
Staying safe in the home office

A broad range of approaches exists to hybrid working, with organisations of all shapes and sizes finding the benefits and pitfalls appearing often radically different from company to company.
Even the most innovative organisations have found the approach difficult to navigate with Apple and Google experiencing push back from employees and some firms attempting offset changes with significant changes to pay or other benefits.
Some traditionally office-centric organisations, such as Deliotte, have taken the opportunity to respond to positive staff feedback and performance to make hybrid working a permanent part of there structure. Recently, PWC also extended a scheme that provides a more flexible and hybridised working week for the professional services firm’s employees.
The general perception at this time is that hybrid working is certainly beneficial for employee wellbeing and that, where practicable and appropriate, organisations should seriously explore the opportunities it might offer.
In the shape-shifting wake of COVID-19, companies the world over are renewing efforts to improve operational efficiency and cut costs, anticipating the difference these actions could make to their longer-term business performance.
The pandemic exposed lingering structural problems in payroll, revealing a pressing need for the function to evolve from unpredictable and reactive to data-driven and strategic.
These issues look set to intensify as firms face ongoing difficulties in recruiting payroll professionals with sufficient strategic, technical and analytical know-how.
Download this report covers:
Why payroll maturity matters
The three phases towards transformation
The technological capabilities needed to expand