Payroll and Human Resources management

Do you want a payroll and human resources management solution adapted to your needs and which guarantees legal compliance?

Our consultants and experts advise and support you for the implementation, customization, development and maintenance of your HR department, up to the outsourcing of functions.

AB Consultant is involved in the management of payroll and declarations, management of paid leave, management of expense reports, editing of dashboards, management of training, management of careers and professional interviews, etc.

THE PAYROLL MANAGER FUNCTION

The Payroll Manager is responsible for managing the payroll of the company’s employees.

Within the company, the payroll manager is responsible for preparing, editing, managing and sending the payroll elements of the company’s employees.

To do this, the Payroll Manager must collect the payroll elements, hours worked, calculate and integrate any variable elements. In this context, he is responsible for monitoring staff movements (sickness, leave, absences, etc.)

The Payroll Manager oversees the payment of social charges and the preparation of monthly, quarterly and annual tax and social security declarations.

The Payroll Manager uses software specific to his profession. He may be responsible for choosing and setting up the payroll editing software. he is responsible for adapting his settings on a daily basis.

He/she must regularly update his knowledge in terms of legislation and social obligations…

Challenges

The management of human resources intervenes at all stages of the life of employees in the company, including their entry and their departure. It is thus broken down into multiple tasks: definition of positions, recruitment, career management, training, payroll and compensation management, performance evaluation, conflict management, social and union relations, staff motivation and involvement, communication, working conditions, selection, and equity (distributive, interactive justice, etc.).

Improve performance by ensuring your people can deliver on your strategy.

In order to enhance skills, motivation, information and organization, it is possible to give all the necessary attention to certain management tools:

• Recruitment

By evaluating skills and motivation during recruitment, we ensure that we have adequate staff in terms of numbers and qualifications;

• Training and coaching

In order to improve the skill level of employees, but also to improve their motivation;

• Positive motivation and negativity

Positive motivation (reward: congratulations, bonus, promotion, training, etc.) and negative (penalty: reprimands, reduction or cancellation of a bonus, demotion, even dismissal).

Assignments / Missions

The notion of business seen as a “social body” was enshrined and developed at the beginning of the 20th century, among others by practicing managers such as Henri Fayol2 in France. From this perspective, the management of human resources corresponds to a real function of the company.

Human resources departments carry out their missions and functions in collaboration with the other departments and field managers in a logic of objectives set by the company, the association or the administration. This is how human resources management is considered – in some organizations – to be jointly responsible for areas such as production or quality management.

It is possible to identify many tasks for this function which are:

• Personnel administration (it is under this aspect that the function begins to exist and to be perceived in the company):

The recording, monitoring and control of individual and collective data of the company’s personnel;
Application of legal and regulatory provisions in the company;
Preparation of commissions and meetings;
Maintenance of order and control and tally work.

• Management in the broad sense (this expression covers three areas):

The acquisition of human resources: through employment management, recruitment programs, career plans, transfers and promotion, analysis of positions and the evaluation of people;
compensation management: by analyzing and changing positions, salary scales, compensation policy, profit-sharing and participation;
training management: by detecting needs, developing training plans, implementing training actions and evaluating results.

• Communication, information: The tasks of the human resources department in this regard are:

The definition of outward-facing publications and the design of messages,
The design of the company’s social balance sheet (proving to be an annual obligation for organizations with more than 300 employees).

Management of the means of communication: company newspaper, display, audio-visual, systematic meetings.

• Improving working conditions. The main themes in this regard are:

Health and safety at work and on the way.
Ergonomics of working conditions.
Prevention of psychosocial risks and occupational diseases.
Quality of life at work.

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