Academic literature on the topic 'Payroll Process System'

Abstract This chapter centres on class and examines how banks made inroads into the workplace. It analyses the so-called cheque accounts for wages reform, which was where the bankification of everyday life started. In the late 1950s, Swedish commercial banks began offering payroll services. Current accounts with chequebooks were opened for both white- and blue-collar employees, blurring the boundaries of the class-based financial system and changing personal financial practices. Wage earners were turned into bank customers and the commercial banks became retail companies, selling a wide range of products to a broad public. Still, this chapter suggests that one should be wary of overemphasising the importance of the self-governing financial subjects of Foucauldian studies. Making and controlling new financial subjects was accomplished through cultural technologies rooted in a hierarchical value system permeated by class (defined by production rather than consumption). A wage-earner identity (the quintessential subject category of the Swedish welfare state), rather than a finance consumer or investor identity, proved instrumental in the initial phase of the bankification process. The new financial subjects were created as much with the help of the old identities as with models imagined for the new ones.

Leave management system plays a major role in payroll system. A system which helps in recording, managing, and tracking employees leave requests. The existing system is a web-based solution built on .NET and Oracle Database. Although the interface is compatible for personal computers, laptops, and mobile devices, it does not provide a better user-friendly experience for mobile users and doesn’t necessarily provide faster access to leave related transactions as it needs better network bandwidth. This raised the need for a mobile application which empowers the user with ability to request and accept leaves on-the-go with the simple, user-friendly application design with limited network bandwidth. The main aim of the project is to develop an android application which contributes to the existing leave management web interface of the payroll system. Objectives of the expected android application are:To develop an application which provides better User Experience To design efficient User Interface which increases the performance of the application process while ensuring efficient usage of memory and reduce heavy usage of resources such as processing power and storage Deliver a completely automated, self-reliant application which can work seamlessly with the existing web application without causing any interoperability issues.

This chapter considers various different accounting systems. It illustrates the process that is used to record transactions on a daily basis in an accounting system. The chapter discusses three different systems: sales system, purchases system, and payroll system. The chapter provides the details on the process and relevant information entered in each accounting system. The final part of the chapter talks about other double-entry applications.

Robotics and automation have brought about a revolutionary transformation in HR operations, reshaping multiple facets of the HR domain. As organizations strive for increased efficiency and effectiveness, automation technologies have emerged as a powerful tool within the HR domain. The article examines how robotics and automation are revolutionizing recruitment, onboarding, payroll management, HR analytics, employee self-service, and ethical considerations. In addition, the article discusses key themes such as the revolutionization of recruitment, onboarding, payroll management, HR analytics, employee self-service, and ethical considerations. By utilizing robotic process automation (RPA) and intelligent automation, HR professionals can streamline tasks, minimize errors, and improve the employee experience. The article also addresses implementation challenges, including change management, system integration, and data security, while emphasizing ethical considerations in HR decision-making. Overall, the article offers valuable insights into how robotics and automation can optimize HR functions and enhance organizational efficiency and effectiveness.

Blockchain technology has revolutionized Human Resource Management (HRM) practices. The study aims to unearth the role of blockchain in recruitment and selection, payroll management and managing the gig economy workers. The study is based on secondary sources of data. Blockchain in recruitment enhances trust via immutable candidate records, ensuring transparent and verified credentials. It streamlines verification processes, reduces fraud, and fosters efficient, secure candidate selection. Employing blockchain on payroll systems increases security, provides a transparent and immutable ledger for payroll records eliminating risk of fudging pay-roll. It also automates the process through smart contracts, thereby improving payroll processes, reducing wastage of time and administration charges. Blockchain manages gig workers by contract creation and identity verification, secure and verifiable recordkeeping, reducing fraud, dispute resolution, time and attendance tracking, payroll and performance management.

Recently, there have been changes in the work processes of Brazilian accounting firms, with the implementation of systems automation, the integration of accounts payable and receivable systems, and payroll systems with accounting systems. The objective of this study was to analyze the perceptions of Brazilian accounting professionals about the implementation of robotic process automation (RPA) in their work routines. RPA was considered a strategic tool that aims to optimize time and expand business. A quantitative and descriptive approach was adopted, using an online questionnaire on Google Forms, which was answered virtually by 210 professionals. The participants' opinions regarding the use of RPA, their experiences, benefits, and challenges faced were considered. It was concluded that RPA automates repetitive tasks and frees accounting professionals for strategic and more complex activities. This study contributes to the management of accounting firms by optimizing processes and routines, especially their productivity.

Information systems were developed in early 1960s to process orders, billings, inventory controls, payrolls, and accounts payables. Soon information systems research began. Harry Stern started the “Information Systems in Management Science” column in Management Science journal to provide a forum for discussion beyond just research papers (Banker & Kauffman, 2004). Ackoff (1967) led the earliest research on management information systems for decision-making purposes and published it in Management Science. Gorry and Scott Morton (1971) first used the term decision support systems (DSS) in a paper and constructed a framework for improving management information systems. The topics on information systems and DSS research diversifies. One of the major topics has been on how to get systems design right.

Modern AI and automation standards of today transform the HR functions in addition to changing the traditional jobs and allowing improvement in operations. AI enables the HR departments to use AI-enabled tools for analytics of performance and engagement as well as talent acquisition besides processing routine administrative tasks. Through its process for resume, automated evaluations for the candidate along with AI and giving HR professional free time where he can target strategy planning on more candidate friendly terms. Automatic automation of these systems has actually modified repetitive mundane works such as processing payroll recording of attendance; recording of payroll to new joining. HR analytics, powered by AI technology, enables staff members to gain important insights about worker conduct and workplace engagement alongside workforce needs so that they can make data-backed choices that build productive work environments. The automation of routine tasks allows HR professionals to focus on strategic activities that improve both employee health and organization-wide results. Businesses will thrive in the new environment by integrating advanced technology with their organizational human connection to maintain their organizational culture alignment. Organizations need to develop synergy between artificial intelligence and human experience to develop an HR landscape that builds toward the future.

One of the greatest surprises of the Internet economy is that far from replacing people, the use of advanced technology is confirming that talent is the most valuable asset in today’s organizations. In this context, competency management (CM) automation practices are becoming the most valuable approach within the e-HRM domain to manage this new business scenario, in which a very high percentage of the total workforce is comprised of knowledge workers (Nordstrom & Ridderstrale, 2000). The ability to effectively manage human capital investments becomes essential to ensure business success. Organizations gain real advantage by applying Internet technology to the measurement and management of its talent needs: the human capital of the organization. The evolution introduced by the e-business transformation (Hartman & Sifonis, 2000) in human resources management (HRM) practices, has meant a change from a pure functional, to a process-oriented approach in which all those activities associated with the management of employment and work relations are included (Boxal & Purcel, 2003). And technology innovation and new e-HRM strategies are affecting organizational effectiveness (Wang, 2005). Traditionally, organizations of any size or activity, used to focus primary attention in automating payroll and basic administrative functions. Other administrative- required functions (recruiting, training, etc.) where largely assumed and performed, in a non-automated way, thus creating large staff departmental units in these areas, often disconnected from the organization’s primary goals. IT implementations were not designed to manage knowledge assets; interest was driven to manage physical assets. Individual employees typically required functions such as tracking and processing personal information, as compensation, benefits, and so forth. Managers required HR to provide adequate information on topics as recruitment or training services.

A Business Intelligence (BI) System employs tools from several areas of knowledge for the collection, integration and analysis of data to improve business decision making. The Brazilian Ministry of Planning, Budget and Management (MP) uses a BI System designed with the University of Brasília to ascertain irregularities on the payroll of the Brazilian federal government, performing audit trails on selected items and fields of the payroll database. This current auditing approach is entirely deterministic, since the audit trails look for previously known signatures of irregularities which are composed by means of an ontological method used to represent auditors concept maps. In this work, we propose to incorporate a statistical filter in this existing BI system in order to increase its performance in terms of processing speed and overall system responsiveness. The proposed statistical filter is based on a generative Gaussian Mixture Model (GMM) whose goal is to provide a complete stochastic model of the process, specially the latent probability density function of the generative mixture, and use that model to filter the most probable payrolls. Inserting this statistical filter as a pre-processing stage preceding the deterministic auditing showed to be effective in reducing the amount of data to be analyzed by the audit trails, despite the penalty fee intrinsically associated with stochastic models due to the false negative outcomes that are not further processed. In our approach, gains obtained with the proposed pre-processing stage overcome impacts from false negative outcomes.

The application of the internet to the Human Resource function (e-HR) combines two elements: one is the use of electronic media whilst the other is the active participation of employees in the process. These two elements drive the technology that helps organisations lower administration costs, improve employee communication and satisfaction, provide real time access to information while at the same time reducing processing time. This technology holds out the promise of challenging the past role of HR as one of payroll processing and manual administrative processes to one where cost efficiencies can be gained, enabling more time and energy to be devoted to strategic business issues. The relative quick gains with low associated risk have prompted many Australian companies to realise what can be achieved through the implementation of a business to employee (B2E) model. Employee Self Service (ESS), a solution based on the B2E model enables employees to access the corporate human resource information system 24x7. This paper adopts a case study approach with a view to investigating the benefits and associated issues obtained from an implementation of an ESS in an Australian public sector organisation.Keywords: Employee Self Service, e-Human Resources, B2E, HRMIS, ERP Systems, Australian Case Study

The purpose of this paper is to present the process of designing and developing a dynamic interface for an archaeological management system, with advanced possibilities of viewing, adding and modifying standardized sheets, created at a certain place, based on the coordinates extracted from the map. The main goal of the paper is to present the conception and implementing of the archeological management platform, along with the functionalities behind the composing elements and the classes which help in the process of data manipulation and database connections. This developing process also involved the integration of three modules. The developing process of these modules was based on the Three Layer Architecture and every one of the modules was designed separately. The database is the foundation of this project, because without it the main functionalities of this website wouldn't work. It was developed using the SQL scripting language with the help of the Microsoft SQL Server 2012 development kit. The initial design of its components was based on a standardized model of an analytical sheet of inventory, provided by the Architecture, Restoration and Archaeology Association. This analytical sheet is a standardized version which contains certain characteristic information associated with the archaeological site. The second module which help to the creation of this project is represented by the map, developed with the help of the Google Maps API. The technology provided by Google is highly complex, it offers us a lot of customizable functionalities, extensive documentation and the process of adding new functionalities is possible with the help of JavaScript in a relative simple way. The integration of the map within the interface it's possible with the help of a simple link-based reference, in order to get the needed data from the Google servers. Within this link, we have to summon a key, dynamically created in connection with our specified account. This is called an API key and its usage is that of counting the information traffic. If a certain traffic limit is reached or surpassed it is supposed that the application is not used in personal means and thus certain payroll may apply. In order to use the existing functions or overwrite them, we have to include another link referral to a JavaScript file, where some of the functionalities were already added by a teammate. Completion of this project involved passing through all the stages related to the development of a suitable software product, from its use planning, maintenance and creation of appropriate documentation, involving theoretical knowledge, technology and development. The original contribution of the papers consists in its interdisciplinary nature, given the scope of platform developed, able to provide deepen related information, closely related to the archeology, history and cultural heritage study. The application is in its prototype version and has great potential as a major exploit in the future.

Abstract Operational business decisions have become more difficult due to the rapid increase in local content programs in the Arab Gulf states. Many companies operate in more than one Gulf country, and therefore, they became committed to many various local content programs. This due to the various obligations to the requirements of these programs. In general, these programs are issued by the local governments. However, a good number of these programs are issued by parastatal and private sector companies as well. These programs contain various requirements. This includes the use of locally made goods and services, local manpower, transfer of foreign technology, establishing research and development centers, and on. To reach the desired goals, companies must spend the largest amount of costs locally. These programs require the interaction of many departments in the companies such as HR, Training, payroll, and procurement. As a result, many companies had established special administrative units to monitor the performance of the local level process. The performance of companies is measured by different and often complicated formulas. The goal is to reach the highest local percentage in the final product. The GCC supply chain localization programs are made to support and drive growth, development, and income diversification for the GCC countries. They have critical impact on GCC business environments due to their supply chain and other legal requirements. Any business decisions need to address the requirements of these programs as local supply chain activities and systems need to fill any expected gaps as mandated by these programs. Investment attractiveness is highly impacted by the rules and regulation imposed by these programs. The legal implications are of very high concern to business leaders as well. Hence, organizations need to take high care and pay great attention to the requirements of these programs. As there is not enough research available about this subject in the industry and academia, this paper was created with the intention to discuss and analyze the different GCC supply chain localization programs and their impact on supply chain decisions. The paper should help leaders to take informed decisions in the GCC market they operate as these programs are evolving at very fast paste. A review of the programs across GCC countries will be presented. These supply chain localization programs cover both the government and private sectors. Programs basics, models, incentive, and achievements will be shown. These programs have some similar concepts and models, but they differ in some other respects. Hence, a comparison will be made across these different programs for similarities and differences. The structures for the government and private sector's programs are somehow complex and require interactions of many areas such as human resources, supply chain, training and development, and research initiatives. The paper will use publicly available resources and market intelligence tools to gain in-depth details for each program as there are not much scientific researches in the industry about this topic. To facilitate the business environment for companies, It is necessary for the governments in the same country and at the level of the Gulf state to unify these different programs Adherence to these programs should not be a hindrance to the current and future investment environment. Companies must be prepared to address the different and possibly newly created requirements as local content programs are getting of a very high attention by all GCC countries.