In order to justify the installation of a new HR software system such as payroll software within a company the HR function will need to justify the return on investment to the business. Calculating the costs involved in processing payroll within your company and matching these against the costs for a proposed new HR software system seems like the most obvious place to start in monitoring return on investment but will this present a strong enough case to the business for a new software package?
In order to calculate the full costs of the present system and make a compelling case for change, it is essential to capture all costs that the current payroll processing task involves. Just looking at the cost for the old software will not build a strong argument as the new HR software system is likely to be much more costly than any ‘visible costs’ associated with the existing software packages that your employees are currently using. The time spent by HR employees in processing payroll takes them away from more strategic activities which could add considerable value to your business such as training, restructuring and analysis. It can be difficult to quantify this but it must be considered in order to present the full picture to the business when justifying the costs for new payroll software.
The investment in new payroll solutions is a very big decision for a business particularly in these tough economic times. However it is a decision that can deliver vast benefits in terms of costs, employee satisfaction and improvements in business processes over the long term. Here are NorthgateArinso, we are HR specialists who work with companies to help them understand the real benefits of payroll software in achieving company goals that far exceed just the streamlining and accuracy of their payroll processes.
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