Choose the system after you have written down your processes and needs, not after a vendor's demo. The key criteria are payroll that follows your country's laws, an Arabic interface, integration with attendance devices and accounting, easy export of your data, the full cost of subscription and implementation, and local support.
Step by step
- 1
Write your needs first
Your current processes, the number of employees, branches and countries, and what must work in the system from day one and what can wait.
- 2
Check local compliance
Social insurance and salary tax calculations in Egypt, wage protection and social insurance files in the Gulf states, and how they are updated when laws change.
- 3
Test with your real cases
Ask for a trial on real data: an employee with variable pay, one who joined mid-month, a sick leave and a lateness deduction.
- 4
Review integration and data
Links to fingerprint devices and the accounting system, the ability to export all your data, where it is stored, and access rights.
- 5
Calculate the full cost
The subscription per employee, implementation, data migration and training fees, and the cost of changes and support after go-live.
- 6
Plan the implementation
Clean the data before migrating it, and run the old and new systems side by side for at least one payroll cycle before switching over.
Choosing a system from a long feature list without testing your company's real cases reveals the gaps after signing, when changing is expensive.
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