Does HR do payroll in your org?
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We have an integrated HR/Payroll system. HR does all input related to new hires, status or pay rate changes, benefit deductions as well as the usual HR info like EEO. Payroll is in the accounting department. They input W-4 info, and EFT info (although the system is designed for HR to do it.) They also input all non-benefit deductions. They audit everything before transmission to the payroll service provider who actually prints the checks etc.
This sounds good, but the security on this "integrated" system is so tight that HR can't do reports and other procedures we need at times. I need to know if others run into conflict about accessing payroll info or if it's just me.
Is Payroll a function of the HR dept in your business? Or accounting? Seems like I'm constantly calling the payroll clerk to push a button for me, that the HR Director should have access to. Am I wrong? We put in all the data to begin with, there are no secrets in payroll that I don't have access to on paper! Accounting mgr. is rigid on "control" of the system. Frustrated...need wise counsel from my HR friends.
This sounds good, but the security on this "integrated" system is so tight that HR can't do reports and other procedures we need at times. I need to know if others run into conflict about accessing payroll info or if it's just me.
Is Payroll a function of the HR dept in your business? Or accounting? Seems like I'm constantly calling the payroll clerk to push a button for me, that the HR Director should have access to. Am I wrong? We put in all the data to begin with, there are no secrets in payroll that I don't have access to on paper! Accounting mgr. is rigid on "control" of the system. Frustrated...need wise counsel from my HR friends.
Comments
It seems like a lot of HRIS truly integrates the two functions for efficiency. Perhaps companies could learn from that trend. Consider situations like when employees move across state lines. HR may get the new address change but do they know what to do with the state and potential local tax issues? In isolated depts, do they even know it is an issue? Are we generating a lot of needless paper and email by splitting this up between 2 depts? Likewise, benefits issues trigger deductions. One hand must always be aware of what the other is doing....
Just my two cents. Lori
She always cites GAAP and "auditors" and trying to protect "separation of duties." It's hard for some people to see that HR and Payroll go hand in hand.
Meanwhile, we keep on doing the best we can with the situation.
Keep up the good fight.
Good luck.
Mindy
[font size="1" color="#FF0000"]LAST EDITED ON 08-22-02 AT 12:37 PM (CST)[/font]
We are a small company (40) and as HR Manager, I handled all HR items as well as maintain databases on raises, benefits, etc., passing time worked and such information to the accounting department to cut the check. Now it has changed. Why? Within a 2-day time frame, unfortunately due to several factors, the accounting manager was demoted and a newly hired (had been here one week) accounting assistant was promoted to take her place. At the same time all of this accounting drama was going on, I had previously prepared, by research, documentation and backup, a formal request and was asking for a raise (hadn't received one in 1-1/2 years - since before I was made the HR Mgr) for merit reasons as well as to place my pay in line with others at my pay grade. Well, it seems the new accounting manager had demanded and was given a pay raise (for her new duties) from $12.00/hr to $55,000 year and the COO thought I was blackmailing them (same pay grade) so they raised her grade to "Director, Accounting" and made her a CFO, giving me a $2.00/hr. raise (I am exempt) and removed all pay information (raises, salary review dates, etc.) from my responsibility. So, I guess my answer is no - HR and Payroll are two different departments here.
If I were you, I'd be looking for somewhere else to work.
BTW..I forgot to add purchasing
We've done it this way for three years now. Prior to that HR was responsible for payroll, but there were too many tax issues (employees who work in multiple states and need to be taxed in more than one location)and that expertise lies in our accounting department so we moved it.
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