As many companies prepare for year-end shutdown and employees look forward to a well-deserved break, the last month of the year is ‘crunch time’ for the payroll department. As HR and HCM experts at CRS Technologies explain, timing and a reliable technology system are absolutely essential to meet all requirements and expectations.
Year-end for payroll means having to provide for sufficient time to pay salaries and bonuses, and this means having to move the payroll input date deadline considerably closer to the beginning of December.
“Timing is imperative in payroll at any time of the year, but even more so at the end of the year. If the correct planning has not been implemented, it could result in late payments and very unhappy employees,” says HR & Payroll Compliance Consultant Sean van Wyk.
Van Wyk emphasises the importance of timing and says this is essential, irrespective of the level of technology that has been integrated to smooth over the payroll administrative process.
“Payroll systems are usually the best tool, but planning is the operative word,” says van Wyk.
If preparation is the chief cog in the payroll administration engine, then communication is the oil, according to CRS Technologies.
The company describes communication as the stepping stone to holistic understanding between entities.
As van Wyk attests, effective payroll administration involves the communication of deadlines to HR and payroll departments, as well as communication of pay dates to employees. This alleviates unnecessary queries to the payroll admin department and removes a significant amount of pressure.
This is very important, especially at this time of the year when the payroll department is under enough pressure without the burden of having to deal with mounting queries and questions from unsure employees.
“The payroll department is the heart of the business. It is often believed that sales would be the obvious choice, however if no one gets paid, no one works. “Remembering the hard work and dedication of each payroll person is very important,” van Wyk adds.

HR and payroll management has escalated in complexity, influenced by new legislation and evolving systems. Today, service providers have rolled out solutions that make it possible for emerging young businesses to eliminate this complexity, ensure compliance and, in fact, improve operations as they grow.
This is the position that HR and HCM (Human Capital Management) services and solutions specialist CRS Technologies is taking in the market and it is paying off for a growing marketplace, says the company’s GM Ian McAlister.
“It is important for the essentials to be in place when starting a business and even more important when employing staff. HR and payroll compliance gets more complex as a business grows, therefore it is very important to have systems and processes in place to mitigate risk form the start and to ensure agility to adapt to growth and labour legislation changes,” says McAlister.
Technology that is available to any sized organisation includes payroll systems, payroll outsourcing solutions, company and employee statutory registrations, as well as HR consulting services and legislative services.
McAlister explains that most SME’s find it more beneficial to outsource the remuneration administration and management to partners that specialise in this business critical area. This is also true of HR consulting services.
However, as CRS Technologies points out, acquiring technology is only one part of a bigger process. Decision makers also have to consider key drivers like compliance, automation, cost and risk management, and mitigation.
“These are front-of-mind considerations and SMEs are looking for secure, scalable hosted solutions and services. These companies are at an advantage because they are more agile when it comes to implementing changes – systems and processes,” adds McAlister.
CRS Technologies believes that there is more of a need for automation and specialist consulting to guide, advise and improve on efficiencies.
“More businesses are looking to align technology and processes with best practice HR and payroll compliance methodologies,” McAlister explains.