it comes to remunerating employees, some SMEs have trouble punctually processing and releasing payslips. This is due to the fact that payroll management is a very intricate and complicated task that is often not prioritised until the ending hour.
As such, complications arise, especially with public holidays and crucial projects cropping up the payroll-handling schedule. This is an unwanted situation that creates many potential problems for businesses, legally and in terms of unhappy workers.
All in all, payroll management is an extremely complex process that HRM professionals have good reason to loathe. Being very taxing and yet disappointingly unfulfilling, it is no wonder that the most contemporary organisations are turning to integrated HRM SaaS that can seamlessly handle all their HR processes including payroll management.
Nonetheless with the markets and industries getting more rampant, it is timely that more businesses now find ways to streamline HRM processes and utilize the latest technology available to aid their HR teams to greater effectiveness and productivity.