Payroll Software Salaries Made Simple

If you are looking for a quick fix solution to manage your business payroll needs an entrepreneur? At the same time, you have to be wary of adding more accounting staff that is already on the larger side of the employees? Well, the good news is that your problem was not the end!

Specific salary calculated payroll software tools, and the process of making payments on time can be used to make faster. They save you the burden of understanding the functioning of a complex payroll legislation and payroll systems, and thereby reducing administrative costs. We can already see you smiling at? Keep that smile firmly in place.

Trouble-free payroll processing is a critical requirement for any business. Wondering what could it be?

In this way, can be automatically transferred into the payroll system, information about the people who once worked hours worker. Alternatively, you can manually feed the information into an electronic form. To get the maximum benefit, you can use it to put together information on attendance and hours worked. Then there's the "what-if" calculations feature. You can also record other employee information, annual leave, maintaining, using payroll software.

Therefore, it is right for you?

Each business payroll software is not required. For example, if the number of employees is small, simple and easy payroll can be calculated manually. Payroll Software implemented are generally required in addition to the annual subscription, the initial purchase price.

Before deciding to implement a payroll software for your organization, consider the available skills within your business. For example, which handles payroll accountant is absent when?

Remember, you also need to ensure business continuity. Therefore, performing data back-up and disaster recovery plan to support. So, keep a pen and paper to insist on refreshing skills periodically.

It can be customized payroll software for small businesses. Businesses have developed in order to meet the diversified needs of different types of payroll software; One of the best one that suits you.

Need of Global Payroll Software System

The modern businesses need highly developed and integrated HR and Payroll software systems as they tend to hire employees from different jurisdictions. Nowadays, hiring employees from the global talent pool and letting them work-from-home or from the remote locations is a cost-effective practice for the businesses. However, it adds to the complexity of their payroll processing. It demands a clear-cut understanding of the task from its HR and Finance staff.

Integrated Payroll System:

Implementing a global payroll software, like Payroll System by SBS Consulting, is a great challenge for the companies, whether they are trying to add more teeth to its existing payroll software or building a new payroll management system from the scratch. There are too many variables to accommodate like pay type, pay cycle, pay frequency, type of employees, payroll policies, compensation type, etc., to consider and care for.

It is important to take a review of the existing payroll software and processing steps involved to assess the improvements needed to attain the future payroll goals of the business. It assists the businesses in minimizing the statutory compliance related risks.

Tax Compliance Through Payroll Software:

Different countries have different rules and regulations regarding tax policies which creates difficulties while calculating the remuneration of the remotely located employees of the company. Using a payroll software that do not have the required functionality can lead to an unintentional breach of the law. It can attract penalties and fines and affect the market image and the brand name of the business.

Ensuring Quality of Employee Demographic and Payroll Data:

The new HR and Payroll management system to be developed or installed must be able to handle the employee details like, employee name, address, job details, bank accounts, etc. It must also be able to handle the employee grades, allowances, benefits, incentive, bonuses, deductions of statutory contributions, leave, local tax filing, etc., in order to ensure satisfactory compliance over all the necessary jurisdictions.

The businesses on their part must also ensure the quality and the depth of the employee demographic data to suit the rules and the legislation of the different countries. The clearly defined, accurate and readily accessible data is a must for the speedy progress of the project. It will lend for the smooth transition from the existing system to the new management system. It will also reduce the risks of errors in the businesses processing.

It is also important to assess the potency of the existing policies, consistencies, inconsistencies, and the volume of the business' payroll requirements. The task is difficult and complex and the businesses need to dedicate a team of qualified and experienced professionals to it.

Growing Business With HRMS Software

Human resource is the most valuable asset of any organization. The key behind the success of any organization is its motivated employees. HRMS is a software solution that provides various modules for Personnel Management, Human Resource Development, Payroll, Organization Structure and Records of Attendance.

Why is HRMS advantageous for an organization?

• Functions of an organization: It is important to plan and manage the primary functions of an organization. HRMS does this task efficiently and economically. Automating of core functions has become possible.

• Selection of employees: HRMS helps an organization in the selection of suitable employees. It has replaced written tests with online tests.

• Manpower: HRMS provides assistance for handling manpower of an organization.

• HR requests: HRMS helps HR team in processing daily HR requests without spending much time. It helps to automate HR policies and improve the efficiency of HR processes.

• Employees' skills: Evaluating the performance of employees at different levels and monitoring their number of productive hours have become easier through HRMS. The performance can be evaluated at 360 degree through the tools of HRMS.

• Training Needs: HRMS helps to identify the training needs of different employees so that their skills can be enhanced. This will boost their satisfaction with the work that they have been assigned. Hence, an organization will get the best out of human talent.

• Saves time: HRMS helps to carry out Payroll efficiently along with greater accuracy. It minimizes data entry along with paperwork and saves the calculation time.

• Reliable Information: It is possible to get reliable information through HRMS as it enables to have a greater accuracy in Employee database.

• History of an employee: The user can view a chronological history of any employee of an organization right from the position data to his / her retirement. It helps to gather and update day-to-day employee records.

• Streamlining the Process: HRMS helps to streamline the process by keeping records of employees. The larger company has more number of employees and so, the necessity of HRMS is more.

• Improved decision making process: HRMS covers all the important information on various aspects of manpower. If such relevant data is available at a faster rate, then decision making process becomes efficient.

• Compliance policies: It is necessary for any organization to submit the statutory reports to government bodies on the timeline. HRMS has readily available formats that widely accepted by everyone. Just a click of mouse will enable to download the format and use it so that the reports can be generated faster and submitted on time.

Hrmangtaa's customized HRMS software is easy to use and available at affordable prices. Hrmangtaa HRMS team will carry out the task of installation of the system. Our system provides 24 * 7 access from anywhere provided that you have internet access. Our HRMS software is integrated to meet all the needs of HR. It helps to improve the morale and productivity of the organization. This software is designed to meet the needs of various companies and locations. It also has the feature to support multi-currency system. Hrmangtaa HRMS offers you the best solution.

Employee Time Attendance Tracking Software

HR Mangtaa helps you streamline your employee’s time tracking and potentially uncover cost savings for your organization. Various flexible shift option, punch option, attendance process available. HR Mangtaa can be incorporated with any Biometric device.

• Module can capture data from any access control or Biometric system directly on real time basis from any location.
• Can Set Different Attendance month Period other than calendar month.
• Can set different public holidays for different employees.
• Different rules for fixed/flexi and semi flexi shift can be defined.
• Different week offs can be set for different employees.
• Different set of rules for absent can be applied.
• Employees can swipe their attendance using Employee self service if he forget to punch in biometric machine.
• Auto shift rotation is done easily for employees.
• Can set different policies for late coming, early going, monthly deficit hours and overtime.
• User can lock the month once the attendance is processed so that he cannot go in the locked period and regularize the attendance.

Primary Responsibilities of a Human Resource Manager

Similar to other department managers, a human resource manager has two basic functions: overseeing department functions and managing employees. For this reason, a human resources manager must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection. Core competencies HR managers have are solid communication skills and decision-making capabilities based on analytical skills and critical thought processes.

HR Services

Services to employees – the company’s internal customers – must be efficient, accurate and timely. Services such as benefits administration and payroll processing are major components of this HRM competency because they support large-scale human resource programs such as performance management and compensation practices.

HR Strategic Partnership

Alignment between human resource goals and organizational goals happens when there exists a strategic partnership between human resource management and the company’s leadership. The HRM competency most effective in developing a strategic partnership is the ability to produce human resources metrics — or measurements — that demonstrate a return on investment in HR department activities and functions. For example, lobbying executive leadership to invest in a costly applicant tracking system to create a more efficient recruitment and selection would require justifying the expense through demonstrating a return on investment. The usual return on investment for an applicant tracking system is the reduction in the costs to hire and process new employees. Applicant tracking systems automate recruitment and selection processes that would have typically required staff time and expense. Strategic alliances are worth the time they take to build, but they require forward-thinking management principles.

HR Processes

Staying abreast of human resource best practices is an effective way to maintain HRM competencies pertaining to processes, employment trends and procedures for the delivery of services to employees and external HR customers. External HR customers include applicants, former employees, vendors and suppliers. Recruitment and selection steps, workplace investigation procedures and safety and risk management measures are among the human resources processes that comprise this HRM competency.

HR Compliance

Without human resource oversight, companies could be liable for exorbitant legal fees, penalties and fines. In addition, noncompliance with labor and employment laws can cause irreparable damage to the company’s business reputation. Compliance and audit are critical HRM competencies – human resource department staff must maintain up-to-date knowledge of federal, state and municipal employment regulations and ensure the company demonstrates a commitment to fair employment practices. Maintaining current knowledge of laws and regulations should also include the ability to determine how pending legislation can impact the human resources field and the employment landscape.

HR Development

Long-range planning for employee training and development is an HRM competency and a key component in succession planning. Succession planning prepares the current workforce for increasingly responsible roles using promotion-from-within policies. Workforce planning and development prepares the organization for projected demands for the company’s products and services. An essential HRM competency is the ability to conduct and analyze needs assessments for future workforce skills and capabilities. Looking at current employees’ skill sets and using that information to determine what type of training or employee development is necessary requires knowledge of workforce planning and delivery of training. This HRM competency helps the organization achieve or maintain a competitive edge and industry status by readying it for employment trends and the availability of workers. HR development also positions the organization to become an employer of choice through long-range planning activities that include innovative recruitment, selection and talent management. Talent management is a human resources concept that refers to the breadth and depth of human capital – also known as employee expertise – which is an employer’s most valuable resource.

Overall Responsibilities

Human resource managers have strategic and functional responsibilities for all of the HR disciplines. A human resource manager has the expertise of an HR generalist combined with general business and management skills. In large organizations, a human resource manager reports to the human resource director or a C-level human resource executive. In smaller companies, some HR managers perform all of the department’s functions or work with an HR assistant or generalist that handles administrative matters. Regardless of the size of department or the company, a human resource manager should have the skills to perform every HR function, if necessary.

Compensation and Benefits

Human resource managers provide guidance and direction to compensation and benefits specialists. Within this discipline, human resources managers develop strategic compensation plans, align performance management systems with compensation structure and monitor negotiations for group health care benefits. Examples of human resource manager responsibilities include monitoring Family and Medical Leave Act compliance and adherence to confidentiality provisions for employee medical files. Human resource managers for small companies might also conduct open enrollment for employees’ annual elections pertaining to health care coverage.

Training and Development

Employee training and development includes new hire orientation, leadership training and professional development seminars and workshops. Human resource managers oversee needs assessments to determine when training is necessary and the type of training necessary to improve performance and productivity. Human resource managers responsible for conducting needs assessment have a hands-on role in evaluating overall employee performance to decide if the workforce would benefit from additional training and orientation. They examine employee performance records to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on leadership techniques.They also play an integral role in implementing employee development strategy and succession planning based on training and professional development. Human resource managers responsible for succession planning use their knowledge of employee development, training and future business needs to devise career tracks for employees who demonstrate the aptitude and desire for upward mobility.

Employee Relations

Although the employee relations specialist is responsible for investigating and resolving workplace issues, the human resource manager has ultimate responsibility for preserving the employer-employee relationship through designing an effective employee relations strategy. An effective employee relations strategy contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment. Human resource managers for small businesses conduct workplace investigations and resolve employee complaints. Human resource managers may also be the primary contact for legal counsel in risk mitigation activities and litigation pertaining to employee relations matters. An example of risk mitigation handled by a human resource manager includes examining current workplace policies and providing training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies.

Recruitment and Selection

Human resource managers develop strategic solutions to meet workforce demands and labor force trends. An employment manager actually oversees the recruitment and selection processes; however, an HR manager is primarily responsible for decisions related to corporate branding as it relates to recruiting and retaining talented employees. For example, a human resource manager in a health care firm might use her knowledge about nursing shortages to develop a strategy for employee retention, or for maintaining the current staffing levels. The strategy might include developing an incentive program for nurses or providing nurses with cross-training so they can become certified in different specialties to become more valuable to the organization. Corporate branding as it relates to recruitment and retention means promoting the company as an employer of choice. Human resource managers responsible for this usually look at the recruitment and selection process, as well as compensation and benefits to find ways to appeal to highly qualified applicants.

Effective Payroll Systems from a Payroll Software Company in Ahmedabad

Payroll systems have been designed to serve small as well as big companies for attendance management. These systems provide complete integration with various attendance systems that are used by the companies for attendance reports. The reports are used for calculating payroll and also to generate e-returns.

HRMangtaa Payroll software company in Ahmedabad offers these payroll systems that are known for their exceptional performance and report generation. There are several benefits of the payroll systems that it offers:

     It provides improved administration

     It offers companies with complete compliance

     It is excellent in terms of maintaining controlled absenteeism

     It results in increased productivity

High-end time keeping system

HRMangtaa Payroll software company in Ahmedabad designs these systems that are accurate in timekeeping and tracks individual employee and hours worked. It is important to keep track of the hours to ensure proper calculation. Moreover, it has been found that calculating time manually often ends up in errors. This automated system allows companies to keep a track of hours worked through the payroll software system. Every time an employee swipes a badge or card or even hand print at the time of entry and exit, the system automatically logs in the hours worked by the employee and transfers into the payroll system.

Accurate and efficient payment calculation

These software companies in Ahmedabad make sure that the systems work perfectly fine in calculating wages or salaries of employees. However, the calculation of the system depends on the inputs provided by the representatives and that is why the input directly depends on its accuracy. The system is extremely efficient and it is capable of calculating payments on an hourly basis, salaries, double-time, commissions, pay rises, bonuses, wage deductions, retroactive pay and other payments.

Effective record-keeping

Software companies in Ahmedabad specialize in payroll systems and that is why companies prefer hiring their payroll systems for greater efficiency. These payroll systems effectively keep a record of the tax payments for years and at any point of time, companies can get the details of such reports to make sure that things are in order and timely payment of taxes have taken place. The companies make sure that everything has been covered when preparing these payroll systems.

HRMangtaa Payroll software company in Ahmedabad ensures that companies that hire these systems are completely satisfied with the kind of features that these systems possess. The companies offer these systems at affordable rates and these have simple user interface so that people can easily work on these. Moreover, these systems are installed by the professionals from these companies to make sure the systems are completely integrated. Moreover, these companies also provide complete support post installation to ensure that the system is fully up & ready and works completely fine.

Payroll systems offered by the software companies in Ahmedabad are some of the best in the business. These are affordable and easy to operate. These companies have professionals who are specialized in designing these systems to ensure proper functioning of any company.

Payroll Management

HR Mangtaa Payroll Module is flexibly designed to handle varied types of payrolls and business specific rules. Fully integrated with modules like leave, time, office, claims, reimbursements, bonus etc. One of the best and comprehensive Payroll system with Pay slip generation option.

Define any kind of loans or salary advances and calculate on flat, reducing, PMT and average value method

• HR Mangtaa Software automatically calculates loan EMI once the loan is granted.
• The personal or housing loan comes as a deduction in the pay slip. Can generate reports for the same and track how many employees have taken the loan and how much of the loan money is outstanding.
• Perks earning can be defined in the System along with the number of pay earning, perk recovery and deductions.
• As per the requirements, Pay heads can be included in full or final settlement or a flexible benefits plan or in group insurance.
• Adjustments can be based on full or negative or partial amount for any deductions like PF.
• Most complex pay can be calculated with the help of HR Mangtaa. HR Mangtaa is customized 100%.
• Easily configure the pay heads including flexible benefits based on a formula or a maximum limit.
• The module has Profession Tax table.
• Powerful income tax formula builder.
• Salary can be processed in few easy steps.
• Employees can view their salary, loan and income tax slips online in a few clicks.
• Standard reports like company wise, department wise, designation wise, salary statements, Form 16, PF, ESIC statements, loan transaction, arrears exemptions, TDS reports, salary reconciliation, e-form 24 Q, PF and ESIC reports and challans can be generated.

Human Resources Information System (HRIS)

The HRIS forms the heart of HR Mangtaa. Module has a powerful HR analytics tool that help in employee data management. Module mainly contains information about the employee, covering areas like Personal Details, Status of Employee, Educational Qualifications, Professional Experience, Position details within the organization, Skill sets, Remuneration details, Travel and Identity details etc.

Employee Database is linked with the HR and Payroll. So, user can easily view and navigate to all the transactions of an employee and get a comprehensive report of an employee’s performance in company.

This Module of HR Mangtaa includes official main page that shows complete detail of employee like the department, the location he belongs to, the date of confirmation and retirement.

• Dynamic employee code creation is available wherein the code pattern is automatically generated based on a combination of alphabets or serial numbers.
• User can view employee personal details he can also update his marital status, hobbies, sports, extracurricular activities he participates and awards he has received.
• User can view , update employee’s job experience, academic and qualification details.
• User can maintain Disciplinary actions like suspensions, salary cuts or terminations in this module.
• Searching the employee database is made easier- user can do it based on criteria, age and experience in the company. User can also generate reports of it easily.
• You can send email / SMS to your employees by creating templates for the same.
• Full and final exit form for an employee when he leaves the office is available wherein details like reason for exit, date of resignation are to be filled. User can decide whether to disable him from logging onto HR Mangtaa.