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A SUMMER INTERNSHIP PROJECT REPORT "PAYROLL MANAGEMENT"

"NOUVEAU DIAMONDS LLP" In partial fulfillment of the requirements of MBA
(2-Year Full-time) Program

Presentation · January 2024

DOI: 10.13140/RG.2.2.21140.27522

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 A SUMMER INTERNSHIP PROJECT REPORT
ON
“PAYROLL MANAGEMENT”
AT
“NOUVEAU DIAMONDS LLP”
In partial fulfillment of the requirements of

MBA (2-Year Full-time) Program

Guided by: PULKIT RAJKUMAR SINDE

Mentored by: DR. PRATHA JHALA

G. H. Bhakta Management Academy,

Department of Business and Industrial Management,

Veer Narmad South Gujarat University, Surat

Submitted by: Zeel KalpeshBhai Tailor
E-mail: [email protected]
MBA Semester-2 Division: “A”
Start Date of Internship: 15/05/2022
End Date of Internship: 30/06/2022

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 1

 DECLARATION

I, hereby, declare that the summer internship project titled “Human Resource
Management” is my own work carried out under the supervision of “MR. PULKIT
RAJKUMAR SINDE” at the “NOUVEAU DIAMONDS LLP” during the time period
of “15/05/2023 to 30/06/2023”.

I also declare that this report contains no material previously published except where
due reference is made.

I further declare that, to the best of my knowledge, no part of this report has been fully
or partially submitted to either this University or any other University for any Degree
or Diploma.

Place: Surat
Date:

________________________

Zeel KalpeshBhai Tailor

Enrolment No. - 2022068134
Department of Business and Industrial Management
Veer Narmad South Gujarat University, Surat.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 2

Certificate from Nouveau Diamonds LLP

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 Certificate from the Department

This is to certify that the report titled “Human Resource Management” is a record of Summer
Internship Project carried out at “Nouveau Diamonds LLP” by “Zeel KalpeshBhai Tailor”.

I further certify that; the student has made a presentation of his / her work before the panel of
the faculty members of the Department during the period “15/05/2023” to “30/06/2023” to the
satisfaction of the panel members.

Place: Surat

Date:

________________________

DR. PRATHA JHALA

Assistant Professor
Department of Business and Industrial Management
Veer Narmad South Gujarat University
Surat – 395007, Gujarat, India

________________________

DR. MANISH SIDHPURIA

Professor & Head

Department of Business and Industrial Management
Veer Narmad South Gujarat University,
Surat – 395007, Gujarat, India.

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 Acknowledgement

I would like to thank Department of Business and Industrial Management, Veer

Narmad South Gujarat University for giving me the opportunity to do this
internship. I would like to thank Nouveau Diamonds LLP for letting me do the
internship at their Human Resource Department. I’d like to thank Mr. Hardik
Padhiyer Sir, my internship supervisor for guiding me with the completion of this
report. I’d also like to thank Mr. Bhavesh Modi, HR Manager & Mr. Pulkit
Rajkumar Sinde, HR Manager from Nouveau Diamonds LLP & HR Division for
keeping me under their supervision and provide me with all the necessary
information which has helped me in the completion of this report. I would also
like to thank all the officials of Nouveau Diamonds LLP HR Department for
allowing me to be an internee at their organization and help with necessary
information.

I take this opportunity to appeal my profound gratitude to Mr. Pulkit Rajkumar

Sinde (HR Manager) for taking part in useful decisions and giving necessary
advice and guidance. I chose this moment to acknowledge his contribution
gratefully.

I would also like to thank all the wonderful staff members of Nouveau Diamonds
LLP, Sachin who help me in completion of my training.

I perceive this opportunity as a big milestone in my career development. I will

strive to use these gained skills and knowledge in the best possible way and will
continue to work on it, to attain desired career objectives.

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 Executive Summary

During my internship I gained practical knowledge on how the human resource

division of an organization operates and coordinates its activities to ensure
smooth functioning of the organization at all levels by ensuring right numbers of
people are available at the right time to do the right job. Not only that I have also
gained insight into the working culture of the organization and observed how of
Nouveau Diamonds LLP handles its employees with value and empowerment to
ensure they are motivated to give their best to the organization.
The report starts with an organization profile of Nouveau Diamonds LLP giving
its background, mission, vision, its products and services, the hierarchy and
organogram of the organization.
The next section is the comprises the project, Human Resource Management in
Nouveau Diamonds LLP. The project encompasses introduction to the topic,
recruitment, selection, compensation and benefit, Employee Relations, training
and development, Human Resources Practices and Payroll Management.
Each chapter contains detailed discussion of the HR functions followed by
Organization Practice at Nouveau Diamonds LLP which basically conveys how
things are done in the HR Department.
The critical knowledge of any subject is important from professional point of
view, but without subject it turn out to be useless. Thus, this vocational training
provides great opportunity for students to get any practical view of various
subjects.
In this internship training, I get an opportunity to learn many aspects and facts
about the real world. After this vocational training I got difference how theoretical
knowledge are different from the real practical world.

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 Table of Content
Sr. No. Sub. Content Page No.
Sr. No.
1 Title Page 1
2 Declaration 2
3 Certificate From Nouveau Diamonds LLP 3
4 Certificate From DBIM 4
5 Acknowledgement 5
6 Executive Summary 6

Chapter Sub. Particular Page No.

No. Sr. No.
1 Introduction 9
1.1 Company Profile 9
1.2 Human Resource Department 13

2 Theoretical Framework on Payroll Management 32

2.1 What is Payroll Management 32
2.2 Importance of Payroll Management 37

3 Research Methodology 44
3.1 Introduction of Topic 44
3.2 Objectives 44
3.3 Type of Research Design 44
3.4 Collection of Data 44
3.5 Sample Size 44
3.6 Sampling Method 44
3.7 Sampling Frame 44
3.8 Sampling Element 45
3.9 Survey Method 45

4 Data Analysis and Interpretation 46

5 Learning Outcomes and Conclusion 60

5.1 Learning Outcomes 60
5.2 Conclusion 61

Bibliography 62
Annexure 63

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 LIST OF TABLES
Sr. No. Particular Page No.
1 Company Profile 9

2 Human Resource Department 13

3 Recruitment and Selection Procedure 14

4 Compensation and Benefits 16

5 Employee Relations 22

6 Training 24

7 Employee Welfare Facilities 26

8 Human Resource Practices 27

9 Payroll Management 32

10 Importance of Payroll Management 37

11 Data Analysis and Interpretation 46

12 Learning Outcomes 60

13 Conclusion 61

14 Bibliography 62

15 Annexure 63

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 Chapter : I
Introduction
1.1 Company Profile
Nouveau Diamonds LLP is a Limited Liability Partnership firm incorporated on
29 April 2016. It is registered at Registrar of Companies, Mumbai.
Total Obligation of Contribution of the LLP is ₹ 1,00,000 (One Lakh Indian
Rupees).
Nouveau Diamonds LLP has one Partner and 3 Designated Partners. There are 3
Directors/Signatories associated with Nouveau Diamonds LLP. They are:
Karandeep Kawatjit Singh, Chiragkumar Bakulbhai Limbasiya and Vikram
Manilal Mehta.
Nouveau Diamonds Manufacturing India LLP is a private company incorporated
on Monday, 17 January 2022. It is classified as non-government company and is
registered at Registrar of Companies, Mumbai.
Main Business Activity of Nouveau Diamonds LLP is "Manufacture of furniture;
manufacturing N.E.C.".

Company Mission
Create a sustainable diamond ecosystem with an innovative mind set
and passion for excellence that helps our people and our customers
grow together. To continuously grow and prosper in a well aligned
culture that's infused with positive energy. To consistently strive at
achieving greater excellence at what and how we create. Maintain an
ethical diamond manufacturing in the interest of our people and the
industry, through the most responsible decisions.

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 Company Vision
“While we aspire that our high-end product offerings will touch the
hearts of millions around the world, our conscience is firmly grounded
through a series of CSR initiatives. Our constant endeavour is to act as
a catalyst for inclusive development, further aligning with our values
developing communities in which we operate. To be recognized as one
of the foremost companies in the diamond industry worldwide
delivering value across all stakeholders.”
Company Values
 Sustainability
Our moral duty to aid the community we operate in as well as the natural
environment is absolute. We aim to continue our socially responsible approach
and promote initiatives that make our world a better place.

 Teamwork
We believe that our strength lies in collaborating to WIN as a team by empathising
and being transparent with one another.

 Innovative
We believe in developing creative confidence by encouraging a culture of
innovation, imagination and adaptability to bring valuable designs to life.

 Integrity
We uphold the highest level of integrity and honour our commitments by being
reliable, trustworthy, and open in our dealings; while displaying adherence to
ethical standards.

 Ownership
We believe in taking ownership and being accountable for our actions, by being
proactive and committed to what we deliver to our customers and the people in
our organisation.

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  Customer Value
We believe in creating value for our customers by focusing on meeting their every
need and providing them with respect, quality work and building a genuine
relationship with them for life.

 Excellence
We are passionate about the work we do, and believe in the pursuit of excellence
and empowerment by continuously improving every day to unleash our full
potential.

 Trust
Our tradition of transparency, responsibility and reliability ensures the trust of our
stakeholders, which is the foundation of our operations.

 Versatility
With ability to adapt to continual change and cater the best to our customers, our
willingness to step into the unknown and seek results is what sets us apart.

Company Objectives
To provide an intimate customer-diamond connection
We capture your diamond’s journey from the moment of discovery to your special
day. Being a Sight holder, we can offer you enhanced, consistent reliability of
supply, and assurance in the authenticity and integrity of your diamonds. We also
ensure pipeline integrity which results in enhanced reassurance from rough to
polish.
To give back more than we take
Through our green initiatives, philanthropy, and alignment with UN’s sustainable
goals, we try to give back to the communities in which we operate. We focus on
social, environmental, and ethical dimensions such as girl school donations,
public school subsidies, blood donation campaigns, tree plantations, and a lot
more.

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 Head Office of Nouveau Diamonds LLP
Nouveau Diamonds LLP
809-A,8 FLR, G BLOCK,
B & C WING ONE BKC,
BANDRA (E), MUMBAI,
Maharashtra-400051, India

Branch Offices
Surat Manufacturing Division (SMD), Gujarat
Navsari Manufacturing Division (NMD), Gujarat
Mumbai Manufacturing Division (MMD), Maharashtra

Business Segments
 Diamond Manufacturer
 Diamond Exporter
 Diamond Jewellery Manufacturer
 Diamond Jewellery Exporter
 Diamond Time-lapse

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 1.2 Human Resources Department
HR Department Organizational Chart

HR Manager

Employee Workforce
Recruitment
Relations Safety
Compensati Training &
on and Developmen
Benefits t

Security
Education
Strategy Training
Job Posting Planning Program

Job Emergency
Evaluation Preparednes
Applicant Dispute Leadership s
Sourcing Resolution Training
Attendance
Checking
Facility
Interview Contract Inspection
Arranging Negotiation Promotion
Salary Policy Policy
Administratio
n
Interview Advisory
Arranging Service

Insurance &
Bonus
Managing

Mr Pulkit R Sinde, HR manager heads the HR. department. The staffs of HR Dept. include the
junior HR executives, a welfare officer, a creche in charge, housekeeping staff.

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 HR Vision
“Build with resources that are dynamically matched with a strong commitment to excellence
in products and processes, through a team of dedicated people, while ensuring a clean
environment for our planet, the Earth. All to serve the customer better".

Functions per formed by the HR Department

• Recruitment
• compensation and benefit
• Training and development
• Wages & salary administration
• Industrial relations
• Safety& welfare
• Security

Recruitment and selection procedure

Step-1 Staff Planning

In recruitment process first step is staff planning. General Manager of organization identifying
how many employees need in Organization plant According to plant and department.
Step-2 Develop a Job Analysis
When General Manager know how many employees need then General Manager give to HR
Manager this detail then a HR Manager Develop a job analysis. Job analysis is about
competency based and task based. In competency based come under technical profile of
employee which type of technical skill like education, experience, and computer skills etc. In
task based non-technical profile is a job profile that requires an individual to perform tasks that
are not technical in nature. These tasks may include communication, teamwork, leadership,
decision-making, stress management, and situation awareness.
Step-3 Write Job Description
A Job Description is about what type of work doing in Organization, which condition, time
period, location. A Job Description is a document that outlines the duties, responsibilities,
qualifications, skills and experience required for a particular job. It is used to communicate the
expectations of the employer and the requirements of the job to potential candidates. A well-
written job description can help attract qualified candidates and ensure that they have a clear
understanding of what is expected of them in the role.

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Step-4 Job specifications Development
A Job Specifications is about to specify demand of the company and to recheck the budget,
Resource & infrastructure. Job specifications in Organization which type of special education
and skill require to work. A job specification is a document that clearly states the essential job
requirements, responsibilities, duties, skills and competencies required to perform a specific
role. These include educational qualifications, essential skills, and work experience.
Step-5 know laws related to recruitment
There are several laws related to recruitment that employers must follow. Under EEO law
related to the recruitment process, employers cannot discriminate based on age (forty years or
older), disability, genetic information, national origin, sex, pregnancy, race, and religion.
Employers must also ensure that recruitment is fair and provides all applicants with an equal
chance of getting a job role. When selecting between two equally well-qualified candidates,
employers can prefer a candidate from an under-represented group. Employers must provide
all new employees with a contract of employment within two months of starting a job role.
Step-6 Developing a Recruitment Plan
A Recruitment Plan is to make HR strategies which are used to find out the right candidate for
the job with in particular period of time. HR Manager Lead Generate from Direct mode, online
mode and Offline mode. Recruitment plan is a prearranged strategy for hiring employees. It
acts as a timeline for companies to find qualified applicants without causing downtime for the
company. The recruitment plan identifies the goals for a particular position.
Step-7 Implementation of Recruitment Plan
A recruitment plan is a document that outlines your company’s strategy for finding, screening,
and hiring new employees. It should include details such as the job description, the recruitment
channels you will use to find candidates and the timeline for each stage of the recruitment
process. To implement a recruitment plan, you should first analyse your recruitment needs and
skill gaps. Then create a hiring plan and recruitment calendar. Next, you can put your analysis
into practice and estimate how many candidates you need to hire for each position. Finally, you
can start recruiting candidates using various channels such as job boards, social media
platforms, employee referrals, etc.
Step-8 Accept Application Material
It could refer to the documents that are required to be submitted by an applicant when applying
for a job. These documents may include a resume, cover letter, and other supporting documents.
Step-9 Selection & Hiring Process
Selection in recruitment process refers to the methods used to choose the best or most suitable
candidate for a job opening. It includes activities such as screening, interviewing, testing, and
extending a job offer. The selection process consists of five distinct aspects: criteria
development, reviewing resumes, developing interview questions, weighting the candidates
and choosing the best candidate. The hiring process refers to the process of finding, selecting
and hiring new employees to a company. The first step in the hiring process is identifying the
hiring needs. Human resources together with other decision-makers should clearly identify the
hiring need. The second step is recruitment. The third step is employee selection.

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 Compensation and Benefits
Compensation and benefits refer to the benefits a firm provides to its employees in exchange
for their labour. Compensation and benefits are thus a key part of Human Resource
Management.
What are compensation and benefits?
When you receive a job offer, the first thing you look at is the salary. Whether the recruiter lists
the wage as an hourly, weekly, monthly, or hourly rate, candidates see it as the most critical
part of any job offer. Typically, when employees think about compensation, the salary is what
they think of. But, for many employees (especially senior employees) compensation is far more
than just the regular pay check.
Benefits cover indirect pay. This can be health insurance, or any myriad of things offered to
employees. All of these things are critical in any job offer. Two jobs that offer identical salaries
may vary wildly in the benefits category, making one a better financial proposition than the
other.
Overtime pays, pension plans, days off, and even free lunches make up an essential part of the
compensation and benefits package.
Some benefits are country-specific. In the India, health insurance makes up a key component
of benefits. Who your employer is, determines your health care options-even down to which
doctors you can see and which medications are covered.
In India, there is often a focus on more social benefits, including parental leave, severance pay,
and termination notice. In countries like France and Finland, it is not uncommon for employers
to pay for restaurant vouchers that cover part of the employee’s lunch.
Most often, compensation and benefits (commonly referred to as comp & benefits) fall under
the responsibility of the Human Resources department. In a small company, an HR generalist
would handle all aspects of this process, while in a large company, there would be dedicated
departments to manage these.
Why are compensation and benefits important?
Compensation and benefits are important for two reasons.
First, people won’t work for you without pay. And unless you’re a non-profit organization, it’s
illegal to ask them to work for you for free. There is a social contract between the employer
and employee, where the employee puts in the work and the employer rewards this.
Compensation and benefits are an important part of that equation.
Other things play a role too – and we’ll discuss them later – but what the employee receives is
central. In addition to salary, benefits remain a crucial motivator for job candidates.
Second, as of June 2019, benefits make up 31.4 percent of the cost of employing someone. It
is a significant expense with a clear goal so it’s not something businesses can overlook. This is
why paying careful attention to a fair compensation and benefits structure is so important.

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Compensation and benefits and employee motivation
Glassdoor found that a 10 percent increase in base pay resulted in a 1.5 percent increase in the
chance that the employee would stay at the company for their next role, rather than moving on.
While their findings were statistically significant and turnover is expensive, it’s probably not
enough to convince a boss to give someone a 10 percent raise.
This same research found that a higher company rating on Glassdoor resulted in a four percent
increase in the chance that someone would stay at the company. Salary is clearly important, but
there is something other than money going on.
A Pay scale study gives some insight into the influence of salary. They found a strong
correlation between pay and engagement (and engagement profoundly influences retention),
but what was stronger is pay clarity. When employees understood that their compensation was
fair, it increased their engagement.
Procedural and distributive fairness
Compensation fairness consists out of two elements: procedural fairness and distributive
fairness.
1.Distributive fairness refers to the perceived fairness of the amount of compensation the
employee receives.
2. Procedural fairness refers to the perceived fairness of the means used to determine those
amounts.
Research shows that both distributive fairness and procedural fairness lead to higher employee
retention.
However, when it comes to employee engagement (or motivation), procedural fairness seems
more important than distributive fairness. A study in the India a link between procedural
fairness and engagement. Another study among Indians compulsory school teachers showed
that procedural fairness, not distributive fairness, predicted employee motivation.
In other words, it’s not so much about money as it is about communication and honesty.
Traditionally, many companies keep salary information confidential. Some managers even
punish employees for sharing their salaries with co-workers, even though the National Labour
Relations Act protects employees’ rights to discuss their working conditions, including salary.
Secrecy can backfire, though, as employees are concerned that their pay is not fair.
When an employee clearly understands that their compensation is commensurate with their
skills, position in the company, and broader job market, they are more likely to be engaged in
their work.
Benefits and motivation
Salary is only a part of compensation, though. Other benefits, such as pensions, also help
increase employee retention. Many of these benefits require a period before the employee is
vested. That is, you don’t receive the money or benefit from these forms of compensation until
you’ve worked a minimum amount of time. If you quit before this date, you give up the other
benefits.

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Researchers found that delayed compensation did decrease turnover overall, but it also resulted
in employees quitting just after they did vest. In other words, employees are acting strategically
when choosing to leave their jobs. They wish to move on but also want to maximize their
compensation.
The Society for Human Resource Management (SHRM) found that 62 percent of India
employees rated their health care benefits as very important to them, meaning that this is an
area that companies can focus on to increase engagement and retention.
The same SHRM study also found that indirect compensation benefits also strongly influenced
employee happiness. Things such as paid time off (63 percent said it was very important),
flexibility (53 percent), and family-friendly benefits (35 percent) strongly influenced employee
satisfaction with their jobs. The traditional such as retirement benefits, were also important.
Still, at 48 percent saying retirement benefits were important, you can see how flexibility and
vacation may cost you less and increase happiness overall.
Of course, because compensation and benefits can across companies and geographic regions,
it’s important to benchmark your programs to ensure you’re maximizing the benefits from your
programs.
How do HR Departments calculate compensation and benefits?
While governments set the floor for pay, known as a minimum wage, businesses are generally
free to set their own wages. However, you’d be hard-pressed to hire an accountant for minimum
wage. Instead, you’ll need to pay a market rate.
A market-rate can also be defined as a “going rate” and is the amount people are willing to pay
for a particular good or service. Employees are offering their services and fall under this
definition. There are market rates for each position, but because people are rarely transparent
about salaries, this can be difficult to ascertain.
A compensation specialist will use salary surveys to help her determine a market rate. A salary
survey asks many businesses to share their compensation data for positions. The data is then
anonymized and sold back to businesses. In this way, a company can determine that the average
rate for a junior accountant is X.Rs., while the average rate for a marketing manager is Y.Rs.
Because positions vary from company to company, you cannot just look at the salary survey
and base all your salaries on the average salary for someone with that title. A marketing
manager at a Fortune company will have a very different job description than a marketing
manager at a person business.
Compensation managers will determine not only an ideal salary for a position but a salary
range. Because candidates vary wildly, it doesn’t always make sense to pay different people
the same amount. One person may have more experience and better skills than another and
deserves a higher salary. Each range has a mid-point, which you may hear as a company-ratio.
If you have a company-ratio of 100 percent, that means you are at the midpoint of the salary
range.
Determining where someone fits within that salary range can also be complicated.
Compensation managers often use statistical tools, such as regression analysis, to establish a
proper salary position. The variables that the regression use can include

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 - Highest degree earned ( type and degree area)
- Years of experience
- Tenure with the company
- Position tenure
- Current salary
- Full-time equivalent status
- Exempt vs. non-exempt status
- Grade level or salary band classification
- Employee location (if you have multiple locations)
- Job performance ratings
In addition to salaries, retirement benefits, health insurance, and any other benefit are included
in compensation figures.
3 Models to explain compensation and benefits
While compensation and benefits are a flat model to explain differences in pay, there are two
scientific models that enable us to understand compensation and benefits in a better way.
Compensation and benefits vs. total rewards
As discussed, compensation and benefits are not the only aspects of employee happiness,
engagement, and retention. The Total Rewards Model demonstrates the interplay between the
organization and compensation.
The Total Rewards Model, coined by World at Work, proposes that total rewards are made up
out of two elements:

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1.Direct compensation. This consists of:
1.Salary: This is the base and variable pay for work.
2.Rewards: Other monetary benefits from working at the company, including health
care, retirement pay, and allowances.
2.Indirect compensation. This consists of:
1.Work-life balance: A good work-life balance is crucial for a happy career.
2.Recognition: Recognition by colleagues and supervisors, as well as external
recognition for your job.
3.Development & career: Training and development, mentor programs, talent
(mobility) programs.
If you only look at compensation when determining what makes employees happy, you’ll fall
short. Total rewards look at how all aspects of an employee’s work-life impact their satisfaction.
Research shows that Total Rewards offers a valid framework to reduce employee turnover.
As established above, pay and benefits are not the only things that make employees happy.
Management practices have significant impacts on employee happiness and profitability and
even reduced workplace accidents. Ignoring the culture part of an employees’ total rewards can
reduce company performance and increase turnover.
Compensation and benefits package example
What should a compensation and benefits package look like? There is no one answer for that
as the package for a grocery store clerk will have little in common with the CEO’s package.
However, here are some standard items that companies often include in a job offer. You’ll need
to adjust for your organization, local laws, and employee level.
- Salary
- Overtime pays
- Bonuses and commissions (discretionary and non-discretionary)
- Retirement (defined benefit and defined contribution plans)
- Profit-sharing
- Sign-on bonuses
- Relocation bonuses
- Housing, school, and meal reimbursement
- Healthcare benefits (medical, dental, vision, etc.)
Salespeople, for instance, will need a commission plan those details what their commission is,
and under what circumstances they receive it (is it when the paperwork for the sale is signed
or is it when the customer pays?). Profit-sharing plans need to define what constitutes a profit,
and when such, the company pays the bonuses (yearly, quarterly?).
Companies must operate within the confines of laws. Summary Plan Descriptions should define
everything legally, and you should provide these to employees, so they know precisely what
their compensation and benefits are. While all these things are, generally, negotiable, you must
maintain equity with similarly situated employees, to prevent illegal or immoral discrimination.

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Compensation packages cannot detail the total rewards aspect of any job offer. But, understand
that your job candidates look for that. Websites give insights into your total rewards, whether
you like it or not. It’s important to remember that candidates consider all that information when
deciding to accept or reject a job offer.
You can no longer hide behind a large salary offer and hope that everyone ignores the culture
your office has to offer.
Compensation and benefits are key components for company success, employee engagement,
and turnover. You should evaluate your plans and programs regularly (at least yearly) to ensure
that you meet both employee expectations and remain competitive in the marketplace.

Employee Relations
Employee relations is the relationship between an employer and its employees is an integral
part to the longevity of any successful company or organization. But for something so critical
to business operations, the details can be irritatingly vague and general.
Definition of Employee Relations
Employee relations refers to the relationship between or among an employer and its employees.
Depending on the context, the term has both practical and theoretical applications. Certain
companies may have a dedicated team for maintaining and improving employee relations and
this term may refer to this team. In other cases, the term may refer to theories, plans and policies
designed to support employees and their interests. Regardless of the approach, employee
relations are typically overseen by a company’s human resources department.
Employee relations concerns the building of positive relationships and interactions among
employers and employees, and at a broader level helps foster a sense of community within an
organization. This could entail initiating transparent workplace communication or supporting
the emotional, physical and psychological health of employees. Ultimately, the goal of
employee relations is to create a positive relationship between employers and employees that
leads to an increase in employee retention, happiness and productivity.
Although employee relations staff and policies are typically intended to be non-biased and
neutral (particularly when it comes to addressing and resolving employee-versus-employee
conflicts), staff and policies are both ultimately responsible for protecting the interests and
well-being of the company as a whole. Employees should beware employee relations staff and
policies are not generally intended to protect employee interests.
Vertical and Horizontal Employee Relations
You may hear the terms “vertical and horizontal employee relations” thrown around like dares
by the limbo bar at the latest company party, but don’t worry: you don’t have to break your
back to understand them. These terms describe the two main hierarchies in employee relations.
All employee relations issues and strategies will involve one, or both, of these groups.
Vertical Employee Relations: This refers to relationships between an employee and his or her
superiors (e.g., management, executives, administration).

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Horizontal Employee Relations: This term encompasses all same-level employee-to-
employee relationships, including employees who are working together on a project or
employees who are simply sharing a chat during break time.
10 Examples of Employee Relations Responsibilities
One of the problems with employee relations is that it covers a huge range of topics. After all,
“anything involving employees” is a big umbrella. In order to relieve some of your confusion,
here are ten common examples of subjects and issues covered by employee relations. It is also
worth noting that many of these responsibilities can be easily managed by most of today’s
recruiting platforms if you feel like you need some technological help.
Encouraging Employee Engagement
Community-building activities, advocacy of a life/work balance, incentives and rewards,
professional development opportunities—all of these are some of the thing’s employee
relations departments can do to encourage employee engagement and interest. Happy
employees work better than dissatisfied ones and a good working environment is great for
productivity. Though there are many different approaches out there, from providing different
physical environments to organizing holiday events, companies should always strive to keep
employees content and healthy.
Improving Workplace Communication
Companies can make or break a good relationship with an employee over the quality of
communication. A good employee relations department will continue to try and improve
workplace communication, whether that means establishing policies or encouraging
transparent exchanges. This applies to communications that happen both at a company-wide
scale and at a more personal level-changes in company direction versus performance reviews,
for example. It can also apply to communications outside of the company, such as through
social media.
Settling Disputes and Conflicts
Unfortunately, it’s a fact of life that people will disagree with each other. The more people are
involved in the disagreement, the greater the overall discontent, and by extension, the impact
on the workplace. In cases such as this, the role of employee relations is to resolve the conflicts
before they start to spiral and negatively influence others. This is also true for disputes or issues
the employee has with the company.
Addressing Sexual Harassment and Bullying
Employees sexually harassed or bullied (or who witnessed it happening to another individual)
should make reports to an employee relations department. The department is then responsible
for investigating the allegation, reaching a conclusion and taking any necessary steps to resolve
the situation and end the harassment or bullying. Employee relations is also responsible for
setting up any preventative measures, such as scheduling anti-harassment courses and writing
anti-mistreatment policies.

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Overseeing Health and Safety Procedures
An unsafe workplace environment is a recipe for disaster. Injuries, infrastructure damage-all of
this can be disastrous to employees and employers. Employee relations must therefore promote
awareness of any risks, ensure adequate training where necessary and write company-wide
policies in the event of an emergency. Examples include first aid training and fire evacuation
procedures. If an injury or accident does occur, the department is responsible for handling
medical leave and compensation.
Handling Wage Concerns
Much like health and safety procedures, the subject of wages—and by extension hours and
expectations around compensation or shift work—are handled by an employee relations
department. This includes things like attendance, compensation packages, timekeeping and
vacation days. Wage disputes, requests for a pay raise and annual reviews or performance
bonuses are typically dealt with or communicated by the department. Employee relations is
also responsible for ensuring both employees and the company are meeting state and federal
wage standards.
Clarifying Company Policy
If an employee has a question about company policy, it is the responsibility of employee
relations to provide an answer. They should also address any relevant concerns or comments
about the policy, and communicate clearly if the policy is changed or modified.
Conducting Workplace Investigations
Any situation warranting further investigation-such as harassment accusations or allegations of
misconduct-will fall under the jurisdiction of an employee relations department. In most cases,
the department will conduct these investigations internally, unless it must involve outside
parties (e.g., law enforcement). Employee relations will also arrange any measure taken after
the conclusion of an investigation, for example, a “recognizing sexual harassment” course.
Communicating With Employee Unions
Employee unions will typically elect a representative responsible for liaising with the company.
The company must then find someone internally to liaise with the liaison. This role typically
falls to someone in an employee relations department. This relationship is the main point of
contact, collaborative or otherwise, between a union and a company, and may involve
responsibilities including wage negotiation, employee rights and setting up meetings between
unions and upper management.
Monitoring Overall Employee Morale and Performance
In order to evaluate whether initiatives are working, employee relations departments must
regularly monitor the morale and performance of employees. By opening up opportunities for
reviews and feedback both anonymous and face-to-face employee relations can track the
company atmosphere and hopefully resolve any brewing negative sentiment before it can grow
too far out of control.
Some employee relations departments choose to conduct these reviews in an organized and
data-based way, while others (especially smaller organizations) may choose a more

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conversational approach. The results of these sessions can help employee relations departments
choose which areas or problems they should focus on and which current initiatives they should
cut or continue.
Why Employee Relations Is Important
At its most basic, an employee relations department remains important for a very simple reason:
without employees, a company could not function. Companies want to keep experienced,
productive and valuable employees for as long as possible an effort often referred to as
employee retention. To do this, employees must be happy enough that they will not or at least
will remain less likely to leave the organization. Enter employee relations.
An organization with a positive relationship between and among management and its
employees may see both the retention rates and overall productivity soar. Both of these things
have a tangible impact on the company’s value and indeed play a key role in determining the
success of an organization. Without recognizing and implementing employee relations
strategies, many companies would not be able to make it off the ground, much less achieve
long-term success.

Training
 Identification of The Training Need
Training needs may be new training needs or retraining needs. These identified once in a year.
Department heads identify the training needs of their employee through appraisal system. New
employee is assigned a new job and is trained for the same. To fill the gap between actual
knowledge and desired knowledge. To provide knowledge to employees about the current
changes in technical knowledge and environment changes.

 Training needs are considered al 3 levels

1. Individual level
2. Department level
3. Organization level
 Training Categories
1. Quality training
2. Safety training
3. Developing Negotiation skills to the managers for contract labours
 Types of Training
1. Vocational training.
2. Apprentice training.
3. Induction training.
4. Field training.
5. Simulator training.
6. on the job training.
7. Classroom training.
8. E-Training
9. Retirement training.

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Retirement training is provided to employees for health knowledge, physical Knowledge and
financial knowledge.

 Process of Training:
Training needs identification:
Employee tells directly his training need to the learning department.
Managers recommend learning centre for employees training.
HOD mentions the requirement need of training for employees.

Training Analysis:
After the training need is analysed by learning centre, they scrutinise similar type of Topics
which is to be delivered to maximum number of candidates.
They see it that the requirement of mentioned topic is required by managers and by the
Company to achieve the organisational goal.

Yearly plan
Yearly plan is created by learning department.

Sharing yearly plans with HOD’s

To share the required training schedule with the HOD’s for their employees.

Preparing Monthly Plan

With the help of yearly plan, monthly plan is created.
Data are kept in a system, and the trainees got a mail regarding their training session.

Implementation Training
At this stage training is delivered to the employees.
Data is recorded about how much employee attend and how much were absent.
During training period all facilities from training to lunch to restroom is provided.

Feedback and Evaluation

After the training is provided, feedback is taken from the employees regarding.
Does the training provide the desired needs of employee? Any suggestion regarding the training
given by trainees.
Evaluation regarding how much employee receives the knowledge is done.

Training
If the desired outcomes are not achieved in the evaluation process, retaining is provided.
If the Outcomes of evaluation come under 80%, retaining is provided.

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  Roles of training
Training theme: what kind of training is to be provided and on which topic it is to be
delivered.

Faculty Members: It is necessary that faculty members also take equal part in training
process. Employees can know their faculty by the structure.

Employee: It is important that employees also take equal part in training like the faculty.
Venue: The place of training is to be decided.
Time: Which time will be perfect for delivering training?
Nomination: Managers makes the nomination of employee for the training. Employees also
have to take part in training programme. So, it is required for a company to provide up to date
information regarding the changing environment, to be competitive in the market.

 Kinds of training provide

1. on the job training
2. In-house Training
Annually Training Dept. prepares its own training calendar. It also prepares monthly training
scheduled all the employees are given the required training.

Wages and salary administration

Wages and salary administration is computerized and it is calculated on the basis of attendance.
In case of unpaid wages & salary reconciliation is made. When an employee resigns full and
final settlement of his account is made.

Employee Welfare Facilities

Employee welfare
The welfare officer will look after employee welfare. They will be having many important
responsibilities to be taken care of. Welfare officer is in charge for the induction of the new
employees. He/ she have to guide the employees by educating them about the welfare benefits,
like PF, Insurance, etc. He/she arranges regular workshops, demos, lectures, seminars, etc for
the employee.

For example: 1. Monthly awareness programme for newer employees.

2. Safety measures taught to the employees.

3.Personnel hygiene.
4.Extinguishing fire.

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So, these services are provided to employees so that employee’s feel safe and secure about their
life and the main aim of this facilities is to decrease the certainty of risk of the employee and
their family members.

 First Aid facility

First Aid boxes at cupboards well equipped with the prescribed medicine are provided in all
the departments. Each box is in charge of responsibility of the person who holds a certificate
in the first aid treatment. Ambulance room service is also provided during the walking hour.
An ambulance van is maintained in the company to take employee to the hospital in case of
accident.

 Maternity benefit
ML is payable for a maximum of 12 weeks in case of confinement and minimum of 6 weeks.

 Disablement benefit
If there were any temporary disablement due to employment injury then if the person were
insured, he would be compensated with about 70% of daily average wage. If disablement is
permanent then periodical payment is paid for the person who is insured or to the dependent of
the injured person.

 Reward for best service

Every employee is rewarded for outstanding performance a factory. Cash prize and other
benefits are given. This implies to wolfmen to the grade up to the junior managers.

Human Resource Practices

Canteen Services
The canteen at the company is well maintained is under contractual basis. Employees are
provided with subsidized food during the working hours. The objective of this facility is to
provide clean, hygienic and nutritious food for the workers at free, providing neat hygienic
place for workers to consume food. Canteen provides a meeting place for all the workers.
 To hire contractor agency for providing food in the company.
 Food is cooked at the central canteen and distributed at 2 places. There are total 4 trolley
points for supply of food.
 To provide food with standard quantity to ensure the production goes in smoother way.
 Contract agency has 13 employees who cook the food and there are 2 vehicles for
distribution of food.
 Daily a supervisor checks the food before distribution to the respected area.
 A medical team comes every six months for checking up hygiene facility and also for
medical check- up of the cooking staff.
 Canteen committee includes one medical head, account head, operations head, HR
head, and a canteen head.
 To use only Standard Quality of food items to cook food.

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  Facilities:
 To provide food 2 times a day and ensuring each employees get one-time full food and
two times tea.
 Food is prepared through steam, water and gas.
 Lunch includes 7 items:
 sabji,
 1 papad,
 roti,
 1 rice
 1 dal or kadhi
 1 Chhash
 All the items are given in specific quantity.
 For any change in the menu a meeting is held of the committee members.
 Complaint Box is also is available for the employees.
So, canteen facility plays an important role in the whole Nouveau Diamonds LLP SMD as it is
the basic requirement of every employee. Each employee should get daily nutritive food for
keeping production smoothly. There are some Industrial Relation problems such as if proper
food is not provided in the company, the employee can’t concentrate in their works which
results to lower productivity, which cause problems in the organisations.

General Administration services

 Liveries:
To provide every employee uniforms.
To provide employee 2 shirts and 2 pants, and for women to provide 2 aprons.

 Repairs and Maintenance

Annual budget for repairs and maintenance is 3 laces. Company hires a contractor for repairs
and maintenance of furniture like table, Chair, cupboards.

 Printing
Annual budget for printing is 2 laces. This department handles all the printing work of different
departments. They hire contractor for printing according to the need of every department.

Welfare including Mediclaim

 Medical Insurance
It is also known as group Hospitalisation Policy. This insurance covers three level employee.
Top level employee (Leaders) get coverage for themselves, father, mother, spouse, and up for
the remaining’s the does not get cash less policy. Insurance amount can be provided with
maximum of Rs 5,00,000. For supervisory employee it also provides same coverage.

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For Non-supervisory employee all coverage is provided except the claim amount. Claim
amount is provided maximum up to Rs 3,90,000. All the pre-existing diseases are covered
under this insurance. All the facilities need to be provided only after employees submit
treatment paper with cash receipt. In case of hospitalisation, claim can be only paid if there is
a provision of X-Ray in case of broken bone.

Advances

 House Building Advances

this facility is provided only after the employee complete 2 years of job. The main office
provides limited fund so employee get advances based on decisions of the company. Maximum
Period of instalment is fixed at 240. All the original documents are to be submitted by employee
to the company. Employee has to pay total loan amount in 80% as principal amount and 20%
as interest.

 Vehicle Advances
For two-wheeler vehicles, Company provides advances. For Two-wheeler, company provides
advances based on Ex-showroom price of that vehicle. An employee can get advance for any
type of Two-wheeler.
Employee can pay the amount for maximum of 120 instalments. All the original documents
have to be submitted to the company. The employee has to purchase vehicle in a period of one
month from when loan is provided. If employee does not buy any vehicle in one month, he has
to pay interest for that loan amount at 6% as penalty. In same way employee has to pay total
loan amount in 80% principle and 20% as interest. In case of death of employee, Insurance
company pays the remaining amount.\

Leave Administration
 Earned leave
Permanent workmen who have actually worked in a particular leave year for 360 days would
be entitled for 18 days EL. For the days worked in excess of 360 days, concerned workmen
would be entitled to 1.5 EL for every 30 days actually worked.

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 Different Committees
 Canteen committee
 Prevention of Sexual Harassment committee
 Health & Safety committee
 Works committee

 Canteen committee
This committee looks after the canteen issues in the factory. The committee consists of 5
members. They organize a meeting at the end of the month and discuss various issues about
the canteen facilities. They also collect feedbacks from the employees regarding the food
provided. Hygiene, one among priorities suggestion if any given are workout.
 Committee against sexual harassment
A committee is set up to take care of the subtle issues revolving around the women employees.
Any behaviours which would lead to embarrassment of the women employees, would be taken
note of. Any person who tries to misbehave with the women workers would be taken from a
work. Such situation would be dealt with at most dignity. And such kind of issues would be
kept as confidential as possible.
 Health & Safety committee:
A group of workers form a committee to look after the safety of the co-workers. Such as the
protection gadgets provided are good or not. While working the employee is using those
gadgets or not. What are the extra measures to be taken for the safety of workers? Etc. are dealt
in detail.
 Works committee:
As per Industrial Dispute Act.
Working hours: The working hours intervals & name and particulars of factory management date of
disbursement of wages is prominently displayed in Form No. 4 in factory premises.

Attendance:
1. Every employee shall register his attendance by Bio-Metric and his punch.
2. Card-once before commencing work very day and once at the end of the day.
3. Day (close of work hours).
4. This facility does not enforce on employees who have not completed 18 years of
5. age. child labour is strictly prohibited.
6. Every employee shall therefore commence his/her work at his/her assign end place and
at the time fixed for commencement of work in accordance with the notified work
hours.
7. The starting & closing of the work period the starting & closing of interval period shall
be notified from time to time & shall be signalled by the sound of a siren.
8. Employees in completion of working/shift hours leave the factory premises
immediately with in 15 min from the close of shift hours.

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 9. If any employees are late to work whether at commencement of shift1 waiting hours or
after lunch interval for more than 3 min in the month during two successive or for more
than 5 times in month shall be declared as habitually late & shall be liable for
disciplinary action.
Entry, exit and search:
1. All employees shall enter or leave factory premises by the gate or gates specified for
the purpose.
2. No employee shall enter the established factory premises except when on duty, without
the permission of the security or any other officer authorized by the Management in this
behalf.
3. No employee shall take with him, inside the factory, any outside person/friend/relative
without the permission of the of fleer authorized on behalf.
4. The entire employee shall be searched at the factory main gate or such other specified
entrances by the security staff on duty or by others appointed by the manager for the
purpose.
5. Any employee, who is off duty, has been granted or has resigned or is not working for
any reason, shall immediately leave the factory premises and shall not enter any pan to
it except with permission of the officer authorized in this behalf.
6. No employees shall leave factory premises during duty hours except after obtaining
written permission of the authorized officer and with a gate pass. If any employee
desires to leave the factory premises during the hours of work notified for him/her,
he/she shall obtain the prior consent of and a gate pass from the manager, and in the
absence of manager, from the in-charge manager or any other officer authorized in this
behalf.

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 Chapter : II Theoretical Framework
on Payroll Management

Let’s first understand the meaning of payroll management.

Payroll means the company’s financial record of payments made by the employer to the
employees, including wages, bonuses, salaries, incentives, etc. The company must prepare an
employee’s payroll for all its employees from the time they are hired till retirement/resignation.
Processing payroll without delays in accordance with various statutory compliances is a
significant activity of a company.
In India, payroll processing refers to the steps involved in calculating the total remuneration of
each employee of the company/organisation. It is an overwhelming process as it consists of
calculation of gross salary, bonuses, net salary, daily wages, Provident Fund (PF) payment,
professional tax payment, Tax Deduction at Source (TDS), allowances, etc., that are part of
each employees’ monthly salary payment.
Payroll processing is one of the essential yet complicated business processes. Thus, errors
might happen while processing and executing salaries that might hamper the employees’
morale and productivity. Employees rely on the company’s process to get paid without delays,
irrespective of the organisation’s size. Payroll plays a crucial role in a company’s Human
Resource Management (HRM).

2.1 What is Payroll Management?

Payroll is defined as the process of paying salary to the employee of a company/organisation.
It starts with preparing the list of employees to whom salaries must be paid and end with
recording those expenses.
The payroll process involves calculating what is due to the employees for a specific payroll
cycle after adjusting the required deductions like employees’ PF contribution, TDS etc. The
payroll cycle is the gap between two salary disbursements of an employee. Generally, payroll
is processed every month in India.
The payroll process requires different teams, such as HR, payroll and finance, to work together.
However, due to modern technology, businesses can effortlessly manage all the payroll
processing complexities.
Payroll management encompasses the entire process of calculating employee hours, paying
employees, withholding taxes and maintaining the financial documentation for your business.
From handling sensitive employee information to calculating taxes and depositing money into
the bank accounts of your employees, payroll management can be complicated and fraught
with liabilities. It’s important to understand the right way to manage your payroll so you’re
compliant legally.

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  Why Managing Payroll Is Vital?
If you can’t run payroll then you can’t pay employees. Without employees, your business
cannot function. Employees want to be paid on time and if you can’t manage payroll efficiently,
then you could lose important members of your team and even have legal difficulties.
Here are the most important reasons that you need to manage payroll properly for your
business:
1. Legal requirements:
Filing payroll taxes carries its own unique set of rules and regulations from both the Central
and state levels. If you don’t file on time, you could be subject to fines or penalties. If you make
a mistake with an employee’s pay and don’t fix it, again you are liable. It’s vitally important to
stay as compliant as possible.
2. Employee retention:
Superstar members of your team probably aren’t going to stick around if you can’t pay them
correctly or on time. Strong employees can find work elsewhere, so it’s important to retain your
team and make sure their pay is always done correctly and on time.
3. Employee performance:
Beyond just keeping your employees, you want them to perform and do a good job. Even if
you can retain them, failing to pay them on time or correctly can cause their performance to
slip as they may become disinterested or look for new work.
4. Business finances:
Failing to manage payroll properly can impact your finances negatively. Not only could you
get fined, costing you money, but you could end up thinking you have more in your bank
account than you do, leading to bank fees or bounced checks.
Payroll management is one of the most important administrative functions of your entire
organization. If done correctly, it will largely go unnoticed, but if done incorrectly it can make
it impossible to stay in business.

 How To Manage Payroll?

Managing payroll can be done in a number of different ways. The entire process involves
collecting employee data and inputting it correctly into a file or document. You’ll have to
calculate each pay check for every pay period, making sure taxes are calculated correctly. The
last step is making sure both your employees and the appropriate government agencies are paid
on time correctly. Here is more information about how to process payroll.
There are three top ways to manage payroll:
1. Manual Processing
This is where you do all of the payroll calculations on your own and then submit any direct
deposits or print any checks all by yourself. You’ll need to keep your own records and find a
system for calculating every single payroll payment.

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Here are some of the drawbacks to manual processing:
Amount of information: You need to make sure you always have access to the required
information on every payroll you’ve ever processed.
Incorrect payments: The largest problem with manual payroll processing is making mistakes
and giving incorrect payments to employees. This can damage employee trust and result in the
loss of good employees.
Time: Processing payroll manually can take quite a bit of time that could be better spent running
or growing your business.
The largest benefit of manual processing is the cost, as you don’t have to buy any software or
pay someone else to run payroll. However, if you calculate what your own time is worth and
how long it takes to process payroll, you may find that you aren’t saving money.
2. Payroll Software
There are many payroll software options on the market today that will handle most of the
payroll process on your behalf. This can save time, be cost-efficient and ensure timely
payments to both your employees and to the various government agencies collecting payroll
taxes. Here are some of the most important things that payroll software does for you.
Calculate taxes and pay check amounts: You don’t have to worry about accurate payments as
long as you’ve entered the correct information at the beginning of the process. Adding the right
employee information, such as whether they are paid a salary or hourly wage, combined with
your pay period data will give the software what it needs to calculate all pay amounts
accurately.
Pay taxes: Payroll software companies typically will pay all payroll taxes on your behalf. You
don’t have to worry about spending tax rupees you are holding for the government. Instead,
payroll software can withdraw the tax money at the same time as your employees’ pay and pay
and file your taxes on time.
Pay employees automatically: Payroll software will deposit the money into your employees’
accounts per the payment schedule that you’ve created. All you have to do is process payroll
each period and the rest is done for you.
Payroll software can be extremely affordable, costing from 40 Rs per month plus 10 Rs or less
per employee. With all of the time, energy and potential liability involved in payroll, this is
well worth the price.
3. Outsourced Payroll Service
The final option is a third-party payroll provider that handles everything for you. You’ll never
have to worry about adding employee information into the database or making sure you process
payroll on time in your software because the provider will handle all of it without you. Costs
range from 40 Rs per month and up plus additional fees per employee. Many companies will
require you to contact them for a quote, as they will tailor their services for your unique needs.
This is the easiest way to manage your payroll because you don’t have to do anything but notify
your payroll service of new employees and then make sure you have the funds in your bank

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account. This is the most hands-off approach, giving you time back to spend on growing or
operating your business.
The primary drawback of this method of managing payroll is the cost, as it’s the most expensive
option. There is also a lack of control in the process. Many businesses appreciate the touchpoint
with their employees of managing the process and making sure they are the ones that deal with
any issues that come up. Having a third-party handle that could impact your business culture
in a way you may not intend.

 When To Choose Payroll Management Software

Many businesses decide to process payroll manually on their own when first starting out. While
this doesn’t incur third-party costs, it can be difficult as your business must keep track of many
different types of employment records when you start paying employees. These records include
income tax withholding, Social Security tax and Central unemployment tax.
Keeping track of gross pay vs. net pay, making sure each is accurate and then paying all of the
taxes to the appropriate government entity is at least a full-time job all by itself. The cost of
paying an employee to process this may wind up being more expensive than using another
option.
You may opt to use payroll software or service if you are looking to save time or if you’re
concerned about the number of regulations that are involved with the payroll management
process. When you have more than a few employees, the payroll process becomes very difficult
to manage on your own. We recommend using payroll software if you are processing payroll
for anyone other than yourself.
Best Payroll Services and Software
While there are many payroll services and software options on the market, we’ve extensively
studied many of the market leaders and isolated our favourites. It can be hard to define the
difference between payroll software and services, but we’re defining a payroll service as a third
party that handles the entire payroll process for you. Many payroll software providers perform
services as part of their software offering, such as processing tax payments for you.
1. Saral Pay pack
Saral pay pack is an all-in-one payroll solution for small businesses that can be used for 40Rs
per employee, per month or 1,59,000 Rs one time. With On Pay, your payroll will be processed
and your taxes will be paid on time, but you'll have to process payroll each pay period. It is our
top payroll option.
2. ZOHO payroll
ZOHO payroll is a great software option for employee and contractor payments. It's one of the
most popular small business payroll choices available today. It also costs 50 Rs employee, per
month.
3. Hive Payroll
Hive Payroll is a professional employer organization (PEO) that tries to appeal to remote teams.
Your employees are technically employees of Hive Payroll and are leased back to your

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business. This means that just works handles all employee pay matters and processing for you,
but you may not have control over some situations.
The most basic plan costs 25 Rs per month per employee for up to 49 employees and goes
down to 49Rs employee per month after that.
4. Sum HR
Sum HR is also a PEO service provider. It is the most expensive option on the list but offers
some excellent additions on top of payroll processing for your employees. It's a full human
resources (HR) solution so it not only handles payroll but also benefits management and allows
your employees to be part of its large nationwide network of employees who can get access to
strong benefits options.
The right payroll software or service for you depends on a number of factors from how much
you have to spend to how many employees you have and which states you operate in. If cash
is tight but you know you want to manage your payroll with software, check out our best free
payroll software.

 5 Tips for Managing Payroll Effectively

Whether you’re processing payroll manually or you’ve decided to manage it with the help of
software, there are things you can do to improve your overall payroll management process.
1. Provide Payroll Training
It’s important that everyone involved in the payroll process is trained properly. Whether you
provide training through your human resources department or you have a third party train your
team, it’s crucial that there is a training process. Everyone should use the same procedures and
processes to make payroll as effective as possible.
It is also a good idea to discuss payroll as part of onboarding new employees, so they know
what to expect and who they can talk to if they have questions.
2. Document Everything
From your overall process to every single pay period, it’s important to have documentation for
everything. In the event that you happen to miss a payroll tax filing or you get audited, not
having proper documentation can hurt your business. Payroll software will keep most of the
required documentation for you without you having to worry about keeping track of anything
manually.
3. Keep All Data Secure
You’ll also want to make sure all of your employee information is secure so it can’t be accessed
by employees or outsiders. The last thing you want is to allow secure employee information,
such as salary amounts, into the hands of employees who then get frustrated with what they
see. You must be sure Social Security numbers, bank accounts and other secure data cannot be
accessed, stolen or misused.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 36

 4. Use Employee Time Tracking
If you have employees who are paid on an hourly basis then you’ll likely want to use an
automated time tracking system. Having employees fill out time cards manually isn’t reliable
and could cost you money from time theft. You can increase efficiency and speed up the payroll
process by using the right tools to track your employees’ time.
5. Audit Your Payroll Process
It’s a good idea, no matter who is processing your payroll, to complete audits from time to time.
You’ll want to make sure that the process is being done correctly and that all of your tax filings
are being processed and completed correctly. Auditing the process can help you unlock new
efficiencies or opportunities to teach your payroll team how to handle routine tasks or
escalation issues better.
Payroll management is vital to the success of your business. While you can handle payroll
yourself, we recommend finding an affordable payroll software or service to handle it for you
to save time and headaches.

2.2 Importance of Payroll Management

1. Accurate and Timely Payments
Payroll management ensures that employees receive accurate and timely payments for their
work. This is crucial for maintaining employee satisfaction, motivation, and overall morale
within the organization. Timely payments also help meet legal requirements and prevent
potential legal disputes.
2. Compliance with Employment Laws
Payroll management plays a critical role in ensuring compliance with various employment
laws, including minimum wage regulations, overtime pay, tax withholding, and employee
benefits. Failure to comply with these regulations can result in penalties, fines, or legal
consequences for the organization. When we talk about the importance of the payroll system,
compliance with employment laws is very important.
3. Tax Deductions and Reporting
Payroll management involves calculating and deducting various taxes from employee wages,
such as income tax, Social Security contributions, and Medicare taxes. Accurate tax
calculations and reporting are essential to meet legal obligations and avoid penalties from tax
authorities.
4. Record Keeping with Documentation
Payroll management involves maintaining detailed records of employee compensation, tax
deductions, benefits, and other related information. They also provide a historical record of
employee earnings and can be used for future reference or dispute resolution. Record Keeping
with Documentation is importance of payroll accounting.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 37

5. Budgeting and Financial Planning
An efficient payroll management system provides valuable financial data to support budgeting
and financial planning processes. It helps organizations forecast labour costs, allocate
resources, and make informed decisions about compensation structures, hiring, and workforce
management. With proper payroll processing and management, budgeting and financial
planning becomes easier.
6. Employee Benefits and Deductions
Payroll management incorporates employee benefits, such as health insurance, retirement
plans, and other deductions like garnishments or voluntary contributions. Using proper payroll
processing methods, you can bring accuracy to it.
7. Data Security and Confidentiality
Payroll data contains sensitive employee information, including personal details, salary, and
tax data. Effective payroll management involves implementing robust security measures to
protect this information from unauthorized access or data breaches.
Overall, payroll management is crucial for ensuring accurate and timely payment of employees,
compliance with legal requirements, financial planning, and maintaining employee
satisfaction. Implementing effective payroll processing services can enhance overall
organizational performance.
If you find it difficult to implement proper payroll processing methods which can bring
efficiency in it then you can outsource this task to experts.

 What are the Stages to Processing Payroll?

A payroll officer needs to do careful planning. There are always ongoing tasks that need
attention and a constant need to monitor changes to withholdings, contribution to social
security funds, etc. The entire process can be split into three stages, pre-payroll, actual payroll
and post payroll activities.

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 1. Pre-Payroll Activities
Defining Payroll Policy
The net amount to be paid is affected by multiple factors. The company's various policies such
as pay policy, leave and benefits policy, attendance policy, etc. come into play at that time. As
a first step, such policies need to be well defined and get approved by the management to ensure
standard payroll processing.

Gathering Inputs
Payroll process involves interacting with multiple departments and personnel. There can be
information like mid-year salary revision data, attendance data, etc.
In smaller organizations, these inputs are received from a consolidated source or fewer teams.
However, in a larger organization, the task of gathering data may look overwhelming. If you
are using a smart payroll system having integrated features like leave and attendance
management, employee self-service portal, etc. inputs collection process does not remain a
problem.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 39

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 40
Input Validation
Once inputs are received, you need to check for validity of the data concerning adherence to
company policy, authorization/approval matrix, right formats, etc. You also need to ensure that
no active employee is missed out and that no inactive employee records are included for salary
payment. Read top 6 payroll validations to ensure accurate payroll.
2. Actual Payroll Process
Payroll Calculation
At this stage, the validated input data is fed into the payroll system for actual payroll processing.
The result is the net pay after adjusting necessary taxes and other deductions. Once payroll
process is over, it is always a good practice to reconcile the values and verify for accuracy to
avoid any errors.
3. Post-Payroll Process
Statutory Compliance
All statutory deductions like PF, TDS, ESI,PT are deducted at the time of processing payroll.
The company then remits the amount to the respective government agencies. The frequency
can vary depending on the type of the dues. In most cases, payment of dues is made via
challans. After all dues are paid return/report are filed. E.g., for filing PF return, ECR is
generated and filed.
Payroll Accounting
Every organization keeps a record of all its financial transactions. Salary paid is one of the
significant operating costs which has to be reported in the books of accounts. As part of payroll
management, it is essential to check that all salary and reimbursement data is fed accurately
into accounting system.
Pay-out
You can pay salary by cash, cheque or bank transfer. Typically, organizations provide
employees with salary bank account. Once your complete payroll, you need to ensure that
company’s bank account has sufficient funds to make the salary payment. Then you need to
send a salary bank advice statement to the concerned branch. This statement is issued with
particulars like employee id, bank account number, amount of wages, etc. If you are opting for
a payroll management software that has employee self-service portal, you can easily publish
the payslips and employees can log-in to their account and access the payslips.
Reporting
Once your complete payroll run for a particular month, finance and high management team
may ask for reports such as department wise employee cost, location wise employee cost, etc.
As a payroll officer, it becomes your responsibility to dig into the data and extract required
information and share the reports.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 41

  Statutory Compliance in Indian Payroll

When you run payroll, being statutory compliant means that you are paying as per the
applicable employment norms set by the central and state legislation. The common statutory
requirements that apply to Indian businesses include the provision for minimum wages,
payment of overtime wages to workers, TDS deduction, contribution to social security schemes
such as PF, ESI, etc.

While computing salary you need to consider all these deductions and contributions. Income
tax is one such deduction. At the beginning of the year, the employee is asked to make a
declaration about his additional incomes, tax saving investments, etc. called as ‘income tax
declaration.’ Accordingly, employee’s tax liability is calculated, and TDS is deducted.

Let’s see how to calculate tax for any individual. In India, we have four tax brackets with an
increasing tax rate.

Income Tax Slab Income Tax Rate

Up to Rs.3 lakh Nil

Rs.3 lakh - Rs.6 lakh 5%

Rs.6 lakh - Rs.9 lakh 10%

Rs.9 lakh - Rs.12 lakh 15%

Rs.12 lakh - Rs.15 lakh 20%

Above Rs.15 lakh 30%

Based on above tax slabs, you can calculate monthly tax liability and deduct TDS. The TDS is
then deposited monthly with the government, and a quarterly report of all deductions is also
filed. Once you complete TDS returns for the fourth quarter, you can issue from 16 to
employees. The employees use this form 16 as proof of tax deducted at the time of filing their
individual income tax return.

Non-adherence with the statutory law can lead to fines and penalties. That is why you need to
be up to date on all tax and payroll statutory changes.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 42

  Challenges in Handling Payroll Management Process
The payroll process becomes challenging due to two main reasons.
The Requirement to stay Statutory Compliant
As mentioned before, non-adherence to statutory laws can lead to levy of fines and penalties
and in the worst case may even threaten the existence of the business. Today there are some
advanced payroll management software that automatically processes payroll in compliance
with statutory laws.
Dependence on Multiple Payroll Inputs Sources
Before payroll can be processed, you need to get all the data together from sources such as
attendance register, conveyance facility availed record, data from HR team like salary revision
information, etc., making it a complicated process. For many years HR and payroll officers
were managing payroll on excel sheets, but excel sheets have problems like dependency on
excel formulas for salary calculation, complexity in adding and removing employees and other
limitations like manual data entry, difficulty in extracting information, etc.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 43

 Chapter : III
RESEARCH METHODOLOGY

3.1 Introduction of the Topic

 Payroll incorporates components of both human resources and finance. To understand
the interface level between Account and HR. It typically involves keeping track of hours
worked and ensuring that employees receive the appropriate amount of pay.

3.2 Objectives of the Study:

 The project aims at the study of the Pay Roll Management System and its effectiveness
in the organization. Pay Roll System is the most indispensable tool for the management
of an organization as its credibility, accountability and proper functioning influence the
working of Employee as well as the productivity of an organization.
 To know that payroll given to them is efficient and satisfactory.

3.3 Type of Research Design:

 One of the most popular and effective measurement tools to determine the impact that
payroll have on job engagement is a research survey. Therefore, a questionnaire was
designed specifically for employees to obtain information regarding their perceptions
on engagement, payroll and benefits.

3.4 Collection of Data:

 Data collection can be primary or secondary both.
 Here mainly primary data is collected through questionnaire from Employees and their
managers.

3.5 Sample Size:

 There were 50 employees taken as sample.

3.6 Sampling Method:

 There were two types of sampling methods they are probability and non-probability.
 Here non probability sampling method is used.

3.7 Sampling Frame:

 It is a list or map or other specification of a unit which constitute the available
information relating to the population designated for a particular sampling scheme.
Here Nouveau Diamonds LLP, SMD.

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3.8 Sampling Element:
 The elements which are available for selection in a sample such as a store, product or
person are known as sampling elements.
 Here employees of SMD division are taken as sampling element.

3.9 Survey Method:

 There is various method through which survey can be conducted online, telephonic,
mails etc.
 Here questionnaire method is used to collect data.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 45

 Chapter : IV
Data Analysis and Interpretation
Total number of respondents 50

 Table showing Employee's gender

Gender Number of Percentage

Responded
Male 47 94

Female 3 6

Total 50 100

 Analysis:
The above Chart shows the gender of the employees in the organization. Majority of male are
94%, female is 6% and the percentage of Others is 0% in the organization.

 Interpretation:
Though male employees are on the higher side, there is sizable quantities of male employees
are also joining the industrial stream.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 46

  Table showing Employee's age

Number of
age Percentage
Responded

18 to 24 13 26

25 to 34 20 40

35 to 44 9 18

45 to 54 7 14

55 above 1 2

Total 50 100

 Analysis:

Majority of the employees are of the age between 25 to 34 (40%). The employees between 18
to 24 ages are 26%, between 35 to 44 ages are 18%, between 45 to 54 ages are 14% and above
55 age 2%.

 Interpretation:
Since 66 % of employees are of the age between 18 to 34. The trend clearly shows that these
are the age group who are employed the most by the employer because these employees are
young & energetic.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 47

  Table showing Employee's Department

Department Number of Percentage

Responded

Admin 6 12

Gas Station 8 16

Lab 10 20

Laser 12 24

Planning 4 8

Pantry 2 4

Window open 8 16

Total 50 100

 Analysis:
Majority of the employees are working un laser Department 24%. The employees are Working
in Admin Department are 12%,Gas-station Department are 16%, Lab Department are 20%,
planning Department are 8%, Panty Department are 4% and In Window Open Department are
16% in organization.

 Interpretation:
Though we see various Department in Organization most of Employees are work in Laser, Lab,
Gas-station and Window open Department.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 48

 Table showing Employee's Designation:

Designation Number of Percentage

Responded

Accountant 3 6

Helper 11 22

Operator 18 36

Process Supervisor 2 4

Office Supervisor 4 8

Quality Checker 4 8

Electrician 3 6

Peon 2 4

Others 1 2

Chabka 1 2

POLISHER 1 2

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 49

  Analysis:
Majority of the employees Designation is Operator (36%). 22% are Helper , 8% are Accountant
and Quality checker, 6% are Peon, 4% are Process supervisor and 2% are Polisher, chabka and
Others in the organization.

 Interpretation:
Though we see various Designations in Organization most of Employees are work as Operator
and Helper Designation.

 Table showing Employee's How long you work in this company?

Time to work in Number of Percentage

Company Responded
Less than 6 mouths 11 22

6 mouths to 1 year 9 18

1 to 2 years 7 14

2 to 3 years 8 16

3 to 5 years 6 12

More than 5 years 9 18

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 50

  Analysis:
Majority of the employees are in organization less than 6 mouths 22%. The employees 6
mouths to 1 year and more than 5 years both are 18%, 2 to 3 years are 16%, 1 to 2 years are
14% and 3 to 5 years are 12% in organization.

 Interpretation:
Though we see all employees equally distribute work with them between senior and junior.

 Table showing Employee's Monthly salary

Monthly salary Number of Percentage

Responded
12,500 to 20,000 28 56

20,000 to 30,000 16 32

30,000 to 40,000 3 6

40,000 to 50,000 3 6

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 51

  Analysis:
Majority of the employee’s monthly salary are 12500 to 20000 (32%). The employee’s monthly
salary 20000 to 30000 are 32%, 30000 to 40000 are 6% and 40000 to 50000 are 6% in the
organization.

 Interpretation:
Though we see employee’s monthly salary is given according their position in the organization.

 Table showing Employee's salaries as per your designation as compare

to other companies?

Employee’ Number of Percentage

Salaries Responded
Very satisfied 27 54

Satisfied 16 32

Neither satisfied nor

dissatisfied 5 10

Dissatisfied 2 4

Strongly dissatisfied 0 0

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 52

  Analysis:
The table shows salaries as per your designation as compare to other companies to employees
here. 54% of the employees Very satisfied, 32% of the employees Satisfied, 10% of the
employees Neither satisfied nor dissatisfied and 4% of the employees have Dissatisfied in the
organization.

 Interpretation:
Majority of the employees Very satisfied that there are salaries as per your designation as
compare to other companies.

 Table showing Employee's important for job

Point Very Important neutral Not Total

important Important Responded

1.Salary 30 16 4 0 50

2.Health & 19 20 9 2 50
benefit

3.Bonus 18 22 10 0 50

4.Overtime 22 21 6 1 50

5.Leave 18 20 11 1 50
policy

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 53

  Analysis:
1. Salary is very important for 32 employees, important for 16 employees and neutral
for 4 employees in organization.
2. Health & benefit is very important for 19 employees, important for 20 employees
neutral for 9 employees and not important for 2 employees in organization.
3. Bonus is very important for 18 employees, important for 22 employees and neutral
for 10 employees in organization.
4. Overtime is very important for 22 employees, important for 21 employees neutral
for 6 employees and not important for 1 employee in organization.
5. Leave policy is very important for 18 employees, important for 20 employees
neutral for 11 employees and not important for 1 employee in organization.
 Interpretation:
Though we see for employee salary is very important. Health and benefit, Bonus, Overtime
and Leave policy are very important and important both for employee in the organization.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 54

  Table showing Employee's deduction is deducted from salary

Deduction Number of Percentage

Responded
Provident fund 32 64

ESIC 41 82

Mediclaim 50 100

 Analysis:
Though we see in employee’s salary deduct 32(64%) Provident fund ,41(82%) ESIC and
50(100%) Mediclaim in this organization.

 Interpretation:
Majority of employee’s salary Mediclaim is deduct its compulsory for all employee.PF and
ESIC are deduct from Employee Salary but there has same condition apply.

 Table showing Employee's think about your salary and compensation

salary and Number of Percentage
compensation Responded

Less 7 14

Equal 14 38

More 24 48

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 55

  Analysis:

The table shows salary and compensation think about their salary and compensation to
employees here. 48% of the employees more, 38% of the employees equal and 14% of the
employees have less in the organization.

 Interpretation:
Majority of the employees think more and equal salary and compensation in organization.

 Table showing Employee's satisfied with bonus structure

Bonus Number of Percentage

Responded
structure
Satisfied 34 68

Neither satisfied nor

dissatisfied 10 20

Dissatisfied 12 24

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 56

  Analysis:
The table shows Employee's satisfied with bonus structure in this organization. 68% of the
employees Satisfied, 20% of the employees Neither satisfied nor dissatisfied and 12% of the
employees have Dissatisfied in the organization.

 Interpretation:
Majority of the employees satisfied with bonus structure in the organization.

 Table showing Employee's satisfied with benefits offered by company

Benefits offered Number of Percentage

by company Responded

Satisfied 33 66

Neither satisfied nor

dissatisfied 14 28

Dissatisfied 3 6

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 57

  Analysis:
The table shows Employee's satisfied with Benefits offered by company in this organization.
66% of the employees Satisfied, 28% of the employees Neither satisfied nor dissatisfied and
6% of the employees have Dissatisfied in the organization.

 Interpretation:
Majority of the employees satisfied with benefits offered by company.

 Table showing Employee's based on salary and compensation, what

are the chances when you recommend someone for employment here

Chances of Number of Percentage

recommend someone Responded

4 1 2

5 4 8

6 2 4

7 7 14

8 9 18

9 11 22

10 16 32

Total 50 100

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 58

  Analysis:
The table shows Employee's based on salary and compensation, what are the chances when
you recommend someone for employment here. 32% of the employees 10 most likely ,22% of
the employees 9 most likely, 18% of the employees have 8 likely, 14% of the employees have
7 likely, 4% of the employees have 6 unlikely, 8% of the employees have 5 unlikely and 2% of
the employees have 4 over unlikely in the organization.

 Interpretation:
Majority of the employees most likely and likely they recommend someone for employment
here.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 59

 CHAPTER: V
Learning Outcomes and Conclusion
5.1 Learning Outcomes
Before this internship, I have only theoretical knowledge. I was thinking that this theoretical
knowledge can help me achieving my career objectives. But after having this internship at
Nouveau Diamonds LLP, Surat Manufacturing Division, I realise that only theoretical
knowledge does not help me to strive my desired objectives, but practical knowledge is also
important. I understand the important of analysing the present conditions, its related duties and
responsibilities and its whole structure for planning and decision making.
In this internship, I learn how different department are interlinked and how their coordinated
work helps the organisation to achieve the desired goal. In this report we saw first the whole
structure in which we saw different departments interlinked. So, for an HR personnel, it is not
a task related from recruitment to retirement, but it also covers other departments which helps
the organisation to achieve the desired goal.
I get to know and learned about different fields of HR industrial relations and HR operation. I
get orientation from my mentor as well as departmental heads of respective field.
At first, I was about Recruitment Process How done In Nouveau Diamonds LLP. After that I
learned Payroll Management After that I learned effectiveness of payroll is given to employees.
I also get to know how Industrial Relations works in industry. I interacted with operators from
different plant and got experience of real scenario how industrial relation works in industry.
In the last week of my Internship, I was asked to prepare my SWOT and this time I noticed
growth in myself as compared to my past swot, there was improvement in myself and increase
confidence level because of training and knowledge that I pursued during this time period.
After preparing my swot my mentor asked me prepare my individual development plant in
which my long-term goal and how I will reach up to that is being stated, which is measurable
and should be done in specific time period.
Overall, my training was great and full of learnings, I got exposure to practical work of HR
also knowledge of many different things that I didn’t know before training.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 60

5.2 Conclusion
This Internship Programme of the mouth of May-June is one of the most memorable
experiences of my life. During this Internship I have various experiences of real-life classroom
situation. I have come to know to real work environment experience gain knowledge in writing
report in technical works projects. I am proud to have such a company in my city which is not
only popular for growth but has become one of the landmarks for Surat city. I express my
special gratitude towards each and every member of Nouveau Diamonds LLP, Surat
manufacturing Division for supporting me and providing the best information and orientation
of the company wholeheartedly. The opportunity of getting training as Intern has not only lead
me a get sufficient information about the HR department of the company being a student of
HR as a specialisation subject, but has given me an opportunity to work in an Industry during
my ongoing studies, which I believe will be very fortunate for my career.

HR manager has not only to look after one department, but has to look after the whole
organisation. So, for a HR manager, he has to see to it that all department perform their job as
per specified and also has to see that how the organisation can achieve their goals without any
disturbances.

Finally, a last special thanks to Nouveau Diamonds LLP for having a wonderful training.

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 61

 BIBLIOGRAPHY
 NOUVEAU DIAMONDS LLP Details | Company Profile | Directors Profile (companydetails.in)
 Compensa on and Benefits: All You Need to Know | AIHR
 What Are Employee Rela ons? – Forbes Advisor
 What is Payroll? – Basics, Process, Compliances and Methods (cleartax.in)
 Why Does Your Business Need a Payroll Management System? (meruaccoun ng.com)
 Payroll Management: The Ul mate Guide – Forbes Advisor
 What is Payroll? | Payroll Management System - growth

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 62

 ANNEXURE
 Payroll Survey
Questionnaire for payroll survey
We are the students of Veer Narmad South Gujarat University, Department of Business
and Industrial Management, Surat. This research is specifically for the purpose of
summer internship at NOUVEAU DIAMONDS LLP. Your data will be confidential.
We will not reveal your data. Kindly spend your valuable 5 minutes for the same.

1. Name of the Employee: .

2. Employee ID: .
3. Gender: O Male O Female O others
4. Age: O 18-24 O 25-34 O 35-44 O 45-54 O above 55
5. Company Name: O NOUVEAU DIAMONDS LLP
O NOUVEAU JEWELLARY LLP
6. Department: O Admin
O Gas station
O Lab
O Laser
O Planning
O Pantry
O Window open
O any other
7. Designation: O Accountant
O Associates
O Helper
O operator
O Process Supervisor
O office Supervisor
O Quality Checker
O Electrician
O Peon
O others

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 63

 8. How long you work in this company?
O less than 6 mouths
O 6 months to 1 year
O 1 to 2 year
O 2 to 3 year
O 3 to 5 year
O more than 5 year

9. Monthly salary:
O 10,000 to 20,000
O 20,000 to 30,000
O 30,000 to 40,000
O 40,000 to 50,000
O above 50,000

10. Do you satisfied with your salaries as per your designation as compare to
other companies?
O Very satisfied
O Satisfied
O Neither satisfied nor dissatisfied
O Dissatisfied
O Strongly dissatisfied

11. As per below given option which is important for your job?

very important important neutral not important mot at all

Salary O O O O O
Health & benefit O O O O O
Bonus O O O O O
Overtime O O O O O
Leave Policy O O O O O

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 64

12. Which deduction is deducted from your salary?

O Provident fund
O ESIC
O Mediclaim
O other

13. If you need advance salary , then company give you in advance?

O Yes
O No

14. Please tell us what you think about your salary and compensation?

O Less
O Equal
O More

15. Do you satisfy with your bonus structure?

O Satisfied
O Neither satisfied nor Dissatisfied
O Dissatisfied

16. Do you satisfy with the benefits offered by company?

O Satisfied
O Neither satisfied nor Dissatisfied
O Dissatisfied

17. As per considering your experience based on salary and compensation, what are the
chances when you recommend someone for employment here?
[over unlike -0] [most like-10]

O1
O2
O3
O4
O5
O6
O7
O8
O9
O 10

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 65

View publication stats

18. Any suggestions:

THANK YOU

VEER NARMAD SOUTH GUJARAT UNIVERSITY , SURAT Page | 66