Detail Pf Esi

records of all files of inbound documents i.e. Form 16a Tax deducted at source, receipts of
ESI/PF etc.

Please find below the basic salary structure
1) Basic - 35% - 50% of Gross
2) HRA - 40% of Basic for Non metro & 50% of basic for Metro
3) Con - Max Rs. 800/ P M which is Max of Rs. 9600 P A
4) Medical Reim - Max Rs. 1250 / PM which can be max of Rs 15000
PA
5) Spl Allow - Balance of Gross will be provided as Spl Allow

Statutory
1) PF
Emp Contribution - 12% on Basic
Emp'r Contribution - 13.61% on basic

2) ESI - Applicable to employees whose Gross Salary is less than
or equal to Rs.15000
Emp Contribution - 1.75% on Gross
Emp'r Contribution - 4.75% on Gross

PT - It Varies State to state

Net Salary = Gross - PF (Emp Cont) - ESI (Emp Cont) - PT
CTC = Gross + PF (Emp'r Cont) - ESI (Emp'r Cont)

Income tax slabs 2011-2012 for General tax payers
Yearly Income Tax Rate
Rs. 0 to 1,80,000 No Tax (0 %)
Rs. 1,80,001 to 5,00,000 10%
Rs. 5,00,001 to 8,00,000 20%
Above Rs. 8,00,000
30%

Income tax slabs 2011-2012 for Women
Yearly Income Tax Rate
Rs. 0 to 1,90,000 No Tax (0 %)
Rs. 1,90,001 to 5,00,000 10%
Rs. 5,00,001 to 8,00,000 20%
Above Rs. 8,00,000
30%

Income tax slabs 2011-2012 for Senior citizen (60 Ҧ 80 years)
Yearly Income Tax Rate
Rs. 0 to 2,50,000 No Tax (0 %)
Rs. 2,50,001 to 5,00,000 10%
Rs. 5,00,001 to 8,00,000 20%
Above Rs. 8,00,000
30%

Income tax slabs 2011-2012 for Very Senior citizen (Above 80
years)
Yearly Income Tax Rate
Rs. 0 to 5,00,000 No Tax (0 %)
Rs. 5,00,001 to 8,00,000 20%
Above Rs. 8,00,000
30%

You can also find the income tax slab for income in FY 2010-2011
(Assessment year 2011-2012) here
Tags: Assessment Year 2012-2013, Income Tax Brackets in
India, Income Tax Slabs,Latest income tax slabs
Difference between Gross Salary and Net Salary
Let us say the employee earns the following per month:
Basic Salary - INR 10000
House Rent Allowance - INR 5000
Conveyance Allowance - INR 1000
Magazine Allowance - INR 500
Education Allowance - INR 250

Then, GROSS SALARY - INR 16750

Deductions:
Provident Fund - INR 1200
Income Tax - INR 750
Profession Tax - INR 130
Loan Deduction - INR 750
Total Deductions - INR 2830
Then,
NET SALARY Ҧ 16750-2830=13920 (in Hand Salary)

GROSS SALARY = Basic 50% HRA 20% Medical 10% Education 1%
Conveyance 6% Misc. (13%-P F + ESIC)
NET SALARY= GROSS SALARY - Total Deductions
Help to calculate PF amount
ESI is applicable only for those employees whose gross salary is
up to 10,000/- rupees per month and its calculated @ 1.75% of
gross salary from employee side and 4.75% of the same from
employer's side.

PF is calculated on basic salary Dearness allowance only.. It is
calculated @ 12% of basic salary from both the sides.. Out of
12% of employer's contribution only 3.67% goes to PF and rest
goes to Pension Fund. The maximum ceiling to be covered under
this Act is 6500/- basic salary.. even employees getting more
can also be included.

Professional Tax is calculated on gross per month and its fixed
for a level.. Like for employees who are getting upto 6000/-,
deduction would be 20/- rupees.. but its vary from state to
state..
FOR EMPLOYER

after depositing all the contributions of both employer and
employee with the bank for any month, by the 15th of the
following month following records have to be filed with P.F
office

1. Triplicate copy of challan (out of 4 copies of the challan)
2. Form 5 - list of all the employees newly joined in that month
3. Form 10 - list of all the employees left during the same
month
4. Form - 2 collected from all the new employees covered in Form
5 (joined during the corresponding month)
5. Form 12A - monthly return form
The above forms have to be filed every month.

For annual return the following forms have to be submitted with
P.F deptt.

1. Form 6A - summerised details of contributions of all the
employees in that year (from 1st March to 28th February of next
year)
2. Form 3A - details of monthwise contributions of each employee
worked during that year against whom P.F has been deducted and
deposited (one form 3A for each employee)
3. Details of monthwise P.F contribution deposited with the P.F
deptt. in that year
4. Floppy containing the data of form 6A and Form 3A in .dbase
format only as the P.F office runs the old software package of
.dbase
Accounts - PF
There are five accounts
1) AC 1 (PF)
(BA+DA) 12% Employee share
(BA+DA) 3.67% Employer share
2) AC 2 10 (Pension)
(BA+DA) 8.33% Employer share
3) AC 2 (Administration Charges)
(BA+DA) 1.1% Employer share
4) AC 21 (EDLI -Employees Deposit Link Insurance)
(BA+DA) .5%Employer share
5) AC 22 (EDLI Administration charges)
(BA+DA) .01% Employer share
Note ҦIf the BA+DA is more than 6500, then the calculation for
AC 1(employer Share only) and AC 10 is as follows.
6500*3.67 i.e. 239
6500*8.33% ie, 541 common for all salary, which is above 6500.
Forms
Form - 11
Self declaration form mentioning the name, address and any P.F
no. allotted to him by any previous company where he was
working.

fORM 2
Nomination form mentioning the name of nominee/s to get the
share of money in case something accidental happens to you
(which will not happen as you have got so many friends to make
good wishes for you through this forum)
Form 2, includes the following
y Name of the employee
y Parent/spouse name
y Date of Birth
y Sex
y Marital Status
y AC No
y Address
y Names, address, relation, Share for each etc
Also for changing nominee names Form 2 is used. His eligibility
begins on the date of joining the firm. Submitted along with
form-5.
P.F. Challan, includes the following (quadruplicate), Monthly
before 15 th .
y Account group no eg Ma mu 1246(state-first two alphabets /cit
no: of the company)
y Month
y Total number of subscribers
y Total wages due for each account (wages on which
calculations are done)
y Each accounts totals (consolidated amount with employer and
employee share)
y Name of the establishment and address
y Name and signature of the depositor
y Name of the bank, mode and date of remittance etc
Challan is submitted along with form-12A every month.
Before 25 th P.F. Form 5, includes the following, Monthly
before 25 th
y Name of the establishment and address
y Month
y Code no: of the factory
y A c no:
y Name of new employees
y Fathers or Husband name in case of married women
y Date of birth
y Sex
y Date of joining the fund
y Total period of pervious services as on the date of joining
the fund


Before 25 th P.F. Form 12 A, includes the following, Monthly
before 25 th
y Name of the establishment and address
y Currency period and month (April yr to march yr)
y Statutory rate of contribution (12%)
y Group code (NA for unexempted establishment. Establishment
having more than 1000 (Iam note sure about exact figure)
have to keep a PF trust and have to specify the group code)
y Total wages due for each account (wages on which
calculations are done)
y Amount of contribution and amount remitted (consolidated
amount with employer and employee share)
y Date of remittance
y Total number of subscribers for the current month.
y Name and address of the bank in which the amount is
remitted.
y Details of subscribers for E.P.F, PF, EDLI
--No of subscribers as per last month
--No of new subscribers (vide F5)
--No of subscribers left service (vide F 10)
--Total no of subscribers (After adding and subtracting the
new and retired employees with, the number should tally with
monthly list of employees)
Cross checking the above is done with the salary statement.
Before 25 th P.F. Form 10, includes the following, Monthly
before 25 th
y Name of the establishment and address
y Month
y Code no: of the establishment
y A c no:
y Name of member who is leaving
y Fathers or Husband name in case of married women
y Date of leaving service
y Reasons for leaving service
y Signature of authorised officer and stamp of the
establishment
Cross checking the above is done with the salary statement whi
includes the number and name all current employees.

P.F. Annual Returns Form 6A and 3A
y Currency period and month (April yr to march yr)
y Name of the establishment and address
y Code no: of the establishment
y No: of member voluntary contributing at a higher rate
y AC No of each employee followed by their name, annual
salary, annual contribution, employer contribution, refund
of advance, rate of voluntary contribution.
y This grand total should tally with all form 12 A and challan
totals.
P.F. Annual Returns Form 3A
This form is filled up for each employee stating his each mont
salary, contribution, Employer share, Refund of advance, No
days/period of non contributing service, if any (eg unauthorised leav
If the employee is resigned during that financial year then the date
leaving service and reasons for leaving service should be specified
this form. Using this form 6 A is filled up and crosschecking is d
with all challans and 12 A forms.

Form 13

Form 13 is used for transferring an employee AC from one company
another. Both employer and employee have to specify his name, PF AC
Position etc and submitted with a covering letter (consolidated list
employees). Photocopy of the above is kept in PF file for transfer.

Form 19 and Form 10

Form 19 is used for withdrawing PF amount. Employee and parent/spo
name, name of the establishment, Ac no, Reasons for leaving servi
Contribution for current financial year etc. Form 10 is used for pens
withdrawal.
You can visit the website ҭwww.epfindia.com ҭ for seeing the detai
the act, Forms,FAQ etc
Statutory Complience
1. ESIC challans
2. P.F.Challans
3. Nomination and Declaration (Form 2)
4. P.F. (Form 5,10 & 12A)
5. PF annual returns ( form 6A and 3A)
6. Payment of wages act (Form IV)
7. Maternity benefit Act (Form K,L,M, & N)
8. Halfyearly returns of ESIC (Form 6)
9. ESIC forms for newly joining covered under ESIC (Form 3)
10. PF (Form 13 for transfer of PF account)
Date and Month Act Name of statutory Return

Before 21 st ESIC ESIC Challan
Before 15 th P.F. P.F. Challan
Before 25 th P.F. Form 5,10, & 12A
Before 15 th Factory act 1948 Form 21 (Annula Return)
Before 21 st Maernity Benifit Act Form K,L,M, and N
Before 15 th Payment of Wages Act Form IV

Monthly statutory Register should be maintained.

ESIC Half yearly returns in the month of May
Annual Returns
P.F. Annual Returns Form 6A and 3A
CHEKLIST FOR EMPLOYERS
Statutory Deposits & Returns
January
SR. DATE AND MONTH Act NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Before 15th Factory Act, 1948 Form 21 ( Annual Return)
5 Before 21st Maternity Benefit Act Form K,L,M & N
6 Before 15th Minimum Wages Act Form 3 (
7 Before 31st Employment Exchange Act Form ER - 1
8 Before 31st Welfare Fund Act Deposit in Fund A/c
9 Monthly Statutory Register Daily / End of the month

February
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Before 15th Payment of Wages Act Form IV
5 Monthly Statutory Register Daily / End of the month

March
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 P.F. P.F. Annual Returns Form 6A d& 3A
5 Monthly Statutory Register Daily / End of the month

April
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Before 30th Employment Exchange Act Form ER - 1
5 Monthly Statutory Register Daily / End of the month

May
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Before 12th May ESIC ESIC Half Yearly Returns
5 Monthly Statutory Register Daily / End of the month

June
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Monthly Statutory Register Daily / End of the month

July
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Before 30th Employment Exchange Act Form ER - 1
5 Monthly Statutory Register Daily / End of the month


August
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Monthly Statutory Register Daily / End of the month

September
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Monthly Statutory Register Daily / End of the month

October
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Before 30th Employment Exchange Act Form ER - II
5 Monthly Statutory Register Daily / End of the month

November
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Before 30th Factory Act, Form 2 Renewal fees
5 Before 11th November ESIC ESIC Half Yearly Returns
6 Before 30th Payment of Bonus Act Form A, B & C
7 Monthly Statutory Register Daily / End of the month

December
SR. DATE AND MONTH NAME OF THE STATUTORY RETURN
1 Before 21st ESIC ESIC Challan
2 Before 15th P.F. P. F. Challan
3 Before 25th P.F. Form 5, 10 & 12A (P. F.)
4 Monthly Statutory Register Daily / End of the month

OBJECTIVE: call me @ 08801860005
To handle and support the manpower properly such that the
contribution of manpower facilitates to profit maximization of
the organization and vision of MTAR through the support and co
ordination of top level and middle level management and all the
work groups.
ROLES AND RESPONSIBILITIES
¾ Arranging & conducting Interviews/Initial screening the
candidates/ coordinatiing in recruitment processes /training
programs.

¾ Prepare and submit all relevant HR letters/ documents/
certificates as per the requirement of employees in consultation
with the management

¾ Procuring all the leave applications/ on duty forms / shift
change forms and forwarding to HO for salary process and
records.

¾ Resolve grievances or queries that any of the employees have.
Escalate to the right level depending on the nature of the
grievance or issue.

¾ Engage with employees on a regular basis to understand the
motivation levels of people in the organization.

¾ Conduct exit interviews for employees and record them
accordingly.

¾ Conduct employee orientation and facilitate new comers joining
formalities Maintain and regularly update ( personal database,
organogram) of each employee .

¾ Monitoring the movements of employees by authorizing gate pass
system.

¾ Ensuring that required no. of contract labour deployed in the
plant as per the man power planned.
¾ Ensuring the workmen will wear uniform, id cards and maintain
safety regulation.

¾ Monitoring housekeeping staff, canteen facilities, toilets and
washing facilities, general admin functions.
¾ Cross Checking the security and workmen activities in variably
(in the times of late evenings and holidays).
¾ Maintaining good relationship with superiors, peers and all
sub ordinates and union employees to tackle the various issues.

Subject - Re: Hr Executive KRA AND KPI
Hi,

ҭKey Result AreasҮ or KRAs refer to general areas of outputs or
outcomes for which the departmentҪs role is responsible.

In simple Terms KRA can be defined as Primary responsibilities
of an Individual, the core area which each person is accountable
and This capture about 80% of the departmentҪs work role. The
remainders are usually devoted to areas of shared
responsibility.

Importance of KRAs.
ҳ Set goals and objectives
ҳ Prioritize their activities, and therefore improve their
time/work management
ҳ Make value-added decisions
ҳ Clarify roles of department or individual
ҳ Focus on results rather than activities
ҳ Align their roles to the organizationҪs business or strategic
plan
ҳ Communicate their roleҪs purposes to others

KRA for HR Department

1. Recruitment & Selection

ҳ Reduce Average time taken to fill vacancies
ҳ Reduce Average cost per recruitment
ҳ Finalize selection in 5 weeks for each individual position
ҳ Workplace accidents
ҳ Reduce workplace accidents

2. Building capabilities and organizing learning

ҳ Training
ҳ All workforces below middle management should receive a
minimum of 4 days training.
ҳ Maximize induction training. Maximize training workshops
ҳ Employees Development
ҳ Training needs analysis & Competencies development.

3. Performance Management

ҳ Performance Appraisal
ҳ Managing Employees through KRAs
ҳ Achieve 100% performance appraisals against total employees.

4. Monitoring employee deployment

5. Compensation and benefits.

6. Employee Relations

7. Statutory Compliance

8. Reward Management

9. Effective HR management systems, support & monitoring

10. Workplace Management

ҳ Reduction in absenteeism per employees
ҳ Increase in employee satisfaction
ҳ Talent retention and turnover ratio.
ҳ Reduce the labor turnover
ҳ Benchmark total HR costs externally.

11. Safety and Health Workplace

HR KPI (Key Result Indicators)

1. Recruitment KPI
They includes KPIs about recruitment process.


Recruitment key performance indicators (KPIs) is a part of Human
resources KPI include KPI as follows:
1. Recruitment costing KPI
ҳ Recruitment costing per position.
ҳ Recruitment costing per position per channel
ҳ Average sourcing cost per hire Average sourcing cost per hire.
Sourcing costs include advertising, referral and agency

2. Recruitment time KPI
ҳ Average time to recruit. Calculating from date of recruitment
require to date of employee hired.
ҳ Average time to recruit per position.

3. Recruitment source KPI
ҳ Number of CVs / per channel
ҳ Recruitment source ratio. Ratio between internal versus
external recruits.

4. Selection KPI
ҳ Average number of interviews from submitted resumes. Track the
number of converted submitted resumes to interviews.
ҳ Number of qualified candidate compared to resumes.

5. Recruitment efficiency KPI
ҳ % recruitment achievement meet hiring plan
ҳ % new hires achieving 6 months service
ҳ % new hires achieving 12 months service
ҳ % new hires achieving satisfactory appraisal at first
assessment

Training kpi


Training KPIs include key performance indicators as follows:
1. Training costing
ҳ Company training expenditure (% of salaries and wages)

2. Training hours
ҳ Average number of training hours per employee

3. Training certificates
ҳ Number of employees completing sponsored MBA programs

4. Training courses
ҳ Number of courses offered
ҳ Number of courses implemented.

5. Training satisfaction
ҳ Employee satisfaction with training.

6. Training budget
ҳ % of HR budget spent on training
ҳ Average training costs per employee

7. Training results
ҳ % of employees gone through training
ҳ Average time to competence. That is average time it takes
until expected competence level is reached.
ҳ % & employee reach competence after training.

8. Training penetration rate
It measures the percentage of employees completing a course
compared to total number of employees employed.

9. E-learning training
ҳ e-learning courses utilized
ҳ % of e-learning pass rate

Health and safety KPIs include key performance indicators as
follows:


1. Health and safety non-conformance KPI
ҳ Number of non-conformance per year / quarter..
ҳ Number of accidents per year.
ҳ Number of reportable accidents year.
ҳ Number of reportable non-fatal accidents per year.
ҳ Number of solved safety non-conformance for the month.
ҳ Percentage of corrective actions closed out within specified
time-frame.
ҳ Percentage of fatal accidents relative to all accidents per
year.

2. Health and safety training KPI
ҳ Percentage of staff with adequate occupational health and
safety training.
ҳ Total of hours in safety and health training in the month.

3. Health and safety representatives KPI
ҳ Percentage of attendance at occupational health and safety
committee meetings.
ҳ Percentage of health and safety representatives positions
filled.
ҳ Percentage of issues raised by H&S Reps acted.
ҳ Percentage of occupational health and safety committee
recommendations implemented.

4.Health and safety Costing KPI
ҳ Cost of solved safety non-conformance for the month.
ҳ Health and safety prevention costs within the month.

5.Health and safety results KPI
ҳ Lost time (in hours) due to non-fatal accidents per year.
ҳ Lost time (in hours) due to accidents (including fatalities)
per year.


Performance KPIs include key performance indicators as follows:


Performance KPI include indicators as follows. If you find
search for all information about KPI, you can click link :
ҭsample KPIҮ at the end of this post.

Performance KPI
1. % of appraisals completed on time

2. % of employees above competence

3. % of employees below competence

4. % of low performing employees

5. % of high performing employees

6. % of employee with their performance decreased compared to
last month

7. % of employee with their performance increased compared to
last month

HR efficiency KPIs include key performance indicators as
follows:


1. Sales turnover per employee.
This rate should compare to competitor in same business sector.

2. Profits per employee.
This rate also should compare to competitor in same business
sector.

3. Administration cost per employee.
4. Labor cost as % of sales.
This rate also should compare to competitor in same business
sector.

5. Revenue generated per Full Time Equivalents (FTEs)

Compensation KPIs include key performance indicators as follows:


1. Salary rate / sales turnover.

2. Cost rate of workers compensation.

3. Cost rate of social insurance.

4. Cost rate of medical insurance.

5. Cost rate of benefits.

6. Average income per employee by month

When you consider how average income of the company, help you
consider how average income of the company you have or have not
matched the average income of the sector or to other
competitors.

7. Average income per employee by hour.

8. Average income per employee by position.

- When considering the level of income by the average position,
help you consider how average income of the company you have or
have not matched the market.

- The average income does not reflect accurately the income of
the titles in your company

Employee relations KPIs include key performance indicators as
follows:


1. Internal communications KPI
ҳ Number of emails issued
ҳ Number of bulletins issued
ҳ Number of staff briefing sessions conducted

2. Number of unfair dismissal claims KPI
3. Work/life balance KPI
ҳ Number of active flexible work agreements
ҳ Number of active working from home agreements
ҳ Number of active job sharing agreements

4. Number of formal union grievances KPI
5. % workforce on individual contracts KPI
6. Workforce teams KPI
ҳ Number of active teams
ҳ Number of team meetings

7. % of employees covered by collective bargaining agreements
KPI


Employee satisfaction KPIs include key performance indicators as
follows:

1. % Average satisfaction.
2. % Average satisfaction by each department.
3. % Average satisfaction by field such as:
ҳ Attitude about compensation and benefits.
ҳ Attitude about coworkers.
ҳ Attitude about supervisors / managers.
ҳ Attitude about promotions, training.
ҳ Attitude about work tasks.

4. % Average satisfaction by new employee.

HR budget KPIs include key performance indicators as follows:


1. Average cost of recruitment per year.
2. Average cost of recruitment per staff.
3. Average cost of training per year.
4. % training cost / sales turnover.
5. Training cost per employee.
6. Salary budget ratio / sales turnover.
7. Health safety cost per year.

Job leaving KPIs (key performance indicators) include KPI as
follows:

1. Job leaving ratio per year.
2. Job leaving ratio per department.
3. Average age of employees that retire.
4. Percentage of early retirements.
5. Attitude of employee who leave job:
ҳ Satisfaction ratio with wages/salary/benefits
ҳ Satisfaction ratio with conditions/physical work environment
ҳ Satisfaction ratio with job
ҳ Satisfaction ratio with personal relations
ҳ Satisfaction ratio with participation and recognition
ҳ Satisfaction ratio with opportunities for development
ҳ Number of employees who would seek re-employment with company
Hope the above will help you to understand the KRA and KPI of
the HR Department.