Canadian HR Reporter

CANADIAN HR REPORTER May 30, 2016 FEATURES 15 HRPA Exclusive Member Benefits FEATURED! Taking advantage of HRPA's many member benefits can grow your network, make your job easier, develop your career and save you money. Sign up for HRPA membership today: www.hrpa.ca/join HRPA Resource Centre: Fast answers to all HR questions: document templates, policies, best practices, salary surveys, HR Hotline, and more. MemberPerks ® : Discounts on everything from tickets and dining to shoes and travel, over 1,000 opportunities to save. GoodLife Fitness: More than 50% off. PayScale: Save 15% on real-time compensation data. Lexis Nexis: Save 15% off Lexis Practice Advisor SM Canada, Employment Module. An online practical guidance tool and workflow efficiency solution. Free trial. TD Insurance: Save $100s on home/auto insurance. HRdownloads: Save 10% on memberships including unlimited access to 3,800+ HR documents. Atlas Van Lines: Special service and savings program for HRPA members for local and long distance moving. LMS ProLink Professional Liability Insurance: "I saved over $1,000! The process was fast, efficient and friendly." - Gerlinde Herrmann, CDir GPHR CHRL, The Herrmann Group Limited SmartChoice Benefits: Offering a full benefits suite of traditional group medical products. Workopolis Niche Network: Save on job postings. OrangeHRM: Discounted pricing and first 3 months free to HRPA members. MentorCity: HRPA's online mentor matching service. Free 60-day trial. PAYROLL Moving on up The benefits of transferring a human capital management solution to the cloud By Shelley Ng Y ou don't need to be a tech- nology wizard to see cloud computing has taken the world by storm. Many things consumers now take for grant- ed are enabled by the cloud. If you've logged into Google, up- dated your profile on Facebook or bought clothes online, you've experienced the capabilities of cloud technology. Gamers now enjoy exhilarating gaming experiences anywhere because of the cloud's power to provide higher speed without interruption. Due to the cloud, retail inventory records are be- coming much more visible and reliable, enabling a more satis- fying experience for consumers who shop for products on the Internet and then go to a store to purchase them. e future is bright with pos- sibilities as the cloud is poised to improve health-care standards, reduce carbon footprints and transform business practices. e workplace has evolved as the cloud allows for new, more effi- cient forms of collaboration. Human capital management (HCM) on a daily basis is an ardu- ous task. In larger organizations, HR teams can be spread out over different areas of a building, dif- ferent areas of the country or dif- ferent time zones. Payroll responsibilities may not be under HR, but under finance. Disparity may result in a lack of communication and HR team members may not always have ready access to information that is monitored and updated by an- other department. A cloud-based HCM system can help alleviate the adminis- trative stress from a growing HR team and allow them to concen- trate on their business. An HCM solution may include processing payroll, administering benefits, overseeing time and attendance, recruiting, talent and perfor- mance management. For many HR and payroll teams, the move to cloud-based software delivery is inevitable. As a business expands, it needs tech- nology that fits its growth pattern. ere are several reasons to con- sider moving an HCM solution to the cloud: Cost savings: The primary motivator prompting organiza- tions to move HCM to the cloud is the ability to take advantage of software innovations, according to PwC's 2014 HR Technology Survey. Let technology be someone else's headache: Cloud computing means people always have access to the most current software ver- sion without having to download any software themselves. Expensive software purchases or costly, time-consuming up- grades are no longer necessary. Leading providers are always up- dating software to enable compli- ance but also to add innovative new features. ese days, mobile apps can even manage payroll on the go. Real-time visibility: For man- agement, there's a constant need to tap into current HCM data to gain an accurate picture of how staff is performing, and where there are opportunities and areas for improvements. With a single HCM solution, changes to payroll, benefits and workforce planning are imme- diately calculated for accurate forecasting and decision-making by HR managers who can take ac- tion on self-service transactions from anywhere, without having to wait to get to a desktop or laptop. Whether in the office, travelling or working from home, everyone has access to critical business in- formation. Basically, all the data is available anytime, just a click away. Costly mistakes avoided: If compliance issues rear their ugly head, it can be quite costly. Under legislation across Canada, em- ployers can be fined for failing to adhere to requirements related to employment standards (including payroll records, postings, over- time, hours of work, vacation time and pay). Payroll processing is compli- cated because it is governed by countless sets of regulations at all different levels. To compensate staff members correctly without violating any rules, a cloud-based solution can EMPLOYEES > pg. 16 An HCM system can help alleviate administrative stress.

• Cover