Title - Payroll Management: Case
study of a reputed Hospital in Mumbai
Table of Contents
1.
Introduction
Personnel
or human resource management refers to the management, both individually and
collectively, of an organization’s most valuable resource, the people it
employs. The goal of human resource management is to attract and retain a
workface that will enable the organization to achieve its purpose and
objectives. Human resource management also involves the training and
development, health and welfare and performance improvement of each employee.
In addition, it supports the organization’s capacity to plan, monitor and
evaluate its own performance. It follows that the creation and control of
personnel records are critical to the success of an organization’s operations.
The effective management of personnel records enables organizations to manage
their employees efficiently and equitably, encourages informed and consistent
decision making, supports transparency and accountability and facilitates the
monitoring and evaluation of staff performance. All operations in relation to
human resource management, from preparation of pay slips to strategic planning,
ultimately depend on reliable and accurate personnel records. The records
professional needs to understand the special characteristics of personnel
records, the legal framework for HR management and the effect of changing
technology on the nature and structure of personnel records.
This
unit begins by discussing the characteristics of personnel records: most
notably, that they are found throughout organizations; they can be linked with
other systems in the organization; and they can be used for many different
purposes. The unit also discusses the fact that personnel records are critical
to the operations of the organization, they can consist of large quantities of
highly sensitive information and they must be retained and protected for
extended lengths of time. The unit also considers the legal framework for
personnel records management and some important issues associated with the
impact of computerization on personnel records.
1.2.
Characteristics of Payroll
Records
While
sharing characteristics with other types of records, payroll records have some
special characteristics, as outlined below.
Organization wide
Organizations
normally maintain personnel records of some sort at many different levels within
their organizational structure and in different physical locations in offices.
This variety of location has implications for the duplication of records as
well as for the communication and sharing of information about employees. It
also has implications for ensuring the reliability of records in order to
provide evidence of HR events, especially when records are located in widely
dispersed locations.
Links with other systems
There
are strong links between personnel record-keeping systems and other government
systems, notably systems dealing with budget, payroll and pension management.
Personnel records provide the evidence and authority to pay salaries and
benefits to employees. Personnel costs are likely to be the largest single item
of expenditure in the public sector budget, and personnel records ultimately
enable governments to be accountable for this expenditure.
Different uses
Personnel
records provide a basis for planning, decision making and conducting business
in every area of human resource management, whether in relation to the
individual employee, to groups or categories of employees or to the entire
workforce.
Importance
Reliable
personnel records support the efficient management and use of the
organization’s single most important resource, its people. However, the quality
of personnel records also directly affects the employees themselves, as well as
their families, in relation to job security, pay and entitlements. Personnel
records document the contractual relationship between employer and employee and
provide a history of the employee’s career. The information held in these
records is used to make a wide range of decisions, for example about promotion,
transfer, termination or disciplinary action. The records also provide the
authority to determine pay and other benefits, including pensions. Personnel
records must be accurate and complete, and they must also be trustworthy to
both the organization and the employee.
To
read more…….
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