Hi , Can anyone help me out how payroll /salry processing is done in the organsiations,,,like what all tools are used ,what all elements are present etc... Warm Regards, Seema Jindal
From Malaysia, Kuala Lumpur
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2From Malaysia, Kuala Lumpur
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Its depending upon policy of the company but Basic should not be less than 30% of the Gross salary. and what exactly you want to know pls tell me in detail.
From India, Pune
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From India, Pune
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Dear Seema,
In the market, a lot of payroll software is available. Search on the net by typing "Payroll Software" in Google, then you will find a lot of links. Download any demo version which will give you a basic idea of the operation of payroll software and report generation.
Regards,
Harish
From India, Ludhiana
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In the market, a lot of payroll software is available. Search on the net by typing "Payroll Software" in Google, then you will find a lot of links. Download any demo version which will give you a basic idea of the operation of payroll software and report generation.
Regards,
Harish
From India, Ludhiana
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Seema, you can call me at 9880100855 and i will give u couple of tips in Payroll processing its easy..u dont have to worry rgds Sanketh
From India, Bangalore
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From India, Bangalore
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Dear Seema,
I would like to request you to kindly search for payroll in this forum. Previously, we had lots of discussions regarding payroll and salary processing in this forum.
Regards,
Satyabrata Sarkar
+91-9632204206
From India, Bangalore
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I would like to request you to kindly search for payroll in this forum. Previously, we had lots of discussions regarding payroll and salary processing in this forum.
Regards,
Satyabrata Sarkar
+91-9632204206
From India, Bangalore
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Hi Seema,
The administration of payroll is a core HR activity. HR is supposed to formulate and modify the payroll policy as per the requirement of the time, which continually evolves. Payroll administration may become a sensitive activity, especially in Large/Medium Manufacturing units where bargaining/unionized workmen work.
A comprehensive activity should encompass standardizing payroll attributes grade-wise. It should start with earning heads such as Basic, DA, HRA, CCA, Washing Allowance, Production Linked Allowances, etc., and other allowances on one side, and Statutory Deductions on the second side with PF, FPF, ESIC, MS Tax on Profession Trade and Callings, TDS, MLWF (once in a semester), along with other deduction heads like staff advance deductions, society, canteen, etc., as the case may be. Before this, leave management and standardization of the entire workforce is absolutely necessary. There should also be clear and transparent directions regarding overtime and bonus calculation methods. Moving forward, there should also be a provision for the deduction of fines in case it is formulated by the management for late-coming, etc.
As for the HOW about the payroll processing, one has to first study different attributes of the existing payroll system in one's organization. Having assimilated the present structure of payroll, one has to give it a second thought and see if there are any chances to revise and develop the existing system considering the present HR scenario in one's organization.
Having gathered some definite clues along this line, one HAS TO APPROACH THE HIGHER MANAGEMENT FIRST for a discussion about the advantages of the developed system. If the decision-makers think it would be appropriate to formulate a revision in the existing system and have given the green signal to go ahead, one has to seek proposals for developing such a system or get the system developed in-house as the case may be.
Note that the calculation part, generation of various forms, etc., is more or less a prototype; the fundamentals lie in the approach as aforesaid. Hope this primary input will be enough for you to start with.
Regards,
Arun Dixit
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The administration of payroll is a core HR activity. HR is supposed to formulate and modify the payroll policy as per the requirement of the time, which continually evolves. Payroll administration may become a sensitive activity, especially in Large/Medium Manufacturing units where bargaining/unionized workmen work.
A comprehensive activity should encompass standardizing payroll attributes grade-wise. It should start with earning heads such as Basic, DA, HRA, CCA, Washing Allowance, Production Linked Allowances, etc., and other allowances on one side, and Statutory Deductions on the second side with PF, FPF, ESIC, MS Tax on Profession Trade and Callings, TDS, MLWF (once in a semester), along with other deduction heads like staff advance deductions, society, canteen, etc., as the case may be. Before this, leave management and standardization of the entire workforce is absolutely necessary. There should also be clear and transparent directions regarding overtime and bonus calculation methods. Moving forward, there should also be a provision for the deduction of fines in case it is formulated by the management for late-coming, etc.
As for the HOW about the payroll processing, one has to first study different attributes of the existing payroll system in one's organization. Having assimilated the present structure of payroll, one has to give it a second thought and see if there are any chances to revise and develop the existing system considering the present HR scenario in one's organization.
Having gathered some definite clues along this line, one HAS TO APPROACH THE HIGHER MANAGEMENT FIRST for a discussion about the advantages of the developed system. If the decision-makers think it would be appropriate to formulate a revision in the existing system and have given the green signal to go ahead, one has to seek proposals for developing such a system or get the system developed in-house as the case may be.
Note that the calculation part, generation of various forms, etc., is more or less a prototype; the fundamentals lie in the approach as aforesaid. Hope this primary input will be enough for you to start with.
Regards,
Arun Dixit
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Hi, I'm pursuing a part-time MBA in HR. I left my job as an office assistant in 2007, and since then, I have been unemployed. I have now taken admission to a part-time MBA program in HR. I am looking for a job in the recruitment industry, but I am unsure if I will be able to secure a position. I would like to know if I am eligible to apply for a job in a recruitment firm.
From India, Mumbai
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From India, Mumbai
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It's dependent upon the company policy, but the basic salary should not be less than 30% of the gross salary, and House Rent Allowance (HRA) should not be less than 40% (for non-metro areas) or 50% (for metro areas) of the basic salary. Additionally, the conveyance allowance should not exceed 800/- as per company law.
Regards,
Madan Mohan Verma
madan.hrd@gmail.com
Can anyone help me understand how payroll and salary processing is done in organizations? What tools are commonly used, and what elements are typically present?
Warm Regards,
Seema Jindal
From India, New Delhi
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Regards,
Madan Mohan Verma
madan.hrd@gmail.com
Can anyone help me understand how payroll and salary processing is done in organizations? What tools are commonly used, and what elements are typically present?
Warm Regards,
Seema Jindal
From India, New Delhi
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ISS Payroll Management (Ext).pdf