Complete Details On Payroll, Salary & Compensation

Hello,

I am sharing Complete Details on Payroll, Salary & Compensation that I have collected through various sources

This result is efforts of many people who have used their expertise, time & hard work to explain the concept of compensation as simple as possible

Thank You

Octavious

For various links to my posts, kindly visit the links provide herein below



https://www.citehr.com/99968-major-hr-links.html






Human Resource is the most vital resource for any organization. It is responsible for each and every decision taken, each and every work done and each and every result. Employees should be managed properly and motivated by providing best remuneration and compensation as per the industry standards. The lucrative compensation will also serve the need for attracting and retaining the best employees.

Compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness.




Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows:





Compensation provided to employees can direct in the form of monetary benefits and/or indirect in the form of non-monetary benefits known as perks, time off, etc. Compensation does not include only salary but it is the sum total of all rewards and allowances provided to the employees in return for their services. If the compensation offered is effectively managed, it contributes to high organizational productivity.


Direct compensation refers to monetary benefits offered and provided to employees in return of the services they provide to the organization. The monetary benefits include basic salary, house rent allowance, conveyance, leave travel allowance, medical reimbursements, special allowances, bonus, Pf/Gratuity, etc. They are given at a regular interval at a definite time.

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Indirect compensation refers to non-monetary benefits offered and provided to employees in lieu of the services provided by them to the organization. They include Leave Policy, Overtime Policy, Car policy, Hospitalization, Insurance, Leave travel Assistance Limits, Retirement Benefits, Holiday Homes.

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• A good compensation package is important to motivate the employees to increase the organizational productivity.
  
• Unless compensation is provided no one will come and work for the organization. Thus, compensation helps in running an organization effectively and accomplishing its goals.
  
• Salary is just a part of the compensation system, the employees have other psychological and self-actualization needs to fulfill. Thus, compensation serves the purpose.
  
• The most competitive compensation will help the organization to attract and sustain the best talent. The compensation package should be as per industry standards.
  

Strategic compensation is determining and providing the compensation packages to the employees that are aligned with the business goals and objectives. In today’s competitive scenario organizations have to take special measures regarding compensation of the employees so that the organizations retain the valuable employees. The compensation systems have changed from traditional ones to strategic compensation systems.


Today’s compensation systems have come from a long way. With the changing organizational structures workers’ need and compensation systems have also been changing. From the bureaucratic organizations to the participative organizations, employees have started asking for their rights and appropriate compensations. The higher education standards and higher skills required for the jobs have made the organizations provide competitive compensations to their employees.

Compensation strategy is derived from the business strategy. The business goals and objectives are aligned with the HR strategies. Then the compensation committee or the concerned authority formulates the compensation strategy. It depends on both internal and external factors as well as the life cycle of an organization.

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Evolution of Strategic Compensation




In the traditional organizational structures, employees were expected to work hard and obey the bosses’ orders. In return they were provided with job security, salary increments and promotions annually. The salary was determined on the basis of the job work and the years of experience the employee is holding. Some of the organizations provided for retirement benefits such as, pension plans, for the employees. It was assumed that humans work for money, there was no space for other psychological and social needs of workers.




With the behavioral science theories and evolution of labour and trade unions, employees started asking for their rights. Maslow brought in the need hierarchy for the rights of the employees. He stated that employees do not work only for money but there are other needs too which they want to satisfy from there job, i.e. social needs, psychological needs, safety needs, self-actualization, etc. Now the employees were being treated as human resource.

Their performance was being measured and appraised based on the organizational and individual performance. Competition among employees existed. Employees were expected to work hard to have the job security. The compensation system was designed on the basis of job work and related proficiency of the employee.




Today the compensation systems are designed aligned to the business goals and strategies. The employees are expected to work and take their own decisions. Authority is being delegated. Employees feel secured and valued in the organization. Organizations offer monetary and non-monetary benefits to attract and retain the best talents in the competitive environment. Some of the benefits are special allowances like mobile, company’s vehicle; House rent allowances; statutory leaves, etc.


Calculation of gross salaries and deductible amounts is a tedious task which involves risk. Some of the organizations use the traditional manual method of payroll processing and some go for the advanced payroll processing software. An organization opts for any of the following payroll processing methods available


Manual payroll system is the traditional payroll system which involves pen and ink, adding machine, spreadsheet, etc instead of computers, software and other computerized aids. The process was very popular when there were no computerized means for payroll processing.

Now-a-days it is only few small scale organizations in the remote areas that use the manual payroll. Sometimes the construction industry and manufacturing industry also use the manual payroll systems for the contractual labour, as theses contracts are on daily/weekly basis.

There is full control in the hands of owner. But the process is tedious, time consuming and risky as it is more prone to errors.

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Accountant is a professional having a degree/diploma course in finance/accountancy. He/she is responsible for all the activities related to payroll accounting. He/she has the sound knowledge of accounting principles and globally accepted standards.

The process adds costs to the organization. It involves paying someone who is responsible for calculating the salaries of others. The financial control regarding salary goes in the hand of accountant.


In today’s computerized environment, payroll system has also developed itself into automated software that performs every action needed by the payroll process. It helps in calculating the payable amounts and deductions very easily. It also helps in generating the pay slips in lesser time. Automated calculations result in no errors. Data is validated automatically by the software.

It needs professionals to make use of the software for its efficient working.


Payroll outsourcing involves a third party (an outsourcing company) in the calculations of salaries and deductions. The outsourcing organization is responsible for all the activities of the payroll accounting. It saves time and cost for the organization. If there is more number of employees (say more than 900-1000) in the organization, payroll outsourcing would be very much beneficial.

The data is provided to the consultants/outsourcing firms. The various payroll functions undertaken by the outsourcing organizations are as follows:

<ul>Analysis of Payroll records, payroll taxes

Medical claim processing

Employee Insurance & Provident fund processing

Very useful information, please continue the good work.

Hi, anyone having the IR case studies relating to strikes and lockouts?

Hi,

Thanks a lot, Octavius. I have seen you with great knowledge and would like to know more about you.

Let me know your background, the way you have improved yourself...

Regards,
Buddy.

Very good posting and thanks for the same. We all have gained much more information on payroll than required. Thanks for sharing such a good posting.

Regards,
Kavitha

Thank you, Dear,

This information is very helpful. But can you also tell me about the cost of living analysis in Delhi as we want to start the City Compensatory Allowance in our company.

Regards,
Ruchika

Hi Octavious,

This is something fabulous - the value of this work is known in depth to a person working in Payroll. Thank you very much for the detailed concept of Compensation.

Thanks and Best Wishes,
Navroz Panjwani

Hi! Your posts are really very helpful. I'm learning lots of things from you. Thank you once again.

Regards,
Gargi

Dear Octavious,

Thank you for posting such a nice and elaborate information on payroll and salary. Where do you work? Let's know more about you as we all need such a guide.

Regards,
Manish

Hi,

Thanks for being so generous in sharing your knowledge with us. This material will definitely come in handy for freshers and junior executives who are aiming to build a career in the area of Compensation.

Thanks a ton!

Sambodh

Hello Octavious,

I am sharing complete details on payroll, salary, and compensation that I have collected through various sources. This result is the efforts of many people who have used their expertise, time, and hard work to explain the concept of compensation as simply as possible. Thank you, Octavious.

Hi Dinesh,

My name is Dinesh Yadav. I am working in administration as an administrative officer, and I am very keen to transition into HR as it is my field of interest to learn the techniques and legalities involved. Currently, I am planning to pursue my BA in HR, but I was unable to secure admission this time in several colleges like MET and Welings due to a low score. Therefore, I am considering doing it through ICFAI. Can you please guide me on what exactly I should do to begin now and explore any other possibilities for achieving this goal?

Regards,
Dinesh 😉

Hello Octavious,

I am trying to download the "compensation" files, but when I open them, I get an error. Could you mail me these files (without zipping them) directly to my email ID: sambodhkaul@hotmail.com? Sorry for the trouble, but I am having difficulty opening zipped files on my PC. Please mail me these files; I really need them. Thanks for your help and sorry for bothering you so much.

Have A Nice Day!!!!

Sambodh

Dear Octavious,

I seem to be the only person who cannot thank you since I cannot open any of the above documents. Would it be possible to email me the same at ishikapoor@gmail.com or send me the password for the documents as some are asking for it?

Regards

I am doing my MBA-HR project on compensation and benefits survey in the general insurance industry. We need some questionnaires to conduct this survey, so please help me.

I am pursuing my MBA-HR. My project is on compensation and benefits survey in general insurance industries. I need some questionnaires to conduct this survey, so please help me.

Thanks a lot. Really appreciate the way you share your knowledge. It only goes to show that sharing knowledge is increasing knowledge. Thanks a lot.

Julie

Hi all,

I require a small clarification: what should be the salary structure for a take-home salary of 7500/- Rs? Please help me out in this matter. How should I consider the ESI (1.75%) in my components?

My components:
Basic 3000 HRA 1800 Conveyance 1500 Others 1200
--_________
Net Home 7500
PT 80 PF ESI

What should be the ESI and PF calculation for the above package? Please help me out in this regard. Waiting for a reply.

Hi,

Thank you very much for sharing valuable information. Can you please let me know your contact (email/number)?

Looking forward to hearing from you at the earliest.

Regards, Munirathnam

Email id: infotomuni@lycos.com

Dear Octavious,

Very good collection. It is a must-have for all HR professionals.

Regards,

PBS KUMAR

Hello Everybody,

Can anyone please email me the 3 files (unzipped) directly at my email ID: sambodhkaul@hotmail.com

The names of the files are:

1. SALARY EXCEL
2. SALARY PDF-PPT
3. SALARY WORD

Please, please email me the unzipped forms of these files because my PC is not allowing me to access zipped files. Thanks in advance.

Regards,
Sambodh

Hi,

Very useful piece of information. Thanks a lot for sharing it with us. I hope you can guide junior members in other areas too in the same manner. Looking forward to some other useful information.

Hey, that's cool.

Some of these seem to belong to [Businessballs](http://www.businessballs.com) - free business training, free learning resources, ideas, and materials for ethical personal development, self-improvement, and organizational development. Do check them.

Regards,
Sundeep

Dear Sir,

I have a query. I have seen the LTA rules in your file. Are these rules applicable to private organizations? Or are these only for government employees? Kindly reply.

Regards,
Deepa

Hello Everybody,

Can anyone please email me the 3 files (unzipped) directly to my email ID: sambodhkaul@hotmail.com

The names of the files are:
1. SALARY EXCEL
2. SALARY PDF-PPT
3. SALARY WORD

Please email me the unzipped forms of these files as my PC is not allowing me to access zipped files. Thanks in advance.

Regards,
Sambodh

Hi,

I am a management trainee (HR) in a pharmaceutical company. They have asked me to prepare a project on the compensation package, i.e., explaining each component of the compensation package. Could anyone please help me?

Awaiting feedback.

Thanks

Many thanks for the useful information with details. In some companies, the CTC is calculated as per EPF, ESI, and BONUS, where the Employer's contribution is included in the CTC PACKAGE. Kindly provide a calculation sheet with the above option. This will be helpful for all companies based on their preferences.

Basudeva Choudhury, Delhi

Mobile No. 9718390567

I want some case studies on PF calculation. Can anyone help me regarding this?

Regards,
Ashi 🤔🤔

Hi, I have not been able to view the attachments. If possible, could you please forward them to my email id [Login to view].

Also, I wanted to know what the criteria are for a firm to apply for a PF account. Is there any specified number of employees required?

Dear Octavious

Thanks for such a useful and informative material bt apart from this i would like to know that wht is difference between payroll and compensation.

Regards
Reshma

Dear Sir,

Thank you a zillion for this valuable post. Next, I would like to get some suggestions from your good self as to what particular area I can focus on for my summer training project.

I have just started my summer internship in a scheduled bank and would like to work on compensation management. I want to bring something substantial to the table at the end of my project.

I am sincerely waiting for your reply.

Regards,

Syed Amir
syedamir29@gmail.com

Dear Octavious,

This and various other posts of yours have benefited all of us CiteHR users. Kindly share some information about yourself with us, such as who you are and what you do. How did you acquire such a vast knowledge base of HR? It is amazing. I have greatly benefited from your contributions.

Thank you.

Dear Syed,

You have already chosen the path that you wish to pursue in your career. I would suggest that if you aim to make a remarkable impact in the field you have chosen, why not consider developing something in line with the 401K plan?

Instead of solely focusing on compensation and benefits, try to look at the bigger picture. I mean, consider incorporating more strategic financial management into compensation and benefits.

Thank you,
Octavious

Dear Sir,

I am pleased to receive a reply from you. Next, could you please explain the topic further and suggest what strategic applications I can implement? Additionally, you mentioned the 401K plan. Could you elaborate on what it entails as I have never come across it before?

Thank you in anticipation.

Regards,
Syed Amir

Hi Octavious,

It is great stuff. I am AJITHAA HASAN, an MBA HR fresher. Thank you for helping me understand what happens in the payroll department. I have a few queries: How do organizations determine the salary (both monetary and non-monetary benefits) for different levels? How do they segregate HRA, DA, medical claims, and non-monetary benefits? How do the percentages of HRA, DA, etc., vary for each position? Do organizations need to adhere to a standard format? Please clarify my doubts, senior.

Thanks,
AJITHAA HASAN

Hi,
Thanks for the information. I need to know more about compensation. Actually, what factors do we need to consider while drafting CTC? How can we make it more cost-effective and easy to understand?

sir
its really wonderfull. thank you somuch sir.
-haritha

Hi,

Very Good Work. Keep it up.

Kakathkar

Sir,

iam not able to download your files properly. So please send those files to my mailling id [Login to view]. please sir really iam in need of your help this time. and its really urgent for me.
thanking you,
-haritha jyothi

Thank you very much for the tremendous effort and the gracious act of sharing this; it has humbled me.

Hi Octvious,

Thank you for the information; it's very useful for me as I don't know anything about payroll. Please keep posting on the same.

Regards,
Zooni

Dear Sir,

I would like to get to know you better and would prefer to be your student so that I can learn and empower myself with more knowledge. This will enable me to help not only my company but also other HR professionals who may come in the future. My email ID is tinaignu@rediffmail.com.

Thank you.

Hi Octavious,

Thank you so much for the valuable information that you have shared with everyone. However, would you be able to provide me with information on payroll procedures and Excel sheets that have to be prepared by a third party handling payroll for their clients?

Regards,
Vijay

Hi,
Thanks for sharing the important information regarding the payroll. your help is highly appreciable.& also thanks to cite Hr for their contributions.

Shripati

Dear Octavious,

It's great stuff. You have covered everything related to SALARY. Please look into the Tax calculation provided; it seems they are the previous year's tax rates. Please do notice and make changes.

Thanks,
Santhosh

Would somebody be able to provide a salary survey for the IT and non-IT company according to years of experience and designation.

Best Regards,

Manish

its really a good one. its very much useful.

regards,
simran

Hi,

I appreciate the very good posting and thank you for sharing it. We have all gained much more information on payroll than we required. Thanks for sharing such a good posting. If you have any other formulas or information like that, please email me at ssmukrram@gmail.com.

Dear sir,

I'm new to site HR. I'd like to thank you for sharing your knowledge. Your quote is really meaningful, and you're doing great work.

Regards, Edward

Dear Octavious,

It is really marvelous post. It carries complete information relating to HR. Thanks for sharing this useful post.

Regards,

Asha Manjunath :icon1:

Dear Octavious,

I became a member yesterday and have already gained a lot as I am hooked on the information you have been providing in such a selfless manner. It's inspiring to know that there are people who believe in sharing without expecting anything in return, which shows that you are a very secure person. God bless you.

Sandeep J

Dear Octavious
Really thnx and post is helpful and informative.
thnx
tarun

Hay,

Any one send this files to my email id ; [Login to view]. bcoz its not downloading my system.....

Regards,

Suresh Kumar M

Dear Sir,

Is it possible to reduce the salary of an employee due to some reason? Please suggest.

Ashok

Dear Sir,

You are the best guide. Thanks a lot for all the information shared by you. It's excellent, sir.

Regards,
Hemachandra
HR-Recruitment
Leadership Hiring
09945944903

Hi Prerna,

I am Prerna and I am a new member. I am a second-year MBA student. I wanted some help to decide on the topics for my dissertation. I would request you to give your suggestions.

Thanks and regards,
Prerna

Hi Octavious,

That was very useful...... Thank u very much:)

Keep it up.

Please send me a new file of salary excel as I could not open the one u
had attached in ur post.

Regards,
Madhura

Thank you very much, to say the least. Yes, the thought which you expressed at the end, you have fulfilled. I hope to follow your example. Anyways, thanks a ton for this great effort. Jesus Loves You.

Hi,

You've done a great job for all who are interested in learning about payrolls and for those who have doubts about it. It is very helpful. Thank you very much.

Hi Anil,

Thank you for your inquiry. I would be happy to assist you with the breakdown of the percentage for Basic, HRA, and special allowance in your salary.

Typically, the percentage allocation for these components varies by company and is subject to the organization's policies. However, a common breakdown could be around 50-60% for Basic, 30-40% for HRA, and 10-20% for special allowance.

If you require further details or have any specific questions, please feel free to ask.

Best regards,

[Your Name]

Thank you very much for providing such exhaustive and helpful material. Keep up the good work.

Shilpy

Dear sir,

It's really very good. Thank you very much for sharing such valuable information with us. Keep it up.

With regards,
Anuramakrishnababu.

It is possible to withdraw the provident fund even if the employer does not verify the withdrawal form.

Regards,
Vikram Rana

Yes, it is possible to withdraw PF if the employer does not verify the form. You can go to the PF authorities and complain there.

No employer can stop your PF.

Thanks

Hi,

I have replied back to your post. Hope you saw it. I wanted your help. My management team has asked me to prepare a policy for the meal card users and then share it with the account people so that it can be entered into Tally. The policy should contain information on meal coupons, specifying the limit for each designation. I was just wondering what the format should be and how I should start. I really need your help; you seem like a senior in this field.

Best Regards,

Hello Sir,

I had a few problems while downloading the attachment. It would be grateful if you could send these attachments to my email id, i.e., [Login to view].

Sir, I also want to discuss many things related to Basic Salary with respect to Labor Laws of our country. If you could respond to my email, I would like to share all my queries regarding the abovementioned topic.

Thanks & Regards,
Harman Singh

The information you shared is very useful for the newly joined employees. I have one doubt regarding professional tax. In a year, how many times do we have to file returns to the department and what are the steps we need to follow for that process? Kindly guide me on how to file the return.

Dear Sir,

Thank you very much. I have gained knowledge on the payroll process and now I would like to learn more about HR-related topics. Could you please schedule an appointment with me at your convenience? Below are my contact details:

Name: Jothiprakash.D.R
Email: drjothi.mba@gmail.com

Thank you for your time and consideration.

Best regards,
Jothiprakash

Dear Octavious ,

It is extremely good . Even this will work as a guideline to new comers .

Thanks a lot.

With Regards ,

Hi,

Thank you for posting very useful and valuable information. Please keep posting more.

Regards,
Suman

Very good and informative. I gained comprehensive knowledge about the topic. Continue with your good work! 😄

Mind-blowing insight, Octavious, for somebody like me who has not had any exposure to Compensation and Benefits. I am very grateful to you. Thank you very much.

Best Regards,
Bhushan

Hello,

The data is absolutely educative. I am working on my project on compensation, so it has been very valuable for me. Anyway, thank you for providing such productive data and great help for my project.

Do any of you have a questionnaire related to the topic of compensation management? I am preparing my summer training project on the same topic and really need some help.

Hi Friends,

I am currently designing a Long-Term Incentive Plan for my organization. Can someone share a PPT or LTI Plan that you might be aware of?

Thanks.

The information you have posted is really useful.

Hi, this is Vishal Mehta ( A management Student )

Working on a project regarding a Startup Company in Outsourcing Industry (Specifically Payrolling)

Request you to help me with few queries

can be the target segment in the initial phase 1. (target companies in terms of number of employees)

will be the staffing strategy.

will be the average productivity of a payrolling processing staff. How many employees pay roll can be processed by 1 person.
with the use of software.

are the key risk and challenges running in this business?

is the ideal pricing strategy in domestic and international market? (in terms of price per check processed)

kind of margins are their in this business?

can be various sales model that can be used to approach the target segments?

are the upcoming markets to promote this business?

there any major legal complications while dealing foreign clients?

Hope you will assist me gathering this information.

Regards,
Vishal Mehta

Request you to help me with a few queries:

1. What can be the target segment in the initial phase? (target companies in terms of the number of employees)
2. What will be the staffing strategy?
3. What will be the average productivity of a payroll processing staff? How many employees' payroll can be processed by one person with the use of software?
4. What are the key risks and challenges in running this business?
5. What is the ideal pricing strategy in the domestic and international market? (in terms of price per check processed)
6. What kind of margins are there in this business?
7. What can be the various sales models that can be used to approach the target segments?
8. What are the upcoming markets to promote this business?
9. Are there any major legal complications while dealing with foreign clients?

Hope you will assist me in gathering this information.

Regards,
Vishal Mehta

Hi,

A very good posting which has enlightened our knowledge. Is it possible to email the same to my personal email address [Login to view] as I am unable to download it here?

I would be highly obliged.

Regards,
Sandip

Hi Richard Rebello,

Thank you for your feedback. I appreciate your positive comments on the payroll management information provided. I will continue to post similar articles for your benefit.

Best regards,

[Your Name]

Dear Sir,

You are the best guide through the extensive collection for us. I thank you very much for all the information you have shared.

If possible, please provide us with information about SAP R/3 4.7. Kindly share your ID.

My ID is pathaksnv@gmail.com.

Thanks With Regards,
Pathak

Hello,

It's really a very nice post with lots of useful information you have shared with everyone. I appreciate your knowledge and sharing.

Regards,
Kavita Rankawat

I cannot believe it. People are ready to post their information in a general forum solely for the purpose of sharing knowledge without charging any money. I must thank you.

I am also inclined to share some useful information with others. You can expect my contributions in this forum shortly.

Thanks for the really great things..
Amit Saxena

Dear

Such its very useful for me,
Great efforts carry on
thanks
sanjeev

Dear Sir,

Thank you very much! This was incredibly informative. I learned a lot from this and it is a valuable resource for anyone interested in pursuing a career in Generalist HR.

Regards,
Girish

Hi Octavious,

I am doing my distance HR and have limitations to the real-time HR practices. However, I have seen your numerous posts, which have been a great help to me in understanding various HR practices. I am on the verge of finishing my course and am looking for an HR role in my new job. Currently, I am only involved in very meager HR activities in addition to my non-HR based profile. For my company, I created and conducted an Induction program for a team of 50 employees. I am seeking more practical experience in areas such as payrolls, appraisals, and other domains of HR. Unfortunately, there is no scope for this in my current company. Can you or anyone else guide me on how to prepare for an HR role? Perhaps by sharing your real-time experiences to advise on the do's and don'ts.

Thanks.

Hi

Octavious, an excellent work, keep it up,

I am working in an export house where no increment or performance appraisal exists. I need a system through which I can increment staff on a half-yearly or yearly basis. Secondly, I also need a format for a monthly HR report.

Thanks,
Atif

Hi folks, you will get all the information from Jobs in India - Naukri Hub.

---

Hi folks,

You can find all the information about jobs in India on Naukri Hub by visiting www.naukrihub.com.

Please let me know if you need any further assistance.

Dear Sir/Madam,

I am working as an HR manager in an export house, and I am in need of a proper monthly or annual increment system as well as a format for the HR monthly report. Your assistance in this matter would be greatly appreciated.

Thank you,
Atif

Dear All,

I'm working as an HR Coordinator in a leading Retail Supermarket in Saudi Arabia, and I was given the task to create our company's compensation manual. I'm quite new to the compensation role. I would like to ask what should be the content of the compensation manual. I would appreciate it if someone could provide/send a sample of it.

MIK

Hey Octavius,

Greetings!

You truly embody your name! Thank you so much for sharing such superb information and effort. Mind-blowing, keep posting!!

Regards,
Ram

Hi, I am an HR Manager, a generalist in the UAE. I have seen a lot of your postings and downloadable attachments. I am sure you must be well-versed with the local Indian working conditions. Just to let you advise me on how to prepare myself for returning to India. What are the latest trends? What specific areas would I need to brush up on? Which industry should I focus on? IT? Retail? I am keen on going back to Chennai, which is my hometown. Guide me as I have a lot of queries on a safe return. I would like to prepare myself nicely before spreading my resume around and make sure that I am well-versed. Thanks.

Ilyas Ahamed.

Hi,

Could anyone please send the Staff Performance Evaluation sheet and Production Monitoring formats for the tailoring industry?

Regards,
Suresh Kumar M

This is vital important information.

Sachin

Hi Vinayak,

I am Vinayak, working in the proprietary firm (SAI ENTERPRISES). This firm is engaged in outsourcing, and within this firm, I handle salary processing, ESIC, PF, PT challan payments. I have also completed my diploma in HR from Welingkar Institution.

My question is, what type of job am I doing - in HR field, in Admin, or in Payrolls? I am totally confused when going for interviews. Please suggest to me which field would be suitable for me.

Vinayak

Very good posting and thanks for the same. We all have gained much more information on payroll than required. Thanks for sharing such a good posting.

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I have corrected the spelling and grammar errors in the text and ensured proper paragraph formatting with a single line break between paragraphs. The original meaning and tone of the message have been preserved.

Hi, this is most helpful for getting wider knowledge. Could someone help me with how to calculate the details of HR policy for gratuity calculation rules?

---
Your message is now corrected for spelling, grammar, and paragraph formatting.

Thanks very good and very use full information. one more things required to be clarified please.

Can we add basic and DA in one colunm. this way my employer want to increase payment once in a year. is there any legal problem? kindly reply pls.

Hi all!

I am a new user of this community. This community is a part of my study, and I find it very useful for every HR Department because every matter is available in the community.

Thank you all.

Regards,
Pavan

Can anybody help me to know the process of determining the basic salary? Some companies take 50%, while others take 30%, 40%, or 60%. Is there any standardized way to calculate the basic salary?

Hi,

The stuff is very old and requires many updates. The information will be useful for the junior members.