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RamIT Solutions# 301, 3rd floor, Lakshmi Sri Complex, Opp. Vellanki Foods, Ameerpet,
Hyderabad – 500034, Telangana State, India.
RAMIT SOLUTIONSCORE HR CLASSES
INTRODUCTION
Introduction of the class / students / faculty
Icebreaker – General discussions for engagement
What is HR?
Why HR?
Evolution of HR
Workforce Diversity – age groups & managing workforce
EVOLUTION OF HUMAN RESOURCES
Pre-Independence to late ’70s
• HR considered a clerical job majorly in Manufacturing industry; mostly handled by accounts
Late ‘70s – ’80s
• Shift from Manufacturing to SERVICE Industry
’80s - ’90s
• Human Resource Development (HRD)
Millenials – late ’90s - ‘2000 (& later)
Human Resource Management
Current Scenario
Human Resources
ORGANIZATION
Definition of Organization How organization is formed?
Goal / Objective
Culture
Values
Vision
Mission
Organization Functioning Resource Requirement – Physical and Human
Creating Departments
MODULE 1 - RECRUITMENT
Sourcing•Tools
•Bio-data vs CV vs Resume vs Profile
Screening
Scheduling
Interview
•Seating
•Conduction – Ice breaker / Body language / Presentation / Opening & Closing
Selection
OFFER
• Shortlist
• Select
• On Hold
• Not Suitable
• Time, Date, Venue communication
• No. of rounds
MODULE 2 – HR GENERALIST
EMPLOYEE LIFE CYCLE
MODULE 2 – HR GENERALIST
ON BOARDING
OFFER• Pre-Joining Engagement
• Back Ground Verification
JOINING
ORIENTATION & INDUCTION
FUNCTIONAL HAND SHAKE
• Level, Role• OJT, CFT
JOINING
Joining Documents
ID ProofAddress ProofBank details
Contact detailsFamily details
Emergency contactEducational certificatesExperience certificates
Last drawn salary proofsReferences
PF Enrolment & nomination formESIC enrolment & nomination form
Medical Insurance formGratuity Enrolment
Personal File
Manpower Plan & Budget sheet copy
Manpower Requisition FormCV / Resume with signed JDInterview Assessment Form
Offer LetterJoining Documents
Induction / Onboarding planAsset allocation documents
Appointment LetterConfirmation Letter
KRA sheet Performance Review
Salary Revision / Increment Letter
MODULE 2 – HR GENERALIST
ATTENDANCE MANAGEMENT SYSTEM
AMS
Manual
Automated
RegistersMovement Registers
Bio-metrics / Palm ReadersIris recognitionSwipe cardsRFID Access control
• Present (P)• Absent (AB)• Weekly Off (WO)• Compensatory Off (CO)• Loss of Pay (LOP)• Punch Missing (PM)• Leave (CL, SL, EL/PL, ML etc.)
MODULE 2 – HR GENERALIST
ATTENDANCE MANAGEMENT SYSTEM
Attendance Records
HRMS Payroll Accounting
MODULE 2 – HR GENERALIST
LEAVE MANAGEMENT SYSTEM• Calendar Year
• No Carry Forward
• 7 per year
• No clubbing
• Can not be availed for more than 3 consecutive days
Casual Leave (CL)
• Financial Year
• Can be Carried Forward
• 7 per year
• Clubbing Allowed
• Allowed for more than 3 days with supporting documents
Sick Leave (SL)
• Financial Year
• Can be Carried Forward
• 18 per year – 1 leave for every 20 days of work – 240 days in a year
• Clubbing Allowed
• Encashable & Accumulation
Earned / Privilege Leave (EL/PL)
Leave Without Pay (LWP)
Un-authorized absence
Un-approved leave
MODULE 2 – HR GENERALIST
LEAVE MANAGEMENT SYSTEM
• For Female employees
• Allowed only for 2 children
• 26 weeks per instance upto 2 instances
• clubbing allowed
Maternity Leave (ML)
• For Male employees
• Allowed only for 2 children
• As per Company policy
Paternity Leave (PL)
• All all employees
• Allowed only for 2 children
• As per Company policyAdoption / Mis-carriage Leave
LEAVE ADMINISTRATION
Casual Leave (CL)
Sick Leave (SL)
Earned Leave OR Privilege Leave
(EL or PL)
Maternity Leave (ML)
Applicability All employees All employees
Only Confirmed & Permanent employeesEmployee has to complete 240 days in a year to be eligible for PLs;For every 20 days in a month -1 PL is credited
Only Female employeesFor upto Two deliveries only excluding miscarriages
Calendar YearCalendar YearFinancial Year
Financial Year Not Applicable
Eligibility 7 / year 7 / year 18 / year 26 weeks per instance
UtilizationMin. 0.5 & upto 3 per instance
Min. 0.5 & if beyond 3 days - Medical reports, documents are to be submitted
above 3 daysLong leaves
26 weeks per instance
Accural Not AllowedAs per Co. policyCo. allow upto 30 days accumulation
As per Co. policyCo. allow upto 90 days accumulation
Not Allowed
Carry Forward Not Allowed Allowed as per Co. Policy Allowed as per Co. Policy Not Allowed
Encashment Not AllowedNot AllowedOnly utilization for Sickness
YES Not Allowed
Clubbing Not Allowed Allowed except CL Allowed except CL Allowed except CL
Inclusion As per Co. policy YES YES YES
Exclusion As per Co. policy Not Allowed Not Allowed Not Allowed
LEAVE BENEFITS
o Special Sick Leave – Allowed upto 30 days or at management discretionCan be paid or with Leave Without Pay
o Bereavement Leave – Allowed in case of death of near family membersAllowed upto 3 or 4 days per instanceCan be paid or with Leave Without Pay
o Sebbatical Leave – Allowed upto 2 years and Two instancesCan be paid or with Leave Without Pay
o Study Leave – Allowed upto 2 years and Two instancesCan be paid or with Leave Without Pay
HUMAN RESOURCES GENERALIST
- POLICIES & SLA
Policy Drafting
▪ Identify and Pronounce the Objective for the Policy
▪ Scope & Applicability
▪ Guidelines
▪ Process
▪ Do’s & Don’ts
▪ Administration
▪ Exceptions and Deviations
▪ Review
Confirmation Probation Extension Termination / PIP
MODULE 2 – HR GENERALIST
CONFIRMATION PROCESS
Confirmation initiation 15 days prior to Proabation End date
Discussion with LM/RM and forward recommendations
to HR
Issue Confirmation
Letter
Issue Probation Extension Letter
Issue Performance Improvement Plan (PIP) or Termination Letter
Why Employee Exits?
Expectation & Aspirations Mis-match between Organization and Individuals.
Satisfaction and dis-satisfaction
Types of Exits
MODULE 2 – HR GENERALIST
EMPLOYEE EXIT MANAGEMENT
Natural RegrettedVoluntary
ForcedNon-RegrettedNon-Voluntary
ResignationDeath
Superannuation
TerminationAbsconding
Lay-Off / Lock-out
Reasons for Exit
Compensation
Benefits
Work-life balance (family)
Location
Re-location
Role
Health
Work Culture / Workplace
Studies
Death
Retirement / Superannuation
Non-Performance
Indiscipline or Misconduct
MODULE 2 – HR GENERALIST
EMPLOYEE EXIT MANAGEMENT
Exit ProcessVoluntary Non-Voluntary Death Superannuation
MODULE 2 – HR GENERALIST
EMPLOYEE EXIT MANAGEMENT
Resignation submitted to
LM/RM
Discussion with LM/RM and forward to HR
(Resignation Accepted)
Exit Interview –Discuss NP / LWD
HOTO, Relieving Formalities, NOC
Relieving FFS
Retention (Resignation
Rejected)
MODULE 2 – HR GENERALIST
EMPLOYEE EXIT MANAGEMENT
Performance Behaviour
Key (Critical) Resources
HP HB
High Potentials
(HiPos)
HPLB
Average Performers
LPHB
Poor Performers
(HiPPos)
LPLB
MODULE 3 – LEARNING AND DEVELOPMENT
Learning Training Development
Skills Behaviour Knowledge
• Individual Need• Team Need• Functional Need• Organizational Need
MODULE 3 – LEARNING AND DEVELOPMENT
Training Need Identification
(TNI)
• Personal Interaction / Face to Face Interviews
• Questionnaires
• Feedback / Performance Reviews
• Informal Discussions and Interactions
Training Need Analysis
(TNA)
Training (Plan & Budget)
Training Evaluation and Effectiveness
• Executive Development Program (EDP)
• Managerial Development Program (MDP)
• Leadership Development Program (LDP)
LEARNING & DEVELOPMENT
TRAINING PLAN
Objective of the programScope
ParticipantsTrainer – Internal or External
ContentMethodologyTraining Tools
Logistics
ConductOrganizeFacilitate
TRAINING EVALUATION
Training FeedbackTrainer FeedbackFollow-up Review
Periodic Review / Feedback / Assessment – Monthly / Quarterly /
Half-Yearly and AnnualQuestionaire
Personal InteractionRM feedbackObservation
MODULE 4 – ORGANIZATIONAL DEVELOPMENT
EMPLOYEE ENGAGEMENT
MODULE 4 – ORGANIZATIONAL DEVELOPMENT
EMPLOYEE ENGAGEMENT
o Events and Activitieso Learning & Developmento Open House Sessionso Career progressiono Succession planningo Rewards & Recognitiono Benefit administrationo Satisfaction Surveyso Employee Communication (Newsletters, Communiques)o Feedback mechanism
Engagement Tactics and Tools:
MODULE 4 – ORGANIZATIONAL DEVELOPMENT
Organizational development is a planned effort for a work group and/or theorganization, managed by leadership and supported by employees, toincrease organization effectiveness through planned change in processes andsystems.
MODULE 5 – GRIEVANCE MECHANISM
TRANSACTIONAL
Deviations or beyond Tolerance day-to-day Operational issues
DISCIPLINARY
Misconduct
▪ Escalation Matrix▪ Internal Complaints Committee Mandatory▪ Disciplinary Committees
MODULE 5 – GRIEVANCE MECHANISM
DISCIPLINARY ACTION
▪ Register the complaint / grievance / misconduct▪ Discuss and counsel all related parties
Verbal Communication or warning
Written Communication or warning
YES NO
Acc
epte
d
Action Taken Grievance CLOSED
Case Opened for Further Disciplinary
proceedings
Phase I
MODULE 5 – GRIEVANCE MECHANISM
DISCIPLINARY ACTION
SHOWCAUSE Notices issued
CHARGE SHEET issued
YES NO
Res
po
nd
ed
Action Taken case CLOSED
Phase II
INITIATE DISCPLINARY PROCEEDINGS
Refer: Industrial Disputes Act (IDA); Standing Orders Act
MODULE 5 – GRIEVANCE MECHANISM
DISCIPLINARY PROCEEDINGS – DOMESTIC ENQUIRY
o Prepare case file with all Statements, material evidence
Management Appoints a Management Representative (MR)
o MR is the custodian of all case material
o MR to identify neutral Enquiry Panel members / Enquiry Officer for an unbiased enquiry
Appointment of EO / EPo EO / EP are responsible for conduct of a free and unbiased enquiry
Appointment of Presiding Officer
o PO is the custodian of all case material post his/her appointment
o Coordinates, schedules all hearingso Records the statements,
proceedingsConducting Domestic Enquiry Process
Conclusion and Inquiry Report submission by EO / EP
Action taken on the Inquiry Report
Related parties:▪ Complainant (who files a compliant)▪ Respondent (against whom the
complaint is filed)▪ Witness
Suspension Subsistance Allowance:
▪ Within 30 days – 25% of Gross wages▪ Within 60 days – 50% of Gross wages▪ Within 90 days – 75% of Gross wages▪ Above 90 days – 100% of Gross wages
o Provident Fund and Miscellaneous Acto Employee State Insurance ActoGratuity Acto Payment of Bonus ActoMinimum Wages Acto Payment of Wages Acto Professional Tax
MODULE 5 – STATUTORY LAWS
MODULE 5 – STATUTORY LAWS
PROVIDENT FUND AND MISCELLANEOUS ACT
Provident Fund was created with a vision to provide SOCIAL SECURITY to the work force,predominantly in the manufacturing and infrastructure sectors during initial Post Independenceera
Employees' Provident Funds and Miscellaneous Provisions Act, 1952 was enacted by GoI
The Employees' Provident Fund Organisation (called as EPFO), is an organization tasked to assistthe Central Board of Trustees, a statutory body formed by the Employees' Provident Fund andMiscellaneous Provisions Act, 1952 and is under the administrative control of the Ministry ofLabour and Employment
Employees Provident Funds and Miscellaneous Provisions Act, 1952. Long Title: An Act toprovide for the institution of provident funds pension fund and deposit-linkedinsurance fund for employees in factories and other establishments
ABOUT PROVIDENT FUND (PF)
PROVIDENT FUND ORGANIZATION (PFO)
Provident Fund Regulatory Authority (PFRA)
Central Board of Trustees (CBT)
EPFO HQ, New Delhi
Regional PFO (All State Capitals)
Sub-regional PFO (Area wise)
PROVIDENT FUND APPLICABILITY
PF is applicable for any organization with
I. > 19 employees (12%)II. <19 employees (10%) [effective 2017]
EXEMPTIONS
I. Only Organizations setting up PF Trust within the organization are exemptedII. Employees already enrolled with PF in their current organization can not opt
out.III. PF Exemption to an employee may be granted, in case a new joinee with Gross
salary > Rs.15,000
MEMBER ENROLMENT
- Adhaar and PAN card copies to be submitted mandatorily;- Bank detail (Account Name, No., IFSC code, Branch) for account linking
PROVIDENT FUND CONTRIBUTIONS
PF contributions are by both EMPLOYEE and The EMPLOYER
Employee Contribution12%
Employer Contribution12%
Employee Provident Fund
(EPF) – 12%Employee
Provident Fund (EPF) – 3.67%
Employee Pension Scheme
(EPS) – 8.33%
PROVIDENT FUND ADMINISTRATION
• Contributions on GROSS Salary instead of Basic Salary as earlier
• Any Allowance being paid fixed such as Conveyance, Special allowance etc. are nowincluded for PF contributable wage calculation
• ONLY HRA is exempted
• Ceiling limit* of Rs.15,000/- per month is now applicable to Gross salary instead ofBasic salary. PF contribution is restricted to 12% of Rs.15,000/- i.e. Rs.1,800/- permonth
• Employee can contribute over and above Rs.1,800/- voluntarily [Voluntary ProvidentFund – VPF]
• Employer’s liability is in general restricted to 12% (of Rs.15,000) i.e. Rs.1,800/-, even ifemployee chooses for VPF or contribute above the ceiling.
• DUE DATE: 15th of every month
PROVIDENT FUND TRANSACTIONS
• All Transactions are carried out with Unique Account Number (UAN)
• Every employee (PF member) is allotted a PF no. by the organization
• UAN is now mandatory for all PF transactions
PF accumulation Transfers
• PF contribution accumulations can be transferred from any Previous Organization tocurrent organization by quoting the UAN. Now an Auto-transfer facility also has beenprovided
• Transfer Process:
Member to apply online on UAN portal ➔ previous employer to authorize ➔ currentemployer Authorization
PROVIDENT FUND TRANSACTIONS
PF accumulation Withdrawal
• PF accumulation withdrawals can be done (though not recommended) oncemember employee leaves an organization. However, these withdrawals can be doneunder certain conditions only:
✓ upon remaining un-employed for over Two months;✓ moving abroad or✓ intended not to get employed in future
• Withdrawal is allowed in total accumulation of 24% if the contributory period is lessthan One Year
• Withdrawal of accumulation is Not allowed in totality if the service is more than Oneyear.
▪ Employee share (EPF) 12% + Employer share (EPF) 3.67%▪ Employer share (EPS) 8.33% is retained for provision of Retirement Pension
PROVIDENT FUND TRANSACTIONS
Member Pension
o Pension to the member is provided on attainment of Retirement age of 58 yrs
o There is also a provision for “Reduced Pension” post attainment of 45 yrs of age
o Pension amount Depends on “total accumulations” at the time of availing Pensionoption
o Currently minimum is Rs. 850 and is proposed to be taken upto Rs.2,500/-
Death Pension
In case of Death of a contributing member:
o Member’s family gets INR 2.50 lacs as PF Insuranceo Spouse gets life-long pensiono Children get pension till attaining age of 21 yrs
PROVIDENT FUND BENEFITS
Provision for Loans
PF provides Loan benefits to all its members who has continuous contributary period of aminimum of Seven (7) years
o Loan for Marriageo Loan for Housingo Loan for Medical Needso Loan for Education
MODULE 5 – STATUTORY LAWS
EMPLOYEES STATE INSURANCE ACT
ESIC was created with a vision to provide HEALTHCARE FACILITY to the work force, predominantlyin the manufacturing and infrastructure sectors during initial Post Independence era
Employees State Insurance Act, 1948 was enacted by GoI
The Employees State Insurance Corporate (called as ESIC), is an organization tasked to assist theMedical Board, a statutory body formed by the Employees State Insurance Act, 1948 and is underthe administrative control of the Ministry of Labour and Employment
Employees State Insurance Act, 1948. Long Title: An Act to provide for the Healthcare facilitiesand benefits for employees in factories and other establishments
ABOUT EMPLOYEE STATE INSURANCE CORPORATION (ESIC)
EMPLOYEE STATE INSURANCE CORPORATION (ESIC)
ESIC Hospital & Medical College
Medical Board
ESIC HQ, New Delhi
Regional ESIC (All State Capitals)
Area or Local Offices (Area wise)
Dispensaries
Network Hospitals
ESIC is administered by respective State goverments, hence the contributions are payable to the states.
Each branch of an organization in different states are to be enrolled in respective states and compliances followed; ESIC authorities allot SUB-CODEs for such branch offices
ESIC APPLICABILITY
ESIC is applicable for any organization with
I. > 9 employees (operating on / with Power)II. > 19 employees (operating without power)
EXEMPTIONS
I. Employees with Gross salary > Rs.21,000 are exempted from ESICcontributions
INSURED PERSON (IP) ENROLMENT
- Adhaar and PAN card copies to be submitted mandatorily;- Bank detail (Account Name, No., IFSC code, Branch) for account linking
- Employee immediate family (Spouse, Children – two, parents, in-laws (ifdependent), siblings (upto the age of 21 yrs)) is also eligible to enrol with ESIC.They are required to submit their adhaar and get biometric authenticated atany Local or Regional ESIC office.
ESIC CONTRIBUTIONS
ESIC contributions are by both EMPLOYEE and The EMPLOYER
Employee Contribution0.75%
Employer Contribution3.25%
ESIC contributions are payable on Gross wages excluding any components of washing allowance, uniform allowance, mobile allowance provided these are given for perfoming official works.
ESIC ADMINISTRATION
• Administration done in Two (2) Contributary Periods (CP)▪ April – September - CP I▪ October – March – CP II
• Contributions on GROSS Salary
• Ceiling limit* of Rs.21,000/- per month is applicable to Gross salary. ESIC is applicableto employees within this ceiling of gross; NO contributions / coverage to employeesabove this ceiling.
• For new Insured Person (IP), waiting period of Nine (9) months to avail cash benefits
• Employees with continued IP can continue with their membership from day 1.
• Payment of ESIC contributions – 15th of every month
ESIC TRANSACTIONS
MEDICAL BENEFITS
▪ IP and family members covered can avail medical and hospitalization
benefit from day 1
▪ Medicines available Free of Cost
ALL BENEFITS
▪ Cash for Leave▪ Wages during hospitalization
and all medical benefits
ESIC BENEFITS
Provision in ESIC
o Medical Treatmento Medicineso Leave wageso Maternity wageso Funeral Expenses in case of death of IPo Disablement Benefit – Temporary Disablement, Partial Disablement and Permanent
Disablement
Governed by respective States & Local Administration (Municipal Corporations, Municipalities or Panchayats etc.)
Administered by Commercial Taxes Dept. of the government.
Slabs (Telangana & Andhra Pradesh*) 0 – 15,000 - NIL 15,001 – 19,999 – 150/- >20,000 – 200/-
✓ Slabs vary from state to state
Directors contribution of INR 2,500 to be paid every year latest by 31st
May Co. contribution of INR 2,500 to be paid every year latest by 31st May
• Due date : 10th of every month• Assessments to be done every year after completion of the Financial Year
MODULE 5 – STATUTORY LAWSPROFESSIONAL TAX
MODULE 5 – STATUTORY LAWS
MINIMUM WAGES ACT
Minimum Wages Act was enacted in 1948, with a vision to provide basic minimum wages to thework force, for better living and sustenance.
Minimum Wages is under the administrative control of the Ministry of Labour and Employmentand are declared periodically (Annually / Bi-annually / Quarterly) by respective states dependingon their Economy.
Minimum wages is derived from WPI (Wholesale Price Index) and CPI (Consumer Price Index) andis declared every month by respective states.
Comprises of Basic wages + Dearness Allowance (DA) or VDA ( Variable DA). As a compliance, thetotal of these two components can not be split into wage / salary structure.
Administration is Zone wise distribution of Metros, District Headquarters and Mandals / Taluk /Villages
Compliance is Mandatory, else punishment provisions are there.
KEY FEATURES
MODULE 5 – STATUTORY LAWS
PAYMENT OF WAGES ACT
Payment of Wages Act was enacted in 1936, with a vision to ensure payment of wages to thework force.
Payment of Wages is under the administrative control of the Ministry of Labour and Employment.
Payment of Wages prescribes that the wages are paid to the workforce –
By 7th of every month
Wage structure guidelines
Upto 50% deductions in wages for Penalties, fines, recoveries (excluding Statutorydeductions)
Wage registers to be maintained for inspections
Compliance is Mandatory, else punishment provisions are there.
KEY FEATURES
MODULE 5 – STATUTORY LAWS
PAYMENT OF GRATUITY ACT
Payment of Gratuity Act was enacted in 1958, with a vision to provide SOCIAL SECURITY and toREWARD LOYALTY towards an organization.
Payment of Gratuity is under the administrative control of the Ministry of Labour and Employment.
ADMINISTRATION
Gratuity is payable for employees whose tenure with the organization is above 5 years
Payment of Gratuity prescribes that for every Year of work, 15 days of compensation has to beprovided to the employee
Gratuity = Last drawn Basic (Basic+DA) x 15 x No. of years of service
26
Gratuity ceiling of Rs.20 lakhs
Under Shops & Establishments Act, provision for Service Compensation has been made on the lines ofPayment of Gratuity Act. The Service compensation is paid to employees at the exit from organizationand for every year of service completion.
KEY FEATURES
❑ Income Tax for salaried and Professionals under provisions and compliance of IT Act.
Tax Deduction at Source (TDS)
Associates 1%
Consultants 10%
Contractors, Temp Staffing, Outsourcing 10%
Salaried employees - as per applicable Tax rates
Provisional Declaration Form 12BB
MODULE 5 – TAX PLANNING
MODULE 5 – STATUTORY LAWS
PAYMENT OF BONUS ACT
Payment of BONUS Act was enacted in 1965, with a vision to provide SOCIAL SECURITY and to PROFITSHARING towards an organization. Amended again in 2018 and 2019
Payment of Bonus is under the administrative control of the Ministry of Labour and Employment.
ADMINISTRATION
Applicable to all organizations with > 20 employees
Followed as in Accounting Year – April to March
For New Organizations – 5 years moratorium / exemption including completion of the accounting year
Employee has to complete 30 days of working in the accounting year to be eligible for Bonus.
Bonus payment can be at minimum rate of 8.33% and max. 20%
Payable to all employees who worked during the accounting year
Bonus paid on Basic (Basic + DA, wherever applicable) wages
Payment of Bonus is applicable for employees with Basic wages upto or < Rs.21,000
Bonus ceiling limit at Rs.7,500
KEY FEATURES
TAX RATES FOR SALARIED EMPLOYEES
New Tax Regime
Up to Rs 2.5 lakh NIL
Rs 2.5 lakh to Rs 5 lakh`
5% (Tax rebate of Rs 12,500 available under
section 87A)
Rs 5 lakh to Rs 7.5 lakh 10%
Rs 7.5 lakh to Rs 10 lakh 15%
Rs 10 lakh to Rs 12.5 lakh 20%
Rs 12.5 lakh to Rs 15 lakh 25%
Rs 15 lakh and above 30%
Old Tax Regime
Up to Rs 2.5 lakh NIL
Rs 2.5 lakh to Rs 5 lakh 10%
Rs 5 lakh to Rs 10 lakh 20%
Rs 10 lakh and above 30%
Rs 1 cr and above 30% + 10% surcharge
Mandatory submission of all proof of document to claim exemptions
NO Exemptions – NO Documents – NO Rebates
COMPENSATION STRUCTURE
COST TO COMPANY (CTC)
▪ Fixed Pay▪ Reimbursements▪ Allowances
▪ Co. provided Benefits▪ Performance Pay ▪ Incentives
▪ Retirement benefits
TAKE HOME (Nett)
▪ (Gross) – (Statutory Contributions) – (TDS / IT)
– (Fines / Recoveries)
GROSS
▪ All Earnings▪ Fixed Pay▪ Arrears
Excludes all benefits
Payroll computation and related MIS reports generation
o Compensation structure preparation
o Payroll and related report preparation
MODULE 6 – COMPENSATION AND BENEFITS
CONTACT US
RamIT Solutions# 512, 5th floor, Annapurna Block, Aditya Enclave, Ameerpet, Hyderabad – 500034, Telangana State,
India.
Sriram Latish KumarContact: 8309329496
e-Mail ID: [email protected]: www.ramitsolutions.com