Payroll System

Core activities of Human Resource Management System

HR ACTIVITIES: ORGANIZATION DEVELOPMENT

STRATEGIC:-

1)Organization Mission / Vision, Business Goals, Strategy
2)Organization Life Cycle Stage
3)Organization Competency Identification (Key Competencies Required)

  • Competency Dictionary – Definitions
  • Proficiency Levels Defined
  • Existing Organization Competency Assessment
  • Existing Proficiency Levels
  • Competency Prioritization
  • GAP Analysis
  • Competency Map (Employee Ratings, Observed / Desired / Gaps)
  • Employee Prioritization for Competency Development
  • Competency Development Program

4)Competency Mapping Industry/Competitor Analysis

PERFORMANCE MANAGEMENT BY HR

STRATEGIC:-

  • Performance Management & Review Mechanism
  • Key Result Areas :-Key Performance Indicators (Highest / Ideal Performance Expected)
  • Key Deliverables (Role Definition)
  • Competence Required
  • Position Descriptions Mapping across Organization
  • Performance Agreement
  • Goals / Objectives
  • Key Deliverables (Role Definition)

PROFESSIONAL & ADMINISTRATIVE

1) Performance & Potential Evaluation:

  • Goals / Objectives (Previous Year)
  • Key Deliverables Assessment (3m,6m,9m,Yrly.)
  • Developmental Deliverables Assessment (3m,6m,9m, Yrly.)
  • Shortfalls in Deliverables Achievements
  • Significant Achievements
  • Strengths & Weaknesses
  • Competency Ratings (Managerial/Behavioral/Functional)
  • Training Received / Required Analysis
  • Performance Scores (Deliverables & Competencies Ratings)
  • Final Performance Ratings
  • Miscellaneous Discussions
  • Recommendations

2) Rewards & Recognitions – What is to be Rewarded/Awarded?

  • Overall Performance
  • Critical Performance
  • Spot Performance
  • Personality Growth
  • Loyalty Recognition
  • Best of the Best (Individual, Team, Group Recognitions)

3) Developmental Deliverables (for Career / Succession Planning)

4) Training Required (Objective, Priority, Evaluation Parameters)

5) Organization Support Required

6) Career Planning

7) Succession Planning

HR ACTIVITIES: RECRUITMENT & SELECTION

STRATEGIC:

1) GAP Analysis / Future Requirements
2) Budgeting New Manpower, Cost Estimates
3) Recruitment Plan of Action (Numbers, Time Frame, Sources, Cost, Internal Movement)
4) Internal Resources / External Resources
5) Position Description

  • Candidate Specification
  • Experience Specification (Mandatory/Preferred)
  • Key Performance Indicators (Highest / Ideal Performance Expected)
  • Key Deliverables (Role Definition)
  • Competence Required

HR ACTIVITIES: PROFESSIONAL & ADMINISTRATIVE:

1) Sources of Manpower (External)

  • Placement Consultants
  • Job sites
  • Advertisements
  • Campus Recruitment
  • Employee Referrals
  • Head Hunting
  • Networking
  • Professional Institutions

2) Vendor Relationship Management (Agreements, Contracts, Quotes)
3) Manpower Requisition Process (Authorisation, Documentation, Closures)
4) Selection Methodology
5) Interview Process (Panel, Evaluation Methodology)
6) Testing Processes (Test Instruments, Administration, Monitoring
7) Documentation
8) Forms & Formats (Requisition, Application Blanks, Interview Evaluations)
9) Recruitment MIS Reports

HR ACTIVITIES: TRAINING & DEVELOPMENT

STRATEGIC:

1) Training Needs Identification
2) Skill-Gap Analysis
3) Competency Map (Employee Ratings, Observed / Desired / Gaps)
4) Training & Development Plans (Technical / Soft Skills / Knowledge)

  • Competency Development Programme – Behavioural & Functional
  • Skill Development Programme
  • Performance Improvement Programme

PROFESSIONAL & ADMINISTRATIVE:

  • Training Calendar
  • Prioritized List of Training Programmes
  • Individual Analysis
  • Faculty Feedback & Analysis
  • Employee / Supervisor Feedback
  • Developing Knowledge Sharing Practices
  • Training Effectiveness Parameters
  • Key Improvement Indicators Defined (Performance, Skills, Competence)
  • Time Frame for Improvement
  • Review Mechanism
  • EMPLOYEE SATISFACTION & MOTIVATION

STRATEGIC:

  • Organisation’s philosophy & values
  • Work Culture
  • Best HR practices / Policy
  • Grievance Management Process
  • PROFESSIONAL & ADMINISTRATIVE:

1) Employee Communication – formal & informal

  • Notice Boards
  • Intranet
  • Emails
  • Circulars
  • Inter Dept meetings
  • Dept Meetings
  • Staff Meetings
  • Suggestion Scheme
  • Newsletter

2) Work culture survey, Analysis & Findings
3) Employee Satisfaction Survey, Analysis & Findings
4) Effective Grievance Resolution

PERSONNEL

PROFESSIONAL & ADMINISTRATIVE:

  • Offer / Appointment Letters, Compensation Sheet, Contract Letters, Consultant Agreements etc.
  • Salary Fitment Benchmarks / Salary Matrix
  • Joining Formalities & Documentations
  • Documentation Coding & Revision Guidelines
  • Induction & Orientation Company Overview (History, Business, Market, Products/Services, Geography) :-Company
  • Presentations, Key Personnel Meetings, Technical / Domain / Process Training Program
  • Maintaining & updating Personnel Files
  • Compensation & Benefits Administration Salary Structure (Fixed, Variables, Perks)
  • Employee Welfare Schemes
  • Insurance Covers
  • Retiral Benefits
  • Tax Consulting
  • Legal Compliances (Employment / Labor / Compensation Acts)
  • Incentives, Motivational Allowances
  • Employee Relations Employee Benefit Schemes
  • Birthdays / Anniversaries
  • Festival Events
  • Sports Events
  • Inter Dept Events / Competitions / Games / Quizzes
  • Health & Safety Measures.

To know more about factoHR – HR & Payroll software, please contact +91 782 000 3100 or visit www.factohr.com

FactoHR

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