Executive talks about the impacts of the new obligation for companies
Despite eSocial being planned for 2015, companies still have many doubts regarding its implementation. Executives from the companies Apdata, Magazine Luiza, Ernst & Young and Caixa Econômica Federal shared their experiences with the new obligation during the forum promoted by the Personnel Administration Group of the São Paulo Association of Human Resources and People Management, on July 23, in Sao Paulo.
The objective of the forum was to deepen the information about eSocial that has already been announced, in addition to showing real cases of how large companies are working on the subject.
Paulo Oliveira, member of Apdata's eSocial Committee, in an interview with Portal ABES, detailed the changes that the obligation will bring to the processes, culture and policies of companies, as well as giving tips to facilitate implementation in companies.
How to explain to MSEs what eSocial is and how it will impact business management?
The eSocial project (Digital Bookkeeping System for Tax, Social Security and Labor Obligations) will cover all Brazilian companies, however, at different times. The last publication of the schedule made by the competent bodies, informed the need for companies to use a test environment for 6 months for a more assertive implementation. This environment will be made available 6 months after the publication of the ancillary obligation manuals for the 1st group of employers (companies with annual revenues in 2014 above R$ 3.6 million) For micro and small companies, the schedule is being adjusted with the participation of entities representing that segment.
eSocial is a federal government project that, in addition to unifying the collection and sending of labor, social security, tax, fiscal and FGTS information, related to the hiring and use of costly labor, with or without an employment relationship, storing it as in the eSocial National Environment, modifies processes and procedures, proposes automation and makes information timely.
For these reasons, MSEs need to be aware of the need to review all processes that will be impacted by eSocial in advance so that the transition of corporate culture is carried out gradually and efficiently. It will not only be the HR processes that the ancillary obligation will cover. Areas such as Occupational Medicine, Occupational Safety and Taxation will also be part of the process. In this sense, companies need to integrate the areas.
In some cases, the provision of services in these areas is carried out by outsourced companies, in this sense, MSEs need to be supported and aware that these companies are adhering to eSocial.
What are the main challenges companies face when implementing eSocial?
There are several: the review of processes impacted by the ancillary obligation, greater integration between the company's departments, the transition of culture, technological support, training of the work team, updating and registration qualification and, if the company maintains service providers, make sure these companies are prepared for eSocial.
What are the main immediate impacts on the daily lives of companies with the implementation of eSocial from a technological point of view?
If the company is supported by technology that adheres to eSocial, the impacts will be minimal. The biggest impact will be on the registration data to be updated and also that will have to be informed in the initial moments (admission).
How to define the characteristics of the software to be chosen?
Since the beginning of the eSocial project, Apdata has created two committees to discuss the subjects of the new accessory obligation. The first is made up of professionals from strategic areas of the company with the objective of composing a group dedicated to analyzing in advance the questions of the federal government project, discussing the impacts of the processes in the most diverse sectors of the Brazilian economy and bringing practical and adequate solutions for each one of our customers.
The second committee is made up of professionals from Apdata and professionals from large partner corporations from the most diverse sectors, sizes and supply segments. This has the objective of putting into practice the solutions found by the first committee and returning with the impacts that were found throughout the implementation, they are pilot companies that introduce the practices and guidelines set forth in their processes.
Many technical doubts are brought to our committee and they are resolved, for the most part, in a simple and objective way, since we follow the project from the beginning and also because Apdata participates in the eSocial development group in Brasília precisely to discuss weighting points. However, three concerns common to entrepreneurs call our attention: review of processes; consequently the transition of the company's culture; and be technologically supported.
Since technological support is one of the biggest concerns of Brazilian companies, choosing a market software that adheres to the new ancillary obligation will bring success in the organization's implementation of eSocial.
What is the step-by-step for the implantation to be successful?
Undoubtedly the area most affected by the eSocial project will be Human Resources, but it is not the only one, as mentioned above. In this way, it is very important that HR starts the project with the support of the areas, following the main steps for the excellence of the project by the organization, such as:
1st Step: knowledge of the eSocial manuals;
2nd Step: awareness of the project by the company through events and communication plan;
3rd Step: creation of a committee between the areas to discuss and define the progress of the project;
4th Step: integration between areas;
5th Step: evaluation of the database for adequacy to the cadastral;
6th Step: adequacy of the Registration Qualification;
7th Step: review and adequacy of the company's processes and policies;
8th Step: evaluation of the technology used.
What benefits will eSocial bring to the company in the future?
Guarantee the rights of Workers, simplify the fulfillment of obligations by Employers, reducing costs and informality, qualifying the information provided to the State, collective construction and shared management, autonomy in the treatment of information and use of information within the limits of attributions and competences and provision information only.
The objective of the forum was to deepen the information about eSocial that has already been announced, in addition to showing real cases of how large companies are working on the subject.
Paulo Oliveira, member of Apdata's eSocial Committee, in an interview with Portal ABES, detailed the changes that the obligation will bring to the processes, culture and policies of companies, as well as giving tips to facilitate implementation in companies.
How to explain to MSEs what eSocial is and how it will impact business management?
The eSocial project (Digital Bookkeeping System for Tax, Social Security and Labor Obligations) will cover all Brazilian companies, however, at different times. The last publication of the schedule made by the competent bodies, informed the need for companies to use a test environment for 6 months for a more assertive implementation. This environment will be made available 6 months after the publication of the ancillary obligation manuals for the 1st group of employers (companies with annual revenues in 2014 above R$ 3.6 million) For micro and small companies, the schedule is being adjusted with the participation of entities representing that segment.
eSocial is a federal government project that, in addition to unifying the collection and sending of labor, social security, tax, fiscal and FGTS information, related to the hiring and use of costly labor, with or without an employment relationship, storing it as in the eSocial National Environment, modifies processes and procedures, proposes automation and makes information timely.
For these reasons, MSEs need to be aware of the need to review all processes that will be impacted by eSocial in advance so that the transition of corporate culture is carried out gradually and efficiently. It will not only be the HR processes that the ancillary obligation will cover. Areas such as Occupational Medicine, Occupational Safety and Taxation will also be part of the process. In this sense, companies need to integrate the areas.
In some cases, the provision of services in these areas is carried out by outsourced companies, in this sense, MSEs need to be supported and aware that these companies are adhering to eSocial.
What are the main challenges companies face when implementing eSocial?
There are several: the review of processes impacted by the ancillary obligation, greater integration between the company's departments, the transition of culture, technological support, training of the work team, updating and registration qualification and, if the company maintains service providers, make sure these companies are prepared for eSocial.
What are the main immediate impacts on the daily lives of companies with the implementation of eSocial from a technological point of view?
If the company is supported by technology that adheres to eSocial, the impacts will be minimal. The biggest impact will be on the registration data to be updated and also that will have to be informed in the initial moments (admission).
How to define the characteristics of the software to be chosen?
Since the beginning of the eSocial project, Apdata has created two committees to discuss the subjects of the new accessory obligation. The first is made up of professionals from strategic areas of the company with the objective of composing a group dedicated to analyzing in advance the questions of the federal government project, discussing the impacts of the processes in the most diverse sectors of the Brazilian economy and bringing practical and adequate solutions for each one of our customers.
The second committee is made up of professionals from Apdata and professionals from large partner corporations from the most diverse sectors, sizes and supply segments. This has the objective of putting into practice the solutions found by the first committee and returning with the impacts that were found throughout the implementation, they are pilot companies that introduce the practices and guidelines set forth in their processes.
Many technical doubts are brought to our committee and they are resolved, for the most part, in a simple and objective way, since we follow the project from the beginning and also because Apdata participates in the eSocial development group in Brasília precisely to discuss weighting points. However, three concerns common to entrepreneurs call our attention: review of processes; consequently the transition of the company's culture; and be technologically supported.
Since technological support is one of the biggest concerns of Brazilian companies, choosing a market software that adheres to the new ancillary obligation will bring success in the organization's implementation of eSocial.
What is the step-by-step for the implantation to be successful?
Undoubtedly the area most affected by the eSocial project will be Human Resources, but it is not the only one, as mentioned above. In this way, it is very important that HR starts the project with the support of the areas, following the main steps for the excellence of the project by the organization, such as:
1st Step: knowledge of the eSocial manuals;
2nd Step: awareness of the project by the company through events and communication plan;
3rd Step: creation of a committee between the areas to discuss and define the progress of the project;
4th Step: integration between areas;
5th Step: evaluation of the database for adequacy to the cadastral;
6th Step: adequacy of the Registration Qualification;
7th Step: review and adequacy of the company's processes and policies;
8th Step: evaluation of the technology used.
What benefits will eSocial bring to the company in the future?
Guarantee the rights of Workers, simplify the fulfillment of obligations by Employers, reducing costs and informality, qualifying the information provided to the State, collective construction and shared management, autonomy in the treatment of information and use of information within the limits of attributions and competences and provision information only.
HOW TO CHOOSE THE SOFTWARE FOR IMPLEMENTING eSOCIAL
– The software must adhere to the eSocial technical manual;
– Make consistency when registering what is required by the eSocial manual;
– The software must be able to carry out Messaging, that is, the transmission of files to the national eSocial environment in a secure manner;
– It is important that the software has an audit tool, which reads the company's database and returns with a systemic action plan for the differences found from what is requested by the eSocial manual;
– It is important that the software provides a decentralization tool (Portal);
– Searching for software that is focused on People Management makes the company's strategy more competitive, with the management of Payroll, Legal Proceedings, Occupational Medicine, Occupational Safety and Invoices for the Provision of Outsourced Services (processes that are embraced by the eSocial).
Source: Apdata/ABES Portal
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