Payroll management entails the accurate processing of employees’ time and attendance and ensuring that all transactions in the paychecks are correct and perfectly updated. Payroll management, unlike traditionally envisioned, is not a mere transactional process that is relegated to the back office. Professionals in the field must consider the human side of payroll to avoid undue mistakes.

In understanding the human side of payroll, it is important to note that payroll professionals are responsible for serving people. In an organizational setting, people serve as the most significant part of that organization. Wilson states that organizations should invest in people since they are their greatest asset. Employees consider the payroll department as the sector responsible for their salaries. Consequently, they always air their concerns towards this department and always expect answers from the professionals in the department. In most cases, employees are negatively affected by imminent problems in their pay. As such, organizations must always seek to alleviate such problems.

Most people consider their pay as a reflection of their worth. In this light, people expect their pay to be in line with their worth to a company. In essence, Sanja Licina, an expert from Globant, indicates that people expect to be paid as per their worth and experience. As such, it is common to find people getting affected by any issues that might affect their pay. Considering that the employees use the salaries for their important issues, it is important to ensure an appropriate response to employees’ concerns regarding payments by responding appropriately to them.

When considering the human side of payroll, it is necessary to consider the employees’ feelings and urgencies when handling their concerns. For instance, given a scenario where an employee receives a partial payment, a payroll professional must handle the issue with decorum. In such a scenario, when a manager escalates such a problem to the payroll department, it would appear uncouth if the professional handling the matter responds in a cold manner . To avoid hurting employees and making them have negative feelings about the payroll department, the professionals need to communicate candidly and in a way that will appear positive. Although such treatment may originate from the specific person handling the issue, the transactional nature of payroll could contribute to such behavior.

Having some positive human aspects in payroll issues could eliminate negativities that arise when there are misunderstandings. In this light, Licina vouches for the application of procedural justice. Procedural justice entails explaining a decision to a person, consequently ensuring that the person understands the reason for the decision and perceives such a reason as fair. Thus, there is a high likelihood that an employee would accept the outcomes of such a decision. Additionally, Licina insists on having a dialogue when articulating an issue rather than just making a statement without any explanation. In such a manner, people will tend to have a better discussion that would also lead to amicable solutions to any pending issues.

In the case of the employee with an underpayment towards the end of the year, it would have been better for the professional to indicate that the department was busy processing its annual transactions. Further, such an employee could add that department would look into the matter within the coming twenty-four hours. Such a dialogue would have espoused the department as empathetic and flexible towards the employees’ concerns while ensuring that the professional guarded their responsibilities. The payroll department eliminates any negative issues that would arise when there is perceived miscommunication by invoking such measures.

Digital transformation can enhance payroll by focusing on employee well being as opposed to its transactional nature. Digital transformation combines important employee data such as payroll, attendance, and time to allow the organization to handle large amounts of data and, consequently, pay their employees well and promptly. A good example of a digital payroll services provider is Payrollplus: the platform offers a comprehensive set of payroll and human resource services, including direct deposits, time tracking, attendance tracking, online processing, and tax filing. In essence, such a company ensures that all the payroll processes are automated and run professionally and efficiently. With the application of intelligent technologies, payroll time is improved and made more efficient. Improvement of technology helps circumvent the traditional cycles and enable employees to receive their pay in real-time.

Moreover, the payroll problem can be addressed by reviewing the requisite policies such as taxation and benefit policies. In this regard, the payroll department can make the policies flexible while ensuring that the transactional payroll processes are not affected. Importantly, digital platforms should not replace humans but should instead be used in partnership with human assistance. In essence, while digital transformation ensures that payroll is as efficient as possible, it is vital to ensure that the systems maintain the important human factors such as dialogue and other communication.