While the fields of physics and business may have little in common, there is one concept that bridges both disciplines: inertia.
In business, inertia represents an organizational resistance to change. More specifically, the concept of inertia speaks to the tendency of senior leaders to maintain existing frameworks as a kind of barrier against forces beyond their control.
In today’s innovation-first business environment, most executives understand the danger of allowing inertia to stagnate their business model, corporate culture, or product/service line. Yet when it comes to their administrative functions, many global executives continually justify inertial thinking.
That’s especially true in global payroll, where many organizations maintain a poorly performing status quo for years on end. By accepting inertia in the payroll function, multinational companies incur far more negative repercussions than they realize. However, by looking deeper into the often hidden costs of fragmented global payroll systems, multinational organizations are able to assess the true price of their payroll function and analyze the impact of lost value—including time, money, and productivity—on their corporate bottom line.
This in-depth CloudPaper identifies the damaging consequences of maintaining an inert mentality toward global payroll and how a centralized approach can boost the value of your payroll function.
This report is comprised of three parts:
- The ‘Why’ Behind Payroll Inertia: Learn the common lines of reasoning behind an inertial approach to administration.
- The Current State of Payroll: Understand the challenges and hidden costs of the common status quo in global payroll.
- The Transformed Future State of Payroll: Find out how transforming global payroll reaps substantial long-term value.
You’ll discover how organizations can minimize risk, allocate resources more wisely, and realize long-term ROI, value, and stability by deploying a comprehensive global payroll solution.
To learn more, download the full report now: The Hidden Costs of Payroll Fragmentation.