Tag Archive: Softline VIP


The annual budget speech delivered by the Minister of Finance is often viewed with a healthy dose of foreboding by payroll administrators across the country. Sage Pastel Payroll and Sage VIP, regarded as experts in the field of HR and Payroll, will collaborate and embark on a countrywide roadshow during March and April 2013 at various venues throughout South Africa to provide guidance and support to payroll and tax practitioners and financial personnel. The seminar will be presented by Rob Cooper, a payroll tax expert at Sage VIP and part of the Sage South Africa.

“The seminar is regarded by many as a definitive guide to the changes in payroll and tax legislation and we endeavour to present it in a practical and interactive manner that does not focus on the legal aspects alone. The presentation will also aim at communicating future trends that can impact on payroll and HR officers,” said Cooper.

Topics to be covered at the Payroll and Tax Seminar will include:

  • A comprehensive review of the 2013/14 Budget Speech
  • Proposed changes and new legislation in Tax Administration
  • Possible impact of changes on businesses
  • How to be compliant with the legislation and remain one step ahead as a Company

Attendees will also take home a comprehensive, yet practical workbook for later reference.

Dates and Venues:

1, 20, 27 March: Sage Conferencing (Woodmead, Gauteng)

4, 12 March, 15 April: Emperors Palace (Boksburg, Gauteng)

5 March: Quest Conference Centre Vanderbijlpark

6 March: Windmill Casino (Bloemfontein)

7 March: CSIR Gauteng (Pretoria Gauteng)

8 March: Silverstar Casino (Krugersdorp)

11 March &16 April: Centurion Lake (Centurion Gauteng)

13 March & 9 April: Gateway Hotel (Umhlanga)

14 March: Grand West Casino (Goodwood, Cape Town)

15 March & 10 April: Sanlam Head Office (Cape Town)

18 March: NMMU (Port Elizabeth)

19 March: Garden Court Hotel (East London)

11 April: Golden Valley Casino (Worcester)

19 April: Meropa Casino (Polokwane)

22 April: Emnotweni (Nelspruit)

For more info, email: info_seminars@sage.com

Proudly brought to you by Sage Seminars
Powered by Sage Pastel & Sage VIP

Sage VIP’s latest generation product offering, called VIP People is now officially available to all South African companies, particularly for the enterprise market and offers a turnkey integrated payroll, HR and Employee Self Service Solution. “It is powerful, simple, flexible, feature-rich and highly customisable. The solution caters for diverse and often quite complex payroll and HR challenges faced by South African organisations, especially those with a large number of employees,” says Anton van Heerden, Managing Director of Sage VIP (previously known as Softline VIP).

Anton Van Heerden

Anton Van Heerden

Anton continues: “VIP People places the organisation on the forefront of yet another development. Innovation is one of the core values at Sage VIP and therefore we continuously develop software that is fresh, forward thinking and in line with world-class standards. The new offering combines state of the art technology with VIP’s existing, well developed infrastructure. It also effectively incorporates the Group’s extensive experience in the HR and payroll industry, ensuring that companies are legislatively compliant, while keeping focus on business efficiency and value. VIP People is the result of years of interaction with our clients, learning how they operate and incorporating best practices and procedures.”

Van Heerden says, “VIP People is one of the biggest research and development projects the company has invested in for the last five years. Development of the product was completed in August 2011. Systems were then sold into a controlled environment to a small number of companies, ensuring everything runs smoothly before the formal launch of the product.”

The first company that bought VIP People was King Price Insurance. Basil Song, financial director, says: “King Price Insurance embraces innovation and is proud to be the first live customer on VIP People.  We like the fact that the software is scalable, can grow and expand as our requirements change. Secondly, the software is extremely easy to use, I was put in a position where I had to submit Equity reports on short notice and, with VIP’s prompt assistance, was able to submit on time with ease. As expected, VIP lived up to its reputation as being a world class service company.”

Existing customers of VIP’s Payroll offerings will have the choice to continue with their existing software or to buy the latest offering, with full support from Sage VIP resources. The roll-out into Africa is scheduled for 2014.

Some interesting facts about VIP People:

  • Developed in .Net and runs on a MS SQL Server.
  • The real-time design that VIP’s products are known for, is also an integral part of the People system.
  • It employs a friendly and familiar user interface with the ability to customise the working space for each user as they prefer.
  • The payslip can keep track of, and manage details of external payments for example garnishees, bond payments, revenue services, etc.
  • It creates remuneration structures containing all the payroll definitions applicable to a specific individual or group of employees, which streamline processes.
  • Company management is also streamlined. For example, VIP People can create unlimited companies per database and employees’ pay periods can be viewed for two years in advance.
  • Customers can regularly receive all the latest statutory updates ensuring full legal compliance with minimal effort.
  • The reports allow for complex calculations and further manipulation.
  • Multiple Medical aid providers with their various options can be created.
  • The employees’ leave transactions can be viewed on an actual calendar and leave set-up is done according to company specific guidelines.
  • It is built on an extremely secure design which employs best practice principles to ensure maximum security and control.

For more information, visit www.vippayroll.co.za.

By Sandra Swanepoel, Director Sage VIP

Sandra Swanepoel

Sandra Swanepoel

Companies consider replacing their payroll and HR systems from time to time. The reasons may vary, ranging from questions about the technology and problems with service, through to group decisions, mergers or features that lack in current applications. The ten most reasons why Companies, that have been using Sage VIP for many years, continue with our product, are mainly the following:

  1. At Sage VIP CIDCustomer Intimacy Discipline’ means that we deliver world class customer service. This can be attributed to the fact that we invest in customer service training, which uplifts and measures our employee performance on an on-going basis. It is addictive and clients that experience it want more, which explains why 99.39% of our users recommend Sage VIP as the payroll and HR solution of choice.
  2. The biggest cost facing companies is their human resource costs that need to be managed effectively. Sage VIP’s software is designed in such a way that you can manage your ROI per employee or per department with optimum accuracy. The data is available online, in real time at the click of a button which underscores informed decision-making.
  3. How much do you need to know when you want to be a Payroll or HR consultant? At Sage VIP a graduate is given classroom product training for four months, which is followed by supervised practical sessions with the assistance of specialists. Some may consider it to be a bit of an over kill but when you work at Sage VIP you realise just how much a customer depends on your expertise, it can never be underestimated.
  4. Feature rich software sounds so yesterday, yet you cannot invest in anything less than that if you need software that is flexible. It is essentially an investment in the future of your business and if your payroll and HR system cannot cater for the requirements you never thought would happen, it will cost you dearly in the long run.
  5. Legislation is a must for all payroll and HR applications, and often I hear companies say that every payroll calculates tax; but how quickly are legislative changes made available, and does it include all the legislation? Catering for legislative changes means doing it across multifaceted environments and countries, accurately and comprehensively.
  6. Sage VIP walked away with the Deloitte best company to work for award for the third year running in 2012. It means that our employees are challenged and content, which directly translates into longstanding client relationships that are built on integrity.
  7. The infrastructure that Sage VIP offer provides support to companies in remote parts of the country with fully functional offices in Pretoria, Johannesburg, Durban, Cape Town, Port Elizabeth, East London, Bloemfontein, Gaborone, Windhoek and Nairobi. It is a key consideration that companies, who are planning to expand their operations across South Africa and Africa, should heed.
  8. Sage VIP’s operational systems such as its national call centre and CRM products are state of the art.  Some may question the value of these systems but it saves time and underpins flawless customer service that will help you solve your query quickly and efficiently.
  9. Innovation is a core value at Sage VIP that defines software that is fresh and up-to-date. We invest in technology solutions so that our clients never need to reinvest in new software.  One of our customers has been with Sage VIP for 23 years, which is unheard of in the industry, yet part of the package at Sage VIP.
  10. Sage VIP has ample resources available that companies can utilise. If you are looking for a payroll and HR administrator that is well acquainted with Sage VIP’s products you can rest assured that there are many expert people available and looking for opportunities.

By Anton Van Heerden, Managing Director of Softline VIP, part of the Sage Group plc.

Anton Van Heerden

Anton Van Heerden

Softline VIP clinched the title of ‘2012 Enterprise of the Year’ during the recent Capital City Business Chamber (CCBC) awards dinner.  The awards aim to pay homage to excellence within the Chamber’s membership base.

The Capital City Business Chamber was established in 2008 with the purpose of being a facilitator as well as a hub for business support and networking interaction in order to encourage business development within the greater Tshwane (Pretoria) region.  The CCBC focuses on marketing and networking efforts, strives to make a difference in its community and assists with business related information and support.

As a proud member of the Capital City Business Chamber, Softline VIP participated in the Chamber’s annual awards dinner and we are absolutely delighted with our new title.

On a winning streak, Softline VIP was also announced as the winner of the 2012 Deloitte Best Company to Work for Survey’s business and professional services category.  We continuously strive to identify practices and strategies that not only benefit our business but our people too – both employees and clients alike.  People are at the heart of our business and titles such as the CCBC 2012 Enterprise of the Year tells me that we are doing it right.  It will certainly take our search for excellence to new heights.

The judging of the CCBC award was done independently by chamber business partners.  The award took four major elements into consideration that comprised of entrepreneurial ability, marketing skills, the product or service offered by the contender and the management skills of the enterprise.  We proved to be the top contender amongst participating members such as ATA Training, the Waste Group, DFR Engineers and Legal Nexus.

By Anja Hartman-Weitz, Softline VIP HR Director

Anja Hartman-Weitz

Anja Hartman-Weitz

Softline VIP placed first in the recent Deloitte Best Company to Work For Survey’s business and professional services category for a second year running in addition to clinching second place in the medium company category (301-2,500 full time employees) for the third year running.

Celebrating success is one of the elements that underpins the work culture at Softline VIP and we firmly believe that celebration sparks a passion to succeed in our employees.

The annual ‘Deloitte Best Company to Work for Survey’ continually provides unbiased insight as to what employees think of their employer.  The survey is conducted by a third party that provides an opportunity for employees to anonymously rate their employer, effectively acting as an annual dipstick to identify practices and strategies that will ensure continued improvement.

The feedback that we receive from the survey forms a crucial part of our human capital strategy that aims to channel its energy and efforts in the right direction. At Softline VIP we pride ourselves on our strong ‘people focus’ in addition to our relentless ‘client focus’ that is centred around the delivery of extraordinary customer service.  These two aspects have a strong link and are two of the six critical success factors that underpin our strategy.

Maintaining a strong employee brand is of paramount importance as it inevitably shines through to Softline VIP’s clients who love our employees.  We participate in the annual survey, not to compare ourselves to others, but to identify and address areas where we can improve.  It ultimately places Softline VIP in a position where we can attract and retain scarce human resources in a very competitive market.

Participating in the survey for the fourth year running has provided the company with some invaluable input that underscores our commitment to a comprehensive human capital strategy.  We strive to create happy, loyal and motivated employees who celebrate the success of our business and that is why the Deloitte Best Company to Work for Survey forms part of our strategy.

The Women of Softline VIP

We hope you had a great Women’s Day yesterday. We’re very fortunate to have some extraordinary women in our team. Read a bit about the women of Softline VIP below…

Anja Hartman-Weitz

Anja is the HR Director of Softline VIP, part of the Sage Group plc, and she is responsible for the Human Capital within the company with a specific focus of maintaining Softline VIP’s status as an employer of choice.

Success is a responsibility to set an example in all aspects of life, not just at work. It means that you must be satisfied with the influence you had and the contribution you made at the end of each day.  I strongly believe that you need to be true to yourself and treat all people with the same kindness and respect.

My advice to young women starting their careers, is to pursue your dreams and never give up. You are what you repeatedly do, so be passionate and focus on excellence. It is challenging to be a working mom and you need to aim at striking that ‘perfect balance’. What works for me is to focus 100% on what I am doing at that moment, should it be at work, in a meeting or at home with the kids.

I am inspired by her mother who has been a big influence on my life. I am one of four children and my mom has always been there for us, supporting and helping wherever she can regardless of the circumstances. Due to her continuous encouragement and inspiration she made me believe that I can achieve anything I want.

I love entertaining and spending time with family and friends.  What could be better than having the people you care about, sitting around a table with good food, wine and laughter.

 

Jenny Venter

Jenny is an Organisational Development Specialist at Softline VIP, part of the Sage Group plc, and she helps clients to overcome any human capital challenges.  To Jenny, being a successful woman in business means valuing relationships, being an expert at what you do and delivering on your promises.

My advice to young women, starting their careers, is to realise that their priorities and what they want from a career and from life will change as the different stages of their lives will.  Learn as much, and achieve as much as you can while you are young so that you have a skills set and track record that provides you with the mobility to craft and redesign your career in a fashion that will accommodate your lifestyle and personal needs.

I believe that you need to keep your priorities straight in life, loved ones are more important than work. Live with integrity, be kind, use your head when you are following your heart and have faith, especially when things go wrong. Don’t ever take your health for granted, take care of it.

I am also inspired by my mom.  She is a living example of someone who has endured all that life could throw at her with incredible resilience, while retaining her faith and her ability to love and care for others.

 

Sandra Swanepoel

Sandra is the Sales Director at Softline VIP, part of the Sage Group plc, and she is strategically involved in the management of the business as a whole.  Sandra is responsible for business development of new markets by growing Softline VIP’s market share across all market segments.  

Our business follows a direct sales model, which means that our consultants spend a great deal of time in face to face contact with customers daily. Our products are sold in South Africa and Africa at large to any size business ranging from small to large enterprises, with some businesses utilising our HR and Payroll packages to pay thousands of employees.  Our products help employees to reach their full potential, which is a very rewarding achievement when you see how they grow with the company.

A balanced life is key no matter what. It is important to always invest time in your family, health and finances in addition to your employees and career.  I strongly believe that you should search for that one thing that makes you want to get out of bed every morning and then invest your time and efforts to become the best at it.

You need to walk the talk and to put energy into everything that is important to you. My mother is my inspiration and at 83 she still runs her own business. She loves it!

 

 

Monika Roode

She is the National Call Centre Manager at Softline VIP, part of the Sage Group plc and she is in charge of the call centre and support operations. 

Success does not happen overnight, it takes a great deal of hard work, lost sleep and sacrifices. It is however important that you set realistic goals for yourself and to measure your journey against these goals.  As Charles Swindoll said, Attitude is more important than the past, than education, than money, than circumstances, than what people do or say. It is more important than appearance, giftedness, or skill.

My inspiration is Audrey Hepburn, an academy award winning actress and humanitarian. Apart from being a very modest, beautiful and a legendary actress she also devoted much of her life to UNICEF. She worked in some of the most profoundly disadvantaged communities in Africa, South America and Asia making a huge difference in many people’s lives.

It is vital to stay true to youself and your values and to try as far as possible to maintain a good work-life balance.

 

“For beautiful eyes, look for the good in others; for beautiful lips, speak only words of kindness; and for poise, walk with the knowledge that you are never alone.”
 Audrey Hepburn

 

Karen Schmikl

Karen is the Business Manager for VIP Liquid Payroll at Softline VIP, part of the Sage Group plc.  Karen manages Softline VIP’s online payroll product, Liquid and also oversees the legislation department.

You need to have passion for what you do in order to make a success of it, you also need to believe in yourself and do the job well.  I am sure there are still corporate cultures and industries where women have a tough time, but we are very privileged to be working for a great company that respects you for your competencies.  Set yourself a goal of what you want to achieve and go for it without losing focus of it.  Don’t ever sacrifice who you are or your principles.

I value people who stand up for their beliefs and do what is close to their heart.  I also have a great deal of respect for someone who is strong, someone who is able to survive and rise above her circumstances, such as Anne Frank and single moms.

It is important to live life with honesty, commitment and integrity. All the while, maintaining your life and work balance. From a work perspective I enjoy creativity and the satisfaction that comes from designing something from scratch and seeing it come to fruition.  From a personal point of view I love the outdoors, hiking, camping and gardening.

By Anton Van Heerden, Managing Director, Softline VIP and Pastel Payroll

Image

The debate around whether you are born to be a good leader or whether you can learn to be one has been raging since the dawn of time.  There is however no denying the fact that the success of a business is very much linked to the success of its leaders.  A good leader brings clarity and peace of mind to others by creating a clear vision for a business and leading people towards a common goal.

There are very specific traits that a person should possess to be a good leader.   You must have the appetite for continuous self-improvement and a natural inquisitiveness or thirst for learning that will propel the team into a ‘forward-thinking’ and pro-active mind set.  In the same vein, you must also be able to learn from your mistakes.

Having the ability to really listen to people is key for any business leader, as is the ability to connect with people on their level.  It is however crucial to be self-confident but without being arrogant.  Another particularly important trait is to be able to motivate people in a positive way.  Act in a way that commands respect from others and then respect others as you would like them to respect you.  Be consistent in your actions as it will go a long way in the prevention of confusion, and most of all:  Be trustworthy.

South Africa finds itself in a rather unique situation where social pressure and political agenda often add many obstacles that business needs to overcome in order to tap into the country’s leadership potential.  You literally have to become race agnostic as it continues to be a prevalent contentious issue in the South African landscape.  Access to quality education and training, not only formal training, is another obstacle, and the creation of an effective mentoring and coaching program within any organisation is also something that needs to be carefully considered.

The task of getting people to play an active and solid role in the business starts by nurturing a culture of accountability.  You have to encourage people to take risks, forgive them when they make mistakes and expect them to use their initiative and not merely follow orders.  If you can get that right, you can create a culture where you will be challenged more often, for the better.

A flat hierarchical structure often lends itself to an environment where people are free to use their initiative. In this environment titles are less important and people are expected to speak up. It normally coincides with a more informal culture where process and procedure do not rule supreme but where the workforce is given the freedom to operate within a framework. It does however require a high level of trust, with a diminishing need to closely monitor the people involved. It results in a much more output focused culture where individuals are measured on their outputs delivered, rather than the amount of hours spent at the office.

There is no question that the task of creating a value system for a business squarely rests on the shoulders of the executive management team, which in essence forms the culture of the business.  It guides the collective behaviour of employees and determines the personality of the business. The business leader should be the custodian of the corporate values and should exhibit them through his/her behaviour, to walk the talk as they say.

Values should be the only non-negotiable thing in a business. Your vision and goals might change over time but your values must always remain uncompromised. A business leader should use every opportunity to nurture and grow the value system within the business. For this reason the personal values of people employed by the company should strongly align with that of the business as it greatly contributes in building a strong value system.

There are a great many things to consider when it comes to building a business that is successful and visionary.  It does however start with the business leaders and how they choose to lead their people.

By Rob Cooper, a Payroll Tax Expert at Softline VIP

Rob Cooper

Rob Cooper

Bursaries and scholarships increase value for employers and employees by improving overall skills levels. The South African 2012-2013 Budget made changes to the legislation regarding the taxation of bursaries and scholarships. Bursaries are generally employer deductible and potentially tax free to an employee or their relative.

Bursaries granted by companies can be divided into two groups: Open bursaries are granted to individuals who are not company employees, and closed bursaries are granted to employees or relatives of employees. Open bursaries are not taxable and provide a positive way for companies to make a difference to South Africa’s skills shortage by providing the means for individuals who are not currently employed to gain qualifications and skills.

Closed bursaries, granted to individuals who are employees, or a relative of an employee, can be tax free, partially taxed or fully taxed depending on the bursary amount and the employee’s annual remuneration amount. A closed bursary granted to an employee is exempt from tax if the employee agrees to repay the bursary amount should he/she fail to complete or pass their studies for any reason other than death, illness or injury.

According to the legislation, closed bursaries granted to a relative of an employee are taxable if the employee’s remuneration exceeds R100 000 and if the bursary value exceeds R10 000. To explain:

  • If the employee earns less than R100 000 a year, and the bursary amount is R8 000, then the entire amount is exempt from tax.
  • If the bursary is worth R12 000, then R10 000 of that amount is exempt from taxation while the additional R 2 000 is taxable.
  • If the employee earns more than R100 000 annually, all bursaries or scholarships are taxable.

To calculate the R100 000 limit, the entire income amount must be used and must not be ‘fourth schedule remuneration’.  For example, the income must also include the employee’s full travel allowance.  If remuneration exceeds R100 000 after the bursary is paid, then the untaxed portion of the bursary must be taxed.

From March 2012, the exempt portion of the bursary amount needed to be reported against a new code 3815, and the taxable portion of the bursary as code 3809, which has been re-activated. This enables SARS to see the total value of the bursary on the employee’s tax certificate.

A bona fide bursary may include the costs of tuition fees, registration fees, examination fees, books, equipment required, accommodation, meals or meal vouchers and transport.

The South African legislation regarding the taxation of bursaries and scholarships supports local companies that want to make a positive impact on the South African skills shortage and decrease poverty levels by providing both employees and non-employees with opportunities to study and gain valuable skills. This is an avenue that companies should understand and pursue in order to maximise the impact of their tax deductible contributions.

By Karen Schmikl, Legislation and Liquid Product Manager at Softline VIP, part of the Sage Group plc. 

Karen Schmikl

Karen Schmikl

When Softline VIP launched its first online payroll system, Liquid, we never dreamed the uptake of the product would be so astonishing.  One year later, we have 900 clients that have signed up to Liquid, servicing around 8 200 employees.  Liquid is experiencing tremendous growth for a young system and serves as a good example of the increasing shift in the industry towards an online mindset.

At the heart of Liquid’s design, was the development of an online payroll system that is user friendly.  We wanted to make sure that the user did not need a trainer or a consultant, negating the need for human intervention to a large extent.  The fact that a score of clients signed up – online – without even contacting Softline VIP, speaks volumes for the product.

I believe that online offerings will be playing an increasingly larger role in all markets across the board.  The cloud is however far from replacing desktop applications and greatly compliments any desktop offering at present.  The demand is certainly there with clients increasingly showing interest in the use of desktop solutions in the cloud.  A solution that provides more accessibility and something that is not bound to a desk that can be used from anywhere, fits the description of what the market wants.  New technology, such as the launch of HTML5 will further enhance this thinking by making online offerings platform friendly, further mobilising the market to use any device, anywhere.

The beauty of using an online solution is that you don’t need to be a technical IT guru to use the programme, you simply log on.  You actually need to be more tech savvy to load a software programme on your desktop machine or laptop.  Some of our users find themselves in rural areas and having access to a consultant or IT support is challenging, whereas an online offering eliminates the need.  Connectivity does however remain a concern with many outlying areas only having access to 3G, if at all.  Despite the fact, many still prefer an online solution as it makes financial sense.

If you had to look at an online offering purely from a software perspective, you would however be forgiven to think that it is the more expensive option.  But when you consider the bigger picture, it may not necessarily be the case.  Users do not have to worry about antivirus programmes, upgrading hardware, loading software, the running of a datacentre or making back-ups.  It is part and parcel of an online offering in addition to a telephonic support centre for added peace of mind.  It just makes financial sense, making it the ideal vehicle for SMEs who do not have the initial cash flow to afford the software infrastructure needed.

A year ago, very little people knew about online payroll systems.  The enormous growth that we have experienced with our online payroll solution, clearly indicates that the market is considering different ways of doing their business.  The demand for online solutions will continue to accelerate, slowly but surely closing the education gap and the fear of the unknown.

By Sandra Swanepoel, a Director of Softline VIP, part of the Sage Group plc.

Sandra Swanepoel

Payroll software is a mission critical function to any business.  There is a definitive necessity for any business to ensure that all changes, upgrades or installations of a new or existing payroll system are done in conjunction with a service provider that can deliver.

The relationship between the employer and employee is delicate and can easily be derailed if the payroll system should fail.  Making the correct choice is crucial.  The company’s software as well as its internal processes will suffer a major setback if the payroll installation is not done correctly.  The process needs to be underpinned by thorough training and supported by a concrete change-management process that documents all the procedures that need to be incorporated into the payroll solution.

The choice of a payroll system should be made with a long-term objective in mind.  To make this a reality, the company needs to consider the longevity of their payroll software investment.

It is of cardinal importance to ensure that the software is stable.  It is a very difficult aspect to ascertain during a demonstration.  There is however nothing stopping you from asking your prospective payroll software provider to provide you with client names as a reference.  This will help you to establish whether the payroll software that you are considering has a history.  Also ask them how often their software is updated; too many updates will point to an unstable product.

Another crucial aspect to consider is support.  If you install the product now, will the service provider’s support staff be available during peak times?  The company’s financial year-end is generally considered to be the busiest period for payroll administrators.  Support staff are normally flooded with queries or requests at these times and you want the assurance of knowing that your service provider is up for the challenge.

Investing in sustainable technology would be wise.  We live in a fast-paced business environment where technology changes rapidly.  You will want to invest in something that is up to date and current.  A good gauge would be to ask what technology your service provider is using and how often a new product is launched into the market.  If the product is versatile and adaptable, you should not have to change or update your payroll software too often.

One of the biggest concerns in the payroll software industry is leave management.  A company can stand to lose a great deal of money if their employee’s leave is not calculated and managed correctly.  Ensuring that the company’s payroll system operates its leave policy within the parameters set out by the basic conditions of employment act should be a given.  Companies that utilise an employee self-service strategy, often reap the benefits of having an electronic and accurate system that ensures that there are no mislaid leave forms.  It also facilitates a timeous leave approval process.

Having payroll software that is in tune with the country’s statutory changes and legal requirements is fundamental.   Ask whether your service provider keeps track of all the changes in the country’s laws.  Adherence to the parameters of the basic conditions of employment act is crucial to the maintenance of amicable employee relations in addition to complying with legislation.

Making the correct choice when it comes to HR and payroll software is therefore crucial.  Keeping these basic guidelines in mind, will ensure that your company makes a decision that it will not regret.