Free with HRM Issue 11.10
annual guide to
hr technology solutions and outsourcing 2011 - 2012 Featuring: + Outsourcing HR services + Tracking your talent pool
ANNUAL GUIDE
NEWS
WORLD
SINGAPORE
Top HR apps
Lumesse Mobile now available in app stores
HR technology developers have jumped on the mobile bandwagon by coming up with applications for hiring, managing and tracking HR on the go. The mobile technology market is growing at a rapid pace, but according to Kyle Lagunas, HR Analyst at Software Advice and influential blogger, there are some apps that truly stand out. For acquiring talent, he ranked Kenexa 2x Mobile and Jobvite as the top contenders for best apps. Kenexa 2x Mobile focuses on key hiring tasks so one can execute the most basic actions needed to move the hiring process along, while Jobvite enables employees to send job invitations (or Jobvites) to members of their networks on LinkedIn, Twitter and Facebook from just about anywhere. As for the top app for managing talent, it would be a tie between Vortex’s Mobile Manager Connect, diversityDNA and Rypple Feedback. Vortex’s is a web-based workforce management tool that allows one to manage his/her operation’s scheduling needs on the go, while diversityDNA is a mobile diversity training app that offers insights into the impact cultural differences have on workplace conduct. Lastly, Rypple Feedback is a web-based application that turns performance reviews into a far more engaging experience by leveraging social networking concepts. Other apps that come highly recommended by Lagunas include HR at Your Fingertips and HR Concepts’ Mobile Benefits. The former is an HR terms and concepts reference tool while the latter gives employees the ability to tap into health benefit account information on their smart phones.
US
HR spending more on HR tech Companies are making greater investments in HR technology. According to a Towers Watson survey, more than one-third of respondents (34%) said they are planning to spend more on HR technology this year, with one in eight expecting that increase to exceed 20% over last year. Only 16% plan to reduce their spending on HR technology. “We haven’t seen this level of increase in investment in HR technology since before the economic downturn. The fact that technology spending is up this year is a clear indication of the high level of return that companies are seeing when it comes to technology as a means for improving both HR efficiency and effectiveness,” said Tom Keebler, global leader of Towers Watson’s HR Service Delivery and Technology practices.
Lumesse Mobile is now available in Android, Apple iOS and BlackBerry app stores. “Our customers told us they needed a way for their hiring and HR managers to access key information and decision-making capabilities in Lumesse TalentLink while away from their desktops,” said Lumesse CEO, Matthew Parker. “We’ve responded by making Lumesse Mobile a core capability within Lumesse TalentLink and made it available for free download from the major app stores. It’s another example of our ‘Apps for Everything’ philosophy which is setting the pace in the global talent management market,” he added. Rolf Bezemer, Managing Director of Lumesse Singapore said, “Lumesse Mobile will allow recruiters and hiring managers to access new hires, candidates and vacancy approvals from their mobile devices during meetings, from home or whilst on the go.” Using Lumesse Mobile starts with a simple app store download, then logging in with company credentials to provide a secure, user-personalised and user-relevant environment seamlessly connected to Lumesse TalentLink’s robust SaaS platform. The application is optimised for both slow and fast mobile connections and designed to deliver an individual, highlypersonalised, enjoyable user experience with data and functionality specific to the role of the user.
US
NGA named as market leader in HR BPO NorthgateArinso (NGA), a global provider of HR systems and services, has been identified as a leader in the IDC MarketScape HR BPO 2011 Vendor Analysis report. NGA was assessed based on the strength of its HR solutions, affordability and global expansion. The report highlighted the recent Convergys HRM division acquisition, which resulted in a number of large and high-profile multi-national clients on a variety of platforms including SAP. This had increased NGA’s foothold in the US Market. IDC’s 2011 MarketScape report evaluated the offerings and prospects of 10 global HR BPO vendors based on detailed criteria that IDC identifies as key factors contributing to vendor success. NGA offers global HR services via its proprietary system Resource Link and the euHReka platform, powered by SAP, to businesses of all sizes. NGA has roughly 1.5 million client employees under its HR BPO management.
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ANNUAL GUIDE
NEWS
ASIA
Social media may be key to employer branding Social media can be a useful tool to engage with potential hires, particularly those that are currently employed and not looking for job openings. According to research conducted by employment marketing agency Brighter, 84% of employees in full-time jobs in Asia have indicated that they are open to job offers. This is where social media can be used to tap into this massive pool of potential hires. ZD Net reported that social media helps companies proactively seek out potential future employees and build relationships with
them through online interactions. This, in turn, motivates people to find out more about a particular company and its work culture even though they are not looking to leave their jobs yet, explained Ben Bars, head of Brighter, a Sydney-based employment marketing agency. Social media can help ensure a company always has an up-to-date database of job candidates. Software such as Find.ly can be used to search for passive jobseekers to find out what sort of job experience and skills they possess. With this knowledge, companies can respond more quickly to hire the right people
when the occasion arises as they would have an available shortlist of suitable candidates to refer to, said Bars. He added that instead of being pursued by potential employees, the roles are now reversed and companies now have to be active in searching for talent.
ASIA
ASIA
Internal comms key to Lufthansa’s HR
Local flavour
Lufthansa is being recognised for its proemployee policies that focus on the internal communication needs of the organisation. It recently received the award for the ‘Best Internal Communications Strategy’ on the occasion of the IRR Technology Web 2.0 Congress. Instead of using social networks such as Facebook, Twitter, YouTube or professionally-oriented platforms to open up new paths for starting dialogues with stakeholders and optimising communications, Lufthansa employees have been able to use
To truly succeed, software providers must understand Asia’s linguistically and culturallydiverse landscape. HiringBoss CEO, Bernie Schiemer, said, “We have seen first-hand the pain of rolling out a Western-built recruitment platform in Asia, only to see it fail miserably. We got tired of seeing Asia approached as an afterthought and decided to create a cutting-edge applicant tracking system that would meet the unique demands of the Asian markets.” Judging by their rapidly growing client base, the HiringBoss approach seems to be working. HiringBoss caters to the region with multi-language requirements and local support. “We’ve launched with Japanese and English. Simplified Chinese, Cantonese, Vietnamese and Korean are just around the corner,” Schiemer added. “Our team at HiringBoss collectively speaks over nine different languages so we have our bases covered. Being SaaS or a web-based solution also puts us in a great place to make changes and upgrades.” HiringBoss opened recently with offices in Singapore, Tokyo and Ho Chi Minh.
the Web 2.0 intranet platform eTeaming since June 2009 for their exchanges. To add to Lufthansa’s internal communications tools, ‘Lufthanseat Online’, a web-based version of Lufthansa’s German weekly newsletter was recently added to eTeaming, aiming to provide an even more targeted flow of information and exchanges with and between employees.
SINGAPORE
Easy software to handle CPF changes Creative Software, with Sage EasyPay Enterprise (EPE), has implemented updates to its payroll software, EasyPay Enterprise, to meet CPF changes to the “Maximum Additional Wages” ceiling effective from 1 September 2011. With the increase in the Ordinary Wage Ceiling from $4,500 to $5,000 from 1 September 2011, the Additional Wage Ceilings for 2011 and 2012 were revised as follows: Scenarios Employee whose last day of employment is before 1 Sep 2011 Employee whose last day of employment falls within the period from 1 Sep to 31 Dec 2011; or employee who is still in employment on 31 Dec 2011 Employee in employment from 1 Jan 2012
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Additional Wage Ceiling $76,500 – Total Ordinary Wages subject to CPF for 2011 $79,333 – Total Ordinary Wages subject to CPF for 2011 $85,000 – Total Ordinary Wages subject to CPF for 2012
profile iqDynamics
People –
The most important asset
P
eople are the most important asset in an organisation. Workforce cost is also one of the largest expenses for most organisations. Today, many of them are facing challenges on sourcing, sustaining and developing the right talent. The lack of timely management information about your human capital poses more challenges for HR and top management. iqDynamics offers HRiQ—Integrated Human Capital Management System to assist you in aligning your business strategies with your people’s development and management. HRiQ Human Capital Management Solution provides your organisation with the tools and services needed to automate transactional processes that will enhance productivity, provide timely and critical information for key decision making, thus effectively
managing human capital. The solution delivers the necessary framework to enable your Managers, HR Professionals, Executives and Employees to optimise and enhance the talent within your organisation. It provides core HR operational functions, a talent management system, an employee portal as well as Human Capital Analytics and Planning. HRiQ is delivered as on-premise or software-as-a-service (SaaS) on cloud.
+ iqDynamics Pte Ltd 2 Leng Kee Road #06-04 Thye Hong Centre Singapore 159086 + Tel: 6594 4138 + Fax: 6475 9478 + Email: enquiry@iqDynamics.com + Website: www.iqDynamics.com
About iqDynamics Established in 1994, iqDynamics is an established regional software and solutions company. With business offices in Singapore and Malaysia as well as partners in Vietnam, China, Indonesia and India, iqDynamics is positioned for steady growth throughout the Asia Pacific Region. iqDynamics is certified as Microsoft Gold Independent Software Vendor (ISV). iqDynamics has a qualified pool of close to 50 business and technology professionals with 200 HRiQ customers in Singapore and the region.
HRiQ Human Capital Management Soluuon Consolidate all HR processs onto a single web-based plaaorm One common Payroll System for Internaaonal and Local employees Provide a plaaorm to manage the Employee leave from a single web-based soluuon Automate your employees’ AAendance with Integraaon to various Time Clock devices HRiQ on cloud offers low iniial investment, pay-per-use, flexibility and security
Call
Email sales.sg@iqDynamics.com
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Extra hands on the deck Outsourcing transactional and repetitive HR functions can help HR shift its attention to more strategic organisational goals. HRM looks at the latest trends in HRO solutions and how you could get the best out of this arrangement By Priya de Langen
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he global business process outsourcing (BPO) industry is expected to generate US$450 billion in revenues by 2012, reveals the latest study by NelsonHall. It is a sizeable figure for sure but one that also indicates that the outsourcing industry has grown phenomenally. HR is no stranger to HR outsourcing (HRO) as many of its functions such as payroll processing, policy writing, expense claims, and recruitment are being outsourced to third-party providers. Experts and employees agree that it leaves HR to work more efficiently on critical areas in their organisations.
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Director for IQ Dynamics, a payroll processing and software-as-a-service company. Liaw says that HRO technology solutions can save a company anywhere between 15%‑40%, depending on the industry. He adds that depending on an organisation’s corporate strategies, companies “go for short-term and later engage a long-term service of HRO once cost savings and benefits are realised.” Experts are also stating that there is a new trend for HRO technology solutions – more organisations are considering or starting to utilise cloud computing, under which + Service provider should have a proven track record technology services on services and solutions are hosted over the + HRO solutions must be secure, especially for internet. A KPMG technology services such as cloud computing and research paper From should offer good quality software Hype to Future + HRO partners should have a good understanding revealed that 60% of of broader HR initiatives to provide specific respondents from a solutions needed by their clients “HRO will help range of industries in HR departments save Netherlands stated resources and free that they are currently them from tedious administrative tasks so they using or will be using cloud-computing in the could focus on more important HR functions short-term. and attain their corporate goals,” explains The main drivers for cloud computing are Charles Liaw, Director from Times Software, a cost savings, better flexibility and scalability, HR software solutions company. according to experts. Liaw states that resorting to this service has several benefits such as Looking to the clouds helping companies streamline their HRO HRO technology solutions are one of the most process by adopting e-portal services and help important functions requested by organisations, save costs in investing in manpower, IT and experts state many of the e-solutions offer infrastructure and software ownership. flexibility and cost savings. He adds that Times Software provides “There can be little or lot of savings (the outsourcing payroll and e-portal services to hard dollar) without counting the intangible companies that have a headcount of up to benefits. If human costs avoidance is taken into 1,000 employees. He highlights that the account, the savings over a five-year period can company will be able “help HR and payroll be from 10% to 30% though some organisations department save costs and IT resources to a claim to save more,” states Lim Say Ping, projected 50% per annum.”
Find the right partner
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“Look for strong values alignment and a dedicated team as you need to have trust and work closely with your chosen RPO partner” Simon Bell, General Manager, RPO and Talent Management, Asia for Hudson
IQ Dynamics also offers various e-technology solutions such as HRi, claims and benefits, as well as talent management modules that include learning management. All of them are available “on cloud or otherwise known as pay-per-use”, states Lim. As organisations adopt cloud computing, security and confidentiality of data are emerging as big concerns that might impede the progress of this trend. Over recent months, several MNCs as well as federal agencies around the globe have been plagued by hacking, and confidential data has been lost. “The local market is slowly ‘jumping on the bandwagon’,” states Liaw. However, he says that to build it up as a future trend, “critical issues such as security and confidentiality of staff information should be holistically addressed and assured to conservative business owners.” Some solutions providers say that whether HRO technology solutions are run in-house or with the third-party providers, security risks are about the same. “The company has to mitigate the risks by ensuring the contractor can deliver a service that meets the company service level,” notes Lim. As an + Alexander Mann Solutions example, he + SourceRight Solutions cites the case + PeopleScout of DBS + Adecco RPO outsourcing + Kenexa their banking + Allegis Talent2 applications + The RightThing and + KellyOCG operations to + Pinstripe IBM, but + Futurestep protecting the + Aon Hewitt data on DBS + Hudson RPO premises + Ochre House even while it Source: 2011 Baker’s Dozen is managed by IBM.
Top global RPO providers
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Recruitment needs
Recruitment outsourcing takes a big chunk in the HRO industry – the Global RPO Report 2011 found that 32% of businesses in the Asia-Pacific outsource their recruitment. Also, recruitment is the number one function that companies outsource (58%) compared to other key areas such as payroll processing (44%) and benefits (31%). Simon Bell, General Manager, RPO and Talent Management, Asia, Hudson, states that it makes business sense to outsource recruitment as the organisation might lack resources or the facilities to conduct interviews or assessments or they might find it expensive to maintain a recruitment infrastructure. Also, outsourcing recruitment provides scalability as the recruitment firm can “access extra staff at very short notice to cope with increased or unexpected recruitment demand” as well as reduce staff at a short notice during downturns or headcount freezes states Bell. He says that Hudson has helped organisations save 30%‑50% of recruitment related costs over the past six years in Asia. “Also, Hudson RPO Asia helped a leading industrial engineering services company to save 36% of recruitment costs in the first year of the contract alone.” Hudson helped introduce a rigorous selection system and linked it to performance review and sales data to help the company, adds Bell. Outsourcing recruitment comes with its set of risks. In the Global RPO Report, some of the major criteria for choosing a recruitment partner are recruiter quality, costs, and industry knowledge. Bell advises organisations to be thorough when choosing a recruitment partner. He states: “Look for strong values alignment and a dedicated team as you need to have trust and work very closely with your chosen RPO partner for it to be successful.” He adds that the chosen RPO partner should have a track record of success and should have an understanding of broader HR initiatives.
profile Payroll Express
Business solutions to increase your bottom line
B
ogged down by the tedium of administrative tasks like payroll and benefits administration? Why not outsource them? More companies are leaving these tasks to the specialists, to be better able to expend more time and energy on their core competencies to grow their business.
Why Payroll Express?
Client testimonial
“I have worked with various payroll providers in Asia and Payroll Express is by far the best in terms of meeting service standards. From a service standpoint, we have always received great advice and support from you. The firm has an excellent record on accuracy. Our queries have always been met with patience and professionalism�
Payroll Express offers payroll and benefits Michelle Ang, chief administrative officer, Pioneer Investment Management Ltd administration deploying innovative HR-IT tools like e-leave and e-claims. Business enterprises are assured of accuracy and timeliness of reports month-after-month and can enjoy timely advice + For more information, contact: Ms Goh Kwee Fung, Payroll Express Pte Ltd 2 Leng Kee on changes in labour and tax laws and their impact and implications.
Expect excellence
Payroll Express caters to the needs of a diverse clientele from MNCs to fresh start-ups. Equipped with the best HR-IT tools, they offer the best business solutions to increase your bottom line.
Road, #05-01A, Thye Hong Centre, Singapore 159086 + Email: kweefung@payrollexpress.com.sg + Tel: 6471 6205 + Fax: 6471 3855 + Website: www.payrollexpress.com.sg
e-payslips e-leave e-time management system e-claims
Payroll pte ltd express we do it for you
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profile Times Software
Award-Winning
Payroll and HR Integrated Solutions A
dvancements in information technology and the Internet have raised work productivity and efficiency. Those who masterfully leverage these technologies are more likely to increase their corporate competitiveness and performance. Times provides you with a range of solutions to attain peak HR performance. Our one-stop, integrated HR Solutions range from Employee Self Service on Leave Applications, Travel Claims, Attendance Tracking, Appraisal Remuneration and Training Analysis Needs, to recruitment of the best talents and Learning Competencies. The Times brand aims to succeed with you. Many word of mouth recommendations have proven that our solutions are easy-to-use and provide accurate computation. More than 4,500
TIMES HRIS
companies and organisations have benefited from our integrated solutions and below are some of the B.E.S.T.reasons why.
Why consider TIMES PAY HRIS?
» BEST Practice – Over 10 years of experience and on the field support with HR Practitioners, Times Solutions offers the best of breed practice and functionalities. We constantly upgrade our solutions and release the best features options to ease and value add to our clients » Ease of Usage – Right away users recognise the user friendliness of our user interface and its ease of navigation. We also provide easy updates of new regulatory requirements. Other features include a step-by-step update guide with no hassle and last minute rush as well as 100% accurate patch release. » Savings – Times HRIS continues to offer the most competitive investment costing. We run year-round promos to assist all our clients’ budgetary concerns and offer the most competitive rates to tailor make a solution for your niche » Trust worthiness – Times continue to score recommendations for providing the best support and after sales. Your concerns are taken care of by our friendly support staff who are ready to meet your needs. Our solutions also provide stability to 3rd party integration to other major accounting systems.
+ Times Software Pte Ltd 10, Jalan Besar, #14-01, Sim Lim Tower, Singapore 208787 + Tel: +65 62951998 + Email: Sales@timesoftsg.com.sg
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profile HiringBoss
The Boss
that works for you H
Q: What does the Scorecard mean for the user and the wider HR/recruitment industry?
Q: In a nutshell, what is HiringBoss?
Q: Where do you see HiringBoss fitting in an increasingly crowded recruitment software marketplace?
iringBoss is the new recruitment platform that has created an impressive buzz in a remarkably short space of time. Billed as ‘Asia’s pioneering recruitment software’, this easy to use yet sophisticated applicant tracking software promises to be a revolution for the HR and staffing industry. Here’s an exclusive Q&A with its CEO and founder, Bernie Schiemer: Bernie: HiringBoss is a recruitment platform for companies of 50-10,000 employees. It is an affordable applicant tracking software (ATS) that’s extremely easy to use. Plus, we believe the HiringBoss Scorecard system is a genuine HR industry game-changer. It’s a fresh way to approach the hiring process.
Q: The HiringBoss Scorecard has really caught the imagination of the industry. Can you tell us a little more about it? Bernie: Well, the concept is a simple one: External candidate sources (Job boards / Recruiters & Social networking sites) are all scored and then ranked out of 100. The best candidate sources are those with the highest score. We measure across three fundamentals- quality, cost and speed. HiringBoss is the first recruitment platform to do this.
Q: How does it work? Bernie: The scoring matrix is complex, but the interface is not. We take the entire hiring cycle and drill it down to a single number. This gives you a precise reading of the performance of every supplier at any point of time.
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Bernie: Transparency and simplicity. Finally, you can see which sources are delivering genuine results for your business. Our process is ultraintuitive. It eliminates guesswork and gives you the facts you need to make smarter hiring decisions.
Bernie: We are unique. Most HR systems are over-priced and awkward to use. We believe that recruitment should be stripped back to a simple and clear process. Software should be reasonably priced and flexible…and these beliefs are the very essence of HiringBoss.
Q: What other features does HiringBoss offer?
Bernie: A pay-as-you-go, web-based platform, email and calendar integration, slideshow reports, resumé inhaling, headcount requisition, Asian-character capabilities…But the key feature is usability. It’s a system your recruiters, hiring managers and candidates will enjoy using from day one.
Q: What kind of feedback are you getting from your clients?
Bernie: Several clients have asked for exclusives within their specific industry, as they don’t want their competitors to be using HiringBoss. It’s an encouraging sign!
Q: What’s next for HiringBoss?
Bernie: Growth. We’re expanding our client and partner base aggressively. By end of 2011 we’ll be available in Japanese, Mandarin, Vietnamese and Korean, with more languages coming in 2012…. watch this space.
+ Visit www.hiringboss.com for details
profile Hudson
Transforming performance through
Innovative recruitment H
+ Contact Us To explore how Hudson RPO can add value to the growth and development of your workforce, please visit hudsonrpo.com. Alternatively contact: + Simon Bell General Manager, Asia, RPO and Talent Management + simon.bell@hudson.com + Tel: +65 6430 5571
udson RPO (Recruitment Process » Interview training for hiring managers Outsourcing) solutions are built upon smart » Onboarding of new hires process analysis and design, a broad range of sourcing channels, and validated assessment Innovative use of technology methodologies. Hudson RPO is a global team of A central technology platform enables all Hudson 300 RPO experts located in 21 markets, serving RPO solutions to provide functionality for your 43 countries to deploy best practices quickly corporate career site across the entire applicant and efficiently. tracking process. We That is why a leading populate this talent base Hudson RPO Asia is proud to be the winner of a industrial engineering using various sourcing number of industries rated awards including: services company turned to channels including HRO Today’s Baker’s Dozen List, 2010/2011 us to deliver their recruiting innovative search Gold Award, China HR Management needs, supporting their rapid technologies such as Grand Awards, 2008/2009 expansion in markets across intelligent web crawlers and Asia-Pacific. Our local X-Ray web scraping. The expertise, talent pipeline and sustainable recruiting platform enables an exclusive database of talent to solutions cut their costs by 36% across South East be developed for your ongoing use. Asia, China, India and Australia. Time to hire was Hudson assessment methodologies are cut by 52%, averaging just 38 days. designed to evaluate employees’ motivation and Many companies are turning to outsourcing capacity to perform in both their current positions recruitment processes as they have seen the and possible future roles. These can include: benefits of better quality-of-hire, improved » Competency based interviewing retention, reduced time-to-fill, improved » Simulation exercises (in-trays, role-plays, administrative processes, and management presentations and group discussions) reporting on their key business metrics. » Personality and ability testing We customise services delivered onsite to Accurate matching of candidates and provide exactly what you need from: positions ensures a significant reduction in » Initial job requisition and specification employee turnover and increased engagement development and productivity. » Employee Value Propositions » Sourcing and selection processes Delivering value Hudson has an enviable track record in Asia, developed over the past 15 years. We are: » NASDAQ-listed » ISO-certified » Sarbanes-Oxley-compliant » Baker’s Dozen RPO Customer Satisfaction Winner 2010/2011 We deliver outsourced services to clients spanning Asia with excellent referees that can be made available. These services are delivered by experienced multi-lingual local consultants who have access to established networks, and databases to provide unparalleled candidate reach. issue 11.10
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profile PayrollServe
Payroll outsourcing for growing businesses
Growing businesses should use payroll outsourcing to free up time for value-adding activities and fuel business growth
T
+ PayrollServe 8 Wilkie Road, #03-08, Wilkie Edge, Singapore 228095 + Tel: +65 6594 7593 + Email: info@payrollserve.com.sg
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he recent years of economic recession have reminded us that constant changes and greater uncertainties will be characteristic of the global environment for many more years. Singapore, with its small population and open market economy, will continue to bear the brunt of global economic woes. Business owners have seen how changes have permeated every part of their businesses and industries. In a world where talent has become a scarce commodity, growing businesses with limited resources find themselves competing for the same talent pool that larger organisations have better access to. Therefore, growing businesses have to do more with less - making every person in the organisation contribute effectively to the growth of the business, and strengthening the key capabilities. Growing businesses should consider using time as a competitive advantage. While many do not have deep pockets, the amount of time that they have is no different from any organisation. Business owners should analyse how employees are spending their time, and if the time spent is helping the organisations to create greater value. Take for example payroll processing activities. When the business is small, payroll processing is typically handled by the owner or someone trustworthy. As the business grows, the personnel benefits become more dynamic, and the instinctive approach is to hire an internal “expert” to process payroll. However, the organisation is not large enough to warrant a full-time specialist to handle its payroll. Also hiring a non-payroll expert may result in paying penalties for noncompliance or paying more than what is required. Keeping up with rapid statutory and regulatory changes itself is a challenge. With payroll outsourcing gaining greater popularity among organisations, it is certainly timely for growing businesses to consider this as part of their business model. Unless payroll processing is a major competency of the business, why not use the time spent on payroll processing
for greater value adding economic activities for the organisation? Payroll outsourcing vendors are experts in the combined fields of HR, employment laws and taxation. The economic reality is that there is a premium placed on specialisation, and it means vendors usually have highly skilled and experienced staff dedicated to meeting their clients’ payroll and HR needs. Established vendors typically process thousands of payroll transactions every month and have vast experience spanning various industries. Contrary to common beliefs, business owners do not necessarily need to give up confidentiality and control when they outsource. Vendors are bound by their professional conduct to uphold client confidentiality. A few vendors are even certified to stringent worldwide standards, such as SSAE16 or SAS70, so that business owners have peace of mind. Vendors act on specific instructions by the client management representatives, and payroll processes can be controlled as tightly as the business requires it to be. Cost is very often on every business owner’s mind. Payroll outsourcing is apparently costly – there is an additional cost element to every employee’s payroll, though it is probably less than a dollar per employee per day*. However, if seen in the context of time, accuracy, confidentiality and control, the benefits far outweigh the cost of outsourcing. If any business desires to grow and excel in today’s fast-changing world, there must be a shift in management thinking about how time can best be deployed in the organisation. Payroll outsourcing is one of the proven and viable alternatives for managing the scarce talent resources in growing organisations. It is the right time to consider payroll outsourcing now. * This assumes a typical payroll outsourcing fee of SGD600/ month for a 20-persons company. Fees per headcount will be reduced for organisations with larger headcount.
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PayrollServe
SASpe7I0I) (Ty Certified
We specialise in: • Payroll Outsourcing • HR Administration & Consulting
Tel: +65 6594 7593 info@payrollserve.com.sg www.PayrollServe.com.sg
• Payroll Compliance • Leave Management
• Payroll Management Systems • Claims Management
Talent tracker Talent management software can help organisations deepen their engagement levels with employees, plan their future with the company as well as simplify transactional HR processes By Sumathi V Selvaretnam
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“Trying to drive mployees are an organisation’s greatest asset. Yet many companies are not sufficiently equipped with an efficient talent management control of your talent process that tracks employee performance and progress. management from According to the 2011–2012 HR Service Delivery and Technology spread sheets, email Research Report by Towers Watson, only a third of responding organisations have a clearly articulated succession plan, while 57% are systems and clunky actively working to develop one. databases is messy With economic uncertainty in Europe and North America, every Chief and inefficient” Experience Officer (CXO) will be challenged to do more with less, says Gery Messer, President for Asia Pacific, Middle East and Africa Matt Allanson, Sales Director, HiringBoss NorthgateArinso. For this to work, organisations must understand the talent at hand and how best to leverage associates into roles that are not only challenging, attractive and rewarding but are also roles that they can be successful in, he says. This is where talent management software can help, as it provides HR with a clear overview of its existing talent, training gaps and top performers that could possibly be groomed for leadership. It allows HR to focus on the big picture without the need to rely on separate silos of offline information spread across the organisation. “Trying to drive control of your talent management from spread sheets, email systems and clunky databases Global spending on performance is messy and inefficient,” says Matt Allanson, Sales management software will hit Director, HiringBoss. “Generally, this leads to communication and decision blockages. With a good system, nothing gets left behind.” According to the Towers Watson report, talent management technology is enabling HR “to deliver a more integrated experience for employees and by 2012 managers as it takes a more holistic and connected view of various talent management programs.” (Source: IDC)
E
$2.6bn
Succession planning
The quarterly labour market report released by the Ministry of Manpower in September revealed that it is still a job seeker’s market, with a healthy number of vacancies. Employees who see a long-term future with an organisation are less likely to jump ship in times like these. This makes succession planning a critical practice for all organisations. According to Messer, “we hear of million-dollar contracts being signed to safeguard systems, yet when it comes down to an organisation’s key asset, succession plans are often seen as a necessary evil rather than a strategic conversation. Organisations that do not have a Plan B run the risk of failing to achieve their corporate goals.” issue 11.10
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CASE STUDY
Taking performance management online SIA Engineering Company (SIAEC) wanted to improve the effectiveness of its performance management process by reducing dependency on manual processes as well as by improving the accuracy and objectivity of its performance processes. The company also had a requirement to monitor the end-to-end process and generate analysis reports. An online performance management process by Lumesse helped SIAEC achieve its goals. When this solution was integrated with the company’s SAP system, all performance-related information could be gathered on one easy-to-use platform, facilitating quick, accurate and objective assessments. The solution has helped SIAEC automate and accelerate its performance management process. The company is now able to conduct assessments based on a wider range of indicators for greater accuracy and also create better performance profiles. This helps SIAEC identify and meet training requirements and establish appropriate career development plans.
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How many times has the departure of an employee in your organisation resulted in a reshuffling of roles and responsibilities? “A single, key departure could result in a chain reaction of events that could force the leadership of an organisation to lose focus on the job at hand,” says Messer. Managers need to act as scouts to identify possible future leaders, but not all managers have that innate gift, he adds. By giving insights into the future, talent management software enables managers to be proactive rather than reactive, says Cher Chan, Head of Field Marketing, APAC, Lumesse. A staff-self-service system, for example, is an online platform that allows users in different roles to work with shared data. “Users can extract data across different matrices and produce simultaneous analytics about workforce conditions and even produce forecasts about workforce demand.” Talent management software also enables HR to collect information about employee mobility, future plans and crossfunctional deployment. With this information, HR can help employees create individual career paths.
Boosting learning and development
Organisations with a strong focus on learning often see a strong link between performance management and training. “Talent management software systems greatly support this integration of development planning by linking competencies with performance management, learning management, succession management and career management,” says Chan. In addition to enabling employees to chart their own career paths, such software allows them to select development activities that match identified training needs, explains Chan. Employees can play a more active role in development planning and the maintaining of professional certification, she adds. The real-time nature of talent management software also allows HR to monitor an employee’s individual progress against benchmarks. This ensures that employees, managers, HR and training teams understand key performance indicators, says Chan. “Analysis and reports generated in the shared platform immediately allows HR to manage training requirements proactively.” This permits processes to be streamlined, reducing administrative and bottom-line costs. Without a technology platform, an organisation’s vision to evolve into an employer of choice may be stunted, says Messer. “Talent management software will allow an organisation to not only identify gaps in skills sets, but also recommend, schedule and track both participation and results.”
profile UIC Asian Computer Services
One-stop Payroll Services Payroll Outsourcing
Outsourcing has become increasingly popular in today’s world. By outsourcing non-core or nonspecialised areas such as payroll processing, companies can focus on their main business. You can leave those complicated payroll statutory guidelines, statutory reports printing and even technical issues pertaining to either software or hardware issues all to us! Companies are looking around for effective cost control measures to gain a more competitive edge over their competitors. At UIC Asian Computer Services Pte Ltd (UICACS), we provide an economical and comprehensive range of outsourcing services to companies from different industries by using one of the most flexible and comprehensive payroll packages in Singapore – PAYmaster Payroll Module which has been used by many reputable MNCs and SMEs since 1990.
Spotlight on our services
Our Payroll Outsourcing Team focuses on providing quality service that is geared to meet the diversified needs of clients from different industries. Data Migration & Verification Run during Implementation Stage This involves the following tasks carried out by UICACS to ensure a smooth transition from your existing payroll system to PAYmaster: » One-time setup of payroll policies based on customers’ unique payroll requirements » Data migration to transfer existing employee records and current year payroll earnings history
in Microsoft Excel or CSV into PAYmaster » Carrying out of payroll verification run to compare and verify the payroll results computed by UICACS against the existing system used by customers » Possibility to automate GL interface to your accounting software
Helpdesk Capability
In UICACS, a dedicated consultant together with a backup consultant will be specially assigned to each customer to handle all enquiries about issues related to the outsourcing services offered. Monthly Payroll Outsourcing Services offered: » Process Monthly, Bi-monthly Payroll » Process Childcare Leave Claims & Extended Maternity Leave Claims » Process NS Claim » Report Customisation to cater to the unique reporting requirements of different companies in both soft copy reports and hard copy printouts » Monthly preparation and submission of CPF Returns, Bank Listing, Payslips and other types of standard payroll reports generated by PAYmaster » Possibility to prepare GL journal for posting to accounting software » Annual preparation & submission of Income Tax Forms such as IR8A, IR8B, IR8S via IRASline and CrimsonLogic Monthly Human Resource Services offered: » E-Leave Administration » E-Claims Administration » Employee Self-Service Administration (e.g. Update personal particulars) » Web-Payslip Access
+ UIC Asian Computer Services Pte Ltd 750A, Technopark@Chai Chee #06-01 Chai Chee Road, Singapore 469001 + Tel: 6241 5388 + Web: www.uicacs.com + Email: paymaster@uictech.com.sg issue 11.10
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profile Lumesse
StepStone Solutions’
Transformation to Lumesse Global Capability Meets Local Knowledge, with core goal to improve employee engagement by fully unleashing staff capability
For any enquiries: + Lumesse Singapore 51 Goldhill Plaza #10-06/08 Singapore 308900 + Tel: +65 6720 0680 + Fax: +65 6720 0685 + Email: sg@lumesse.com
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From StepStone Solutions to Lumesse
In spring 2011, Lumesse, rebranded from StepStone Solutions, a U.K.-based company owner of numerous popular European job boards, which began its corporate life in 2003. In April 2010, it was spun off, keeping the StepStone name and continuing to offer a primarily SaaS (software as a service) talent management product for global organisations. In less than eight years, Lumesse has grown and attained 1,700 clients and 550 employees. This rapid growth positioned the company as an established leader in the industry of HR technology. Why is the company choosing to rebrand at this point and what impact will it have on its client base?
implementation professionals in 17 countries, providing access and people, in the local area, who understand individual market challenges. As one of the key solutions provider in APAC, Lumesse software stays ahead in the industry not merely for being able to provide technologically best-of-breed software. Lumesse’ capability to see beyond future challenges in talent management is another fact that distinguishes it from the rest. Over recent years, Lumesse has been constantly conducting Talent Management research across the continents to develop insights that assist HR counterparts to expand their vision into futuristic HR best-practices.
The Rebrand and Its Implications
Talent Management Measures
Lumesse believes the new brand was a journey of Business Impact brought about as a result of both corporate change In 2011 May, Lumesse and Bersin & Associates but, more importantly, a new focus on the nature and conducted research to understand the Business quality of the experience it wants to deliver to Impact of Talent Strategies. The research discovered customers. With a multinational executive team from that not only is employee engagement viewed as the Europe, U.S.,and APAC, Lumesse feels that its top metric by business and HR leaders, it is also the culture and purpose was not just about the number one indicator of the business impact of talent technology and but also the people, cultures and management strategies, as seen in figure below. experience both employees and clients received. Many organisations have done extensive work in The Lumesse name, was a labour of love for tying their employee engagement metrics to critical employees. It allowed employees to personify business data. One example is a large global Lumesse as an organisation. For employees, a new financial organisation that was able to correlate brand created unity among all of the products and critical goal attainment in both its corporate and businesses that were combined. The renewed brand pride should manifest Top Talent Measures for Business Impact itself through the interaction and relationships in the market, as well as through the company’s current client base. From a technical standpoint, the brand roadmap includes a focus on stronger integrations between the solutions as well as service. Lumesse is currently deployed in more than 70 countries, with administrative help available in 54 Source: Bersin & Associates, 2010 languages. The company has support and
profile Lumesse
results were the opposite. Then we assume it is all about money but money is like sugar. You get an initial buzz when you first see it but then you get used to it and need more of it to feel the effects. Then what? So maybe this was the whole reason for people leaving. Not because they didn’t like where they worked, but because they were under-utilised – 81% of respondents do not feel their skills are being fully utilised. Of course no business can afford to lose loads of people, so why do employers not know about this? Surely there should by an performance evaluation process in place? Our question to the respondent “What do you think of your appraisal process?” shed some light that raised alarm. Even if there is an appraisal system, 49% of all respondents seen it as of little or no value at all. Given the importance of talent and people, employers should seriously see how they can connect and engage employees. Look at the talent management process, from performance management to competency reviews and development evaluations. Move beyond instinct in making workforce decision and make use of data to aggregate and analyse metrics to identify the current state of workforces, model future scenarios and improve overall human capital decisions.
Use of Talent Management technology to enhance employee engagement by identifying and utilising employee skills
Attraction & Sourcing
TAL EN T Screening & Selection
Onboarding
HR Management
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Identifying and utilising employee’s skills and competencies is a top element in employee engagement. Lumesse empowers managers with the HR ability to collect and Analytics see through Learning employee’s skills Management and competency data Career & chronologically Succession in real time. The Planning central goal is to establish a Skills & Competency uniform, cohesive Management strategy that can Compensation change with current Management GE conditions based on ME long-term strategy. A NT cohesive strategy could be all that separates an industry market leader from the laggards.
To get your free Talent Management Assessment please visit www.lumesse.com
N TALE
financial business units to employee engagement – and ultimately tied improved engagement scores to organisational revenue. Employee turnover / exit interview data is the second highest metric, often used as a lagging indicator of overall employee engagement or management issues. Forward thinking organisations look at exit interview data to trend and track the reasons for turnover in particular areas, such as poor management capabilities and the lack of opportunities for growth development. If combined with talent management data, organisations can use these insights as a tool to identify actions for proactively meeting talent management challenges. The next three most often used metrics are internal mobility, leadership capability and employee promotability, which ensure that an organisation is prepared for the future. For most organisations, actions associated with these critical metrics focus on providing additional development and succession planning opportunities. According to Bersin & Associates research, organisations that have a talent management strategy which includes effective development planning activities clearly showed improved business metrics in areas,such as median revenue per employee and voluntary turnover rates as compared to those who do not have them. Today, those HR leaders who invested in integrated talent management strategies, process improvement and integrated systems are beginning to answer business leaders’ requests. More importantly, those organisations that have invested in a true talent management measurement strategy spend less time managing expectations and more time helping their senior leaders make sound business decisions. In addition, Lumesse conducted a “Global Workplace Survey” to understand what employees consider to be an important building block of employee engagement. We surveyed 4,000 employees across 14 countries and were baffled by the results. When asked the question, “Do you like where you work?”, 69% of respondents said that they are proud of where they work. On the other hand when we asked them “Are you planning on leaving?” The results revealed were contradicting – 29% of the respondents plan to leave within the next 5 years. While many people stated that their workplace was more than acceptable,so many were looking to leave. Often we assume people leave because they do not like their employer or the workplace yet the
Performance Management
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profile NorthgateArinso
Discover the biggest HR & payroll implementation pitfalls The implementation of an HR & Payroll platform in an organisation is frequently underestimated by the buyer. Many organisations have experienced difficulties implementing a reliable HR system and processes. In this article, you will discover the biggest pitfalls in any implementation project and how you can avoid them
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any companies are aware of the need of good HR systems to manage their staff, to prepare their company for future challenges and to align the HR strategy with their business needs. They all agree on its importance and spend a lot of time selecting the right vendor solution. However, they pay less attention to the crucial implementation phase. The most important pitfalls can be categorised as follows:
Pitfall #1 – Lack of clear project objectives
The worst pitfall (and unfortunately not an uncommon one) is to initiate the development effort without heeding the principles of good project management. Industry best practices tell us to start every project by documenting its objectives in a project proposal or project charter, yet we all know how bothersome this effort can be. Especially in today’s NorthgateArinso is a leading global Human slowing economy, it would be Resources software and services provider unwise to begin any mid-sized or offering innovative HR business solutions to large development effort without employers of all sizes. We help HR first establishing the right foundation. executives optimise their HR service delivery through smarter processes and more efficient technology, supporting key HR areas like workforce administration, payroll, benefits, recruitment, learning, and talent management. Our 8,500 employees are dedicated to delivering excellence through HR consulting, HR outsourcing and HR technology. We have offices in 35 countries on five continents, supporting customers in more than 100 countries.
Keen to know more about euHReka? Reach out to NorthgateArinso, the market leader in Human Resources Outsourcing today! + NorthgateArinso Singapore Arlianna Ishak, Marketing Manager, Asia + Tel: +65 6559 4500 + Email: NGAcares@ngahr.com
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Pitfall #2 – Lack of customer resources availability
Augmenting your in-house staff with experienced and temporary consultants can be a good way to help your project team achieve its critical project goals. This is especially useful in key areas that do not always have spare capacity such as payroll or IT development. Working side-by-side with more experienced individuals should help to narrow the knowledge gap between the consultants and the staffers. This contributes to the quality of migration and shortens the teaching curve.
Pitfall #3 – Lack of internal communication
It happens that high-budget development initiatives fail because the majority of end-users who are expected to work with the new HR system reject it. The implementation phase was done on time and within budget, but the end-users felt broadsided. The
presence of a good communication plan as part of the project charter can help to change the behavior of your staff and create buy-in.
Pitfall #4 – Lack of sponsorship
If you fail to maintain executive support, you may never even have the opportunity to complete the project. Without buy-in, the project has a good chance of being cancelled or deferred, regardless of how important it may be for the company.
Pitfall #5 – Lack of global alignment
The majority of implementations are done in a multicountry environment. This gives an extra dimension to the project. It is advisable to involve every country in the project or at least inform them about the decisions and the benefits for each individual country. Regularly, a lack of understanding of the scope and therefore misaligned expectations in the countries causes unnecessary frustrations and discussions ending in a negative appreciation of the final HR & payroll system.
Pitfall #6 – Lack of governance and Service Management framework
In fact, it is primordial for every project to have a well-defined governance and service management framework. However, many implementation projects struggle with the definition and establishment of governance. Therefore, a governance programme has to be incorporated into the project charter. You have to ensure that governance and Service Management framework is clear from the beginning of the project.
Pitfall #7 – Lack of contract consistency
The very first steps in an implementation project are reserved for the negotiation of the contract. During the implementation, it is often noticed that the contract is subject for discussion due to misinterpretation and additional needs. The implementation of an HR & Payroll system is a large project containing a lot of agreements. Listing all articles can be a tremendous work. As inconsistencies are difficult to avoid, it is a matter of give and take. It is also mandatory to be as clear as possible in wordings and writing of the contract.
Local expertise Local expertise Global excellence Global excellence
DeliveringDelivering faster faster OperatingOperating cheaper cheaper
Standard Standard backbonebackbone Flexible integration Flexible integration
Great functionality Great functionalityGreat looks Great looks
In-house In-house
Outsourced Outsourced
profile IDLink Systems
Still tracking employee time and attendance on spreadsheets or paper punch cards? TimeSphere Time and Attendance System to simplify employee time tracking
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imeSphere Time and Attendance is an affordable software solution that allows you to record and track the attendance of employees. It can output simple easy to read reports that can be passed onto your payroll department, saving you hours of time spent tallying up handwritten time cards or punch clock cards. TimeSphere is simple to install and makes easy work of the tedious tasks involved with monitoring employee time and attendance. TimeSphere is a fully web-based time and attendance application developed by IDLink Systems to complement our full range of biometric time clock devices. It can work with any of IDLink’s biometric devices such as our Fingkey fingerprint device, our Palm Vein recognition device, etc. As it is web-based, you can check the attendance of your employees from the comfort of your home or even overseas while on the move. The product is easy to use and customisable based on user requirements. TimeSphere Time Attendance System is the software which captures employees’ time in and time out from a computerised time clock. It calculates useful information like lateness, overtime and allowances. The data can be uploaded into the payroll software to calculate salary information. This version has advanced features like automatic calculation of normal and overtime hours with different overtime rates and a record of absences, lateness and overtime. It also supports weekly, bi-weekly, semi-monthly and monthly pay periods, unlimited shift and work schedule creation, as well an overtime setting for round up or down. For more information, please contact: Ms. Sherry Toh + Email: hrmarket@marketing.idlinksystems.com + IDLink Systems Block 7 Kallang Place, #03-05 Singapore 339153 + Tel: +65 6288 6919 + Fax: +65 6253 9953 + Website: www.idlinksystems.com
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Why you should use TimeSphere Time and Attendance? » » » »
Reliable and Flexible Web-Based Application Easy to Use Customisable
Our Time and Attendance reports include:
» Daily attendance report » Individual attendance report » Summary hours for normal rate, overtime rates, lateness, etc. » Filter reports by day, specific period or month » Filter reports by individual, department, section and designation » Movement report up to 16 clocking data or more daily » All reports can be exported to MS Excel, PDF, or HTML format.
About IDLink Systems
IDLink Systems is an international company with a focus on Biometric Identification Solutions. Founded in 2002, IDLink Systems is a manufacturer, distributor and provider of biometric products and services worldwide. It uses state of the art fingerprint, palm vein, iris, facial, voice and other cutting edge biometric technologies. Our biometric implementations are of extremely high quality, unique and customer-focused.
IDLink Systems specialise in:
» Latest palm vein and voice recognition technology » Latest 3D facial recognition technology » Latest fingerprint identification solutions » Network accelerators » Biometric server racks and locker solution » 2D barcode biometric template storage and encryption solution » Mobile portable biometric solution » 3D Central monitoring system for surveillance » Fully integrated biometric web-based time and attendance / payroll solution
profile LANWorks
Office Automation:
The key to increasing productivity W
ith an uncertain economic future ahead, companies are finding new ways to increase productivity so that they remain competitive. The common strategy of surviving or preparing for a downturn typically focuses on downsizing or drastic cost cutting. Instead, business leaders should focus on increasing employees’ productivity and devise ways to achieve more with fewer resources. This is where office automation tools come into place. HR management solutions take tedious, time-consuming, and error-ridden tasks away from employees so that they can be redeployed to concentrate on high-value, revenue generating activities. Such systems not only benefit companies in costs savings but also reduces errors, improves employee productivity and ultimately increase profits. By automating administrative tasks using HR software, employees can save invaluable time
wasted on paperwork. Such systems help companies organise data quickly and prevent errors in processing employee data with is often a result of manual processes. This subsequently reduces employee dissatisfaction and disputes which affect worker performance. A system like Office Manager from LANWorks can automate your HR processes. Incorporating such a solution into your business can greatly improve time management, organisation, and productivity in your company. With HR software you can automate tedious tasks such as staffing and recruitment, keep track of employees’ productivity levels, and print out useful reports to help you monitor your business. From the employees’ standpoint, reducing productivity barriers has additional benefits: It helps cut frustration levels, builds morale and decreases the causes of turnover.
For more information, contact: + LANWorks Pte Ltd + Tel: +65 6304 7524 + Email: marcom@lanworks.com.sg + Web: www.lanworks.com.sg
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profile Creative Software
A day in the life
of a Payroll Software Vendor A behind-the-scenes look at the personalised attention given to Creative Software’s payroll clients
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+ Creative Software Pte Ltd (a wholly owned subsidiary of Sage) No. 7 Jalan Kilang #07-01, Singapore 159407 + Tel: 6389 7911 + Fax: 6273 1872 + URL: www.creative.com.sg + Email: sales.creative@sage.com
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nnafel Norcio or “Anna” is our product trainer for EasyPay. In today’s fast changing ICT industry, an 8-year veteran such as Anna is an anomaly, having joined the company in 2003 and still loving it. Anna’s warmth and playful banter puts students at ease. Anna conducts up to 5 full-day classes a month. The rest of the time, her product knowledge is put to good use manning the support line. Being a trainer as well as support staff provides Anna with the unique perspective of ‘what goes in = what comes out’. This means she has to be extra careful during training to ensure that her enthusiastic students (either paid or complimentary clients) follow rigorous methodology as determined by IRAS, CPF, MOM and various authorities in Singapore (We supply software to other countries1 – but that’s a story for another day). Anna’s students are a mix of payroll veterans (with knowledge of other vendor products), payroll newbies (HR or accounting/ finance staff in transition) and the in-betweens. As the class progress, it is evident the scope of payroll can be monumental – payroll executives have to be aware of present, past and future CPF rates (is it still 13%?) and how IRAS rates affect citizens differently from Permanent Residents (PRs) and Employment Pass holders. PRs of different ages are affected differently. The tension is enough to freeze the poor payroll executive’s hands when using payroll software. Due to Creative Software’s 26-year experience in local payroll, we have probably seen every variation there is when it comes to
payroll data entry and processing. Anna touches on the possibility of ‘customising’ EasyPay – simple ones such as adding a custom data entry field. Our MNC clients realise local payroll vendors have the upper hand when it comes to customisation. We shall not name these MNCs. Suffice to say, our clientele runs the full gamut of industries, from private to public to NPOs, with number of employees ranging from 25 to over 1,000. The majority of our 10,000 users have resisted going into a SaaS or cloud platform. This is due to a predominant fear and distrust of off-premise solutions for storage of payroll data (salaries especially). However, many clients freely welcome employee self-service (ESS) as it helps today’s distributed (and increasingly mobile) workforce to use web browsers to perform e-Leave, e-Claims and e-Timesheet. We are also exploring smartphones and tablets for selected clients. Through our partners, we offer SaaS, pay-per-use and online backup to meet the unique demands of our cosmopolitan clientele. We listen to our best clients and offer complementary HRMS modules such as training management and appraisal. Being self-sufficient in our intellectual property, we are pretty much our own master. Our parent company in the United Kingdom seems to prefer a hands-off approach, which is perfectly acceptable to us. 1
such as Malaysia, Thailand, Philippines, HK, Indonesia and Brunei
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Enjoy up to
35
% *
OFF
when you switch to Sage EasyPay™ *Terms and conditions apply.
Time to celebrate! Because switching to Sage EasyPay™ Enterprise (EPE) Payroll and e-Leave System has never been easier! Enjoy the fantastic features of the award-winning EPE Payroll and e-Leave and receive Creative’s trusted service and support. • Payroll System complete with Auto Inclusion • E-Portal System complete with Self Service Leave System, Web-Payslip & Web-IR8A Forms • Migration of Data from Existing System • First Year Hotline / Email Support • Classroom Training
For more info, call our hotline at 6389 7911 or email sales.creative@sage.com
www.easypay.com.sg www.creative.com.sg Copyright © 2010 Creative Software Pte Ltd. The Sage Group plc. All rights reserved. This publication is for information purposes only and is not intended to form the basis of any contract for the sale or purchase of the product being described. No liability for errors will be accepted.
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