Check out Measuredability’s General Articles Section

Deciding whether to perform specific tasks in-house or outsource them to an external provider is not a new problem. Companies across the globe have weighed up the pros and cons of both options for years to determine which option. 

You can outsource almost every business function. Whether it’s marketing for advertising campaigns, customer service teams to reinforce good practices or a logistics team looking to optimise their processes, the reasons behind the decision are often remarkably similar. 

Generally, companies choose to outsource because they want to reduce costs, focus on core functions, improve service and gain expert knowledge. This is no different for businesses when it comes to needing to execute their payroll processes.

When executing payroll, you have two options: outsourced and in-house payroll. In this article, we’ll look at the differences between in-house and outsourced payroll processing, as well as the benefits and drawbacks of each.

Before we go into more detail, let’s look at a few reasons why businesses consider outsourcing their payroll processes:

1. Payroll is complicated and requires a certain amount of pre-existing knowledge and spare time to manage correctly.
2. Many companies do not have the resources to perform the task in-house.
3. They already outsourced their finance function and so decided to outsource payroll too.

Outsourcing payroll benefits many businesses – particularly startups, scaleups and SMEs with limited resources. The reasons for this are simple. 

Managing payroll is both time-consuming and manual and eats into the time allocated to more high-value tasks that can impact company success. Payroll can also be highly complicated, with the rules that govern it continually changing. 

Consequently, staying on top of the latest legislation and remaining compliant is often beyond many businesses’ capabilities. With this in mind, the natural choice is to do market research and choose a third party to manage payroll. 

Let’s understand a few key areas as we dive into the details, advantages and disadvantages of outsourcing your payroll.

What is in-house payroll?

An in-house payroll department manages all of your organisational payroll activities. They are the employees who process payroll and often manage employee benefits (such as overtime and paid vacation). Whether distributing paychecks or setting up direct deposits, payroll processing is typically handled by your internal financial or human resource department.

How does in-house payroll work?

At its core, in-house payroll is the collaboration between your payroll processing team, your employees, and the tools you use to complete your payroll activities (such as a direct deposit). Typically an in-house payroll department completes the following tasks:

• Establish a payroll bank account to pay all of your employees.
• Create and implement a system for your employees to track their hours (salaried employees are paid a standard rate for each pay period).
• Create a payroll schedule; every week, two weeks or every month.
• Collect and approve timekeeping data for each employee during the pay period to determine gross pay.
• Manage deductions for each employee, such as retirement contributions, healthcare deductions, social security, tax deductions, and payroll taxes.
• Track and manage overtime, sick leave, and vacation pay.

What is outsourcing payroll?

Outsourcing payroll involves partnering with a third party to manage all of your payroll responsibilities. This consists of researching reputable and experienced payroll providers to ensure you work with a company that can provide the highest calibre of payroll services.

How does outsourcing payroll work?

Outsourcing your payroll will range depending on the size and needs of your business. However, most solutions follow the below general guidelines:

• Your company will partner with a payroll service provider.
• Follow the instructions provided by your payroll provider to gain access to their services.
• Your provider will manage and process employee data, timesheets, payroll taxes, deductions (i.e., retirement or healthcare), and much more.
• Your external payroll provider will designate a team to approve all payroll activities and authorise payroll processing.

Generally, the companies who don’t have the required technical expertise and staff and those who would like to go in for cost-cutting generally opt for payroll outsourcing services.

Pros and Cons of each service

In the case of an in-house payroll, there are certainly some distinct advantages: more comfortable access to data and more privacy, which are sometimes very necessary in an organisation. However, there are often individual hidden costs in an in-house payroll, such as purchasing payroll software and investing in the technology required to do the process.

On the other hand, payroll outsourcing services come with certain advantages, such as profit generation actions and access to a broader range of additional assistance. Payroll outsourcing cost is often a significant factor that influences corporates to seek the help of payroll outsourcing companies.

Some significant advantages of outsourcing payroll

It keeps the business updated

Most of the experts or vendors are up to date with the payroll operating systems, which helps the businesses to keep updated. There is a general feeling of confidence that service providers will tailor this service to your business needs. With so many changes happening quickly, businesses may find it hard to update their payroll processes.

Reducing costs

Generally, a business saves precious money by seeking good payroll outsourcing companies. The company doesn’t need to invest in technology and qualified staff with an outsourcing solution. They need to contact the third party to do this job, and thus there is a reduction in expenses.

Access to all payroll services

The payroll department needs to maintain many activities, which are complicated with a handful of staff. With the help of an outsourcing company, you can access payroll processing, payroll tax payments and tax filing, and even complex calculations such as deductions, overtime, monthly or hourly wage, etc.

Time-saving and tax compliance

One of the significant benefits of payroll outsourcing services is that you can save valuable time for your business. There is no need to spend countless hours keeping track of all data and calculations. Taxes are a sensitive aspect of your finances, and the company needs to deal with them rigorously. There are many risks involved if the process goes wrong. Hence, it is best to leave it in the hands of experts.

Should your business keep payroll in-house or outsourced?

In summary, there are many advantages to outsourcing your payroll function. As with any business decision, there are some essential factors to consider.

Much of this comes down to choosing the right provider by conducting thorough research and carefully weighing the pros and cons of doing business with each.

The context of your current and future business goals plays a key factor. 

Comprehensive online payroll services for businesses with MASA

Here at MASA, we provide full-service payroll solutions for businesses of all sizes. We can easily customise our payroll plans to suit your company’s needs and help you identify and eliminate inefficiencies within your payroll department. 

If you would like further advice on choosing the best approach for your business, would like to know how much payroll services cost or have other inquiries, contact us today to get expert advice on our payroll processing services.

There’s a growing recognition that, often, a company’s most important assets are its people. Without people – and talented, happy, motivated people at that – you will never execute your company strategy and achieve your goals.

HR or Human Resources KPIs are critical as they help measure the department’s success and employee satisfaction and establish and maintain effective practices throughout the organisation.

Therefore, the Human Resources department of any business is progressively essential. Senior HR leaders – be they HR Directors or Chief People Officers – sit on Boards and Leadership teams and are accountable for the types of KPIs we’ll outline in this article. There are many important KPIs that a good HR leader would track as part of their strategic planning.

But first, let’s understand HR KPIs and how to measure their success or failure using key metrics.

If you need hands-on assistance with your HR needs, contact MASA today! We have provided comprehensive outsourced HR & Industrial Relations solutions to blue-chip multinational corporates across various industries for four decades. Let us do the same for you.

What are HR KPIs?

Human Resources key performance indicators (HR KPIs) are metrics used to measure how HR is aiding and contributing to the success of an organisation.

All in all, HR KPIs analyse how efficient a company’s HR team is in accomplishing its HR strategy. Organisations base their HR strategy on the human resources-related outcomes needed to achieve the company’s business goals.

Establishing HR KPIs is essential to achieving the best return from a company’s human capital. Also, HR KPIs prove indispensable to meeting the key objectives of the HR department.

KPIs for HR: Metrics to Measure 

To be successful in their job, HR managers need to use HR KPIs that reflect the larger goals of the department and company. Further, they must be:

• Concrete: The KPI should be tangible and have a specific purpose.
• Measurable: If you cannot measure the KPI, it isn’t a KPI.
• Reachable: Stay realistic when defining a KPI that will determine your success.
• Relevant: Monitor only the things that truly matter; don’t waste time with indicators that do not contribute to your company.

Here are our top 7 KPIs to consider for measurable success:

Turnover Rate

In the wake of the Great Reshuffling, many organisations are dealing with exceptionally high turnover and attrition rates. Some reports show turnover rates have jumped 20% higher than their pre-pandemic average. That’s why measuring turnover is more important than ever. Turnover refers to the percentage of employees left over a certain period. 

A high turnover rate is tough on company culture and usually leads to a less motivated and productive workforce. While it can vary by industry, the turnover rate should stay below 10%.

If your turnover rate is high, you may want to ensure that you provide fair compensation, a good work environment, and healthy company culture.

Duration in the position

Many employee departures are closely related to their time in the same position. They tend to look for opportunities outside the company if they feel employers won’t promote them.

If you find that opportunities for growth within the company are limited, it might be a good idea to discuss this with management.

Average time for recruitment

The ‘average time for recruitment’ measures the time between the announcement of an employee leaving the company and when they are replaced. It is quite possible to optimise the average time of each new hire.

Education and training

Employees’ courses and learning and development programs directly impact the company’s activity.

This HR KPI is meant to help boost the productivity levels of each employee. It does this by creating specific strategies to increase the loyalty and satisfaction levels that employees feel when working with the company.

Employee productivity

This KPI is going to measure the efficiency of your workforce. It analyses how long it takes for employees to accomplish specific tasks and goals set for their position in the company.

Essentially, it analyses how much work employees are taking on and how well they perform these tasks.

To understand employee productivity, HR should consider all the factors impacting employees’ productive output. This includes the time employees spend working, their performance or the quantity of product produced, and the quality of the product delivered.

So employee productivity data should inform future office policies.

Cost per hire

This HR KPI measures the number of resources invested in each employee. Measuring labour costs includes the costs associated with recruitment, such as advertising positions, the time cost of reviewing and choosing C’s, and conducting interviews.

Cost per hire also extends to training, manager training, an external trainer hired, and the materials used. This can take up a significant part of the company budget.

However, it is a significant part of any company’s success, as, without talented, dedicated employees, businesses cannot function properly, let alone succeed. Therefore, investment in talent acquisition is vital.

Finally, probably the most critical KPI to ensure you have in place and are measuring is;

Employee satisfaction

This HR KPI is an essential one that companies should not neglect, especially due to the ‘war for talent.’

Employee satisfaction is dependent on a range of factors beyond just financial benefits. These include a positive work-life balance, remote working and flexible working options, and non-monetary benefits. Among them are gym membership discounts and sustainable and social company culture.

Companies can measure talent satisfaction through employee satisfaction surveys, which they should regularly conduct to ensure all employees’ needs are being met and any issues or concerns they have are being addressed.

The importance of setting up an HR KPI dashboard

An HR dashboard is a dynamic overview of the essential HR metrics in one place. The HR dashboard provides a slice-and-dice overview of the workforce, their performance, absence, and turnover. It is vital for strategic decision-making in HR. Every business needs one to measure its successes and deliver accurate reports to its stakeholders.

A final word

So there are some common and important metrics relating to people. As always, we recommend choosing the KPIs from this list that makes the most sense for your business to ensure you have a focused HR reporting dashboard. Too many KPIs can lead to a lack of focus. So pick your key areas of focus and get measuring!

Remember, when setting your KPIs and building a KPI dashboard, it’s essential to focus on the most important KPIs for your team and your business. Do not have too many as that will result in a lack of focus and could be detrimental to results.

South Africa has a two-tiered healthcare system, with private hospitals catering to those who can afford it and public hospitals serving most of the population. The public sector is state-funded and caters to the majority – 71% – of the population, which is why it’s often understaffed and overstretched.

On the other hand, the private healthcare sector is mostly privately owned and run. This sector is funded mainly through individual contributions to medical aid schemes or health insurance and serves around 27% of the population. Although private healthcare is often associated with better working conditions, staff salaries, and facilities, this isn’t always the case.

Private hospitals can be understaffed and overworked, just like their public counterparts. This article will focus on private hospitals and list seven ways nursing services can improve the care offered in these institutions.

If you are searching for a nursing services provider in South Africa, consider using Greys Nursing Services. We have successfully placed thousands of nursing professionals into hospitals, care homes, doctors’ practices and private homes and can do the same for you. Contact us to learn more.

Private healthcare in South Africa

Around 79% of doctors in South Africa work privately. There are also around 200 private hospitals across the country, where two of the biggest private providers are Netcare and Mediclinic, which run many facilities.

In general, private hospitals offer a higher standard of care than public hospitals. This is because private hospitals have access to better resources, both in terms of facilities and staff.

Private hospitals also tend to be better staffed than public hospitals because they can offer higher salaries and better working conditions. This means that private hospitals usually have a lower staff turnover than public hospitals and can provide more continuity of care.

Despite being smaller than the public healthcare sector, private healthcare in South Africa accounts for around half of annual expenditure. Whereas public services are heavily subsidised by the government and cheap, private healthcare costs in South Africa can be comparable to countries such as the UK, France, and Germany.

However, private hospitals are not perfect. They can be understaffed and overworked, just like public hospitals. This is why nursing services must be of the highest quality in private hospitals and always strive to improve.

A big problem faced is not having enough staff in our hospitals

It’s well documented that South Africa’s health care system across the public and private sectors are under strain due to a lack of staff to cover the number of patients needing care in the facilities. So, is there a plan to combat this? A viable solution could be sourcing more staff. Even though there’s a staff shortage, there’s not a shortage of capable nurses willing to work in multiple facilities if needed.

There are several ways in which nursing services in private hospitals can improve the care offered.

1. By providing more individualised care

In private hospitals, nurses can spend more time with each patient as there are fewer patients overall. This allows them to get to know their patients better and provides an opportunity for more personalised care.

2. By having a lower nurse-to-patient ratio

The nurse-to-patient ratio is often lower in private hospitals than in public hospitals. This means that nurses have more time to devote to each patient, leading to better care.

3. By offering more specialised care

Private hospitals often have more resources and offer more specialised care than public hospitals. This higher level of care can be beneficial for patients with complex needs.

4. By providing better working conditions for nurses

Nurses in private hospitals typically have better working conditions than those in public hospitals. These advantages can include better pay, more accommodating work environments, and better opportunities for career advancement.

5. By having higher quality facilities

Private hospitals tend to have newer and better-equipped facilities than public hospitals, leading to improved patient outcomes and a better experience for both patients and staff.

6. By investing in nursing research and education

Private hospitals are often able to invest more heavily in nursing research and education than public hospitals. This can result in better-educated nurses and more up-to-date on the latest evidence-based practices.

7. By working closely with other health care providers

Private hospitals typically have closer relationships with other health care providers, such as specialists and community services. This can lead to improved continuity of care for patients and more comprehensive care overall.

Looking Forward To The Future

South Africa’s healthcare system is on the verge of some profound changes. The government is working to establish a national health insurance system. This system aims to improve the nation’s health, make healthcare more affordable for everyone, and address inequalities between different socio-economic groups. However, discussions about implementing such a system are still in their infancy and will take a long time to develop.

Overall, nursing services in private hospitals can improve the care offered in several ways. Private hospitals can provide a higher level of care by providing more individualised care, having a lower nurse-to-patient ratio, offering more specialised care, and investing in nursing research and education.

Greys Nursing Services is a leading provider of nursing care in South Africa. We offer a wide range of nursing services, from general nursing care to specialist areas such as intensive and trauma care. The nurses we source are highly trained and experienced, and our staffing solutions are well-equipped to provide the highest level of employee to maintain the standard of care your hospitals offer.

Contact us to learn more about Greys’ nursing services and how our staffing solutions can elevate your private healthcare and take your facility to the next level!

The South African labour market is in a state of flux. Labour practices are changing, and the demand for skilled workers is increasing. At the same time, technology is transforming how businesses operate, which has a profound impact on the labour market.

South Africa has over 10 million young people aged 15-24 years, and 7,7 million of this group of young people are out of the labour force. The main reason is discouragement, as many young people have simply given up looking for work.

The youth is the future of South Africa’s labour market and the economy. This unemployment rate is not only a concern for the labour market but also social stability. It will take a combined effort from the government, businesses, and labour specialists to address this challenge.

This article will explore the role of temporary employment services (TES) providers in the current and future labour markets. We will discuss how TES providers are helping businesses meet their staffing needs, and we will look at how technology is affecting the way TES providers do business.

If you would like a more hands-on solution to your labour needs, MASA is here to help. We are a labour outsourcing powerhouse dominating the temporary and permanent employment landscape with four decades of experience. Contact us now to learn more about our solutions.

Temporary employment services in SA

South Africa is not new to the temporary employment services (TES) industry. In fact, the country has a long history of using labour brokers to meet its staffing needs.

A labour broker is an intermediary between a business and a worker. The labour broker provides the company with workers to meet its staffing needs, and the labour broker pays the workers.

The use of labour brokers has come under scrutiny in recent years, as there have been instances of abuse and exploitation. However, the industry has changed to ensure that these abuses do not happen, and TES providers play an essential role in the South African labour market.

How TES will shape the labour market

The South African labour market is changing, and the demand for skilled workers is increasing. This is where TES providers can help businesses meet their staffing needs:

Flexible staffing solutions

TES providers offer flexible staffing solutions that clients can tailor to the needs of their business. This means they only pay for the workers they need when they need them, which is crucial in times of significant change and uncertainty.

Ever-expanding databases

TES providers have a database of workers with the skills and experience that businesses need. These databases are constantly growing as South Africa becomes increasingly connected.

Pre-screened workers

TES providers pre-screen workers to ensure they are a good fit for the business. This saves businesses time and money, as they do not have to screen workers themselves.

Training and development

TES providers offer training and development programmes to workers. This helps businesses upskill their workforce and meet the ever-changing needs of the labour market.

The future of TES and the labour market

Technology is transforming how businesses operate, which has a profound impact on the labour market. TES providers are using technology to their advantage, and they can offer a more efficient and cost-effective service than ever before.

TES providers are using technology to connect businesses with workers, and they are also using technology to manage the payroll and administrative tasks associated with TES.

Technology will also transform the labour market as businesses increasingly rely on machines and artificial intelligence to do the work humans have traditionally done. Human workers will still hold the comparative advantage with abilities like creativity, social intelligence and perception and manipulation; however, we will have to find new ways to use these abilities as technology continues to change the labour market.

Globalisation is accelerating the changes we see in the labour market, and TES providers are at the forefront of these changes. TES providers have the opportunity to shape the future of the labour market, and they are well-positioned to do so.

What does this mean for businesses?

The future of the labour market is uncertain, but one thing is sure: TES providers will play a vital role in helping businesses meet their staffing needs. The use of labour brokers is likely to increase in the future as companies seek to reduce costs and become more flexible.

TES providers adapting to the changing labour market will be in a solid position to succeed. MASA is at the forefront of the TES industry, and we use technology to connect businesses with workers. We also use technology to manage the payroll and administrative tasks associated with TES.

If you are a business in need of a flexible staffing solution, contact MASA today. We can help you find the workers you need when you need them.

Truck drivers are an essential part of South Africa’s trucking industry. In fact, the volume of goods transported increased by 11,6% in June 2021 compared with June 2020. This rise in payload highlights truck drivers’ critical role in ensuring that goods are transported safely and efficiently to their destination.

To ensure truck drivers can perform their job effectively, businesses need to track their movements and analyse their performance.

This article will discuss the importance of tracking and analytics for truck drivers and explain why they are such an essential factor for businesses operating in the trucking industry. It will also give strategies and tools for companies to use to improve their truck driver tracking and analytics.

If you are looking for a more immediate solution to your driving needs, the MASA Specialist Drivers Division is here to help. We are a reliable supplier of industry-leading drivers across South Africa. Contact us now to find out more about our services.

What is truck driver tracking?

Truck driver tracking is the process of monitoring and recording truck driver movements and activities. Companies can then use this information to analyse truck driver performance, plan routes, and optimise operations.

Without truck driver tracking, businesses would be operating blind. They would have no visibility of their truck drivers’ whereabouts or activities, leading to delays in deliveries, missing deadlines, and ultimately, unhappy customers.

Many truck driver tracking solutions are available, ranging from simple GPS trackers to more sophisticated telematics systems.

What is truck driver analytics?

Truck driver analytics is the process of analysing data collected from truck drivers. This data can improve your understanding of your truck drivers and their behaviours.

Analytics can also help you identify patterns and trends in your truck drivers’ behaviour. You can then use this information to improve your training and development programmes and overall efficiency.

Companies can use truck driver analytics to answer some crucial questions about your truck drivers, such as:

• How do they behave when they are behind the wheel?
• What routes do they take?
• What are their driving habits?
• How often do they make mistakes?

Why should you be tracking your drivers?

There was once a time when trucking was an industry where a truck driver could get away with driving long hours without taking proper breaks or other safety precautions. This is no longer the case with the advancements of modern technology.

Ultimately, we live in a world where tracking truck drivers has become increasingly crucial for businesses and where there are multiple reasons for them to track their truck drivers:

Key location and routes

Tracking and analytics allow businesses to monitor their whereabouts and ensure that they stick to their agreed routes. This is important for ensuring the safety of your drivers and the goods they are transporting.

Performance optimisation

Through tracking truck driver analytics, businesses can identify areas where their drivers need improvement. This could be in terms of fuel efficiency, driving habits or speed. Once these areas have been identified, businesses can work on strategies to improve their truck drivers’ performance.

Driver safety

One of the most important reasons for tracking truck drivers is for safety purposes. By tracking truck drivers, businesses can ensure that their drivers are taking the necessary safety precautions whilst on the road. This includes monitoring their speed safety purposes. By monitoring their movements, businesses can ensure that their drivers are not driving for long hours without taking proper breaks. This can help to prevent accidents and improve driver safety.

Payload security

One of the most valuable things truck drivers transport is the payload. By tracking truck drivers, businesses can ensure that their payload is secure and that their drivers are not taking any unnecessary risks along the way. In South Africa, there are many cases of truck hijacking, so businesses need to take all the necessary precautions to protect their payload.

Improved customer service

Another benefit of tracking truck drivers is that it can help businesses improve their customer service. By knowing the whereabouts of their truck drivers, companies can give their customers updated information on the status of their delivery. This can help to build trust and improve customer satisfaction levels.

Reducing fuel costs

By tracking truck driver movements, businesses can see where their truck drivers are wasting fuel and put measures in place to correct this behaviour. This could involve changing the truck drivers’ routes, providing training on fuel-efficient driving techniques, or investing in new technology such as fuel-efficient engines.

Tools and strategies for driver tracking & analytics

Businesses can leverage multiple tools and techniques to improve their truck driver tracking and analytics and fully capitalise on their driving operations. Some of these strategies and tools include:

Driver scorecards

Driver scorecards are a tool you can use to understand your truck drivers better and identify areas where they may need improvement.

Driver debriefs

Debriefing your drivers may seem like a time-consuming process, but it can be very beneficial in terms of understanding their behaviours and identifying areas for improvement. This strategy involves debriefing your drivers after every journey and asking them questions about their experience.

Telematics

Telematics is a technology that allows businesses to track and monitor their vehicles. This technology can track your truck drivers and collect data about their driving habits for improvement.

GPS tracking

GPS tracking is a technology that can be used to track the location of your truck drivers. This information allows companies to monitor drivers’ whereabouts and ensure they stick to their agreed routes.

Dash cams

One tool that is becoming increasingly popular for truck driver tracking and analytics is using dash cams. Dash cams are cameras fitted to a truck’s dashboard and record the journey as it happens.

This footage gives companies a chance to analyse the driving habits of their truck drivers and identify areas for improvement. Dash cams can also be used to provide evidence in the event of an accident.

Going the distance

As you can see, truck driver tracking and analytics are highly essential aspects of trucking operations. You can carefully improve the safety and efficiency of your truck drivers through tracking and analysis and even improve your customer service and cost savings along the way.

Although businesses can use multiple tools and strategies to improve their truck driver tracking and analytics, it is important to note that the truck drivers themselves are the most critical asset in trucking operations. By hiring the most qualified and experienced truck drivers, you can be sure that your trucking business will go the distance.

If you’re looking for truck drivers that are experts in fleet management and specialist driving, look no further than the MASA Specialist Drivers Division. MASA is Africa’s foremost supplier of drivers across the spectrum, from a forklift to Code 14. We have a vast pool of experienced drivers ready to be mobilised on-demand to meet our clients’ trucking requirements.

Contact us now to learn more about our truck driver recruitment and training services.

When it comes to payroll, there are a lot of options businesses have to choose from, but not all of those options will work for your unique needs. About 49% of workers will begin a new job search after two paycheck errors, which means that getting payroll wrong can cost you more than just the legal fees from potential compliance errors.

There are many different types of payroll systems, each with advantages and disadvantages. Ultimately, it’s all about developing a system that meets your needs, but how do you know which payroll system is right for your business?

This blog post will discuss the different types of payroll systems and the importance of using a system that fits your business. We will also give tips on how you can build the ultimate payroll system for your company.

What exactly is a payroll system?

Every business has different payroll needs, meaning there is no one-size-fits-all payroll solution. Essentially, a payroll system involves everything that has to do with paying employees and filing employment taxes.

A sound payroll system goes beyond just making payments. It should also keep track of hours, calculate wages, withhold taxes and other deductions, print and deliver checks, and pay employment taxes to the government.

Payroll managers ensure that all of these things are done correctly and on time. They use payroll software to process payroll, which can be installed on a computer or accessed through a web-based application.

With so many moving parts, it’s essential to choose a payroll solution that is comprehensive and easy to use.

Why is using the right payroll system so important?

While there are multiple ways to approach payroll, not all will work for your business. It’s crucial to use a payroll system that meets the specific needs of your company to avoid compliance issues and costly mistakes.

For example, if you have a small business with only a few employees, you might not need all the features of a comprehensive payroll system. In this case, a simple payroll solution like QuickBooks might be all you need.

On the other hand, if you have a large business with hundreds of employees, you will need a more robust system that can handle all of your payroll needs. In this case, you might consider working with a payroll specialist like the MASA.

Unlike most other payroll providers, the MASA offers a completely custom payroll solution that can include time and attendance, benefits administration, and human resources management. This means you can manage all your payroll needs in one place, saving you a lot of time and money.

The bottom line is that using the right payroll system is essential to the success of your business. Not only will it save you time and money, but it will also help you avoid compliance problems and keep your employees happy.

Tips for building the ultimate payroll system

Now that you know the importance of using the right payroll system, here are a few tips on how you can build the ultimate payroll system for your company:

Define your needs:

The first step is to define your needs. What exactly do you need your payroll system to do? Make a list of all the features you need, and then look for a system that offers all of them.

Get input from your employees:

Your employees are the ones who will be using the payroll system, so it’s essential to get their input. Ask them what features they need and what they don’t like about the current system. This will help you choose a system that meets their needs.

Make sure it’s easy to use:

Payroll systems can be complicated, so choosing one that is easy to use is important. Look for a system with a simple interface, clear instructions, and helpful customer support.

Test it out:

Before you commit to a payroll system, make sure to test it out. Set up a trial account and use it for a few weeks to see if it meets your needs. You will want to ensure that it is easy to use, accurate and reliable.

The right payroll system can make a big difference in the success of your business. By choosing the right system, you can save yourself a lot of time and money. And your employees will be happier too.

A few questions to ask yourself when developing a payroll system

These questions are aimed to help you find the payroll solution that is right for you:

How many employees do you have?

Having a good understanding of your workforce is essential to choosing the right payroll system. The size of your business will determine the type of system you need.

Do you have remote employees?

If you have remote employees, you will need a system that can track their hours and pay them accordingly.

Do you offer benefits?

If you offer benefits like health insurance or a pension plan, you will need a payroll system that can withhold the appropriate deductions from your employees’ paychecks.

What is your budget?

Your budget will play a significant role in choosing the right payroll system. There are many affordable payroll solutions on the market, so be sure to shop around.

What features do you need?

Make a list of all the features you may need in a payroll system, and then look for a system that offers them all.

Do you need benefits administration?

If you offer benefits like health insurance or a pension plan, you will need a payroll system that can withhold the appropriate deductions from your employees’ paychecks.

Do you need human resources management?

Suppose you need a system that can track employee hours and pay. In that case, you will want to consider a payroll solution that includes time and attendance, benefits administration, and human resources management. This will save you time and money in the long run.

By asking yourself these questions, you can be sure to develop the payroll system that is right for your business.

Ready to develop your ultimate payroll system?

When it comes to payroll, one size does not fit all. You should tailor the payroll system you choose to the specific needs of your business. You can find the perfect payroll solution for your company with some research.

Whether you’re a small business or a large corporation, the MASA can help you find the right payroll system for your business. We have completed over 12,000 worldwide payroll transactions administered monthly by our in-house specialists.

Our main focus is partnering with you and developing a custom payroll solution tailored to your business’s unique needs. You can trust MASA to deliver an accurate and efficient payroll service, so you can focus on what’s important – running your business.

Contact MASA today if you’re ready to develop the ultimate payroll system for your business. We’ll be happy to help you find the perfect solution for your company.