For Sourcing & Vendor Management Professionals

When Does Multicountry Payroll Make Sense?

by Euan Davis, April 26, 2007

When looking for strategic change opportunities in HR, scores of firms make improving payroll management the top priority, with multicountry payroll firmly on the agenda. The benefits of an integrated payroll — providing standardization, harmonization, . . .

For Business Process & Applications Professionals

Payroll Alternatives Evolving for Large Companies

by Paul D. Hamerman, September 12, 2003

Most large companies have had success in processing payroll in-house, but a continuum of options exist, ranging from the traditional service bureau approach to comprehensive human resources business process outsourcing (HR BPO).

Payroll Cards: A Stored Value Solution for the Unbanked

by Penny Gillespie, April 8, 2003

Payroll cards enable employers to achieve higher ratios of direct deposit by reaching employees without bank accounts (a.k.a. the unbanked). Clients in industries with high populations of unbanked employees will benefit the most.

For Business Process & Applications Professionals

ADP's Acquisition of ProBusiness Could Strengthen Its Large Client Payroll Capability

February 26, 2003

ADP s pending acquisition of ProBusiness Services (subject to regulatory approval) should improve ADP s success in serving large payroll outsourcing customers, provided that ADP retains the technology and service-oriented culture that ProBusiness created.

For Business Process & Applications Professionals

Hosted Human Resources Management Applications Making a Comeback

by Paul D. Hamerman, August 22, 2002

Recent activity in hosted, rental applications for human resource management systems by large payroll service providers ADP and Ceridian indicates that the "software as a service" delivery model is still very much alive.

For Business Process & Applications Professionals

Payroll Processing: Outsourcing vs. In-House Depends on Several Factors

by Paul D. Hamerman, June 20, 2002

Companies with more than 5,000 employees can clearly benefit from economies of scale by running payroll in-house, while midsize companies can go either way, depending on needs and circumstances.

For Business Process & Applications Professionals

Close Kinship of Human Resources and Payroll Systems Calls for an Integrated Approach

by Paul D. Hamerman, February 5, 2002

For companies that choose to process payroll in-house, Giga recommends a fully integrated human resources/payroll solution (from a single vendor), due to the close relationship of the underlying data and the flow of relevant business processes.

For Business Process & Applications Professionals

Small to Midsize Companies Have Multiple HR/Payroll Solution Options

by Paul D. Hamerman, May 31, 2001

Companies with fewer than 1,000 employees are good candidates to deploy software as a hosted Internet service and use business process outsourcing (BPO) services for human resources and payroll functions.

For Business Process & Applications Professionals

Multinational HR/Payroll Systems: A Challenging Proposition, at Best

by Paul D. Hamerman, April 16, 2001

The most challenging aspect of such a deployment is the extent to which the software must encompass myriad statutory and cultural localizations for specific countries. Payroll represents one of the more difficult applications.

Ceridian/Ultimate Partnership Signals 'Software as a Service' Trend

by Paul D. Hamerman, March 20, 2001

The Ceridian/Ultimate deal is a bold move that will likely have a major impact on the lower-end HR/payroll market. As the installed base grows, Ceridian should be able to leverage complementary services.