...information along with official documents management. Apart from these extensive HR functions, it provides: 1. Employee Attendance Management 2. Employee Leave Management 3. Employee Payroll Management 4. Employee Promotion Records 5. Grievance handling there are some very useful functions like 1. Excel sheet export for employee information 2. Simple dashboard offering software functions 3. Icon based interfaces 4. Quick salary slips generations Features Checklist Attendance Management Benefits Management Communication Management Compensation Management Compliance Management Email Notifications Employee Database Employee Lifecycle Management Employee Self Service On boarding Payroll Management Performance Appraisal Recruiting Management Succession Planning Training Management Vacation / Leave Tracking Software Overview: * Step-1 How can we use this software? This page contains some features: * Home * Organization * Configuration * Documents * Attendance * Salary * Configure Email * Grievance * Database setting * Help and support * Buy now * Other products * Step-2 * Organization: Organization have three important content throw which we can maintain our organization. 1. Add Organization Details 2. Edit Organization Details 3. View Organization Details When we set up a new organization details, a page will appears as like below: ...
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...(03, 04) Fall 2014 ------------------------------------------------- Schukra Assignment Due Date: Wednesday, October 29th (at the very beginning of class, no later than 5 minutes after the start of class) Length: No more than six pages double-spaced with one inch margins excluding title page, references and exhibits. The final report must be submitted on the due date simultaneously in TWO WAYS: Submit as follows: 1) A traditional paper report (stapled, etc.) to be turned in at the very beginning of class on the due date, and 2) As an email to me in a single PDF file at mfields@uwindsor.ca. The papers should be in APA format and use at least five appropriate references (not Wikipedia or ask.com, etc.). Because some of the reports will be forwarded to Schukra, your student numbers should not be included on the electronic versions. You must submit your report using both methods in order to receive a grade for this assignment (electronic only submissions will not be accepted). Late assignments, at the instructor’s discretion, will either not be accepted or will be severely penalized. A selection of the best or most interesting reports will be submitted to Schukra for discussion at the workshop. The teams with the very best submissions may be invited to briefly (no more than 3 - 5 minutes) present a summary of their suggestions to the Schukra Team during their session. Workshop Date: Saturday, November 8th from 9:00-11:30 in Toldo Room 104 Schukra of North America...
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...Compensation in Sime Darby Berhad from payroll perspective 1 Introduction Employee compensation is define as all form of pay going to employees which arising from their employment and could be in the form of direct financial payments and indirect financial payment (Dessler, 2013, p. 378)[1]. There are two basic ways to make direct financial payment to employees based on increments of time or based on performance. This concept of payment method is applied by Sime Darby Berhad. Normally, Non-executive employees mostly consist of Blue-collar, operation workers, and clerical workers are paid based on time-based pay method. Non- Executive workers normally required to work overtime. This is due to cater with the high workload during specific time. For example, normally clerical worker need to work overtime at the end of the year in order to close the account or to finish any unsettled work before they start new task at the beginning of the year. Overtime work is normal in Sime Darby since the workload among Non- Executives workers seem inconsistent throughout the month and year. The workload could be very low at the beginning of the month, but it turn to be so much work to do at the end of the month. For example, compensation team under Human Resource Department will be at ease at the beginning of the month because all of business units will send all compensation instruction or they called “movement” in the middle of the month. Therefore...
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...Local Firefighters Are Furloughed Even though the city needs more money, firefighters do not deserve furloughs because they do not make much money and most have to work second jobs. It is imperative to department morale that they receive adequate monetary compensation, without relying on a second job. Furloughs Firefighters do not deserve furloughs. Local firefighters are on 24-hour shifts in an A, B, and C block schedule. There were two furlough days during the year, on specified holidays. This meant whether or not the firefighter was working on that specified holiday he or she would not be paid for it. Morale Furloughs had a detrimental effect on morale in the department. No one wants to work and not be paid for it. The furlough also made the people in the department believe that their hard work was not appreciated, and unneeded. It is unfortunate that short lived fixes, such as layoffs and furloughs are becoming the norm and are negatively affecting morale and the quality of service (Duggan, Lewis, & Milluzzi, 2010). Causes Strain Firefighters often have to work two jobs. People in the emergency service industry do not join this field for money. The majority of firefighters at the City of Charleston work at the fire department full time, and work another job part-time. They work two jobs out of necessity, not from the enjoyment of working two jobs. Most people do not want to work a 24-hour shift to have to go straight to another job without the ability...
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...Business Research Report Compensation Strategies for 2014 Assessment Code: RWT1 Student Name: Student ID: Date: 9/15/13 Table of Contents Executive Summary Introduction Research Findings Salaried/Hourly Compensation Commission/Productivity-Based Compensation Longevity Compensation Recommendations6 Conclusion7 References8 Executive Summary This report reviews three different compensation strategies PepsiCo can develop and implement within all of our PepsiCo. Brands and businesses for our employees. Compensation is one of the most important and rewarding factors for our employees based on our organizational health survey conducted in 2011, so a thoughtful and thorough approach should be taken as we think about changing the way in which our companies reward our employees for the work they perform on a daily basis. Salary and hourly compensations are easy and constant ways of paying the employees of our companies. Salary and hourly compensation can be a set wages employees will earn based on their job description. This wage will not change based on seniority or merit. The stability of this type of compensation system is appealing to employees as they are aware of how much income they will receive on a regular basis. Hourly based pay has very little room for opportunity of growth for the employees. Commission/productivity based pay also known asperformance based pay is a relatively common and popular approach to compensation where the employee is paid by...
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...Submitted by WWW.ASSIGNMENTPOINT.COM The report titled “Compensation practice and Employee satisfaction in Banking Industry”-An Analysis to identify the influential factors and their Relationship”, is submitted as an partial prerequisite of the BBA program of Stamford University, Bangladesh. The purpose of this internship report is to highlight the overall compensation & employee satisfaction activities of “Exim Bank”, along with the brief description of Exim Bank Limited. Writing this report has been a great pleasure & an interesting experience. It enabled me to know the insight activities of Human resource Department. The research method used for this report was survey. After a good effort I came up with a final questionnaire. This questionnaire was given to the groups of different employees for the research. This project helped me tremendously to understand the implication of my book knowledge in the practical field. It has also shaped some of my basic views like how to communicate & carry oneself in the world of business. I realize that certain information enclosed in this report is confidential & should be confined within academic discourse & interest. I am extremely grateful to you for your valuable guidance, diligent effort & awareness whenever it was required. I tried my best to follow your instruction, schedule, format & discipline obediently & sincerely. To complete this study, I have used structured questionnaire & each...
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...PAYROLL AND PERSONNEL CYCLE CHART Step 5 Step 5 Step 4 Step 4 Step 3 Step 3 Step 1 Step 1 Step 2 Step 2 Journals needed for this cycle is the payroll journal and the general journal. In this cycle, transactions such as payroll taxes are checked to make sure they are deducted and remitted to the appropriate agency, and that payroll is accrued. The payroll and personnel cycle begins with the hiring of personnel and ends with payment to the employees for the services performed and to the government and other institutions for the withheld and accrued payroll taxes and benefits Step 1 - An employee is hired;Updating the payroll master file, personnel records are accumulated. Updating the payroll master file includes changes such as: 1) new hires, 2) terminations, 3) changes in pay rates, and 4) changes in discretionary withholdings. When an individu been hired in HICOM-Teck See, that person must fill in the individual detail (personal detail) including payment rate authorised form and that person must sigh the offer letter that given by the company to shown that the person agree to work in the company and follow all the rules in HICOM-Teck See company. All the information and detail of the worker in HICOM-Teck See been kept in the master files. It is important that all payroll changes are entered in a timely manner and are properly reflected in the next pay period. Step 2 - The employee works for the company; labour hours are accumulated. HICOM-Teck...
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...Salary structure in management in Germany, Poland and the UK – a comparative study Table of Contents 1 Table of Contents 1TABLE OF CONTENTS..........................................................................................................................3 2INTRODUCTION.....................................................................................................................................4 3DEFINITION OF SALARY......................................................................................................................4 4GENERALY TRENDS IN MANAGEMENT SALARY IN UNITED KINGDOM, GERMANY AND POLAND....................................................................................................................................................6 5SALARY IN UNITED KINGDOM............................................................................................................6 6SALARY IN GERMANY..........................................................................................................................8 7SALARY IN POLAND.............................................................................................................................8 8CONCLUSION.........................................................................................................................................8 BIBLIOGRAPHY.......................................................................................................................................
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...increase revenue for the team. The better the players become, the better the games, the better the games, the greater the audience. Who is right? & Why? Overstated player salary expense Spreading players’ bonuses over the length of the player’s contracts would effectively reduce the Salary Expense per year for the team and better distribute salary expense over the player’s contract, but that would effectively defeat the purpose of the bonus. In my opinion, the transaction has to be recorded when it happens. Those bonuses are paid in the signing year of the player to motivate the player to play good. Changing this would be a very controversial issue since many players may want to get their bonus in advanced. Although, I don’t agree with distributing the player’s bonuses over the life of the contract like Mr. Hanrahan proposes, I would definitely agree with him that right thing to do is to report only the Salaries paid to the players at the time it is paid. What if the player dies or goes to jail? If that were to happen, God forbid, then they would not have to be responsible to pay those monies. This 20% should be a deferred expense since it is not been paid in the present time. More if the Zephryrs team is not setting that money aside. I would also agree with Mr. Hanrahan in that any salaries due to players are...
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...------------------------------------------------- Compensation Management Compensation Management is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation includes payments such as bonuses, profit sharing, overtime pay, recognition rewards and sales commission. Compensation can also include non-monetary perks such as a company-paid car, company-paid housing and stock options. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Total compensation has three parts: Base compensation The fixed pay an employee receives on a regular basis, either in the form of a salary or as an hourly wage. Pay incentive A program designed to reward employees for good performance Benefits: sometimes called indirect compensation. Benefits encompass a wide variety of programs (for example, health insurance, vacations) Importance of Compensation Management A good compensation is must for every business organization and helps in the following way: * It tries to give proper return to the workers for their contributions to the organization. * It imparts a positive control on the efficiency of employees and encourages them to perform better and achieve the specific standards. * It forms a basis of happiness and satisfaction for the workforce that minimizes the labour turnover and confers a stable organization...
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...SYSTEM EMPLOYEE ADVANCES EMPLOYEE SALARY ATTENDANCE pHILHEALTH PHILHEALTH CONTRIBUTION TABLE OWNER EMPLOYEE SALARY SUMMARY Social security system (SSS) SSS CONTRIBUTION TABLE SSS CONTRIBUTION PAYMENT National Wage and Productivity Commission WAGE RATE PHILHEALTH CONTRIBUTION PAYMENT HOME DEVELOPMENT MUTUAL FUND (PAG-IBIG FUND) HDMF CONTRIBUTION TABLE HDMF CONTRIBUTION PAYMENT BUREAU OF INTERNAL REVENUE (bir) TAX REPORT 0 A AND E LIVE AND DRESSED CHICKEN PAYROLL SYSTEM EMPLOYEE ADVANCES EMPLOYEE SALARY ATTENDANCE pHILHEALTH PHILHEALTH CONTRIBUTION TABLE OWNER EMPLOYEE SALARY SUMMARY Social security system (SSS) SSS CONTRIBUTION TABLE SSS CONTRIBUTION PAYMENT National Wage and Productivity Commission WAGE RATE PHILHEALTH CONTRIBUTION PAYMENT HOME DEVELOPMENT MUTUAL FUND (PAG-IBIG FUND) HDMF CONTRIBUTION TABLE HDMF CONTRIBUTION PAYMENT BUREAU OF INTERNAL REVENUE (bir) TAX REPORT A AND E LIVE AND DRESSED CHICKEN PROPOSED PAYROLL System Context diagram DFD EMPLOYEE ADVANCES EMPLOYEE SALARY SLIP EMPLOYEE DATA 2 PROCESS EMPLOYEE SALARY ATTENDANCE D1 EMPLOYEE RECORD EMPLOYEE INFORMATION TOTAL HOURS WORKED WAGE RATE EMPLOYEE SALARY SUMMARY D2 ADVANCES RECORD ADVANCES D3 TIME CARD RECORD HOURS WORKED ADVANCES EMPLOYEE INFORMATION SSS CONTRIBUTION TABLE SSS CONTRIBUTION PHILHEALTH CONTRIBUTION TABLE PHILHEALTH CONTRIBUTION HDMF CONTRIBUTION HDMF CONTRIBUTION TABLE TAX REPORT OWNER National Wage and Productivity...
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...higher wages than those that save our lives and teach us such as medical doctors and teachers. Professional athletes do not offer society an essential function that improves or enhances our world in comparison to other professionals. It is my claim that professional baseball players are paid more than they are worth. Economics is the key to understanding why these athletes earn such tremendous salaries; still, it fails to explain why they actually do deserve it. Giving athlete’s high wages doesn’t only distort them, but also bring downfall to clubs and the country’s economy. The growth and the development of a sport may be reflected from the wages of the athletes and that is all it does. In conclusion, Team owners pay more to keep athletes on the team to be on a winning streak, but whether the drive to win is justifiable remains in doubt. The economic system involving sports, corporate America, and the media is an interdependent one. Athletes make huge sums of money paid to them by owners who make even larger sums of money. Agents, free agency, and other phenomena keep athlete salaries rising. So, too, does increased ticket sales to games, increased TV viewership, enormous media contracts, TV advertising, and corporate sponsorship and endorsement deals. The economic rewards in the sports industry are so enormous that corporate America, the media, and sports franchises are driven to earn a larger slice of the profit pie. Mergers and acquisitions, alliances, cross-promotion, enormous...
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...NARRATIVE TO BE ADAPTED TO SPECIFIC PROPOSAL SITUATION Organization Name is pleased to provide its cost proposal in response to GSTA’s RfA… The budget for the proposed period of support is estimated for xxx months with a projected period of performance through dates. The following provides a detailed justification for the line items presented in the attached budget. A. Personnel (Salaries and Wages): Salaries and wages are based on the current annual salary rate for the proposed individual for the project year falling in 200x. Each project salary is calculated by applying the annual salary rate of an individual to the level of effort proposed for the individual or position. The daily rates are calculated by dividing the annual salary by………….[An annual escalation of xxx% has been applied to the salaries for Year 2…] Salaries for full-time organization’s name staff are stated using a xxx-day base. B. Fringe Benefits: Fringe benefits of all full-time employees at organization’s name are calculated at xxx% of total salaries. Percentage is assessed based on [organization’s] approved indirect cost rate agreement/actual costs and will be billed as a direct cost. Full-time means a person employed full-time at organization’s name, but not necessarily committed to full-time work under this project. Fringe benefits include: health-related insurance (major medical, hospitalization, dental), employer retirement contribution, life insurance...
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...Business Research Report Compensation Strategies Assessment Code: RWT1 Table of Contents Executive Summary 3 Introduction 4 Research Findings 4 Finding Number 1 4 Finding Number 2 5 Finding Number 3 5 Recommendations 5 Conclusion 6 References 7 Executive Summary The XYZ Manufacturing Company harnesses employee happiness to produce high quality goods. Happy employees equates to loyalty and long term employee – employer relationships. To continue this formula, there are 3 strategies that will assist: 1) Group Performance Compensation, 2) Hourly Job Compensation, and 3) Contingent Employee Compensation. Group Performance strategy will foster teamwork, collaboration and higher production outputs. The diverse skill set of the group will allow them to work independently with minimally supervision. Bonuses for meeting and exceed manufacturing goals will be offered. The Hourly Job strategy will compensate all employees for their actual time spent working. Employees that are paid hourly have been found to be happier and more loyal to their employer. Profit sharing bonuses will be offered to keep the employees vested in the company thus keeping overtime to e minimum. Contingent employees will allow the company to meet the demand of peak production without the costly investment of higher regular employees. These contingent employees will be skilled temporary / seasonal workers and independent contractors. They will be hired to meet the just in time production...
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...Total Rewards System Proposal Claudia Taylor-Berry Dr. Steven Davis HRM 533 – Spring 2015 May 18, 2015 Question # 1-Create a brief overview of the company requirements for a total rewards system. Many organizations in today’s business arena want a total rewards system that encompasses the company’s objectives and their interconnection to the total rewards system (“WorldatWork,” 2007). However, mega organizations that employ over 20,000 employees and provide services in several different countries may require a more diverse total rewards system. With that said, the organization must have a purpose, objectives, eligibility requirements, measuring techniques, funding, structure, global considerations, a timeline of detailed actions, and laws when creating their total rewards system. According to the experts, a company must consider the following core provisions as components of their total rewards system: * Cash Compensations: The employee’s base pay and incentives. * Benefits: The employee’s health care and retirement aids. * Work and Life Balance: Assisting the employee by offering tools to assist with balancing work and life. * Performance Management and Recognition: Aligning company goals with total rewards through individual and team efforts, and the acknowledgements of employee actions, behaviors, performance, and efforts in achieving company goals. * Career Advancement and Development: The employee’s career development and promotion (“WorldatWork...
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