Data already plays an integral role in shaping companies’ global growth
strategies and informing business-critical decisions. So when it comes to
weighing changes to HCM and payroll systems, data should be a key consideration—after all, payroll and HR
yield as much or more data than any other area of business.
But where do you begin when assessing your company’s payroll and HR data
for
change?
First, it’s important to remember that your payroll and HR infrastructures
hold not just quantitative data, but qualitative data as well. When we think
about data, especially in regard to payroll, we tend to think pure numbers.
But people are the foundation to payroll and HR, so your data troves will also
include information that can’t necessarily be measured. This data is just as
valuable to your change management evaluations.
Let’s look at some of the data areas—both quantitative and qualitative—to
consider before embarking on a change to your payroll or HCM systems.
How ready your data is for transition
Take stock of your current systems to understand what data currently exists
within your HCM and whether it matches the data being used by your payroll
teams. Is there alignment between the two, or would a change to your payroll
or HCM systems require substantial work to reconcile your various data sets?
Some data to scrutinize include:
- Employee information (name, address, birthdate, etc.)
- Salaries and bonuses
- Benefits
- Tax information
- Banking details
- Organizational structures
The status of your in-country payroll and HR partnerships
As a multinational organization, having local payroll and HR partners within
the different countries you operate may be necessary to doing business. If the
payroll and HCM changes you’re exploring include system consolidation, it’s
important to review how that would affect those in-country relationships.
Some information to gather includes:
- Expiration dates of your in-country partner contracts
- Contract terms, including possible penalties for exiting the relationship
- Special conditions in the agreements that would hamper change
The depth of your current staff’s institutional knowledge
Institutional knowledge is an example of the important qualitative data held
within your payroll and HR organizations. This is the type of information that
can provide valuable understanding of how changes to payroll and HCM systems
would affect your company. But it can only be obtained by talking to
people—not by analyzing results from a report.
Conduct interviews to learn about:
- Specialized, country-specific knowledge your current staff has, and what information would be lost with a system change
- The unique workflows that have evolved among your payroll or HR teams that may not be part of the existing documented processes
- The impact processes and workflows have on your HR, payroll and finance teams
Using data to inform next steps to change management
When it comes to HCM and payroll change, data isn’t the be-all and end-all—but
it does have a role in each step of the process, particularly, as described
above, at the start. As change management progresses, data should have a role
in your efforts to inform and sell to stakeholders, prepare for cutover, and
evaluate post-launch successes.
To learn more about the importance of data in change management, contact us
today to speak to a global payroll expert.
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