In the world of global Human Capital Management (HCM) solution providers there is normally a proprietary Software as a Service (SaaS) that sits between the client´s global HRIS system (e.g. SAP Employee Central, Oracle, Workday) and the country level HCM solution (payroll, time and attendance, benefits etc).
For example
Client HRIS – Provider SaaS – payroll provider / time and attendance system / benefits system
The aim of this SaaS is to allow data to flow from the client HRIS to the HCM solution with minimal manual data manipulation / entry be the client.
This means that data mapping (connectivity) is of vital importance to the overall HCM solution. As if a client chooses a solution that requires them to perform a lot of manual filling in of online forms or completing spreadsheet templates, and then uploading them to a secure data exchange, this can result in a lot of work and an increased risk of errors. The more manual data / data manipulation there is then the greater the risk of incorrect data having a negative impact on employees´ salary payments.
Ideally the proprietary SaaS will have the following capabilities –
Global GL file format – every country has the same GL file format so it can be uploaded seamlessly into the client´s financial system
Ticket management – client contacts can raise issues and questions to the provider and track the progress of the ticket’s resolution
Data entry – ideally all data that is needed for the country level solution (payroll, time and attendance, benefits) is in the client´s HRIS but that is unlikely as a Global HRIS will not have every possible unique country level data requirement. So ideally the SaaS will have standard country level forms / templates that clients can fill in online / in excel and then submit to the provider. These online forms and templates should ideally be in the local language plus English for global users.
Data transfer – transfer of documents the provider / client needs
Data view – ideally the client can view the data that has flowed from their HRIS to the SaaS so they can see if all the required data has been correctly uploaded to the provider or if any data is wrong / missing then as that error is visible it can be quickly fixed.
Calendar – a detailed schedule of who has to do what and when should be clearly visible to the client and provider. So there is no risk of someone forgetting to do something important
Payslips – all payslips of a country so HR can distribute them / upload them to a payslip portal for employees to access
Reports – Country level statutory reports as well as the provider´s analytical reports that give added value and information about the activities in the country beyond what is stated in a GL file
Bank files – so the client can perform the payments of salaries, taxes and 3rd party payments (pension, car etc)
Audit trail of who did what and when in the SaaS.
Information on what the payroll / hr manager needs to know about local employment and tax laws and best practices in all countries
Employee Self Service – employee can access payslips, annual tax reports
In conclusion, many HCM providers have a variation of these capabilities and I am sure than many of them are working on this list or in exceeding it.
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