Payroll

Management
Organisation

Organisation is the process of identifying and

grouping the work to be performed, defining and
delegating responsibility and authority, and
establishing relationship for the purpose of enabling
people to work most effectively together in
accomplishing objectives.
-Louis A.
Allen,
Organisation Structure

The hierarchical arrangement of lines of authority,

communications, rights and duties of an organization.
It determines how the roles, power and
responsibilities are assigned, controlled, and
coordinated, and how information flows between the
different levels of management.
Elements

Work Specialization Degree of subdivision of tasks

Departmentalization Basis for grouping of jobs
Chain of Command Line of authority
Span
of Control Number of subordinates under a
manager
Centralization
& Decentralization Degree of
concentration of decision making
Formalization Degree of standardization of jobs
Hierarchical Structure

A hierarchical organization follows the layout of a

pyramid. Every employee in the organization, except
one, usually the CEO, is subordinate to someone else
within the organization. The layout consists of
multiple entities that descend into the base of staff
level employees, who sit at the bottom of the
pyramid.
Advantages

Authority and levels of responsibility are obvious.

Leads to better control
Opportunities for promotion motivate employees to
perform well.
Hierarchical
structures promote developing
employees as specialists.
Employees become loyal to their departments and
look out for the best interest of their area.
Disadvantages

Communication across different departments tends

to be less effective
Rivalry between departments as each department
makes decisions that benefit its own interests only.
Increased layers often hinders an organizations
speed to change.
Salaries for multiple layers of management
increase an organizations costs.
Flat Structure

A flat organization refers to an organization structure

with few or no levels of management between
management and staff level employees. The flat
organization supervises employees less while
promoting their increased involvement in the
decision-making process.
Advantages

It elevates the employees level of responsibility.

It removes excess layers of managements
improves
the coordination and speed of
communication between employees.
An easier decision-making process.
Eliminatingthe salaries of middle management
reduces an organizations budget costs.
Disadvantages .

Employees often lack a specific boss to report to,

which creates confusion and possible power
struggles among management.
Flatorganizations tend to produce a lot of
generalists but no specialists. The specific job
function of employees may not be clear.
Disadvantages ..

Flatstructure may limit long-term growth of an

organization; management may decide against
new opportunities in an effort to maintain the
structure.
Larger organizations struggle to adapt the flat
structure, unless the company divides into smaller,
more manageable units.
Other Type of Structures

Functional Organizational Structure

focuses on job functions or functional areas.
Product Organizational Structure
based upon a company's product lines
Human Resource
Management
HRM is concerned with the people dimension in
management. Since every organization is made up of
people, acquiring their services, developing their
skills, motivating them to higher levels of
performance and ensuring that they continue to
maintain their commitment to the organization is
essential to achieve organsational objectives. This is
true, regardless of the type of organization
government, business, education, health or social
action.
Functions of HR

Acquisition
Starts with planning: where we are
going and how we are going to get there, includes:
Human Resource Planning
Job Analysis & Job Design
Recruitment & Selection
Orientation & Induction
Functions of HR

Development
Training Skill development and changing of attitudes
Managementdevelopment knowledge acquisition and
enhancement
Careerdevelopment Continual effort to match long
term individual and organizational needs.
Functions of HR

Motivation Begins with recognition that

individuals are unique and that motivation
techniques must reflect the needs of each
individual. Includes:
Job Satisfaction & Job Evaluation
Performance Appraisal
Linking rewards to performance
Compensation and Benefits Administration - Payroll
Management
Functions of HR

Maintenance providing those working conditions

that employee feel necessary. Includes:
Designing Organisational Policies
Employee Welfare, Health & Safety
Employee Engagement
Grievance Handling & Disciplinary Action
Industrial Relations
HRIS and HR Audit
Payroll Management

The administration of the financial record of

employees' salaries, wages, bonuses, net pay, and
deductions. The process consists of calculation of
employee salaries and tax deductions,
administrating employee benefits and payment of
salaries.
Functions of Payroll
Management
Attendance: Auto-fill facility to accelerate the
attendance, payroll & employer contributions
processes.
Accurate salary processing, employee statutory
deductions & employer statutory contributions
with the help of predefined processes
Functions of Payroll
Management
Maintainrecords: Maintain pay slips, pay sheets,
pay summaries, salary advancements, fixed
allowance and deductions, monthly allowance and
deductions, over time calculations, no pay
deduction, payee tax report, no pay detailed report,
late minutes deduction report, signature sheets,
loan maintenance, salary paid to bank.
Generating Reports : Detailed Employee list with
profile , employee monthly salary, monthly EPF
report.