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While there are many obstacles to overcome in the payroll services and human resources departments (mainly ensuring employees are paid on time and receiving the correct salaries), one of the most significant challenge these company departments face is payroll compliance.

The South African Revenue Service (SARS) and the Department of Labour each have lengthy lists of documentation and submission requirements. No matter the size of the company or the number of employees – accurate and timely payroll processing is essential for legal compliance and avoiding fines.

By understanding the requirements for compliance, payroll and human resources departments can better meet their objectives and avoid legal penalties.

Let us discuss the importance of payroll compliance, including tips for developing an efficient payroll system that does the job flawlessly.

Payroll compliance in South Africa

The payroll process is a fundamental part of all businesses. Payroll plays an essential role in companies, not just because it pays salaries to employees but also because it is critical for the continued operation of a business under the law.

Companies that begin hiring new staff and expanding their workforce will see an increase in the amount of admin involved. This payroll administration process is critical to have a well-established payroll compliance framework to ensure that staff are paid correctly, on time and in line with regulations.

As a business grows, the payroll process becomes more complex, here are some of the basics that every company must adhere to in the process:

EMP201

The EMP201 is a monthly declaration to SARS which summarises the taxes and statutory payments withheld from an employee’s salary, including Pay As You Earn (PAYE) and Unemployment Insurance Fund (UIF) contributions, as well as the amount payable by the company for the Skills Development Levy.

EMP501

The EMP501 is the interim or annual declaration to SARS that reconciles the monthly declarations with the actual payments and the individual employee’s final tax position.

Return of Earnings (ROE)

The purpose of the ROE fund, also known as the Compensation for Occupational Injuries and Diseases Act (COIDA) or Workman’s Compensation, is to compensate employees for injuries, diseases or disablement sustained or contracted while working. The fund also provides compensation to the employee’s widow or dependants if a worker dies as a result of a work-related accident or disease.

eFiling

Even though it is not required, it is recommended that you register for the SARS eFiling system to perform all of these tasks and make payments in a secure online environment. If you use eFiling, you may benefit from some small extensions on certain payments, such as VAT.

Each of the eFiling declarations has payment dates and other critical company and employee information that payroll managers must know and stay up-to-date on. Failing to keep this information current could result in the payment of incorrect amounts, the collection and withholding of incorrect tax amounts and late-payment penalties. This could affect team morale and overall company productivity.

Here are some tips companies can use to stay organised, compliant and successful with the payroll process.

Keep employee information up-to-date.

Always make sure that an employee’s records are accurate. The onus is on the company to maintain this information and keep it up-to-date throughout a person’s employment. Companies should ensure that they always verify new employee data and regularly update their current employees’ information, as it is bound to change over time.

Emphasise employee compliance

While payroll service providers and HR teams are responsible for maintaining the accuracy of employees’ personal information, employees can also be educated on the company’s policies and how they can help the business stay compliant. The HR Department can set up procedures to help them fill out forms and accurately record expenses and overtime. Doing this will allow your company to reduce payroll issues and control employee expectations.

Each employee should also receive a copy of the policies and procedures outlining everything that has an impact on their pay. This will educate them on how the company’s payroll system operates and they can refer to the document if they have any questions about deductions or additions.

Manage your mandatory employee benefits

Every business registered in South Africa has a list of compulsory benefits that it must pay employees to safeguard their welfare. Employers are required to pay into employee benefits like UIF and the SDL. In contrast, benefits like retirement funding and health insurance are only mandatory for companies that are regulated under the Bargaining Council Agreement.

Stay up-to-date on legislation

It’s important to stay current with the frequently changing payroll laws. You can learn how to remain compliant by joining social media groups, attending industry conferences and seminars or watching webinars. When you can, speak with industry experts and learn about any changes to payroll procedures that may impact your company.

Never miss a deadline

Payroll can be complicated, so there’s a chance that you could miss deadlines. There are penalties for businesses that submit information late, so you must be proactive about managing the process.

Remember that you’re not just paying salaries regarding payroll compliance. Additionally, keep in mind the following:

• Tax deadlines
• Shifting paydays
• Reporting deadline

This will ensure that nothing is missed and you’re always on time. Your employees will also know precisely when they’re getting paid and your team can carry out payroll tasks efficiently.

Outsourced payroll services

Payroll can be complicated and complex, but there is never an excuse for not abiding by all legislation. Companies must grasp multiple moving pieces to remain compliant and may need to outsource your payroll services to a payroll professional to take care of these details.

MASA is a leading payroll services provider in South Africa and beyond, delivering enterprise-grade payroll solutions to blue-chip companies in various industries. We process payroll for over 12,000 employees worldwide every month and are always up-to-date on the latest compliance requirements.

We have geared our payroll solutions to support your business by handling the vital tasks of the payroll process, such as:

• Payroll Administration
• Capturing and reporting on leave and absenteeism
• Transfer of salaries and wages to employees
• Preparation, printing and delivering payslips
  Customised payroll reports for your business
• Ensuring statutory compliance by monthly preparation of the monthly EMP201: PAYE, UIF, COID, SDL, Union, bargaining council, garnishee and pension/provident fund deductions and payment to relevant bodies
• Preparation and submission of EMP501 and annual IRP5
  Assistance with all payroll-related queries

So contact MASA today if you’re looking for a payroll services provider in South Africa or internationally to help streamline your payroll process. Our team of experts are ready to assist you with all your payroll needs and compliance requirements.

Social media has popularised the idea of “quiet quitting,” in which disgruntled workers continue to collect a paycheck despite putting in as little effort as possible. The thinking behind this trend is that people shouldn’t be expected to work unpaid overtime and should be free to pursue interests outside of their jobs.

The idea is not new – it is commonly referred to as the “80-20 rule”, where 20% of a company’s workers end up responsible for producing 80% of its output. In light of the Great Resignation and the expansion of the gig economy, it’s worth understanding the driving factors behind “quiet quitting” today.

Do managers, business owners and human resources (HR) teams need to take a new approach towards this workplace phenomenon and retain their key workers?

This article discusses “quiet quitting” and explores the HR strategies for managing this trend and the challenges it brings.

Understanding “quiet quitting” in HR

Employees who are “quiet quitting” are not necessarily leaving their jobs. They are focused on having a better work-life balance, which is as simple as meeting one’s minimum obligations every day and moving on with their life.

More than 17 million people have watched content with the hashtag #QuietQuitting on the video platform TikTok, created mostly by adult GenZ workers. The term has been used in press articles worldwide and the buzz has now reached social media platforms like Twitter and LinkedIn.

Microsoft surveyed 30,000 employees and found that 54% of Generation Z workers are considering leaving their current job. Ultimately, the biggest challenge for this younger segment of the global workforce is dealing with burnout, which was exacerbated by the COVID-19 pandemic.

We don’t know how serious the mental toll of the lockdown was yet, especially for younger workers who were single and spent extra time alone. The result was a pent-up desire for human contact and activities apart from work, much of which continues to take place online through Zoom calls. The constant need to be online, often at odd hours, combined with burnout and job insecurities, has disillusioned many of these workers with the job market.

We live in an era where the gig economy allows people to earn the same or more than they would in a traditional 9-to-5 job but without the associated constraints of time and routine. Furthermore, many workers – especially younger ones, are content to forego some of the stability and benefits of a regular 9–5 schedule. They desire more meaningful work that offers the flexibility, mobility and time freedom that technology has enabled, allowing them to balance their work and personal lives in fulfilling ways.

Employers, HR teams and managers should understand that this trend does not necessarily indicate an aversion to work; it most likely means that employees are deeply frustrated in their current jobs. If employers cannot meet their workers’ needs, the “quiet quitting” trend will likely only increase.

How to manage “quiet quitting”

Managing the issue of “quiet quitting” means shifting the question from “Why are they leaving?” to “How can we help our employees stay?”. A key tactic is to understand that your employees’ needs and expectations may differ from yours, the aim is to balance employee needs and goals with those of the business. Here are a few ideas that can help you do that.

Focus on employee satisfaction through HR

Your employees are humans first and workers second. Finding a balance means looking at both your business needs and employee expectations and finding a way to meet them. Ideally, you will decide on strategies that help your business succeed and give your staff members a rewarding and long-lasting career path.

If you have a high turnover rate or trouble hiring and retaining top talent, it might be because you are not finding ways to balance business needs with employee expectations. Experienced staffing agencies know that helping you fill positions with suitable candidates motivated to succeed and integrate with your company culture can be an invaluable resource in achieving this balance.

You need to understand your company’s mission and goals, then work with employees to create a plan to help them reach those goals while satisfying their personal needs and providing opportunities to grow with your organisation. Consider how to meet every need your employees may have regarding money, job security, personal growth and professional advancement.

If you are working with temporary employees, connect with them as though they were the permanent staff. Include them in the decision-making process so they will feel as much loyalty to your company as full-time employees. Although they may not stay long-term in your company, setting expectations during the hiring and onboarding process can ensure that the temporary employee will perform at their optimum and leave your company on a positive note.

Develop a healthy company culture

Your organisational culture makes the company a place where people want to work and grow. Communicating the company’s vision, culture and values from the top down to all employees will show your employees how important they are and will create a positive work environment that attracts high-quality talent.

Positive company culture can help employees feel more invested in their jobs and more satisfied when they feel their company values them. Current and potential employees should see the benefits of working with your company and their role in helping the company improve.

This will ensure that your company will consistently attract and retain top talent.

Pro-tip: Develop your employer brand

Having a positive company culture can create a ripple effect in your market or industry, primarily when you actively work on building a strong employer brand to reflect this culture. If Generation Z is the future workforce, you can bet they will be looking at how you communicate with candidates and employees.

Company websites are where a lot of the initial candidate contact happens as they research their prospective employer. If this contact is positive, it can go a long way towards improving your applicant pool. Social media plays an even more significant part in how candidates feel about a company. They get to know the corporate culture through what they see on platforms like Twitter, Facebook, and LinkedIn.

You can use these channels to create a strong employer brand and get top talent through your door. On the flip side, a bad reputation can be a tough hurdle to overcome, so use these platforms wisely and invest in maintaining positive public relations on your company’s behalf.

Leveraging human resources solutions

As business owners, managers and HR professionals – it is vital to understand the needs of today’s workforce, which has new expectations for compensation, work-life balance and career growth. Companies that can provide these benefits in some form can be expected to attract a higher level of talent and have an easier time retaining it.

Improving employee retention and managing trends such as “quiet quitting” begins with the right human resources solutions. Experienced HR specialists who are familiar with current workforce challenges and have access to the right tools and resources can help you attract, train, manage and retain employees.

Measured Ability (MASA) offers various outsourced human resources solutions tailored to your business’s specific needs. We have you covered, from human resources strategy to payroll and everything in between. Our team of experts has years of experience in providing HR-related services to businesses across various industries. Contact us to learn more and secure the future of your business with the best human resources solutions in South Africa.

Recruitment technology has evolved significantly in recent years, particularly concerning applicant tracking systems (ATS). This digital evolution has changed how job seekers and companies connect in ways that were not even imaginable just 20 years ago.

Traditional recruiting strategies are becoming outdated and ineffective, and companies that rely on these older methods are losing out on the top talent they could access through technology. You need to enhance the features of your recruiting software and carefully examine your applicant tracking system if you want to stay current with the market and continue to draw in the best candidates.

How do you manage all the moving parts of your recruitment strategy while keeping track of candidates from the first response to the final interview? This article dives into applicant tracking and how you can use this technology to keep up with the rising tide of talent in this fast-moving market.

If you need to hire more staff, implement more robust recruiting strategies to boost your hiring efforts through the pipeline or tap into a new source of candidate supply, Greys Recruitment Agency is here for you. Contact us to learn more about our permanent and temporary white-collar recruitment solutions that leverage ATSs while saving you time, productivity, and money.

What is an Applicant Tracking System (ATS)?

An applicant tracking system is software recruiters and hiring managers can use to structure and tailor their hiring procedure into an effective and scalable one. It allows them to identify, attract, assess, and hire candidates more quickly and effectively.

The three primary business types that an ATS serves are: 

1. Enterprise-level companies 
2. Recruitment agencies
3. Small or medium-sized businesses (SMBs)

An effective ATS system serves as a centralised repository for candidate data from all businesses, including job applications, resumes, and any comments or feedback from the recruiters. An ATS has intricate features that can help recruiters and hiring managers to streamline every stage of the hiring process, from sourcing and screening to onboarding and compliance.

The functionality and usability of an applicant tracking system are ideal for hiring managers and recruiters. However, choosing the perfect ATS system, particularly one with several features, can be challenging. Make sure the ATS has most of the following elements before choosing the best option for your hiring procedure or partnering with a recruitment agency that offers applicant tracking:

Candidate sourcing

The first step of the recruitment process is sourcing your desired talent for a position. Recruitment specialists can leverage an ATS for:

• Automated job posting
• Application pages that integrate into the candidate database
• Employer brand management

Pre-screening candidates

Once recruiters have built a list of candidates and begun adding them to a database, the team can start reviewing applications for interviews using features in the ATS such as:

• Keyword parsing of resumes and cover letters
• Automated screening of unqualified candidates
• Automated outreach
• Interview scheduling

Screening candidates

Despite significant headway in technology, screening still happens to be the most time-intensive aspect of hiring, with an average hiring decision taking about 23 hours of screening time. Applicant tracking systems can help take the load off by helping recruiters and hiring managers with:

• Managing and hosting online tests and video interviews
• Storing and adding screening information
• Documenting results for candidate files
• Collaborating with recruitment team members on candidate profiles

Extending job offers

Once recruiters have found your ideal candidate, an ATS can help streamline the process of sending a job offer and getting the candidate off the market by:

• Generating and sending offer letters
• Collecting signed documentation
• Adding documents to candidate files

Employee onboarding

After searching for, identifying, interviewing, and recruiting the right talent, hiring managers can use an ATS to streamline the entire period from the time an offer is released to the moment where an employee becomes a productive contributor to the organisation, focused on:

• Assigning onboarding materials
• Tracking completion
• Ensuring all compliance documentation is completed

What is the purpose of an applicant tracking system?

Partnering with a knowledgeable recruitment specialist that uses applicant tracking systems can make your hiring efforts more proactive, productive, and affordable. There are multiple uses for an ATS, so here are a few core ones you should know about:

Seamless collaboration

An ATS helps hiring managers and recruiters establish organised interactions with candidates and their internal teams. Everyone in the recruitment process can collaborate seamlessly while sharing information within a secured platform.

Candidates are less likely to miss out on time-sensitive opportunities while experiencing greater engagement with employers throughout the hiring process. Hiring managers and candidates can receive continuous updates when either party takes critical action, removing any confusion about an applicant’s requirements or status throughout the process.

Detailed analytics

A robust applicant tracking system can provide in-depth analytics and reporting tools to measure the effectiveness of your recruitment efforts. Hiring managers and recruitment specialists with the right skills can use real-time data to identify staffing needs, build candidates’ pipelines, and maximise hiring resources to their full potential.

Analytics also allows specialists to clearly pinpoint the key performance indicators for expenditure, time spent on recruitment, and the overall returns generated by these recruitment efforts. This data will allow your company to fully optimise its strategy for higher ROI over time.

Recruitment Marketing:

Online marketing has become critical to the recruiting and hiring processes, offering companies a very efficient and cost-effective way to broaden their talent acquisition reach. A next-generation applicant tracking system should make it easy for you to seamlessly integrate marketing platforms into your hiring process, such as:

• Multi-platform job advertising
• CRM campaigns
• Online event platforms
• Social media networks
• Social campaigns
• Client relations sites
• Employee referral programs

The right applicant tracking software is a comprehensive platform that seamlessly integrates recruitment marketing platforms and applicant tracking systems, making talent acquisition a fast and efficient process.

Upgrade your recruitment

Applicant tracking systems can be crucial for streamlining and automating the hiring process and helping recruiters or hiring managers to become more productive and efficient in their daily responsibilities. These systems also contribute to optimising the hiring process, reducing workloads, and enhancing the candidate experience.

However, ATSs are not solely responsible for attracting, sourcing, or selecting suitable candidates. A solid strategy with the proper recruitment expertise is vital to making the best of your solution. Partnering with a next-gen recruitment agency like Greys is a way to fast-track your hiring with the industry’s leading specialists.

Greys Recruitment Agency utilises the latest technology alongside extensive candidate networks and marketing strategies. We attract the best technical talent from the global marketplace, supplying a vast network of vetted, mobile professionals on a temporary or permanent basis.

Contact us to learn more about our recruitment solutions and how we can boost your hiring efforts as needed.

As your business continues to grow or your needs change, it may be necessary to implement new payroll services if your current provider does not fit your needs. Maybe you’re looking to support a growing number of employees, or you want a more comprehensive payroll system that you can tailor to your company’s shifting requirements.

Before jumping headfirst into the transition, it’s vital to take a step back and assess the motivation behind it. It will be easier to choose a payroll solution that meets your company’s needs if you know exactly what to look for in a payroll provider. This article breaks down the most important factors when considering a payroll service provider and offers a step-by-step guide to help you make the best decision.

Outlining the challenges of switching payroll providers

Since payroll is a time-sensitive area of human resources, one concern might be that changing vendors will delay the handling of employee salaries and thus lead to payroll errors. Because HR’s time is stretched so thin, even one payroll cycle that falls behind schedule could significantly affect a company’s cash flow. Other challenges of transitioning to a new payroll solution include:

• Using payroll services that are useful for your company’s unique needs
• Migrating data without errors and duplications
• Ensuring that HR and other relevant employees are trained to use the new software
• Maintaining uptime during the payroll transition period
• Developing a productive working relationship with the new payroll company
• Ensuring that the new payroll system will work with existing HR applications such as the applicant tracking and recruitment system

The overall complexity of payroll systems means that transitioning to a new payroll services provider is likely to be a significant undertaking for any company. Knowing the potential roadblocks can help you develop a robust strategy for the transition and ensure a successful working relationship with your new payroll company.

Identifying your needs

Are you a small business looking to ensure your taxes are filed accurately, a medium-sized employer searching for ways to control costs, or a large corporation that needs help administering employee health plans? It’s vital to realise that every business has different payroll needs.

There is no one-size-fits-all solution, especially considering the wide range of payroll services available. Your payroll system depends entirely on your business needs, industry practices, employee demographics and payroll requirements.

A good starting point is to evaluate your current payroll process and identify what specific services you need from a new payroll provider. How do you currently process payroll and which features of the current system do you like or dislike? Are there any issues with how your company processes payroll that could affect your legal compliance and lead to fines or lawsuits?

Making a list of issues with your current payroll company, surveying your finance team for feedback and solidifying your budget can make for a better partnership with your new provider.

Find a new payroll services provider

Once you have outlined the challenges of switching payroll providers and identified your company’s needs- it’s time to find a new solution. You may end up with a long list of payroll service providers, but narrowing it down is easy when you have defined what you’re looking for in advance.

Here are a few helpful tips you can use to pick the right payroll services provider from your shortlisted options:

• Compare the provider’s list of features with your payroll needs
• Check the credentials and certification of the payroll service provider
• Use online search tools to evaluate their response time, customer support and client reviews
• Check for a verifiable portfolio of clients
• Consider the costs and find out what their pricing strategy is
• Read the detailed service breakdown and check if it mentions all terms, conditions and specific rates

Your requirements may vary from a simple accounting of salaries and wages to including taxes, insurance benefits and more. Therefore it is essential to find a payroll company with the ability and experience to meet your specific requirements.

Important tip: Talk to your current payroll provider

It’s vital to contact your current payroll company and inform them that you are considering changing payroll providers. You should learn about the requirements for terminating your service, but don’t do it just yet. Ask about the cancellation notice period, whether the cancellation instruction must be in writing and whether there are any fees or other conditions that will apply to your cancellation.

Test the solution

The goal of the previous step is to narrow down your search to at least three payroll providers you can approach for a demo, trial or some form of a hands-on test drive of their services. This step will allow you and your team to make a more informed decision about the payroll solution that will work best for your business.

During the demo stage, you and your team can ask relevant questions and understand what the implementation phase will look like for your company. The demo stage is also an opportune time to meet the people who will drive your new payroll solution and determine if your team could foster a positive working relationship with theirs.

Make the switch

At this stage your new payroll provider is ready and waiting. This means your company is almost prepared to make the switch. Ensure to not just begin the transition process with your payroll provider but also work in tandem with them to transition your data.

Whether your company is taking on a full payroll service or is hiring a payroll company to handle a specific part of the process, it is vital that your company representative must have input in the implementation process. Make sure to outline the start date of the transition, how long it will take and what the new payroll company will require for the procedure.

You might be able to download the majority of what you require from your account with your current payroll provider. Further necessary info may include company CIPC records, tax statements, employee IDs, bank account information and all the payroll data from previous periods.

Closing your old account is the final step before switching to a new provider. Make sure you revoke any power of attorney or similar permissions used by your previous service provider. Before processing your first payroll with the new provider, compare the new data to what you already have to ensure you have entered everything correctly.

Important tip: Manage the performance of your new payroll company

The first few months with your new payroll services provider are significant to set the standard of the quality of the service that you want to receive. It is advisable to terminate your service after three months if you are not satisfied with the performance rather than waiting for a year to pass and  discovering that your needs are not being met.

Monthly reports is a great way to measure any service provider’s key performance indicators and you can do an employee survey to ensure your employees’ satisfaction with the new service.

The power of payroll is in your hands

Ultimately, determining whether your current payroll services provider is getting the job done, starts with an internal analysis of your company’s changing needs. Each step in the process of finding and taking on a new payroll company requires attention to detail and a hands-on, analytical, and results-based approach..

From our experience, every client is unique. We take the time to understand your company’s specific needs, how these will change over time and how best to help you manage the payroll process efficiently. You can head to our website to learn more about MASA’s payroll services in South Africa or contact us today if you would like to consult with an expert in the field and build a tailored solution to handle your company’s payroll.

In today’s business climate, CEOs and top executives continuously look for quantifiable results from every department in their organisation, this is especially true  for the human resources department. The stakeholders expect concrete figures to back up their assumptions about which human resources initiatives deliver tangible business benefits and which do not.

HR is at the centre of almost every vital business initiative and decision, so this function must be able to prove its worth continuously and demonstrate its impact on company performance.

This article breaks down the concept of ROI in the context of HR and discuss how organisations can measure and improve this for the better.

What is ROI in HR?

ROI stands for “return on investment” and refers to the potential financial gains of a particular business decision or action.

In the HR content, “ROI” refers to the ability of the human resources division to contribute to the organisation’s bottom line. The human resources division of an organisation performs essential tasks and the critical question facing organisations is whether these tasks contribute to the bottom line – in other words, do they have a ROI?

An organisation’s HR team must establish metrics or key performance indicators (KPIs) to track its progress to measure ROI successfully. This could include measures such as:

• Employee retention rates
• Employee engagement levels
• Employee training costs
• Time to fill open positions.

Once an organisation’s HR division has established these metrics, it can begin tracking and quantifying its results over time to ensure that the HR function provides value.

How can companies measure and improve ROI?

There are multiple ways that companies can measure and improve ROI in their HR departments. One way is to conduct regular audits of HR processes and procedures. These audits can help identify areas where HR falls short and recommend improvement. Additionally, many organisations choose to outsource their HR function to third-party HR service providers. Outsourcing can help reduce costs and increase efficiency within the department, leading to a higher ROI.

Tips for tracking human resource metrics

HR metrics should be simple, straightforward, and alligned to your organisation’s goals and priorities. Here are six tips for tracking HR data to assist you in considering which data points matter to your organisation.

1. Know why each HR metric matters

As you collect and track HR data, keep in mind the real reason behind collecting the data and why this data is vital to your organisation. If the data isn’t alligned to an organisational priority, time spent tracking or analysing the data is wasted. Without a good idea of why your ROI and metrics matter, you won’t be able to develop a cohesive business strategy and achieve sustainable success on business goals.

2. Keep it simple

HR metrics shouldn’t be complicated.  If the metric isn’t simple, straightforward and quickly gathered and calculated it shouldn’t be used. The aim should be to track and collect simple, concise information that will provide valuable insights into your HR and organisational objectives.

3. Identify how you will track data

Many tools are available to track HR data, from spreadsheets to comprehensive human resource management systems. An important step is to identify which data you will collect and how.

4. Know your audience

As you collect HR data, some information will be more insightful to HR, and others will be more insightful to stakeholders like the owner or CFO. Remember the metrics that matter most to your audience as you present information.

5. Connect HR metrics to organisational objectives

The most potent and significant HR data connects HR metrics to business objectives. Ensure that the data can be put to practical use once collected.

6. Don’t just file data away – share it

You’ve collected useful HR data, so don’t just file it away. The data you have collected should be analysed and shared with your leadership team in a user-friendly presentation. This step will allow you to start creating an action plan for achieving your HR goals.

HR data that leads to action

Data without analysis and action is just numbers on a screen. Use your HR data to understand trends, issues and opportunities within your workforce. Next, take action to make changes based on your learning.

To make the most of your HR ROI calculations:

• Connect the HR data to business objectives and goals.
• Use the data to drive organisational improvements. Learn what is working and what not, then make the necessary changes.
• Schedule regular times to review the data and get your team involved to focus on any trouble areas. Strong habits produce strong results.
• Communicate your findings and recommendations to key decision-makers.

Measuring the ROI of human resources isn’t as easy, simple or straightforward as some other business areas, but it’s doable. The aim is to take stock of where you are, set clear objectives and KPIs and adopt a broad, multifaceted approach to evaluating the impact of HR in your business. Mastering these steps will give you a better sense of how your investment in your team, your culture and your organisation is paying off – and  the value of ROI that your HR department is driving.

How can outsourced human resources increase this ROI?

Not every organisation is in a place where it can effectively and continuously evaluate the ROI of its HR department and take action to improve it. This might be because it is too early in the journey or simply due to a lack of tools, processes and resources.

Organisations investing in outsourced human resources services usually experience essential benefits that result in a higher return on investment and business success, such as:

• Saving money by reducing or eliminating the need for in-house staff
• Improving efficiency by providing access to expert tools and technologies
• Freeing your internal team to focus their attention on strategic initiatives that drive business growth
• Driving business growth by providing access to a highly-skilled, engaged workforce of HR experts
• Ensuring regulatory compliance and mitigating various legal risks surrounding HR

An organisation can make measurable improvements in its HR ROI by partnering with an outsourced service provider like MASA. We have over 40 years of established credibility and extensive experience supporting organisations with the best human resources solutions in South Africa.

Spending on HR services is an investment which should provide a return and we structure all human resources services to ensure maximum ROI. The MASA HR division offers a complete solution for any HR-related tasks- from crafting a unique strategy to payroll services and all other HR processes.

Every business is unique. No matter how complex or large the task, we develop a tailored approach designed and managed by market-leading human resources and industrial relations experts. We are passionate about using the best people to drive the best outcome.

Reach out to us if increasing your HR return on investment is a top priority or if you’re looking for a trusted partner to help you access the right people, resources and strategies to concentrate on your core business.