multi country payroll

Multi-country payroll optimization: Customer Story

Managing a multi-country spanning payroll operation is a complex and time-consuming task for multinational organizations. With different regulatory requirements, tax laws, and employment practices, it becomes challenging to ensure accurate and compliant payroll processing. One of our customer, COMO Group, experienced these issues and found a solution to overcome them: multi-country payroll outsourcing with Humanica. COMO Group eases multi-country payroll burden with outsourcing The Customer Company: Como Group is a Singapore-based company operating businesses in the luxury & kids fashion retail, hospitality, wellness, and F&B sector. The company  employs now over 3500 employees in countries across Asia and Europe. Business lines: Kids and Luxury Fashion Retail, F&B, Hospitality, Wellness,  Specialty Products Employees:  3500 worldwide Established: in 1972 Locations:  15 hotels worldwide, 400 retail stores across Asia and the UK Project Goal: – Compliance to statutory requirements around payroll and tax for all locations – Be in line with different employment practice  in Asia. Key Achievements ✔ Consolidating payroll activities with one vendor that has the expertise to manage payroll and tax in 10 Asian locations ✔ Standardized and consistent payroll processes to reduce errors and inconsistencies ✔ Being able to scale with the same vendor when new locations are added ✔  Better Employee Service ✔  No longer having to worry about their multi country payroll operation A 50 years- spanning business history and success Como Group is a Singapore-based conglomerate that boasts a diverse portfolio of businesses spanning various industries. It represents an integrated approach to living well, celebrating diversity and authenticity. Founder Christina Ong, started out with opening high-end boutique Club 21 in 1972. Over the course of three decades, Club 21 flourished into a network of 400 stores across Asia carrying more than 250 renowned brands. In 1997, the fashion retail portfolio expanded with the addition of Kids 21, a family lifestyle destination present in Malaysia, Hong Kong, and Thailand.  The group’s hospitality arm began in 1991 with the opening of The Halkin hotel in London, England in 1991. Today, Como Hotels & Resorts operates 15 properties in Bhutan, Indonesia, Italy, Australia, Thailand, the Maldives, the UK, and Turks, and Caicos Islands. Additionally, the group introduced COMO Shambhala, an acclaimed wellness concept embodying the profound meaning of ‘Peace’ in Sanskrit. Combining modern scientific approaches with time-honored practices, COMO Shambhala actively promotes proactive holistic wellness and has earned numerous accolades. ​​ Food has held a special place of interest within Como Group, dating back to the launch of the Armani Cafe in London in 1989. In 2002 and 2007, respectively, purveyor of fine foods Culina and organic marque SuperNature came under the umbrella of the Group, cementing its reputation in the fields of F&B in Singapore and abroad.​ Notably committed to giving back to the community, the COMO Group has actively engaged in charitable causes since 2003. Collaborating with over 60 organizations they have diligently worked in closing to bridge the opportunity gap for women and girls, leaving a significant impact on the lives of more than 41 million individuals across 51 countries.  The complexities of running a multi country HR and payroll operation Having a 50 years spanning business history, operating in various business lines with multiple branches across different continents, serving customers on a global scale, the company employs over 3500 worldwide, the majority of them across Asia. As COMO Group expanded their business locations and workforce, so did the complexity in their HR and payroll management. Each country where the group opened a new retail store or resort had its own unique statutory requirements around tax and payroll, reporting and employment practice. Navigating Asia’s very complex legislation and payroll practices became one of their biggest complexities, leaving the team struggling to keep up with the diverse regulations across multiple countries.  Consuming countless hours and resources to verify payroll and tax data against local regulations and fixing inconsistencies in a manual process was not uncommon for the COMO HR team. The team grew frustrated with the lack of efficiency in handling the intricacies involved in managing payroll across multiple countries and their inability to provide a better employee service. “We found that we needed to improve that efficiency for our HR team and also provide better services to our employees to ensure we pay them correctly, on time and in compliance with local statutory requirements.”   Eswaran Nadarajah, COMO Group HR Director With that in mind, the HR team embarked on a journey to try and improve the operation and efficiency in which they conduct their payroll activities in different geographies. Finding the right vendor Having certain expectations, the team spoke to many service providers in order to assess who could best service their vision of payroll efficiency and compliance with statutory regulations. Some non-negotiable vendor evaluation criteria were: The need of an administration partner: to handle their entire payroll process from employee and attendance data management, to payroll processing, to payroll reporting and tax filing. The use of technology in order to:  provide a uniform platform for employee service deliver a consistent user experience across all locations have scalability if more locations need to be added To have one reputable vendor: that has the know how, experience, and certifications to running payroll in all major countries in SEA including Singapore, Thailand, Malaysia, Indonesia, Philippines, Vietnam, Cambodia, etc. in order to have: one source of data a single service contact one master agreement one escalation process for all their Asian locations. Other, softer, criteria came down to professionalism, reliability, customer-orientation but were a bit harder to clearly outline. They would have to be evaluated through conversations and follow ups to the talking points.  HUMANICA STANDS OUT After extensive research and evaluation, COMO Group decided to partner with Humanica. Humanica convinced the team in multiple criteria. Firstly, their reputation, proven track record in multi-country payroll management, knowledge of local regulations, and their robust HR platform spoke for itself. Secondly, they also fulfilled many of the soft criteria that the COMO team was looking for. “What impressed us most about Humanica was

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VADS Indonesia : DataOn’s Customer Stories

Digitizes their manual HR with SunFish and centralizes its locations across Indonesia and 5000 employees in one single platform The Customer Company: For 15 years, VADS Indonesia has provided  Contact Centers, Digital Services Solutions, Customer Services Learning Centers, Cloud Services, and more to customers in various industries across Indonesia. Industry: B2B, Contact Center, and Customer Services Outsourcing Employees:  5000 Established: 2008 Locations:  Jakarta, Semarang, Solo, Yogyakarta Project Goal:  Automating HR Base, Payroll and Recruitment for different client needs. VADS Indonesia is the customer’s chosen partner in the Digital Customer Experience Management PT. VADS Indonesia, a subsidiary of TM ONE, the enterprise and public sector business solutions arm of Telekom Malaysia Berhad (TM) Group. They started their operations in Indonesia in December 2008. Today, it has grown into one of Indonesia’s leading companies providing digital customer experience management solutions. With 5000 employees allocated over 2 delivery sites and 3 contact centers. The customer centric, innovative company provides end-to-end BPO and ICT solutions to more than 500 medium and large businesses in all industries. With 50 Million customer interactions per year and growing VADS Indonesia has won more than 20 awards in the past 15 years for its quality services and operational excellence. Following their mission ‘To deliver service excellence in a standardized, effective, efficient and courteous manner that brings satisfaction to clients and their customer, partners, and employee’, VADS Indonesia decided in 2020 that it is time to bring the same excellence to their HR Management processes.  Having significantly grown over the years, and with the pandemic throwing a big hurdle in their way of doing mass recruitment, the HR team at VADS Indonesia spearheaded by Mrs. Dian Adriani, came to realize that their way of handling processes no longer met their business needs. It was also far away from how efficient HR should work. The multi-tasking heroes of the VADS Indonesia HR team VADS Indonesia is built around customer interactions. Therefore, it is crucial for VADS Indonesia to deliver exceptional services and employees to their clients. So for them the statement ‘Employees are the company’s best assets’ is not just an HR slogan but their lifeline. The role of the HR department is extremely important as it ranges from, Running many different payroll scenarios for their 50+ enterprise customer with all different terms and conditions. Tracking their employees by locations they work in. Tracking employees absence and presence including their locations when presents. Reporting attendance and employee activities to their management at an ad hoc basis to high volume recruitment as integral part of their business. Finding and hiring the best candidates for their clients in accordance with their needs. Ensuring they are competent and have good product knowledge. Making the employees happy to stay on for a long time,  as they say: So, they need to satisfy their employees first, before engaging with their clients. Before the pandemic, VADS Indonesia was already facing some challenges. They were having issue with the efficiency of their client payroll processes and attendance tracking of their employees. Different Clients, different Payroll Parameters VADS Indonesia is a customer-centered company, which for them means serving the payroll needs and requirements individually for each client. However, every client has different pay scenarios, parameters, overtime rules, shift allowances, or applies different tax methods. These things then becomes a massive amount of work. Having to do it manually, meant for the VADS payroll team to work through the night to finish the payroll calculation for different customers on time. Manual tracking of employee movement and data Another source of stress was the company’s still manually conducted attendance management and HR operation. The HR team had problems to accurately determine which employees worked in which location. From the attendance log they would know whether someone was present or absent, but they couldn’t tell from where they signed in. Providing management with accurate attendance reports was very difficult. Offline Recruitment, Candidate Selection VADS Indonesia hires many employees for their customers. Pre-Pandemic, the selection and hiring was done through their self-designed walk-in interview process. That way of doing mass hiring came to an abrupt halt, when the pandemic struck and stay-at-home policies were implemented nationwide. The HR team suddenly realized it had no alternative to interviewing and testing candidates face-to-face, which seriously impacted their ability to process candidates that came from their social media and website and make an informed decision. VADS Indonesia’s HR Transformation Journey Some of the issues were present before the pandemic. The company had simply grown too big in terms of employees and number of customers, making the operating structures too complex for their current system. However, the determined VADS team always found a way to work around them and find satisfying solutions for their customers, various at the expense of their own work time and stress levels.  That was until the pandemic caused a unique situation that tipped the scale and created a new sense of urgency to upgrade the existing HR structures. With the mass recruitment process in jeopardy, the company decided to move ahead to underpin their HR structures and workflows with technology.  Having some idea of what the new technology should be able to do, VADS Indonesia explored several alternatives to see what was out there and how things would work in different solutions. DataOn’s SunFish was among the reviewed vendors. Actually, VADS Indonesia had already been introduced to SunFish in 2018. However, they didn’t take a closer look because they didn’t think the HR system was worth the price. This time, in 2020, the situation was different and the VADS team decided to explore SunFish in all its detailed capabilities. Aside from automating core HR,  payroll, attendance and recruitment, it was also important to VADS Indonesia to work with a team that they feel takes them seriously and attends to their needs and questions. After a detailed evaluation process, VADS Indonesia chose SunFish for its depth of payroll and time management features as well as its systematic approach to recruitment from interfacing

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DataOn’s Insightful Ramadan 2023 Event Recap

DataOn held an exclusive Ramandan event for selected HR and IT professionals The event also provided insights on the changed ways companies needs to attract and retain talent; Guest speaker was Mr. Yanuar Kurniawan, Group Head of Talent & Leadership Development of Lazada Indonesia who shared insights on Indonesia’s current talent crunch phenomenon and ways how to work through it;  The event concluded with a delicious buffet for Iftar – fast breaking, networking, socializing and fun photos. [Jakarta, Indonesia – April 12, 2023] –  In the afternoon of April 11, 2023, 50 selected HR and IT professionals from different industry backgrounds gathered at the 1920s styled Paloma Restaurant of the hotel Des Indes in Menteng, Jakarta. They gathered for DataOn’s Insightful Ramadan 2023 event titled “How the Future of Work Has Changed the Way We Attract and Retain Talent”.  The intimate event kicked off with networking and a warm welcome by our Sales Director, Mr. Marci Rogi and host Ms. Siela Denya. In their opening speeches, both introduced the topic and the guest speaker of the day – the esteemed Mr. Yanuar Kurniawan,. Mr. Yanuar who holds the position of SPV Organization and Talent Development at Lazada Indonesia and Lazada Logistics. Having an extensive background in career and self coaching Mr. Yanuar is well-known in the HR circles. He is also respected in his role as country head of organization, talent and culture in one of Indonesia’s biggest online retailers. The important of employees retention Mr. Yanuar began his presentation by looking at some of the Future of Work trends impacting the talent acquisition market. He then took the audience deep into statistical data and analysis showing that Indonesia is currently experiencing a Talent Crunch phenomenon. He highlighted which sectors are most affected by this crisis and how much impact it can have on the growth of the Indonesian economy by 2023. Making the connection between quality of talent, business performance and revenues very clear, Mr Yanuar followed up with showing the participants strategies to identify high quality talents and a pathway they can apply to succeed in their acquisition of quality people. Given the talent crunch, he emphasized how important the retention of employees is and delved into the changing values of today’s top performers that make them stay. The presentation concluded with a framework that the participants can follow to establish their company’s own value propositions and differentiating criteria to meet their talents’ retention demands. Mr. Yanuar finished his session patiently answering all the questions of the audience and a joint photo session.  Opportunity for networking, socialize, and have fun After the educational part, the event continued with an iftar together or break the fasting.  Enjoying delicious sweet and savory snacks, desserts and drinks, gave everyone the opportunity to network, socialize, and have fun. The guests used the opportunity to share their own experiences and current challenges in attracting and keeping talents on board.  One of the points attendees talked about, was, how helpful talent management technology like SunFish Workplaze is to manage and track (the success of) different retention strategies – especially for initiatives such as IDPs, regular feedback, goal and target setting as well as for competitive compensation and rewards planning when the company has many employees.   Furthermore, DataOn used the event to announce its joining of the G2 – a well-liked software review platform. G2 is a great opportunity for millions of users to let their peers and vendors know about their experience with the software they use. As DataOn values the feedback and thoughts of its customers regarding its product and services, the audience was invited to use this chance to submit their feedback on G2. Some of the participants took this opportunity to leave fresh ratings and opinions of our software and others preferred to give their testimonials via video interviews and talked about their pain points before using SunFish, how DataOn’s technology enabled them to do their jobs better and faster. Conclusion Overall the “How the Future of Work has Changed the Way we Attract and Retain Talent” event was a great success. It offered attendees valuable insight , new knowledge and networking opportunities that will help them in their roles as HR professionals. The format of the event, which saw the hosting of only a small group worked very well. It helped to create a focused and productive environment, facilitated closer interaction, and to build more meaningful connections. Given the positive reception, DataOn is looking into creating a new series of smaller events to give all the HR professionals it works with a chance to catch up with trending HR topics and high profile speakers. For more information about upcoming Humanica & DataOn events, visit our website or email to info@admin Follow and subscribe to DataOn’s social media such as Linkedin, Instagram, Facebook and Youtube channel.

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Outlining Indonesian’s Income Tax Law (PPh 21) & the Calculation Methods

In Indonesia, all residents with income are subject to income tax, or known by Indonesians as PPh (Pajak Penghasilan). There are several kinds of PPh, including PPh 21. To be able to pay tax, each taxpayer must first require a Tax Identification Number or Nomor Pokok Wajib Pajak (Wajib Pajak) from the Indonesian Tax Office (Direktorat Jenderal Pajak). To be able to pay tax, each taxpayer must first require a Tax Identification Number or Nomor Pokok Wajib Pajak (Wajib Pajak) from the Indonesian Tax Office (Direktorat Jenderal Pajak). Rate of PPh 21 Based on Taxpayer’s Salary To be able to pay tax, each taxpayer must first require a Tax Identification Number or Nomor Pokok Wajib Pajak (Wajib Pajak) from the Indonesian Tax Office (Direktorat Jenderal Pajak). Annual Income Tax Rate 0 to IDR 60,000,000 5% Over IDR 60,000,000 up to IDR 250,000,000 15% Over IDR 250,000,000 up to IDR 500,000,000 25% Over IDR 500,000,000 up to IDR 5,000,000,000 30% Over IDR 5,000,000,000 35% However, there are three other components that must be taken into account before calculating PPh 21. These components are non-taxable income, employee healthcare, and functional cost deduction. 1. Non-taxable Income Income that is not subject to taxes. The amount differs depending on the taxpayers marital status and the amount of dependents the person has. Non-taxable Income for Single Individuals. Category Non-taxable Income Amount TK/0 IDR 54,000,000 TK/1 IDR 58,500,000 TK/2 IDR 63,000,000 TK/3 IDR 67,500,000 TK stands for Tidak Kawin or not married. TK/0 is applied to single individuals with zero (0) dependent, TK/1 is applied to single individuals with one (1) dependent, and so on with the maximum of three (3) dependents. Non-taxable Income for Married Individuals Category Non-taxable Income Amount K/0 IDR 58,500,000 K/1 IDR 63,000,000 K/2 IDR 67,500,000 K/3 IDR 72,000,000 K stands for Kawin or married. K/0 is applied to married individuals with zero (0) dependent, K/1 is applied to married individuals with one (1) dependent, and so on with the maximum of three (3) dependents. 2. Healthcare and Employee Social Security Program Each company has to cover their employee’s healthcare. One of them is the Employee Social Security Program or Badan Penyelenggara Jaminan Sosial Kesehatan (BPJS), a health insurance program authorized by the Indonesian government.  These components are subtracted from the gross income. Functional Deduction Cost Functional deduction cost is a cost that employers collect to maintain company income. The maximum amount is 5% of the employee’s annual gross income or a maximum of IDR 500,000 per month. How to Calculate PPh 21? There are three methods to calculate income tax that could affect employee’s salary and company expenses. Those methods are nett, gross, and gross up. Nett – The company bears the taxes of their employee. Gross – The employee bears their own income tax. Gross up – The company provides tax benefits in the same amount of tax borne by the employee. Each employee can choose and negotiate how they prefer to pay their income tax because it will affect their payroll and the company expenses. Let’s go on details with the formula and the calculation here: Nett Method If this method is applied, employees will receive a net salary because the income taxes will be paid by the company. Example:Angela is a single woman (TK/0) with a monthly salary of IDR10,000,000 or an annual salary of IDR120,000,000. Therefore, her taxable income would be:Taxable Income = Annual Salary – Non-taxable Income= IDR120,000,000 – IDR54,000,000= IDR66,000,000      and her income tax calculation would be:Income Tax (PPh 21) = Taxable Income x PPh 21 Rate= IDR66,000,000 x 15% (Tier 2)= IDR9,900,000 per year or IDR825,000 per month So, the amount of tax that Angela’s employer has to pay each month is IDR825,000,000 and Angela’s monthly salary is still IDR10,000,000 because there is no further deduction. Gross Method In this method, employees will receive a gross income because the company hasn’t reduced their salary with taxes and other deductions. Therefore, the employees must pay their own taxes. ExampleAlan is a single man (TK/0) with a monthly salary of IDR10,000,000 or an annual salary of IDR120,000,000. Therefore, his taxable income would be:Taxable Income = Annual Salary – Non-taxable Income= IDR120,000,000 – IDR54,000,000= IDR66,000,000     So, his income tax calculation would be:Income Tax (PPh 21) = Taxable Income x PPh 21 Rate= IDR9,900,000 per year or IDR825,000 per monthConsequently, Alan’s nett monthly income would be IDR9,175,000 Gross Up Method Using this method means the company will give their employee a tax allowance the same amount of their tax income (PPh 21) in addition to their monthly salary. Example:Dian is a single woman (TK/0) with a monthly salary of IDR10,000,000 or an annual salary of IDR120,000,000. Therefore, her taxable income would be:Taxable Income = Annual Salary – Non-taxable Income= IDR120,000,000 – IDR54,000,000= IDR66,000,000     and her income tax calculation would be:Income Tax (PPh 21) = Taxable Income x PPh 21 Rate= IDR66,000,000 x 15% (Tier 2)= IDR9,900,000 per year or IDR825,000 per month So, in total, Dian’s income would be IDR10,825,000. But, Angela’s net income would be IDR10,000,000 after deduction. Note:These calculations are simplified examples.There are other components that might contribute to the calculations. Conclusion Calculating employees’ income tax and salary can be time intense. With software, like SunFish Workplaze’s Payroll, the whole process and reporting becomes a lot easier, with compliance to regulations built-in.    Payroll Technology, like the one embedded in SunFish Workplaze is a powerful tool to greatly ease your  payroll burden and ensure accuracy, visit to find out more about SunFish Workplaze Payroll! For more details for demo about SunFish Workplaze Payroll System, contact us to [email protected]. Follow us also on Instagram and Linkedin. Source:

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Humanica Malaysia @ the 1st HRiTech 2023 Conference in Selangor Malaysia

On February 15 and 16, 2023 Humanica Malaysia participated in the country’s first ever HRiTech Conference. The event was organized by the Malaysian Institute of Human Resource Management (MIHRM) in partnership with the Malaysia Digital Economy Corporation (MDEC) and CBMTI Sdn Bhd. The purpose of this event was to to help businesses transform their human resource practice by leveraging technology. The 2-day event took place at the Sunway Pyramid Convention Centre, Selangor Malaysia with the title “Empowering HR Through Disruptive Innovations.” Catered to HR professionals and small to medium sized businesses, this event wish to help them identify innovative and cost-effective technological solutions to transform their HR. Malaysia Human Resources Minister V on Innovations in Businesses MIHRM president Mr. Simon Benjamin said in a statement that Malaysian businesses have generally been quick to embrace HR technological solutions. However, many were caught off guard. Particularly by the sudden and unprecedented changes brought by Covid-19. He pointed out the especially small and medium-sized enterprises suddenly had to deal with constrained resources and access to information about HR technological solutions. He continued: “We hope our HRiTECH 2023 conference provided them with the ideal platform to transform their HR practices by leveraging on the latest technology to better support their businesses in these challenging times”. Around 300 participants from 200 companies, along with 35 exhibitors and 24 guest speakers attended the event. The majority of them are international HR leaders, C-suite leaders, Start-Up CEOs and entrepreneurs, HR Consultants, HR Tech Service Providers, vendors, and partners. Speeches from MIHRM’s President Mr. Simon Benjamin and Human Resources Minister V opened the event. Sivakumar delivered on his behalf by Deputy Minister Mustapha Sakmud. “All sectors of the economy need to adopt digitalization and innovation in order to catalyze growth and achieve a competitive edge”, he stated in his opening remarks. He also stated that ministry is committed to supporting businesses by implementing appropriate employment legislation related. They also promised to fulfil the nation’s human resource needs by ensuring labor demands are satisfactorily met. After that the guests were able to delve into topics such as improving human resources data management, automation of compensation and benefits processes, and the utilization of technology to better manage employees working remotely, and more with keynote speeches, 4 panel discussions and breakout sessions. To entertain the visitors, they were provided with Q&A sessions, meals and beverages as well as a lucky draw program. Humanica Malaysia as an exhibitor Humanica Malaysia supported the event as an exhibitor and HR Tech Solutions Provider. Our booth presented various interesting activities. Starting with demos of our newly launched flagship product, Workplaze HR, and some give away merchandise including pens, keychains, and brochure. Visitors were especially excited about our photo competition with the chance of winning an Ipad as the grand prize for the best photo shoot. Workplaze HR received a lot of great feedback. Visitors were particularly impressed by its attractive look and feel and user friendly UI/UX. Workplaze’s all-in-one solutions that integrated all aspects of employee lifecycle also didn’t fail to catch the attention of the visitors. Advanced features like recruitment and training gained special interest from the visitors. Conclusion Overall the HRiTech event was a great success for attendees and exhibitors alike. The guests enjoyed in-depth educational sessions on HR business automation and streamlining to overcome challenges. Exhibitors also had the opportunity to connect and network with many participants. Many companies also had the chance to showcase how modern technologies can support HR automation to reduce employees burden. Further background information regarding the event can be read here: 1)

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Payroll Outsourcing Services 101 (A Short Primer!)

Typical Features of Payroll Outsourcing Services Third party #payroll providers typically provide services such as – Employee record management Payroll processing Integration with corporate financial system Government reports for the countries in which they operate Tax filing Employee self-service via mobile device for time and attendance, leave, and expenses Deposit pay direct to employees’ bank accounts Year-end processing Wage garnishment and wage splitting to multiple accounts Reporting options on both a local and multi-country level Customer support Benefits of Payroll Service/Outsourcing Some of the reasons for outsourcing payroll include – Able to focus on core business Compensate for lack of internal payroll expertise Concerns about payroll accuracy Need to integrate payroll data with the corporate IT systems Improved employee satisfaction Concerns about payroll security Concerns about compliance risk and fines Time and cost savings Confidentiality concerns Concerns about fraud Classic Payroll Outsourcing Model In the classic model – The customer provides raw data such as attendance information, employee records etc. This data may be provided in electronic format or paper based If electronic format, it may be sent to the provider by FTP, email etc, or it may be integrated directly with the provider’s payroll software The provider uses their own payroll software to calculate the pay for each staff Results are sent back to the customer including payslips, bank transfer file, and possibly journal entries in electronic format for upload to the corporate financial system Hybrid Model Some payroll service providers (such as Humanica) also provide HCM software. This means they can offer different models, such as – The customer uses the HCM software provided by the vendor for all HR admin, including employee records, scheduling, attendance records, leave requests and so on The provider can log into the customer instance and run the payroll on their behalf, using the information already in the system Can we Help? Humanica and Data On have been providing HCM solutions and payroll services for SE Asia since 2003. We have localised versions for Philippines, Singapore, Indonesia, Malaysia, Thailand, Brunei, Vietnam and the Middle East, and further customers in Australia, Lao PDR, Maldives, Cambodia, Korea, Japan and elsewhere. If updating your HCM solution and/or outsourcing your payroll would improve your organisation, we’d be delighted to assist with your planning. Feel free to reach out to me, Matthew Pearson, by email at [email protected] or by phone/WhatsApp/Facetime at +66 820 950 880. Edited by Lydia Dameria

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HR in 2023: 4 New Responsibilities in Today’s World of Work

In the past, most companies considered the HR Department as a cost center with the responsibilities limited to being administrators. They make sure employees get paid on time, hire new people, and enforce that employees comply with regulations and policies. While there were already initiatives to make HR a strategic component of the business, it was with the pandemic that push HR into the spotlight.  All of the sudden, HR was pushed to the forefront so they have to try to bridge the impact. Not only that the Covid economic slowdown had on business continuity, but also the shutdown of office work. With the emergence of new technologies, the way we work, how we work, and what we value in a company has changed. And with it, the traditional employee-employer relationship has also changed.  For HR professionals this means in addition to the old tasks. They need to become a strategic component of the business. In that function they are now required to partner with executives throughout the organization in both supporting and advisory roles. New tasks span from becoming change leaders, to contributing ideas to lead the organization in advancing company goals. At the same time, they are also need to grow and adjust in line with the company direction.  So, what is up ahead for HR in 2023? HR professionals continue to deal with the aftermath of the disruptions brought on by the pandemic. They need to ensure a positive company culture, improve employee experience, while managing new employee expectations. This calls for a flexibility in bridging those with business requirements for productivity, retention, and attracting new talents. HR also have to invest in people and technology to support initiatives to bridge the needs of the organization and the employees. Let’s take a look at four of the priorities and responsibilities HR should take on this year: 1. Change Management The past few years have brought a lot of changes in the demographics and commitment of the workforce. New elements in workplace, such as Hybrid work, contract work, teamwork across multiple offices are on the HR department’s agenda. At the same time, they are also feeling the pressure from the top to improve productivity in people. The New Normal in HR Most companies have embraced a flexible workplace system, or work with teams based in multiple locations. This dispersed workforce requires a new approach to collaboration and management. Unfortunately, thought through guidelines of how, where and when we work and what results need to be delivered are lacking behind. With employees expecting more flexibility, HR will need to develop a modern approach that convinces both employees and business leaders. As flexible work feeds into the attendance vs productivity discussion, it goes hand in hand with several others. This calls for the establishment of clear metrics on performance objectives and result expectations. Also performance for pay criteria that are clearl and communicated to everyone. Another challenge HR will have to address this year is contingent workers. While they are not yet quite business as usual in Asia, the trend continues and with pay levels in Asia rising at fast, alternative types of workers such as contract workers or freelancers will gain attraction. This means in the future more teams will be composed of employees with different contractual relationships. Full time, permanent employees may be mixed with gig workers who are called in as needed. Outsourced workers who deliver work based on a service level agreement and consultants who may advise on a retainer basis or be contracted short term with specific deliverables. (1) Guidance and Strategies It will be HRs responsibility to guide their company on these trends and how to turn them into opportunities. Moreover, it needs to develop a strategy on how to bring in different types of workers for the company’s benefit. This doesn’t only concern legal and regulatory aspects and inclusion, but extends to how we view performance, collaboration and continuity. HR will need to find tools to implement the talent lifecycle across all the roles in the business together with organizational effectiveness and optimize existing structures. 2. Employee Experience It is undeniable that a major post-pandemic trend is the employee experience. Employees want to be more in charge of their career moves, skill development, learning and work-life-balance. For HR professionals this means coming up with long-term plans and strategies for productivity and to boost employees’ confidence. According to the Gartner HR Top Priorities 2023 (2) report, reshaping the employee experience is a priority for 47% of HR leaders. This is because they believe their organizations don’tot have compelling career paths and struggle to identify internal moves to advance employees’ careers. Similarly, another Gartner study revealed that only 1 in 4 employees is happy about the current career at their organization, while 3  in 4 are interested in external positions.  Today’s Problem As the work experience is changing and career options becoming less visible, the traditional career development plan such as:1) setting a path and communicating role benefits and requirements2) finding in-role opportunities and3) identifying internal roles to achieve goalsis becoming outdated.  Pairing this with the Gartner TalentNeuron™ data that show the total number of skills required for a single job has been increasing by 10% year-over-year since 2017 (3), then organizations face the additional problem of current skills becoming obsolete and employees not being prepared for future roles. Action needed This new reality creates a sense of urgency for HR leaders to develop new career opportunities. They need to create alternative routes for progress that better fit the new normal of work and career progression.  3. Reskilling and Upskilling New career paths for more agile teams are one side of the employee experience. Another is empowering teams with the right tools and environment to encourage proactive learning, and acquiring skills relevant for the digital workplace. Beyond just encouraging employees to own their development, HR leaders should become advocates of a learning culture providing equal access to all types of workers through learning platforms.  According to Gartner, Inc. HR

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Humanica Opens New Office in Kuala Lumpur, Malaysia

Bangkok, TH and Kuala Lumpur, MY (February 8, 2023). –  Humanica, the largest HR solution ecosystem provider in Southeast Asia announces the opening of its new Malaysian office in Kuala Lumpur (KL).  The new KL office is now Humanica’s second one in Malaysia which is following the establishment of Humanica  Sdn. Bhd. in 2017, with the headquarter in Penang.  This office enhances Humanica’s commitment to its already extensive customer base. In Malaysia, Humanica is serving more than 200 corporations with end-to-end Human Capital Solutions. This including SaaS offerings, payroll outsourcing, and flexible benefits management.  Soontorn Dentham, Serene Lim, and Gordon Enns join the Humanica Malaysia team for Office Opening in Kuala Lumpur The opening ceremony took place on February 8, 2023. The Malaysian team welcomed CEO Soontorn Dentham, CCO & COO International Operations Serene Lim. As well as group CTO, Gordon Enns, to celebrate the company’s expansion and job creation in Malaysia. The new office, located near KL’s business district. This is a further step in Humanica’s commitment to scale up its regional presence to provide its next-generation HCM platform. Which also complemented by services that center around employees – their payroll, their well-being as well as the simplification of their lives – to Southeast Asia’s fast growing economies.  Kuala Lumpur is one of Southeast Asia’s most vibrant cities and home to a growing number of multinational companies. The city has a thriving business community and is dedicated to promoting innovation and entrepreneurship. With the opening of the new office, Humanica is set to tap into this dynamic business environment and to bring the benefits of its innovative HR solutions to a new group of clients. Humanica’s KL office will serve as an important facility for sales, customer support, HR and customer services and data center infrastructure. Recruitment for positions on the new team is ongoing.  Humanica Malaysia’s Commitment to Growth and the Country Humanica is very active in Malaysia, with CEO Soontorn Dentham saying: “We are thrilled to open our new office in Kuala Lumpur and to expand our presence in Malaysia and Southeast Asia. Kuala Lumpur with its bustling business environment is the perfect city for the next milestone in our regional expansion plan. Our commitment to the growth and success of our clients in this important market.”  “Beyond Malaysia, this new location will become another key driver for the growth of our Southeast Asian operations. It will also allow us to better support our rapidly growing customer base and partners region wide”, adds Serene Lim, CCO & COO International Operations. “We are looking forward to combining culture, technology, skilled and motivated talents to achieve great success. Especially in delivering our technology-driven HR business solutions to the highest degree of customer satisfaction in this market.”  About Humanica Humanica is a publicly listed software company based in Thailand and a trusted business solutions provider since 2003. With over 1000 employees in Asia, Humanica celebrates its 20th year of excellence in providing HR software and Payroll outsourcing solutions. Today, Humanica is the leading HR solution provider in Southeast Asia, serving thousands of customers and over two million employees. Combining its innovative flagship software, Workplaze, with exceptional services to support the digitalization of your HR processes. 

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Humanica and DataOn innovate the HR technology market in Southeast Asia with the release of Workplaze

Humanica and DataOn innovate the HR technology market in Southeast Asia with the release of Workplaze

Bangkok and Jakarta, January 30, 2023. Humanica and DataOn merged at the end of 2021 to achieve our common goal to transform the HCM market landscape in Southeast Asia. We spent the first half of 2022 to put our products, Humatrix and SunFish, together, our strengths in technology innovation, market know-how, and 20+ years expertise to develop a brand new, next-generation HCM solution. The result of this joint effort is our new flagship product Workplaze HR (in Indonesia named SunFish Workplaze), whose release we proudly announce today. Workplaze is an employee-centric HCM Platform that integrates tools to effectively manage all aspects of the employee lifecycle. From digitalization of employee records, payroll, talent management to HR as a Business Service Partner. Everything, including new work trends and work relationships is managed in one single platform as a single source of truth. However, Workplaze goes a step further. It embeds these traditional HR features beyond the managerial focus in a work-life digital platform that is centered around the experience, interest, and needs ALL stakeholders in the organization have when interacting with HR software. It comes in a modern app style firmly rooted in a B2B2E set-up that engages all employees, and thus, helps to drive software adoption across the company.  From a technological side, Workplaze is built on a microservice architecture and a front and back end separation for easier maintenance and faster releases of upgrades. The solution also adopts the latest UI frameworks and each major process is carefully designed with a focus on UI/UX.  A lot of thought went into the development of Workplaze. Working in conjunction with our clients, following the latest advancements in technology, future of work discussions and new HR concept. That’s why Workplaze is able to offer many big and small innovative features. These features are to bring a real, meaningful HCM solution to organizations will support them today and into the future.  A closer look at Workplaze Here is a brief introduction of the innovations. Workplaze delivers to help companies build a future-ready and agile HR while providing a personalized user experience:  User Experience and User Interface Innovation of Workplaze Workplaze’s front end design language is based on the Ant Design framework to support data consistency while allowing a modern, optimized user experience and the attractive display of specialty content.  1. Responsive Design Workplaze has a modernized look and feel to it with embedded analytics in pages. It’s designed for mobile first and allows full feature access on various device sizes including Mobile, Tablet and PC. Responsive Design of SunFish Workplaze 2. Easy to Use The Workplaze Interface is designed to support ease of processing and access to information with a focus on highly interactive users.  Infrequent ESS and MSS users will typically access functionality through the mobile app, but may also access Web interface for more complex analytics, processing or data retrieval.  In-depth analysis of user experience Through analysis of the existing user base we are able to determine common usage workflows and optimize processes for improved user workflow, faster data entry and a relegation of less relevant data from high usage pages. Designed for user workflows User navigation is optimized to workflows, allowing users to move between records in accordance with workflow or to continue to the next expected processes without navigating through the main menu.  For example during mass data updates of adding, for example, education data, the user can complete the update and move to the next employee record without returning first to the master list of employees.  In Page Sorting/Filters Additional sorting and filtering options are added on list pages throughout the application.  This supports in-app simple analytics without the need to access reports or BI tools for common data.  Additionally, the advanced sorting and filtering expedites data access when performing updates and allows users to save pre configured data views to further improve their individual workflows.   Adjustable data views Different users require different views of data when performing analytics or updating information.  Users can configure list pages to show/hide data relevant to their workflow. Design Components and Design Language Standarding UI components are implemented application wide to improve consistency of views while also supporting improved user interface for data validation, lookup selection, date selection, etc. 3. Easy to Learn Sometimes the number of options and complexity of certain processes presents challenges to new administrative users. Therefore, complex processes such as scheduling, attendance data management, payroll, performance planning and claims administration have been developed development with the following focus: Configurable, Guided Processes The configuration and data entry for complex processes is centralized in one screen, which guides the user through a step by step approach to the work.  These processes retain the ability to adjust sequential workflows through configuration.  Focus on common or frequently use function The majority of users follow similar, often best practices based, workflows and utilize similar options. Workplaze provides a variety of options to support unique customer requirements, however, the number of these options may appear irrelevant to most users and even slow their workflow. The design was revised to focus on providing common and standard items in the forefront and relocating less common functions to advanced views. 4. Pre-built Content Traditionally, the system was shipped with minimum levels of preconfiguration, so implementers can import relevant configurations for each client. Sometimes, customers find this approach time consuming. Workplaze embeds pre-built content and provides for advanced libraries of common configurations to be pre-set in greater detail.  This includes libraries for common employee administrative work such as work contract, shift plans, leave policies, etc as well as pre-built content for KPI’s, performance appraisals, job descriptions, competencies, training plans, etc.  5. Reminders and Notifications Workplaze includes a variety of pre-configured notifications and reminders for workflow approvals, and exception reminders. Both are merged into a single inbox concept which will be pervasive across mobile and web versions. The interface supports mass approvals, resolutions, filtering and other functionality while also improving notifications of new inbox content through browser based pop-ups and

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Huawei Thailand and Humanica enter Technology Collaboration Partnership  

Huawei and Humanica to co-market their respective products and services to reach a broader audience; Humanica will expand its cutting-edge HR service offerings in the Huawei Cloud to drive scalability, speedier implementations and updates; and Huawei offers Humanica’s Workplaze HR and Payroll Services as part of its solution portfolio to their customer base. [Bangkok, Thailand, January 25, 2023] Huawei Technology Thailand Co.,Ltd, with their Huawei Cloud, is an esteemed provider of hosting and infrastructure services in Thailand. Similarly, Humanica Public Company Limited, a highly reputable HR solutions provider for Southeast Asia, offers its flagship product Workplaze HR. Excitingly, these two companies have formed a strategic partnership to deliver comprehensive HCM solutions to an expand customer base in the region. The partnership unites the power of Humanica’s cloud-native business solution with Huawei’s exceptional hosting and integration. Not to forget Huawei’s customer service capabilities to leverage each other’s respective technologies and market capabilities to help regional enterprises across different sectors in deploying new technologies easily and quickly. Cloud First and Everything as a Service Humanica has been offering its cloud-native HCM platform to its customers utilizing Huawei Cloud’s services for the past year. During this time, Huawei’s team has shown exceptional support to optimize the product for their infrastructure, technology, and equipment. Both companies share a common vision of Cloud First and Everything as a Service to advance Thailand’s digitization efforts. That vision became the heart of this new collaboration. Under this agreement, Huawei will market Humanica’s HCM solutions as an infrastructure compatible, end-to-end product. While Humanica will continue to promote  Huawei as a preferred hosting partner in the region. Regional organizations will be able to modernize their HR systems on Huawei Cloud and benefit from the scalability, cost, and operational efficiencies. Together, Humanica and Huawei will support regional businesses of all sizes and in all industries in going live with their solutions rapidly and more economically while continuing an excellent  delivery experience.  Greater Reach  Cloud-based delivery models have been growing in demand as companies require a stronger and more flexible technology proposition. Organizations nowadays are choosing the cloud as their preferred deployment option due to its fast roll-out, minimum IT infrastructure cost, and flexibility to support changes in  IT complexity. “We are excited to partner with Huawei and bring our Workplaze HR platform to even more customers in the region,” said Khun Soontorn Dentham, CEO of Humanica. “Huawei’s expertise in hosting and infrastructure will greatly benefit our customers and help us continue to deliver top-notch HR solutions.” “Huawei and Humanica share a mission to build and lead a high performance partnership with end-to-end-solutions for companies in the region. We are looking forward to creating a more connected world together that improves organizations’ processes through Humanica’s Products and Huawei’s Technology Innovation ,” said Piyatida Itiravivongs, President of Huawei Technologies (Thailand) Co., Ltd. —————————————————— About Huawei Founded in 1987, Huawei is a leading global provider of information and communications technology (ICT) infrastructure and smart devices. By 2023, Huawei is operating in over 170 countries and regions, serving more than three billion people around the world. Huawei’s mission is to bring digital to every person, home and organization for a fully connected, intelligent world. Huawei wishes to drive ubiquitous connectivity and promote equal access to networks to lay the foundation for the intelligent world. Along with it, Huawei also provide diversified computing power to deliver ubiquitous cloud and intelligence; build powerful digital platforms to help all industries and organizations become more agile, efficient, and dynamic. About Humanica Humanica is a publicly listed software company based in Thailand and a trusted business solutions provider since 2003. With over 1000 employees, Humanica celebrates its 20th year of excellence in providing HR software and Payroll outsourcing solutions. Today, Humanica is the leading HR solution provider in Southeast Asia, serving thousands of customers and over two million employees. Combining its innovative flagship software, Workplaze, with exceptional services to support the digitalization of your HR processes. 

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