lOMoARcPSD|39590716

Comsyn - summer internship report of performance

management system and payroll system
Management Program (Medi-Caps University)

Scan to open on Studocu

Studocu is not sponsored or endorsed by any college or university

Downloaded by Md. Didarul Alam ([email protected])
 lOMoARcPSD|39590716

MEDICAPS UNIVERSITY INDORE

SUMMER INTERNSHIP PROJECT REPORT
2022-2023
ON
Performance Management System and Payroll Activities

COMMERCIAL SYN BAGS LTD(COMSYN)

PITHAMPUR
Submitted as partial fulfillment for the degree as
MASTER OF BUSINESS ADMINISTRATION

Submitted by: Seema Biswal

MS21MS501361

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

INDEX

S. No. Particulars page no.

Certificate
Declaration by the Student 3-5
Acknowledgement
1. Introduction
1.1company profile
1.2 Board of directors 6-9
1.3 Some glimpse of comsyn

2. 2.1 Introduction of PMS

2.2 360 degree feedback circle 10-15
2.3 process of PMS
3. 3.1Objective of the project
3.2 Review of literature 16-18
4. 4.1 Objective of PMS 19-21
4.2 Highlight of the system
5. 5.1 Payroll activities in H.R.M 22-26

6. Learnings from the Internship 26-28

7. Conclusion
29

CERTIFICATE

This is to certify that the project on the “performance management system

and Payroll Activity” is a Bonafede work carried

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

out by Seema biswal,MS21MS501361

student of MBA 2nd Semester (Batch 2021-23) of Medi-caps University, Indore
under my guidance and direction.

Date: - 6 July 2022

Signature
Place: - Pithampur
Name:-Yogesh Tripathi sir (AGM)

DECLARATION

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

I, Seema biswal student of Masters of business administration from Medi

caps University hereby declare that I have completed Summer Internship on
STUDY OF PERFORMANCE MANAGEMENT SYSTEM and PAYROLL ACTIVITIES
AT commercial syn bags ltd as part of the course requirement . I further declare
that the information presented in this project is true and original to the best of
my knowledge

Seema biswal
MS21MS501361

Acknowledgement

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

The project Title ‘“Analysis of Performance Management System and PAYROLL

ACTIVITIES at commercial syn bags ltd . My project work has been successfully
accomplished due to cooperative efforts of many people. I owe enormous
intellectual debt towards my industry guide Mrs. Nisha Karole mam( senior
executive hr manager)who has augmented my knowledge in the field of my
research. They have helped me learn about the process and giving me valuable
insight into the organization.
A special thanks to Mr. Yogesh Tripathi sir ( AGM )for giving me the
opportunity of association with the organisation. Last but not the least, I feel
indebted to all those persons and organization which have helped in the
successful completion of this study.

Introduction
Company Profile

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

COMSYN (Commercial Syn Bags Ltd )is a manufacturer of FIBC, Tarpaulin,

Woven Sacks, and BOPP Bags, located in Indore, a city in Central India.
COMSYN is a member of 50 years old Choudhary Group, which has a wide
range of business interests. Having more than 3 decades of experience, The
main focus is on providing customer with the best possible solution for his
packing needs within a specific time frame. We are always ready to innovate
and manufacture a product as per customer need. We have a strong customer
base spread across all the six continents.

A wide range of products helps us serving our customer better. Our long-term
success requires a total commitment to exceptional standards of productivity
and quality, to working together efficiently & effectively, willingness to
embrace new ideas and learn continuously. We believe in Ethical corporate
behaviour towards everyone we work with, the communities we touch, and the
environment on which we have an impact.

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

This is our road to sustainable, profitable growth, creating long-term value for
our people, our business partners and society. We have a healthy work
environment. Our manufacturing capacity is of 21000 M.T. per annum. We
produce 4-5 million Big Bags annually. The company is socially responsible
towards its 2000 employee, who are pillar of the company. Our team comprise
of experienced individuals, who are sincerely devoted to producing the best
product.

Board Of Directors

S. No. Name POST

1. Mr. Anil Choudhary Chairman & Managing Director
2. Mrs. Ranjana Choudhary Whole Time Director
3. Mr. Virendra Singh Pamecha Whole Time Director
4. Mr. Hitesh Mehta Independent Director
5. Mr. Milind Mahajan Independent Director
6. Mr. Vijay Kumar Bansal Independent Director

Sustainability

COMSYN are committed and contributing to a sustainable future

We partner with our customers, suppliers and employees to deliver innovative

solutions, drive progress and create a safe and sustainable today and tomorrow
for everyone.

Our ‘Commitment to a Sustainable Future’ is based on three pillars:

IMPROVE :

We continuously work to improve our safety performance and environmental

footprint for the benefit of our employees, contractors, customers, neighbors,
and the environment. Our goal is to continuously improve our performance,
with the ambition to reach zero injuries, waste, and harm focusing people safety,
process safety and product safety.

GROW :
7

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

We work together with customers, suppliers, and other partners to develop

innovative and sustainable solutions that have smaller footprints or enable our
customers to be more sustainable. These include a growing share of bio-based
and biodegradable products and recently introduced, circular raw materials. We
work on Growing sales of our portfolio of sustainable solutions, enabling our
customers to become more sustainable

ENGAGE :

We engage with our people, communities and society to drive progress together.
We believe that in order to stay competitive, innovative, and successful, we
need engaged and empowered employees. We invest in training and
development for our employees and are committed to creating a diverse and
inclusive work environment where our people feel valued.

We are also highly committed to promoting the health, safety, and well-being of
all our employees at work.

Some small glimpse of commercial syn bags

ltd(COMSYN)

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

Introduction of performance management system

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

Performance management system (PMS) is the heart of any “people

management “processes in organization. Organizations exist to perform. If
properly designed and implemented it can change the course of growth and pace
of impact of organizations. If people do not perform organizations don't survive.
If people perform at their peak level organization can compete and create
waves. Performance management systems if properly designed and
implemented can change the course of growth and pace of impact of
organizations. In the past organizations as well as the HR function have wasted
a lot of time by wrongly focusing on performance appraisals rather than
performance management
. Effective performance management requires:
 Identifying the parameters of performance and stating them very clearly.
 Setting performance standards
 Planning in participative ways where appropriate, performance of all
constituents
 Identifying competencies and competency gaps that contribute/hinder to
performance
 Planning performance development activities.
 Creating ownership.
 systematically deciding and communicating what needs to be done (aims,
objectives, priorities and targets)
 a plan for ensuring that it happens (improvement, action or service plans)
 some means of assessing if this has been achieved (performance measures)
 information reaching the right people at the right time (performance
reporting) so decisions are made and actions taken
A Performance Management System enables a business to sustain profitability
and performance by linking the employees' pay to competency and contribution.
It provides opportunities for concerted
personal development and career growth. It brings all the employees under a
single strategic umbrella. Most importantly, it gives supervisors and
subordinates an equal opportunity to express themselves under structured
conditions. Managing this process effectively isn't easy. It calls for a high level
of co-ordination, channeled information flow, and timely review. Whether
employees are at a single place, or spread across multiple locations, the use of
technology can help simplify the complete process for more effective

10

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

information management. Performance management could be defined as it

begins when the job is defined and ends when an employee leaves the company.
Between these points, the following should be understood for a working
performance management system.
Developing clear job descriptions: Job descriptions are the first step in
selecting the right person for the job, and setting that person up to succeed Job
descriptions provides a framework so the applicants and new employees
understand the expectations for the position.
Selection: Jobs have different requirements. This is the process of matching the
skills and interests of a person to the requirements of a job. Finding a good job
"fit" is exceptionally important. Use of a selection process maximizes input
from potential co-workers and the person to whom the position will report.
Providing effective orientation, education, and training. Before a person can
do the best job, he or she must have the information necessary to perform. This
includes job-related, position-related, and company-related information; an
excellent understanding of product and process use and requirements; and
complete knowledge about customer needs and requirements.
Providing on-going coaching and feedback. People need ongoing, consistent
feedback that addresses both their
strengths and the weaker areas of their performance. Effective feedback focuses
more intensely on helping people build on their strengths. Feedback is a two-
way process that encourages the employee to seek help
Conducting quarterly or annual performance development discussions. If
supervisors are giving employees frequent feedback and coaching, performance
reviews can change from negative, evaluative, one-sided presentations to
positive, planning meetings.
Designing effective compensation and recognition systems that reward
people for their contributions: The power of an effective compensation system
is frequently overlooked and downplayed in some employee motivation-related
literature
Providing promotional/career development opportunities for staff: The
supervisor plays a key role in helping staff develop their potential. Growth
goals, changing and challenging job assignments and responsibilities, and cross-
training contribute to the development of a more effective staff member.
Assisting with exit interviews to understand WHY valued employees leave
the organization: When a valued person leaves the company, it is necessary to

11

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

understand why the person is leaving. This feedback will help the company
improve its work environment for people
. An improved work environment for people results in the retention of valued
staff. In this research project, I have studied, examined the traditional
Performance management scenario of the company, the process, performance
appraisal followed and the role of performance management in assessing the
performance of the employee and procedure followed by the company for
feedback session and the impact of PMS on overall working of Human
Resource department and various other departments. In addition to the above, I
have also learned about different forms used by the company for the same
purpose. I have also suggested that company should design KEY RESULT AREAS
for the employees in order for the better and realistic assessment of their performance.

THE PROCESS OF PERFORMANCE MANAGEMENT SYSTEM IN

THE COMPANY IS AS FOLLOWS:-
PERFORMANCE MANAGEMENT SYSTEM IN COMSYN
WORKMAN FORCE (360 DEGREE APPRAISAL) APPRAISAL CYCLE

The 360-degree assessment is a recognized, comprehensive and effective means

of conducting performance appraisals in the workplace. This multi-rater
feedback gives managers a good idea of what works and what doesn’t work for
them. Few methods are as effective as this survey in providing real-time
feedback to the organization and initiating action in the right direction.

A well-executed 360-degree performance appraisal can benefit leadership,

teams and the organization as a whole. By providing employees with a reliable,
confidential and trustworthy form of feedback, an organization gains valuable
insight into current employee dynamics and the overall pulse of the
organization.

A well-executed 360-degree performance appraisal can benefit leadership,

teams and the organization as a whole. By providing employees with a reliable,
confidential and trustworthy form of feedback, an organization gains valuable
insight into current employee dynamics and the overall pulse of the
organization.

360-degree feedback is a full-circle feedback

The most important basis for 360-degree evaluations is that the feedback comes
from all different levels (managers, colleagues, direct reports and external
stakeholders) and thus becomes more meaningful. Employees can see how their

12

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

work is perceived by different groups. This enables a better understanding of

performance and behavior by providing a complete picture.

Some tools are also mobile, making it even easier to stay in touch and
participate in the exercise. Very often, people use their smartphones to access
the survey form when they are on the move.

Employee feedback is the most valuable input a company can get to decide on
its future action plan, and 360-degree evaluation is the most appropriate tool to
get employee feedback.

In terms of performance management, 360-degree feedback is a process in

which not only the supervisor, but several sources of employee performance are
used. These different sources typically include a number of other people within
the organization, such as colleagues and employees or even people from
different departments.

The reason why commercial syn bags ltd use 360° feedback for performance
management is that it provides a clearer and more complete picture of employee
performance. When using traditional “top-down” feedback (where employees
are only evaluated by their direct supervisors), comsyn feel that the evaluation
can be biased and does not take into account things that direct supervisors may
not see in everyday life.

It is fairly widely accepted that 360-degree feedback provides a more accurate

picture of employee performance, which means that it is likely to be a good
performance assessment tool. However, the question is whether 360-degree
feedback actually promotes positive behavioural change.

 Measuring the right skills. Use empirical research to determine which

competencies are really relevant to your organization’s performance —
don’t jump headlong into your 360-degree assessment with measures that
a leader might consider good.
 Tell me what’s going on. Make sure that all participants understand what
you are doing and why you are doing it.

 Maintain the confidentiality of the participants. It is important that you

make sure that all comments remain confidential. If you don’t, not only
will you be violating privacy, but you will also be making sure that no
one else is giving an honest evaluation!
 Keep the survey short. Ideally, it should take no more than 20 minutes to
complete the feedback form.
 Look for strengths, not weaknesses. Of course, you want to know if there
are major weaknesses that need to be addressed, but don’t focus the
13

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

whole exercise on looking for mistakes look for strengths that you can
maximize to improve your employees’ performance.
 Customize the results to match specific jobs. You don’t have to search for
exactly the same results for every employee. For example, when you see
a customer service manager, you want him or her to perform well in
terms of employee skills. But is it really the end of the world if your IT
person doesn’t get top marks for “friendliness”?
 Just do the report. It’s important that the people you evaluate can
understand the results. Write short texts, create a clear action plan and use
graphical formats to present the data.

 Create a comparison chart. People want to see how they compare to

Designing a final report that shows the performance of employees
compared to others the best X% of participants can help raise
expectations.
 Add a small employee survey on management. This way you can show
your managers how their behaviour influences the people they lead.

 Stages of Performance appraisal system:

Employee: employee is the one who actually starts the PMS cycle. He/she
initiate the PMS through filling up the form provided by HR Dept .This cycle
comprises of 75 days approximately .PMS starts from employee and usually
ends at corporate HR people, who finally provides their inputs on the basis of
comments and ratings provided by various stakeholders involved in PMS cycle.
Immediate boss: as soon as the employee fills up the forms and submits it to
next level in PMS cycle, it is the responsibility of the immediate boss of the
employee to submits the form to next level of approval after
submitting/providing the rating as well as his/her comments.
Head of Department: when HOD gets the form from second level of PMS,
he/she compares the ratings and comments which are given by employee &
immediate boss. and he/She will review the same and discussion is done with
the Business Unit HR. on the basis of the comments provided by immediate
boss & employee, HOD provides his comments as well as the ratings(with due
interaction/discussion with Unit HR).
UNIT CEO: This is the fourth level of PMS cycle. In this stage the form is
received by Unit CEO and he/she confess the same with stakeholders included,
receive all the recommendation and finalize the rating then pass it to Corporate
HR.

14

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

Corporate HR: in this stage , the Corporate HR is responsible for the final
stage, He/She has to provide the final input on the form and he/she also has
authority /discretion to replace/remove/change the given ratings to the employee
incase he/she is not satisfied with overall comments & ratings provided by the
stakeholders. Corporate HR will check and comments and measures it with the
rating received by employee.
This is the last stage in PMS cycle.
The PMS cycle is over here but the PMS work needs to be closed by passing
the form to corporate HR Head and finally to the CMD. After this
workflow/PMS cycle, the increment/appraisal/promotion is decided.

OBJECTIVE OF THE PROJECT

To study the process and methods of existing Performance management systems
at commercial syn bags ltd
.  To study the effectiveness of performance appraisal and methods in the
company.
 To trace the drawbacks in prevailing system and suggest the latest
methodology with respect to same
.  To support in bridging the gap between current performance and desired
performance.
 To Introduce KEY RESULT AREAS instead of self achievement in sales
department

REVIEW OF LITERATURE
Performance management can be defined as the ongoing communication
process that involves both manager and the employee in

15

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

: • Identifying and describing essential job functions and relating them to the
mission and goals of the organization
• Developing realistic and appropriate performance standards
• Giving and receiving feedback about performance
• Writing and communicating constructive performance appraisals
• Planning education and development opportunities to sustain improve or build
on employee work performance.

Objective of PMS
 To confirm the services of probationary employees upon their completing the
probationary period satisfactorily
 To check the effective & efficiency of individuals, teams & organization
 To effect promotions based on competence and performance
 To access the training and development needs of the employees
To decide upon the pay rise
PM can be used to determine whether HR programmes such as selection,
training, and transfer have been effective or not.
PMS Includes
 Work plan – A document that describes the work to be completed by an
employee within the performance cycle, the performance expected, and how the
performance will be measured
.  Corrective action plan – A short-term action plan that is initiated when an
employee’s performance fails to meet expectations. Its purpose is to achieve an
improvement in performance.
 Individual development plan – An action plan for enhancing an employee’s
level of performance in order to excel in the current job or prepare for new
responsibilities.
 Performance appraisal – A confidential document that includes the employee’s
performance expectations, a summary of the employee’s actual performance
relative to those expectations, an overall rating of the employee’s performance,
and the supervisor’s and employee’s signatures.

16

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

HIGHLIGHTS OF THE SYSTEM

 The appraiser and the appraisee jointly set the Key Result Areas (KRA’s) and
assign mutually agreed weight age expressed as a percentage
.  Simple mathematical relationship between set weight age and
accomplishment gives a final numerical score on KRA’s
To evaluate all management personnel on company values and leadership
attributes a new section has been added entitled “Values in Action” Components
of PMS
 Performance Standards - establishment of organizational or system
performance standards, targets and goals and relevant indicators to improve
public health practice
 Performance Measures - application and use of performance indicators and
measures
 Reporting of Progress - documentation and reporting of progress in meeting
standards and targets and sharing of such information through feedback
 Quality Improvement - establishment of a program or process to manage
change and achieve quality improvement in public health policies, programs or
infrastructure based on performance standards, measurements and reports.

PAYROLL ACTIVITIES IN HUMAN RESOURCE MANAGEMENT

17

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

 Administration
 Employee
 Departments
 Salary
Introduction of Payroll Management System:
The payroll management system is the core system for any organization.

It will take care of the calculation of the salary with rules which are implied by
the industry differently for every employee of the company. It obviously
reduces the manual work which is required to manage the paperwork and
improve the reliability of the system. This payroll management system has
improvised all the basic exercises to manage the salary of the employees.

This automated the whole of salary management which was previously done
manually. It will be a more efficient system to rely on for the industry as it
reduces the time of the operations which will basically take more time
manually.

The main modules of the system:

Now to understand the working of the system properly we are required to
understand what does each module does that way integration of the modules
will be easy to understand the working of the whole system. It is a good practice
to make the system’s module loosely coupled and more cohesive that is because
then it makes it easy for the modification and changes at any single or multiple
modules and not the whole system.

Making the database centralized in the company so that each authorized device
can access the required information. It will also enable the industry to save the
previous record easily if required in the future.

Pre-Existing System of Payroll Management System:

The pre-existing system for this purpose is offline so doesn’t require any device
or internet connection. Previously all the information was written on the papers
and the employees are hired to manage the paperwork of the company. All this
work will be depended on the individual’s working speed. All the employees
have to synchronize the paperwork manually by communicating with each
other.

18

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

This paperwork takes a lot of time and requires more space to store safely and
all the additional resources required to ensure safety. In this system, there is no
surety or reliability as humans are likely to make an error.

Drawbacks of Payroll Management System:

 Required a lot of paperwork.
 Everything is done on paper and these are highly prone to damages and
require a good amount of security and space to store.
 Required Buying of goods more frequent as compared to the online
system.
 Likely to have an error.
 Lack of storage space for the documents.
 If these files are less in number then it is not that big problem but if the
number increases then searching for a particular document can give a
personal nightmare as these are more prone to damages and even it gets
the searching job done the time required to do the job is not ideal at all.
 Require more physical work and manpower.
 Editing is another level of problem in those paper documents the only
option is to make new documents if any correction needs to be made that
is not good at all for the environmental credentials.
 No backup of the information.
 Where all the drawbacks of the pre-existing system have been overcome
in the proposed system. It definitely improves the speed by automating
most of the tasks required to be done manually previously.
 Automated systems are more reliable and efficient now a day for these
types of work.

Improvements in the proposed system:

 Does not require paperwork.
 Only Human error while entering the information.
 Not required much space.
 Automatically search and sort the information.
 Require less physical work and manpower.
 Editing is a lot easier.
Have backup option While the proposed system offers a lot of improvement
over the pre-existing but it will be at one time cost there will be a requirement
of storage devices and access devices like a computer but it still has enough
advantages to cover those by reducing the manpower.

It will also help in generating the report of the employee and evaluating the
performance through the automated system. Although this provides safety and

19

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

security from any kind of disaster and also the authorization authentication
scheme provides more flexibility for the end-user of the system.

Modules of Payroll Management System:

Administration of Payroll Management System:
Administration of the industry can be a difficult process for many company
directors. The administrators are responsible to leverage the company’s property
and business to return stakeholders as quickly and as fully as possible. This is
the backbone of any industry all the departments are managed as well as all the
decision-making is done by the administration.

It will hire the employee for any type of work done required in the company.
The administration has the privilege to get information about all the employees
working in their department. So basically, it makes sure that the company is
going in the right direction and employees’ part is to complete the project
whatever provided by the administration.

An Employee of Payroll Management System:

Even after all the digitization of the industry, there will always be a requirement
of an eligible employee for the correct management of events. These are the
individual who works part-time or full-time by the contract of employment with
the administration of the company, which could be written or oral.

Department of Payroll Management System:

These are the different fragments of the company which are divided as the
department. Each department has assigned the id and name to avoid any kind of
confusion. Every department has an individual head who could be in the
administration. Every department works individually and provides the
performance accordingly. Each department will have a manager who will
manage the department.

Following are the departments a company could have:

 Production.
 Research and Development.
 Purchasing.
 Human Resource Management.
 Account and Finance These departments are managed by the
administration.
 Each department will have the number of employees required.

20

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

Salary of Payroll Management System:

It is a periodic payment from an administration to an employee, which is
decided when a contract is signed between the employee and employer. It could
be different for the employees working in different departments or designation
and can be paid in the different period it may be weekly, hourly and monthly or
maybe hired for some special work rather than on a periodic basis.

For the business company, it could be the cost of acquiring and retaining human
resources for running the company’s business operations. In accounting, salaries
are recorded in payroll accounts these are just the accounts that are designated
by the company where salary will be credited after the decided period.

In the Payroll management system, we take the following entity shown in

the figure below:
 Administration:
This entity will consist of details of the people working in the administration. It
is the head of all other entities if we create a flow chart of the system. The
people working in the administration are the staff persons that’s why they will
be identified by the staff id and not the employee is.

This entity has the following attributes:

 Staff-id:
This is the primary key for this particular entity. It will be assigned to each
staff person and will be used to uniquely identify the individual working person.

 Name:
The name is required for the verification of the person as the documents
contained the name of the person. Departmental wise it easy to remember the
name instead of their id for the communication.

 Contact:
For the immediate communication with the staff persons, there is contact
phone number it will vary from person to person or department.

 Email:
It is helpful for informal communication and making an announcement to
every other staff person. It will also be helpful for another employee to
communicate with a staff person with their email address.

21

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

 Department-id:
This will give the idea about that the staff person is handling which
department. The department-id will comprise of their job details like
designation and department name. The administration will hire the
employees and decides their salary and make entry according to that so
the system can generate the amount every time it requires to that’s they
are in a direct relationship.

 Employee:
 The employee entity contains all the information about the employees
working in the company. These details will help in managing the
employee’s interest in the assignment of the department.
 This will enable them to manage the employee data easily. Searching the
information will just a few clicks.
 It will have all the necessary attributes required for the employer.

The employee entity will have following attributes:
 Employee-id:
This will be the primary key for this entity. It will be unique for every
employee hired by the administration. It will help in identifying the particular
employee easily. This gets useful when two employees have similar name-like
conditions.

 Employee-name:
This is required for verification purposes. Usually, on government-issued
id cards, it has a name as identification. Also, it is easy to remember a
name than the id.

 Department-id:
The department will have a different id for the manager, worker, and
other designation so we can find the job profile of the employee. It will
also help in getting the other department information where and what the
employee’s working is.

 Employee-phone:
It is good to have employee’s contact number to have immediate
communication regarding the work.

22

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

 Employee-email:
It is required when a bank needs to make an announcement. So, they will
select the employee’s email and simply broadcast the announcement. It
can also be helpful in verifying the employee’s identity online.

 Employee-address:
In any case, the employee’s address needed for example sending an email or
documents at the employee’s residence. It is also required for verification if
the employee’s given personal information is right or wrong. The employees
will be hired by the administration and further, it has a relationship with the
department entity because all the employees will be working in a particular
department.

 Departments:
This entity will help in keeping the track of the job profile of the
employee. The departments are the inner fragments of the company. Each
Employee profile will be assigned to one department in which will have
the details about their job.

 The department entity will have the following attributes:

 Department-id:
This is the primary key for the table it will help identify each job profile
uniquely in with the department. This will be unique for every
designation of departments.

 Department-name:
It will contain the name of the department to avoid confusion clear and
avoid the confusion from the id. Usually, the department names are
unique themselves but creating them is a good option that because it uses
less storage space than a name.

 Head-of-department:
It will take the employee id as a value which will define that a particular
person/employee is the head of that department. So, the HOD will be
responsible for all the work done in his/her department.

 Employee/Staff:
This attribute defines if the person works in administration or as an
employee of the company.

23

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

 Designation:
To know about the designation of the employee like if the employee holds
manager or HOD or any other designation. The department will be
assigned to the employee as well as the administration. The
administration will manage the department and employees.

 Salary:
This is an important entity because the purpose of this system is to
calculate the salary. This will have all the information of the employee to
calculate the employee salary and generate the payment slip.

 Employee-id:
It will take the employee id as value. So later it can be used to identify
whose salary it has stored.

 Deduction-id:
Every employee will have some deduction in salary based on the different
factor’s forex: attendance can be one of them. It will check the deductions
based on the values of a particular id before calculation.

 Basic:
It will hold the basic salary of the employee. Before any deduction or
additional incentive or taxes etc.

 HRA (House Rent Allowance):

If you are getting House Rent Allowance then it will add that in the salary
and what is the base of calculating HRA etc.

 Medical Allowance:
If the employee is eligible for the medical allowance, then it will add the
amount which is decided by the administration.

 Bonus:
If there is any bonus by the administration then there will be the amount
which will be added to the salary.

24

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

 DA (Dearness Allowance):
If you are eligible for Dearness Allowance then this attribute will that
amount.

 TA (Travelling Allowance):
If you have travelled for the company work and applied for the refund then
you will get the amount in this attribute and will be added to the final salary.
This entity has a direct relationship with the administration as the salary is
actually calculated by the administration and deduction will be based on the
factors which are present in the deduction entity.

 Deductions:
This will contain the factors on which will be used to deduct the amount
from the final salary of the employee.

 Employee-id:
This will be the primary key for this entity so that the information can be
uniquely identified for all the employees and also in searching and sorting.

 Attendance:
It will have the value that in the total working day how many days the
employee has come to work and on the based on a daily basis the salary can
be calculated.

 Loan:
If the employee has taken any loan from the company if yes then the
installment will be also be deducted from the salary of the employee.

 Tax:
The taxes for which an employee is eligible for it will be automatically
deducted from the salary that could be different from government and
personal industry. The deduction entity has a direct relationship with the
salary table so it can make a decision while calculating the salary. The
payroll management will surely decrease the workload of the employee and
increase the speed at the same time.

This system will be more reliable than the manual system.

25

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

 Payroll Management System Project Documentation

User Interface of Payroll Management System:
This is one of the main tasks of the developer to design such an interface
that user can use it easily in one word it should be user friendly and for
this, you should have a better understanding of the audience which going
to use this application, initially, we need to find the target audience that
what kind of application do they need.

 It can also involve some research in form of feedback from the involved
field. After getting all this information we should start to design the
application.
 Contact of Payroll Management System:
This section will consist of the contact option if there is a need for contact
to the department head or administration or the IT department for the
device-related problem this feature will surely help in such cases.

 The Help of Payroll Management System:

This section will help the employee or the end-user to understand the
system like what is the use of different sections on the website. This is
similar to the mini-tutorials if the person has any query regarding how
things will work or what needed to enter where can take the help of this
feature.

26

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

Learning from the overall 30 days summer internship period

1. Learn Data entry work of employees in software

2. Learn daily update achieve target production of employee in software
3. learn Appointment letter generate
4. Learn Documentation arrangement in a systematic way
5. Learn the different type of leave and how it apply
6. Learn the different types of policy adopted by industry
7. Learn how all the salary and wages work has been done
8. learn how to make happy to the manpower
9. learn how to increase the production by employees
10.learn performance management system

CONCLUSION

It can honestly say that my time spent interning with COMMERCIAL SYN
BAGS LTD resulted in one of the best summer Internship of my life. Not only
did I gain practical skills but I also had the opportunity to meet many fantastic

27

Downloaded by Md. Didarul Alam ([email protected])

 lOMoARcPSD|39590716

people. The atmosphere at the office was always welcoming which made me
feel right at home.

All the staffs were fantastic the work culture of the organisation was
awesome .they all treat me as a part of there company not as a short time intern

Which really feel me more happy or comfortable .

Overall, my internship in commercial syn bags ltd has been a successful . I was
able to gain practical skills, work in a fantastic environment, and make
connections that will last a lifetime.

THANKYOU

28

Downloaded by Md. Didarul Alam ([email protected])