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CRS HR & Payroll Solutions is a provider of services and solutions to the Human Resources and Payroll markets in Africa in general and South Africa in particular.   Established in 1985, the company has served as the premier provider.
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The gender pay gap – inequality continues to impact human resources

Jun 14th, 2019

Human resource and human capital management experts agree – the fact that women are generally paid less than men in the workplace has a detrimental effect on society. 

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Why Outsource your HR?

Jun 13th, 2019

Outsourcing the HR function provides any-sized business with a dependable resource that can be used to effectively manage HR with less cost, less risk and less pressure on resources, if you have the right partner on board.

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Access to a tax advisory service during tax season adds substantial value

Jun 12th, 2019

Around this time of the year, tax season, businesses have to ensure compliance with SARS legislation governing the submission of returns.

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News on Kenya’s National Housing Development Fund

Jun 11th, 2019

The latest news about Kenya’s National Housing Development Fund (NHDF) is that its implementation has been delayed.

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Be wary of recorded conversations

Jun 10th, 2019

Contrary to popular belief, companies may be within their rights to secretly record conversations with employees and use that information against them in a court of law.

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The impact of compliance on cloud and the payroll

Jun 4th, 2019

At a time when so much attention is placed on the General Data Protection Regulation (GDPR) of the European Union and the Protection of Personal Information Act (Popia) in South Africa, companies must consider a plethora of permutations when it comes to the hosting of their data.

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Selecting a cloud approach for your payroll

May 29th, 2019

With public, private, hybrid, and even hyper-scale cloud solutions available to decision-makers, it is easy to become confused by all the technical differences. Ian McAlister, General Manager of HR (human resources) and payroll specialists CRS Technologies South Africa, discusses the options relevant to HR and payroll departments.

“It is important to note the differences between these offerings to make sense of their ability to provide a compelling business case for the sensitive data driving HR and payroll departments irrespective of company size or industry sector.”

Microsoft defines the public cloud as computing services offered by third-party providers over the public internet. These are then made available to anyone who wants to use or purchase them. They may be free or sold on-demand, allowing customers to pay only per usage for the CPU cycles, storage, or bandwidth consumed.

“For HR and payroll departments this is the most problematic format of the cloud. Because the services are offered over the public internet, the sensitive nature of data stored in these critically important business divisions makes for a high degree of risk for compromise.”

The financial and reputational damage if this data is lost, compromised, or becomes unavailable due to the cloud provider going down are too significant. While going this route is tempting from a speed perspective, the long-term risks far outweigh any immediate gains.

“The antithesis to this is the private cloud. This particular model of cloud computing involves a secure cloud-based environment in which only a specific client can operate. In other words, it still provides the computing power and other benefits of a public cloud, but the resources are only accessible by a single organisation.”

This, McAlister believes, is the ideal approach for HR and payroll departments.

“Only one company can configure and manage the cloud environment which also means it can be completely customised to the specific requirements of the organisation. This is an inherently more secure solution while still providing the business benefits of going the cloud route.”

As the name suggests, the hybrid cloud provides a combination of both the public and private models. Without going into the technical details, a company receives the flexibility and computing power of the public cloud for non-sensitive tasks, but can keep business-critical applications and data on-premise.

“Many local organisations who are using productivity suites like Office 365 while still focusing on on-premise applications are essentially hybrid cloud adapters. I anticipate that with the recent launch of two Azure data centres in South Africa, an increasing number of organisations will consider going this route.”

Finally, the hyper-scale cloud is a distributed architecture designed to accommodate an increasing demand for internet-facing and back-end computing resources. This is the kind of cloud computing run through the likes of Facebook, Google, and Amazon.

“While this might be of a bigger scale than is required for HR and payroll departments, it is good to be aware of the potential it brings to the cloud market in its entirety. Hyper-scale computing provides important insights into the trends shaping the cloud. From a practical standpoint, however, most organisations will either go the private or hybrid route.”

McAlister says that from an HR and payroll perspective, the public cloud is simply not a valid solution for organisations looking to migrate. The security and availability aspects alone should be enough to see the move to either private or hybrid options.

To read more about this topic, click here to download our free White Paper ‘Enhancing Payroll with the Cloud’.

Dynamics 365 for Talent given payroll boost

May 24th, 2019

HR and payroll specialists CRS Technologies and Microsoft partners DAC Systems have integrated employee master data and leave balances into the Microsoft Dynamics 365 for Talent solution, a first of its kind in the market.

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Consider the security implications for payroll when adopting cloud solutions

May 23rd, 2019

The recent launch of two multinational data centres in South Africa has placed renewed focus on the benefits that the cloud can provide businesses.

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The evolution of employee leave – from paternity to pawternity

May 6th, 2019

Legislation regulating employee leave continues to adapt to socio-economic developments and has a direct impact on this HR function.

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