Personnel software/ Payroll Software
- Age calculation: (Ref: BLL-2006 section-2 sub sec.8 & Labor rules -34) as per date of joining below 18 years will not posting.
- Salary break down: Ref: (Minimum wages gazette on 5th December, 2013, Schedule-A) Gross= (Basic + House rent +Medical + Transport+ Food allowance)
- Basic calculation: Grade- Gross-13000– (Medical-250 + Transport-200+ Food allowance-650=1100) /1.4= basic-8500*40% = House rent-3400.
- O T calculation: (Ref: BLR -102) Basic /208*2= 1 hour OT amount * Total OT hour = Total OT amount.
- Incomplete month (New joiner or resign/ discharge/dismissed employee) salary calculation: (Ref: BLR-114) Gross /days of month*working day including weekend & holiday = Net pay
- Absent deduction: (Ref: BLR-115) Basic /30 * absent days = absent amount.
- Earn leave calculation: (Ref: BLR-107) Last 12 month actual working days (physical attendance) /18= earn leave days) payment calculation: Last month net pay salary- (OT & bonus) / 30 * earn leave days= earn leave amount. Note: If any employee completes one year service then he /she will be entitled for Earn leave. Earn leave payment will yearly once, payment will maximum half, (January to December will calendar year) payment will every January.
- Increment: Ref: (Minimum wages gazette on 5th December, 2013, Schedule-A) Increment will be every month that means if any workmen complete one year then he /she will get minimum 5% increment based on basic.
NEW WORKER
• New workers refer to those who worked less or up to three months in the facility.
• Include workers with or without previous work experience.
• Actual days worked not day per week, month etc
Collection and formula:
How: It is up to facilities to decide which is the best calculation method to measure how much time is needed for a new worker to become fully productive linked to what is possible within their operations and a balance between accuracy and cost/time of collection. No matter which calculation is used, the facility should be consistent in calculating and reporting this data point each month. Below are guidelines in order of preference and accuracy:
1. If your facility measures efficiency (%) per worker, this is the time it takes for new workers to reach the average efficiency of the facility, excluding new hires.
2. If workers are paid according to an individual piece rate system, it can be based on the number of days a typical new worker needs to reach the productivity level of an experienced worker (e.g. meeting the standard output per day/hour for each position).
3. It can be based on the rework/defect rate data to measure how long it takes for a new worker to reach the same level of experienced workers.
4. It can be based on workers’ self-reflection results gained through worker interview and/worker surveys.
Unit: Number of days
Responsible staff:
• The production manager of each department provides the data, which is compiled by responsible Human Resources personnel for the average level.
Data Source:
Production sheet, individual production records and rework record
Example:
• Utilize piece rate system to measure the number of days required for a new sewer to become fully productive.
• Step 1: Monitor the number of pieces sewed by a new sewer on a daily basis;
• Step 2: Compare the daily output with standard output by an experienced sewer. Assuming the standard output per day is 250 pieces. Worker 1 takes 17 days to achieve, whereas worker 2 needs 21 days.
• Step 3: Calculate the average days needed for a new worker to become fully productive = (17+21)/2=19 days. personnel software
Payroll Software is the most important tool for HR & Employees services. In this case, we have a Gen Payroll Software that automates the task of HR Managers such as attendance upkeep, employee database support.
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