The introduction of a modern human-payroll system is a significant change in the life of an organization, considering especially that this is not just the replacement of an already well-known system or well-practiced manual methods and procedures with a new and unknown one, but it is very often associated with changes in the operational processes, and in some cases, with some slight changes in the organizational structure, as well.

The introduction of changes always results in smaller or greater resistance, and the main cause is the uncertainty and the fear of the new. Even during the first encounter with the software and in the various phases of the implementation, the service provider did his best to make the corporate staff feel that the selected software actually solves the lack of a non-modern human management system and the problems caused by it, which they experienced “on their own skin”. Therefore, the employees successfully identified themselves with the change because the new software resulted in satisfaction and was in harmony with their own interests and values.

For the successful closing of the project, both parties had to allocate the same amount of resources to carry out the project tasks. The maximum support and professionalism of the service provider was not enough, also we had to pay full attention to the project tasks. Practising the user knowledge gained in the training has given us enough routine to carry out the manual migration. The processing of the data at an appropriate level and quality served as a basis for the positive output of actual accounting.

It is easy to work with a good system. However, to ensure that a system really works well, we had to master the program logic, and we had to learn to use each system and module connections. The software requires different, thinking work logic; routine task solving is not enough.

After learning these requirements, the work is really much easier. However, in order to say that we have obtained the right routine in the application of the program logic, it is still necessary to gather experience in the coming months.

Following the successful introduction, one of the planned tasks for 2009 is to examine how important it is to connect the process of payroll data sending with the general ledger in an integrated matter.

The introduction of a modern human-payroll system is a significant change in the life of an organization, considering especially that this is not just the replacement of an already well-known system or well-practiced manual methods and procedures with a new and unknown one, but it is very often associated with changes in the operational processes, and in some cases, with some slight changes in the organizational structure, as well.

The introduction of changes always results in smaller or greater resistance, and the main cause is the uncertainty and the fear of the new. Even during the first encounter with the software and in the various phases of the implementation, the service provider did his best to make the corporate staff feel that the selected software actually solves the lack of a non-modern human management system and the problems caused by it, which they experienced “on their own skin”. Therefore, the employees successfully identified themselves with the change because the new software resulted in satisfaction and was in harmony with their own interests and values.

For the successful closing of the project, both parties had to allocate the same amount of resources to carry out the project tasks. The maximum support and professionalism of the service provider was not enough, also we had to pay full attention to the project tasks. Practising the user knowledge gained in the training has given us enough routine to carry out the manual migration. The processing of the data at an appropriate level and quality served as a basis for the positive output of actual accounting.

The L-SOFT’s consultants have provided suggestions for the solution of the agreed needs identified during the situation analysis, and the most suitable one was chosen from among the setting options, which maps the needs of our company best. For example, the accounting solutions for the following needs had to be set in the system:

• special accounting of the benefits for apprentices;
• accounting for leaves with average wages;
• employer’s accounting of the Personal Income Tax of 2008 with the help of the new program;
• preparation of the NYENYI (Individual Recording Sheet of Pension Insurance) for 2008 using the new program.

It is easy to work with a good system. However, to ensure that a system really works well, we had to master the program logic, and we had to learn to use each system and module connections. The software requires different, thinking work logic; routine task solving is not enough.

After learning these requirements, the work is really much easier. However, in order to say that we have obtained the right routine in the application of the program logic, it is still necessary to gather experience in the coming months. 

The automations in the program and the workflow support have reduced the time spent on the task.

During the preparatory processing of the payroll accounting, the various data loading options help the colleagues work faster and more accurately. With the new program, we can reduce the amount of manual data collection and processing, so there is less chance for making mistakes.

Following the successful introduction, one of the planned tasks for 2009 is to examine how important it is to connect the process of payroll data sending with the general ledger in an integrated matter.