NEXT GENERATION HUMAN CAPITAL MANAGEMENT

HCM Cloud Release Overview

Highlights from the latest release of Zellis HCM Cloud

What’s new in HCM 6.0

HCM Cloud, our flagship HCM solution, sees significant enhancements delivered with the HCM 6.0 release.

New functionality makes life easier for employees and managers alike, new connectors, and APIs. This allows data to flow from HCM Cloud to other business platforms and enables enhanced analytics, providing greater insights into business performance.

Core HR Software

Leave Management module

The Leave Management module has seen several new developments, making it easier to book, approve, and report on leave. A new Team View Calendar makes life easier for managers to understand the team leave entitlement to better plan their teamwork schedules

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Delegation of managing attendance

To ensure leave requests are processed promptly, managers can delegate responsibility for managing leave to another team member or another manager in their hierarchy.

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Enhanced reporting and Leave entitlement reports

A new Team View Calendar allows managers to drill down into several reporting levels in their hierarchy for absence and attendance management. The Team View Calendar also highlights leave entitlement for their team, how much leave has been taken, and what is outstanding.  

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Multi-post support

Organisations where employees have multiple posts can use the Team View Calendar to view the leave of their teams, line managers, and peers based on the post selected.

round the clock
Absence entitlement configuration

Employees and managers whose absence entitlement is currently configured in hours but work the same number of hours per day will see their absence entitlement converted from hours to days. This will help better understand their remaining leave entitlement.

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Time and Attendance module

An enhancement to the ResourceLink Time and Attendance module improves the configuration, refines the functionality, and enriches the overall user experience. These changes include:

  • Improvements to the usability of the system and changes to several clock maintenance screens
  • Tighter data integration with the Zellis Intelligence Platform allowing for better reporting
  • Introduction of outbound REST service keywords
  • New clocking codes to allow the amendment of existing clocking records through the T&A Adjustments module
  • Enhanced re-joiner process
  • A Time and Attendance timesheet data export: this information can be used by other partners. For example, the data on worked shifts can be used to provide employees early access to earned wages through our partner Wagestream.

Document management

  • Stored documents can be viewed in situ, eliminating the need to download them – prevents users holding local copies of documents which could be a security concern.

Organisation management enhancements

(Based on feedback received at the customer forum.

  • Managers can update the Post Establishment record in the Organisation module to create new posts, making recruit easier.

Connectors, APIs, and third-party connectivity

Leveraging the power of the Zellis Intelligence Platform, our connectors standardise and streamline data synchronisation between Zellis HCM Cloud and other best-of-breed solutions.

They deliver a lower cost of ownership through simpler implementation, a higher level of automation and ongoing operational savings. 

Enhancements have been made to the connector framework data mapping capability for all our connectors through HCM Cloud.

SAP SuccessFactors connector

New starters, leavers, and other colleague changes can be processed into HCM Cloud Payroll from SuccessFactors Employee Central without manual intervention. Reduced human interaction and greater performance leaves more time for payroll reconciliation. This improves accuracy, reducing overpayments and monetary leakage. 

Microsoft Power Platform connector

The Microsoft Power Platform connector enables developers to easily create workflows to standardise processes and gain efficiency improvements.

Changes to employee records, arrival of new starters, or colleagues leaving the organisation are flagged in the Zellis Intelligence Platform, which can be used to trigger pre-defined process flows. For example, when a new starter is identified, his triggers a workflow that passes the appropriate information to the IT team, reception desk, or facilities management.

Hundreds of actions are supported directly from the Zellis Intelligence Platform which can be used to create requests to other third party systems through standard connectors in the Microsoft Power Platform eco-system.

As part of HCM 6.0, to help provide a head start for customers developing their own flows, a library of example template flows has been created. These range from capturing MyView MyForms data to provisioning AAD accounts for new starters.

Talentsoft connector

The Talentsoft connector has been enhanced, allowing users to easily update vacancies. This makes life easier for customers using Talentsoft as their application tracking system as part of their recruitment activities.

API enhancements – Enabling access to external content

MyView now supports a dashboard widget, which can display content from a third party.

The first example of this feature allows employees to access their earned wages ahead of the payroll day. This is managed by an interest-free advance on salary via a partner and does not impact the customer payroll department. Zellis partners with Wagestream for earned wage access.  This is a great way for customers to support the financial wellbeing of their employees.

Enhanced analytics

The HRD Dashboard and DEI Dashboard in HCM Cloud have been reorganised to provide key information in an easy to access and understandable format.

The objective is to aid decision-making by illustrating patterns and changes in the workforce through interactive and clear data visualisations. These data-driven insights allow for timely, reliable actions in support of business objectives.

The updated HRD Dashboard features a new left-hand panel navigation pane, making it easier to view and reach the desired content. The content itself focuses on key insights across headcount, attrition, sickness, and compensation.

The DEI Dashboard provides a holistic view of the customers organisation with all the critical data points available to recognise the make-up of the workforce. Understanding the composition of the workforce enables customers to make decisions that could bring a level of diversity and inclusion critical to expanding the talent pool, driving performance, and increasing engagement.

HCM 5.2 – UK, Gibraltar, and Isle of Man Legislative Updates

Updates to RTI, P11D, P46(Car) and P60s, Directors National Insurance (NI), NMW, salary sacrifice and gender pay gap, and Isle of Man T14 & Gibraltar P7 annual update

Directors National Insurance

The 2022/23 tax year has seen unprecedented mid-year changes to National Insurance (NI), especially when it comes to Directors NI where, for the first time, we see a separation between the thresholds and contribution rates of directors and non-directors.

In July 2022 we had the pro-ration of the Primary Thresholds (PT) to £11,908, which led to a change to the ResourceLink National Insurance Parameters

In November 2022, there were new blended National Insurance Contribution (NIC) rates, which were 0.73% higher than for non-directors.

National Minimum Wage (NMW)

Enhancements to the calculations used for salaried workers.

Salaried: changes in contract hours:

In Zellis HCM Cloud 2.0, including ResourceLink 26, we introduced the calculation year functionality for salaried workers. Previously, if the employee’s contract was changed during the calculation year, their annual hours had to be manually adjusted for the calculation year to reflect the variation.

Now, this will automatically adjust following a payroll calculation run, saving time and eliminating potential transposition errors.

We’ve also introduced a new window, the Track NMW Contract Hour Changes Within a Calc Year window (MD305G36), allowing payroll team members to review the contract hour changes and annual working hours.

Salaried: excess hours calculation for pay reference periods for remainder of calculation year once basic hours exceeded:

Once the annualised hours threshold is met, it’s necessary to adjust the time treated as worked in the remaining pay reference periods to take account of the excess hours.

ResourceLink performs two calculations, one to adjust the time treated as worked in the immediate pay reference period when the basic hours are first exceeded, and a subsequent calculation which is repeated for the remaining pay reference periods in the calculation year.

New calculation type: unmeasured:

Unmeasured workers are defined as all workers that are not paid on salary basis, time basis or output work. It can also include those that receive commission payments. Unmeasured work may include work where there are no associated specified hours or times when the work must be undertaken or when the employer only needs the worker to work when needed or when work is available.

There are 3 calculations that can be used for such workers:

  • Daily average agreements
  • Actual hours worked
  • Contract hours*
    *this calculation is not the same as the calculation used for salaried.

It’s now possible to run NMW checks for such workers, ensuring they meet the minimum wage requirements.

NHS Pension Changes

We enhanced NHS Pension functionality to comply with the new legislation changes

NHS Pension changes from 1st October 2022.

  • New contribution rates and thresholds
  • Assessment of a tiered contribution rate for part-time employed members based on their actual annual rate of pay rather than the notional whole-time equivalent
  • Aggregating multiple part-time employments to set members’ contribution tiers (2024)

To comply with the new legislation, we made changes to CARE Scheme Emp Banding (HR78S114) and CARE Scheme Banding (HR78S106) tasks to look at the actual pensionable pay rather than the whole-time equivalent for part-time members using the employees’ Year End Details screen (HR62S1). For future proofing we added Post Aggregation, which will be applicable from 2024.

HCM 5.1 – ROI, Jersey, and Guernsey Legislative Updates

Updates to Smart PAYE, ASC60, RoI Benefit in Kind, and Leave Management updates

Benefits in Kind

We’ve enhanced the Republic of Ireland (ROI) Benefit in Kind (BIK) module in ResourceLink to cater for the change to company vehicle BIK rules from 1 January 2023.

From 2023, there is a new method to calculate the cash equivalent of the use of a car. These rules apply to all cars, including electric vehicles. The BIK cash equivalent on the use of an employer-provided car will be determined based on both the business mileage undertaken and the vehicle’s CO2 emissions.

We’ve introduced a new BiK Emissions Categories window to view the emissions categories for electric vehicles. In the Budget 2022, the Department of Finance announced the phasing out of the 0% BIK on electric vehicles over the next four years.

For an electric vehicle made available for an employee’s private use during the years 2023-2025, the cash equivalent will be calculated based on the actual original market value of the vehicle reduced by:

  • €35,000 in respect of vehicles made available in the 2023 year of assessment
  • €20,000 in respect of vehicles made available in the 2024 year of assessment
  • €10,000 in respect of vehicles made available in the 2025 year of assessment

Ready to learn more?

Zellis HCM Cloud is a solution that helps you digitally transform your pay, HR, and benefits processes, create magical employee experiences and, most importantly, make your people feel appreciated for the work they do. 

We’re ready when you are. 

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