Overview The Payroll process is used to produce employee paychecks/pay at the end of a pay period. There are a number of input variables (input data) that are used to execute the payroll. These variables, if not correct can negatively affect the outcome of the payroll (payroll process), how correct are the paychecks produced by the payroll process. The input variables to the payroll include employee timesheet during the pay period, leaves taken during the pay period, changes in compensations and/or deductions, and changes in tax status of the employee. As well as pay exceptions during the pay period, such as a onetime compensation or deduction.  The following is the list of variables/data that are used by the payroll process: Pay Period Type Change Employee Timesheet Employee Leaves Employee Expenses Compensation Changes Deduction Changes Organization Change Job Change Employee Name Change Address Change Tax Status Change Marital Status Change Onetime...

Overview Procuring and implementing the correct HRMS solution for your organization is costly. The total cost of ownership (TCO) of an HRMS solution needs to be justified to the senior management in term of the return on investment (ROI). If the ROI is not high enough, the budget/funding of procuring and implementing the desired HRMS solution will not be approved. Management is not interested in implementing new technologies and practicing new trend just for the sake of technology. Management is interested in solutions including technology based solutions comprising HRMS, when these solutions, (1) Increase the Revenues of the Company, (2) Reduce Company Expenses (Savings), (3) Improve Products and Services Quality, and/or (4) Improve Client Satisfaction. Unlike other systems/solutions such as Sales Management Systems, Customer Relation Management Systems, Manufacturing Systems, Financial Systems, Procurement Systems, and others, HRMS does not directly deal with the company’s customers/clients, products, and services, and finances of...

Overview In the last blog , we have described HRMS contents and its classification, sources, format, and what type of contents can be generalized and which cannot be, and derived which content can be part of HRMS Built-in-Contents. In this blog, I want to discuss the relationship between Contents and HRMS Implementation Time as I have been asked many times in the past, how long does it take to implement Interact HRMS. The answer to this question is not straightforward as it depends on many variables/parameters, and most of all the Complexity of HR and Payroll Content and its Quality. Thus, Implementation Time of HRMS is a direct function of Contents Complexity and Quality. Thus, the more complex is the contents, the more time it will be required to implement HRMS. Similarly, the lower the quality of the contents the more time will be required to Implement HRMS. In this...