Author name: procloz

When it comes to running a business, whether big or small, payroll processing can sometimes feel like a war. Payroll processing is a lot more than what it looks like. In addition to getting your employees paid on time, payroll involves the calculation of tax deductions, paid and unpaid leaves, employee benefits, bonuses, and much more. It requires attention to detail and scrutiny if you want to avoid fines and complaints. This makes it quite clear why payroll managers are highly-trained individuals with years of experience because the job isn’t that easy!

Instead of learning the art of payroll yourself or hiring internally, outsourcing payroll is a great option for start-ups, small businesses, and medium-sized businesses alike. Outsourcing isn’t a new concept and has already proven to be beneficial for organizations. It is both a time and money-saving exercise. Why not spare yourself the pain of spending sleepless nights with spreadsheets staring into gridlines and numbers by outsourcing it.

Even though it might sometimes seem hard to make changes to the ongoing business processes, there has never been a better time to outsource your payroll. Payroll systems these days are generally cloud-based, and hence extremely agile. It can easily scale up or down as the business needs to change. For repetitive tasks, these can be automated, leaving your resources to focus on being the best in your business space that you can be.

If you’re still skeptical about outsourcing your payroll, here are a few reasons why you should.

• Outsource payroll – It’s always quicker.

Whether you have 10 employees or 100 employees, payroll processing demands significant time and attention. When you consider the time spent processing and managing payroll, outsourcing to a trusted service provider may seem attractive. Time is money, after all.

• Outsource payroll – It’s always secure.

Using email for sensitive documents is inherently unsafe and opens the door to hackers easier than many might think. Similarly, the use of spreadsheets and out-of-date technologies, combined with a lack of proper security across all areas of the company, creates the risk of a data breach and violation. A secure portal protects your employees’ sensitive information.

• It ensures payroll tax compliance.

This is a big one. One of the most daunting tasks for small to mid-sized businesses is complying with laws, regulations, and mandatory rules, especially when various government agencies are involved. An effective and experienced payroll provider will ensure that your payroll process complies with the current rules and regulations.

• It’s automated and remote.

Cloud-based payroll software can be run anywhere with internet access. Now with people working remotely, there’s no need to be onsite, no need for a person to manually type in hours or print checks, and no need for anyone to be involved with paying employees. Employees input their time, the system tracks it, and they get paid automatically with necessary approvals in place.

• It’s customizable.

Whether we’re experiencing a pandemic or other critical business issues, there’s no reason to pay for things you don’t need. With unpredictable times and changing business needs, it is always flexible to add or subtract services.

Outsourcing payroll can be successful as both a short- and long-term solution for organizations.

Procloz would be more than happy to assist you with payroll outsourcing. We will be happy to provide you with a customized solution that meets all of your business’s requirements. We’ll help you remain compliant and efficient, with outsourced payroll services that help your business thrive.

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If we consider the workforce environment, COVID-19 was a game-changer. The pandemic has forced companies to rethink how to do business. The new way to work now means more than just not working in the office. Mega-companies like Microsoft, Apple, Google, Adobe, Twitter have put a remote work strategy. On the one hand, when Geography and time zones become irrelevant, technological advancements have also led to the possibility of considering hiring and managing remote employees in different countries across the globe.

Managing a geographically distributed workplace may sound great on paper but if you try to specifically focus on the concerns of global expansion, the following points might trigger in your mind:

• Is it possible to quickly deploy a global workforce?
• Is it possible to manage the workforce in a compliant manner honoring the local laws and legislations and eliminating any business risks?
• Is it possible to achieve a similar productivity, keep time-zones, and employee engagement among others?

No matter what, opting for remote work policies would set you up for opportunities you haven’t been able to take advantage of. There is more upside than you can imagine to being able to access global talent.

Here we shall help you understand how you can succeed in global expansion with remote work strategies.

Effective International Remote Work Strategy

If you plan for global expansion with a remote work strategy, you need to do careful research and planning to navigate cultural, legal, and communication challenges across borders.
The key areas to pay attention to are:

1.  Compliance: Laws are in favor of employees worldwide as compared to independent contractors, and their misclassification risks and penalties. To hire remote employees in a foreign location, your teams must be familiar with local regulations or an in-country expert to guide you through the process.
2. Trust: In an international remote work engagement, trust goes both ways. The company trusts the employee to perform their duties, and the employee expects the organization to provide the infrastructure to do their work, pay them on time, manage their social payments and benefits.
3. Digital Communication: This is no brainer. Remote work is as good as technology and tools in place to help employees collaborate with the team members effectively. Also, remote employees risk losing their sense of connectivity and team, not to forget water cooler conversations. This is no brainer. Remote work is as good as technology and tools in place to help employees collaborate with the team members effectively. Also, remote employees risk losing their sense of connectivity and team, not to forget water cooler conversations.
4.  Strong Local HR, Employment & Tax Expert: Employee query resolution on their employment and tax is another area; employees look up to their employer. It is crucial to have a firm hold of the local laws and regulations either internally or through a local expert.

Now knowing all this, when you plan to go remote, you’ll need to think whether to consider hiring local experts or lawyers in the country or pick a single point multi-country employment partner who can effectively consolidate and manage the remote workers effectively, present reports and keep you abreast of the changes.

Now is the time to reimagine what’s possible. If you are thinking of International Remote Work Strategy, think of Procloz. We can help you go remote and hire employees all over the world.

Contact us today to speak with a global solutions advisor and learn more about outsourcing global employment. CONTACT US