Companies in any industry face their own unique human resource challenges, from managing talents to complying with labor and employment laws to responding to the intergenerational transfer of labor. CPA firms and other business units in the accounting industry must deal with these issues while keeping up with changing tax and financial regulations. For these companies, determining which human resource problems are particularly relevant to the accounting industry and finding solutions to solve these problems is the key to maintaining a successful workforce and providing customers with the best results.
Before forming an internal human resources team, small businesses have no universal threshold, but they usually have 50 employees. It is obvious that standardized, formal HR processes are necessary to avoid confusion caused by more and more newcomers joining the company.
In the past, an organization may have hired a part-time human resource practitioner or consultant. Still, it needs a permanent human resource professional to establish an internal human resource business to support the company’s next stage of development.
When the number of employees in the company reaches 150 to 200, an experienced human resource leader (supported by a small team) may be needed. Throughout the transition period, those responsible for human resource functions will inevitably have to overcome many obstacles. Some of the challenges faced by human resources and finance departments are; managing the ever-increasing administrative burden, managing cultural changes, and improving the recruitment process, etc.
Although some HR technology providers specialize in payroll accounting, many HCM systems also have the ability to pay and track employee wages and salaries, as well as withholding taxes and other deductions.
In addition, cloud-based HR technology outsourcing providers provide payroll services as a key component of a set of digital HR products or independent services, especially for small and medium-sized enterprises.
As a human resource professional, you rarely need to deal with salary tasks when joining new employees.
But ensuring that workers are paid is essential to your job because you will be the one who handles any complaints.
You need a system that simplifies the employee experience and payment process and makes your business comply with IRS regulations and requirements.
Most human resources software solutions are pre-installed with a payroll module, but if you don’t, consider contacting your software vendor to see if you can add the module.
There are many benefits to integrating payroll software with human resources systems. You can customize the system as needed to reduce tedious tasks, simplify the onboarding process, and ensure fast and accurate payments. Besides, it is easier to comply with confusing tax laws through a regularly updated system.
First of all, this is the basic feature and function of any payroll software solution.
Your payroll software solution should include the following features, all of which can improve the company’s processes and systems:
- Payroll accounting: The ultimate function of any payroll accounting software is to handle all aspects of payroll accounting, including timing and overtime rates.
- Direct deposit: Employees don’t want to wait for paper checks, but fortunately, most payroll software can be connected to the bank to immediately pay the money directly to the worker’s bank account. The preceding also reduces the possibility of errors or lost payments.
- Tax declaration assistance: The best salary solution can automatically calculate when the tax time is reached so that employees’ tax information can be pre-filled with data already in the system, and manual input errors can be avoided. Another plus? Your taxes will always be submitted on time.
- Compliance tools: To ensure worker data security, payroll solutions should take strong compliance measures. As a state, local, and federal tax laws are constantly changing; automated systems ensure that your company is always on the right side of the law.
- Self-service: Let employees complete some tasks for you through the self-service portal, and enable them to log in and view their salary information. They can correct any data errors and enter their attendance time, leaving critical work to the salary professionals.
- Accounting help: Certain accounting functions can also be integrated into the payroll solution, simplifying the entire financial process and opening up the team for more collaboration.
These features can bring benefits to your organization, such as removing tedious tasks from the workload of finance employees and eliminating onboarding and other essential processes for human resources.
Automate Tedious Tasks
For HR professionals, perhaps all salary tasks may seem tedious. But for salaried employees, simple things are where help is needed. Entering data, processing leave requests, and sorting overtime submissions all take time to manage each employee’s salary.
Any value-for-money payroll processing system can help with these tasks. If Payroll processing is integrated with other human resource systems, it can extract clock information to determine how much wages are earned per hour accurately.
The payroll system is also executed automatically, so there is no need for payroll employees to calculate taxes and deductions manually. Your system can also send automatic e-mails to remind the manager to approve the employee’s time so that your financial staff won’t have to catch up with others.
In addition, the automatic execution of vacation requests and other data entry means that salaried employees can spend their energy on overcoming difficulties or performing other more complex duties.