The New Year brought the news that the Competition and Markets Authority in the UK has provisionally agreed the merger of BT, the UK’s biggest supplier of broadband and EE, the country’s largest mobile operator. Not only is this significant from business and technology perspectives, it presents a huge HR challenge.
Have you seen the movie Up in The Air (2009)? If not, put it on your list. If you did, you were probably a bit shocked by the virtual approach to firing people. I certainly was. Seven years later, in 2016, we're there. The first time people got fired by text it was news. Today, not so much. More people work in virtual teams and have never met their bosses or colleagues in person. We communicate through texts, we collaborate online, and we use apps.
Many Global payroll projects with huge potential benefits simply never make it past beginning stages. Reasons can vary, from teams having a poor understanding of what payroll services are actually required, an incorrectly assumed size and structure of the retained organisation, or the misconception of correcting business processes prior to starting a payroll project which are then often compounded with a poorly articulated financial business case.
No question, the time is right to move core HR technology rather than functions to the Cloud, for all kinds of reasons: cost, efficiency, innovation and diminishing long-term software vendor support for on-premise systems. Even organizations that previously took a wait-and-see or more gradual approach are ready to make the move - quickly! But they also don’t want to jump before they’re ready and can clearly see the path ahead.