Name: Sualiha Anwar

Student ID: 20267

TOPIC 1: JD FUNCTIONAL:

The functional aspects of job details in Human Resource Management (HRM), we

focus on the specific responsibilities, tasks, and qualifications required for HR roles.
Here's a breakdown of the functional aspects typically included in HRM job details

Recruitment and Selection:

Developing job descriptions and specifications. Posting job advertisements and
managing recruitment channels. Screening resumes, conducting interviews, and
selecting candidates. Coordinating onboarding processes for new hires.

Recruitment and Selection:

Developing Job
Descriptions and
Specifications

Posting Job Screening Resumes,

Coordinating
Advertisement and Conducting
Onboarding Processes
Managing Interviews, and
for New Hires
Recruitment Channels Selecting Candidates

Employee Relations:
Handling employee grievances and conflict resolution. Conducting investigations
into workplace issues or complaints. Advising managers and employees on company
policies and procedures. Mediating disputes between employees or between
employees and management.
Training and Development:
Identifying training needs and designing training programs. Organizing and
facilitating training sessions or workshops. Tracking employee training progress and
evaluating training effectiveness. Developing career development plans and
succession planning strategies.

Performance Management:
Developing performance appraisal systems and processes. Conducting performance
reviews and providing feedback to employees. Setting performance goals and
objectives in alignment with organizational objectives. Implementing performance
improvement plans as needed.

Performance Management
Conducting Conducting
Developing Implementing
Performance Performance
Performance Performance
Reviews and Reviews and
Appraisal Systems Improvement Plans
Providing Feedback Providing Feedback
and Processes as Needed
to Employees to Employees

Compensation and Benefits:

Administering employee compensation and benefits programs. Conducting salary
surveys and analyzing compensation trends. Managing employee payroll processing
and ensuring accuracy. Communicating benefit plans and assisting employees with
benefit-related inquiries.
Example:
At ABC Inc., HR oversees employee compensation, benefits, and payroll. They
conduct salary surveys, manage payroll processing for accuracy, and communicate
benefit plans to employees, assisting with inquiries.
 Administering Compensation and benefits programs
Managing Payroll Processing and Ensuring Accuracy.

Conducting Salary Surveys and Analyzing Trends.

Communicating Benefit Plans and Assisting Employees with Inquiries.

HR Policies and Compliance:

Developing, implementing, and enforcing HR policies and procedures. Ensuring
compliance with employment laws and regulations. Keeping abreast of changes in
labor laws and updating policies accordingly. Conducting audits to ensure HR
practices align with legal requirements.

HR Policies and Compliance

Develop Policies Implement Enforce Policies

Policies

Legal Research Communication Monitoring &

& & Training Enforcement
Interpretation

Ensure Compliance
Update Policies Conduct Audits
with Employment
Laws & Regulations

Policy Review Compliance

Stay Informed & Revision Audits &
of Legal Assessments
Updates
Employee Engagement and Retention:
Implementing strategies to foster employee engagement and morale. Conducting
employee satisfaction surveys and analyzing feedback. Developing retention
initiatives such as recognition programs or career development opportunities.
Monitoring turnover rates and implementing strategies to reduce turnover.
Example: ABC Company implements various strategies to enhance employee
engagement and retention. They conduct regular employee satisfaction surveys to
gather feedback and insights. Based on the survey results, they introduce initiatives
such as quarterly recognition programs to acknowledge outstanding performance and
promote a positive work culture. Additionally, ABC Company invests in career
development opportunities, providing training programs and mentorship to help
employees grow within the organization. By monitoring turnover rates and
identifying areas for improvement, they implement targeted strategies to reduce
turnover and foster long-term employee commitment and satisfaction .

HR Administration and Record-Keeping:

Maintaining accurate employee records and databases. Processing HR-related
paperwork, such as employment contracts and termination documents. Managing HR
documentation, including employee handbooks and policy manuals. Ensuring
compliance with data privacy and confidentiality regulation.

Example: XYZ Company maintains accurate employee records and databases to

ensure efficient HR operations. They handle HR-related paperwork, including
employment contracts and termination documents, promptly and accurately. XYZ
Company also manages comprehensive HR documentation, such as employee
handbooks and policy manuals, to provide employees with clear guidelines and
expectations. Moreover, they prioritize compliance with data privacy and
confidentiality regulations, implementing strict measures to safeguard employee
information. By maintaining organized records and adhering to regulatory
requirements, XYZ Company facilitates smooth HR processes and enhances
employee trust and confidentialit
Name: Ammara Abubaker
Student ID: 20325

TOPIC 2 : JS Behavioral:

In HRM, job satisfaction behavior refers to the observable actions, attitudes, and
reactions exhibited by employees in response to their level of satisfaction with
their job roles, work environment, and overall experiences within the organization.
These behaviors can manifest in various ways:

Engagement:
Engaged employees are enthusiastic about their work, motivated to contribute, and
willing to go above and beyond their job requirements.
Example:
A highly engaged employee proactively seeks opportunities to improve processes
within their department, participates eagerly in team meetings, and consistently
volunteers for additional responsibilities beyond their job description.
Productivity:
Satisfied employees tend to be more productive, efficient, and focused on achieving
organizational goals.
Example:
A satisfied employee consistently meets or exceeds their performance targets,
completes tasks efficiently, and demonstrates a high level of focus and dedication to
theirwork.
Retention:
Employees who are satisfied with their jobs are more likely to stay with the
organization for longer periods, reducing turnover rates and associated costs.
Example: An employee who is satisfied with their job is more likely to remain with
the organization for several years, showing loyalty and commitment to the
company's mission and values.
Collaboration:
Satisfied employees are often more collaborative, willing to work with others, share
knowledge, and contribute to team success.
Example: A satisfied employee actively seeks out opportunities to collaborate with
colleagues, readily shares information and resources, and contributes positively to
team dynamics and cohesion.
Innovation:
Job satisfaction can foster a conducive environment for creativity and innovation, as
satisfied employees feel empowered to propose new ideas and solutions.
Example: A satisfied employee feels empowered to suggest new ideas or
improvements to existing processes, participates in brainstorming sessions, and takes
initiative to implement innovative solutions to organizational challenges .

Customer Service:
Satisfied employees are more likely to deliver high-quality customer service, as they
are motivated to meet customer needs and exceed expectations.
Example: A satisfied employee consistently delivers exceptional customer service,
going the extra mile to address customer needs, resolve issues promptly, and create
positive experiences that build customer loyalty.

Absenteeism:
Job satisfaction can influence absenteeism rates, with satisfied employees being less
likely to take unplanned absences or sick leave.
Example: A satisfied employee rarely takes unplanned absences or sick leave,
demonstrating a strong commitment to their job and a willingness to fulfill their
responsibilities even during challenging times.

Work Relationships:
Satisfied employees tend to build positive relationships with colleagues, managers,
and clients, leading to a more harmonious work environment.
Example: A satisfied employee actively engages in team-building activities,
collaborates effectively with colleagues on projects, and fosters a supportive and
inclusive work culture by offering assistance and encouragement to peers.

Job Crafting:
Employees who are satisfied with their jobs may engage in job crafting, where they
proactively modify their job roles and tasks to better align with their skills, interests,
and values.
Example: A satisfied employee takes the initiative to redesign aspects of their job to
better utilize their strengths and interests. For instance, they may request to take on
new responsibilities that align with their skills or propose changes to existing
processes to enhance efficiency.
Organizational Citizenship Behaviors (OCBs):
Satisfied employees are more likely to engage in OCBs, such as volunteering for
additional tasks, helping coworkers, and participating in organizational initiatives
beyond their formal job responsibilities.
Example:A satisfied employee consistently demonstrates OCBs by volunteering to
mentor new hires, participating in company-wide initiatives, and offering
constructive feedback to help improve organizational processes. They go above and
beyond their formal job duties to contribute positively to the organization's success.

Name: Abdul Mateen

Student ID: 19930

TOPIC 3: PAYROLL
Refers to the process of managing and administering the financial aspects of paying
employees within a company or organization. It involves calculating employees'
wages or salaries, deducting taxes and other withholdings, and issuing payments to
employees. Additionally, payroll may include managing employee benefits, keeping
accurate records, and ensuring compliance with tax and labor laws. Essentially,
payroll encompasses all tasks related to compensating employees for their work.

The elements of payroll

Employee Information:
Collect and maintain accurate records of employee details such as name, address,
social security number, and tax withholding information.

Timekeeping:
Track hours worked by employees, including regular hours, overtime, vacation
time, sick leave, and any other types of leave.

Salary/Wage Calculation:
Calculate employee wages or salaries based on their hourly rate, salary, or other
compensation agreements.

Deductions:
Deduct various items from employees' gross pay, such as federal, state, and
local taxes, social security contributions, health insurance premiums,
retirement plan contributions, and other voluntary deductions.
Benefits Administration:
Manage employee benefits programs, including health insurance, retirement
plans, life insurance, and other perks offered by the company.

Payroll Taxes:
Withhold and remit payroll taxes to the appropriate government agencies,
including federal income tax, state income tax, social security tax, and Medicare
tax.

Payroll Processing:
Process payroll on a regular schedule, whether weekly, bi-weekly, or monthly,
and ensure accurate and timely payments to employees.

Recordkeeping:
Maintain detailed records of payroll transactions, including employee earnings,
deductions, tax withholdings, and other relevant information.

Compliance:
Ensure compliance with all relevant federal, state, and local laws and
regulations governing payroll, including labor laws, tax laws, and reporting
requirements.

Reporting:
Generate reports and documents as required by law or company policy, such as
year- end tax forms (e.g., W-2s), payroll registers, and financial reports.

These elements collectively form the payroll process, which is essential for
accurately compensating employees and maintaining legal compliance
Name: Muhammad Bilal
Student ID: 20329

TOPIC 4: COMPENSATION AND POLICIES

Compensation and benefits refers to the monetary and non-monetary rewards an
employee receives from their employer in exchange for their work. Together, they
make up a total compensation package, which may include salary, bonuses,
insurance, retirement contributions, and various other perks aimed at attracting,
motivating, and retaining employees.

Overall compensation is the top factor that job seekers consider when accepting a
new job. At the same time, compensation, benefits, and related taxes can account for
up to 70% of business costs, highlighting the importance of getting comp & ben right
at your company.
What is the difference between compensation and benefits?
The main difference between compensation and benefits is that compensation is a
financial form of remuneration, while benefits are non-financial.

Compensation is the money an employee receives in exchange for their labor, which
could be a salary, wages, commission, and bonuses. This money is subject to
taxation. HR uses compensation to attract top talent and boost retention rates.

Benefits are extra perks or rewards that an organization provides to an employee,

and they may have a financial value, but the employee doesn’t receive any cash
directly. This includes health insurance, stock options, gym memberships, flexible
working hours, “summer Fridays,” learning and development opportunities, and
retirement savings plans. Some benefits are exempt from taxation.

HR utilizes benefits to motivate employees, increase engagement and performance,

and accommodate the different needs that different candidates and team members
have.

For example, an employee in their 40s is likely to value a pension plan or parental
leave more than a recent graduate would. These desires may change depending on
personal life circumstances as well as changes in the economy.

TYPES OF COMPENSATION
Direct Compensation:
Direct compensation is the financial compensation, or cash, given from the
employer to the employee for their services.
Base pay:
Base pay (also known as basic salary or base salary) refers to the fixed financial
amount that an organization pays its employees in exchange for the services they
perform. This amount is negotiated during the hiring process and agreed upon before
the employment contract begins. It is typically an annual or monthly salary or an
hourly rate.

Overtime pay:
Overtime pay is the amount of extra pay an employee receives for working extra
hours on top of their scheduled contract hours.
Every company should establish a set of normal working hours to clarify overtime.
For example, if the normal working week hours are 30, then an employee who works
40 hours is eligible for overtime pay for those additional 10 hours.
All employees covered by The Fair Labor Standards Act (FLSA) – nonexempt
employees – who work over 40 hours per week are eligible for overtime pay. The
Federal Overtime law states that employers must compensate workers at least time
and a half for the overtime worked.

Variable compensation:
Variable compensation (also known as variable pay) is compensation given to an
employee that is based on performance. The aim of variable compensation is to
reward and encourage a specific behavior or result.
These pay programs are typically implemented with sales teams and are often given
in the form of bonuses and commissions. For example, if an individual employee
achieves a professional milestone, an entire team meets a goal, or the entire company
meets a specific target, then those people are rewarded accordingly.
These performance goals will be pre-determined and outlined with a target date.
There may also be a range of payouts, which is based on how close the results are to
the original target.

Sales compensation:
A sales compensation strategy is often used to motivate a sales team to achieve its
goals. It will typically comprise a base salary and be topped up with commissions,
bonuses, and other performance-based incentives, all of which are tailored to the
role and company in question.
In this form of direct compensation, the base salary will often be minimal, while
the commissions and bonuses are lucrative. That is to incentivize employees to
achieve certain performance goals and contribute to the success of the company.
Get Additional Insights:
Types of Compensation: Everything HR Professionals Need to Know Indirect
compensation. Indirect compensation refers to monetary and non-monetary
incentives given to an employee to increase their overall engagement and motivation
at work. This type of compensation still has a financial value, but employees don’t
receive it in cash form.
Here are some of the common forms of indirect compensation. Note that there’s an
overlap between what’s considered indirect compensation and what’s regarded as
benefits.

Equity:
The employee is offered equity in the company via shares of stock or the option to
buy shares. This is a common part of compensation packages within startups
where cash is low, and they desire to reward employees who are the first through
the door.
When the company succeeds, the employee succeeds too, which incentivizes them to
work to achieve
the company’s goals.
Benefits to protect employees
Employees often offer a wide range of benefits that are meant to protect employees’
future, including
health insurance, life insurance, pet insurance, pension plans, and more.
Health insurance is a big consideration for people working in countries without
access to free healthcare, such as the US. However, private healthcare can still be a
huge incentive to people living in countries with access to free healthcare because
it can mean reduced waiting times and access to more specialist consultants.
According to research by Harvard Business Review, 88% of people surveyed
said that private health insurance would be a factor when considering a job
offer.

Non-monetary incentives
Non-monetary perks include experiential rewards, time to work on self-determined
projects, additional time off, flexible working, extra opportunities for development,
wellness programs, restaurant vouchers, free snacks or meals at the office, and
branded merchandise.
The new generation of workers care more about the benefits offered in a
compensation package than ever before, and companies are listening.
For example, Atlassian prioritizes its employee’s health and wellbeing and offers
care plans to manage and improve mental health. Beauty Pie gives employees a
full day off on their birthday, in addition to mental health days.
Facebook provides four months of parental leave for parents within the first year
of birth or adoption and reimbursement for egg-freezing and adoption fees.
Incentives like these can go a long way to improving the happiness and wellbeing
of your employees in and out of the workplace. However, it’s essential that you
offer a variety of incentives that your ideal candidate (now and in the future) is
looking for.

Dive In:
11 Top Non-Monetary Incentives to Reward Your Employees Total compensation
A total compensation package is the combination of direct and indirect forms of
compensation, which is then presented to an employee as part of their contract. It’s
an important part of a company’s talent acquisition strategy. Benefits are often also
considered part of the total compensation package.
Every new hire should receive a clear report of their compensation package and
know who to contact if they have any questions. Splitting direct and indirect
compensation into two columns can make it easier for your employees to understand
what they will receive and are entitled to.
The law requires all companies to provide a basic set of compensation to employees,
but an attractive compensation package will help you stand out from the crowd and
win the war on talent, as well as retain your best employees.
Types of employee benefits Total rewards platform Benify has identified four
distinct categories, which are:
 Benefits at work
 Benefits for health
 Benefits for financial security
 Life style benefits
Let’s take a closer look at these benefit categories.
Benefits at work flexible working hours
Flexible working hours mean that employees are able to have some control over
their schedule and work at times most convenient for them. This is especially
important for parents, pet owners and carers.
According to a survey by Future Forum, 95% of respondents care more about
flexible hours than remote work, while a report by Adobe found that 84% of
enterprise employees would like some flexibility.
On top of this, HBR’s survey found more flexible hours to be second on the list of
the most desirable
employee benefits.
Paid time off
Paid time off is usually given to salaried employees and termed as annual leave.
This is typically in the range of two to four weeks each year, which the employee
can use as and when they like.
Some companies, such as Airbnb, have introduced an unlimited PTO benefit,
which gives employees much more flexibility to manage their own leave as long as
they continue to meet their responsibilities.
The added benefit of this to the organization is that they don’t have to pay back
employees for any
unused paid time off when they leave the organization, which can be costly.

Leave:
There are many other types of leave that an organization can offer its employees,
including sick leave, parental leave, public holidays, bereavement leave, study
leave, adverse weather leave, volunteer time off, and more.
Sometimes, this leave will be paid, and other times, it won’t, depending on the
company policy.

Skills development:
Another benefit that employers can offer is funding for extra tuition or student
loans, as well as budgeting for online courses, workshops, and certification
programs that help employees learn new skills and progress in their careers.

Food & beverages:

Offering free or discounted food and beverages at work is a popular voluntary
benefit, particularly in Europe, and can go a long way in improving the
happiness of your staff.
Whether you offer snacks or free tea and coffee in the break room, subsidized
meals, or vouchers that cover your employee’s food while at work, this can really
set you apart from your competition. Plus, offering healthy snacks, food, and
plenty of water machines or free bottles of water will keep your employees
energized and productive throughout the day.

Gifts & activities:

Whether it’s a team bonding experience, an evening out, company swag,
recognition rewards, or even a birthday gift, these small perks all contribute to a
happy and positive work environment. For example, Zappos recognizes employees
achievements by rewarding them with “Zollars,” which can be spent in store, at the
movies, or used to make a donation to charity.

Benefits for Health:

Health care
This includes common healthcare such as health insurance, dental plans, and
vision plans. But some companies go the extra mile by offering more
specialized services such as massage therapy, physiotherapy, acupuncture,
fertility treatment, and more.
Apple’s major campuses provide all employees with access to an on-site doctor,
nurse, dietician, and acupuncturist.
Wellness incentives
As a society, we are starting to acknowledge that health does not just relate to the
physical body but also the emotional, mental, and spiritual body. Therefore,
many companies are taking a more holistic approach to health and offering more
encompassing wellness incentives for employees. This includes therapy sessions,
a care plan for each employee, sleep pods to take a quick power nap at work, and
more.

Career platform Zippia compiled numerous statistics and reports that effective
employee wellness programs reduce absenteeism by 14-19%, and over 85% of
employees in these programs intend to stay in their jobs.

Example 1: A full-time hourly employee in retail compensation

Benefits
Base pay: $12 per hour (up to 40 hours per week)
Overtime pay: $18 per hour for any overtime worked 3 weeks of paid leave per
year for full-time employees
$200 clothing allowance
15% discount on everything in store and online, and 25% discount after 12 months
of employment.

Name: Syed Jehanzaib

Student ID: 20224

TOPIC 5 RIGHT JOB SIZE:

Right Job Size within an organization, when viewed through a humanistic lens,
emphasizes the well- being and fulfillment of employees alongside organizational
goals. It's about ensuring that each person's workload is reasonable, aligns with
their skills and abilities, and fosters a sense of purpose and satisfaction. Let's delve
into this concept with clear, straightforward language and real-world examples:
Recognizing Individual Talents:
Picture a software development company. Within this organization, there's a
programmer named Alex who excels at problem-solving and coding complex
algorithms. Assigning Alex to projects that capitalize on these strengths, such as
developing innovative software features, illustrates right job sizing. It's akin to
placing the right tool in the hands of a skilled craftsman to maximize efficiency and
quality.

Avoiding Overwhelm:
Now, imagine if Alex was tasked with managing multiple projects simultaneously,
each with tight deadlines and competing priorities. This could lead to burnout and
decreased productivity. Right job sizing involves ensuring that employees like
Alex have a manageable workload, allowing them to focus and deliver their best
work without undue stress. It's like balancing a load on a seesaw to prevent it from
tipping too far in one direction.

Encouraging Growth Opportunities:

Consider another scenario: Emily, a marketing associate, expresses an interest in
learning more about social media advertising. The organization responds by
enrolling her in relevant training programs and gradually entrusting her with more
responsibility in that area. This demonstrates a commitment to nurturing talent and
providing opportunities for personal and professional development. It's akin to
planting a seed and providing the right nutrients for it to grow into a flourishing
plant.

Promoting Work-Life Balance:

In our software development company, managers prioritize work-life balance by
encouraging employees to take regular breaks, disconnect after hours, and use their
vacation time. This shows respect for employees' well-being and acknowledges that
productivity isn't solely determined by hours worked. It's like recognizing that a
rechargeable battery needs time to rest and regain its power.
Fostering Collaboration and Support:
Within teams, colleagues readily offer assistance and support to one another,
ensuring that no one feels overwhelmed or isolated. This collaborative spirit fosters
a sense of belonging and reinforces the idea that everyone's contributions are
valued. It's like a relay race where each team member passes the baton smoothly,
knowing that they're all working towards a common goal.

By adopting a humanistic approach to right job sizing, organizations can create a

work environment where employees feel appreciated, motivated, and empowered to
excel. When individuals are placed in roles that leverage their strengths, provide
opportunities for growth, and prioritize their well-being, both the organization and
its employees reap the benefits of increased productivity, morale, and success.

Name: Shahzaib Ahmed

Student ID: 19765

TOPIC 06 COMPUTER LITERACY:

Introduction:
Computer literacy is a crucial topic in the context of managing human capital,
especially in today's digital age where technology plays a significant role in nearly
every aspect of business operations. Here's how computer literacy intersects with
managing human capital:
Workforce Efficiency:
Computer literacy ensures that employees can efficiently use various software
applications and tools to perform their tasks. A workforce proficient in computer
skills can complete assignments more quickly and accurately, leading to increased
productivity and efficiency.

Communication and Collaboration:

In a business environment, effective communication and collaboration are
essential. Computer literacy enables employees to utilize email, instant messaging,
video conferencing, and collaboration platforms effectively. Managers must ensure
that their workforce is proficient in these technologies to facilitate seamless
communication and collaboration among team members.

Data Management and Analysis:

Managing human capital involves analyzing data related to employee performance,
productivity, and engagement. Computer literacy equips employees with the skills
needed to collect, analyze, and interpret data using various software tools such as
spreadsheets, databases, and analytics software. This enables managers to make
informed decisions based on data-driven insights.

Adaptability and Innovation:

Technology is constantly evolving, and businesses must adapt to new tools and
software to stay competitive. A workforce that is computer literate is more
adaptable to technological changes and can quickly learn and adopt new software
and technologies. Moreover, computer-literate employees can contribute to
innovation by leveraging technology to develop new processes, products, and
services.

Training and Development:

Managing human capital involves investing in the training and development of
employees. Computer literacy training programs can help employees enhance their
skills and stay updated with the latest technology trends. These programs can be
tailored to meet the specific needs of different departments or job roles within the
organization.

Cybersecurity Awareness:
In an age of increasing cybersecurity threats, computer literacy also encompasses
knowledge of cybersecurity best practices. Employees need to understand how to
recognize and mitigate cybersecurity risks such as phishing attacks, malware, and
data breaches. Managers should incorporate cybersecurity awareness training into
computer literacy programs to ensure that employees can protect sensitive
information and assets.

Conclusion:
Overall, integrating computer literacy into managing human capital prepares
individuals to effectively leverage technology in the workplace and manage the
technological aspects of human resource management. It equips future managers
with the skills needed to maximize workforce productivity, foster collaboration,
and drive innovation in a digital business environment.

Name: Fareed
Student ID: 19766

TOPIC 7 PAYROLL SOFTWARE:

Payroll software is a crucial tool for organizations, streamlining the complex
process of managing employee compensation, taxes, and benefits. From an
organizational perspective, here's a detailed description of what payroll
software offers:

Automated Payroll Processing:

Payroll software automates the calculation of employee wages, including salaries,
hourly rates, overtime, bonuses, and deductions. This automation reduces the risk of
human error and ensures accurate payments to employees.

Tax Compliance:
Payroll software keeps organizations compliant with tax regulations by
automatically calculating and deducting federal, state, and local taxes from
employee paychecks. It also generates tax forms, such as W-2s and 1099s, and
ensures timely tax filings, reducing the risk of penalties for non- compliance.

Direct Deposit and Payment Options:

Most payroll software allows organizations to offer direct deposit as a payment
option, eliminating the need for paper checks and reducing administrative costs.
Additionally, some software supports alternative payment methods, such as
paycards or electronic wallets, providing flexibility for employees.

Employee Self-Service:
Payroll software often includes employee self-service portals where staff can
access their pay stubs, tax documents, and benefit information online. This
empowers employees to manage their payroll-related tasks independently,
reducing the administrative burden on HR staff.

Benefits Administration:
Many payroll software solutions integrate with benefits administration systems to
manage employee benefits, such as health insurance, retirement plans, and flexible
spending accounts. This integration ensures accurate deductions and simplifies
benefits enrollment and management.

Time and Attendance Tracking Integration:

Some payroll software solutions integrate with time and attendance tracking
systems to accurately calculate employee hours worked, including regular time,
overtime, and paid time off. This integration streamlines payroll processing and
ensures accurate payment for hours worked
Reporting and Analytics:
Payroll software generates various reports and analytics to help organizations
monitor payroll expenses, track labor costs, and analyze workforce trends. These
insights enable informed decision-making and strategic planning related to
staffing and budgeting.

Compliance Monitoring:
Payroll software helps organizations stay compliant with labor laws and
regulations by tracking employee classifications, such as exempt or non-exempt
status, and ensuring adherence to minimum wage requirements, overtime rules,
and other employment regulations.

Integration with Accounting Software:

Payroll software often integrates with accounting software to streamline financial
processes and ensure accurate recording of payroll expenses in the organization's
general ledger. This integration simplifies financial reporting and reconciliation.

Security and Data Protection:

Payroll software prioritizes the security and protection of sensitive employee data,
implementing robust security measures such as encryption, multi-factor
authentication, and regular data backups to safeguard against data breaches and
unauthorized access.

Payroll software serves as a comprehensive solution for organizations to efficiently

manage payroll processes, ensure compliance with tax and labor regulations,
empower employees with self- service tools, and generate insights to support
strategic decision-making. Its features and capabilities contribute to increased
accuracy, efficiency, and compliance in managing employee compensation and
benefits.
Name: Danish
Student ID: 19771

TOPIC 8 NUMERICAL SKILL OF HRM:

Numerical skills in Human Resource Management (HRM) refer to the ability to
analyze, interpret, and manipulate numerical data and statistics related to various
HR functions. Some examples of numerical skills in HRM include:

Data Analysis: HR professionals need to analyze data related to employee

performance, turnover rates, compensation, and benefits to identify trends,
patterns, and areas for improvement.

Budgeting: HR managers often handle budgeting and financial planning for

activities such as recruitment, training, and employee development. They need to
be able to accurately estimate costs and allocate resources effectively.

Statistical Analysis: Understanding statistical concepts and techniques

is important for HR professionals when conducting surveys, analyzing
survey data, and interpreting results.
Forecasting: HR managers may use numerical skills to forecast future
workforce needs based on factors such as company growth, industry trends, and
turnover rates.

Payroll Processing: HR professionals need to be proficient in processing

payroll, calculating salaries, wages, taxes, and deductions accurately.

Performance Metrics: HR professionals use numerical metrics such as Key

Performance Indicators (KPIs) to evaluate employee performance, track progress
towards organizational goals, and assess the effectiveness of HR initiatives.
Compliance and Regulations: HR managers must ensure compliance with labor
laws, regulations, and company policies, which may involve interpreting and
applying numerical data related to legal requirements such as minimum wage laws,
overtime regulations, and benefits eligibility.

Overall, strong numerical skills are essential for HR professionals to effectively

manage various aspects of human capital and contribute to organizational success.
Name: Abdul Rehman
Student ID: 19860

TOPIC 9 ( PAYROLL SOPS):

Essential Payroll SOPs (Standard Operating Procedures) might include:
Employee Onboarding:
Process: Detailing the steps for collecting necessary payroll information from
new hires, setting up payroll accounts, and explaining payment schedules.
Timekeeping Procedures:
Outlining how employees record their work hours, whether through a digital
system, time clocks, or manual timesheets, and how this data is verified and
processed for payroll.
Payroll Processing:
Describing the steps involved in calculating wages, including deductions for
taxes, benefits, and other withholdings, and ensuring accuracy in payment
distribution.
Tax Compliance:
Addressing how to handle payroll taxes, including federal, state, and local
tax requirements, filing deadlines, and procedures for issuing tax forms
such as W-2s and 1099s.
Benefits Administration:
Explaining the procedures for managing employee benefits such as health
insurance, retirement plans, and other deductions that impact payroll.
Payroll Reporting:
Detailing the creation and distribution of payroll reports to stakeholders,
including management, accounting, and regulatory agencies, to ensure
transparency and compliance.\
Record Keeping:
Establishing guidelines for maintaining payroll records, including how long to
retain records, where to store them, and who has access to sensitive payroll
information.
Payroll Audits:
Outlining procedures for conducting regular audits of payroll processes to identify
errors, discrepancies, or potential areas for improvement.
Name: Muhammad Shahzaib
Student ID: 19769

TOPIC 10: RELATION WITH BANK AND MONEY:

The relationship with banks and money primarily involves payroll management,
employee benefits administration, and financial wellness programs. Here's how
banks and money relate to HR concepts:

Payroll Management:
HR departments often work closely with banks to ensure smooth payroll
processing. This includes setting up direct deposit accounts for employees,
managing salary payments, and addressing any payroll-related issues or
discrepancies.

Employee Benefits Administration:

Many companies offer various benefits such as retirement plans, health
insurance, and flexible spending accounts. HR professionals coordinate with
banks to administer these benefits efficiently, including contributions,
withdrawals, and investment management.

Financial Wellness Programs:

HR may collaborate with banks to provide financial education and wellness
programs to employees. These programs aim to improve financial literacy,
budgeting skills, and overall financial well-being.

Employee Banking Services:

Some companies partner with banks to offer exclusive banking services or
discounts to their employees. This can include preferential interest rates on loans,
waived fees, or special account packages tailored for employees.

Overall, the relationship between HR, banks, and money revolves around ensuring
the financial stability and well-being of employees, while also streamlining
administrative processes related to payroll and benefits.
Name: Muhammad Faisal
Student ID: 19887

TOPIC 11 (PROVIDENT FUNDS OF EOBI) :

The Employees' Old-Age Benefits Institution (EOBI) in Pakistan manages the
Employees' Old-Age Benefits Scheme (EOB Scheme), which provides social
security benefits to employees in the private sector. One of the benefits provided
under this scheme is the old-age pension, which is essentially a form of provident
fund.
Employees and their employers contribute to this fund during the employee's
working years, and upon reaching retirement age, the employee becomes eligible
to receive a monthly pension based on their contributions and the terms of the
scheme.
The EOBI plays a crucial role in managing these provident funds, ensuring that
they are adequately funded and that eligible retirees receive their pensions in a
timely manner. The EOBI also administers other benefits such as survivor's
pension, invalidity pension, old-age grant, and survivor's grant.

ELEMENTS OF EOBI:
Old-Age Pension
EOBI provides a monthly pension to retired employees who have contributed to the
scheme during their working years. The pension amount is based on the individual's
contributions and the terms of the scheme.
Example: Mr. Ali, who worked for 25 years and contributed to EOBI throughout
his career, receives a monthly pension from EOBI after retirement. The pension
amount is calculated based on his years of service and contributions made.
Contributions
Both employees and their employers contribute to the EOBI fund during the
employee's working years. These contributions form the basis for providing
benefits to employees upon retirement.
Example: Ms. Khan's employer deducts a portion of her salary every month as
EOBI contributions, and the employer also contributes an equal amount on her
behalf. These contributions form the basis for providing retirement benefits to Ms.
Khan in the future.

Survivor's Pension
In the event of an employee's death, EOBI provides a survivor's pension to the
deceased employee's spouse and dependent children.
Example: After the unfortunate demise of Mr. Ahmed, EOBI provides a
survivor's pension to his widow and dependent children to support them
financially in the absence of Mr. Ahmed's income.

Invalidity Pension
EOBI also offers an invalidity pension to employees who become permanently
disabled and are unable to work due to a disability.

Example: Ms. Fatima, who became permanently disabled due to a workplace injury,
receives an invalidity pension from EOBI since she is unable to work anymore. This
pension helps her cover her living expenses despite her disability.
Old-Age Grant:
Apart from the pension, EOBI may provide a one-time lump sum payment known
as an old-age grant to eligible individuals who have reached retirement age but
have not completed the required years of service to qualify for a pension.
Example: Mr. Rahman, who reached retirement age but did not complete the
required years of service to qualify for a pension, receives an old-age grant from
EOBI as a one-time lump sum payment to support him in his retirement.

Administration EOBI:
is responsible for administering the entire social security scheme, including
collecting contributions, managing funds, determining eligibility criteria, and
disbursing benefits to eligible individuals.
Example: EOBI is responsible for collecting contributions from employers,
managing the funds efficiently, determining eligibility criteria for benefits, and
disbursing pensions and grants to eligible individuals in a timely manner.

Registration:
Employers are required to register their employees with EOBI and make regular
contributions to the fund on behalf of their employees.

Example: XYZ Corporation registers all its employees with EOBI as per the legal
requirement and ensures that EOBI contributions are made regularly on behalf of
each employee to secure their future retirement benefits.

Legal Framework:
EOBI operates under the Employees' Old-Age Benefits Act, 1976, which lays
down the legal framework for the institution's functions, powers, and
responsibilities.
Example: EOBI operates under the legal framework provided by the Employees'
Old-Age Benefits Act, 1976, which outlines the rights, obligations, and procedures
governing the provision of social security benefits to employees in Pakistan.

SUMMARY:
Overall, EOBI plays a crucial role in providing social security benefits to
employees in the private sector in Pakistan, ensuring their financial well-being
during retirement and in times of need.
Name: Arsalan ul Haq
Student ID: 19867

TOPIC 12: EXCEL - POWER BI:

Introduction:
Excel and Power BI are two powerful tools developed by Microsoft that cater to
different aspects of data analysis and visualization. Excel is a versatile spreadsheet
application used for organizing and analyzing data, While Power BI is a robust
business analytics tool designed for interactive data visualization and business
intelligence. Both tools have their unique features and benefits, and understanding
how to leverage them effectively can greatly enhance data-driven decision-making
processes.

Uses:
Excel is commonly used for various tasks such as financial analysis, budgeting, data
entry, and basic data visualization. It allows users to perform calculations, create
charts and graphs, and organize data in tabular format. On the other hand, Power BI
is ideal for creating interactive reports and dashboards, performing advanced data
modeling, and analyzing large datasets. It can connect to multiple data sources,
transform and clean data, and generate insights through visualizations and analytics.

Benefits:
Excel:
Versatile:
Excel can handle a wide range of tasks, from simple calculations to complex data
analysis.
Familiarity:
Many users are already familiar with Excel's interface and functions, making it
easy to get started.
Accessibility:
Excel is available as part of the Microsoft Office suite and is widely used in
various industries and sectors dashboards that can be easily shared and
explored.
Advanced Analytics:
Power BI offers advanced data modeling and analytics capabilities, enabling users
to gain deepe r insights from their data.

Scalability:
Power BI can handle large datasets and is suitable for enterprise-level business
intelligence needs.

Example:
Consider a retail company that wants to analyze its sales data to identify trends and
opportunities for growth. The company can use Excel to organize and clean the
sales data, calculate metrics such as revenue and profit margins, and create basic
charts to visualize sales performance by region or product category.

Once the data is prepared in Excel, the company can import it into Power BI to
create interactive dashboards that provide real-time insights into sales performance.
Power BI can connect to additional data sources such as customer demographics or
market trends to enrich the analysis further. The company can then share these
dashboards with stakeholders across the organization, enabling informed decision-
making based on actionable insights.

Conclusion:
In conclusion, Excel and Power BI are both valuable tools for data analysis and
visualization, each offering its own set of features and benefits. While Excel is
suitable for basic data manipulation and visualization tasks, Power BI provides
more advanced capabilities for interactive reporting and business intelligence. By
understanding the strengths of each tool and how they complement each other,
organizations can leverage their data more effectively to drive informed decision-
making and achieve their business objectives.
 HR Data Sources

Excel Spreadsheets

Power Query & Data Model

Power BI Desktop

Data Visualization & Analysis

Power BI Reports

Insights & Decision Making

 HR Data Sources: This can include various sources of HR data such as

employee databases, performance evaluations, recruitment data, etc.
 Excel Spreadsheets: Data from HR sources may initially be stored and
managed in Excel spreadsheets.
 Power Query & Data Model: Excel's Power Query and Data Model
functionalities can be used to clean, transform, and model the data in Excel.
Power Query helps in importing and shaping data, while the Data Model
allows for building relationships between different datasets.
 Power BI Desktop: Once the data is prepared in Excel, it can be seamlessly
imported into Power BI Desktop. Power BI Desktop is a powerful tool for
creating interactive data visualizations and reports.
 Data Visualization & Analysis: In Power BI Desktop, users can create
visualizations such as charts, graphs, tables, and maps to analyze the HR data.
 Power BI Reports: These visualizations can be combined into comprehensive
reports that provide insights into various aspects of HR, such as employee
performance, recruitment trends, turnover rates, etc.
 Insights & Decision Making: The reports generated in Power BI can help HR
professionals and decision-makers gain insights into workforce dynamics,
identify trends, and make data-driven decisions to optimize HR strategies and
processes.
Name: Maryam Noor
Student ID: 20185

TOPIC 13 BENEFITS OF CALCULATION SHEET:

Unveiling the Humanistic Approach to Calculation Sheets: Simplifying
Complexity with Clarity and Compassion

Introduction:
Calculation sheets are more than just a tool for number crunching; they are a
medium to communicate complex data in a concise, understandable manner. By
infusing a humanistic approach into these sheets, we unlock a realm of benefits that
extend beyond mere calculations.

Enhanced Clarity:
Humanistic calculation sheets prioritize clarity over complexity. By using easy
and crisp language, these sheets ensure that anyone, regardless of their expertise,
can grasp the information effortlessly.
Example:
Instead of using technical jargon, a humanistic calculation sheet for budget
planning might state, "Projected Expenses" instead of "Forecasted Expenditures."

Improved Understanding:
Through the use of relatable language and real-life examples, humanistic
calculation sheets foster a deeper understanding of the data presented.
Example:
In a financial report, instead of solely presenting numbers, a humanistic approach
may include a brief narrative explaining the significance of those figures, such as
"Increased revenue by 10% due to successful marketing campaigns."

Empathy in Communication:
Humanistic calculation sheets consider the end-users' perspective, recognizing
that behind every number lies a human story. They convey information with
empathy, acknowledging the impact of decisions on individuals.
Example:
In a project cost analysis, instead of just stating the total expenses, a humanistic
approach may highlight the implications for stakeholders, such as "Investing in
sustainable practices not only reduces costs but also benefits the environment."
Encouraging Collaboration:
By making information accessible and understandable, humanistic
calculation sheets facilitate collaboration among team members, fostering a
sense of inclusivity and shared ownership.
Example:
A project timeline spreadsheet could include clear milestones and deadlines,
allowing team members to coordinate efforts effectively and support each other
in achieving goals.

Building Trust:
Humanistic calculation sheets build trust by being transparent and honest in their
communication. By presenting information in a straightforward manner, they
foster confidence in decision-making processes.
Example:
A sales performance report may include not only successful outcomes but also
areas for improvement, demonstrating a commitment to continuous growth
and honesty.

Conclusion:
Incorporating a humanistic approach into calculation sheets transforms them
from mere data repositories into powerful tools for communication and
collaboration. By prioritizing clarity, understanding, empathy, collaboration, and
trust, these sheets become catalysts for informed decision- making and positive
outcomes in any scenario.
Benefits of Calculation Sheet :
HR ANALYSIS:

Data Organization Data Analysis

Visualization Aid Camparative Studies

Model Testing Predective Power