Saral PayPack
Your Path to Effortless Payroll Processing

Challenges Faced by M S Ramaiah University

• Unusual TDS Calculation Period: The university needed to calculate and file TDS (Tax Deducted at Source) for employees from March to February, which deviated from the regular April to March financial year used in India.
• Leave Allotment: The university struggled with manually allocating monthly leaves to employees, which was a time-consuming and error-prone process.
• Form T and Muster Roll Preparation: Preparing Form T and maintaining muster rolls for employees was a cumbersome manual task.
• DA (Dearness Allowance) Percentage Changes: Monthly or quarterly changes in DA percentages for employees were not being efficiently managed, resulting in inaccuracies in salary calculations.

Solution by Saral PayPack

• Mar-Feb TDS Calculation Option: The software was configured to enable TDS calculation from March to February, aligning with the university’s requirements without changing the financial year.
• Auto Leave Allotment: Saral PayPack’s auto leave allotment feature was utilized to automatically assign leaves based on the salary calendar days, simplifying the leave management process.
• Form T and Muster Roll Generation: Saral PayPack’s reporting features were employed to generate Form T and streamline the preparation of muster rolls, reducing manual efforts.
• DA Percentage Calculation: The software was configured to calculate the DA component based on predefined formulas, ensuring that percentage increases were automatically computed and applied to salaries and payslips.

• Dynamic Workforce: Mysore Polymers had a dynamic workforce with frequent changes in employee grades, positions, and job roles. This made it challenging to maintain accurate records and salary calculations.
• Complex Salary Calculations: The company’s salary structure was intricate, with components such as production-based pay, piece-rate calculation, and incentive-based earnings. Keeping track of these calculations became increasingly challenging as the company grew.
• Grade-wise Increments: Employees expected grade-based increments, which further complicated the payroll process.
• Attendance Bonus: Mysore Polymers offered attendance bonuses to motivate employees but integrating these bonuses into the salary structure was a complex task.

• Manufacturing Module: The company introduced a dedicated manufacturing module that encompassed production, piece-rate calculations, and incentive-based salary calculations. This module not only streamlined these processes but also provided the flexibility to accommodate changes in employee grades, positions, and work roles.
• Grade-based Auto Increment: To address the issue of grade-wise increments, Mysore Polymers leveraged the system’s “auto increment by grade” feature. This allowed the company to efficiently provide bulk increments to employees based on their respective grades.
• Incentive Management: The company defined an incentive structure based on attendance data. This incentive was not only integrated into the salary calculation but also allowed for manual adjustments, giving Mysore Polymers the flexibility to motivate and reward employees based on performance.