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A PROJECT REPORT SUBMITTED TO ST PETER’S UNIVERSITY IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE MBA. By C.PRAGADEESHWARAN (REG.N0.SP08BAP054) UNDER THE GUIDANCE OF Dr. R. GAYATRI ,MCS.,M.COM.,M.B.A.,M.PHIL.,PGDCA Ph.D. Of
St. PETER”S UNIVERSITY, AVADI, CHENNAI - 600054.
A PROJECT REPORT
Submitted to the DEPARTMENT OF MANAGEMENT STUDIES April– 2010
This to certified that the project report titled “A STUDY ON PAY ROLL SOFTWARE’S USED IN TALENTPRO INDIA HR PVT.LTD.AND HR ROLL IN PAYROLL”, CHENNAI is the bonafide work of Mr. PRAGADEESHWARAN C (SP08BAP054) who carried out the research under my supervision. Certified further, that to the best of my knowledge the work reported herein does not from part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
HEAD OF THE DEPARTMENT
I express my deepest sense of gratitude the GOD almighty for the abundant blessing without which the study would have never been light of the day. I here by acknowledge my sincere gratitude to the St. Peter’s University and Dr.Shanmugam, Registrar, St. Peter’s University and the Management for giving me an opportunity to undergo MBA Degree Course and to undertake this project work successfully. I wish to express my deep sense of thanks to our Dr.S.Ramani, Advisor Department of Management studies, St. Peter’s University. I wish to express my deep sense of thanks to our HOD Dr.T.L.V.Subramanian, Department of Management studies, St. Peter’s University.
I owe my reverential gratitude to my faculty guide Dr. Gayatri, for her valuable guidance and suggestions rendered at each stage of the project. Last, but not Least, I would like to acknowledge the wholehearted support of my parents, faculties, employees and friends who helped me at various stages in completing this work successfully.
“A STUDY ON PAY ROLL SOFTWARE’S USED IN TALENTPRO INDIA HR PVT.PRAGADEESHWARAN) CHAPTER CONTENTS 4 PAGE NO. . student of ST.PRAGADEESHWARAN. AVADI.DECLARATION I am C. PETERS UNIVERSITY.AND HR ROLL IN PAYROLL” hereby declare that project titled is submitted by me for partial fulfilment of award of MASTER OF BUSINESS ADMINISTRATION.LTD. This report was prepared on my own efforts and it has not been produced earlier towards the award of any other degree Place : Date : (C. CHENNAI.
Conclusion Appendix Bibliography Interview Question 65 66 67 5 .3 1.2 1.I. 1.5 1. Introduction Introduction Need of the study Objectives Limitations of the study Research Methodology Research Design Sampling Design Data Collection Tools Used Review of literature Review of literature Company profile 20 29 12 14 14 15 16 17 17 18 IV. FindingAnd Suggestions 60 VI.6 1.8 II.1 III. 2.4 1. Analysis and Interpretations 40 V.1 1.7 1.
4. 4.LIST OF TABLES Table No Particulars Page No. 4. 51 50 49 48 47 46 45 44 43 42 41 WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM: 4. whether the software user friendly.8 Reasons for satisfaction/dissatisfaction level towards the usage period of software.2 Reasons for satisfaction/dissatisfaction level towards.4 Reasons for satisfaction/dissatisfaction level towards the Measurement of clients requirements by the organization. 4.10 Reasons for satisfaction/dissatisfaction level towards the Measurement of clients input. 4.3 Reasons for satisfaction/dissatisfaction level towards the Measurement of complaints regarding loading of pay sheet in software.7 Reasons for satisfaction/dissatisfaction level towards the Measurement of complaints rectification. MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM. 4. 6 52 . 4. 4.9 Reasons for satisfaction/dissatisfaction level towards the Measurement of teams coordination with software technology team. 4. 4.5 Reasons for satisfaction/dissatisfaction level towards the usage of new software for payroll process.6 Reasons for satisfaction/dissatisfaction level towards the Measurement of delivery of payroll report to clients. 4.12 The way in which the organization and clients discuss for re-engineering the software for future growth.11 Reasons for satisfaction/dissatisfaction level towards the Measurement of training given to employees.1 Reasons for satisfaction/dissatisfaction level towards the Measurement of Software usage.
13 The way in which the organisation maintains records as per government norms.1. 53 54 4.14 4.4.15 The maintains of client details confidentially.1 Reasons for satisfaction/dissatisfaction level towards the Measurement 41 7 . 55 LIST OF CHARTS Table No Particulars Page No. 4. The way in which the employee’s interface with HR department for payroll process of clients. MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM.
of Software usage.7 Reasons for satisfaction/dissatisfaction level towards the Measurement of complaints rectification.6 Reasons for satisfaction/dissatisfaction level towards the Measurement of delivery of payroll report to clients. 4.15 The way in which the employee’s interface with HR department for payroll process of clients.11.11 Reasons for satisfaction/dissatisfaction level towards the Measurement of training given to employees.3.14. 18.104.22.168.14 The maintains of client details confidentially.10.7. 4.5 Reasons for satisfaction/dissatisfaction level towards the usage of new software for payroll process. 4.12 The way in which the organization and clients discuss for re-engineering the software for future growth. 51 50 49 48 47 46 45 44 43 42 WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM: 4.13.6. 4.12. 4. 4.9 Reasons for satisfaction/dissatisfaction level towards the Measurement of teams coordination with software technology team.10 Reasons for satisfaction/dissatisfaction level towards the Measurement of clients input. 4.5. 4. whether the software user friendly.8 Reasons for satisfaction/dissatisfaction level towards the usage period of software. 55 52 53 54 8 .3 Reasons for satisfaction/dissatisfaction level towards the Measurement of complaints regarding loading of pay sheet in software.2 Reasons for satisfaction/dissatisfaction level towards.8. 4. 4. 4. 4.4 Reasons for satisfaction/dissatisfaction level towards the Measurement of clients requirements by the organization.13 The way in which the organisation maintains records as per government norms.15.
To find about the software’s used in Payroll process and satisfactory level of 9 .LTD.LTD. CHENNAI. “A STUDY ON PAY ROLL SOFTWARE’S USED IN TALENTPRO INDIA HR PVT. It is the one of the leading HR Consultancy managed by BRILEY groups.The secondary objectives of this study are . is the study conducted at TALENTPRO INDIA HR PVT.AND HR ROLL IN PAYROLL”.To review the effectiveness of the Payroll process of TalentPro. To understand the HR roll in Payroll. The main objective is to know the payroll software’s used in the organization and the roll of HR in payroll..LTD.. CHENNAI.ABSTRACT This project work has been conducted in TALENTPRO INDIA HR PVT.
To suggest the Latest Software’s in achieving organizational objective. This study has been compiled with the help of primary data and secondary data. the data were collected from all the employees in the payroll department.employees using this software’s . The collected data were analyzed with the help of Simple Percentage analysis. Primary data were collected from 50 respondents with the help of structured interview and Observation method.chisquare and one sample run test. To conclude the existing software used was very good.To analysis whether these software’s are user friendly. It was found that there is no regular training program conducted and majority of the employees were satisfied with the existing software used. organization Website and other related library books. CHAPTER – I INTRODUCTION 10 . The Secondary sources of data were collected through company profile. Since the study was the Population Study.
CHAPTER – 1 INTRODUCTION Effective software systems contain two basic systems operating in conjunction: an evaluation system and a feedback system. the information flow is not exclusively one way. Employee Viewpoint From the employee viewpoint. (However. The Technology team also receives feedback from the employee about software problems. This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable.)One of the best ways to appreciate the purposes of performance appraisal is to look at it from the different viewpoints of the main stakeholders: the employee and the organization. etc. The main aim of the evaluation system is to (if any). the purpose of software used to calculate payroll process in four-fold: 11 .The main aim of the feedback system is to inform the employee about the quality of the software provided by the organisation.
Ultimately. but are not held accountable for the way in which those responsibilities and duties are performed. in the severely non-aligned system. 12 . albeit inefficiently. In this event. The overlap allows .each individual or business unit to "pass the buck" to the others. but it will be sluggish. one of the most important reasons for having a software is to establish and uphold the principle of accountability. One of the principal aims of performance appraisal is to make people accountable.indeed actively encourages . Organizational Viewpoint From the organization's viewpoint. the organization may continue to function. What typically happens is that several individuals or work units appear to have overlapping roles. Like a poorly made or badly tuned engine. The objective is to align responsibility and accountability at every organizational level. costly and unreliable. For decades it has been known to researchers that one of the chief causes of organizational failure is "non-alignment of responsibility and accountability. Organizational failure is the only possible outcome In cases where the non-alignment is not so severe." Non-alignment occurs where employees are given responsibilities and duties. the non-aligned organization may run. no one is accountable for anything.(1) Tell me what you want me to do (2) Tell me how well I have done it with software used in the organisation (3) Help me improve my software skills (4) Reward me for doing well. the principle of accountability breaks down completely.
LTD. To get suggestions from the employees for further improvement in existing software system. There is no such research work was carried before. 1. 4. 2. The management was in the position to know whether the existing software system used is effective or not. 3.NEED FOR THE STUDY: The following are the needs to do the research at TALENTPRO INDIA HR PVT. To contribute to the growth of the organization. 5. To measure the satisfaction level of the employees using the software. OBJECTIVES 13 .
14 . LIMITATIONS OF THIS STUDY 1. 3. Employees are very limited and duration is limited. 2. The respondent attitude did not allow me to get their true feelings. To suggest the Latest Software’s in achieving organizational objective. Most of the respondent feared to give their name. To analysis whether these software’s are user friendly. 4. To review the effectiveness of the Payroll process of TalentPro. Most of the employees were busy with their tight work and they don’t want to be disturbed. SECONDARY To understand the HR roll in Payroll.PRIMARY To know the roll of HR in payroll and the payroll software’s used in the organization. To find about the software’s used in Payroll process and satisfactory level of employees using this software’s .
It is often used to classify the problems or opportunities and it is not intended to provide conclusive information from which a particular course of action can be determined. EXPLORATORY RESEARCH: Exploratory research focuses on collecting data using an unstructured format or informal procedures to capture data and to interpret them.RESEARCH METHODOLOGY RESEARCH DESIGN: A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. SAMPLING DESIGN: A sample design is a definite plan for obtaining a sample from a given population POPULATION: 15 .
16 . 3. This might reduce the accuracy and completeness of the observation. This is highly flexible as the observer can decide what to observe. Here the entire population is considered for my study because the population is limited. While deciding about the method of data collection. when to shift focus etc. They are. Primary Data and Secondary Data Primary data Primary data represent the first hand raw data that have been specifically collected for the current research problem.3 DATA COLLECTION: Data is recorded measure of phenomena. DATA COLLECTION: OBSERVATION. how much time to spent on observation of an aspect. unprocessed and yet to receive any type of meaningful interpretation. Another weakness is that the observer may be overloaded when the events takes place quickly which cannot be kept track of or recorded. Direct observation happens when the observer is physically present and monitors while the event is taking place. INTERVIEW Directness of the observation Based on the directness of observation. Primary data are raw. descriptive or casual research. The observer may feel bored or frustrated by constantly being on the watch and may tend to loose focus. it can be grouped as direct or indirect. the researcher should keep in the mind about two types of data. Sources of primary data tend to be the output of conducting some type of exploratory.The employees of TALENTPRO will constitute the entire population.
and access will be difficult. published as well as unpublished documents etc. SAMPLING TECHNIQUE: PURPOSIVE SAMPLING A purposive sample is a non-representative subset of some larger population. It may not be possible to specify the population -. website. The findings are limited to the sample.they would not all be known. However non-probability sampling may be the only choice in case where the population cannot be ascertained. Secondary data can be usually gathered at faster and economical manner than the primary data. Period of study The study period taken for this project is 4 month. However the data may not fit in the researchers information need. A researcher may have a specific group in mind.Secondary data The secondary data is the historical data previously collected and assembled for some other research problem. such as high level business executives. The researcher will attempt to zero in on the target group. Tools Used Simple average Chi square test One sample run test 17 . interviewing whomever is available Sample size The sample size for the given project is 50. which provided the original raw data.. Sampling methodology and procedure Non-probability sampling the research finding cannot be generalized and the sampling error cannot be assessed. The secondary data can be obtained form the libraries. and is constructed to serve a very specific need or purpose.
CHAPTER – II Review of Literature 18 .
MAJOR DUTIES OF HR: Ensures timely and accurate preparation of all Institution payroll operations and works closely with the Human Resources Office to ensure that payroll actions are in conformance with employment and benefits practices and accounting procedures. • Handles federal and state agency audits and maintains close contact with ITI and other regulatory agencies to ensure that the Institution has accurate information and is in compliance. • Supervises Payroll Office staff and operations. computations and audits. reports. • Works closely with Management Information Systems on developing payroll applications that ensure internal controls and facilitate the implementation and maintenance of payroll and HR master files. retirement payments.) to ensure timely and accurate processing. including tax liabilities of foreign nationals. • Interprets Institution employment policies and government regulations in connection with payroll activities and makes recommendations on modifications to senior management as appropriate. • Participates in business re-engineering activities to support the establishment and integration of electronic information processes and principles at the Institution. including periodic internal audit tests of labor utilization. including quarterly and year-end returns. etc. • Oversees preparation of all federal and state payroll tax reports. • Maintains all payroll records. 19 . provides on-going assistance to Institution employees in tax-related payroll matters. works closely with internal and external auditors to ensure compliance with relevant tax laws and government regulations. • Provides periodic analysis of payroll and disbursement records to ensure that adjustments are in accord with management's criteria. determines taxability of non-wage payments and serves as inhouse contact for technical tax compliance issues. • Interfaces routinely with Human Resources on employee benefits issues (deductions.
We can use any payroll software with strong methodical service orientation. Analyze and to Build solid execution Analysis stage –documenting the details gathered.preparation Pilot stage – verification Production stage Understand client business Alignment of outsourcing strategy with the corporate strategy Assess requirement Review environment Confirm viability Identification of an outsourcing champion Establishment of clear timelines around the 20 Four Stages Stage-I: Analysis . Timely & consistently Correctly to the last detail To Fulfill statutory obligations/compliances To give complete picture every month to management and employee Supportively & predictably Methodical structured approach to payroll outsourcing To help us Assess. Transition stage . To believe sensitive activity like payroll service is more important than the tool used. Execution Objective To build methodical & service oriented approach in execution of Payroll as it is a sensitive activity and needs to be executed.Payroll Methodology SAP-source is a software-Talent payroll service provider which can take best of the available software to suite client need.
Consolidated report to the management Note to the Bank for disbursement of salary Monthly tax deduction statement Monthly PF/Society contributions Projected Income tax working for the year Annually/Quarterly MIS Quarterly tax return documents to company and to employee 21 . verification Stage IV : Execution Monthly: (pdf file over the email) Salary slip to the employee with leave balance & to date fig. If not do the necessary Generate salary working and send ‘variance’ & ‘monthly’ report to customer for Stage III : Pilot changes manually. if we have received the monthly data in complete Enter the data in the salary processing software Data entry validation Verify if software has given considerations to all exceptions. outsourcing initiative Stage-II : Transition Team mobilization (technology & domain) Training in tools and procedures if required Hand-over of responsibility to our team Establishing necessary set-up Data collection and entry in the D/B One time data Company & employee Monthly data Data in between the months Data validation with the client Verify per the checklist.
Filing of quarterly salary E-TDS returns 22 . Salary certificate to the employee Attending to the call of the employer/employee on specific issues Payroll Back Office Scope of services Maintenance and updating of employee information sheet / salary register Calculation and preparation of monthly salary sheets. Profession Tax. Monthly pay-slips to employees Quarterly IT report to employees TDS CERTIFICATES Issue Form 16 to all employees TDS RETURNS. Income Tax etc as and when they are applicable. Calculation of with holding tax. Calculation and deduction of statutory deductions like Provident Fund. statutory and non statutory deductions on salary.
• The proposed system will record all data in all reports at the same time so you can make sure they are consistent and it also saves time. • Tallying of time cards is done manually. Scope and Limitation After several interviews and observations. • Mathematical errors will be prevented by automatic computations that the proposed system will provide and you may not have to worry about having financial or legal trouble. • Storage of files will be safe and secured with “username and passwords” and can easily be accessed.Why Payroll software used in the organisation? Payroll System Problem Statement The study specifically seeks to answer the following problems in manual payroll process: • Speed in processing payroll tends to be slow. Hillcrest Baptist 23 . Significance of Study • Speed in processing payroll will have a faster performance by means of decreasing the manual input areas. • Tallying of time cards will be done automatically by including a computerized employee log-in system in the proposed system which will be responsible in computing the time the employee worked. • Storage of files is susceptible to be damaged as well as lost of data. The aim of the research is to provide a specific school. • Difficult and time consuming in keeping up-to-date in taxes and other deductions. • Employers will never have to spend much time in keeping up to date with taxes and deductions because the system will be designed updated to such deductions. the researchers have come to identify how the payroll works. • Time consuming in double checking the consistency of all the reports. • Prone to mathematical errors that could consume much time than it should and could cause financial or legal trouble.
Withholding Tax and other deductions THE PROBLEM AND REVIEW OF RELATED LITERATURE As computer technology changes at such fast phase. The system can only do the following: • Compute monthly net income. With the rapid growth of technology today. It is easy to use. The proposed system will guide the employer through all the stages of the process. effective and efficient in organizing and calculating the payroll. there is no doubt that computer will become a common asset in all profession. wages etc to enter in the database. 24 . many businesses sectors try to cope up by upgrading computer system constantly in order to stay competitive. The system is good in for its specialty in the fields of accounting. It makes efficient use of the advance technology and has ambition to discover more. Therefore. payroll can be done with the guide of the program. The program also allows the monthly payroll schedule to be calculated accurately. In addition. The multi function ability of technology for its advance system is also an important factor for a company to use software. Just by having all employees’ info like name. working hours. The Proposed Computerized Payroll System will give a big relief of the employee and employers as well. this study aims to develop a reliable and manageable computerized payroll system for a better manageable of a business. Computers have the great impact on the profession of accounting. PAG-IBIG. a computerized payroll system.Academy.
It consists of the employee identification number. and union member flag Terminology Definition This section gives a definition and explanation of some of the terms used in the project: Employee Data: This is the employee's information in the company. and maintain data on a sequential payroll file. federal tax. pay rate. The year-to-date total should contain earnings. federal tax. and union dues” To accomplish these tasks.HOW THE INPUT PROVIDED BY THE CLIENT story provided by the client was as follows: “You are to design and implement a payroll system that should accept employee hours worked. and union member flag. we had to meet with the client to find out exactly what the program is meant to do. pension plan flag. and union dues Payroll data are employee number. compute net pay and record all the payroll data for subsequent processing. Here are the sub stories that we were able to get from the client: The program accepts employee hours worked The program computes net pay The program record all the payroll data for subsequent processing The program should prepare pay cheques The program should prepare a payroll ledger The program should maintain data on a sequential payroll file Non-statutory deductions such as union dues and pension plans to be made Year-to-date total should contain earnings. 25 . employee name. pension plan. pay rate. The system should prepare pay cheques and a payroll ledger. pay rate. employee name. employee name. and union member flag. Non-statutory deductions such as union dues and pension plans to be made. pension plan. “The payroll data are employee number.
They allow the employee to have his or her pay printed out on paper so that they can cash it. Pension Plan: Employees that opted to use the pension plan of the company get to pay a particular percentage of their pay in preparation for their retirement. pension plan. They are subtracted from the gross pay to give the net pay which is the employee's final pay for the month. Year-To-Date Total: The year-to-date total is the summation of all the previous earnings till the month before the current month. The ledger can be filtered by name. An employee can be a union member and later change status to be a non-union member. Gross Pay: The gross pay is the amount that the employee earns before the deductions are subtracted. Payslip: These are similar to pay cheques. year and month.Payroll Records: The payroll records are used to store each month’s hours worked. state and federal tax. Payroll Ledger: This is a table that shows the calculated pay of employees and the month in which they earned the pay. Union Membership Dues: This is meant for employee's that are union workers in the company. The hours worked is used to calculate the pay that an employee will receive for that month. A percentage of the employee's salary goes to state and country. 26 . identification number. union membership dues. pension plan. They get to pay a percentage for union dues. Each employee can have a unique hourly rate. Net Pay: The net pay is the final salary amount that would be given to the employee after all the deductions are subtracted from the gross pay. and the rates for that month. The deductions include among others taxes. union member dues and pension plan. Rates: Rates consists of the percentage that would be deducted from the gross pay depending on union membership status. Taxes: The taxes consists of the state dues and federal dues. Hours Worked: This is the number of times that an employee work in a month. Deductions: Deductions are made up of taxes.
These observations were later incorporated into the final deliverable. then added it to the main system which they sent to the other group members. they made sure they tested and compiled it. The graphical user interface was acceptable to the client at this stage even though he thought we could improve on it with a little more time. The technology team paired up with members of the payroll team and each team met at various times to code. We first began with very simple design which is incrementally improved. If we had waited till we finished the coding. Continuous integration was also used where each code was compiled run and tested before adding to the system after which the system must meet all the criteria The most important practice adopted was pair programming. The whole team approach in which the client was involved through out the software development.REVIEW OF TECHNOLOGY TEAM TO MEET CLIENTS REQUIREMENTS: The client knows how far Organisation software is coming and knows what to except at one particular time or the other.we would have found it really difficult to correct the errors we found in such a short time. There were a few things he brought to our understanding and we were able to change those things. Project Deliverables We met with our client on a few occasions to show our progress so far. From our project deliverables. simple designs which were as simple as the current functionality allowed by the system. Extreme Programming to build the software. In the long run. the client was able to bring to our understanding that the employees should have different pay rates and that it would be safe (for record purposes) to calculate the employee's year-to-data total salary earnings. showing the client part of the finished product in stages helped. The software is built exactly the way the client wants it to be built. After each pair coded. Software development practices adopted in Talentpro. 27 .
We also made sure that we coded according to coding standards. CHAPTER – III Company profile 28 . the development codes were consistent and had the same style through out.
payroll outsourcing. in addition to our temp staffing . Over a period of time the emphasis moved to end to end HR outsourcing solutions and today as a result of this we have a PAN India presence with some of the best MNC and Indian Corporate associated In 2006 Talentpro entered into a strategic partnership with Talent2. We are today poised to offer recruiting and search services to Indian and overseas clients. began its Indian operations.COMPANY PROFILE EVOLUTION OF TALENTPRO-A JOURNEY In 1994 Prolease USA now known as Paystaff started. trained and dedicated resources. Global best practices. as a Temp staffing and payroll outsourcing company headquartered out of Rockvelle. It ventured into HR outsourcing as well as Voice BPO offering world-class services with the right blend of technology.It soon spread to seven major cities across USA with several reputed companies as our clients from across the industry verticals.one of the largest HRO companies headquartered in Sydney Australia and operating in south east Asia and Dubai markets. Our focus on processes and systems and emphasis on quality ensures productivity improvements not only internally but also with clients we partner in co sourcing 29 .training&consulting and transaction processing services. Maryland. Talentpro soon became the preferred co-sourcing partner among leading Corporate Houses in India. Today Talentpro is committed to deliver the best in business through a team of dedicated and trained personnel across the country. In 2001 Talentpro India (then known as Prolease).
the evolution of our company has been guided by the following philosophies Employee orientation Talentpro believes its true strength lies in the potential of its employees. These are supported by initiatives to ensure employee motivation. They Aspire to Grow and create value not only for themselves but the organization as well. Confidence and Learning. Customer satisfaction and delight is the core value of our all employees.Philososphy Talentpro is dedicated to providing high-quality Professional employer services with emphasis on quality and delivery schedules. We believe in partnering with our clients to build a consistent relationship to achieve process efficiencies.They Venture to Create and provide themselves with a sense of achievement. Providing an environment of Trust. is one of the core values of the organization. we are focused on accurate on-time delivery. Customer Delight As a customer-oriented organization. Our aim is to develop and deliver quality services designed to satisfy customer's specific requirements and needs. Create and Grow Our spirit of creativity is embodied in giving our employees an environment where they work as groups and Learn to Innovate and translate these best practices into daily workways. Innovate. Quality as a way of life 30 . creativity and empowerment.
D. Transaction Support. Corporate law and regulatory matters. He has more than 18 years of experience in the field of Corporate Finance.Independent Director Swaminathan is a Fellow Member of the Institute of Chartered Accountants of India. Ehrig currently lives in Montgomery County. Mr. During his 18 years of experience he has been both a partner in a local public accounting firm as well as a sole proprietor in his own public accounting practice. metropolitan area.C. MD where he raises two sons. is a graduate of the prestigious Benjamin Franklin University school of accounting currently part of George Washington University located in Washington. K Swaminathan . Ehrig is very active in the local community and also sits on a number of boards of local non-profit organizations. Chuck Ehrig . 1999 and 2000.C. He presently practices as a Chartered Accountant and advises various Indian and Multinational companies on Corporate matters. Restructuring. Born in the D. finalist for the Ernst and Young Entrepreneur of the Year Award in 1998. He was earlier associated with Ernst & Young Private Limited as a Vice President handling 31 . Vice President of Finance and Chief Financial Officer. Management Team Bala Ramamoorthy-Founder and President Bala Ramamoorthy created our global business to respond to the broad diversity of business process needs he experienced as both a business owner and international trader of plastics. This is further strengthened by problem solving and solutions at grass roots level that in turn develops the spirit of empowerment and teamwork .Chairman of the board Charles Ehrig CPA. He became a Certified Public Accountant in the State of Maryland in 1984. and the 1997 Citizen of the Year Award from the Montgomery County Park Police. His accomplishments were recognized by the following awards: Mass Mutual Blue Chip Award recipient for 1999. Mr. petrochemicals and rare jewels.Our principles of quality are translated to deliver internally and externally outputs that add value. He is a member of NAPEO and MAAPE and holds a degree in international business management. efficiency and yield constant productivity improvement.
Due Diligence Review and legal matters.MNC.Transaction Support for Mergers & Acquisitions. At TalentPro. Dealer Operations. S Raghavan . Production Planning & Manufacturing. He has been associated with projects on both ISO & QS certification processes. he is an independent Director on the Board. Service Support. Raghavan is a Qualified chartered account and company secretary. Prior to joining Talentpro. demergers and public issues. legal and secretarial functions. Chandrakant was the Business Head of a SME manufacturing unit in Tamil Nadu.Senior Vice President. trading and telecom sectors.Senior Management Committee Raghavan has over 20 years of finance and secretarial experience in manufacturing. taxation. At Talentpro he oversees the finance. V Chandrakant -.Member .Senior Management Committee Chandrakant oversees the Operations & Quality functions at Talentpro Chandrakant has over 25 years of multifunctional experience across a spectrum of Industries . SMEs and has exposure to Materials & Logistics Operations. travel. He has been involved in setting up and reengineering systems and process around core accounting. Member . logistics. 32 . Manufacturing.
statutory compliances. we also add value to our staffing services through training. Grievance / discipline management Compliance teams across the country National presence with offices in 8 major cities As an Associate Multi-industry exposure Better career development opportunities Professional counseling & ongoing support Compliance Management . By implementing best practices and procedures across our processes. payroll processing. we ensure on-time delivery and capabilities to source and migrate candidates to meet the specific requirement of our clients. Being customer centric. TalentPro with a pan India presence & a wide database is an ideal partner to address dynamic manpower requirements.STAFFING SOLUTION Employees are a vital force to any organization's growth initiative. Service benefits As a Client Smooth transition of your employees onto Talentpro payrolls Recruitment of associates for any industry Multi-industry & multi-level expertise Processing Payroll/disbursement of salaries. Tax & benefits administration. insurance.PF / PF trust management / ESI / Professional Tax / Accidental & life insurance 33 .
With our rich experience in managing payroll for over 10 years globally we understand every aspect of payroll management & have the ability to customize it to meet all our client requirements. TalentPro's complete payroll solutions comprises of Time & Attendance Management Compensation & Benefits Processing Reimbursement Processing Payroll Reports & MIS Interface with legacy Systems Web based Delivery Statutory Compliance Query Management Retrials Management PF Trust Management Recruitment & Executive Search Successful business venture depend on quality manpower. Payroll services require constant evolution of best practices and focus on accuracy & discipline. Given the high potential in Indian market and the advent of sun rise sectors.PAYROLL SOLUTIONS HR activities like Payroll bring to mind. Although repetitive. forms and transactions. a stream of innumerable printouts. our experience has resulted in a consistent growth curve. these are critical functions within an organization. With more than 2500 clients globally and partnering with some of the largest Indian and Multi national companies in India. This is where we have made significant investments in India over the last five years. we now have an independent recruitment and 34 .
TalentProascertains the skill-set of the prospective candidates through expert methodologies and selects the most ideally suited for the job. Executive Search: We maintain a rich databank of Senior and middle level profiles from across industry verticals. Our expertise spans across business verticals supported by a team of professionals. Middle & senior management positions in select South East Asian. We have a team of very experienced and professional recruiting consultants managing the client and candidate interface. IT Recruitment: We now have a separate IT recruitment wing supporting the IT and ITES growth in India and abroad and work with the some of the largest clients in this field. and Middle East Markets Recruitment: We have a Pan India team of recruiters supporting existing and new clients on mandates across levels. 35 .executive search division. Confidentiality and candidate fitment are prime criteria this search division.There is a strong emphasis on turnaround time and quality candidates. We have domain expertise to provide a wide range of client requirements. We not only provide recruitment service in India but as a result of our association with Talent2. Non IT. we are geared up to manage IT. We have a multi industry exposure to source and place candidates through this division .
International and General Work Creative Problem Solving Corporate wives Communication & Interpersonal Skills Presentation Skills Effective meeting skills Motivation Talks Emotional Intelligence Customer Interface Skills Customer Delight Interviewing skills Train The Trainer Good-to-Great Self Management Public Talks Place Ethics devised by domain experts and are implemented through customized and established processes. satisfaction etc Development of assessment tools Coaching & Mentoring Total HR Solutions Mind Mapping Conflict Resolution Personal Effectiveness Programs Fun@Work Corporate Women Performance appraisal & feedback Corporate Training Team Building Training Packages Campus2Corporate Team Synergies & Effectiveness Corporate Training Self-Awareness & Personal Effectiveness Leadership & Managerial Effectiveness Time Management Stress Management Cross Cultural Sensitivity & Business Etiquette .HR Consulting & Training An organization's workforce needs to constantly evolve skills to keep abreast with changing business climes. TalentPro leverages on its years of expertise honed for over a decade to provide to all categories of Industry verticals. TalentPro's training modules are Consulting Organizational Reviews like morale.What makes us unique are our extensive pre and post training assessment and an 36 .
hospitality. ESI and data archiving.experiential methodology to ensure complete transfer of learning. TalentPro is equipped with world-class technology and infrastructure and a pan India presence with skilled personnel. offering customized solutions with cutting-edge technology. Briley Group is a privately held multinational company with holdings in the aviation. an international conglomerate based out of Singapore and US. We specialize in various transaction processing activities like Statutory Compliances Data Management Account Reconciliation Peak Load activities in Human Resource & Finance Bill processing for channel partners etc. multitalented workforce. multinational corporations. Transaction Processing TalentPro's Transaction processing division assists organizations in managing multi-activity and large data related activities. TalentPro can address all Human Resources needs in India. incorporated in 2001. Book-keeping is an important aspect of corporate control over its finances. valued in excess of US$ 2 billion. and utilizing an experienced. TalentPro has the ability to take up seasonal assignments for statutory compliance like tax-returns. business process outsourcing. Located in six major cities. TalentPro is among the fast growing Human Resources service providers world wide. and technology and service sectors. PF. We believe in unique requirements of each company and hence each module is customized to suit the client. TalentPro is equipped with experts conversant with the intricacies of business finance and compliance. is a Human Resources Service provider whose offerings include customised services like 37 . TalentPro India. The company is providing its services from medium size companies to large. TalentPro India is a part of the Briley Group . We customize MIS as required by the enterprise which ensures fool-proof accountability.
38 . ETC.Talentpro Clientele SAMSUNG SUN MICROSYSTEMS BPL SIFY COFFEE DAY COCA COLA IDBI BANK Dr.REDDY’S HCL DELL CAPARO MARUTI AIRTEL HDFC FORD MONSTER INDIA MIDAS TITAN CITI FINANCIAL AIG TATA TELE SERVICES CENTURION BANK CANARA BANK BLUE STAR.
CHAPTER – IV DATA ANALYSIS AND INTERPRETATIONS 39 .
1 Reasons for satisfaction/dissatisfaction level towards the Measurement of Software usage LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL NO.4.1 % OF RESPONDENTS 90 6 4 SOURCE: PRIMARY DATA SOURCE: PRIMARY DATA 90% of the Employees are satisfied by the software and we need to more focus on the 6 % dissatisfied and 4% not yet responded.4.1. 40 .CHAPTER 4 ANALYSIS AND INTERPRETATIONS SIMPLE AVEARGE ANALYSIS: Table No.OF RESPONDENTS 45 3 2 CHART NO.
LEVEL OPTIONS YES NO NO. 41 .2 Reasons for satisfaction/dissatisfaction level towards.OF RESPONDENTS 41 9 CHART NO.2 % OF RESPONDENTS 82 18 SOURCE : PRIMARY DATA SOURCE :PRIMARY DATA Among 50employees 82 % of the employees are satisfied with the software system helps for future growth that they had improved themselves after the program.Table No.2.4.4. whether the software user friendly. 18 % of the employees are not satisfied with software system helps for future growth.
OF RESPONDENTS 45 0 5 % OF RESPONDENTS 90 0 10 CHART NO.4.3 SOURCE :PRIMARY DATA SOURCE : PRIMARY DATA 90 % of the Employees are satisfied by the software and we need to more focus on 10% not yet responded. LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL NO. 42 .Table No.3.4.3 Reasons for satisfaction/dissatisfaction level towards the Measurement of complaints regarding loading of pay sheet in software.
4.4 Reasons for satisfaction/dissatisfaction level towards the Measurement of clients requirements by the organization. LEVEL OPTIONS YES NO NO.4.OF RESPONDENTS 35 15 CHART NO.4 % OF RESPONDENTS 70 30 SOURCE:PRIMARY DATA SOURCE: PRIMARY DATA 70 % of the Employees are satisfied to meet the clients requirements and we need to more focus on 30% of employe 43 .Table No.4.
4. LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL NO.5 Reasons for satisfaction/dissatisfaction level towards the usage of new software for payroll process.5.OF RESPONDENTS 38 12 0 CHART NO.5 % OF RESPONDENTS 76 24 0 SOURCE: PRIMARY DATA SOURCE : PRIMARY DATA 76 % of the Employees are satisfied with the calculation and we need to more focus on 24% of employees dissatisfied 44 .Table No.4.
4.Table No.6 Reasons for satisfaction/dissatisfaction level towards the Measurement of delivery of payroll report to clients.4.6. 45 .6 SOURCE: PRIMARY DATA SOURCE :PRIMARY DATA 60 % of the Employees are satisfied by the delivery and we need to more focus on the 10% dissatisfied and 30% not yet responded.OF RESPONDENTS 30 5 15 % OF RESPONDENTS 60 10 30 CHART NO. LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL NO.
Table No.7 % OF RESPONDENTS 40 10 50 SOURCE: PRIMARY DATA SOURCE: PRIMARY DATA 40 % of the Employees are satisfied by the software version and we need to more focus on the 10% dissatisfied and 50% not yet responded.4. 46 .4.7.OF RESPONDENTS 20 5 25 CHART NO.7 Reasons for satisfaction/dissatisfaction level towards the Measurement of complaints rectification. LEVEL OPTIONS SATISFIED DISSATISFIED NEUTRAL NO.
4. 47 .4.OF RESPONDENTS 47 3 % OF RESPONDENTS 94 6 CHART NO.8 Reasons for satisfaction/dissatisfaction level towards the usage period of software.Table No. LEVEL OPTIONS YES NO NO.8 SOURCE: PRIMARY DATA SOURCE :PRIMARY DATA 94 % of the Employees are satisfied by the service provided for the software complaints and we need to more focus on the 6 % dissatisfied.8.
9 SOURCE: PRIMARY DATA SOURCE: PRIMARY DATA 96 % of the Employees are satisfied by the software development and we need to more focus on the 4 % dissatisfied.4. 48 .OF RESPONDENTS 48 2 % OF RESPONDENTS 96 4 CHART NO. LEVEL OPTIONS YES NO NO.9.4.9 Reasons for satisfaction/dissatisfaction level towards the Measurement of teams coordination with software technology team.Table No.
4.10 Reasons for satisfaction/dissatisfaction level towards the Measurement of clients input.4.OF RESPONDENTS 42 8 % OF RESPONDENTS 84 16 CHART NO.10. LEVEL OPTIONS YES NO NO. 49 .10 SOURCE: PRIMARY DATA SOURCE: PRIMARY DATA 84 % of the Employees are satisfied by the clients input records and we need to more focus on the 16 % dissatisfied.Table No.
4. LEVEL OPTIONS YES NO NO.OF RESPONDENTS 30 20 % OF RESPONDENTS 60 40 CHART NO.4. 50 .11.11 Reasons for satisfaction/dissatisfaction level towards the Measurement of training given to employees.11 SOURCE: PRIMARY DATA SOURCE : PRIMARY DATA 60 % of the Employees are satisfied by the software training and we need to more focus on the 40% dissatisfied with training.Table No.
LEVEL OPTIONS YES NO NO.Table No.12. 4.12 The way in which the organization and clients discuss for re-engineering the software for future growth. 51 .4.12 SOURCE: PRIMARY DATA SOURCE: PRIMARY DATA 90 % of the Employees are satisfied by the re-engineering and we need to more focus on the 10 % dissatisfied.OF RESPONDENTS 45 5 % OF RESPONDENTS 90 10 CHART NO.
52 . LEVEL OPTIONS YES NO NO.13.OF RESPONDENTS 50 0 % OF RESPONDENTS 100 0 CHART NO.3.13 SOURCE: PRIMARY DATA SOURCE: PRIMARY DATA 100 % of the Employees are satisfied by the organization maintains all reports according to government norms.13 The way in which the organisation maintains records as per government norms.Table No.4.
OF RESPONDENTS 46 4 % OF RESPONDENTS 92 8 CHART NO.4.14 The maintains of client details confidentially. LEVEL OPTIONS YES NO NO. 4.14 SOURCE: PRIMARY DATA SOURCE: PRIMARY DATA 92% of the Employees are satisfied by the maintains of client inputs and we need to more focus on the 8 % dissatisfied 53 .Table No.14.
Table no.4.15 The way in which the employee’s interface with HR
department for payroll process of clients.
LEVEL OPTIONS YES NO
NO.OF RESPONDENTS 32 18
% OF RESPONDENTS 64 36
CHART NO.4.15.15 SOURCE: PRIMARY DATA
SOURCE : PRIMARY DATA 64% of the Employees are satisfied by the clients HR and we need to more focus on the 36% dissatisfied.
Statistical tool applied: CHI-SQUARE TEST
Satisfied Yes No Total 38 7 45
Dissatisfied 2 1 3
Neutral/pass 1 1 2
Total 41 9 50
Degree of freedom (m-1)*(n-1)=(3-1)*(2-1)=2
Tabulated value of D.F=2 @ 5% level of significance is 5.991.
Therefore Ho is accepted because the calculated value is less than tabulated value.
Hence there is no significant difference between observed frequency and the expected frequency. Hence the software used in talent pro is good.
One Sample Run Test YYYYNYYYYYYYYYYNYYYYYYNYYYYNYYYYYNYYYYYYYYYNYYYYNYYYYNNYYYY YYN r=no.8645 < 1. sE9r) = 2(41) (9) + 1 41+9 = 15. of N= 9 Ho: The software is effective and accept at random in sequence.8645] Z5% for degree of freedom ∞ = 1.E (r) = √ 2(41) (9) [2(41) (9)-41-9] (41+9)2 (41+9-1) = 2.76 2. of Y= 41 no. H1: The software is not effective and not accept at random in sequence.E(r) = 14-15. accept H0 Hence the software is effective are accept at random in sequence 57 .0358 = [-0.96 0.0358 Z= r.76 S.96 So.E(r) S. of runs= 14 no.
CHAPTER – V FINDINGS. SUGGESTIONS 58 .
CHAPTER 5 FINDINGS 1. is measured by using the following variables. The effectiveness of the existing software system in TALENTPRO HR PVT. 59 .LTD. Software (sap) Import of data in software Software calculation Accept & implement change Flexibility Company policies Education &Computer Skills Client Relation. 78 % of the Employees are satisfied by the software and we need to more focus on the 4 % dissatisfied and 18% not yet responded. Among 50 employees 90 % of the employees are satisfied with the software system helps for future growth that they had improved themselves after the program. 90 % of the Employees are satisfied by the software and we need to more focus on 10% not yet responded. 10 % of the employees are not satisfied with software system helps for future growth.
60 . 96 % of the Employees are satisfied by the software development and we need to more focus on the 4 % dissatisfied. 60 % of the Employees are satisfied by the software training and we need to more focus on the 40% dissatisfied with training. 84 % of the Employees are satisfied by the clients input records and we need to more focus on the 16 % dissatisfied. 70 % of the Employees are satisfied to meet the clients requirements and we need to more focus on 30% of employee 76 % of the Employees are satisfied with the calculation and we need to more focus on 24% of employees dissatisfied. 60 % of the Employees are satisfied by the delivery and we need to more focus on the 10% dissatisfied and 30% not yet responded 40 % of the Employees are satisfied by the software version and we need to more focus on the 10% dissatisfied and 50% not yet responded 94 % of the Employees are satisfied by the service provided for the software complaints and we need to more focus on the 6 % dissatisfied.
64% of the Employees are satisfied by the clients HR and we need to more focus on the 36% dissatisfied. 100 % of the Employees are satisfied by the organization maintains all reports according to government norms. 61 . 92% of the Employees are satisfied by the maintains of client inputs and we need to more focus on the 8 % dissatisfied. 90 % of the Employees are satisfied by the re-engineering and we need to more focus on the 10 % dissatisfied.
the employees should be informed by the software technology team. if there is any changes.SUGGESTIONS 1. which shall be seen as positive support to the system by the employees as well as clients. 62 . The delivery of clients output should be on time. In order to improve the Software skills of employees the organization should create more awareness and to provide feedback regularly to the employees about software system. in order to increase their knowledge about the usefulness of the software system. Latest software should be implemented in future to fight with the competitors and retain their clients. 6. 4. Proper training should be given to the employees. 3. Top management shall continually review the software according to the client requirements. After software testing. 5. 2.
CHAPTER – Vi CONCLUSION 63 .
Etc. To make the software system more efficient and excellent. 64 . I hope that the suggestion given in the report may be implemented in future course for the benefit of the employees and the company. The company should conduct the similar type of research at regular interval to know the changing softwares and to know about the latest technology like baan software etc. From this study. it is found that majority of the workers were satisfied with Software used. the company should give importance to the clients and create awareness among employees and it shall consider some of the ways and means suggested by the employees like addition of parameters such as short cut for calculation PF.CONCLUSION The study had confirmed that the company is having a good Software System.ESI.TAX. Dependability and conducting regular training program on the software usage...
COM 65 .SLIDESHARE. pg no.2. Prof.16-20 Parveen Ahmed Alan and Mr.R research Methodology-Methods and techniques (2nd edition)-new age International (pvt) Limited.B-Human Resource Management-Himalaya publishin home. No. Kaushik-Personnel Today-Indian Journal on personnel management-VOL.HVS INTERNATIONAL JOURNALS.NO.Bata.XXIX. 11th edition 1993.COM WWW. Pg no. REFERENCES Sasmita Polo-National Journal on Personnel Management-VOL-XXII. Kothari C.2.3. 9-12.BIBLIOGRAPHY BOOKS Fisher shoenfelt Shaw-Human resource management-4th edition-macmilan Press limited.Google.com WWW. Websites WWW.Dey-Indian Journal on Personnel Management-VOL XXIX-NO. Bratton John and Gold Jeffery (1994)-HRM-Theroy and practice.13-15. Mamoria C. 6th edition- Macmillan pres Limited. Pg No.K.
1) Does the clients are satisfied with the software used in talent pro for the pay roll processing ? Satisfied 2) Is the software user friendly? YES NO Dissatisfied Neutral 3) When do you get complaints regarding the loading of pay sheet into talent pay software? Whether satisfied? Satisfied Dissatisfied Neutral 4) Has the organization defined its payroll process software to meet clients requirements services? YES NO 5) Are you satisfied with the software to calculate the pf.COM WWW.LTD AND HR ROLL IN PAYROLL”. INTERVIEW QUESTIONS QUESTION FOR HR EXECUTIVES AND HR HEADS.PVT.I “A STUDY ON PAY ROLL SOFTWARES USED IN TALENT PRO INDIA HR.esi etc? Satisfied Dissatisfied Neutral 66 .COM WWW.COM APPENDICES .MANAGEMENTPARADISE. WWW.SCRIBD.CITEHR.
YES NO 11) Whether Supervises Payroll Office staff and operations. 67 . provides on-going assistance to Institution employees in tax-related payroll matters.6) How about the delivery of payroll report ? Satisfied Dissatisfied Neutral 7) How long you have been using the software? Whether it is satisfied or not? Satisfied Dissatisfied Neutral 8) Whether your complaints are rectified by the company? YES NO 9) Whether works closely with Management Information Systems on developing payroll applications that ensure internal controls and facilitate the implementation and maintenance of payroll and HR master files. YES NO 10) Whether clients Provides periodic analysis of payroll and disbursement records to ensure that adjustments are in accord with management's criteria. YES NO 12) Whether clients and employees Participates in business re-engineering activities to support the establishment and integration of electronic information processes and principles at the Institution.
computations and audits. retirement payments. reports.) to ensure timely and accurate processing YES NO 68 . works closely with internal and external auditors to ensure compliance with relevant tax laws and government regulations. including periodic internal audit tests of labor utilization. etc.YES NO 13) Whether company Maintains all payroll records. YES NO 14) Whether Maintenance and updating of client information sheet / salary register confidentially? YES NO 15) Whether the employees Interfaces routinely with Human Resources department on client benefits issues (deductions.
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