<div class="se-component se-image-container __se__float-center" style="width: 75%; min-width: 100%"><figure style="width: 75%;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/4e4d74bf-921f-4dfc-9d03-603fc3a3f675.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="75%," data-percentage="75," data-file-name="[16_9]Understanding Percentage Calculations in HR and Payroll with ByteHR.png" data-file-size="1685305" data-origin="," style="width: 100%;"></figure></div><h2>​​<strong>How to Calculate Percentage in HR and Payroll (with Real Examples for HR Teams)</strong><br><br></h2><p>Understanding how to calculate percentages is essential in HR and payroll operations. Whether you're managing salary increases, bonuses, commissions, or evaluating software ROI, mastering these basics helps HR professionals work more efficiently. In this article, we’ll explore how percentage calculations apply to&nbsp;<strong>HR software</strong>,&nbsp;<strong>payroll systems</strong>, and everyday HRM tasks.</p><h2><strong>What is a Percentage?</strong></h2><p>A percentage expresses a number as a part of 100 and is denoted by the % symbol. In a modern HR system or payroll program, percentages are used for salary raises, bonuses, commissions, and tax deductions.</p><h2><strong>1. Calculating Salary Increases in Your Payroll Software</strong></h2><p><strong>Formula:</strong><br>Percentage Increase = (New Salary − Old Salary) ÷ Old Salary × 100</p><p><strong>Example:</strong><br>An employee’s salary increases from 35,000 THB to 40,250 THB.<br>(40,250 − 35,000) ÷ 35,000 × 100 = 15%</p><p>This 15% raise should reflect automatically in a reliable payroll software like ByteHR.</p><div class="se-component se-image-container __se__float-center"><figure style="margin: auto; width: 512px;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/e05aca87-be88-488a-b4ac-a40d6bda8e7e.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="512px,341px" data-file-name="salary-raise.jpg" data-file-size="4112060" data-origin="," origin-size="6000,4000" style="width: 512px; height: 341px;"></figure></div><p><br></p><h2><span style="font-size: 20px"><strong>2. Converting a Raise Percentage into THB</strong></span></h2><p><strong>Formula:</strong><br>Raise Amount = Current Salary × Raise % ÷ 100</p><p><strong>Example:</strong><br>7% of 42,000 THB = 42,000 × 7 ÷ 100 = 2,940 THB</p><p>This helps when entering values into your payroll system or HR program.</p><h2><span style="font-size: 20px"><strong>3. Calculating Bonus Payouts in a Payroll Program</strong></span></h2><p>Bonuses are often paid out based on a percentage of salary, annual revenue, or performance score. Most HR software includes bonus calculation tools to streamline this.</p><p><strong>Formula:</strong><br>Bonus = Base Salary × Bonus % ÷ 100</p><p><strong>Example:</strong><br>If an employee receives a 20% year-end bonus on a monthly salary of 50,000 THB:<br><br>50,000 × 20 ÷ 100 = 10,000 THB</p><p>This can be automated in your&nbsp;<strong>payroll program</strong>&nbsp;to ensure accuracy and fairness.</p><div class="se-component se-image-container __se__float-center"><br><br></div><div class="se-component se-image-container __se__float-center"><figure style="margin: auto; width: 603px;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/82b10e59-7e8f-45bb-9a0b-7944db78cb8c.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="603px,402px" data-file-name="percentage-rate.jpg" data-file-size="2096797" data-origin="," origin-size="9000,6000" style="width: 603px; height: 402px;"></figure></div><h2><strong>4. Calculating Sales Commission in HR Software</strong></h2><p><strong>Formula:</strong><br>Commission = Sales × Commission % ÷ 100</p><p><strong>Example:</strong><br>150,000 THB in sales with a 4% commission = 6,000 THB</p><p>Configuring commission rules is easy in a well-designed HR system.</p><h2><strong>5. Calculating Profit Percentage in Sales</strong></h2><p><strong>Formula:</strong><br>Profit % = (Selling Price − Cost Price) ÷ Cost Price × 100</p><p><strong>Example:</strong><br>Selling HR software for 30,000 THB with a cost of 24,000 THB:<br><br>(30,000 − 24,000) ÷ 24,000 × 100 = 25%</p><p>Understanding this helps HR teams justify investment in a new&nbsp;<strong>HRM system</strong>.</p><h2><strong>Conclusion</strong></h2><p>From bonuses to salary raises, commissions to profits, percentage calculations are essential across HR tasks. With ByteHR’s cloud-based&nbsp;<strong>HR software</strong>&nbsp;and&nbsp;<strong>payroll system</strong>, you get accurate, automated calculations and full control—making HR and payroll easier than ever.</p><p>Whether you're running an&nbsp;<strong>HR program</strong>&nbsp;for a small team or managing complex compensation structures in a large organization, ByteHR supports every stage of your HRM journey.</p><p><br></p>

Learn how to calculate salary increases, bonuses, commissions, and profits using percentages in HR. Discover how ByteHR’s HR software and payroll system automates it all.

Understanding Percentage Calculations in HR and Payroll with ByteHR

Understanding-Percentage-Calculations-in-HR-and-Payroll-with-ByteHR

<div class="se-component se-image-container __se__float-center" style="width: 75%; min-width: 100%"><figure style="width: 75%;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/6f622475-a9c0-4727-bd9e-2c2ed1252709.png" alt="" data-rotate="" data-proportion="true" data-size="75%," data-align="center" data-percentage="75," data-file-name="[16_9] Why We Choose Profit Over Unicorn Status.png" data-file-size="1241593" data-origin="," style="width: 100%;"></figure></div><h1>Why We Choose Profit Over Unicorn Status<br></h1><p>In today's fast-paced tech world, it seems like every startup is chasing the unicorn dream – exponential growth at all costs, fueled by venture capital and a "grow or die" mentality. But at ByteHR, we've chosen a different path. We're proud to prioritize profitability, sustainability, and long-term value creation over the pursuit of hypergrowth.</p><h2>The Zebra Approach: Sustainable Prosperity</h2><p>While unicorns captivate the imagination with their mythical status and astronomical valuations, we prefer the zebra approach. Zebras are real, they have substance, and they thrive through cooperation rather than cut-throat competition. Here's why we've embraced this philosophy:</p><h3>1. Optionality and Independence</h3><p>Profitability gives us the freedom to chart our own course. We're not beholden to investor expectations or forced into unsustainable growth trajectories. This independence allows us to make decisions that benefit our customers, our team, and our long-term vision – not just short-term metrics.</p><h3>2. Reduced Stress, Increased Fulfillment</h3><div class="se-component se-image-container __se__float-center"><figure style="margin: auto;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/7564b9b8-5d7e-4c04-9d3a-235e6e696bbc.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="," data-percentage="auto,auto" data-file-name="reduced-stress.jpg" data-file-size="149685" data-origin="," origin-size="1246,699" style=""></figure></div><p>The pressure to achieve exponential growth can be overwhelming. By focusing on sustainable profitability, we create a healthier work environment with work that’s fulfilling. Our team can enjoy the process of building something meaningful without the constant anxiety of chasing unrealistic targets.</p><h3>3. Iterative Learning and Improvement</h3><p>Profitability allows us to grow at a natural pace, learning and adapting as we go. We can take the time to truly understand our customers' needs, refine our products, and build a solid foundation for future expansion.</p><h3>4. Creating Lasting Value</h3><p>Our goal isn't to disrupt markets or destroy competition. Instead, we aim to add value to the <a href="https://byte-hr.com/" alt="HR and Payroll software">HR and Payroll software</a> space, giving our customers more high-quality options to choose from. We believe that business isn't a zero-sum game – there's room for multiple players to succeed and innovate.</p><h2>A Different Kind of Success</h2><p>While we admire the ambition of unicorn-aspiring startups, we've chosen a path that aligns more closely with our values and vision for the future. By prioritizing profitability, we're building a company that can make a lasting, positive impact in the HR &amp; Payroll software space.</p><p>We're not here to win at all costs or to dominate the market. Instead, we're focused on creating work that's fulfilling, impactful, and sustainable. And we believe that by doing so, we'll not only achieve financial success but also contribute to a more equitable and innovative tech landscape.</p><p>Join us on this journey as we prove that it's possible to build a thriving, profitable HR tech company without sacrificing our values or burning out in pursuit of hypergrowth. Together, we can show that zebras – not unicorns – are the true heroes of a sustainable business ecosystem.</p><p>​</p>

In today's fast-paced tech world, it seems like every startup is chasing the unicorn dream – exponential growth at all costs, fueled by venture capital and a "grow or die" mentality. But at ByteHR, we've chosen a different path. We're proud to prioritize profitability, sustainability, and long-term value creation over the pursuit of hypergrowth.

Why We Choose Profit Over Unicorn Status

why-we-choose-profit-over-unicorn-status

<h1>The AI Revolution in HR: Separating Hype from Reality​​<br></h1><div class="se-component se-image-container __se__float-center"><figure style="margin: auto;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/2aa36f3a-07be-432c-8f41-072106c5e13f.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="," data-percentage="auto,auto" data-file-name="ByteHR_Growth Mindset_August_Set3.jpg" data-file-size="153599" origin-size="1200,630" data-origin="," style=""></figure></div><p><br></p><p><span style="font-size:15px;color:#000000;background-color:transparent">In recent months, </span><a href="https://cloud.google.com/learn/what-is-artificial-intelligence"><span style="font-size:15px;color:#1155cc;background-color:transparent">Artificial Intelligence (AI)</span></a><span style="font-size:15px;color:#000000;background-color:transparent"> seems to be on everyone’s mind, particularly in the HR industry. As a provider of </span><a href="https://byte-hr.com/"><span style="font-size:15px;color:#1155cc;background-color:transparent">HRMS software for companies in Thailand</span></a><span style="font-size:15px;color:#000000;background-color:transparent">, we've heard concerns from many of our users about AI potentially taking over their jobs. Today, we'd like to address these fears and offer a more balanced perspective on AI's role in HR.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">First, it's crucial to understand that AI isn't a new phenomenon in our industry. In fact, we've been using various forms of AI for decades, albeit in increasingly sophisticated ways. From chatbots handling initial queries to automated processes streamlining workflows, AI has long been a silent partner for all of us in HR. The software tools you use daily such as CRM systems, Applicant Tracking Systems (ATS), HRIS software such as ours, incorporate AI to make your work more efficient.</span></p><p>&nbsp;</p><div class="se-component se-image-container __se__float-center"><figure style="margin: auto;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/292d306f-a1e6-426b-b297-cd8f10fef7a8.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="," data-percentage="auto,auto" data-file-name="byte-hr-ai-blog-01.jpg" data-file-size="118264" data-origin="," origin-size="1999,1333" style=""></figure></div><p>​</p><p><span style="font-size:15px;color:#000000;background-color:transparent">Let's look at some simple examples of how HR administrators can use AI today to improve their processes:</span></p><ol><li><p><span style="font-size:15px;color:#000000;background-color:transparent">Payroll Processing:</span></p></li><ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">AI can automatically flag unusual patterns in overtime or expense claims, helping prevent errors or fraud.</span></p></li><li><p><span style="font-size:15px;color:#000000;background-color:transparent">It can predict seasonal fluctuations in payroll, helping with budgeting and forecasting.</span></p></li></ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">Recruitment:</span></p></li><ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">AI-powered tools can scan resumes and match candidates to job requirements, saving time in initial screening.</span></p></li><li><p><span style="font-size:15px;color:#000000;background-color:transparent">Chatbots can handle initial candidate queries, schedule interviews, and provide basic information about the company and role.</span></p></li></ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">Employee Onboarding:</span></p></li><ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">AI can personalize onboarding materials based on the new hire's role and background.</span></p></li><li><p><span style="font-size:15px;color:#000000;background-color:transparent">Virtual assistants can guide new employees through paperwork and basic training modules.</span></p></li></ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">Performance Management:</span></p></li><ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">AI can analyze performance data to identify trends and provide insights for managers.</span></p></li><li><p><span style="font-size:15px;color:#000000;background-color:transparent">It can send automated reminders for performance reviews and goal-setting sessions.</span></p></li></ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">Learning and Development:</span></p></li><ul><li><p><span style="font-size:15px;color:#000000;background-color:transparent">AI can recommend training programs based on an employee's role, skills, and career aspirations.</span></p></li><li><p><span style="font-size:15px;color:#000000;background-color:transparent">It can track learning progress and adapt course difficulty accordingly.</span></p></li></ul></ol><p><span style="font-size:15px;color:#000000;background-color:transparent">These examples show how AI is enhancing HR processes and not replacing HR professionals. The human touch remains crucial in interpreting AI insights and making final decisions.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">So why the sudden uproar about AI? Part of it stems from the Silicon Valley Venture Capital model in the Western world, which thrives on creating hype around the "next big thing" to attract large amounts of investment. We've seen this pattern before with the dot com revolution, social media networks, cryptocurrencies and now AI. But this time, the interest centers on Large Language Models (LLMs), popularized by companies like OpenAI.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">LLMs represent a leap forward in what we call generative AI. But what does this mean? Let's break it down:</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">Predictive AI</span><span style="font-size:15px;color:#000000;background-color:transparent">, which we've been using for years, analyzes existing data to forecast future outcomes or trends. It's like a weather forecast for business decisions. </span><span style="font-size:15px;color:#000000;background-color:transparent">Generative AI</span><span style="font-size:15px;color:#000000;background-color:transparent"> on the other hand, creates new content based on patterns in existing data. It's similar to an artist who can create new paintings in the style of famous artists he has studied. LLMs are a form of generative AI, predicting and generating human-like text based on vast amounts of training data.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">As these applications continue to develop at a rapid pace, there should be no cause for concern. History suggests that technological advancements tend to make us more productive rather than obsolete. Just as the industrial revolution didn't eliminate human workers but rather changed and expanded their roles, AI is poised to help us do more with less, boosting overall economic productivity and creating different roles that will become clearer as the dust settles.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">However, this doesn't mean companies should rush to adopt AI blindly. While this technology is impressive, it's important to note that real enterprise value in terms of use-cases is still unclear and we need to tread with caution. The field of AI, especially in its current form, is still in its infancy. There's no clear, one-size-fits-all path for integration and the direction of development remains uncertain.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">So, what's the takeaway? There's no need to panic or succumb to </span><a href="https://en.wikipedia.org/wiki/Fear_of_missing_out"><span style="font-size:15px;color:#1155cc;background-color:transparent">FOMO</span></a><span style="font-size:15px;color:#000000;background-color:transparent"> (Fear of Missing Out). AI is a tool that, when used responsibly can enhance our capabilities and make our work more efficient. It's not about replacing human workers but augmenting their abilities and freeing them to focus on tasks that require uniquely human skills like empathy, creativity, and complex decision-making.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">As we navigate this evolving landscape, we at ByteHR remain committed to providing HR solutions that responsibly incorporate AI to enhance, not replace, the human element in HR. We encourage you to stay informed about AI developments but approach them with a calm, measured perspective.</span></p><p><span style="font-size:15px;color:#000000;background-color:transparent">Remember, the goal of technology in HR has always been to make our jobs easier and more effective, allowing us to focus on what truly matters: managing and developing human talent. AI is just the latest tool in this ongoing evolution. Embrace it wisely, and it can be a powerful ally in your HR journey.</span></p>

In recent months, Artificial Intelligence (AI) seems to be on everyone’s mind, particularly in the HR industry. As a provider of HRMS software for companies in Thailand, we've heard concerns from many of our users about AI potentially taking over their jobs. 

The AI Revolution in HR: Separating Hype from Reality

the-ai-revolution-in-hr-separating-hype-from-reality

<h1>What is Payroll?</h1><p><span style="font-size: 18px">Payroll is an essential part of any business that has employees, even if they have only 1 member of staff. The process is important because it helps ensure staff are remunerated&nbsp; &nbsp; &nbsp; for their labour, helping maintain high job satisfaction. Payroll is also an essential element of a company’s accounts, having a significant impact on its profits.&nbsp;</span><br></p><h2>What Is a Payroll System and How Does It Work?</h2><p>A payroll system is a system that helps keep necessary records and calculate how much each employee is due. Staff will usually use payroll software like the solutions from <a href="https://byte-hr.com/">ByteHR</a> that help to make the task easier and less time-consuming.</p><div class="se-component se-image-container __se__float-center"><figure style="margin: auto;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/9dd46425-84c5-4fd6-8efd-93a396ed7a99.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="," data-percentage="auto,auto" data-file-name="image1.jpg" data-file-size="81884" data-origin="," origin-size="919,919" style=""></figure></div><p>As you can probably imagine, payroll can be a complex task if there are many employees. Many organisations&nbsp; &nbsp; &nbsp; will have a wide range of roles and responsibilities, each of which has its own salary, bonuses, fixed / variable allowances and other benefits &nbsp; &nbsp; .&nbsp;</p><p>For large companies in particular, this can become a very complex and time-consuming role, while human error is also a potential issue. ByteHR offers sophisticated yet easy-to-use <a href="https://byte-hr.com/payroll">payroll software</a> that will help do much of the work for you.&nbsp;</p><h2>What Is the Difference Between HR And Payroll?</h2><p>A <a href="https://byte-hr.com/what-is-hr">human resources (HR) department</a> has the overall responsibility of looking after a company’s workforce. Their roles include just about anything related to the workforce, from hiring and firing to training and recognition.&nbsp;</p><p>Naturally, one of the most satisfying aspects of working is being paid, and an HR department will often have the responsibility of ensuring staff are paid correctly. This will include working closely with accounting, while some businesses will leave payroll to the accounting department.&nbsp;&nbsp;</p><p>Regardless of who is responsible for ensuring staff are paid, HR is often involved in negotiating with staff over pay-rise requests and similar. This is another essential role because businesses need to find the right balance between how much they pay and employee satisfaction.&nbsp;</p><h2>Why Is It Called Payroll?</h2><p>The word payroll dates back to the mid-1700s and is a portmanteau of two separate words: ‘Pay’ and ‘Roll’. In this context, pay means to remunerate staff for their work, while the word ‘roll’ refers to the fact that time to&nbsp; &nbsp; &nbsp; pay staff rolls around periodically (often once a month). Over the years, the word payroll has evolved to mean two things, which are:</p><ul><li>The total a company pays: The word payroll originally meant the total sum a company would pay to its employees. This meaning of the word is still often used today.</li><li>The process: The more modern meaning of the word payroll means the process involved with paying staff, including storing and maintaining data and calculating pay.</li></ul><h2>What Is Payroll in Excel?</h2><p>Excel is a well-known spreadsheet software program developed by Microsoft. The popular software is used for a wide range of purposes from keeping records on sales statistics to keeping track of personal finances.</p><p>Payroll in Excel means using the software to store information and make the necessary calculations. Excel is versatile in that you choose which information to store, while it is also excellent at making advanced calculations. Such calculations are saved in the spreadsheet so you won’t have to create the formula again each time.&nbsp;</p><p>While Excel is a valuable tool for anybody who needs to store data and make complex calculations, it’s not without its drawbacks. For example, you will need to learn and understand the various functions and know how to create often complex mathematical equations.&nbsp;&nbsp;</p><p>As such, it makes sense that many businesses have turned to ByteHR for a solution that helps make payroll more manageable. Our software is specifically designed for calculating and executing payroll and offers all the tools the user needs in an easy-to-use interface.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</p><p>For example, it’s not necessary to add mathematic formulas as you do with Excel and other spreadsheet software. Our platform also offers automation tools that help reduce your workload and ensure payroll occurs accurately and on time.&nbsp;</p><h2>How Do You Calculate Payroll?</h2><p>A basic example of a payroll calculation is the employee’s hourly rate multiplied by the hours they worked, minus taxes and other deductions. However, when you take into account overtime rates and other variables, the calculation is often far more complex.</p><p>Payroll is also often a matter of working out details such as hours worked, which can be a process in itself that can be unreliable and time-consuming. ByteHR also lets you streamline this process by letting you upload Excel spreadsheets with the appropriate information. Our platform includes smart upload templates so you get the data you need.&nbsp;</p><h2>Is Payroll Part of Accounting?</h2><p>Payroll is a key component of a company’s accounting. After all, it has a direct impact on the company’s bottom line. As mentioned, the payroll task is often left to the accounting department, while HR departments are also often involved.</p><p>Our software also offers an <a href="https://byte-hr.com/leave">online leave management system</a> and other features that help simplify the process regardless of who is responsible for the task. If your accounting or HR department is struggling to keep up, get in touch with the team at ByteHR and we will be delighted to see how we can help.&nbsp;</p><h2>What Makes a Good Payroll System?</h2><p>With numerous available options, it can be difficult to choose which <a href="https://byte-hr.com/payroll">payroll system</a> is best for you. There is no single answer to the question because every company’s needs are different, but ByteHR is the ideal solution for many businesses.&nbsp;</p><div class="se-component se-image-container __se__float-center"><figure style="margin: auto;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/458e0011-13f0-4fb4-a0f7-b1742ccd1751.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="," data-percentage="auto,auto" data-file-name="image3.png" data-file-size="80888" data-origin="," origin-size="750,680" style=""></figure></div><p style="text-align: center">*Our Payroll software allows you to setup weekly and monthly payment schedules</p><p>A good payroll system should have the following attributes:</p><ul><li>Easy to Use: A good payroll system should ideally be intuitive and easy to use. This will help reduce time spent using the system and will also help reduce errors.&nbsp;  </li><li>Flexible: Every business has its individual requirements, so a good payroll system should be flexible enough to support businesses of all types. Our platform lets you choose which data to store and calculate, meaning you can customize it to optimize it for your needs.&nbsp;  </li><li>Reports: Payroll reports are essential for management teams because they help give them an overall picture of the company’s finance. Our platform lets you create custom reports so you get the information you need, presented in a way that’s easy to digest.&nbsp;  </li><li>Automation: A good payroll system will offer powerful automation tools that help reduce workload and human error. For example, our solution will automatically generate bank files and <a href="https://byte-hr.com/mobile">ePayslips</a> so your workforce is paid on time with limited input from your payroll team.  </li><li>Integration. Some businesses use multiple systems and your payroll system will work more effectively and efficiently if it can be integrated with 3<span style="font-size:10px">rd</span> party software. For example, ByteHR lets you upload Excel spreadsheets to our platform, reducing time and human error.&nbsp;  </li><li>Reliability: You will need a system that’s reliable so you know your workforce will always be paid on time and accurately. ByteHR systems have been thoroughly tested to ensure a stable platform, while it’s also a good idea to take any payroll platform for a test run first.&nbsp;  </li></ul><h2>What are the benefits of a good payroll system?</h2><p>A good payroll system can do more than just ensure your staff are paid the right amount on time. For example, our system gives access to helpful reports that let management call the right decisions, helping their business to prosper.&nbsp;</p><div class="se-component se-image-container __se__float-center"><figure style="margin: auto;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/4749cff6-2e7a-4696-9493-809c3796647c.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="," data-percentage="auto,auto" data-file-name="image2.png" data-file-size="15879" data-origin="," origin-size="700,500" style=""></figure></div><p>*With ByteHR our payslip transfers support all local and international banks<br></p><p>Another benefit of having a good system is that it can help rectify any discrepancies. All information is recorded electronically, making it easier to identify where errors have occurred.&nbsp;</p><h2>Summary</h2><p>Payroll is a necessary but often complex process. It can be time-consuming and complex processes, are likely to encounter human errors. The good news is that at ByteHR we have a platform that will help simplify the process, and eliminate any costly mistakes or errors.</p><p>Our platform helps calculate payroll in just a moment – a process that would have taken much longer in the past. We also offer tools that streamline processes, including automation that reduces time spent on the process, while also helping to reduce human error.&nbsp;</p><p>Overall, our platform helps companies to streamline the payroll process and offers meaningful reports that help you make the right call. If you would like to know more about payroll and how our solutions can empower your business, please feel free to <a href="https://byte-hr.com/#demo">request a free Demo</a> if you’d like to learn more.&nbsp;</p>

Simply put, payroll is the process of paying employees the correct amount at the right time. The process typically involves keeping records of employees and relevant data and calculating how much they are due. This process also involves calculating income taxes, pensions, social security health contributions, provident fund contributions and other expenses. 

What is Payroll?

what-is-payroll

<div class="se-component se-image-container __se__float-center"><figure style="margin: auto;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/cef41ee8-6c6e-48b1-aef2-d78e9dfea609.png" alt="" data-rotate="" data-proportion="true" data-align="center" data-size="," data-percentage="auto,auto" data-file-name="businessman-drawing-increases-graph-virtual-screen-min.jpg" data-file-size="175376" origin-size="2048,1356" data-origin="," style=""></figure></div><p>Most companies will have a human resource department that is often associated with catering to staff welfare. However, this department and its team serve many other key purposes that are essential to employee management and organizational success. </p><h2>What Does HRM Stand for?</h2><p>HRM refers to human resource management. A function of organisations that is responsible for managing the human element required to meet company goals. Even for small organisations, having HRM remains important as it serves to ensure <a href="https://byte-hr.com/how-hrm-is-important-for-employees" alt="employee needs">employee needs</a> are met as they facilitate and strengthen business operations.</p><p>Some of the top responsibilities of HRM include:</p><ul><li>Recruitment, training, and deploying of employees where and when they are needed</li><li>Developing, executing and overseeing policies that govern employees</li><li>Managing the relationship between the organisation and its employees</li><li>Ensuring employee satisfaction</li><li>Providing opportunities for employee growth and advancement</li></ul><p>Different organisations will have HR teams of varied sizes, structures, and skillsets. Most modern firms now also incorporate the use of <a href="https://byte-hr.com/hr" alt="HR management software">HR management software</a> that can automate various processes such as employee recruitment, payroll management, and compliance. Managing <a href="https://byte-hr.com/" alt="HR payroll">HR payroll</a> is a key function as it involves various data including gross pay, benefits, deductions, bonuses, leave encashment, overtime and other incentives. </p><h2>How Organisations Measure Performance</h2><p>To determine if your organisation is being successful, you need to have a way to measure performance. Some experts have suggested two main areas in which one can measure this performance. </p><p>Economic performance is the first consideration that delves into the financial outcomes of the organisation's operations. This can be measured by such metrics as profits, sales, and return on investment (ROI). The other area is operational performance. This refers to observable indicators of success like customer satisfaction and market dominance. </p><p>Overall, there are many ways in which to measure organisational performance and the indicators chosen will often depend on the type of business and its goals. The levels at which this performance is being assessed will also matter. For instance, how you measure the performance of an individual employee will differ greatly from how you measure that of the entire organisation. </p><h2>How HRM Impacts Organisation Performance</h2><p><strong>Hiring Processes</strong></p><p>HRM is responsible for the recruitment, hiring, training and deployment of employees where and when they are needed across the organisation. It is only through good hiring decisions that the organisation can secure the talent it needs to perform well. When the right job candidates are brought into the organisation, only then can it achieve its goals. HR departments must develop good hiring processes that will allow them to identify the best candidates for the job and be able to offer them positions where they can exploit their talents to the benefit of the organisation. </p><p><strong>Setting remuneration</strong></p><p>HRM develops the compensation structure that organisations use to pay their employees. The amounts they set can impact the quality of talent they attract during recruitment as it is a factor that competing businesses can use to tempt employees away. It is necessary to conduct research into suitable wage and salary levels that will enable the organisation to offer competitive remuneration that is in line with their financial status and projected revenue. The more competitive the pay, the better talent that can be recruited and ultimately contribute towards improving the organisation's performance. </p><p><strong>Survival</strong></p><p>Employees are the most important asset a business has. They are what allow it to function and deliver whatever products or services are needed to the target market. HRM makes it possible for the organisation to hire the employees they need to carry out various functions. It is their work that helps establish the business and allow it to grow. In exchange for this service, HRM caters to the wellness of the employees. </p><p>It accomplishes this by providing a conducive and safe work environment, organising benefits, and facilitating compensation through the <a href="https://byte-hr.com/payroll" alt="payroll system,">payroll system,</a> amongst many other functions. As long as employee needs are met by the organisation through its HR function, the organisation will continue to survive and thrive.</p><p><strong>Growth</strong></p><p>How much the organisation grows is another indicator of its performance. Whether in terms of profit, geographical presence, or other parameters, growth is a key indicator of success. Growth in an organisation is driven by the ideas and actions of its employees. HRM is responsible for identifying areas within the organisation that have gaps and finding suitable employees to fill them. It is the skills and ideas that these people bring to the organisation that aid it in expanding. </p><p><strong>Internal Branding</strong></p><p>HRM is responsible for creating a positive image of the organisation in the eyes of its employees. Developing a good company culture helps in attracting talented job candidates. The better the calibre of employees a business recruits, the better performance is assured. It takes more than just offering a high salary. The best talent will often look into what kind of welfare, treatment and work environment the organisation nurtures in deciding whether or not to accept a job offer. </p><p><strong>Employee productivity and satisfaction</strong></p><p>There are many ways by which HRM can impact employee productivity and satisfaction positively. Offering flexible work options where permissible can help boost productivity by reducing stress. HRM systems can even be used to carry out staff surveys on what may be impeding their productivity and what the organisation can do to help. Employees welcome the opportunity to give their opinions and feel satisfied when they see their proposals considered and implemented. </p><p>Conflicts can also affect productivity and performance. HRM should have conflict management skills that ensure fair treatment and resolution. Conflict is normal in the workplace, hence the need for policies that give clear guidance on how to resolve them and where necessary have HRM step in as a mediator. </p><p><strong>Liability Issues</strong></p><p>HRM oversees much of the liability related concerns of the business. Especially issues surrounding employees, like diversity, hiring practices, discrimination, and harassment. It is the responsibility f o the department to develop and institute policies that would forestall any unfair treatment. they need to also identify potential workplace concerns, investigate and resolve them before they escalate. If such situations escalate, they can easily damage the image of the organization and lead to legal problems that would further affect the performance of the organisation. </p>

Most companies will have a human resource department that is often associated with catering to staff welfare. However, this department and its team serve many other key purposes that are essential to employee management and organizational success. 

How HRM Contributes to an Organization Performance

how-hrm-contributes-to-an-organization-performance

<h1>HRMS And HRIS, What's the Difference?</h1><div class="se-component se-image-container __se__float-center" style="width: 75%; min-width: 100%"><figure style="margin: 0px; width: 75%;"><img src="https://bytehrwebjobstorage.blob.core.windows.net/bytehr-admin-web/3593c108-c40c-4f69-8674-bb77f9a66b67.png" alt="" data-rotate="" data-proportion="true" data-size="75%," data-align="center" data-percentage="75," data-file-name="[16_9] HRMS And HRIS,  What's the Difference_.png" data-file-size="1511122" origin-size="1429,952" data-origin="," style="width: 100%;"></figure></div><p>Most businesses today use some kind of software in relation to human resource work, which can involve managing a large amount of data that continues to build with time. HRMS and HRIS are two terms that are often used interchangeably to refer to these systems. While there are some similarities, they are not the same thing. </p><p>HRMS stands for a human resource management system, while HRIS is a human resource information system. To better understand how these two differ and overlap, let us define what they are and what they do for organisations. </p><h2>What is an HRMS?</h2><p>An HRMS is a comprehensive software solution that enables organisations to manage the various aspects of human resources. This includes all the features that make up HRIS, alongside other functions that facilitate the management of employees. It tracks various types of data related to employees such as payroll, taxation, sick leave days, vacation days, training, and performance appraisals. </p><p>The dynamic data handled by HRMS is continually updated and can be retrieved when and as needed. Besides storing data, these systems can also be used for predictive analysis that can be of value in such areas as recruitment and training decisions.</p><p>Some of the common features and tools you will encounter within an HRMS include:</p><ul><li><a href="https://byte-hr.com/payroll">Payroll system</a></li><li><a href="https://byte-hr.com/time-and-attendance">Time attendance management</a></li><li>Benefits administration</li><li>Workflows</li><li>Performance management </li><li>Talent acquisition and retention</li><li>Training and development</li></ul><p>HRMS can also be used to store static or master employee data such as employee names, addresses, social security information, addresses and so on. This data is typically stored under the payroll and benefits administration functions. </p><h2>What is an HRIS?</h2><p>HRIS systems deal primarily with static data that often remain unchanged for long periods of time. The focus of this data is to record details associated with the people, procedures, and policies of the organisation. This can include such information as:</p><ul><li>ID names and gender</li><li>Educational qualifications</li><li>Tax status</li><li>Addresses</li><li>Benefits</li><li>Leave balances </li></ul><p>Some payroll data can also sometimes be a part of HRIS. All this is still valuable data, but creates a system where it can be easily retrieved without the need to dig into files every time. The data can be analysed to provide helpful insights into employees and the organisation.</p><h2>What Is the Difference?</h2><p>There are some functions that you may find common to both HRMS and HRIS. HRMS however tends to be more global in its scope. For instance, when it comes to payroll management, an HRMS system is better able to accommodate the varied tax laws that apply to employees working in different countries. This can make it more suitable for multinationals or other businesses that handle cross-border transactions. </p><p>While an HRIS can have some common functions and features, its tools and processes are more basic and focus on the more essential human resource management tasks. The local scope makes it suitable for many businesses just starting and getting to grips with what workforce management is all about.  </p><p>HRMS is the most comprehensive option that includes all the features offered in HRIS. That said, this does not necessarily mean that it is the best option when it comes to HR management. Organisations need to match their choice of system to their needs, now and in future. For some, many sophisticated HRISs may prove adequate, while for others an HRMS would be preferable. </p><p>Organisations need to try and identify the range of functions and tools they want for their <a href="https://byte-hr.com/hr">HR software</a>. This should be used as a guide in choosing the best fit of system as you may find that many vendors will label their product as HRMS and HRISs, without strictly adhering to their definitions and scope. Since the lines can get blurred, less attention should be paid to the acronyms used and more to the capabilities of the software you are considering.</p><p>There are human resource management systems that offer a blend of both HRMS and HRIS. By combining the features and functions of both into one system, there is less cost and training required to utilize such contemporary HR systems. When combined, the systems are often simply referred to as HRMS. If you opt to go for the more comprehensive HRMS option, it makes sense to ensure that the broader HRMS features are included, together with whatever more distinct static data analysis HRIS capabilities you desire. </p><h2>Why You Need HR Software</h2><p>The human element is the lifeblood of any organisation. No work can get done without human resources. This makes managing everything from their recruitment to compensation vital to sustaining the improving business performance. The right choice of management software can offer several key benefits that more than compensate for the cost of investment. </p><ul><li><strong>Automation</strong><br>	HR systems make it possible for the most mundane and repetitive tasks required to manage employees to be undertaken with just a few moments spent at the keyboard. When data is correctly entered, there are no errors as would be the case if a human had to keep repeating the work. The speed and efficiency with which employee affairs can be handled make such software highly valuable in reducing workload. </li><li><strong>Productivity</strong><br>	The HR work related to even thousands of employees can now be undertaken by just a few staff members thanks to management software. They allow managing such functions as payroll, benefits, administration and much simpler. This allows HR staff to have more time to attend to other crucial work like recruitment and organising training. </li><li><strong>Better employee experience</strong><br>	Many HR systems are accessible to all employees through some form of company intranet. This allows them to engage with the HR department more easily and provides a user-friendly, clear and transparent system through which their needs can be met. This ease of communication and efficiency in handling tasks can improve employees’ perception of how HR departments work. </li><li><strong>Improved decision making</strong><br>	HR systems store massive amounts of data and offer ways to develop valuable insights through analysis. These can be used to better guide and hasten decision making. By relying on evidence-based reports, management can inspire greater faith in their decisions from other stakeholders including employees and investors. </li></ul>

Most businesses today use some kind of software in relation to human resource work, which can involve managing a large amount of data that continues to build with time. HRMS and HRIS are two terms that are often used interchangeably to refer to these systems. While there are some similarities, they are not the same thing. 

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Understanding Percentage Calculations in HR and Payroll with ByteHR

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The AI Revolution in HR: Separating Hype from Reality

What is Payroll?

How HRM Contributes to an Organization Performance

HRMS And HRIS, What's the Difference?

Latest News & Update

Popular

Latest Release

Understanding Percentage Calculations in HR and Payroll with ByteHR

Why We Choose Profit Over Unicorn Status

The AI Revolution in HR: Separating Hype from Reality

What is Payroll?

How HRM Contributes to an Organization Performance

HRMS And HRIS, What's the Difference?