Compensation and payroll management: the benefits of HRISsoftware

The payroll management is strategic for any company, but it’s a complex task. There are many rules to take into account when calculating contributions and charges, while each employee’s payslip is unique. Any error made during the payroll management process can have considerable consequences, for both employer and employee.
HRIS software will enable you to automate the most critical tasks, so as to optimize and secure payroll management.

Payroll management, a complex task

Payroll management within a company’s information system is a particularly complex operation. The employee’s remuneration is determined according to his or her situation. The position held, expertise, responsibilities, contractual framework, seniority and personal performance are all criteria to be taken into account. The company’s performance is directly involved, since the compensation policy also depends on its results.

Employers must also meet a number of legal and administrative obligations.
The company is required to provide all the necessary information to the various administrations and complementary bodies such as Assedic,URSSAF, Pôle Emploi and the French Treasury for income tax deductions at source.

In addition, responsibility for payroll management is shared between the human resources department and the accounting department, which creates further difficulties. Information must flow smoothly between the two departments.

The advantages of an HRIS for payroll management

There are many criteria that come into play when determining compensation. While HRIS offers centralized management of all employee remuneration data, payroll software automates most tasks.
All aspects relating to regulatory compliance and data reliability are handled by the payroll software.

This same centralized data management will greatly facilitate communication between the human resources and accounting departments, which must work together to ensure reliable payroll management. The information transmitted to the accounting department for the establishment of pay slips will be automatically verified, thus making the process more reliable.

Finally, the HRIS tool will provide a set of monitoring and reporting tools. The entire payroll management process can thus be monitored, regardless of the employee concerned. Dashboards generated by the HRIS will also provide a more global view of compensation within the company. In addition to payroll management, these tools will facilitate the implementation of a coherent compensation strategy and policy for the company.