Project Documentation PDF

PROJECT
DOCUMENTATION
BACK OFFICE - HR & PAYROLL MODULE REQUIREMENTS
1.1 INTRODUCTION
Back-office functions such as payroll, data entry and hiring new
employees are often challenges for small business owners. Professionals who can
deliver excellent services do not necessarily have the ability to manage back-office
administration, but businesses can secure affordable help for back-office functions if
they keep in mind several considerations.
1.2 MODULES
1.1.1. HR
1.1.2. PAYROLL
1.1.3. HR REPORTS
1.1.4. PAYROLL REPORTS
1.1.5. DASHBOARD
1.1.1 HR
A. RECRUITMENT
Recruitment and selection process is one of the most important HR
function which makes a great impact on the revenue growth and the profit margins of
a company as compared to other tasks such as retention, on-boarding, leadership
development and managing talent. Recruitment is the process by which companies
find and hire new employees. This process contains seven major activities, or
functions. As recruiters and managers progress through the recruitment process, they
KAWIKA TECHNOLOGIES PVT.LTD 1

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use data and analysis to develop and then pare down a pool of applicants, eventually
selecting one candidate to hire.
Job Design and Development
In order to find someone to work for a company, a recruiter first has to know exactly
what the company needs. The first function of recruitment thus is to identify what the
new employee will do and what qualifications and experience is necessary to
complete the work tasks. From the identified points, the company develops a formal
job description and sets a basic pay scale.
Identifying and Seeking Candidates
Once the recruiter knows what type of employee the company needs, he figures out
what segments of the population might be able to do the job and where to recruit. For
instance, if the company needs an information technology professional, then the
recruiter may consider recruiting through information technology programs, journals
or conferences, as well as computer repair stores. He gets the word out about the job
through word of mouth, printed advertisements, website postings and similar tools.
Receiving and Tracking Applicants
Potentially hundreds or even thousands of people can apply for a single job. The
recruiter keeps track of the applications that come in through spreadsheets and
databases. He tries to organize the information so that the candidates who appear most
qualified are easy to find and contact.

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Reference and Background Checks
Another function of recruiting is verifying the experience and work ethic of the
candidate. Recruiters do this by contacting the references the candidates list on their
applications. They also do a basic background check to see if the candidate has any
criminal history that might indicate the employee would not be able to perform the job
properly or would pose a risk.
Testing
When the recruiter has narrowed down the pool of applicants, he invites applicants to
take basic tests. These tests are additional tools the company uses to determine if the
applicant has the knowledge and competence necessary to do the job. The test may be
hands-on or oral, but more often it is written.
Interview
When a company has a pool of applicants that are qualified, experienced and who
score well on aptitude tests, managers set up interviews. The interview gives the
managers a chance to get a sense of what each candidate is like and talk with each
applicant in depth about his experience and qualifications. Interviews are very
important because they show the managers how the employee might interact with
others on the job and how professional he can be.
Evaluation and Hiring
The final functions of recruitment are the evaluation of all the information gathered
about the candidates managers still are considering. Based on this data, the managers
think critically about what they have learned about the applicants and what the
company needs. They make a final hiring decision and contact the person they want to

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have the job. If the applicant selected accepts the job, then the managers proceed to
negotiate a salary and handle the formal aspects of hiring, such as filling out human
resources paperwork
B. EMPLOYEE PROFILES
Management extends right from managing employees to managing the
employers and the whole HR department as well. The role of anHR manager is to
manage, create, implement and supervise policies/regulations, which are mandatory
for every employee and also have knowledge of its appropriate functioning.
C. CONTACTS MANAGEMENT
D. EMPLOYEE DOCUMENTS MANAGEMENT
Employee Document Management provides storage space, a filing system,
the ability to easily retrieve documents, defining who can view sensitive documents,
and when to purge documents. Employee Document Management is cloud-based,
efficient, secure, and it reduces compliance risks.
E. EMPLOYEE BANK DETAILS
F. DOCUMENT EXPIRY TRACKING
Document expiry reminder is created to file, secure, and track the validity
of a company‘s documents and alert the concerned officials prior to expiry.One
application for all your document validity and secure storage needs. Never pay a fine
for a late renewal again. With this functionality, every employee's passports, visas,
driver's licenses, even tenancy contracts will be tracked without having to maintain

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excel sheets or folders within folders. All in the local company server, or a secure,
isolated cloud server provided by us.
G. DOCUMENT EXPIRY ALERTS BASED ON HIJRI CALENDAR
Most businesses spend an average of 16 hours per week or more between
tracking expiration dates using programs like Excel (or even worse— a pencil and
paper) and contacting the right people to notify them about an upcoming renewal.
Expiration and renewal tracking software can help you track these dates and do the
notifications for you in 15 minutes. Expiration Reminder is an expiration date
management app that does more than just save you time on tracking. It also helps you
improve communication, keep everyone on the same page, and grow your business.
H. EMPLOYEE MEDICAL TRACKING
Tracking medical exam results is useful for observing and protecting
the health of employees who are at occupational risk due to their work location or job
group.
I. PROBATION MANAGEMENT
Probation Management allows you to create a mechanism to carefully
monitor and assess new Employees while they are still in their Probationary Period.
Probation Management is integrated with Hiring & Contract Management, as well as
with Performance Management, Training Management and Competency
Management.

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J. SALARY AND ALLOWANCE STRUCTURE
The salary paid to employees comprises of a number of different
components, such as basic salary, allowance, perquisites, etc. Salary structure is the
details of thesalary being offered, in terms of the breakup of the different components
constituting the compensation.
K. EMPLOYEE PAY STRUCTURE
A pay scale (also known as a salary structure) is a system that determines
how much an employee is to be paid as a wage or salary, based on one or more factors
such as the employee's level, rank or status within the employer's organization, the
length of time that the employee has been employed, and the difficulty of the specific
work performed. Examples of pay scales include U.S. uniformed services pay grades,
the salary grades by which United States military personnel are paid, and the General
Schedule, the salary grades by which United States white-collar civil service
personnel are paid. Private employers use salary structures with grades (including
minimums, midpoints and maximums) to define the ranges of pay available to
employees in each grade/range.
L.WORK FLOW MANAGEMENT
A workflow system provides an infrastructure for the set-up, performance
and monitoring of a defined sequence of tasks, arranged as a workflow application.
M. PERFORMANCE ANALYSIS AND APPRAISAL
The performance appraisal process is divided into three phases:

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PHASE I
Performance Planning, Communication of Performance Expectations/Requirements and
Goals/Projects The planning takes place by, or shortly after, the beginning of the performance
appraisal period. At that time, you should meet with your employee to discuss:
\ The duties of the job.
\ The Performance Categories and how they relate to performance expectations/requirements
and any specific goals/projects.
\ The importance of the ―Significant‖ Performance Categories ("Quality of Work" and
"Quantity & Timeliness of Work") and how a "Does Not Meet Expectations" rating in just
one such category will result in an Overall Rating of "Does Not Meet Expectations."
\ How the employee can get an Overall Rating of "Meets Expectations." This discussion
should give the employee a clear understanding of what is expected of his/her job
performance. Be sure the employee has a copy of the ―PAS Summary for Employees.‖
PHASE II
Performance Monitoring and Coaching This is an ongoing process throughout the appraisal
period. To do a good job of monitoring, you should:
* Observe and make notes of significant incidents.
* Communicate regularly with the employee. To coach effectively, you should:
* Provide guidance and support, as needed, throughout the appraisal period.
PHASE III
Completion of the Appraisal This is the last phase. It comes at the end of the rating period.
This is when you must evaluate the employee's performance for the entire rating period and
must:

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* Complete the appraisal forms.
* Conduct the performance appraisal conference with the employee. Then, begin the cycle
again, starting with PHASE I.
N. EMPLOYEE TRANSFERS
A transfer is a horizontal or lateral movement of an employee from one
job, section, department, shift, plant or position to another at the same or another
place where his salary, status and responsibility are the same.
Types of Transfers:
(i) Production Transfer:
Transfers caused due to changes in production.
(ii) Replacement Transfer:
Transfers caused due to initiation/replacement of a long standing employee in the same job.
(iii) Rotation Transfers:
Transfer initiated to increase the versatility of employees.
(iv) Shift Transfer:
Transfer of an employee from one shift to another.
(v) Penal Transfer:
Transfers initiated as a punishment to in disciplinary action of employees.
(vi) Remedial Transfer:
Transfers initiated to correct the wrong placements.
Reason for Transfers:

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(a) To meet the organisational requirement when there are changes in technology, volume of
production, change in organisational structure, fluctuation in market conditions etc.
(b) To satisfy employees‘ needs and their desire to work in a friendly atmosphere, in a
department where scope for individual growth is high, in or near their native place or place of
interest.
(c) To utilize employee‘s skills and knowledge where it best suits or required.
(d) To improve interpersonal relationship and thereby reduce interpersonal conflicts.
(e) To give relief to the employees who are over burdened or doing complicated or risky work
for a long period.
(f) To help the employees whose working hours or place of work is inconvenient to them.
(g) To punish employees for violating the disciplinary rules.
O. SHIFT MANAGEMENT
Shift Management facilitates you to optimize shift scheduling effectively
and efficiently. This feature ensures you to plan and schedule employee shifts without
any complication ensuring a smooth process flow. It bridges the communication gap
that can happen over manual methods and proactively manages and tracks employee
shifts.With this feature, you can define all possible shifts that are suitable for your
organization, allocate temporary shifts. In addition to shift time management, you can
also state break timings and monitor them to improve workforce productivity.
TimeCheck is also facilitated with advanced Shift Pattern and Shift Roster features to
manage complex shifts for large set of employees with a single click.

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P. HOLIDAYS CALENDAR
It will help you to quickly create a competently organized holiday schedule for the
whole staff.
Q. TRAINING CALENDAR
What‘s a powerful way to increase your employees‘ ownership of
learning, stay on top of compliance training, and create a culture of personal
development?
Answer: Training calendar.
Getting and maintaining a training calendar is a tiny workplace adjustment, and it can
reap a lot of rewards.
In fact, you can use a training calendar to
 Manage the upskilling process of existing staff members.
 Plan the onboarding and training needs of new staff.
 Keep ahead of compliance training requirements.
 Share information on training needs with others.
 Create a culture of personal development and learning.
R. HR ACTIONS
HR Actions enables you to create paperless forms using any fields in Sage
HRMS and streamline the collection and approval of employee data using web-
based self service. Anyone can initiate forms over the Internet or intranet—HR,
managers, or employees—to automate the routing and approval of key company
forms.

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S. LEAVE MANAGEMENT
The leave management system offers so much more than just leave
management applications. A fully integrated workforce platform, designed to
incorporate many existing business applications. Your business will benefit from
increased productivity and greater profitability.
T .OVERTIME MANAGEMENT
Overtime is the time worked beyond an agreed workweek. Overtime can
wreak havoc on the operating budget of companies. It therefore needs to be handled
with care. To prevent excessive overtime, organizations set an annual or monthly cap
on overtime hours. In many of them, a few number of employees makes up for the
biggest share of total overtime. Such a disparity should raise a red flag because people
who routinely log more hours are candidates for fatigue-related errors.
U . AIR FARE MANAGEMENT
Fares Manager is a pricing decision support tool that allows airlines to
more quickly update published, negotiated and add-on fares
V. ACCRUALS MANAGEMENT
Accruals are accounts on a balance sheet that represent liabilities and non-
cash-based assets used in accrual based accounting. These accounts include, among
many others, accounts payable, accounts receivable, goodwill, future tax liability and
future interest expense

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W. EMPLOYEE ASSETS MANAGEMENT
Asset Management allows you to define Asset Types and Asset Items, e.g.
Laptop, Cell Phone, etc., and assign them to Employees so when an Employee leaves,
there is a clear record of what assets need to be returned. It also allows Employees to
request Assets and Return them using Self-Service. Asset Management is integrated
with Onboarding Management and Offboarding Management. During Onboarding an
automatic Request can be sent to the appropriate department to issue Assets for a new
Employee, and during Offboarding a similar Request can be sent to ensure all Assets
are returned to the Company as per Policy.
X. UNIFORMS/CONSUMABLES MANAGEMENT
Consumables Management is a proactive way for an organization to take
control of output supplies. Most companies simply negotiate with supply vendors
and establish a unit cost for each item. This prompts individual departments to
handle their own ordering which is an inefficient and costly system.
Y. CAUTION DEPOSIT MANAGEMENT
A security deposit is a sum of money held in trust either as an initial part-
payment in a purchasing process (often used to prevent the seller selling an item to someone
else during an agreed period of time while the buyer verifies the suitability of the item, or
arranges finance) - also known as an earnest payment, or else, in the course of a rental
agreement to ensure the property owner against default by the tenant and for the cost of
repair in relation to any damage explicitly specified in the lease and that did in fact occur.

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Z. END OF SERVICE MANAGEMENT
1.1.2 PAYROLL
Payroll is a list of employees who get paid by the company. Payroll also
refers to the total amount of money employer pays to the employees. As a business
function, it involves:
1. Developing organization pay policy including flexible benefits, leave encashment
policy, etc.
2. Defining payslip components like basic, variable pay, HRA, and LTA
3. Gathering other payroll inputs (e.g., organization‘s food vendor may supply
information about the amount to be recovered from the employees for meals
consumed)
4. The actual calculation of gross salary, statutory as well as non-statutory
deductions, and arriving at the net pay
5. Releasing employee salary
6. Depositing dues like TDS, PF, etc. with appropriate authorities and filing returns
Outsourcing payroll with a service that offers online technology can save time and
help small businesses avoid the mistakes that can damage staff moral and even result

PROJECT
in penalties to the company. Small businesses should look for an established, trusted
service with a highly automated online system which will insulate the small business
from what could be costly payroll tax or calculation errors, and to ensure employees
are paid on time and properly
A. OPENING BALANCE FOR ACCRUALS
An accrual is an amount that is still due by the end of an accounting
period. To understand accruals, we can work through the following example. The year
end is June 20-3, and the opening balance on the vehicle expense account is
an accrual for £220. For any accounting role, accruals and prepayments are something
you will need to be familiar with, so that you can ensure finances are recognised in
the correct accounting period.
B. MONTHLY ALLOCATION OF ACCRUALS
An accrual is the difference between the allocation and the expense for a
position. A positive accrual represents an allocation greater than expense, a
negative accrual represents an expense greater than allocation. "Accruals" refers to
positive accruals except where noted.
C. TIMESHEET MANAGEMENT WITH ATTENDANCE MACHINE
INTEGRATION
An employee timesheet is a method for recording and tracking the amount
of an employee's time spent working. The employee timesheet can report total hours
worked or time spent working on a specific task or job. Employee time sheets are
primarily used for payroll. Biometric Attendance Machine and External Devices
Integration module help in automation of staff attendance and various other activities.

PROJECT
It can also help in tracking in and out time of employees; their total work duration,
lunch breaks, etc. Attendance is one of the concerns for school management team
because existing system cannot maintain proper records like the accuracy of
attendance, no proxy, etc. External Device or Biometric System has quickly gained its
position in most of the offices and institution and reason behind this is that it is
transparent, accountable, suits for flexible work culture.
D. LEAVE PROCESSING
The leave of absence request process is designed so that employees of an
organization can request vacation time, sick leave or business trip leave and receive
approval quickly and efficiently. Furthermore, this process can also be used to update
human resource systems that keep track of paid sick or vacation leave.
E. OVERTIME PROCESSING
Overtime refers to any hours worked by an employee that exceed their
normally scheduled working hours. While a generalized overtime definition refers
simply to those hours worked outside of the standard working schedule, overtime
commonly refers concurrently to the employee's remunerations of such work.
F. EXTRA EARNINGS/DEDUCTIONS
A person can stop living pay check to pay check, they can pay off their
debt, and more all by earning extra money and learning how to make extra money.
Employees Can Deduct Workplace Expenses For Tax Years Prior to 2018.Taxpayers
classified as employees can also deduct some of their unreimbursed business
expenses. Paying taxes is inevitable—but finding extra tax deductions is enviable.

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G. LOAN MANAGEMENT
The Loans Management - Business Operations ES bundle is a means of
enabling financial institutions to perform business operations during the lifecycle of a
loan, such as creation of the loan, disbursement of funds, allowing customers to skip a
payment or payoff a loan fully.
H. PERSONAL LOAN MANAGEMENT
A personal loan is a type of unsecured loan and helps you meet your
current financial needs. You don‘t usually need to pledge any security or collateral
while availing a personal loan and your lender provides you with the flexibility to use
the funds as per your need.
I. PAYROLL PROCESSING (DEPARTMENT WISE / DIVISION WISE etc)
Payroll processing refers to the task of managing the payment of wages by
a company to its employees. The steps involved in payroll processing typically
include gathering employee time information for a selected time period, managing
benefits & deductions, and distributing employee pay for that time period.
J. COST ALLOCATION
Cost allocation is a process of providing relief to shared service
organization's cost centers that provide a product or service. In turn, the associated
expense is assigned to internal clients' cost centers that consume the products and
services.
K. PAYSLIP GENERATION
The purpose of the proposed project is to automate the Payslip
generation process which replaces the traditional system of Payslip generation that

PROJECT
used to print the employee salary details onto a paper. This project includes a single
user who is authorized to initiate the application.
L. INTERIM/FINAL SETTLEMENTS
The Final Settlement Statement shows all transactions that were applied
throughout the growing cycle, including advance and interim payments, proceed
payments, adjustments, bonuses, penalties, and the final settlement amount, which
shows the assessments, donations and final payments that are due.
M .FINANCE INTEGRATION
Financial integration is a phenomenon in which financial markets in
neighboring, regional and/or global economies are closely linked together.For
example, the imperfect financial integration can stem from the inequality of the
marginal rate of substitutions of different agents.
N . BANK TRANSFERS (WITH DOCUMENT FORMAT SUGGESTED BY

BANK)
A bank transfer is when money is sent from one bank account to
another. Transferring money from your bank account is usually fast, free and safer
than withdrawing and paying in cash. Read on for more information, including how

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to make a bank transfer and what details you'll need. Customers will generally
initiate a bank transfer via one of the following methods:
 online banking
 phone banking (also known as tele-banking)
 mailing a payment form to the bank
 visiting the bank and completing payment form in person
Bank transfers are characterized by the fact that they are made at the initiative of the
buyer (the customer), and the payment is ―pushed‖ to the bank account of the seller.
This fact has several important consequences:
 An order is not always a payment since customers must instruct their banks to
initiate the payment.
 A payment, once made, cannot be reversed by the customer. The customer can
only ask the Merchant to refund the transaction.
 Although a Merchant has to rely on the customer for completing the payment,
bank transfers are very safe and have no reversal risk.
 Banks worldwide are increasingly allowing their customers to initiate bank
transfers online. Although this does not change the fundamentals of a bank
transfer, it does allow for the transfer to clear the banks more quickly.
1.1.3 HR REPORTS
Human resources reports are an integral component to effectively manage
your business's human resources (HR) activities and departments. It enhances

PROJECT
informed decision-making processes and enables partners, investors, and stakeholders
to gain insight into the organization.
FIG: An example of an Human Resource dashboard with headcount.
A. EMPLOYEE DATABASE
Employee database is a set of all information kept about employees of the
organization.
B. CONTACTS REPORT .
When experiencing a problem, customers with a clearly defined point
of contact report higher satisfaction levels than those without a key contact person,
according to the study. A customer contact report is generated at this time. A contact
report documents all the topics discussed during meetings, conference calls and phone
calls. One such example of a contact report is used during fundraising; it summarizes
the topics a fund development professional discusses with a potential donor. The
report helps you to clarify any misunderstandings or questions about which parties
shared what information. Writing a contact report can seem difficult and useless, but
in the long run it can save time and minimize frustration.

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C. DOCUMENT REGISTER
A document register is simply a list of every document the business uses
as standards. It can include forms, letters, marketing flyers, information guides, fact
sheets, website banners, promotional articles, stationery items and eBooks. If there are
many documents, it is usually worth dividing into categories (list all the forms then all
the flyers for example).Document registers can also be a handy way to communicate
with new team members – they can see what exists to help them learn about the
business and ensure they don‘t ‗reinvent the wheel‘.
D. EMPLOYEE JOINING REPORT
A joining Report is a form that is prepared at the time of joining of an
employee. There are many columns in joining report that must be carefully filled.
After carefully filling all the columns it must be signed by the head of the office and
then its copies must be submitted to higher authorities for their record.
E. PROBATIONERS REPORT
Probation period is a period of engaging an employee to test his/her
performance on the suitability of a position. If an employee‘s performance is found to
be unsatisfactory, the employer can terminate the employee‘s services and the same
cannot be construed illegal.
F. NATIONALITY REPORT
A Nationality report is a news article or broadcast which gives information
about the Nationality of a Person.

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G. HOLIDAY CALENDAR
It will help you to quickly create a competently organized holiday
schedule for the whole staff.
H. VACATION CALENDAR
It will help you to quickly create a competently organized vacation
I. TRAINING CALENDAR
It will help you to quickly create a competently organized training
J. BIRTHDAY CALENDAR
It will help you to quickly create a competently organized birthday
K. MEDICAL CALENDAR
It will help you to quickly create a competently organized schedule for the
whole staff.
L. EMPLOYEE ASSETS REPORT
Assets Per Employee is a company's total assets over the amount of
employees it has.
M. LEAVE REGISTER
N. VACATIONERS REPORT

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O. LEAVE ELIGIBILITY REPORT
P. REJOINERS REPORT
Q. OVERSTAY REPORT
R. APPRAISAL REPORT
Appraisals are meetings set up by your employer that allow you both to
discuss your work performance. There is no legal requirement to carry out appraisals,
but most employers have a yearly or twice-yearly review process. A performance
appraisal (PA), also referred to as a performance review, performance evaluation,
(career) development discussion, or employee appraisal is a method by which the
job performance of an employee is documented and evaluated.
S. CONSUMABLES REPORT
The Consumable Report displays details of Consumables that have been checked out
in the past.
T. LOAN REPORT
U. ATTRITION REPORT

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Attrition rate means to calculate the proportion of employees leaving from an
organization over a specific period of time. It is also known as employee
turnover rate. A normal rate of attrition is expected in normal business operations.
1.1.4 PAYROLL REPORTS
A payroll report is a form you use to notify governments of employment
tax liabilities.You must report both the taxes you withhold from employee wages and
the taxes you contribute to. And, you'll need to submit payroll reports for both federal
and state taxes.
A. PAY SLIPS
A payslip is a piece of paper given to an employee at the end of each week
or month, which states how much money he or she has earned and how much tax has
been taken off.
B. PAYROLL STATEMENTS

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Each employee participating in the direct deposit program will receive a
statement of salary and deductions, including all information currently available on
the Research Foundation paycheck stub. These will be distributed to employees on the
same day and from the same location as regular paychecks.
It is expected that most employees will pick up their statements as soon as possible,
but must do so no later than the following Thursday.
Employees who currently have their paychecks mailed to them will have a choice of
either continuing to have their paychecks mailed, or participating in the direct deposit
program.
C. BANK TRANSFER STATEMENT
A bank statement or account statement is a summary of financial
transactions which have occurred over a given period on a bank account held by a
person or business with a financial institution. Historically, bank statements were
paper statements produced monthly, quarterly or even annually.
D. DENOMINATION REPORT
A denomination is a way of classifying things — it names the type or
value of something. Denomination often refers to money.
E. ACCRUAL REPORTS
Accrual (accumulation) of something is, in finance, the adding together of
interest or different investments over a period of time. It holds specific meanings in
accounting, where it can refer to accounts on a balance sheet that represent liabilities
and non-cash-based assets used in accrual-based accounting.
F. TIME SHEETS

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Time sheets are used by the human resources or accounts payable
department for calculating pay checks. A timesheet is a physical or virtual tool that
allows you to record and keep track of your worked time. That means that, as an
employer, you‘ll be able to see exactly how many hours each employee has worked
for. Companies ask employees to use timesheets to monitor the time they spend on
and off work. Employers can approve timesheets or ask for proof to see if a worker
has spent the added time productively.
G. OVERTIME REGISTER
Overtime is considered any pre-authorized work performed during a given
work period that exceeds your contractually agreed working hours with the UT. A
working period is generally understood to mean one week.
H. SETTLEMENT REGISTER
A settlement is an amount or a service agreed between two or more parties
based on an agreement signed between the parties. The party which uses the services
of the other party agrees to pay an amount for the services used.
I. COSTCENTER ALLOCATION REPORT
In costcenter accounting allocations, the system allocates plan costs from sender
cost centers or business processes to internal orders. Allocations of costs to an internal
order are possible, regardless of the version in the plan. To do these, you need to
activate integrated planning of Orders with Cost Center Accounting, and the order
must be plan integrated.

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1.1.5 DASHBOARD
A. EMPLOYEE DATABASE
Tracking employee data and records has never been easier.
B. EMPLOYEE STRENGTH GRAPH
C. EMPLOYEE CALENDAR
D. HOLIDAY CALENDAR
It will help you to quickly create a competently organized holiday schedule for the
whole staff.
E, LEAVE CALENDAR
It will help you to quickly create a competently organized leave schedule for the
whole staff.
F, VACATION CALENDAR
It will help you to quickly create a competently organized Vacation schedule for the
whole staff.
G. TRAINING CALENDAR
H. BIRTHDAY CALENDAR
It will help you to quickly create a competently organized birthday schedule for the
whole staff.
I. MEDICAL CALENDAR

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It will help you to quickly create a competently organized schedule for the whole
staff.
J. REJOINERS CALENDAR
It will help you to quickly create a competently organized rejoiners schedule for the
whole staff.
I. DIAGRAMS
I.1 Use Case Diagram

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I.2 Flowchart
I.3 DFD at Level 0
Manages
ADMIN
HR & PAYROLL
MANAGMENT
HR PAYROLL HR REPORTS PAYROLL REPORTS DASHBOARS

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PROJECT

Back-office functions such as payroll, data entry and hiring new

they keep in mind several considerations.

1.1.4. PAYROLL REPORTS

Recruitment and selection process is one of the most important HR

a company as compared to other tasks such as retention, on-boarding, leadership

development and managing talent. Recruitment is the process by which companies

KAWIKA TECHNOLOGIES PVT.LTD 1

selecting one candidate to hire.

Job Design and Development

new employee will do and what qualifications and experience is necessary to

job description and sets a basic pay scale.

Identifying and Seeking Candidates

instance, if the company needs an information technology professional, then the

recruiter may consider recruiting through information technology programs, journals

Receiving and Tracking Applicants

qualified are easy to find and contact.

KAWIKA TECHNOLOGIES PVT.LTD 2

Reference and Background Checks

properly or would pose a risk.

hands-on or oral, but more often it is written.

others on the job and how professional he can be.

Evaluation and Hiring

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Management extends right from managing employees to managing the

manage, create, implement and supervise policies/regulations, which are mandatory

D. EMPLOYEE DOCUMENTS MANAGEMENT

Employee Document Management provides storage space, a filing system,

and when to purge documents. Employee Document Management is cloud-based,

efficient, secure, and it reduces compliance risks.

E. EMPLOYEE BANK DETAILS

F. DOCUMENT EXPIRY TRACKING

of a company‘s documents and alert the concerned officials prior to expiry.One

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isolated cloud server provided by us.

G. DOCUMENT EXPIRY ALERTS BASED ON HIJRI CALENDAR

Most businesses spend an average of 16 hours per week or more between

notifications for you in 15 minutes. Expiration Reminder is an expiration date

H. EMPLOYEE MEDICAL TRACKING

Tracking medical exam results is useful for observing and protecting

Probation Management allows you to create a mechanism to carefully

Probation Management is integrated with Hiring & Contract Management, as well as

with Performance Management, Training Management and Competency

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J. SALARY AND ALLOWANCE STRUCTURE

The salary paid to employees comprises of a number of different

constituting the compensation.

K. EMPLOYEE PAY STRUCTURE

A pay scale (also known as a salary structure) is a system that determines

minimums, midpoints and maximums) to define the ranges of pay available to

employees in each grade/range.

L.WORK FLOW MANAGEMENT

A workflow system provides an infrastructure for the set-up, performance

and monitoring of a defined sequence of tasks, arranged as a workflow application.

M. PERFORMANCE ANALYSIS AND APPRAISAL

The performance appraisal process is divided into three phases:

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Performance Planning, Communication of Performance Expectations/Requirements and

\ The duties of the job.

\ The Performance Categories and how they relate to performance expectations/requirements

and any specific goals/projects.

\ The importance of the ―Significant‖ Performance Categories ("Quality of Work" and

period. To do a good job of monitoring, you should: