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A STUDY ON PAY ROLL SOFTWARES USED IN TALENT PRO INDIA

HR.PVT.LTD AND HR ROLL IN PAYROLL.

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

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BONAFIDE CERTIFICATE

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 INTERNAL GUIDE

INTERNAL EXAMINER EXTERNAL EXAMINER

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ACKNOWLEDGEMENT

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.

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DECLARATION

I am C.PRAGADEESHWARAN, student of ST. PETERS UNIVERSITY,


AVADI, CHENNAI, “A STUDY ON PAY ROLL SOFTWARE’S USED IN
TALENTPRO INDIA HR PVT.LTD.AND HR ROLL IN PAYROLL” hereby declare
that project titled is submitted by me for partial fulfilment of award of MASTER OF
BUSINESS ADMINISTRATION. 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.PRAGADEESHWARAN)

CHAPTER CONTENTS PAGE NO.

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I. Introduction

1.1 Introduction 12
1.2 Need of the study 14
1.3 Objectives 14
1.4 Limitations of the study 15
Research Methodology
1.5 Research Design 16
1.6 Sampling Design 17
1.7 Data Collection 17
1.8 Tools Used 18

II. Review of literature

2.1 Review of literature 20

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III. Company profile

Analysis and 40
IV. Interpretations

FindingAnd Suggestions 60
V.

VI. Conclusion 65

Appendix
Bibliography 66
Interview Question 67

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LIST OF TABLES

Table Page
No Particulars No.

MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM.

4.1 Reasons for satisfaction/dissatisfaction level towards the Measurement


of Software usage. 41

4.2 Reasons for satisfaction/dissatisfaction level towards, whether the


software user friendly. 42

4.3 Reasons for satisfaction/dissatisfaction level towards the Measurement


of complaints regarding loading of pay sheet in software. 43

4.4 Reasons for satisfaction/dissatisfaction level towards the Measurement


of clients requirements by the organization. 44

4.5 Reasons for satisfaction/dissatisfaction level towards the usage of new


software for payroll process. 45

4.6 Reasons for satisfaction/dissatisfaction level towards the Measurement


of delivery of payroll report to clients. 46

4.7 Reasons for satisfaction/dissatisfaction level towards the Measurement


of complaints rectification. 47

4.8 Reasons for satisfaction/dissatisfaction level towards the usage period of


software. 48

4.9 Reasons for satisfaction/dissatisfaction level towards the Measurement


of teams coordination with software technology team. 49

4.10 Reasons for satisfaction/dissatisfaction level towards the Measurement


of clients input. 50

4.11 Reasons for satisfaction/dissatisfaction level towards the Measurement


of training given to employees. 51

WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM:

4.12 The way in which the organization and clients discuss for re-engineering
52
the software for future growth.

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4.13 The way in which the organisation maintains records as per government
norms. 53

4.14 The maintains of client details confidentially. 54

4.15 The way in which the employee’s interface with HR department for
payroll process of clients. 55

LIST OF CHARTS

Table Page
No Particulars No.

MEASURING THE SATISFACTION LEVEL OF EXISTING SOFTWARE SYSTEM.

4.1.1 Reasons for satisfaction/dissatisfaction level towards the Measurement 41

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of Software usage.

4.2.2 Reasons for satisfaction/dissatisfaction level towards, whether the


software user friendly. 42

4.3.3 Reasons for satisfaction/dissatisfaction level towards the Measurement


of complaints regarding loading of pay sheet in software. 43

4.4.4 Reasons for satisfaction/dissatisfaction level towards the Measurement


of clients requirements by the organization. 44

4.5.5 Reasons for satisfaction/dissatisfaction level towards the usage of new


software for payroll process. 45

4.6.6 Reasons for satisfaction/dissatisfaction level towards the Measurement


of delivery of payroll report to clients. 46

4.7.7 Reasons for satisfaction/dissatisfaction level towards the Measurement


of complaints rectification. 47

4.8.8 Reasons for satisfaction/dissatisfaction level towards the usage period of


software. 48

4.9.9 Reasons for satisfaction/dissatisfaction level towards the Measurement


of teams coordination with software technology team. 49

4.10.10 Reasons for satisfaction/dissatisfaction level towards the Measurement


of clients input. 50

4.11.11 Reasons for satisfaction/dissatisfaction level towards the Measurement


of training given to employees. 51

WAYS AND MEANS TO IMPROVE THE EXISTING SOFTWARE SYSTEM:

4.12.12 The way in which the organization and clients discuss for re-engineering
52
the software for future growth.
4.13.13 The way in which the organisation maintains records as per government
norms. 53

4.14.14 The maintains of client details confidentially. 54

4.15.15 The way in which the employee’s interface with HR department for
payroll process of clients. 55

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ABSTRACT

This project work has been conducted in TALENTPRO INDIA HR PVT.LTD.,


CHENNAI. It is the one of the leading HR Consultancy managed by BRILEY groups.

“A STUDY ON PAY ROLL SOFTWARE’S USED IN TALENTPRO INDIA HR


PVT.LTD.AND HR ROLL IN PAYROLL”, is the study conducted at TALENTPRO
INDIA HR PVT.LTD., CHENNAI. The main objective is to know the payroll software’s
used in the organization and the roll of HR in payroll.The secondary objectives of this study
are , To understand the HR roll in Payroll,To review the effectiveness of the Payroll process
of TalentPro, To find about the software’s used in Payroll process and satisfactory level of

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employees using this software’s ,To analysis whether these software’s are user friendly,To
suggest the Latest Software’s in achieving organizational objective.

This study has been compiled with the help of primary data and secondary data.
Primary data were collected from 50 respondents with the help of structured interview and
Observation method. Since the study was the Population Study, the data were collected from
all the employees in the payroll department. The Secondary sources of data were collected
through company profile, organization Website and other related library books.

The collected data were analyzed with the help of Simple Percentage analysis,chi-
square and one sample run test. It was found that there is no regular training program
conducted and majority of the employees were satisfied with the existing software used. To
conclude the existing software used was very good.

CHAPTER – I

INTRODUCTION
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CHAPTER – 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 organisation.
(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:

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(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.

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.

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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.

OBJECTIVES

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PRIMARY

 To know the roll of HR in payroll and the payroll software’s used in the organization.

SECONDARY

 To understand the HR roll in Payroll.

 To review the effectiveness of the Payroll process of TalentPro.

 To find about the software’s used in Payroll process and satisfactory level of
employees using this software’s .

 To analysis whether these software’s are user friendly.

 To suggest the Latest Software’s in achieving organizational objective.

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 don’t want to be

disturbed.

4. Employees are very limited and duration is limited.

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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.

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.

SAMPLING DESIGN:

A sample design is a definite plan for obtaining a sample from a given population

POPULATION:

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The employees of TALENTPRO will constitute the entire population. Here the entire
population is considered for my study because the population is limited.

3.3 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.

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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 form 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 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.

Tools Used

Simple average

Chi square test

One sample run test

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CHAPTER – II
Review of Literature

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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.

• 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.
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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.

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
 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, Analyze and to Build solid execution
Four Stages
 Analysis stage –documenting the details gathered.
 Transition stage - preparation
 Pilot stage – verification
 Production stage
Stage-I: Analysis
 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

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 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
Stage III : Pilot
 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, 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. If not do the necessary
changes manually.
 Generate salary working and send ‘variance’ & ‘monthly’ report to customer for
verification

Stage IV : Execution
 Monthly: (pdf file over the email)
 Salary slip to the employee with leave balance & to date fig.
 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

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 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.
 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
 TDS CERTIFICATES
 Issue Form 16 to all employees
 TDS RETURNS, Filing of quarterly salary E-TDS returns

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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.
• 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.
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
log-in 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.
• 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.
Scope and Limitation
After several interviews and observations, the researchers have come to identify how the
payroll works. The aim of the research is to provide a specific school, Hillcrest Baptist

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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

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 month’s 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.
Payslip: These are similar to pay cheques. They allow the employee to have his or her pay
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.

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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. 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 through out 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
 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.

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 We also made sure that we coded according to coding standards, the development codes
were
consistent and had the same style through out.

CHAPTER – III
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 Talentpro 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. Talentpro 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 Talentpro 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

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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 philosophies -

Employee 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.
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

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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.

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

31
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.

32
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

 Smooth transition of your employees onto Talentpro payrolls


 Recruitment of associates for any industry
 Multi-industry & multi-level expertise
 Processing Payroll/disbursement of salaries.
 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 - PF / PF trust management / ESI / Professional Tax /
Accidental & life insurance

33
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.

With more than 2500 clients globally and partnering with some of the largest Indian
and Multi national companies in India, our experience has resulted in a consistent growth
curve.
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. Given the high potential in Indian
market and the advent of sun rise sectors, we now have an independent recruitment and

34
executive search division. Our expertise spans across business verticals supported by a team
of professionals. TalentProascertains 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 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. We have domain expertise
to provide a wide range of client requirements.

35
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 Corporate Training Training Packages


Organizational Reviews like morale, Team Building Campus2Corporate
satisfaction etc
Development of assessment tools Mind Mapping Fun@Work
Coaching & Mentoring Conflict Resolution Corporate Women
Personal Effectiveness Performance
Total HR Solutions Programs appraisal & feedback

Creative Problem Solving Corporate wives


Team Synergies & Effectiveness

Corporate Training Communication & Public Talks


Interpersonal Skills
Self-Awareness & Personal Effectiveness Presentation Skills Motivation Talks
Leadership & Managerial Effectiveness Effective meeting skills Emotional
Intelligence
Time Management Customer Interface Skills Customer Delight

Stress Management Interviewing skills Good-to-Great


Cross Cultural Sensitivity & Business Train The Trainer Self Management
Etiquette - International and General Work
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

36
experiential methodology to ensure complete transfer of learning. 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.
 TalentPro is among the fast growing Human Resources service providers world wide,
offering customized solutions with cutting-edge technology.

 TalentPro is equipped with world-class technology and infrastructure and a pan India
presence with skilled personnel.

 TalentPro 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, multi-
national corporations. Located in six major cities, and utilizing an experienced, multi-
talented workforce, TalentPro can address all Human Resources needs in India.

 TalentPro India, incorporated in 2001, is a Human Resources Service provider whose


offerings include customised services like

37
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, ETC,

38
CHAPTER – IV
DATA ANALYSIS AND
INTERPRETATIONS

39
CHAPTER 4

ANALYSIS AND INTERPRETATIONS

SIMPLE AVEARGE ANALYSIS:

Table No.4.1 Reasons for satisfaction/dissatisfaction level towards the

Measurement of Software usage

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 45 90

DISSATISFIED 3 6

NEUTRAL 2 4
CHART NO.4.1.1

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.

40
Table No.4.2 Reasons for satisfaction/dissatisfaction level towards, whether

the software user friendly.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 41 82

NO 9 18
CHART NO.4.2.2

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. 18 % of the
employees are not satisfied with software system helps for future growth.

41
Table No.4.3 Reasons for satisfaction/dissatisfaction level towards the
Measurement of complaints regarding loading of pay sheet in software.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 45 90

DISSATISFIED 0 0

NEUTRAL 5 10

CHART NO.4.3.3

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.

42
Table No.4.4 Reasons for satisfaction/dissatisfaction level towards the
Measurement of clients requirements by the organization.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 35 70

NO 15 30
CHART NO.4.4.4

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.4.5 Reasons for satisfaction/dissatisfaction level towards the usage

of new software for payroll process.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 38 76

DISSATISFIED 12 24

NEUTRAL 0 0
CHART NO.4.5.5

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.4.6 Reasons for satisfaction/dissatisfaction level towards the

Measurement of delivery of payroll report to clients.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 30 60

DISSATISFIED 5 10

NEUTRAL 15 30

CHART NO.4.6.6

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.

45
Table No.4.7 Reasons for satisfaction/dissatisfaction level towards the

Measurement of complaints rectification.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

SATISFIED 20 40

DISSATISFIED 5 10

NEUTRAL 25 50
CHART NO.4.7.7

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.

46
Table No.4.8 Reasons for satisfaction/dissatisfaction level towards the usage

period of software.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 47 94

NO 3 6

CHART NO.4.8.8

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.

47
Table No.4.9 Reasons for satisfaction/dissatisfaction level towards the

Measurement of teams coordination with software technology team.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 48 96

NO 2 4

CHART NO.4.9.9

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.

48
Table No.4.10 Reasons for satisfaction/dissatisfaction level towards the

Measurement of clients input.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 42 84

NO 8 16

CHART NO.4.10.10

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.

49
Table No.4.11 Reasons for satisfaction/dissatisfaction level towards the

Measurement of training given to employees.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 30 60

NO 20 40

CHART NO.4.11.11

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.

50
Table No.4.12 The way in which the organization and clients discuss for

re-engineering the software for future growth.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 45 90

NO 5 10

CHART NO. 4.12.12

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.

51
Table No.4.13 The way in which the organisation maintains records as per

government norms.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 50 100

NO 0 0

CHART NO.3.13.13

SOURCE: PRIMARY DATA

SOURCE: PRIMARY DATA

100 % of the Employees are satisfied by the organization maintains all reports
according to government norms.

52
Table No.4.14 The maintains of client details confidentially.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 46 92

NO 4 8

CHART NO. 4.14.14

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.4.15 The way in which the employee’s interface with HR

department for payroll process of clients.

LEVEL OPTIONS NO.OF RESPONDENTS % OF RESPONDENTS

YES 32 64

NO 18 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.

54
Statistical tool applied:
CHI-SQUARE TEST

Satisfied Dissatisfied Neutral/pass Total

Yes 38 2 1 41

No 7 1 1 9

Total 45 3 2 50

S.no Oi Ei (Oi-Ei)2 (Oi-Ei)2

Ei

1 38 36.9 1.21 0.0327

2 2 2.46 0.2116 0.0860

3 1 1.64 0.4096 0.2497

4 7 8.1 1.21 0.1493

5 1 0.54 0.2116 0.39185

6 1 0.36 0.4096 1.1377

Total 50 50 2.04775

CALCULATION:

55
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.

56
One Sample Run Test

YYYYNYYYYYYYYYYNYYYYYYNYYYYNYYYYYNYYYYYYYYYNYYYYNYYYYNNYYYY
YYN

r=no. of runs= 14

no. of Y= 41

no. of N= 9
Ho: The software is effective and accept at random in sequence.

H1: The software is not effective and not accept at random in sequence.

sE9r) = 2(41) (9) + 1

41+9

= 15.76

S.E (r) = √ 2(41) (9) [2(41) (9)-41-9]

(41+9)2 (41+9-1)

= 2.0358

Z= r- E(r)

S.E(r)

= 14-15.76

2.0358

= [-0.8645]

Z5% for degree of freedom ∞ = 1.96

0.8645 < 1.96

So, accept H0
Hence the software is effective are accept at random in sequence

57
CHAPTER – V

FINDINGS, SUGGESTIONS

58
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.

 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. 10 % of
the employees are not satisfied with software system helps for future growth.

 90 % of the Employees are satisfied by the software and we need to more focus on
10% not yet responded.

59
 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.

 96 % of the Employees are satisfied by the software development and we need to


more focus on the 4 % dissatisfied.

 84 % of the Employees are satisfied by the clients input records and we need to more
focus on the 16 % dissatisfied.

 60 % of the Employees are satisfied by the software training and we need to more
focus on the 40% dissatisfied with training.

60
 90 % of the Employees are satisfied by the re-engineering and we need to more focus
on the 10 % dissatisfied.

 100 % of the Employees are satisfied by the organization maintains all reports
according to government norms.

 92% of the Employees are satisfied by the maintains of client inputs and we need to
more focus on the 8 % dissatisfied.

 64% of the Employees are satisfied by the clients HR and we need to more focus on
the 36% dissatisfied.

61
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.

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.

62
CHAPTER – Vi

CONCLUSION

63
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..

64
BIBLIOGRAPHY
BOOKS

 Fisher shoenfelt Shaw-Human resource management-4th edition-macmilan

Press limited.

 Kothari C.R research Methodology-Methods and techniques (2nd edition)-new

age International (pvt) Limited.

 Bratton John and Gold Jeffery (1994)-HRM-Theroy and practice, 6th edition-

Macmillan pres Limited.

 Mamoria C.B-Human Resource Management-Himalaya publishin home, 11th

edition 1993.

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 XXIX-NO.2,


pg no. 9-12.

Websites

 WWW.HVS INTERNATIONAL JOURNALS.COM


 WWW.Google.com

 WWW.SLIDESHARE.COM

65
 WWW.SCRIBD.COM

 WWW.CITEHR.COM

 WWW.MANAGEMENTPARADISE.COM

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

66
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

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.

67
YES NO

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

68