The world of work has changed. The gig economy, the flexible worker, the agile desk and the remote employee – all these possibilities have been enabled by technology and impact on how teams engage and interact.
 
However, South Africa remains somewhat in the tentative age of the flexible employee with most people still going into a physical office. This means that when an employee causes friction or is incompatible with culture or people, it can impact on team engagement and productivity.
 
“This is a really important conversation, as the changes in the way we work are also changing the company dynamic,” says Teryl Schroenn, Chief Executive Officer, Accsys. “People are looking more at deliverables as the key measurable rather than how often a person is in an office or how easy they are to manage. That said, there is still a need to identify a challenging employee and to address their impact before they become destructive.”
 
A challenging employee is not necessarily a bad one. The grain of sand in the oyster may be irritating, but the pearl at the end is worth it. The same can be said for an employee who doesn’t always accept the status quo, who wants justification for the rules and isn’t prepared to simply do what they’re told.
 
This type of person can encourage internal growth and inspire change – qualities that are essential for a successful business. However, they are only one side of the complex employee coin.
 
High maintenance, high output
“The other side is the person who is very productive, hitting all the goals and targets, but who also happens to be high maintenance,” says Schroenn. “How often has there been a situation where somebody resigns and everyone says: ‘I thought they would never leave!’? They may have been productive, but they had a negative impact on other people.”
 
The solution is to temper the situation and assess whether the person is worth the investment. If they are exceptional at their job, then having a conversation that addresses the issues raised by team mates and possible solutions to them is a logical first step. Make the person aware of the issue, look at different ways of handling the problem, and give them an opportunity to engage differently.
 
“Often people within this category are confident of their contribution and don’t recognise the negative impact they’re having,” says Schroenn.
 
Compatible sensitivity
Not all people are created equal and with so many personalities thrown into one place, conflict is a given. It is important to establish what is causing the issue - from the employee’s behaviour to personality incompatibility to the workplace dynamic – and to find positive ways of resolving it.
 
“Most companies don’t want to get rid of employees, not unless they are high maintenance and low output, then the way out is the only way out,” concludes Schroenn. “The goal is to find a solution that supports all employees and personalities while allowing them to work productively and engage comfortably.”

ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Lt

The drop in the cost of fuel this July can potentially impact on employees, employers and payroll. The effect that the price has on the business and employee will depend on the systems the business has in place, how fuel costs are structured and charged, and the type of contract the organisation has with its clients.
 
“As an employee, the impact of the fuel drop should not be significant, especially if the company is paying AA rates. You will be paying less for fuel so the difference will come out in the wash,” says Teryl Schroenn, Chief Executive Officer, Accsys. “For the organisation, however, there are steps and systems that need to be addressed to ensure that costings and clients are kept up to date.”
 
When the fuel price changes, many businesses change the rate for calculating what the employee takes home and assess what the impact will be on cost to client. It is important that this price be reflected in what the client pays for transportation or delivery as it can have a significant impact on their bottom line, and the company’s ethical standing.
 
An honest approach
“Depending on the pricing model and structure of the arrangement that a company has with its clients, the changes in fuel cost will reflect in costing with clients,” says Schroenn. “This would be outlined in the Service Level Agreement, and needs to be adhered to. It will depend a lot on the tolerance of your customers if your business doesn’t adjust accordingly – some may notice. We adjust ours during the month when there is a change.”
 
For organisations that average out the fuel costs, however, the relentless fluctuations may have little to no impact.
 
“If you average at, for example, R3.20 per k/m you might leave that, even though the price is down to R3 as you may not have put it up to R3.40 when the price was at its highest,” explains Schroenn. “That said, if you are charging someone a rate for a particular item, it would be considered a good business practice to change the pricing accordingly.”
 
Travel control
Payroll should follow company policy when it comes to adjustments around fuel pricing and employee wages and client charges. How this is done will depend entirely on the systems implemented in the business and the methodology employed for calculations.
 
“Many systems are automatic so the calculations are done as amounts are submitted and payroll assessed,” concludes Schroenn. “Those that do them outside the system and pay it manually will have a more complex task, but could look to adopting a different way of handling pricing with each fluctuation. It would be advisable to introduce a methodology that is as simple and effective as possible because fuel prices won’t stop their mercurial changes.”
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfill the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

Big data, analytics, business intelligence – these terms define a trend that has found its way into almost every business conversation. They also define the era of data and the need to harness the possibilities it presents. Everybody wants to know what the data is telling them, but few understand how to eke out any real benefits. It is time to relook how data is being managed.
 
“Unfortunately, many companies that have access to big data as well as deep levels of internal information are not gaining the maximum advantage,” says Teryl Schroenn, Chief Executive Officer, Accsys. “There is still a very high percentage of business that is using data reactively as opposed to proactively, and this is impacting on its effectiveness. Analytics should help your business grow by providing in-depth, actionable insights into clients, employees and business processes.”
 
A blend of payroll data, human resources (HR) data, and time and attendance data can create an insightful and holistic view of the organisation. The data from these three platforms can identify trends in employee behaviour, localise levels of client engagement and fine-tune business process or service.
 
Digging into the data
“With reactive data, you don’t get the depth you need,” says Schroenn. “A proactive, comparative analysis will pick up trends and behaviours which could be either an issue or an advantage, vastly improving the organisation’s decision-making abilities.”
 
Capturing the tics and shifts in data can identify if one grouping of employees happens to service one set of clients with more efficacy. It can uncover that a specific blend of individuals is far more likely to eke out value from a specific customer, and how one department always has the highest sick leave due to an issue with management. Each of these insights can have a transformative impact.
 
A painful process
“If you know what your pain points are, you can fix them. You can turn frustration into a money spinner and concern into a leadership opportunity, but you can’t do any of this unless you know the problems exist,” adds Schroenn. “Do you have a Monday to Friday sick leave pattern? Is it worse at one store over another? If you can compare patterns you can find problems.”
 
Payroll alone is not the solution. While the data is rich and the potential there, it takes a unique mix of data across payroll, HR, and time and attendance to truly get the holistic eye the business needs. Using all three options, the business can build pictures, extrapolate future risk and, of course, uncover future advantages.
 
“Find the stories in your organisation and you’ll find ways to drive employee engagement and make a difference to customer relationships,” concludes Schroenn.
 
ENDS
 
MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

The Protection of Personal Information Act, 2013 (Act No. 4 of 2013) has only been partially implemented, with the focus mainly on establishing a national Information Regulator. But many commentators believe that full implementation will probably not be delayed past 2018.

Are organisations ready?

Teryl Schroenn, CEO of Accsys believes that the majority of organisations are not adequately prepared for compliance. “At conferences, we see a small show of hands when asking how many have POPI-ready systems and processes in place.”
 
Schroenn asserts that a successful POPI roll-out starts with total buy-in from senior executives and management. “Organisations need a strong committee with the authority to drive change,” she says. “In addition, they’ll require thorough guidance from legal, subject matter, technical and change management experts.”
 
It’s also important to have at least a broad understanding of the Act.

8 conditions
Firstly, there are 8 conditions that a data collector must meet: making themselves accountable to the law; limiting personal information collection and use to a minimum; collecting data for a specified purpose only; allowing third party processing only in terms of the original purpose; preserving the quality of the data; documenting how the data is processed, and informing the subject of its use and effect; securing the integrity and confidentiality of the data; and ensuring the data subject has access to and control of their information.

Special processing
Certain information is considered sensitive and subject to greater restrictions. This includes
religious and philosophical beliefs; race and ethnic origin; trade union membership; political persuasion; health or sex life; criminal behaviour or biometrics; and personal information of children.

Supervision
The Act establishes an Information Regulator, tasked with providing public services for and enforcing POPI. Data collectors must appoint an Information Officer as per the Promotion of Access to Information Act 2 of 2000.

Prior Authorisation
To use personal information for certain purposes, data collectors must obtain authorisation from the Regulator first. These include processing data outside its original purpose, linking it to data from third parties, or transferring it to a foreign country lacking adequate protection.

Rights
Data subjects have specific rights regarding unsolicited electronic communications from direct marketers, being listed in public directories, and decisions made about them by automated decision making processes.
 
Restrictions for transmitting personal information to foreign countries apply but don’t prohibit the data collector from doing so when necessary to their function.

Enforcement
The Act dictates how complaints are processed, the conditions for warrants, search and seizure of data, how violations are assessed, and the right of a data collector to appeal.
 
Certain acts are unlawful and may carry a prison sentence of up to 10 years or a fine of up to R10 million. However, the Regulator will consider the nature and extent of each transgression.
 
(The above summary is for information purposes only. The reader is encouraged to seek legal and technical counsel before addressing POPI.)

Implement now
Why should organisations start implementing POPI now? “While POPI provides a mandate for the cause,” says Schroenn, “organisations should already be protecting their customers’ and employees’ information simply because it’s the right thing to do.”
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

Most organisations that are moving from manual to digital payroll solutions do so to improve efficiencies, extract richer business insights and manage systems more tightly. Digital can transform access and capability, introducing new layers of information that can be used to enhance business processes and decision making.
 
Unfortunately, in many cases these tools are forced into customised boxes that won’t deliver as effectively as they would if left alone.
 
What to do when you want to customise your digital payroll system?
 
“Start at the end,” says Teryl Schroenn, Chief Executive Officer, Accsys. “The first thing the business must do before customising a basic payroll solution is to ask what they want from it after it is done. Many companies who automate cling to manual processes because they are comfortable with them and know that they deliver results. However, when it comes to digital, these processes do not necessarily translate into efficiency.”
 
A basic payroll solution is defined as one that’s simple, off-the-shelf and designed with only a few customisation elements to allow for specific processes to take place. If a business tries to wedge all the manual processes and rules that they are currently following into this solution, the result will be as confusing and complex as the one they had before they started. The answer is simple – don’t customise, analyse.
 
Establish the rules
“Manual systems have usually evolved to make meeting organisational requirements as effective and risk-free as possible, but they are complicated as a result,” says Schroenn. “To avoid moving this complexity from one platform to another, look at each process and ask if it adds value. Establish its practical relevance and make sure it supports the results the business wants.”
 
Once all the processes have been stripped down, the business will have a clearer view as to which need to be integrated into the digital solution. Most basic payroll packages automate common processes as standard and have been designed to make the role far easier and more engaging. By avoiding excessive customisation, not only will it allow for the software to do its job more efficiently, but it will also enable payroll employees to grow within their roles as they focus less on basic admin and more on their potential.
 
 
“Payroll solutions are very capable and can play an important role in moving the business forward,” concludes Schroenn. “When you start with a new solution, see it as an opportunity to do some housekeeping. Ask when you last did X or needed Y. Take out anything that doesn’t add value and keep elements that make a difference.”
 
There are significant benefits in shifting from manual to digital payroll applications. The business can transform functionality and give payroll teams room to expand and engage more effectively. It is also a time to keep asking why – why do we do this, why is there value, why do we need that process? Answer those questions honestly, and deep customisation probably won’t be necessary.
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions:
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Lt

Payroll compliance in the South African market is complex and demanding. Organisations must obey the rules to ensure they don’t face unexpected fines, lose essential funds or suffer reputational damage. Personnel business practices must adhere to the law, paperwork needs to be kept up to date, and records must be maintained – and payroll must receive the support it needs to keep the business compliant.
 
“It is critical for your business to have formally qualified people with a deep experience in compliance, who keep current with legislature,” says Teryl Schroenn, Chief Executive Officer, Accsys. “In addition, the business can invest in software tools that are designed to support compliance and pay attention to standard corporate governance procedures.”
 
Whether the business is small or large, expertise in compliance is vital. For smaller organisations, the skillsets can be outsourced or they can hire a payroll practitioner with a broad spread of expertise. The enterprise, on the other hand, should ensure that senior management is given the responsibility and the tools it needs to keep up to date with compliance.
 
Access the toolkit
Schroenn adds: “Payroll must be looked after and taken seriously. Encourage attendance on regular training and courses, keep them up to date on legislation and ensure that their value to the organisation is recognised. It is an easy place for people to be neglected, but they can add inordinate value if treated with respect. They are the gatekeepers of compliance.”
 
In addition, the business should follow standard corporate governance procedures. Many of these steps are common sense, often they are ignored by the business.
 
“A good example is that the person who calculates the payroll shouldn’t be the one who pays it over to the bank,” says Schroenn. “It is amazing how many people do that. Separate duties to ensure your business has a failsafe scenario, that the work is checked and that the data is secured.”
 
There are also digital solutions that support compliance across the areas of reporting, record keeping and data analysis, and within payroll. Use these tools to examine reports on a regular basis as this will help identify any unusual activity and areas that may need to be reassessed for compliance.
 
“Technology has tools that provide the organisation with clear cut steps towards compliance,” concludes Schroenn. “These need to be kept up to date by the relevant person in the company, and need to be sourced from a reliable software supplier. Don’t invest in a toolkit that isn’t from a recognised service provider with a reputation in compliance and legislation.”
 
From software to skills – outsource what the business can’t specialise in and ensure that all the boxes are ticked by placing someone in charge of compliance. Not only will this keep the business on the right footing, but it will go a long way towards preventing a mishap in the future.
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

 
For most organisations outsourcing is the perfect pill for removing internal headaches. A specialised and carefully selected outsourcing partner can deliver significant benefit to the bottom line, support business growth and enhance the organisation’s ability to develop customer-business relationships.
 
However, there are numerous layers to implementation and one of the most important factors to consider is the level to which an outsourcing partner will be allowed to go.
 
“There are three different levels of outsourcing and the level your business adopts will depend on what is being outsourced, the functionality required and the duration,” explains Teryl Schroenn, Chief Executive Officer, Accsys. “If it is once off project, then only certain elements will be outsourced, if it is a number of projects, then these would be outsourced on a per project basis, and then there is the richer functionality of outsourcing an entire function, department or group.”
 
Outsourcing has evolved from its roots as a stopgap solution to support a department, to a strategic investment that frees up essential time and resources. To ensure it remains as such, it is important for the business to know exactly what levels are to be outsourced and how much control is to be ceded.
 
It’s about control
“If you look at the human resources (HR) and payroll functionality within a business, for example, maintaining control of HR allows for more internal engagement, while payroll may more easily be outsourced without impacting on personal relations,” says Schroenn. “You can outsource HR dashboarding and introduce employee self-service to support the HR function while still maintaining control over personal interactions – this is outsourcing on the project level.”
 
If managing a series of projects, every element can be outsourced while retaining control of the overall implementation. This gives the business a more hands-on approach and is defined as a hybrid application. This gives the business plenty of outsourcing support, but the business keeps its hand in the mix.
 
“The hybrid solution is a strategic move as it takes away the non-core part of the work, but keeps the parts where there is internal value add,” says Schroenn. “It is a powerful option for the organisation that wants to keep an eye on the risks of outsourcing while harvesting the benefits.”
 
Not without risk
And there are risks. There must be a chain of accountability established from the start of the relationship with an outsourcing partner and a clear path to resolution if something goes wrong. There is also the risk of costs rising beyond the anticipated savings if accountability and deliverables are not established upfront.
 
When it comes to benefits there are plenty, of course, which is why outsourcing is so popular.
 
“You can outsource the boring and tedious elements of any role or department to someone who can handle it all effectively for you instead,” says Schroenn. “A lot of what people in HR and payroll do is load data, so by outsourcing that onerous task you are keeping the information and application of that data in-house while giving employees more room to grow and develop their roles internally.”
 
Successfully selecting the correct levels of outsourcing for the business are achieved by establishing precise parameters and harnessing the capabilities of the outsourcing partner to enhance your own. It is a mutually beneficial process that can help the business remain flexible, stay on top of the latest technology and scale to suit demand.
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

Employee engagement is a buzz word. Everybody knows it. However, few people know that employee engagement means money. Research shows that companies in the US with engaged employees can outperform those without by up to 202% and have 6% higher net profit margins. And although such South African statistics are lacking, they are sure to look very similar.
 
Unfortunately, the same research shows that only 29% of the American workforce is engaged – and this is without the added stress of economic uncertainty. Today, as South Africa faces an uphill battle out of junk status and faces the impact of the downgrade on business and budgets, employee engagement is at risk and businesses must find ways to address it.
 
“When people are unhappy or insecure or worried, engagement drops immediately,” explains Teryl Schroenn, Chief Executive Officer, Accsys. “Any change plays a role on engagement. A look at the ANC right now – the impact of recent events has left it a disengaged party. In business, the same thing happens – people get nervous, they disengage and they worry about their jobs.”
 
Maintaining employee engagement in complex economic times is an ongoing process, not an event. It has never been more important to have open lines of communication, to build relationships and to ensure employees feel safe. It is a tight rope to walk, especially if the business has been affected and retrenchments are in the pipeline.
 
An active role
“Economic difficulty usually translates to corporate belt tightening and employees know it,” says Schroenn. “It is vital that communication is honest and that management works behind the scenes to mitigate the risk as much as they can. It is hard to get the balance right, but it is vital for the long-term success of the business.”
 
Often a dramatic announcement such as South Africa’s plummet to junk, sees people run in different directions, panicking in their attempt to protect themselves and their futures. It’s a fair response, but in the business context, a damaging one. At this time it has never been more important for the business to achieve engagement and unity across all employees.
 
“If everybody is working in the same direction and staying in line with the company goals, then the business will be more capable of sailing the choppy seas that lie ahead,” says Schroenn. “Train people, empower them to do their jobs well, and engage with them on corporate policy and strategy. Build positive relationships and make engagement personal. The smaller business will find it easier to do the latter than the large corporate, but there are ways of driving engagement and providing employees with support.”
 
Dangerous disengagement
The problem is that if employee engagement is not given the priority it needs, then it can foster a toxic environment. Disengaged employees can be dangerous - spreading dissent, eroding trust and damaging morale.
 
“Put a structure in place that makes people feel they are being told what is going on, and spend time with individuals to ensure they are on board,” concludes Schroenn. “Empower your managers to build engagement, reassure staff and ensure everyone is working towards the company goals together. This commitment will build a sustainable culture that gives people ownership and makes them feel like they are part of something bigger, regardless of what politicians and the economy are doing.”
 
SOURCES:
http://www.dalecarnegie.com/employee-engagement/engaged-employees-infographic/
http://www.business2community.com/strategy/roi-employee-engagement-7-stats-need-know-01573138#vL0IQBhHvSVAko5r.97
ENDS

 
MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpointhttp://www.atthatpoint.co.za/.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfil the purpose of providing strategic solutions for people who manage people.
 
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

Outsourcing can potentially add value, cut costs, support business growth and enhance customer-business relationships. An impressive list of attributes that sometimes mask the reality that selecting the wrong outsourcing partner can result in the business experiencing few of the benefits, with some added new challenges.
 
The Industrial Development Corporation has indicated that globally Business Process Outsourcing (BPO) is in the midst of a growth surge with an anticipated $202.6-billion by the end of 2016 and a five-year compound annual growth rate of 5.3%.
 
“To get the benefits, the business must select a BPO partner carefully and with due consideration,” explains Teryl Schroenn, Chief Executive Officer, Accsys. “The first step is to ensure that there is a compatibility between what your business wants to achieve and what a potential partner offers. Then, once you’ve found this compatibility, you must be prepared to pay for it.”
 
Many organisations are unprepared for the price tag that can come with an outsourcing solution. Some might commence at a higher cost than what the business currently spends on their day-to-day running of systems. However, if they deliver on their promise, the long-term savings and benefit to business should be significant.
 
“Define what you want from the relationship, and know what will support your business growth and what will hamper it, and ensure these parameters are met from the outset,” explains Schroenn. “Be sure to share this with your BPO partner.  This will also keep them aligned with your strategic goals and help you to identify areas where you are not receiving the right levels of delivery.”
 
The partner checklist
In addition to ensuring alignment and compatibility, an essential step in selecting the right partner is to check their credentials and stability. If they’re not stable or competent, then they can damage the business significantly, so request referrals and look for deep experience.
 
“The whole point of outsourcing is to refocus business energy towards growth and development, but if time is being now spent on managing and directing the outsource relationship, then it’s just not working,” says Schroenn. “It is critical to see the selection process in the same way as an interview for a staff member – establish how they would handle downtime or if something goes wrong, and how they would fit in with your business plan.”
 
A simple checklist will support the selection of the right partner. Note precisely the specifications, the desired benefits, the specialised skills you need and the expected expenditure.  Establish how they would manage the relationship with your business, such as a single point of contact or simply a helpline, and what their back-up processes are in the event of a failure or disaster recovery scenario.
 
Attention to detail
“Start slowly, build the relationship over time, get to know how well the businesses work together and then move forward,” advises Schroenn. “Most companies leap in with both feet and want everything outsourced today. A staged, phased approach is far steadier, and is sustainable.”
 
Ultimately, a truly effective outsourcing partnership comes down to trust.  So, avoid outsourcing for the wrong reasons and take time finding a partner that suits your business. It isn’t an exact science, but by asking the right questions, it can be a rewarding process.
 
ENDS
 
MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], http://www.atthatpoint.co.za/
 
ABOUT Accsys – People Management Solutions
Accsys, a member of the BCX Group, is an award winning South African software company specialising in people management solutions. In business since 1981, its solutions are used in more than 2000 companies and developed in South Africa with particular emphasis on South African workplace conditions so as to fulfil the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
Facebook: Accsys (Pty) Ltd

The Deloitte Global Outsourcing Survey 2016 found that outsourcing will continue to grow, providing customers with innovative services and solutions that help them cut costs while remaining competitive and on track. However, not all outsourcing is created equal and should be undertaken with a measure of consideration and a dollop of common sense.
 
Business process outsourcing (BPO) has evolved into a thriving and enormously successful market, accelerating in growth as it constantly reinvents itself and adapts to the changing paces of digital, country and economy.
 
“Outsourcing allows for the business to achieve specific goals or tasks without having to train people, understand the solution or manage risk and redundancy,” says Teryl Schroenn, Chief Executive Officer, Accsys. “You get the advantage of expertise and advice, you can say farewell to the operational elements completely and you get built-in redundancy – a win for any size business.”
 
She adds that there is also the immediate cost benefit in that the business does not need to invest in infrastructure or employees to gain access to superlative solutions and technology. “That said, outsourcing must be undertaken with clear goals in mind and with the right service provider,” Schroenn further notes.
 
The benefit of BPO
Software upgrades, backup restores and system management – all these issues disappear into the hands of the service provider so the business can focus on delivering its core services, not on managing its internal ones. In addition, BPO mitigates the impact of employee loss due to illness or personal circumstance as the service provider must deliver on its mandate - regardless of the challenge, the organisation is assured of immediate continuity.
 
“Another advantage is in confidentiality,” explains Schroenn. “For example, with executive payroll you can outsource the information to another business rather than keep it internal which will ensure the numbers remain private.”
 
Some of the best tasks or services to allocate to the BPO model would be payroll, customer support and helpdesk, web design and virtual assistants. Each of these offerings comes with the best of breed in technology and capability, each one taking a load off the organisation’s proverbial shoulders.
 
360 degrees of awareness
There is much to commend BPO – it’s seamless, it cuts on costs, it creates room for the company to breathe while giving them access to the latest in technology and solutions, and it can be tailored to budget and business.  However, the organisation must ensure that they select a reputable provider who has systems in place to protect critical data and who don’t happen to hold the data of a competitor in their hands.
 
“You don’t want to run the risk of a competitor uncovering your critical data,” concludes Schroenn. “So, pick a service provider which doesn’t have anyone in the same game, that minimises risk to your business, is aware of its redundancies, has rigorous security and is well audited. You are putting your business in someone else’s hands so make sure it is someone you can trust.”
 
ENDS

MEDIA CONTACT: Idéle Prinsloo, 082 573 9219, [email protected], www.atthatpoint.co.za
 
ABOUT Accsys – People Management Solutions
Accsys is an award winning South African software company specialising in people management solutions. In business since 1981, Accsys is a proud member of the Innovation Division, Business Connexion group. Its solutions, which are being used in more than 2000 companies, are developed in South Africa with particular emphasis on South African workplace conditions to fulfill the purpose of providing strategic solutions for people who manage people.
 
For more information on Accsys please visit:
Website: http://accsys.co.za/
Twitter: @AccsysPeopleMan
LinkedIn: Accsys (Pty) Ltd
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