INTRODUCTION

Employee Management System is a distributed application, developed to maintain the details

of employees working in any organization. It maintains the information about the personal
details of their employees, also the details about the payroll system which enable to generate
the pay slip. Employee Management system is an application that enables users to create and
store Employee Records. The application also provides facilities of a payroll system which
enables user to generate Pay slips too. This application is helpful to department of the
organization which maintains data of employees related to an organization.

It is simple to understand and can be used by anyone who is not even familiar with simple
employees system. It is user friendly and just asks the user to follow step by step operations
by giving him few options. It is fast and can perform many operations of a company.

A small business’ success can depend heavily on its employees. The National Federation of
Independent Businesses notes that “employees at small businesses carry more of the
company’s weight on their shoulders than those working at larger companies.” As a result,
the failure of an individual employee can make a greater impact at a small business than at a
larger organization.
Employee management is one way to help turn an underperforming employee around or
prevent high-performing employees from becoming a weak performer. The concept of
employee management is more than just making sure that people are doing their jobs; it’s a
variety of procedures and strategies that can help you measure, monitor, and interact with the
workforce that plays a huge role in your company.

How Does Employee Management Work?

As Robert Morris University Professor Dean R. Manna writes in the Journal of Diversity
Management, “employee management is based on ideas and procedures developed to
increase worker motivation, productivity, and performance.”

Employee management should play a role in every part of the employee lifecycle, starting
with employee recruiting and training. A key part of this process is building a relationship
with your employees. This involves adopting a few crucial tactics to allow your employees
realize their full potential.
Support Open Communication

Effective communication is important for any company. Entrepreneur reports that in a survey
of more than 1,000 employees, “81 percent of employees said they would rather join a
company that values “open communication” than some other perks. That same survey also
noted that “only 15 percent of employees are satisfied with the quality of communication
within their companies.”

Of course, good communication is more than just talk. It’s important to set up practices that
give employees a voice and allow you better means to listen to their thoughts, suggestions,
and complaints. These include:

 Being visible: Make sure that your employees see you around the workplace and
know that you’re available to talk with them if they need anything.
 Being transparent: Share company information with your employees. This will help
them stay informed and make them feel included.
 Being open to criticism: Make sure that there is a proper grievance system so that
employees can make their opinions known. This feedback can be used to identify
potential issues that may negatively impact your employees.

Help Employees Develop

Monster released a poll in which 72 percent of respondents noted that they don’t feel as
though their manager cares about their career growth. Giving your employees a chance to
develop and grow into new roles in your company can not only keep them engaged, it can
also help them gain the skills necessary to become key contributors for your business. Some
ways to nurture growth include:

 Offering in-house training

 Sending employees to conferences and trade shows
 Allowing employees to adjust roles based on strengths and interests

Build Trust

The Society for Human Resource Management’s 2017 Employee Job Satisfaction and
Engagement study notes that 61 percent of respondents find that trust between senior
management and employees is very important. However, only 33 percent of these employees
were satisfied with the level of trust at their place of employment.

One way to help manage employees is to not micro manage them. Give them enough space
so that they can work on their own and step in when they need help or to check in on
progress. By giving them a level of independence within reason, you can build a sense of
trust that can help motivate your employees.

How Much Does Employee Management Matter?

Good employee management is a skill. Like any other skill, there are things that you can do.

By now, you may recognize that poor employee performance is bad, but exactly how bad is
it? Talent management thought leader Dr. John Sullivan came up with six steps to help
quantify how much money a poor performer may cost your company.

1. Determine what an average employee is worth

2. Determine the differential between an average and a weak employee in the same job
3. Quantify the value of the “weak performer differential” percentage
4. Determine the “weak performer differential” for other jobs
5. Add other “weak performer costs” to the calculation, such as absenteeism and
expensive errors
6. Determine whether weak performers can be improved quickly and inexpensively

According to Sullivan’s evaluations, the difference in the value of a weak employee and an
average one can range from three-quarters of their salary to nearly seven times the salary of
an exceptionally bad employee. By empowering employees and weeding out those who just
don’t show any potential for improvement, you can not only make your business more
effective, you can also save yourself from ongoing costs caused by poor performance.

Focus on Employee Management

Employee management is not just a one-person job. It can comprise of many parts that can
take up plenty of time and effort, such as performance reviews, setting up a grievance system,
and more.
 Fortunately, you don’t have to work on employee management alone. A Professional
Employer Organization can take on some of the administrative burden required to improve
employee performance, as well as other important HR functions. Contact GMS today to talk
to one of our experts about how we can help you manage your employees.

NEED FOR BASIC PURPOSES OF EMPLOYEE MANAGEMENT:

EMPLOYEE MANAGEMENT of the employees is important if the employees are satisfied

then only the organization can function smoothly increases its production, faces competition.

If employees are satisfied with their job they will carry a positive attitude. Hence
the study has been undertaken to assess the employee job Payroll which is necessary for the
organization in order to make sound decisions.

1) To increase productivity.

2) To improve quality.

3) To help a company fulfill its future personnel needs.

4) To improve organizational climate.

5) To improve health & safety.

6) Obsolescence prevention.

7) Personal growth.
 RESEARCH METHODOLOGY

Research is scientific and systematic search pertinent information in a specific

topic. The meaning of research is “A Careful Investigation (or) Inquiry.

PAYROLL Managements the corner stone of sound management and it makes

employees and employers more effective and productive. It is actively and intimately
connected with all personnel and managerial activities.

There is a present need for EMPLOYEE MANAGEMENT measures. So that new and
changed techniques may be taken advantage and improvements effected in new methods,
which are woefully inefficient. Training is practical and of vital necessity because, apart
from other advantages mentioned, and increase their “Market Value”, earning power job
secure is spending for EMPLOYEE MANAGEMENT activities. It is introducing global
concepts like

 Team Building
 Time Management

It uses all the technology available and modern equipment in EMPLOYEE

MANAGEMENT programmers. In a contemporary study, it was revealed that it is more
inflammable so the workers and superiors must concentrate on the work what they are
doing. At any time if they don’t concentrate on their work it is very dangerous to the whole
industry.
 RESEARCH METHODOLOGY

The methodology that is adopted for the study is such that it facilities the data
accumulation. The information is gathered through survey method. The survey method has
been adopted for collecting the data from employees.

 RESEARCH DESIGN:
Research Design is defined as the specification of methods and procedures for acquiring the
information needed. Generally the research design is any of the following three types-
DESCRIPTIVE, EXPLORATORY and CASUAL.

 DESCRIPTIVE STUDY:
Descriptive study/research is marked by the prior formulations of specific research
questions. The investigator already knows a substantial amount about the research problem
before the project is initiated. Hence this is chosen for my research.

 EXPLORATORY STUDY:
The major purpose of exploratory study is the identification of problem, the more precision
formulation of problem and the formulation of new alternative courses of action.

 CASUAL STUDY:
The study involves the determination of the causes of what the researchers are
predicting. this is mainly a cause and effect study. The research design selected by the
researcher in the present study is “DESCRIPTIVE” in nature.

 RESEARCH INSTRUMENT:
HR research has a one main research instruments in collecting primary data. That is
questionnaires.

In order to extract first hand information from the respondents, a pre-tested

questionnaire was prepared and the same was administered to the respondents.

 DATA SOURCES:
Data means a collection of facts in real life statistical data is a collection of facts in
numerical figures. The data sources are usually identified using the type of data needed.
There are two types of data.
1. Primary data
2. Secondary data

 PRIMARY DATA:
The first hand information by the investigator by means of observation face to face
questioning, telephone interview and mailing questionnaire is called primary data.

Primary data consists of original information gathered for a specific purpose.

 SOURCES OF PRIMARY DATA;-

For the purpose of present study, the primary data collected from respondents by
contacting them personally.

 SECONDARY DATA:
Secondary data consists of information that already exists somewhere, having been
collected for another purpose

 SOURCES OF SECONDARY DATA:

For the purpose of present study, the secondary data was collected from published data of
the companies. Population is the aggregate of objects animate and in animate, under study in
any statistical investigation. His population for the study here was employees in Met life.

SAMPLING PROCEDURE

With a view to arrive at the sample population for the study, a ”Purposive-Cum convenient
sampling” was followed.

SAMPLE SIZE

The sample size includes 100 employees who are working in the BIG BAZAR
SCOPE OF THE STUDY

One of the main functions of personnel management in industrial

organization is to impart programmers to its employees.

HRM plays a large part in determining the effectiveness and efficiency of

the establishment. Increase in productivity is possible only when there is an increase in
quantity of output. It applies not only to new employees but also to experienced people. It
can help employees and employers to increase their level of performance and to develop
skills, knowledge on their present job assignments.

Objectives of EMPLOYEE MANAGEMENT (BIG BAZAR):

• To Analyze the Pay roll management in BIG BAZAR,

• To ensure effective utilization and maximum development of Employee.

• To ensure reconciliation of individual goals with those of the organization.

• To achieve and maintain high morale among employees.

• To increase to the fullest the employee's job satisfaction and self-actualization.

• To develop and maintain a quality of work life.

• To develop overall personality of each employee in its multidimensional aspect.

• To enhance employee's capabilities to perform the present job.

 LIMITATIONS

The study is limited to the policies and practices being followed in BIG BAZAR get the
complete data, in view of its classified nature of the organization.

 Time factor is the main constraint for the study as it was restricted only to eight-nine weeks.
 Sampling error is not taken into consideration.
 The information given by the sample frame is thought accurate by researcher.
 As the method adopted is Random Sampling, result may not be accurate and believable.
 As the sample size is 100, whole of the facts could not be collected.
 The findings of the study are confined only to the question asked in the questionnaire and
through personal interviews.
The study has been carried in BIG BAZAR only.