Payrolls

The payroll model automates salary management by gathering the worker's data about their work, attendance, calculating deductions and taxes, and the social security contributions periodically generating the payment order. It also allows the generation of data and statistics for all personnel related to these data. Sophisticated systems can establish accounts payable, employee deduction transactions or produce checks. The payroll module sends the information to the general ledger.

Likewise, you can follow a piece-rate payroll scheme which increases staff performance.

Management of work benefits

The work benefits management module allows you to evaluate the time/work information of each employee. Data analysis allows for better distribution of work. This module is a key ingredient in establishing positive and evaluative organizational cost analytical accounting capabilities.

The social benefits management module allows human resources professionals to best manage social benefits, whether mandatory or not, such as health insurance, work accident insurance, or complementary retirement systems.

Transfer control

The clocking control or time control module allows you to calculate the employee's effective working time, recording the actual start and end times of the working day. In several countries it is mandatory by law to store a transfer control record[5]​ in order to avoid fraud. Although nowadays there is the possibility of clocking in from a smartphone using apps, clocking in is normally carried out on electronic devices known as clock clocks or time control terminals. These devices guarantee that signing-in is carried out in the same workplace and identify workers using an RFID card or by recognizing a biometric feature such as fingerprint, face or iris. The latter guarantee the authorship of the clocking, preventing one worker from being able to clock in for another, but require a certain level of compliance with legislation relating to data protection.[6] Clock clocks also allow time control to be combined with electronic access control to premises that may put the safety of workers at risk, an aspect to be taken into account in any occupational risk prevention solution.

Human resources management

The human resources management module covers other aspects of HR, includes fewer legal details and is more focused on a management policy. The system records data on management, selection, training and development, capabilities, skills management and other related activities. Here personal data (age, address, family...), skills and titles, training followed, salary levels, curriculum vitae data registration, among others, are managed. Some platforms such as SAP SuccessFactors, Bizneo HR, Workbeat, Workday,[7] PeopleForce, Cloud Human Resources Software, BambooHR or Zoho People offer this type of integrated functionality.

Productivity indicators

To evaluate the productivity of each employee, it is necessary to quantify the time and activities that generate positive results within the organization. This becomes very complicated, especially in service companies where intangible goods are produced. In these cases it is necessary to "measure" the activities of each of the employees, separating the "Productive" activities (Those that are directly related to the company) from the "Personal" activities (Those that have no direct relationship with the company). In this way, the real cost (man hours) that it takes for each of them to carry out their tasks, as well as the tools they use to achieve the objectives, can be quantified.

The Information System allows these four segments to be integrated, creating functional connections between these activities in the computer program.

Using the Internet or corporate intranet as a means of communicating and sending files, technology can reduce transaction costs, leading to greater organizational effectiveness. Workers or service managers may also have partial access to the system, which allows them, for example, to enter the data that concerns them themselves, such as permit requests and others. Those tasks that are costly in time and money, such as the administrative management of personnel, the change of personal data, the registration of a training course or a pension plan, can therefore be carried out by the person who is the direct cause of the action to be carried out. This frees management staff from boring and repetitive tasks, allowing them to focus on strategic or political decision-making problems that lead to business innovation. The vacancy announcement appears on the agency's online website including an email address for candidates to send their resumes. This agency will then present the client with the candidates that it considers best fit the profile so that the client can choose the most suitable one.

Payrolls

The payroll model automates salary management by gathering the worker's data about their work, attendance, calculating deductions and taxes, and the social security contributions periodically generating the payment order. It also allows the generation of data and statistics for all personnel related to these data. Sophisticated systems can establish accounts payable, employee deduction transactions or produce checks. The payroll module sends the information to the general ledger.

Likewise, you can follow a piece-rate payroll scheme which increases staff performance.

Management of work benefits

The work benefits management module allows you to evaluate the time/work information of each employee. Data analysis allows for better distribution of work. This module is a key ingredient in establishing positive and evaluative organizational cost analytical accounting capabilities.

The social benefits management module allows human resources professionals to best manage social benefits, whether mandatory or not, such as health insurance, work accident insurance, or complementary retirement systems.

Transfer control

The clocking control or time control module allows you to calculate the employee's effective working time, recording the actual start and end times of the working day. In several countries it is mandatory by law to store a transfer control record[5]​ in order to avoid fraud. Although nowadays there is the possibility of clocking in from a smartphone using apps, clocking in is normally carried out on electronic devices known as clock clocks or time control terminals. These devices guarantee that signing-in is carried out in the same workplace and identify workers using an RFID card or by recognizing a biometric feature such as fingerprint, face or iris. The latter guarantee the authorship of the clocking, preventing one worker from being able to clock in for another, but require a certain level of compliance with legislation relating to data protection.[6] Clock clocks also allow time control to be combined with electronic access control to premises that may put the safety of workers at risk, an aspect to be taken into account in any occupational risk prevention solution.

Human resources management

The human resources management module covers other aspects of HR, includes fewer legal details and is more focused on a management policy. The system records data on management, selection, training and development, capabilities, skills management and other related activities. Here personal data (age, address, family...), skills and titles, training followed, salary levels, curriculum vitae data registration, among others, are managed. Some platforms such as SAP SuccessFactors, Bizneo HR, Workbeat, Workday,[7] PeopleForce, Cloud Human Resources Software, BambooHR or Zoho People offer this type of integrated functionality.

Productivity indicators

To evaluate the productivity of each employee, it is necessary to quantify the time and activities that generate positive results within the organization. This becomes very complicated, especially in service companies where intangible goods are produced. In these cases it is necessary to "measure" the activities of each of the employees, separating the "Productive" activities (Those that are directly related to the company) from the "Personal" activities (Those that have no direct relationship with the company). In this way, the real cost (man hours) that it takes for each of them to carry out their tasks, as well as the tools they use to achieve the objectives, can be quantified.

The Information System allows these four segments to be integrated, creating functional connections between these activities in the computer program.

Using the Internet or corporate intranet as a means of communicating and sending files, technology can reduce transaction costs, leading to greater organizational effectiveness. Workers or service managers may also have partial access to the system, which allows them, for example, to enter the data that concerns them themselves, such as permit requests and others. Those tasks that are costly in time and money, such as the administrative management of personnel, the change of personal data, the registration of a training course or a pension plan, can therefore be carried out by the person who is the direct cause of the action to be carried out. This frees management staff from boring and repetitive tasks, allowing them to focus on strategic or political decision-making problems that lead to business innovation. The vacancy announcement appears on the agency's online website including an email address for candidates to send their resumes. This agency will then present the client with the candidates that it considers best fit the profile so that the client can choose the most suitable one.