CHAPTER I INTRODUCTION

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CHAPTER 1 1.1 INTRODUCTION Effective software systems contain two basic systems operating in Conjunction: an evaluation system and a feedback system. The main aim of the evaluation system is to (if any). This gap is the shortfall that occurs when performance does not meet the standard set by the organization as acceptable. The main aim of the feedback system is to inform the employee about the quality of the software provided by the organization. (However, the information flow is not exclusively one way. The Technology team also receives feedback from the employee about software problems, etc.) 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. Employee Viewpoint From the employee viewpoint, the purpose of software used to calculate payroll process in four-fold: (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. Organizational Viewpoint From the organization's viewpoint, one of the most important reasons for having a software is to establish and uphold the principle of accountability. For decades it has been known to researchers that one of the chief causes of organizational failure is "non-alignment of responsibility and accountability." Non-alignment occurs where employees are given responsibilities and duties, but are not held accountable for the way in which those responsibilities and duties are performed. What typically happens is that several individuals or work units appear to have overlapping roles.

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The overlap allows - indeed actively encourages - each individual or business unit to "pass the buck" to the others. Ultimately, in the severely non-aligned system, no one is accountable for anything. In this event, the principle of accountability breaks down completely. Organizational failure is the only possible outcome. In cases where the non-alignment is not so severe, the organization may continue to function, albeit inefficiently. Like a poorly made or badly tuned engine, the non-aligned organization may run, but it will be sluggish, costly and unreliable. One of the principal aims of performance appraisal is to make people accountable. The objective is to align responsibility and accountability at every organizational level. 1.2 NEED FOR THE STUDY: The following are the needs to do the research at TALENTPRO INDIA HR PVT.LTD. 1. There is no such research work was carried before. 2. The management was in the position to know whether the existing software system used is effective or not. 3. To measure the satisfaction level of the employees using the software. 4. To get suggestions from the employees for further improvement in existing software system. 5. To contribute to the growth of the organization. 1.3 OBJECTIVES The project aims at the study of the payroll management system and its effectiveness in the organization. Pay Roll System is the most indispensable tool for the management of an organization as it credibility, accountability and proper functioning influence the working of Employee as well as the productivity of an organization. There has been tremendous growth in the number and size of multinational companies today, leading to significant challenges in the areas of human resources and payroll system. Thus the broad objective of the study is:a) Indentify the HR role in payroll system and thereby to analyze the interface level between account and H.R. department in the organization.
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b) Effectiveness of the software used in payroll system in an organization. c) To establish the internal control for the payroll cycle by the H.R. department which ensure an adequate segregation of duties, proper authorization of transaction, an accurate and timely recording of expenditure. d) accurate and timely recording of expenditure. e) To critically analyze the satisfactory level of employees using this software in organization. To analysis whether these softwares are user friendly and to analyze the accuracy and accountability of the pay roll management system. PRIMARY

SECONDARY To understand the HR roll in Payroll. ness of the Payroll process of Talent Pro employees using this softwares. lysis whether these softwares are user friendly.

1.4 REASONS FOR THE STUDY Payroll incorporates components of both human resources and finance. From data gathering to compiling, the payroll process includes calculations and reporting as well as integrating the data back into the organization. The following are the needs to do the research. 1. To understand the interface level between Account and HR department in an organization in the payroll management system. 2. The management was in the position to know whether the existing software system used is effective or not.
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3. To measure the satisfaction level of the employees using the software. 4. To obtain the feedback from employees which enables further improvement in existing software system. 1.5 LIMITATIONS OF THIS STUDY 1. The respondent attitude did not allow me to get their true feelings. 2. Most of the respondent feared to give their name. 3. Most of the employees were busy with their tight work and they dont want to be disturbed. 4. Employees are very limited and duration is limited. RESEARCH METHODOLOGY 1.6 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. The most significant decision is the choice of research approach, because it determines how the information will be obtained. The choice of the research approach depends on the nature of the research that one wants to do. EXPLORATORY RESEARCH: The research design adopted for this study is exploratory research. Exploratory research focuses on collecting data using an unstructured format or informal procedures to capture data and to interpret them. 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. 1.7 SAMPLING DESIGN: A sample design is a definite plan for obtaining a sample from a given population POPULATION: The employees of TALENTPRO will constitute the entire population. Here the entire population is considered for my study because the population is limited.
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1.8 DATA COLLECTION: Data is recorded measure of phenomena. While deciding about the method of data collection, the researcher should keep in the mind about two types of data. 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. Primary data are raw, unprocessed and yet to receive any type of meaningful interpretation. Sources of primary data tend to be the output of conducting some type of exploratory, descriptive or casual research. DATA COLLECTION: OBSERVATION, INTERVIEW Directness of the observation Based on the directness of observation, it can be grouped as direct or indirect. Direct observation happens when the observer is physically present and monitors while the event is taking place. This is highly flexible as the observer can decide what to observe, how much time to spent on observation of an aspect, when to shift focus etc. The observer may feel bored or frustrated by constantly being on the watch and may tend to loose focus. This might reduce the accuracy and completeness of the observation. Another weakness is that the observer may be overloaded when the events takes place quickly which cannot be kept track of or recorded. Secondary data The secondary data is the historical data previously collected and assembled for some other research problem. Secondary data can be usually gathered at faster and economical manner than the primary data. However the data may not fit in the researchers information need. The secondary data can be obtained from the libraries, website, published as well as unpublished documents etc. Sampling methodology and procedure Non-probability sampling the research finding cannot be generalized and the sampling error
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cannot be assessed. The findings are limited to the sample, which provided the original raw data. However non-probability sampling may be the only choice in case where the population cannot be ascertained. SAMPLING TECHNIQUE: PURPOSIVE SAMPLING A purposive sample is a non-representative subset of some larger population, and is constructed to serve a very specific need or purpose. A researcher may have a specific group in mind, such as high level business executives. It may not be possible to specify the population -- they would not all be known, and access will be difficult. The researcher will attempt to zero in on the target group, interviewing whomever is available Sample size The sample size for the given project is 50. Period of study The study period taken for this project is 4 month. 1.9 Tools Used

Simple average Chi square test One sample run test

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CHAPTER II Company profile

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COMPANY PROFILE
EVOLUTION OF TALENTPRO-A JOURNEY In 1994 Prolease USA now known as Paystaff started, as a Temp staffing and payroll outsourcing company headquartered out of Rockvelle, Maryland. It soon spread to seven major cities across USA with several reputed companies as our clients from across the industry verticals. In 2001 Talent pro India (then known as Prolease), began its Indian operations. It ventured into HR outsourcing as well as Voice BPO offering world-class services with the right blend of technology, Global best practices, trained and dedicated resources. Talent pro soon became the preferred co-sourcing partner among leading Corporate Houses in India. 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 Talent pro entered into a strategic partnership with Talent2, one of the largest HRO companies headquartered in Sydney Australia and operating in south east Asia and Dubai markets. We are today poised to offer recruiting and search services to Indian and overseas clients, in addition to our temp staffing, payroll outsourcing, training& consulting and transaction processing services. Today Talentpro is committed to deliver the best in business through a team of dedicated and trained personnel across the country. 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 Philososphy Talentpro is dedicated to providing high-quality Professional employer services with emphasis on quality and delivery schedules, the evolution of our company has been guided by the following philosophiesEmployee orientation Talentpro believes its true strength lies in the potential of its employees. Providing an environment of Trust, Confidence and Learning, is one of the core values of the organization.
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These are supported by initiatives to ensure employee motivation, creativity and empowerment. Customer Delight As a customer-oriented organization, we are focused on accurate on-time delivery. We believe in partnering with our clients to build a consistent relationship to achieve process efficiencies. Customer satisfaction and delight is the core value of our all employees. Our aim is to develop and deliver quality services designed to satisfy customer's specific requirements and needs. Innovate, 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. They Venture to Create and provide themselves with a sense of achievement. They Aspire to Grow and create value not only for themselves but the organization as well. Quality as a way of life Our principles of quality are translated to deliver internally and externally outputs that add value, efficiency and yield constant productivity improvement. This is further strengthened by problem solving and solutions at grass roots level that in turn develops the spirit of empowerment and teamwork. 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, petrochemicals and rare jewels. His accomplishments were recognized by the following awards: Mass Mutual Blue Chip Award recipient for 1999, finalist for the Ernst and Young Entrepreneur of the Year Award in 1998, 1999 and 2000, and the 1997 Citizen of the Year Award from the Montgomery County Park Police. He is a member of NAPEO and MAAPE and holds a degree in international business management.

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Chuck Ehrig - Chairman of the board Charles Ehrig CPA, Vice President of Finance and Chief Financial Officer, is a graduate of the prestigious Benjamin Franklin University school of accounting currently part of George Washington University located in Washington, D.C. He became a Certified Public Accountant in the State of Maryland in 1984. 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. Born in the D.C. metropolitan area, Mr. Ehrig currently lives in Montgomery County, MD where he raises two sons. Mr. Ehrig is very active in the local community and also sits on a number of boards of local non-profit organizations. K Swaminathan - Independent Director Swaminathan is a Fellow Member of the Institute of Chartered Accountants of India. He has more than 18 years of experience in the field of Corporate Finance, Transaction Support, Restructuring, Corporate law and regulatory matters. He presently practices as a Chartered Accountant and advises various Indian and Multinational companies on Corporate matters. He was earlier associated with Ernst & Young Private Limited as a Vice President handling Transaction Support for Mergers & Acquisitions, Due Diligence Review and legal matters. At TalentPro, he is an independent Director on the Board. S Raghavan - Senior Vice President, Member - Senior Management Committee Raghavan has over 20 years of finance and secretarial experience in manufacturing, travel, logistics, trading and telecom sectors. He has been involved in setting up and reengineering systems and process around core accounting, taxation, demergers and public issues. At Talentpro he oversees the finance, legal and secretarial functions. Raghavan is a Qualified chartered account and company secretary. 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 - MNC, Manufacturing, SMEs and has exposure to Materials & Logistics Operations, Service Support, Dealer Operations, Production Planning & Manufacturing. He has been associated with projects on both ISO & QS certification processes. Prior to joining Talentpro, Chandrakant was the Business Head of a SME manufacturing unit in Tamil Nadu.
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STAFFING SOLUTION Employees are a vital force to any organization's growth initiative. TalentPro with a pan India presence & a wide database is an ideal partner to address dynamic manpower requirements. By implementing best practices and procedures across our processes, we ensure on-time delivery and capabilities to source and migrate candidates to meet the specific requirement of our clients. Being customer centric, we also add value to our staffing services through training, payroll processing, Tax & benefits administration, insurance, statutory compliances. Service benefits As a Client 1. Smooth transition of your employees onto Talentpro payrolls 2. Recruitment of associates for any industry 3. Multi-industry & multi-level expertise 4. Processing Payroll/disbursement of salaries. 5. Grievance / discipline management 6. Compliance teams across the country 7. National presence with offices in 8 major cities As an Associate 1. Multi-industry exposure 2. Better career development opportunities 3. Professional counseling & ongoing support 4. Compliance Management - PF / PF trust management / ESI / Professional Tax / Accidental & life insurance PAYROLL SOLUTIONS HR activities like Payroll bring to mind, a stream of innumerable printouts, forms and transactions. Although repetitive, these are critical functions within an organization. Payroll services require constant evolution of best practices and focus on accuracy & discipline. This is where we have made significant investments in India over the last five years. 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.
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With more than 2500 clients globally and partnering with some of the largest Indian and Multinational companies in India, our experience has resulted in a consistent growth curve. Talent Pro's complete payroll solutions comprises of 1. Time & Attendance Management 2. Compensation & Benefits Processing 3. Reimbursement Processing 4. Payroll Reports & MIS 5. Interface with legacy Systems 6. Web based Delivery 7. Statutory Compliance 8. Query Management 9. Retrials Management 10. PF Trust Management Recruitment & Executive Search Successful business venture depend on quality manpower. Given the high potential in Indian market and the advent of sun rise sectors, we now have an independent recruitment and executive search division. Our expertise spans across business verticals supported by a team of professionals. Talent Pro ascertains the skill-set of the prospective candidates through expert methodologies and selects the most ideally suited for the job. We not only provide recruitment service in India but as a result of our association with Talent2, we are geared up to manage IT, Non IT, Middle & senior management positions in select South East Asian, and Middle East Markets Recruitment: We have a Pan India team of recruiters supporting existing and new clients on mandates across levels. We have a multi industry exposure to source and place candidates through this division .There is a strong emphasis on turnaround time and quality candidates. Executive Search: We maintain a rich databank of Senior and middle level profiles from across industry verticals. Confidentiality and candidate fitment are prime criteria this search division. We have a team of
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very experienced and professional recruiting consultants managing the client and candidate interface. IT Recruitment: 1. 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. We have domain expertise to provide a wide range of client requirements. 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, satisfaction etc Development of assessment tools Coaching & Mentoring Total HR Solutions Mind Mapping Conflict Resolution Personal Effectiveness Programs Team Synergies & Effectiveness Corporate Training Fun @ Work Corporate Women Performance appraisal & feedback Corporate Training Team Building Training Packages Campus2Corporate

Creative Problem Solving Corporate wives Communication & Interpersonal Skills Public Talks

Self-Awareness & Personal Effectiveness Leadership & Managerial Effectiveness Time Management

Presentation Skills

Motivation Talks

Effective meeting skills Emotional Intelligence Customer Interface Skills Customer Delight

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Stress Management Cross Cultural Sensitivity & Business Etiquette - International and General Work

Interviewing skills Train The Trainer

Good-to-Great Self Management

Place Ethics devised by domain experts and are implemented through customized and established processes. What makes us unique are our extensive pre and post training assessment and an experiential methodology to ensure complete transfer of learing. We believe in unique requirements of each company and hence each module is customized to suit the client. Transaction Processing TalentPro's Transaction processing division assists organizations in managing multi-activity and large data related activities. TalentPro has the ability to take up seasonal assignments for statutory compliance like tax-returns, PF, ESI and data archiving. Book-keeping is an important aspect of corporate control over its finances. TalentPro is equipped with experts conversant with the intricacies of business finance and compliance. We customize MIS as required by the enterprise which ensures fool-proof accountability. 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.

Talent Pro is among the fast growing Human Resources service providers world wide, offering customized solutions with cutting-edge technology. Talent Pro is equipped with world-class technology and infrastructure and a pan India presence with skilled personnel.
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Talent Pro India is a part of the Briley Group , an international conglomerate based out of Singapore and US. Briley Group is a privately held multinational company with holdings in the aviation, hospitality, business process outsourcing, and technology and service sectors, valued in excess of US$ 2 billion.

The company is providing its services from medium size companies to large, multinational corporations. Located in six major cities, and utilizing an experienced, multitalented workforce, Talent Pro can address all Human Resources needs in India.

Talent Pro India, incorporated in 2001, is a Human Resources Service provider whose offerings include customized services like

Talent pro Clients SAMSUNG SUN MICROSYSTEMS BPL SIFY COFFEE DAY COCA COLA IDBI BANK Dr. REDDYS HCL DELL CAPARO MARUTI AIRTEL HDFC FORD MONSTER INDIA MIDAS TITAN
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CITI FINANCIAL AIG TATA TELE SERVICES CENTURION BANK CANARA BANK BLUE STAR, ETC,

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CHAPTER III
Review of Literature

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3.1 INTRODUCTION Payroll management system encompasses all the tasks involved in paying an organizations employees. It typically involves keeping track of hours worked and ensuring that employees receive the appropriate amount of pay. It also includes calculating taxes and social security, as well as ensuring that they are properly withheld and processed. Depending on the company in question, in full range of other deductions may be calculated, withheld, and processed as part of payroll administration. Additionally, the processing of contractor payments may fall under the umbrella of payroll administration. The specific tasks involved in payroll administration tend to vary according to the needs of each unique company or organization. For example, some companies have workers that receive commissions in addition to salaries. In these companies, including commissions in employees salaries is a part of pay roll administration. For some companies, it also involves assigning exempt or non-exempt status to workers, adding bonuses into paychecks, calculating overtime payments, and adhering to applicable employment loss. Handling payroll- related problems are part of payroll administration as well. If an employee is paid an incorrect amount or a dirct deposit fails to go through, both things are payroll administration issues. Likewise tax filing and deduction errors, are payroll administration matters as well. Payroll administrations can be very simple, involving the payment of just a hand full of employees, or very complicated, involving payroll for thousands of employees and contractors. In some, very small companies, payroll may be handled by the owner of the company or an employee. However, other companies may have many employees to pay and keep track of necessitating a well planned, efficient payroll administration system. Some companies choose to handle payroll administration in- house, often creating a separate department just for the handling of payroll. Often, such organization purchase software to streamline payroll- related tasks some companies even have special software designed for them, creating a payroll system that is tailored to their unique requirements. Many companies decide to outsource payroll administration to other companies. Payroll administration companies handle most, if not all, payroll- related tasks for the companies they serve. Some payroll administration companies also provide management and human resource assistance as well. Many payroll administration companies tailor their services to meet the
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needs of organizations of all sizes and types. Some even offer on-site help and payroll consultations as well. Payroll is defined as a method of administrating employees salaries in the organizations. The process consists of calculation of salaries and tax deductions of the employees, administrating the retirement benefits and disbursements of salaries to employees.It can also be called as an accounts activity which undertakes the administrations of employees in the organization. Administrating the employees salaries is not an easy task, the HR and accounts department work together to calculate and disburse the salary to the employees. Thus, payroll management can be further subdivided into two sub processes, i.e. Payroll accounting and payroll administration. Payroll refers to the administration of employees salaries, wages, bonuses, net pay, and deductions. It consist of the employee ID, employee name, date of joining, daily attendance record, basic salary, allowances, overtime pay, bonus, commissions, incentives, pay for holidays, vacations and sickness, value of meals and lodging etc. There are some deductions such as PF, taxes, loan installments or advances taken by employee. 3.2 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. Oversees preparation of all federal and state payroll tax reports, including quarterly and year-end returns; determines taxability of non-wage payments and serves as in-house contact for technical tax compliance issues, 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.

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.
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Maintains all payroll records, reports, computations and audits, including periodic internal audit tests of labor utilization; works closely with internal and external auditors to ensure compliance with relevant tax laws and government regulations.

Interfaces routinely with Human Resources on employee benefits issues (deductions, retirement payments, etc.) to ensure timely and accurate processing.

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.

Provides periodic analysis of payroll and disbursement records to ensure that adjustments are in accord with management's criteria.

Supervises Payroll Office staff and operations; provides on-going assistance to Institution employees in tax-related payroll matters.

Participates in business re-engineering activities to support the establishment and integration of electronic information processes and principles at the Institution.

3.3 Payroll Methodology SAP-source is a software-Talent payroll service provider which can take best of the available software to suite client need. We can use any payroll software with strong methodical service orientation.

To believe sensitive activity like payroll service is more important than the tool used.

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Execution Objective To build methodical & service oriented approach in execution of Payroll as it is a sensitive activity and needs to be executed, Timely & consistently Correctly to the last detail

cution Four Stages documenting the details gathered. - preparation verification

Stage-I: Analysis

ent of outsourcing strategy with the corporate strategy

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Stage-II: Transition

-over of responsibility to our team -up Stage III: Pilot

alary processing software

If not do the necessary changes manually. r verification

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Stage IV: Execution Monthly: (pdf file over the email)

salary

working for the year Annually/Quarterly

the call of the employer/employee on specific issues 3.4 Payroll Back Office Scope of services Maintenance and updating of employee information sheet / salary register Calculation and preparation of monthly salary sheets. Calculation and deduction of statutory deductions like Provident Fund, Profession Tax, Income Tax etc as and when they are applicable. Calculation of with holding tax, statutory and non statutory deductions on salary. Monthly pay-slips to employees Quarterly IT report to employees
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TDS CERTIFICATES Issue Form 16 to all employees TDS RETURNS, Filing of quarterly salary E-TDS returns

3.5 Why Payroll software used in the organization? 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. Prone to mathematical errors that could consume much time than it should and could cause financial or legal trouble. Tallying of time cards is done manually. Time consuming in double checking the consistency of all the reports. Difficult and time consuming in keeping up-to-date in taxes and other deductions. Storage of files is susceptible to be damaged as well as lost of data. 3.6 Significance of Study Speed in processing payroll will have a faster performance by means of decreasing the manual input areas. 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. Tallying of time cards will be done automatically by including a computerized employee login system in the proposed system which will be responsible in computing the time the employee worked. 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.
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 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. Storage of files will be safe and secured with username and passwords and can easily be accessed. 3.7 Scope and Limitation After several interviews and observations, the researchers have come to identify how the pay roll works. The aim of the research is to provide a specific school, Hillcrest Baptist Academy, a computerized payroll system. The proposed system will guide the employer through all the stages of the process. The system can only do the following: Compute monthly net income, PAG-IBIG, Withholding Tax and other deductions 3.8 THE PROBLEM AND REVIEW OF RELATED LITERATURE As computer technology changes at such fast phase, many businesses sectors try to cope up by upgrading computer system constantly in order to stay competitive. The multi function ability of technology for its advance system is also an important factor for a company to use software. It makes efficient use of the advance technology and has ambition to discover more. Computers have the great impact on the profession of accounting. With the rapid growth of technology today, there is no doubt that computer will become a common asset in all profession. The program also allows the monthly payroll schedule to be calculated accurately. Just by having all employees info like name, working hours, wages etc to enter in the database. Therefore, payroll can be done with the guide of the program. The system is good in for its specialty in the fields of accounting. It is easy to use, effective and efficient in organizing and calculating the payroll. In addition, this study aims to develop a reliable and manageable computerized payroll system for a better manageable of a business. The Proposed Computerized Payroll System will give a big relief of the employee and employers as well.
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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, compute net pay and record all the payroll data for subsequent processing. The system should prepare pay cheques and a payroll ledger, and maintain data on a sequential payroll file. Non-statutory deductions such as union dues and pension plans to be made. The payroll data are employee number, employee name, pay rate, and union member flag. The year-to-date total should contain earnings, federal tax, pension plan, and union dues To accomplish these tasks, we had to meet with the client to find out exactly what the program is meant to do. 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, federal tax, pension plan, and union dues Payroll data are employee number, employee name, pay rate, 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. It consists of the employee identification number, employee name, pay rate, pension plan flag, and union member flag.
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Payroll Records: The payroll records are used to store each months hours worked, and the rates for that month. Rates: Rates consists of the percentage that would be deducted from the gross pay depending on union membership status, pension plan, state and federal tax. Each employee can have a unique hourly rate. Payroll Ledger: This is a table that shows the calculated pay of employees and the month in which they earned the pay. The ledger can be filtered by name, identification number, year and month. Hours Worked: This is the number of times that an employee work in a month. The hours worked is used to calculate the pay that an employee will receive for that month.

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. The deductions include among others taxes, union member dues and pension plan.

Gross Pay: The gross pay is the amount that the employee earns before the deductions are subtracted. Deductions: Deductions are made up of taxes, union membership dues, pension plan. They are subtracted from the gross pay to give the net pay which is the employee's final pay for the month. Taxes: The taxes consists of the state dues and federal dues. A percentage of the employee's salary goes to state and country. Union Membership Dues: This is meant for employee's that are union workers in the company. They get to pay a percentage for union dues. An employee can be a union member and later change status to be a non-union member. 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. Pay slip: These are similar to pay cheques. They allow the employee to have his or her pay
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printed out on paper so that they can cash it. Year-To-Date Total: The year-to-date total is the summation of all the previous earnings till the month before the current month. REVIEW OF TECHNOLOGY TEAM TO MEET CLIENTS REQUIREMENTS: The client knows how far Organization software is coming and knows what to except at one particular time or the other. The software is built exactly the way the client wants it to be built. Project Deliverables We met with our client on a few occasions to show our progress so far. In the long run, showing the client part of the finished product in stages helped. There were a few things he brought to our understanding and we were able to change those things. If we had waited till we finished the coding, we would have found it really difficult to correct the errors we found in such a short time. 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. From our project deliverables, 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. These observations were later incorporated into the final deliverable. Software development practices adopted in Talentpro. Extreme Programming to build the software. The whole team approach in which the client was involved throughout the software development. simple designs which were as simple as the current functionality allowed by the system. We first began with very simple design which is incrementally improved. 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
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The most important practice adopted was pair programming. The technology team paired up with members of the payroll team and each team met at various times to code. After each pair coded, they made sure they tested and compiled it, then added it to the main system which they sent to the other group members. coding standards, the development codes were consistent and had the same style throughout.

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CHAPTER IV DATA ANALYSIS AND INTERPRETATIONS

58

CHAPTER V FINDINGS, SUGGESTIONS

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CHAPTER 5
FINDINGS
1. The effectiveness of the existing software system in TALENTPRO HR PVT.LTD. is measured by using the following variables, Software (sap) Import of data in software Software calculation Accept & implement change Flexibility Company policies Education &Computer Skills Client Relation. 2. 78 percentage of the Employees are satisfied by the software and we need to more focus on the 4 percentage dissatisfied and 18 percentage not yet responded. 3. Among 50 employees 90 percentage of the employees are satisfied with the software system helps for future growth that they had improved themselves after the program. 10 percentage of the employees are not satisfied with software system helps for future growth. 4. 90 percentage of the Employees are satisfied by the software and we need to more focus on 10 percentage not yet responded. 5. 70 percentage of the Employees are satisfied to meet the clients requirements and we need to more focus on 30 percentage of employee 6. 76 percentage of the Employees are satisfied with the calculation and we need to more focus on 24 percentage of employees dissatisfied.
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7. 60 percentage of the Employees are satisfied by the delivery and we need to more focus on the 10 percentage dissatisfied and 30 percentage not yet responded 8. 40 percentage of the Employees are satisfied by the software version and we need to more focus on the 10 percentage dissatisfied and 50 percentage not yet responded 9. 94 percentage of the Employees are satisfied by the service provided for the software complaints and we need to more focus on the 6 percentage dissatisfied. 10. 96 percentage of the Employees are satisfied by the software development and we need to more focus on the 4 percentage dissatisfied. 11. 84 percentage of the Employees are satisfied by the clients input records and we need to more focus on the 16 percentage dissatisfied. 12. 60 percentage of the Employees are satisfied by the software training and we need to more focus on the 40 percentage dissatisfied with training. 13. 90 percentage of the Employees are satisfied by the re-engineering and we need to more focus on the 10 percentage dissatisfied. 14. 100 percentage of the Employees are satisfied by the organization maintains all reports according to government norms. 15. 92 percentage of the Employees are satisfied by the maintains of client inputs and we need to more focus on the 8 percentage dissatisfied. 16. 64 percentage of the Employees are satisfied by the clients HR and we need to more focus on the 36 percentage dissatisfied.

SUGGESTIONS 1. 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.
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2. Proper training should be given to the employees, in order to increase their knowledge about
the usefulness of the software system.

3. Top management shall continually review the software according to the client requirements,
which shall be seen as positive support to the system by the employees as well as clients.

4. After software testing, if there is any changes, the employees should be informed by the
software technology team.

5. The delivery of clients output should be on time. 6. Latest software should be implemented in future to fight with the competitors and retain
their clients.

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CHAPTER VI CONCLUSION

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CONCLUSION
The study had confirmed that the company is having a good Software System. From this study, it is found that majority of the workers were satisfied with Software used. To make the software system more efficient and excellent, 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, ESI, TAX, Etc,. Dependability and conducting regular training program on the software usage.

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.

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BIBLIOGRAPHY BOOKS Fisher shoenfelt Shaw-Human resource management-4 edition-macmilan Press limited. Kothari C.R research Methodology-Methods and techniques (2 edition)-new age International (pvt) Limited. Bratton John and Gold Jeffery (1994)-HRM-Theroy and practice, 6 editionMacmillan pres Limited. Mamoria C.B-Human Resource Management-Himalaya publishin home, 11 edition 1993.
th th nd th

REFERENCES Sasmita Polo-National Journal on Personnel Management-VOL-XXII, No.3, Pg no.16-20 Parveen Ahmed Alan and Mr. Kaushik-Personnel Today-Indian Journal on personnel management-VOL.XXIX,NO.2, Pg No.13-15. Prof.Bata.K.Dey-Indian Journal on Personnel Management-VOL XXIXNO.2, pg no. 9-12.

Websites WWW.HVS INTERNATIONAL JOURNALS.COM WWW.Google.com

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 WWW.SLIDESHARE.COM WWW.SCRIBD.COM WWW.CITEHR.COM WWW.MANAGEMENTPARADISE.COM

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APPENDICES I A STUDY ON PAY ROLL SOFTWARES USED IN TALENT PRO INDIA HR.PVT.LTD AND HR ROLL IN PAYROLL. INTERVIEW QUESTIONS
QUESTION FOR HR EXECUTIVES AND HR HEADS.

1. Does the clients are satisfied with the software used in talent pro for the pay roll processing?
Satisfied Dissatisfied Neutral

2. Is the software user friendly?

YES NO

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, ESI etc?
Satisfied Dissatisfied Neutral

6. How about the delivery of payroll report?

Satisfied Dissatisfied Neutral

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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

11. Whether Supervises Payroll Office staff and operations; provides on-going assistance to Institution employees in tax-related payroll matters.

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. YES NO

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13. Whether company Maintains all payroll records, reports, computations and audits, including periodic internal audit tests of labor utilization; works closely with internal and external auditors to ensure compliance with relevant tax laws and government regulations.

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, retirement payments, etc.) to ensure timely and accurate processing

YES

NO

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