Status Quo
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Firmen einer spezifischen Branche sind je nach Mitarbeitergruppen einem (oder mehreren) Gesamtarbeitsvertrag unterstellt.
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Mit einer Standardsoftware sind die GAV-Anforderungen teilweise konfigurierbar. Manuelle Eingriffe sind notwendig.
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Anpassungen im Prozess sind mit grossem Aufwand verbunden und werden daher nicht angefasst.
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Relevante Daten kommen oft verzögert zur Verarbeitung oder stellen sich im Nachhinein als falsch raus.
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Bei Updates verzerrt es die bisherigen Konfigurationen. Unerwartete Bugs treten auf.
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Thousand and one Payroll Solutions
with the Ason API
Use Cases Swiss Payroll
Using the generic Ason API with the regulations (business logic, which is independent of the API), an almost infinite number of business applications are possible. Some examples are listed below.
Customized Business Solution
Status Quo
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Companies with a specialized business model often have individual specifications in payroll processing.
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Various features and forms are in use. Manual manual interventions are required.
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Standard software cannot meet the requirements of an individual solution, or the implementation of the specifications is very expensive.
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There are many different forms and workflows to map the payroll process. Which leads to an excess of features and bureaucracy.
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Relevant data often arrives delayed for processing or turns out to be incorrect afterwards.
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After updates, configurations of various features often no longer interact with each other.
Solution
All special cases can be represented 1:1. Retroactive accounting with updated data is always automated.
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All from one tool; any forms, reporting and tasks (registration, permits, etc.) are possible in an electronic format (also as Employee Self Service).
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Individual software components with all legal bases (incl. updates) such as lecturer solution are obtained ready-to-use from ecosystem.
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Possibility to integrate as an in-house solution into the existing platform (embedded service).
Opportunities
Customized payroll solution where maintenance is minimized to obtaining current versions.
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Massive increase in efficiency in administration and maintenance
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Faster reaction to spontaneous changes in payroll events
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Current data is available to all stakeholders (according to user authorization).
Example
An educational institute temporarily employs several guest lecturers from different countries. Instead of struggling through paperwork, the institute implements the rules for hiring and accounting lecturers in a regulation (together with Ason). In the event of rule changes, the institute obtains the current regulation version from Ason and runs it. The institute integrates Ason's API services into the existing in-house application.
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Branch Solution with Collective Labor Agreement
Status Quo
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Companies in a specific industry are subject to one (or more) collective labor agreement depending on the employee groups.
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With standard software, the CLA requirements are partially configurable. Manual interventions are necessary.
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Adjustments in the process are related to high effort and are therefore not touched.
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Relevant data is often delayed in processing or turns out to be incorrect afterwards.
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Updates distort the previous configurations. Unexpected bugs appear.
Solution
Purchase of ready-made components (such as CLA Hospitality Industry).
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Unlimited number of real-time evaluations (right data always in the right place).
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Individual solution such as deployment of multiple CLAs, location-based solutions with user-based authorization (employee, HR business partner, manager, finance, etc.).
Opportunities
Customized payroll solution,where maintenance is minimized to the purchase of current versions.
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Massive increase in efficiency in administration
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Faster reaction to spontaneous changes in payroll events
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Up-to-date data is available to all stakeholders.
Example
A hospitality company employs staff at several locations. Most are employed on an hourly basis. Instead of continuing to struggle with a static payroll solution in a dynamic environment, the hospitality company obtains the audited regulations (Swissdec, CLA Hospitality Industry) from Ason. The company regulators are created once by Ason. In case of changes, the hospitality company obtains the current regulatory version from Ason for an update. At the same time, the hospitality company also obtains the front end from Ason (as a white labeling solution). For the stakeholders, corresponding permissions and authorization are stored.
Accounting Platform without Payroll Module
Status Quo
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An accounting platform needs to establish itself further in the market.
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The need of the customers is a minimum solution with financial accounting and a certified payroll module.
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Common payroll software is difficult to integrate or is not state of the art.
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Designing and developing a payroll solution from scratch has high barriers (missing "payroll gene", resources, focus) - in addition, maintenance and support are complex and service-intensive.
Solution
Purchasing instead of developing yourself: integrate ready-to-use software components (such as Swissdec 5.0) as an embedded service
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Integration of payroll logic according to customer requirements (national, branch, company etc.)
Opportunities
Increase in customer attractiveness: integration of the payroll module with its digital assistant enables to complete payroll in self-serfice by customers
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Growth by opening up new customer fields (e.g. branch solution or accounting for private cleaning staff)
Example
The accounting platform meets the customer need for a payroll module by integrating logic and templates such as entry form via Ason Payroll API. The integration did not affect the existing business.
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Using the ditital wizard, SMEs run payroll independently.
The financial accounting voucher (chart of accounts for SMEs) is automatically imported. The existing user and task management as well as DMS were also used for the payroll module.
Payroll Provider with its own (End of Life) Software
Status Quo
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The payroll software is well established and in use by customers (predatory competition).
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The legacy software has grown organically over the years.
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Certifications are a major effort again and again.
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Requirements placed on the software by customers are constantly growing.
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The internal technicians are busy with maintenance work. There is no time for real innovation in the product. Offering a cloud solution is a long way to go or even unrealistic.
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The coordination of requirements engineering between development (technology) and payroll (business) demands a lot of time - as well as testing.
Solution
Obtain/update tested and customized software components such as Swissdec 5.0.from ecosystem.
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Integrate as your own solution into your existing platform (embedded service).
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Benefit from the flexibility of the event-driven case management.
Opportunities
Radical reduction of development and operating costs without losing flexibility in product design.
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Possibility to launch payroll service from the cloud.
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Massive increase in processing volume (number of payslips per payroller).
Example
A Swiss payroll software has difficulties to meet the requirements of the Swissdec certification. As a solution, the software vendor obtains components such as Swissdec from Ason's ecosystem and integrates them into the existing software. The software vendor continues to certify their existing frontend while Ason's payroll engine runs in the background.
