Human Capital Management - Webster Buchanan

Property and People

From home-working to hoteling, people issues are climbing the agenda as organizations look for better ways to manage their properties and maximize their use of space. Visit our Workplace Management channel to find out more!

In-depth special reports and briefing papers on a wide range of topics

LATEST REPORTS & ANALYSIS

The new realities of talent management

Do the rewards you offer really match performance? Can you learn anything from your sales and marketing teams to improve your recruitment techniques? Do you have the right technology infrastructure to find, develop, measure and manage top talent? Find out more about the practicalities of talent management in this in-depth Briefing Paper

Next generation of hosted services

Hosted services, a form of software outsourcing, is rapidly growing in HR, payroll and expense management - and now, vendors are starting to add in new types of consultancy services. This in-depth Briefing Paper explores the benefits and challenges of the hosted services model, and looks at emerging trends

People-based business intelligence

Much HR reporting is still rooted in the inner workings of the HR department. But while it’s important to measure efficiency (such as ‘How fast are you recruiting?’), it's just as important to look at effectiveness (‘Are you recruiting the best quality people?’) and the broader business impact (‘Which vacancies are hitting our business hardest?’) This Briefing Paper explores how People-based Business Intelligence can transform HR reporting and analysis

Recruitment 2008: A Webster Buchanan Survey

Should your HR department be taking lessons from sales and marketing to sharpen up its hiring techniques? How are organisations managing the shift to online recruitment? Are HR departments finding new ways to measure recruitment efficiency and effectiveness? Find out what 100 senior HR managers really think!

New! Multi-country payroll workshops & advice!

Check out Webster Buchanan's Global Payroll Concierge, a new service that helps you find your way forward in multi-country payroll -- in a way that suits your budget!

We provide a broad range of services for companies of every size, from workshops and online seminars to one-to-one support. The Concierge team is a unique mix of experienced payroll practitioners, research analysts and independent consultants, all specializing in multi-country payroll. Find out more!

THE PEOPLE
PERSPECTIVE

Payroll self-service

MAY 31, 2009

Not started offering payroll self-service yet? Watch out: you could soon find yourself in the minority.

[snip]

Many organizations still tend to think of self-service as an HR-centric technology that’s largely about letting employees fill in their home address and bank details online, instead of sending a form for an HR administrator to fill in. But a survey just published by Webster Buchanan Research in association with Computers in Personnel demonstrates that adoption is spreading across multiple people management disciplines, from recruitment to performance management. Among them, there’s particular interest in payroll – no doubt in part because its transactional nature means it’s a good target for cost reduction initiatives.

As we explained in a separate survey on recruitment last year, Webster Buchanan divides self-service into two types: informational and transactional. Informational self-service is about giving employees, managers, and in some cases job candidates, access to information such as details of training courses or job vacancies. Transactional self-service enables managers and employees to interact online with HR and payroll – for example, by submitting individual performance reviews or applying for a training course.

With informational self-service, our survey shows that some 17% of respondents already provide online pay advice (an ‘electronic payslip’) today and 42% plan to do so within twelve months. So if they’re true to their word, by this time next year almost three in five payroll departments will be providing electronic payslips in some form. Even if current economic conditions slow down this planned adoption rate – which, frankly, is quite likely – it’s still only a matter of time. And of the 41% of respondents who said they don’t plan to roll out electronic payslips over the next year, the bulk (32% of the overall total) intend to do so long-term.

Similarly, over one in ten respondents already enable employees to view their pay history online, 38% plan to within twelve months, and another third (34%) are looking to do so long-term.

All of which puts some interesting context to a discussion I had just last week with a payroll manager who won’t make her employees’ pay histories available online for fear of confidentiality breaches. When I asked her whether she was comfortable using online banking with her own financial institution, I got an immediate ‘yes ’ – followed by a short pause while these two seemingly contradictory perspectives were reconciled. It’s completely reasonable to have reservations about confidentiality and privacy, of course, but ideally they should be a trigger to talk to IT about what security measures it can put in place, not an excuse for inaction.

Elsewhere, meanwhile, self-service adoption trends point upwards in a host of areas including recruitment, absence and training. For more information – and to find out what HR managers are doing elsewhere in everything from adopting Web 2.0 technologies to reporting and analytics – you can check out the report’s executive summary and download the full publication free of charge.

(read more)

Property and People From home-working to hoteling, people issues are climbing the agenda as organizations look for better ways to manage their properties and maximize their use of space. Visit our Workplace Management channel to find out more! In-depth special reports and briefing papers on a wide range of topics		LATEST REPORTS & ANALYSIS The new realities of talent management Do the rewards you offer really match performance? Can you learn anything from your sales and marketing teams to improve your recruitment techniques? Do you have the right technology infrastructure to find, develop, measure and manage top talent? Find out more about the practicalities of talent management in this in-depth Briefing Paper Next generation of hosted services Hosted services, a form of software outsourcing, is rapidly growing in HR, payroll and expense management - and now, vendors are starting to add in new types of consultancy services. This in-depth Briefing Paper explores the benefits and challenges of the hosted services model, and looks at emerging trends People-based business intelligence Much HR reporting is still rooted in the inner workings of the HR department. But while it’s important to measure efficiency (such as ‘How fast are you recruiting?’), it's just as important to look at effectiveness (‘Are you recruiting the best quality people?’) and the broader business impact (‘Which vacancies are hitting our business hardest?’) This Briefing Paper explores how People-based Business Intelligence can transform HR reporting and analysis Recruitment 2008: A Webster Buchanan Survey Should your HR department be taking lessons from sales and marketing to sharpen up its hiring techniques? How are organisations managing the shift to online recruitment? Are HR departments finding new ways to measure recruitment efficiency and effectiveness? Find out what 100 senior HR managers really think!		New! Multi-country payroll workshops & advice! Check out Webster Buchanan's Global Payroll Concierge, a new service that helps you find your way forward in multi-country payroll -- in a way that suits your budget! We provide a broad range of services for companies of every size, from workshops and online seminars to one-to-one support. The Concierge team is a unique mix of experienced payroll practitioners, research analysts and independent consultants, all specializing in multi-country payroll. Find out more! THE PEOPLE PERSPECTIVE Payroll self-service MAY 31, 2009 Not started offering payroll self-service yet? Watch out: you could soon find yourself in the minority. [snip] Many organizations still tend to think of self-service as an HR-centric technology that’s largely about letting employees fill in their home address and bank details online, instead of sending a form for an HR administrator to fill in. But a survey just published by Webster Buchanan Research in association with Computers in Personnel demonstrates that adoption is spreading across multiple people management disciplines, from recruitment to performance management. Among them, there’s particular interest in payroll – no doubt in part because its transactional nature means it’s a good target for cost reduction initiatives. As we explained in a separate survey on recruitment last year, Webster Buchanan divides self-service into two types: informational and transactional. Informational self-service is about giving employees, managers, and in some cases job candidates, access to information such as details of training courses or job vacancies. Transactional self-service enables managers and employees to interact online with HR and payroll – for example, by submitting individual performance reviews or applying for a training course. With informational self-service, our survey shows that some 17% of respondents already provide online pay advice (an ‘electronic payslip’) today and 42% plan to do so within twelve months. So if they’re true to their word, by this time next year almost three in five payroll departments will be providing electronic payslips in some form. Even if current economic conditions slow down this planned adoption rate – which, frankly, is quite likely – it’s still only a matter of time. And of the 41% of respondents who said they don’t plan to roll out electronic payslips over the next year, the bulk (32% of the overall total) intend to do so long-term. Similarly, over one in ten respondents already enable employees to view their pay history online, 38% plan to within twelve months, and another third (34%) are looking to do so long-term. All of which puts some interesting context to a discussion I had just last week with a payroll manager who won’t make her employees’ pay histories available online for fear of confidentiality breaches. When I asked her whether she was comfortable using online banking with her own financial institution, I got an immediate ‘yes ’ – followed by a short pause while these two seemingly contradictory perspectives were reconciled. It’s completely reasonable to have reservations about confidentiality and privacy, of course, but ideally they should be a trigger to talk to IT about what security measures it can put in place, not an excuse for inaction. Elsewhere, meanwhile, self-service adoption trends point upwards in a host of areas including recruitment, absence and training. For more information – and to find out what HR managers are doing elsewhere in everything from adopting Web 2.0 technologies to reporting and analytics – you can check out the report’s executive summary and download the full publication free of charge. (read more)
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