COLLEGE OF SCIENCE & ENGINEERING, AMBABAI, JHANSI U.

SUMMER TRAINING PROJECT REPORT ON Comparative study of payroll system in h.r

Submitted to by Mr. M.K Sharma HOD of MBA Dept. Sem. C.S.E. Jhansi

Submitted Prashant Soni MBA 3rd 0914570035

CERTIFICATE

DECLARATION

I do hereby declare that this piece of Project Report entitled COMPARATIVE STUDY OF PAYROLL in INDIA INFOLINE LIMITED NOIDA is being submitted by me in partial fulfillment of the MBA programmed in College of Science and Engineering, Jhansi.

This report is my original piece of work done for my academic purpose only and no part of it has been submitted for any other purpose nor published anywhere else in any form till

Date: Place:

Signature of the student (Prashant Soni)

ACKNOWLEDGEMENT

I would like to thank my project company guide at India Infoline limited Mr. ANKUR GOEL (OFFICER-H.R.) for his selfless support and encouragement during my entire training program. I express my gratitude to my project faculty guide Ms. TULIKA PANDIT (faculty MBA Department, CSE JHANSI) for her guidance and an unflinching support throughout my project. My sincere thanks to Dr. M.K SHARMA (HOD-MBA) for giving me the privilege to be associated with such an esteemed organization and carry the institutes name forward. I am thankful to him. I would also like to extend my gratitude to all the present employees India Infoline Limited, who by their patience and cooperation, have made my research rewarding and fun filled experience. This project would not been possible without the untiring support provided by my family and friends. The input and guidance provided by my seniors have been invaluable. I would like to express my gratitude to all these people.

With Sincere Thanks PRASHANT SONI [Roll no.-35]

PREFACE

EXECUTIVE SUMMARY Payroll system is the heart of any Human Resource System of an Organization. The solution has to take care of calculation of salary as per rules of the Company, Income-Tax calculation and various deductions to be done from salary including statutory deductions like Income Tax and Provident Fund deductions. It has to generate pay-slip, cheque summary and MIS reports As my topic is comparative study of payroll System. Payroll process starts from where the recruitment process ends. Here I have to do the payroll management of employees of India Infoline. Here the work starts with the Joining Formalities (Prejoining). Here the joining formalites ,we have to maintain employess records and enrolment of employess code generation after this I have to provide employee ID cards then calculate the regular employess atendendence .and collect the attendence sheet and provide compensasoin according to attendence we do the full and final settement ,see the exits emplyoess record and maintain how many active employess are working .and tell about the employess benifts and Statutory Compliance.then seethe Attrition control.on regular basis the head cont of employess have to check. It is a comparision study of India infoline payroll process.from last year with current year.in this that has been seen how much employess joined and how many exits from last year to current year so here is comparision of both and how the payroll works and manages the salary,tax,compensation,of employess. The project is all about the payroll system of India infoline employees to maintain all records and data which is needed to calculate the salary.

OBJECTIVE OF THE STUDY

Every task is undertaken with an objective. Without any objective a task is rendered: The main objectives for undertaking this project are To understand the internal Payroll process at IIFL To identify areas where there can be scope for improvement To give suitable recommendation to streamline the payroll process My Primary objective of project is to study the Payroll Process in detail at INDIA INFOLINE and learn the various practices involved therein.

To study the various Payrolls needs at India Infoline. How Payroll can increase the performance of India Infoline. Effectiveness of Payroll in an organization

.Need For The Topic PAYROLL SYSTEM It provided a clear picture of the human resource policies of the organization & also about the recruitment and selection process. I also got a chance to learn some part of HR operations. The

financial record of employees 'salaries, wages, bonuses, net pay, and deductions

CONTENTS TABLE OF CONTENT

TOPIC NAME

PAGE NO.

1. INTRODUCTION.... 2. 3. 4. INDUSTRY PROFILE INTRODUCTION ABOUT THE TOPIC. TRAINING AND DEVELOPMENT PROCESS AT MAX 5. 6. 7. 8. 9. 10. RESEARCH METHODOLOGY DATA ANALYSIS ... FINDINGS AND RECOMMENDATIONS LIMITATIONS..... BIBLIOGRAPHY. ANNEXURES 49 89 94 119 122 123 125 1 10 42

INTRODUCTION

COMPANY INTRODUCTION We are a one-stop financial services shop, most respected for quality of its advice, personalised service and cutting-edge technology.

Vision Statement:

Our vision is to be the most respected company in the financial services space.

IIFL Group:

The IIFL group, comprising the holding company, IIFL limited and its wholly-owned Subsidiaries, straddle the entire financial services space with offerings ranging from Equity research, equities and derivatives trading, commodities trading, portfolio

Management services, mutual funds, life insurance, fixed deposits, go bonds and other

Small savings instruments to loan products and investment banking IIFL also owns and manages the websites www.indiainfoline.com and

www.5paisa.com the company has a network of over 2100 business locations (branches and subbrokers) spread across more than 450 cities and towns. the group caters to approximately a million customers.

COMPANYS PROFILE

IIFL is a growing organization which is going places; an ideal place for ambitious individuals. The working atmosphere is highly charged with a young and energetic team of qualified professionals. It is an environment where conventions and protocols do not come in the way of good ideas. The average age of the team is 28. Individuals who are dynamic and result oriented will find their own niche in this environment.

The strength of the organization has been to continuously innovate and reinvent itself. We, as a team are continuously learning and are in sync with the rapidly changing environment; all the while keeping ourselves aligned towards our vision of becoming the most respected company in the financial services landscape

IIFL (IIL) is engaged in business of equities broking, wealth advisory services and portfolio management services. The company was incorporated in October 1995 as Probity Research &

Services and later in April 2000 the name was changed to IIFL.com. Then in March 2001 the company again changed its name to IIFL.

The company is part of IIFL Group. It has pan- India presence through its distribution network of 607 branches, 151 franchisees located in 346 cities. The company also has presence in Dubai, New York and Singapore. IIL operates portals such as www.indiainfoline.com and www.5paisa.com.

Products and Services of IIFL IIFL provides a gamut of financial products and services.- The company offers broking services in the Cash and Derivatives segments of the NSE and BSE. IIFL Media and Research Services- This company offers content support to IIFL in area of broking, commodities, mutual fund and portfolio management services. IIFL Commodities- This company is engaged in broking services for commodities segment. IIFL Marketing & Services- This is holding company of IIFL Insurance Services and IIFL Insurance Brokers. The company is the largest Corporate Agent for ICICI Prudential Life Insurance Company. It is also engaged in insurance broking. IIFL Investment Services- This subsidiary is engaged in business such as loans against securities, SME financing, distribution of retail loan products, consumer finance business and housing finance business. IIFL (Asia) Pte- This subsidiary is engaged in carrying out financial sector activities in other Asian markets.

Awards IIFL has been awarded the Best Broker in India by Finance Asia. Companys Rs. 5 billion short-term debt programme has received an A1+ rating from ICRA. This reflects highest -credit-quality of short-term debt instruments. Outlook IIFL has received approval from SEBI for sponsoring mutual fund. Through this, the company wants to expand its product offerings

THE PURPOSE: We have created one of the most efficient sales engines in the financial products market today, which not only relies on efficient selling skills but also on data mining, cross selling and strong customer relationships.

THE ASPIRATION:

To be the largest Financial Products Distribution company providing pan-India, multi-brand and multi-channel services.

To consolidate leadership position in the Financial Products industry through its unique Direct Marketing Model.

To focus on branding to create a retail brand.

THE CORE VALUES:

Quality Focus

Customer Delight Integrity & Ethics Openness, Transparency & Sharing Resilience

As one of the leading Financial Products Distributors through, IIFL goes much beyond just providing you with a job. On the job, IIFL has multi-skilled managers who guide you through leadership building programs across learning environments. The endeavits is to provide multifaceted job exposure that in turn will transform you into a successful professional. The high growth rate, added to the opportunities at Net Ambit make for an ideal career For today driven global professionals IIFL core strength have played a very important part in its success and will continue to form the backbone of its future. It has formed a strong bond with its retail customers, who trust it give them the best financial advice that is customized to their needs and budget. It has a strong focus on training, employee development and have well-defined HR processes. It enjoys expanded relationships with every client since its inception. This is because it created leadership positions with them in short time spans.

THE FOCUS: The focus of IIFL is to offer its bouquet of offerings to enable more customers to take advantage of the financial freedom that is available today. Presently, IIFL has a customer base of over 200,000 customers. Keeping in line with its growth plans, the aim is to add up to 20,000 fresh customers every month by March2010.

BOARD OF DIRECTORS

Nirmal Jain Chairman & Managing Director

Nirmal Jain is the founder and Chairman of India Infoline Ltd. He holds an MBA degree from IIM Ahmedabad, and is a Chartered Accountant (All India Rank 2) and a Cost Accountant. He has had an impeccable professional and academic track record. He started his career in 1989 with Hindustan Lever Limited. During his stint with Hindustan Lever, he handled a variety of responsibilities, including exports and trading in agro- commodities with Rs3bn annual turnover. He then joined hands with two local brokers to set up their equity research division, Inquire, in 1994. His work set new standards for equity research in India. In 1995, he founded his own independent financial research company, now known as India Infoline Ltd.

Nilesh Vikamsey Independent Director Mr Nilesh Vikamsey (Independent Director):Mr Nilesh Shivji Vikamsey joined the Board with effect from February 11, 2005. Mr Vikamsey qualified as a Chartered Accountant in 1985 and has been a member of the Institute of Chartered Accountants of India since 1985. He has a Diploma in Information System Audit ("DISA") from the Institute ofChartered Accountants of India in 2003. In 1985, Mr Vikamsey was inducted as partner in M/s Khimji Kunverji & Co., Chartered Accountants and was in charge of the audit department till 1990 and thereafter also handles assignments related to financial services, consultancy, investigations, mergers and acquisitions, valuations etc. Mr Vikamsey is a director of Alpha Garments Private Limited, English Apparels Private Limited, HLB Technologies (Mumbai) Private Limited, Miloni Consultants Private

Limited & Chairman of HLB India. Mr Vikamsey is a member of the Accounting Standards Board and erstwhile Member of the Vision & Restructuring Commitee of Institute of Chartered Accountants of India and member of Expert Committees of Law and Company Affairs, Infotainment & Media and Economic & Business Reforms formed by the Indian Merchants' Chamber.

Mr.Satpal Khattar Non Executive Director

Mr Sat Pal Khattar (Non Executive Director) Mr Sat Pal Khattar joined the Board with effect from April 20, 2001. Mr Sat Pal Khattar is a lawyer by profession He was the founding partner of a firm of solicitors in Singapore named KhattarWong and at present is a Consultant in the said firm. He is also a director of a

number of public companies in Singapore and India. He is the Chairman of 'Network India', a body sponsored by the Government of Singapore, which promotes two-way business contacts between Singapore and Indian business interests.

Mr Kranti Sinha Independent Director Mr Kranti Sinha (Independent Director):Mr Kranti Sinha joined the Board with effect from January 27, 2005. Mr Sinha graduated from the Agra University with a Masters degree. He started his career in 1965 as a direct recruit Class I officer with Life Insurance

Corporation of India and has worked in various capacities and at different locations throughout the country. He worked at various managerial levels and rose through the hierarchy to serve as the Director and Chief Executive of LIC Housing Finance Limited from August 1998 to December 2002 and concurrently as the Managing Director of LICHFL Care Homes (a wholly owned subsidiary of LIC Housing Finance Limited). He retired from the permanent cadre of the Executive Director of LIC. He has also served as the Deputy President of the Governing Council of Insurance Institute of India and as a member of the Governing Council of National Insurance Academy, Pune apart from various other such bodies. He is currently the Managing Director of The Global Institute for Financial and Education Services (India) Private Limited (a wholly owned subsidiary of The Global Institute, LLC, USA). Mr Sinha is also on the Board of Directors of Hindustan Motors Limited, Larsen & Toubro Limited & LICHFL Care Homes Limited

Key Achievements:

Dreams are not those that you get when you sleep. Dreams are those that dont let you sleep..

Pan-India presence across 80 cities. Initiated multiple products with multiple partners. Invested in a distribution network of 177 branches across 19 states, which provided it with an unmatched reach within its segment.

IIFL was the first corporate in India to get the agency licence in early 2001

The Company is the biggest corporate agency in India for life insurance products

The Company operates multiple channels, namely branch network, preferred client

group, direct marketing, corporate tax advisory, walk-ins and seminars, to reach out . customers

to

WORKING MODELS: TELE HUB In tele hub, its centralised call center makes the initial enquiries to prospective customers.

All leads are then passed on to its sales teams spread across more than 80 locations in Delhi NCR, Uttar Pradesh, Uttaranchal, Based on the leads, the sales teams contact the prospective customers and offer customized products according to the customer needs. Apart from its centralized call center in Noida, In a short period of one and half year, this centre has grown by leaps and bounds, with a current employee base of over 600. Back-end operations for the entire country are handled centrally from its corporate office in Noida. D2C In order to achieve its objective of being the leading distributor of Financial Products in India across all delivery models, it has introduced a D2C, also called the Branch Sales Model. Today, it is looking for talent who can share its vision to make IIFL the best institution in the financial

market in the country. Presently, it has 34 branches which are operational in the Delhi NCR region and 80 outstation branches with a team size of over 4000 people. By the end of FY08-09, it aims to set up over D2C 100 branches across India, employing over 1500 people across the same. The Financial Services market is going through a very interesting phase in India. The sector has a bright future with immense potential IIFL has not only been able to

acquire a large base of fresh customers every year but has also been able to cross-sell and up-sell to its existing client base in a very effective manner.

Its future strategy is to offer a complete bouquet of financial products under the IIFL brand which can cater to all the financial needs of its customers.

INTRODUCTION OF

TOPIC

INTRODUCTION

A payroll processing system is an accounting business whose main focus is the preparation of payroll for other businesses. The main purpose of payroll program is not only to calculate an employees basic remuneration but also any special payments, overtime payments or bonuses that must be effected for the period in question. It is used to delegate/designate department. An updated form to add or delete a designee must be submitted to payroll if the delegation changes due to separation, change in job duties or reassignment of the designee to another department.

IMPORTANT SERVICES

Calculating pay checks and tax obligations for each employee based on variable employee rosters and time Tax filing for the company and for each employee Check stuffing/signing, printing and delivering checks Providing management reports Business Intelligence Employee Self-service Features Payroll Processing and Reporting Payroll Tax Reporting Time Off Tracking Online Benefits Enrolment .

TYPES OF PAYROLL SYSTEM

Manual payroll:

It means that any employee within the company calculates the payroll each pay period entirely on paper. He needs to calculate taxes, insurance or deductions in addition to each employee's actual earnings. The advantage of using a manual system is that it is very inexpensive, with no start-up costs. The disadvantage is that whatever one saves on start-up costs will probably be eaten up by the amount of time it takes to process payroll.

Computerized payroll:. In, computer payroll one needs to input information for each employee when he is hired, but after that, the software will calculate payroll taxes and other deductions automatically. The advantage of this type of payroll system is numerous- fewer potential mistakes and less time spent processing payroll. The disadvantages are that you still have to input each employee's hours manually, and the software has to be updated annually or whenever new tax laws go into effect. There can also be additional charges if the software has to be configured specifically for your business.

External payroll service: Some Companies will process payroll including submitting all necessary tax payments and generating year-end reports.. When you are researching payroll services, check to see what services they offer, and if the reports that they provide to you are helpful. If not, see if they can customize their services to better suit your needs. Another important consideration is to find a payroll service that is bonded.

ADVANTAGES

The most important benefit of payroll software is that payroll calculations can be completed in a fraction of the time that they take to work out manually. Year-end reporting is also usually automated, and annual reports are archived in case copies are needed later.

Time recording-

Payroll systems can also incorporate with timesheet systems that record employee attendance or time worked. In this way, information about hours worked, whether collected automatically as a

user or operator logs into a system, or manually entered into an electronic form, can be automatically transferred into the payroll system. Reporting

Using basic payroll data, together with data on attendance and hours worked, payroll systems can provide a wealth of reports. This allows in-depth analysis of staff costs for the business as a whole, across departments and even individual jobs and contracts.

Storing personnel records

Most organisations will also keep other data about employees, such as records of annual leave. This type of information is usually associated with the broader human resources function. One can get payroll systems that will record these additional types of information, avoiding the need for a separate software package.

Planning

The ability of payroll packages to provide forecasts means you can plan staff costs and budgets by entering hypothetical numbers to see the exact total cost of an employee.

Simple, Efficient and painless

Instant Payroll is easy to navigate for even the most casual computer users. It includes an extensive User Reference Guide to help with any questions our clients may have, and our friendly Customer Support Specialists are always just a phone call away.

Objective/Advantages of New System:

To overcome these above stated limitations in thePayroll System, we propose a new system that is computerized system of Payroll System. The proposed system would store all the information captured in different registers that will be linked with each other and will provide direct and immediate access. Using a

computerized system, we will do storing of data. All the addition, deletion, modification, printing will be done through computer for faster accessing. This proposed system would set free from all the burdens mentioned in limitations of existing system.

1. Fast and Efficient: As compared to existing manual system, in proposed system the user can get the information fast, easily and efficiently from the computer since information is a single click away from the user.

2. Reliable and Accurate: As in proposed system the information is stored and processed in computers so that data will be more reliable and accurate.

3. Centralized Data: In the existing system most of data records are kept in registers and some data are maintained in Microsoft Excel due to this system the placement of the data is not at one particular place. But in proposed system each and every record is maintained on computer, which leads to the centralization of data and every user which have the access to system can retrieve the data at ease.

4. Low Operation and Maintenance Cost: The proposed system is not very costly as it doesnt includes many costs and overhead expenses like file management, stationary charges etc.

5. Non-Redundant Information: As in proposed system data maintained on the computers so inconsistency doesnt occurs whichever leads to problem like duplication of data. As in our project most of the inventory codes are Auto Generated hence there is no chance of duplication of the master records.

6. User Friendly: Proposed system is very user friendly. We have applied many check and balances (i.e. validation rules) in the proposed system so that a less knowledgeable person can also enter the data error free and at an ease.

7. Easy to Access: As compared to existing system, in proposed system the user can easily and efficiently access the information from the computer only if the user is given the right of the same. In the proposed system we have used the concept of level of access. We have created the users to access the database. So depending upon the type of hierarchy we can assign different rights for the user.

8. No Documentation: As everything is stored on the computer so there is any need of documentation or maintaining the files or registers.

PAYROLL PROSCESS

IN INDIA INFOLINE LIMITED

Payroll system is the heart of any Human Resource System of an Organization. The solution has to take care of calculation of salary as per rules of the Company, Income-Tax calculation and various deductions to be done from salary including statutory deductions like Income Tax and Provident Fund deductions. It has to generate pay-slip, cheque summary and MIS reports.

Payroll System Employee Information System Employee Information System Attendance and Leave Management Earning & Deductions Investments Payroll Processing Reporting & Analysis Security and Administration

Personal Information Family Information Qualification Experience Health Information Bank Account Company Information Leave Eligibility Salary Contents Joining Formalities (Prejoining). Employee Records. Enrollment of Employee (Post joining Code Generation). Providing Id Cards (Temporary/ Permanent). Provide attendance access Cards. Employee Benefits. Exit Processing (Full & final settlement).

 Statutory Compliance. Employee Summary. Collect Attendance Sheet. Calculation of attendance. Compensation paid to the employee ( as per attendance). Full Time Equivalency (FTE) Headcount of Employees. Attrition control. Motivation of employees. HR delivery Model.

Joining Formalities (Prejoining)

Issuing Training Invitation letter to New Joinees. Completing Joining Formalities of cleared employees in training. Ensuring that all forms given in the joining kit are properly filled by employees. Collecting relevant documents required at the time of joining.

 Scrutinizing and checking documents. After completing joining formalities issuing offer letters to new joinees. Getting bank forms filled from new joinees.

Employee Records

Maintain the Joining formalities record.

Maintain Excel data. Qualification Documents. ID Proof . Address proof. Previous Employment Documents. Family Details.

Enrollment of Employee (Post joining Code Generation

 Adding new joinees on web with complete & accurate details received from HOD and generating E Code on the basis of PIS.(Personal Information Sheet). Communicating E Code to BM / HOD with DOJ and designation added on the system. Providing Id Cards & Access Cards after employee code generation. Informing employees about employee benefits.

Employee Benefits

The Objective is to secure sickness, maternity, disablement and medical benefits to employees and dependents benefits to the dependents of such employees. Group Mediclaim policy (For employee with family). ESIC Benefits(Employee State Insurance Corporation). 1. Maternity Benefits. 2. Cash Less sickness benefits. 3. Disablement benefit. 4. Dependants benefit

Eligibility Drawing wages up to Rs. 15000.00 per month, excluding overtime wages, engaged either directly or through contractor. Accidental death policy. Gratuity Benefits.

Exit Processing (Full & final settlement)

 Collection of Exit Forms. Maintain Data for exit employees. Coordinating with CHR for processing Processing full & final settlement. Released in account or by cheque. Coordinating with employees for pending FNF cases.(Pan, Bank account, etc). Provident fund clearance. Gratuity clearance.

Employee Summary

Maintain data of employees(Family data, address, ID proof). 1. Family Details. 2. Address Proof. 3. Id Proof. 4. Contact Details 5. Date of birth etc. For the Benefits like:1. Employee record for further benefits. 2. For ESIC. 3. For Mediclaim policy. 4. Accidental policy

Attendance Processing

Collection of attendance sheet. Calculating attendance of individual employee. Calculating Absent, leaves , late marks , early left , Half day. Maintain data of individual employee. Providing data to ZHR of individual employees. Updating attendance in the system. Verifying data updated in the system. Calculation of compensation paid to employees as per attendance.

Full Time Equivalency (FTE) Headcount of Employees

Sending the data to IRA for Head Count exercise on weekly basis & after or before attendance processing. Get active & exit data from the IRAs. Send the exit employees data for approval to HODs (Head of department). After getting approval & correct data mark exit the employees from the system. Coordinating with IRAs for nay change in Head Count like Designation change

 Department change, Channel Change, IRA change, Branch transfer.

Attrition control

Attrition means control the exit(performersonly) of employees from the organization. This attrition control is also important for the goodwill of the organization in the market.

Keys to control Attrition 1. Assign new responsibilities 2. Motivation of employees.(Trips , cash benefits). 3. Incentives to employees. 4. Appraisals. 5. Change in Departments. 6. Promotions. 7. Awards for overall excellence.

8. Annual Achievement Award(Most Initiatives , Best Team Worker , Most Innovative).

Cost Reduction

Cost reduction is very important, to reduce overall HR cost as doing lesser paper work ,

reduce wastage , productivity enhancement. Hire quality people. Pay smart salaries to retain them. Low inventory.
Internal transfers.

Save energy, Recycling, Human Resource Out sourcing

How to Motivate Staff

Motivate existing staff to accept additional workload without creating stress and additional turnover

Challenge the Superstar

Bored employees scan the classifieds Develop your keepers How? Assign new responsibilities

Step One

Everyone is motivated by different needs and wants For each member of your team, find out which of the following is most important Climbing the Career Ladder

 Additional Responsibility Acquiring New Technical Skills Enhancing Managerial and People Skills Work / Life Balance Compensation - Money

Self-Satisfaction is Critical

Generally, employees who enjoy what they do like their co-workers, are satisfied and happy resist job offers

Step Two

Meet individually with each of your direct reports and ask questions to learn more about their wants and needs. If you could change one thing about the department to make it more effective or to make it more fun, what would it be? If you could add or subtract one thing to my management style to help me become a better manager and a better people developer, what would it be? If you could focus on one area where you would like to develop your own skills or gain more experience to broaden your resume and prepare you for your next career move, what would it be?

Step Three

 Use this knowledge to determine what to delegate to whom. Match assignments to motivational needs.

HR Delivery Model

Benefit Dependents

The Benefit Dependents report lists the dependents of each employee, their relationship to the employees, their dates of birth, and their Social Security numbers.

Compensation Summary

The Compensation Summary report lists the various benefits for each employee. A description of the benefit is provided, along with the benefit amount, cost, and contributions by employee and employer. A total of benefit items and total dollar amounts of benefits, costs, and contributions also are listed.

Enrollment by Employee

The Enrollment by Employee report lists the current employee benefits each employee is enrolled in. The report includes the employee name, IDnumber, benefits, a description of the benefits, benefit amount, cost, and contributions by the employee and employer. The report also lists the total benefit items and total dollar amounts for benefit amount, cost, and contributions.

Employee List

The Employee List report lists the name of employees, their employee identification numbers, their supervisors, and their worksite locations. The total number of employees also is given.

Sub E 1 code Name Area Branch DLF GURGAON GAURA C379 V 2 75 DLF DEL GALLARIA 29/Jun/ -3RD FLR CP3 DEL OUTERCIR 2/Jul/0 1000 CLE 7 0 Imsl 07 8000 Imsl Life Telest Insuran ar ce Life Telest Insuran ar ce Team ICICI Sales Leader Tele CP1 Tele 8000 Imsl Plus Life Insuran Tata ce AIG Marketin g Sales Executive Tele Life C378 MUKESH DEL VIKASPUR 27/Jun/ 5 34 KUMAR HI I 07 6961 Imsl Telest Insuran ar Tele Plus ce Life Insuran Marketin g ICICI Sales Executive Max Sales Team Leader Tele Marketin g ICICI Sales Executive DOJ Sala Compa Chan Busine Busin Activi Designati ry ny nel ss ess ty on

MISHRA HI POSKIN

C378 A 3 87

MASSEY HI AMIT KUMAR

C379 PUNDHI DEL ASHOKAE 26/Jun/ 4 45 R HI ST 07

6 C378 MD 35

DEL MUNIRKA 27/Jun/ 1400 Imsl - KULDEEP 07 0

NATIQU HI

E KHAN

BLDG

ce Tele

MUNIRKA C378 MUKESH DEL - KULDEEP 27/Jun/ 7 37 RAWAT HI BLDG CP1 C378 A KIRAN DEL ASHOKAE 29/Jun/ 2300 8 75 KUMAR HI NIDHI ST CP1 Tele Imsl Plus 07 0 Imsl 07 8000 Imsl

Life Telest Insuran ar ce Life Telest Insuran ar ce Life Insuran ce

Marketin g ICICI Sales Executive

Division ICICI Sales Manager

C378 AGNIHO DEL ASHOKAE 2/Jul/0 2500 9 72 TRI HI ST 7 0

Division ICICI Sales Manager

Employee Summary

The Employee Summary report lists the name of each employee with

personal information such as address, city, ZIP code, home phone number, employee identification number, Social Security number, and date of birth. The report also includes the employee position, department,division, and hire date. The report then lists various employee history data, such as positions held in the company, education, training, review,tests, discipline, grievance, and skills.

Employee Orientation Checklist Detail

The Employee Orientation Checklist - Detail report provides a list of orientation events under an event description column. A completed column also is provided to mark which orientation events have been completed. Employees are listed with their names and employee identification numbers.

Requisition List

The Requisition List report shows requests to fill position openings in a department. The report lists the requests under each organization, (company, division, and department), as well as status and opening date of the requisition.

Reviews Due Date

The Reviews Due Date report lists by department the employees, their employee identification numbers, the dates of their next reviews, and their supervisors. The subsequent departments are listed in alphabetical order.

Turnover Periods Analysis

The Turnover Periods Analysis report includes the number and percentage of turnover, broken down by weeks, months, and years. Theperiods are summarized by departments. There are two categories of weeks (0-2, 2-4), four categories of months (1-2, 2-4, 4-6, 6-12), and five categories of years (1-2, 2-5, 5-10, 10-20, 20+). A total number also is given at the bottom of the chart.

FLOW CHART OF PAYROLL PROCESS

Comparative Study of Payroll Process of India Infoline Employess Comparison between (2008 to 2009)

Average of Salary DOJ 07th August 2008 07th August 2009 11th August 2008 11th August 2009 28th August 2008 28th August 2009 Grand Total Designation Division Manager 22000 23000 22000 23000 22000 23000 22500 Grand Total 22000 23000 22000 23000 22000 23000 22500

Average of Salary DOJ 07th August 2008 07th August 2009 11th August Designation Grand Officer 8750 9750 8750 Total 8750 9750 8750

2008 11th August 2009 17th August 2008 17th August 2009 28th August 2008 28th August 2009 Grand Total 9750 8750 9750 8750 9750 9250 9750 8750 9750 8750 9750 9250

Employees of 2008

Employees of 2009

Chart of Employees in INDIA INFOLINE(with salary description)

Activities of RHR(Regional Human Resources )

Activities of RHR

Sr No 1 Description CAP Operations Coordinating with HOD for new joinee data Guiding PU for preparation of Offer Letter Ensuring hustle free CAP Operations in their respective region Monitoring joining formalities in all CAP Centres in their respective Zone Providing assistance to Trainers and others in every possible way Coordinating with HO and ZM for new CAP Centres/ Venues if required Assisting in Invigilation in non CRP locations In case of any unforseen event taking appropriate action after consulting with Homi Ensuring whether Offer letters have been issued to all cap test cleared candidates.Athe same time also issuing Regret letter to rejected candidates Ensuring that ref check and health check up of all new candidates is done.

Employee Information Checking details of new joinees added on web by PU Ensuring correct and complete database(in respect of personal info, contact details,previous employment.etc) of all employees in their respective Zone Documentation of all employee records Providing training to Pus regarding their day to day activities Sending weekly MIS of new joinees to HO for approval Physical headcount of employees.RHR has to compare employees actually working in the branch and employee showing on the web, in case of any discrepancy RHR has to take correct step. Surprise visit to branches for checking branch operations pertaining to HR activities and Employee Discipline and addressing various employee issues Montoring attendance tracking of employees Monitoring Salary Processing activity Coordinating with HODs/Zms for hold list, Confirming whether salary of employees

Type Prejoinee 1

Activity

Issuing CAP Invitation letter to New Joinees Taking attendance of candidates during CAP

Completing Joining Formalities of Cap cleared employees Ensuring that all forms given in the joining kit are properly filled by employees Collecting relevant documents required at the time of joining Scrutinizing and checking documents

Bank Forms Getting bank forms (UTI/HDFC) filled from new joinees Checking bank forms before submitting to Bank Making Letter for UTI Ensuring that relevant documents are attached for opening a bank account Forwarding the UTI Bank Courier (Kits, Pin No, Chq Book, Letters) to the concern Person (Calling them & Informing about the same & asking the convenient way to send the same. Follow up with Bank for Account No.s, Courier not received etc.

Scanning Personal Information Sheet while generate emp. Code or 4 after generation in 24hrs time

After completing joining formalities issuing offer letters to new joinees

Employee Records Maintaining files of new joinees Filling all documents submitted by new joinees alongwith acknowledged copy of offer letter Followingup with employees in case documents are not submitted close all files and send the complete files by 7th day of DOJ

Issuing Access Card to New Employee - on the last day of cap or 1st 7 day of DOJ while sending employee to the work location Collecting & Distributing ID Cards.

Post Joinee 8 Employee Code Adding new joinees on web with complete & accurate details received from HOD and generating E Code on the basis of PIS Communicating E Code to BM / HOD with DOJ and designation added on the system The list of all Access card no to be send to HO ID by end of day along 8.1 with Employee code generated for mapping in the system

Attendance tracking of employees - monitoring on daily basis Calculating leaves and late marks while payroll from the sars as per the leave policy Maintaining leave apllications file sending SARS to HO by 26th of every month Completing Headcount of employees by confirming on mail or checking physically for some location where it is possible - ensuring that all exits are marked on the system and before salary credits employee are removed from the paysheet Maintaining Employee Tracker (New Joinees, Active, & Exit Employees) Follow Up with Branches for SAR Sheet.

Processing salary of employees on web on the basis of attendance 10 calculated

Exit Processing Marking exit employees exit on web on the same day of information recd. on mail Maintaining Exit Forms copy and sending original to HO on weakly basis by coordinating with branches Processing exit salary on web after calculating leaves of exit employees as per the FNF cycle dates Coordinating for leaves and ac no's of exit employees checking approval for exit employees fnf processing

Statutory Compliances Statutory Compliance Sending various statutory forms such as PF ESIC to HO after collecting from employees and submitting ESIC form to respected offices locally which are received back from HO and ensuring the ESIC card and Insurance. No is received and given to an employee Registering the LWF at required offices and making payment twice a year

Routine Activities Continous Reports and MIS as and when required by HO or RHR for confirming various data analysis

Solving employee queries on the basis of HRpolicies and procedures

Implementing all coming new projects

Issuing HR letters Taking Approval from HOD for the same

Attending Employee queries on phone

Payroll calculation

EXAMPLE: Employee name- Ritesh Sharma Employee code- C37834 Designation- Team leader(Marketing)

Salary-Rs.20,000/-pm Annual income-240000 ComponentsBasic HRA Medical Meal Rs7000 RS3500 RS1250 RS750

Convenience(TA) RS800 Educational GROSS NET RS200 RS20000 RS17085 (In hand)

DEDUCTION

Providend Fund ESIC 1.75% i.e RS115 Income Tax RS800

Other deduction (mobile,bills)

RS1100

TOTAL

RS2015

RESEARCH METHODOLOGY The research methodology includes various techniques used at a regular basis in the field of HR. Various research methods are used to determine the position, awareness, effort put into the brands success.

The project was to involve a detail study of the HR based on the consumers and retailers. The markets available for the study were the india info line. For estimating the market potential and our own brands market share different methods of primary data collection were employed in the form of questionnaire, structured and unstructured interviews and methods for establishing facts about building HR insights for packaging margins etc, were used. Further to accommodate the additional factors such as competitor presence in the market, seasonal factors, and promotional costs etc. while calculating market potential were taken care of. An inter brand comparison as well as a brand awareness study was also carried out. When sorted and used properly, the data collected in the field can form the backbone of later HR campaigns.

RESEARCH APPROACH:There are different research approaches and the research instruments that were employed during the research work. The common research approach for collecting the primary data are observations and surveys. In this case, a general survey to gain knowledge about the market, commonly known as the pilot survey was and undertaken where particularly information was gathered.

RESEARCH INSTRUMENTS:HR researchers have a choice of two main research instruments in collecting primary data questionnaire and mechanical devices. Mechanical devices are used frequently in HR research. Mechanical devices hold no relevance for this study and thus only questionnaire was used.

In this case too, questionnaire method was followed to collect primary date with respect to the project which was finally implemented after pre testing closed end, multiple choice questions were followed after pre testing and two different type of questionnaires were used (for details see appendix) closed end multiple choice questions were used so that minimum time of consumers / respondents is consumed. (A) CUSTOMER QUESTIONNAIRE. The research methods used in this survey and market research are among each of the following 1] Questionnaire 2] Direct Interview 3] Data collection 4] Competitors market analysis Questionnaire includes certain questions to know the perception of the consumers and the retailers. Their view towards the payroll process. This will give a lead to the company towards knowing the consumers and retailers needs. Direct interview is being carried out to meet personally all the retailers and the potential consumers and get their feedback about the product. The research data is collected and analyzed area wise. The data includes the feedback about the product and even competitors product. With the above data the competitors market position is being analyzed.

To carry out a successful research there should be some good research method/s which will provide the idea of progressing towards the success of the product/s you are/want to promote as the best alternative among the available brands.

CONTACT METHODS:Once the sampling plan has been determined, the marketing researcher must decide how the subject should be contacted. The choices are mail, telephone, or personal interviews. Telephone could not be an effective medium for getting the first hand responses pertaining to the study. For the purpose of the market survey, I design the research based on primary data. For the collection of primary data, the company provided the structured questionnaire for india info line, for filling the questionnaire. I have used method of direct interview. Secondary data will be used to supplement the primary research and in terms of capacity and profile of India info line company in this area. Method was adopted to collect the data related to the study. HOW IT WAS DONE:1. Research Problem for the present study Analyzing the market of India info line in .Noida and payroll process towards payroll. 2. The research / survey plan The research plan is designed for gathering the needed information. Designing research plan

calls for definitions on the information (data) sources, research approach, research instruments, sampling plan and contact method. First our group of 5 members got divided into sub-group of 2 and 3 members. Every time of the group used to visit India info Line Company as customers for pay roll process. Immediately after 5 minutes the next group follows up as the surveyor from the company. With this strategy most of the data were collected. 3. Data Source The plan calls for gathering both the secondary and primary data. Secondary data already exists, having been collected for some other purpose, while primary data consists of original information collected for the specific purpose.\

Primary data: In order to have first hand information to know the perception, preference liking of the customers / consumers visiting various retail shops. All these persons are also interviewed to know their feelings and attitudes about the facilities (margins, discount) and the services (promotional and other benefits) that the company people provide them. Secondary data: for the project were collected from: 1. Various publications on related subject. 2. Various publications on the area of work. 3. Newspapers, Journals & Business Magazines & Websites.

and

Research plan:-

1. Area: Since my research was pertaining to pay roll in India info line counters, company, of Noida. Therefore all the composite company were included in the area of my research. 2. Sample size: There are 118 consumers in the different areas. 3. Respondents: I met at least once every consumer. Method of collection:For the collection of the data I adopted questionnaire method. For the purpose I had been provided a set of questionnaire and went to the respondents with that.. There was at some places a lot of problems in collection of data, therefore instead of questionnaire I adopted interview method so that I could make my respondents feel easy.

The following aspects were kept in mind while constructing the questionnaire in statement form. These steps are: steps are: 1. What information is wanted? 2. What type of questionnaire to use? 3. What will be the content of individual questions? 4. What type of questions to use? 5. What will be the wording of the questions?

6. What will be question sequence? 7. What is the layout and method of reproduction of questionnaire? 8. Revise and prepare the final questionnaire.

Sampling frame Though it is not possible to have one to one correspondence between frame units and sampling units, however, the sampling frame chosen yields unbiased estimates with a variance as low as possible. Sampling technique No any specific technique is used to select the sample size, here all the employees who is permanent (i.e. he not be in probation period or in training period.) is eligible for the survey. In this manner, feedback is obtained by asking the employees of IIFL. Graphical representation of data is used whenever there is a need to present numerous figures for making the report easier to read and understand.

Research tool The tool adopted for the research is the questionnaire. It is in the statement form based on rating scale which is given to the randomly selected employees of India info line.pvt ltd.

Sample size All the staff i.e. 1200 employees are there, among them the report is prepared for only 53 employees.

SOURCES OF DATA Primary data is used for the purpose of study as it is original in character and is generated for surveys conducted in IIFL. The questionnaire method was used for collection of primary data.

DATA ANALYSIS

PROJECT SCHEDULE :First 1 week Second week Third Fourth week Fifth week Sixth week Seventh week Eighth week :-Training program from the company. :-Collecting the primary and secondary data. :- Study Payroll Process :-Designing the questionnaire . :-Conducting the survey in RO. :-Analysis of Data Collection. :-Final Report preparation and presentation.

FINDINGS & RECOMANDATIONS

SCOPE AND LIMITATION

SCOPE OF THE STUDY

This research study will be helpful by way of providing an insight to similar type of organization to follow similar types of techniques in situations resembling the same and it will show the path for further development and will be treated as a reference model for similar kind of analysis. It will help in skill and expertise development in the existing manpower inventory and as a consequence, will help in successful implementation of strategic Human Resource Planning.

LIMITATIONS OF THE STUDY

Every study conducted may have certain shortcomings and unfortunately ours is also a similar case. A few errors have crept in despite our best efforts to avoid them but it is expected that still our study and findings are very much relevant. 1. The methodology used for data collection was insufficient. The use of only questionnaire made it hard to go into greater depth in the analysis of responses. 2. The time duration for executing the research study was just 6 weeks, so it was difficult to cover large number of samples, while the research concentrated on a smaller sample but were based on an in depth study of the organization as well as individuals 3. Private Organization have their own ways of doing things. Any change is impracticable as it will affect a large zone.

4) The differences in perception of the employees can be a major constraint. Hence, findings due to an evaluation study have its limitations. THEORITICAL EXPLANATION Today, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human resource planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of human resource department are human resource planning, pay roll and process, training and development, career planning, transfer and promotion, risk management, performance appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Payroll and processing plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about pay roll ing process staff. With reference to this context, this project is been prepared to put a light on pay roll process. This project includes meaning and definition of payroll and process, need and purpose of pay roll, evaluation of pay roll process, recruitment tips. Pay

roll process is simultaneous process and is incomplete without each other. They are important components of the organization and are different from each other.

BIBLIOGRAPHY BOOKS: 1: McGraw - HILL How to manage performance (24 lessons for improving performance). 2: K Aswathappa- Human resource and personnel management. Web sites: www.google.com www.scribd.com www.citehr.com www.hrguide.com www.wikepedia.com www.welspun.com