1. HR / Payroll Cycle ATG 383 - Spring 2002

2. Overview Operation of Payroll System Risks and Controls for Payroll System Accounting for Human Resources

4. Payroll Inputs for Process 1.0 Employees Various agencies HRM –Why are some payroll related functions located in HRM department?

5. Payroll Inputs for Process 2.0 Revenue Cycle Various Departments or Employees –Who is responsible for reviewing and editing payroll input?

6. Payroll Outputs for Process 4.0 Bank –Special Payroll Account Employees –How to disburse funds? G.L. System

7. Payroll Outputs for Process 5.0 G.L. System Various Agencies

8. Not shown on DFD – Still part of payroll process Answer inquiries about payroll Issue reports on payroll activities –Internal use: management and cost accounting –External use: employees and government Independent reconciliation of payroll account.

9. Payroll Cycle Risks and Threats

10. Threats Primarily Addressed by HRM Hiring unqualified employees Violation of employment law Inappropriate incentive compensation

11. Threats the Payroll System Can Address Unauthorized changes to payroll master file Inaccurate time data –What if employee X clocks in for employee Y?

12. Threats the Payroll System Can Address Inaccurate payroll processing Theft or fraudulent distribution of paychecks

13. Threats the Payroll System Can Address Loss or unauthorized disclosure of data

14. Outsourcing Payroll Processing Many companies use an outside service bureau for payroll –Benefits? –Risks?

15. Accounting for Human Resources

16. Example of HRM System Source: http://www.harmony-solutions.com.au/overview2.htm Source: http://www.harmony-solutions.com.au/overview2.htm

17. Core HRM System Biographical data Name, address, employee id. Service history. Competencies. Establishment (Position) Data Position title. Requirements. Position occupancy History

18. Recruitment Module Administer advertising of vacant positions Generate advices to applicants Archive unsuccessful applicant records Administer EEO incident claims

19. Competency Management Assemble and analyze corporate training needs Identify corporate and individuals' skills deficits Match competencies to position, project, and workforce requirements Identify training strategies which impact on employee performance

20. Performance Appraisal Administer employee performance plans and appraisals Ensure that performance appraisals and plans are conducted on schedule Record performance assessments and decisions concerning employee performance Record employee comments concerning their performance assessments