PREFACE

This project work has been conducted in ARIHANT PLASTIC,RATLAM.

A STUDY ON PAY ROLL PAYROLLS USED IN ARIHANT PLASTIC, is the

study conducted at ARIHANT GROUP. The main objective is to know the payroll
payrolls used in the organization and the roll of HR in payroll.The secondary objectives
of this study are , To understand the HR role in Payroll, To review the effectiveness of the
Payroll process of Arihant Plasic, To find about the payrolls used in Payroll process and
satisfactory level of employees using this payrolls ,To analysis whether these payrolls
are user friendly, To suggest the Latest Payrolls in achieving organizational objective.
This study has been compiled with the help of primary data and secondary data. Primary
data were collected from 50 respondents with the help of structured interview and
Observation method. Since the study was the Population Study, the data were collected
from all the employees in the payroll department. The Secondary sources of data were
collected through company profile, organization Website and other related library books.
The collected data were analyzed with the help of Simple Percentage analysis, chi-square
and one sample run test. It was found that there is no regular training program conducted
and majority of the employees were satisfied with the existing payroll used. To conclude
the existing payroll used was very good.

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INTRODUCTION
Effective payroll systems contain two basic systems operating in
conjunction: an evaluation system and a feedback system. The main aim of the evaluation
system is to (if any). This gap is the shortfall that occurs when performance does not meet
the standard set by the organization as acceptable. The main aim of the feedback system is
to inform the employee about the quality of the payroll provided by the organisation.
(However, the information flow is not exclusively one way. The Technology team also
receives feedback from the employee about payroll problems, etc.)One of the best ways to
appreciate the purposes of performance appraisal is to look at it from the different
viewpoints of the main stakeholders: the employee and the organization.
Employee Viewpoint
From the employee viewpoint, the purpose of payroll used to calculate payroll process in
four-fold:
(1) Tell me what you want me to do
(2) Tell me how well I have done it with payroll used in the organisation
(3) Help me improve my payroll skills
(4) Reward me for doing well.
Organizational Viewpoint
From the organization's viewpoint, one of the most important reasons for
having a payroll is to establish and uphold the principle of accountability.
For decades it has been known to researchers that one of the chief causes of
organizational failure is "non-alignment of responsibility and accountability." Nonalignment occurs where employees are given responsibilities and duties, but are not held
accountable for the way in which those responsibilities and duties are performed. What
typically happens is that several individuals or work units appear to have overlapping
roles.
The overlap allows - indeed actively encourages - each individual or
business unit to "pass the buck" to the others. Ultimately, in the severely non-aligned
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system, no one is accountable for anything. In this event, the principle of accountability
breaks down completely. Organizational failure is the only possible outcome
In cases where the non-alignment is not so severe, the organization may continue
to function, albeit inefficiently. Like a poorly made or badly tuned engine, the non-aligned
organization may run, but it will be sluggish, costly and unreliable. One of the principal
aims of performance appraisal is to make people accountable. The objective is to align
responsibility and accountability at every organizational level.

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OBJECTIVES

PRIMARY
To know the roll of HR in payroll and the payroll payrolls used in the
organization.

SECONDARY
To understand the HR roll in Payroll.
To review the effectiveness of the Payroll process of Arihant Plastic.
To find about the payrolls used in Payroll process and satisfactory level of
employees using this payrolls .
To analysis whether these payrolls are user friendly.
To suggest the Latest Payrolls in achieving organizational objective.

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RATIONALE OF STUDY
The surfacing of the co-operative sectors scam has once again, the
cooperative sector and in markets fell victim to the regulators failure to check
malpractices within the system. The new scam involving the co-operative
sector points to a crying need to have a speedier and better coordinated
process for dealing with
financial frauds as well as an effective governance structure and settlement
system for efficient functioning of cooperative sectors.
The co-operative sectors spread across different states to be in violation of
the cooperative norms. In all, these cooperative sectors are suspected to have
run up profit of around Rs. 5 crores. As more than one co-operative sectors is
involved, it is feared that this could be only the tip of the iceberg.
However, the day-to-day administration of these cooperative sectors is
supervised by the that come under State governments. Urban co- operative
sectors are monitored by the rbccs.
In view of the local interest involved, it is also clear that there is no consensus
at present in favour of removing supervisory and regulatory responsibilities at
Central/State government levels and for entrusting it exclusively.. As a result,
the managements and boards of several co-operative institutions continue to
reflect political interests rather than genuine co-operative spirit, and are not
always amenable to discipline in their operations.

In view of this, it would be best, in the interest of the public depositors, it the
situation is faced squarely and a separate supervisory authority is set up, with
representatives of Centre, State and other interested elements. Such a body
can then be exclusively made responsible for efficient functioning of the
cooperative sectors and also take responsibility for ensuring the safety of
public deposits.

While the different cooperative sectors is pointing fingers at political

interference and lack of professionalism in the state .the cooperative sector
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feels a mixture of dual control between the cooperative sectors and the State
government is as much to blame, and has demanded more teeth on the
recovery front.

COMPANY PROFILE
Arihant Plastic a quality manufacturer of plastic consumables for HM, PP, LD, HD Bags,
Roto, Flexo and Laminate Pouches. Our products are designed and manufactured to the
highest quality standards. We specialize in producing critical OEM plastic components for
our clients & we also offer selection of products from our off-the-shelf range. Our
strengths are design and production innovation, flexibility, and the ability to listen to our
customers needs. We understand what it takes to bring an idea from a concept to a
finished product.

Arihant Plastic, we are proud of our history of superior customer service. In todays
business environment many companies are unwilling to make changes to accommodate a
customer's requirement. For us, that is never an issue. We can move quickly with new
projects and are willing to make an extra effort to help our customers with other unique
requirements.
Our partnerships are based on mutual respect and our willingness to go the extra mile to
accommodate our partners needs. Our phenomenal road to success has all along been
paved with a strong committed principal: Impeccable Service.
Arihant plast, our basic creed is an uncompromising commitment to total customer
satisfaction. We believe that this can be best implemented by moulding the mindset of our
people towards achieving excellence and being obsessive about product quality to develop
long term customer relationships. We have an extensive training program to ensure that
our people are constantly oriented towards rapidly changing technology and business
environment.
Arihant plast has its own presence in catering the need of its customers in Indian markets
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as well, by representing and warehousing in almost every part of the India. Arihant
Industry is committed to become a preferred supplier in the field of plastic components.

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Company Strengths
With knowledge and expertise, we understand the requirements of our clients and deliver
the best range of products to the clients. This enables us to successfully cater to the
extensive industrial requirements and made us the foremost choice of the clients.
Some of the factors which makes us the best among other market players are:

Well facilitated infrastructure

Capacious warehouse

Effective range of products

Wide application area

Customer satisfaction

Products We Offer
We offer a comprehensive range of products that are in compliance with the international
quality standard and industry norms. Our products are highly demanded for its high
durability, low maintenance, sturdy design and many more attributes.
Our entire assortment is as follows:

Plastic Items

Press fit Type Container

Food Packaging Containers

Disposable Spoons

Our products are greatly appreciated by our worldwide customers for their superlative
quality attributes, some of them are cited below:

Impact resistance

Abrasion resistance
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Light weight

Excellent wet and dry reflectivity

Long life

Quality Assurance
Quality is the main concern of our organization. Our team

of professionals are

experienced in their field and make sure that each of our range is checked properly to
ensure it flawlessness at clients end. We have a well equipped lab managed by experts so
that the products fabricated by us is of optimum quality. We make sure our quality of
products by procuring optimum quality raw materials from genuine and authorized
vendors. We do not compromise on quality part and manufacture our products keeping in
mind the international standards. The products produced by us are durable and of good
quality, as ultimately our main goal is customer satisfaction, which can be achieved only
through good quality products.
Manufacturing Unit
We have a sophisticated manufacturing unit, which enable us in performing every task
effectively and efficiently. Our unit is built on a vast area with huge installation capability
that further assist us in meeting the bulk order of our clients in the given period of time.
Further, this department is equipped with high end machines that help us to deliver
outstanding quality range of assortment as per clients specifications and market demand.
Our manufacturing unit is fully managed by our in-house design unit that assist us to
deliver customized solutions. Moreover, our manufacturing unit along with warehouse unit
and other departments, ensure that our products are in confirmation to the international
standards.
Our Team
We have with us a team of skilled and experienced professionals. Our team works in close
coordination with each other, thereby maintaining a smooth operation, starting from the
first stage of manufacturing of products till the final product output. In our team, we have:
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Engineers

Technicians

Quality inspectors

Storekeepers

Packaging experts

Skilled workers

Customer Satisfaction
We offer our range in the market, with a aim to establish a huge level of customer
satisfaction. We develop trust and confidence among them by offering them optimum
quality range of products. A positive approach and dedication towards quality enables us
to fetch a huge support of our valued clients. Timely delivery of the orders, cost effective
optimum quality range of products allow us to stay ahead in this competitive market.
In order to fulfill our ambition of becoming market leaders, we are constantly engaged in
manufacturing, supplying and exporting Press fit Plastic Container. This container is
widely used for preserving various spices and other grocery items for longer durations. We
manufacture this container using premium quality plastic, which is obtained from certified
vendors of the market. To rule out the possibility of any flaw, our quality controllers check
this Pressfit Plastic Container on different factors like material strength and durability.

Features:

Lightweight

Air sealed

Seamless finish

Attractive design

Press Fit Type Containers are widely used for bulk packaging in many industries like
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Hotels, restaurants, dairy products and also useful for masala Packing. We are a renowned
manufacturers, exporters, suppliers and traders of Press Fit Plastic Container. These are
manufactured and tested by our experienced experts. These are made of topmost quality
raw materials sourced from reputed and reliable vendors of the markets. These products
are highly appreciated for its special satisfactory features. These products are available in
different sizes and colors or as per customers special requirements. They can avail these
products

at

very

cost

effective

prices

within

stipulated

delivery

time.

Sizes: 100ml/250ml/350ml/500ml/750ml/1000ml.
Special Features of our products are:

Impeccable Design

Breathtaking Colors

Excellent Finishing

Micro-wave safe

Freezer Safe

Durable

Airtight

PAYROLL SOLUTIONS
HR activities like Payroll bring to mind, a stream of innumerable printouts, forms and
transactions. Although repetitive, these are critical functions within an organization.
Payroll services require constant evolution of best practices and focus on accuracy &
discipline. This is where we have made significant investments in India over the last five
years. With our rich experience in managing payroll for over 10 years globally we
understand every aspect of payroll management & have the ability to customize it to meet
all our client requirements.

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With more than 2500 clients globally and partnering with some of the largest Indian and
Multinational companies in India, our experience has resulted in a consistent growth
curve.

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Complete payroll solutions comprises of -

Time & Attendance Management

Compensation & Benefits Processing

Reimbursement Processing

Payroll Reports & MIS

Interface with legacy Systems

Web based Delivery

Statutory Compliance

Query Management

Retrials Management

PF Trust Management

To study and develop a generic interactive distributed multimedia framework, which will
take advantage of recent advances in a number of related areas such as: multimedia
modelling and development, middleware platforms and coordination models, parallel and
distributed payroll engineering, digital libraries, and networking techniques.

To tailor the functionality of this framework so that it is suitable for cultural exploration
across national and regional boundaries.

To technologically build particular prototypes of these regional .

To deploy these systems in various studies of the social and educational impact of the
Information Society.

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Implementation payroll in Arihant Plastic

Implementation services consist of an eight phase process.

Phase 1: Assessment & Gap Analysis:
Our approach, during this phase is to conduct a thorough and objective analysis of the
organizations processes, organizational capabilities and technologies. We will achieve this
through a collaboration of resources from the organization and Executive Alliance, and
through our proven methodologies, designed to uncover inefficiencies in the current
processes and workflows.
During this phase, we will also work with the organizations resources to understand its
capabilities, identify the change impact on the organization as a result of new processes
and technologies, and to incorporate the actions needed into the overall project plan.
Building from the foundation established in this phase, Executive Alliance will develop a
detailed project plan, including key phases, resource requirements, timelines and
deliverables.

Phase 2: System/Process Analysis & Design:

We will utilize results of Phase 1 to prioritize processes that are most inefficient and begin
to map them to future processes to gain the most efficiencies from the new technology.
The results of the future processes will allow the organization to make decisions on
reporting requirements, as well as historical data required in the new system. We will work
with

appropriate

resources

from

the

organization together

with technology

provider experts to identify all technical and hardware requirements, and develop a project
phased roll-out strategy to achieve a smooth transition to the new system.

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Phase 3: Development:
During this phase, Executive Alliance will facilitate design sessions with the
organizations resources and Vendor subject matter experts to ensure the new system is
designed and configured according to these defined business needs. Executive Alliance
will oversee all aspects of the development phase, manage key milestones and ensure that
deliverables are met during this critical phase.
As a result of the agreed-to system design, Executive Alliance will work with the
organizations key sponsors to communicate and plan for the change impact of the new
system, including HR staffing changes if applicable, organization changes, policy changes,
etc.

Phase 4: Integration:
During the integration phase, the Executive Alliance team will collaborate with all
necessary parties (external vendors, internal functional resources and subject matter
experts) to prepare for the design, build and communication of new interfaces.

We

believe that one of the key success factors in ensuring the new interfaces are properly
working is to communicate early and often with all necessary parties.
Executive Alliance will work with team members to ensure they understand their role in
this critical stage.

Phase 5: System Testing:

Executive Alliance will play an instrumental role in defining the system testing strategy
and roll-out. We believe that thorough planning for this critical phase will ensure a
completely tested, working system prior to the transition to the new solution. During this
phase, we will work with the organization and other team members to define all aspects of
system, integration, performance and user acceptance testing events. We will hold a testing
kick-off event in order to apprise the organizations resources of the goals/objectives of
testing, their roles and responsibilities in the testing phase and the purpose of well-defined
scripts and acceptance criteria.

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Phase 6: System Training:

The transition to the new Payroll solution will only be successful if the users, systems
administrators and other identified organizations resources are properly trained and
prepared to use the new system. During this phase, Executive Alliance will work with the
organizations

training

department

to

ensure

that

the

standard technology

provider's training materials have been tailored to address new process and/or policy
changes that have been identified in earlier phases of the project. Executive Alliance will
document the training needs and strategy to include the roll-out strategy, logistics, dates
and times of sessions, and training formats.
During this phase, Executive Alliance will also take the lead in preparing the organization
for readiness and begin to implement components of the change impact plan.

Phase 7: Implementation:
The final steps to transition to the new Payroll solution will include the accumulation of
resources and tools to ensure that the implementation is smooth and seamless to the
organization. Executive Alliance will lead the effort to ensure that all known issues
resulting from testing are validated, including final data conversion before declaring the
system live status.

In addition, all user profiles will be validated and tested prior to

moving security to the production environment.

During this phase, Executive Alliance will lead the efforts to work with the organizations
sponsors and resources to communicate the new system and changes within the
organization. Careful monitoring and production support will be critical during this phase
of the project.

We find that users welcome frequent communications and published

FAQs as they become more familiar with using the new system.

Phase 8: Post-Implementation Review & Knowledge Transfer:

During the post-implementation review and knowledge transfer, our goal is to ensure that
you can independently assume key responsibilities for maintaining the new system on an
on-going basis. We find that knowledge transfer is best started early in the project, and we

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will build upon this knowledge with each phase. At the conclusion of the project,
Executive Alliance will ensure that all project-related documentation, decisions an

Consulting

Corporate Training

Training Packages

Organizational Reviews like morale,

Team Building

Campus2Corporate

Development of assessment tools

Mind Mapping

Fun@Work

Coaching & Mentoring

Conflict Resolution

Corporate Women

Personal Effectiveness

Performance

Programs

appraisal & feedback

Creative Problem

Corporate wives

satisfaction etc

Total HR Solutions

Team Synergies & Effectiveness

Corporate Training

Solving
Communication &

Public Talks

Interpersonal Skills
Self-Awareness & Personal Effectiveness

Presentation Skills

Motivation Talks

Leadership & Managerial Effectiveness

Effective meeting skills Emotional

Intelligence

Time Management

Customer Interface SkillsCustomer Delight

Stress Management

Interviewing skills

Good-to-Great

Cross Cultural Sensitivity & Business

Train The Trainer

Self Management

Etiquette - International and General Work

Place Ethics
An organization's workforce needs to constantly evolve skills to keep abreast with
changing business climes. Arihant Plasic leverages on its years of expertise honed for
over a decade to provide to all categories of Industry verticals.

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RESEARCH METHODOLOGY

RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with economy in
procedure.

EXPLORATORY RESEARCH:
Exploratory research focuses on collecting data using an unstructured format or
informal procedures to capture data and to interpret them. It is often used to classify the
problems or opportunities and it is not intended to provide conclusive information from
which a particular course of action can be determined.
SAMPLING DESIGN:
A sample design is a definite plan for obtaining a sample from a given population
POPULATION:
The employees of ARIHANT PLASIC will constitute the entire population. Here
the entire population is considered for my study because the population is limited.

3.3 DATA COLLECTION:

Data is recorded measure of phenomena. While deciding about the method of data
collection, the researcher should keep in the mind about two types of data. They are,
Primary Data and Secondary Data

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Primary data
Primary data represent the first hand raw data that have been specifically collected
for the current research problem. Primary data are raw, unprocessed and yet to receive any
type of meaningful interpretation. Sources of primary data tend to be the output of
conducting some type of exploratory, descriptive or casual research.
DATA COLLECTION: OBSERVATION, INTERVIEW
Directness of the observation
Based on the directness of observation, it can be grouped as direct or indirect.
Direct observation happens when the observer is physically present and monitors while the
event is taking place. This is highly flexible as the observer can decide what to observe,
how much time to spent on observation of an aspect, when to shift focus etc. The observer
may feel bored or frustrated by constantly being on the watch and may tend to loose focus.
This might reduce the accuracy and completeness of the observation. Another weakness is
that the observer may be overloaded when the events takes place quickly which cannot be
kept track of or recorded.

Secondary data
The secondary data is the historical data previously collected and assembled for
some other research problem. Secondary data can be usually gathered at faster and
economical manner than the primary data. However the data may not fit in the researchers
information need. The secondary data can be obtained form the libraries, website,
published as well as unpublished documents etc.,
Sampling methodology and procedure
Non-probability sampling the research finding cannot be generalized and the
sampling error cannot be assessed. The findings are limited to the sample, which provided
the original raw data. However non-probability sampling may be the only choice in case
where the population cannot be ascertained.

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SAMPLING TECHNIQUE:
PURPOSIVE SAMPLING
A purposive sample is a non-representative subset of some larger population, and is
constructed to serve a very specific need or purpose. A researcher may have a specific
group in mind, such as high level business executives. It may not be possible to specify the
population -- they would not all be known, and access will be difficult. The researcher will
attempt to zero in on the target group, interviewing whomever is available
Sample size
The sample size for the given project is 50.
Period of study
The study period taken for this project is 45 days.
Tools Used
Simple average
Chi square test
One sample run test

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Ensures timely and accurate preparation of all Institution payroll operations and works
closely with the Human Resources Office to ensure that payroll actions are in
conformance with employment and benefits practices and accounting procedures.
Oversees preparation of all federal and state payroll tax reports, including quarterly and
year-end returns; determines taxability of non-wage payments and serves as in-house
contact for technical tax compliance issues, including tax liabilities of foreign nationals.
Interprets Institution employment policies and government regulations in connection with
payroll activities and makes recommendations on modifications to senior management as
appropriate.
Handles federal and state agency audits and maintains close contact with ITI and other
regulatory agencies to ensure that the Institution has accurate information and is in
compliance.
Maintains all payroll records, reports, computations and audits, including periodic internal
audit tests of labor utilization; works closely with internal and external auditors to ensure
compliance with relevant tax laws and government regulations.
Interfaces routinely with Human Resources on employee benefits issues (deductions,
retirement payments, etc.) to ensure timely and accurate processing.
Works closely with Management Information Systems on developing payroll applications
that ensure internal controls and facilitate the implementation and maintenance of payroll
and HR master files.
Provides periodic analysis of payroll and disbursement records to ensure that adjustments
are in accord with management's criteria.
Supervises Payroll Office staff and operations; provides on-going assistance to Institution
employees in tax-related payroll matters.
Participates in business re-engineering activities to support the establishment and
integration of electronic information processes and principles at the Institution.
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DATA ANALYSIS AND INTERPRETATION

SIMPLE AVEARGE ANALYSIS:

LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

SATISFIED

45

90

DISSATISFIED

NEUTRAL
2
4
Table No.4.1 Are you satisfy/dissatisfy with payroll measurement ?
CHART NO.4.1.1
SOURCE: PRIMARY DATA

SOURCE: PRIMARY DATA

90% of the Employees are satisfied by the payroll and we need to more focus on the 6
% dissatisfied and 4% not yet responded.

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Table No.4.2 Are you satisfy/dissatisfy payroll management user friendly.

LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

YES

41

82

NO

9
CHART NO.4.2.2

18

SOURCE : PRIMARY DATA

SOURCE : PRIMARY DATA

Among 50 employees 82 % of the employees are satisfied with the payroll
management. 18 % of the employees are not satisfied with payroll management.

Table No.4.3 Are you satisfy/dissatisfy measurement of complaints

regarding pay sheet.
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LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

SATISFIED

45

90

DISSATISFIED

NEUTRAL

10

CHART NO.4.3.3
SOURCE :PRIMARY DATA

SOURCE : PRIMARY DATA

90 % of the employees are satisfied by the payroll and we need to more focus on 10%
not yet responded.

Table No.4.4 Are you satisfy/dissatisfy with clients requirements by the

organization.

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LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

YES

35

70

NO

15
CHART NO.4.4.4

30

SOURCE:PRIMARY DATA

SOURCE: PRIMARY DATA

70 % of the Employees are satisfied to meet the clients requirements and we need to
more focus on 30% of employee.

Table No.4.5

Are you satisfy/dissatisfy level towards the usage of payroll

process.

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LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

SATISFIED

38

76

DISSATISFIED

12

24

NEUTRAL

0
CHART NO.4.5.5

SOURCE: PRIMARY DATA

SOURCE : PRIMARY DATA

76 % of the Employees are satisfied with the calculation and we need to more focus
on 24% of employees dissatisfied

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Table No.4.6 Are you satisfy/dissatisfy delivery of payroll report to clients.

LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

SATISFIED

30

60

DISSATISFIED

10

NEUTRAL

15

30

CHART NO.4.6
SOURCE: PRIMARY DATA

SOURCE : PRIMARY DATA

60 % of the Employees are satisfied by the delivery and we need to more focus on the
10% dissatisfied and 30% not yet responded.

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Table No.4.7 Are you satisfy/dissatisfy complaints rectification.

LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

SATISFIED

20

40

DISSATISFIED

10

NEUTRAL

25
CHART NO.4.7.7

50

SOURCE: PRIMARY DATA

SOURCE: PRIMARY DATA

40 % of the Employees are satisfied by the payroll management and we need to more
focus on the 10% dissatisfied and 50% not yet responded.

Table No.4.8 Are you satisfy/dissatisfy usage period of payroll.

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LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

YES

47

94

NO

CHART NO.4.8.8
SOURCE: PRIMARY DATA

SOURCE :PRIMARY DATA

94 % of the Employees are satisfied by the service provided for the payroll and we
need to more focus on the 6 % dissatisfied.

Table No.4.9 Are you satisfy/dissatisfy level towards the teams

coordination with payroll.

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LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

YES

48

96

NO

CHART NO.4.9.9
SOURCE: PRIMARY DATA

96 % of the Employees are satisfied by the payroll development and we need to more
focus on the 4 % dissatisfied.
Table No.4.10 Are you satisfy/dissatisfy level towards the clients input.

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LEVEL OPTIONS

NO.OF RESPONDENTS

% OF RESPONDENTS

YES

42

84

NO

16

CHART NO.4.10
SOURCE: PRIMARY DATA

SOURCE: PRIMARY DATA

84 % of the Employees are satisfied by the clients input records and we need to more
focus on the 16 % dissatisfied.

FINDING AND SUGGESTION

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90% of the Employees are satisfied by the payroll and we need to more focus
on the 6 % dissatisfied and 4% not yet responded.

Among 50 employees 82 % of the employees are satisfied with the payroll

system helps for future growth that they had improved themselves after the
program. 18 % of the employees are not satisfied with payroll system helps for
future growth.

90 % of the Employees are satisfied by the payroll and we need to more focus
on 10% not yet responded.

70 % of the employees are satisfied to meet the clients requirements and we

need to more focus on 30% of employee.

76 % of the Employees are satisfied with the calculation and we need to more
focus on 24% of employees dissatisfied

60 % of the Employees are satisfied by the delivery and we need to more focus
on the 10% dissatisfied and 30% not yet responded.

40 % of the Employees are satisfied by the payroll version and we need to

more focus on the 10% dissatisfied and 50% not yet responded.

94 % of the Employees are satisfied by the service provided for the payroll
complaints and we need to more focus on the 6 % dissatisfied.

96 % of the Employees are satisfied by the payroll development and we need

to more focus on the 4 % dissatisfied.

84 % of the Employees are satisfied by the clients input records and we need
to more focus on the 16 % dissatisfied.

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RESULT AND CONCLUSION

78 % of the Employees are satisfied by the payroll e and we need to more focus on
the 4 % dissatisfied and 18% not yet responded.

Among 50 employees 90 % of the employees are satisfied with the payroll system
helps for future growth that they had improved themselves after the program. 10 %
of the employees are not satisfied with payroll system helps for future growth.

90 % of the Employees are satisfied by the payroll and we need to more focus on
10% not yet responded.

70 % of the Employees are satisfied to meet the clients requirements and we need
to more focus on 30% of employee

76 % of the Employees are satisfied with the calculation and we need to more
focus on 24% of employees dissatisfied.

60 % of the Employees are satisfied by the delivery and we need to more focus on
the 10% dissatisfied and 30% not yet responded

40 % of the Employees are satisfied by the payroll version and we need to more
focus on the 10% dissatisfied and 50% not yet responded

94 % of the Employees are satisfied by the service provided for the payroll
complaints and we need to more focus on the 6 % dissatisfied.

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 96 % of the Employees are satisfied by the payroll development and we need to

more focus on the 4 % dissatisfied.

84 % of the Employees are satisfied by the clients input records and we need to
more focus on the 16 % dissatisfied.

60 % of the Employees are satisfied by the payroll training and we need to more
focus on the 40% dissatisfied with training.

90 % of the Employees are satisfied by the re-engineering and we need to more

focus on the 10 % dissatisfied.

100 % of the Employees are satisfied by the organization maintains all reports
according to government norms.

92% of the Employees are satisfied by the maintains of client inputs and we need
to more focus on the 8 % dissatisfied.
64% of the Employees are satisfied by the clients HR and we need to more focus
on the 36% dissatisfied.
The study had confirmed that the company is having a good payroll System.
From this study, it is found that majority of the workers were satisfied with payroll
used.
To make the payroll system more efficient and excellent, the company should give
importance to the clients and create awareness among employees and it shall
consider some of the ways and means suggested by the employees like addition of
parameters such as short cut for calculation PF ,ESI, TAX, etc,. Dependability and
conducting regular training program on the payroll usage.

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LIMITATIONS

1. The respondent attitude did not allow me to get their true feelings.
2. Most of the respondent feared to give their name.
3. Most of the employees were busy with their tight work and they dont want to be
disturbed.
4. Employees are very limited and duration is limited.

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ANNEXURE
QUESTIONNARIES
1) Does the clients are satisfied with the payroll used in Arihant Plastic for the pay roll
processing ?
Satisfied
Dissatisfied
Neutral
2) Is the payroll user friendly?
YES
NO
3) When do you get complaints regarding the loading of pay sheet into payroll ? Whether
satisfied?
Satisfied
Dissatisfied
Neutral
4) Has the organization defined its payroll process to meet clients requirements services?
YES
NO
5) Are you satisfied with the payroll to calculate the pf, esi etc?
Satisfied
Dissatisfied
6) How about the delivery of payroll report ?
Satisfied
Dissatisfied

Neutral
Neutral

7) How long you have been using the payroll? Whether it is satisfied or not?
Satisfied
Dissatisfied
Neutral
8) Whether your complaints are rectified by the company?
YES
NO
9) Whether works closely with Management Information Systems on developing payroll
applications that ensure internal controls and facilitate the implementation and
maintenance of payroll and HR master files.
YES

NO

10) Whether clients Provides periodic analysis of payroll and disbursement records to
ensure that adjustments are in accord with management's criteria.
YES

NO

11) Whether Supervises Payroll Office staff and operations; provides on-going assistance
to Institution employees in tax-related payroll matters.
YES

NO
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12) Whether clients and employees Participates in business re-engineering activities to

support the establishment and integration of electronic information processes and
principles at the Institution.
YES

NO

13) Whether company maintains all payroll records, reports, computations and audits,
including periodic internal audit tests of labor utilization; works closely with internal
and external auditors to ensure compliance with relevant tax laws and government
regulations.
YES

NO

14) Whether maintenance and updating of client information sheet / salary register
confidentially?
YES

NO

15) Whether the employees Interfaces routinely with Human Resources department on
client benefits issues (deductions, retirement payments, etc.) to ensure timely and
accurate processing
YES

NO

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BIBLIOGRAPHY
BOOKS
Fisher shoen felt Shaw-Human resource management-4 th edition-macmilan
Press limited.
Kothari C.R research Methodology-Methods and techniques (2 nd edition)new age International (pvt) Limited.
Bratton John and Gold Jeffery (1994)-HRM-Theory and practice, 6 th editionMacmillan pres Limited.
Mamoria C.B-Human Resource Management-Himalaya publishing home,
11th edition 1993.
REFERENCES
Sasmita Polo-National Journal on Personnel Management-VOL-XXII, No.3,
Pg no.16-20
Parveen Ahmed Alan and Mr. Kaushik-Personnel Today-Indian Journal on
personnel management-VOL.XXIX,NO.2, Pg No.13-15.
Prof.Bata.K.Dey-Indian Journal on Personnel Management-VOL XXIXNO.2, pg no. 9-12.
Websites

WWW.HVS INTERNATIONAL JOURNALS.COM

WWW.Google.com

WWW.SLIDESHARE.COM

WWW.SCRIBD.COM

WWW.CITEHR.COM

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