Payroll management has traditionally been in a domain of its own, occupied solely with ensuring correct and timely payment along with compliance with relevant regulations. As a narrowly focused and transaction-oriented process, payroll management has provided the required accuracy and timeliness but has been peripheral to the larger concerns of human capital management, which has been evolving around it rapidly. Over the last decade payroll management has been so widely outsourced that most of its services have been severed from the other HCM processes. As a result, organizations cannot readily connect payroll data to important related processes in today’s HCM landscape such as pay-for-performance strategies in compensation, nor to other core human resources processes. This isolation from the evolution of HCM has prevented them from using payroll information and planning in strategizing.

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