Scribd Logo
Upload

Welcome to Scribd!

  • 19 views

    HR / Payroll Cycle: ATG 383 - Spring 2002

    Uploaded by

    umergujjar7
    The document discusses the payroll cycle and processes. It covers payroll inputs which include employees, agencies, and the human resources management department. It also discusses payroll outputs like payments to banks, employees, and accounting. The document outlines risks to the payroll system from threats like unauthorized changes, inaccurate timekeeping, and payroll theft. It notes that many companies outsource payroll processing for benefits like reduced risks. Finally, it provides an example of how a human resources management system can incorporate modules for tasks like recruitment, competency management, and performance appraisal.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd

    HR / Payroll Cycle: ATG 383 - Spring 2002

    Uploaded by

    umergujjar7
    19 views20 pages
    The document discusses the payroll cycle and processes. It covers payroll inputs which include employees, agencies, and the human resources management department. It also discusses payroll outputs like payments to banks, employees, and accounting. The document outlines risks to the payroll system from threats like unauthorized changes, inaccurate timekeeping, and payroll theft. It notes that many companies outsource payroll processing for benefits like reduced risks. Finally, it provides an example of how a human resources management system can incorporate modules for tasks like recruitment, competency management, and performance appraisal.

    Original Title

    Chapter 15

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    PPT, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document discusses the payroll cycle and processes. It covers payroll inputs which include employees, agencies, and the human resources management department. It also discusses payroll outputs like payments to banks, employees, and accounting. The document outlines risks to the payroll system from threats like unauthorized changes, inaccurate timekeeping, and payroll theft. It notes that many companies outsource payroll processing for benefits like reduced risks. Finally, it provides an example of how a human resources management system can incorporate modules for tasks like recruitment, competency management, and performance appraisal.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    19 views20 pages

    HR / Payroll Cycle: ATG 383 - Spring 2002

    Uploaded by

    umergujjar7
    The document discusses the payroll cycle and processes. It covers payroll inputs which include employees, agencies, and the human resources management department. It also discusses payroll outputs like payments to banks, employees, and accounting. The document outlines risks to the payroll system from threats like unauthorized changes, inaccurate timekeeping, and payroll theft. It notes that many companies outsource payroll processing for benefits like reduced risks. Finally, it provides an example of how a human resources management system can incorporate modules for tasks like recruitment, competency management, and performance appraisal.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 20

    HR / Payroll Cycle

    ATG 383 - Spring 2002


    Overview
    • Operation of Payroll System
    • Risks and Controls for Payroll System
    • Accounting for Human Resources
    Payroll Inputs for Process 1.0
    • Employees
    • Various agencies
    • HRM
    – Why are some payroll related functions
    located in HRM department?
    Payroll Inputs for Process 2.0

    • Revenue Cycle

    • Various Departments or Employees


    – Who is responsible for reviewing and
    editing payroll input?
    Payroll Outputs for Process 4.0
    • Bank
    – Special Payroll Account
    • Employees
    – How to disburse funds?
    • G.L. System
    Payroll Outputs for Process 5.0
    • G.L. System
    • Various Agencies
    Not shown on DFD –
    Still part of payroll process

    • Answer inquiries about payroll


    • Issue reports on payroll activities
    – Internal use: management and cost accounting
    – External use: employees and government
    • Independent reconciliation of payroll
    account.
    Payroll Cycle Risks and Threats
    Threats Primarily Addressed by HRM

    • Hiring unqualified
    employees
    • Violation of employment
    law
    • Inappropriate incentive
    compensation
    Threats the Payroll System Can Address
    • Unauthorized changes to
    payroll master file
    • Inaccurate time data
    – What if employee X clocks in
    for employee Y?
    Threats the Payroll System Can Address

    • Inaccurate payroll processing

    • Theft or fraudulent distribution


    of paychecks
    Threats the Payroll System Can Address

    • Loss or unauthorized
    disclosure of data
    Outsourcing Payroll Processing
    • Many companies use
    an outside service
    bureau for payroll
    – Benefits?
    – Risks?
    Accounting for Human Resources
    Example of HRM System
    Source: http://www.harmony-solutions.com.au/overview2.htm
    Core HRM System
    • Biographical data
     Name, address, employee id.
     Service history.
     Competencies.
    • Establishment (Position) Data
    Position title.
    Requirements.
    Position occupancy
    History
    Recruitment Module
     Administer advertising of vacant positions
     Generate advices to applicants
     Archive unsuccessful applicant records
     Administer EEO incident claims
    Competency Management
     Assemble and analyze corporate training needs
     Identify corporate and individuals' skills deficits
     Match competencies to position, project, and
    workforce requirements
     Identify training strategies which impact on
    employee performance
    Performance Appraisal
     Administer employee performance plans and
    appraisals
     Ensure that performance appraisals and plans are
    conducted on schedule
     Record performance assessments and decisions
    concerning employee performance
     Record employee comments concerning their
    performance assessments

    You might also like