Why should I benchmark my payroll/HR processes?

It is a very common response to many businesses and organisations - why should I take an hour out of my day to allow someone to pick apart what is already working? As the saying goes "If it isn't broken, why fix it?" I somewhat agree, if you're talking about air conditioning, a reliable car or your favourite guitar.

In the continuously evolving HCM (Human Capital Management) world the motivation is generally to mitigate the exposure to risk, increase time efficiency, experience, service levels and potentially save money. Let's break these down a layer...

Risk - Human error, manual data entry, inaccuracies, compliance and legislation,

Time Efficiency - Disparate systems, double/triple handling, spreadsheets, paperwork and too many manual processes

Service - experience (especially if something goes wrong), staff happiness and a reputable company that genuinely cares about you.

Costs - unnecessary staff, time inefficiencies, lack of business continuity and integration

Even if some of these points are sounding familiar, without the desire to make that change, it is easier to remain the same. Just like your daily routine, why would you alter this unless there was a reason to do so. That change could be having your coffee with no sugar and choosing to have some fruit over that delicious egg and bacon sandwich. This is motivation for your health and/or image.

What if the health of your payroll is that egg and bacon sandwich or those extra teaspoons of sugar in your coffee? Without the proper guidance and action plan you may be paying too much and exposed to too much risk. Instead of gaining a few more kilos you may be paying a penalty to Fair Work Australia.

These days no one wants to be sold to, with a hard sell or intense pitch. It is all about having a professional and personable conversation to provide the right information to allow another person/business to make a decision. Even if that decision is status quo.

Hayden Mitchell

Feel free to write your thoughts below...