Creating basic frame work:
1. Configuring the Organization.

It is a prerequisite to configure the organization as the first step. Punctilious allows a setup of max 7 layer parental organization with location as a dimension with choice of names.

For Example :
  1. Name of the Consortium.
  2. Name/s of the Organization/s registered under a respective statute under the consortium.
  3. Name/s of the SBU/s under the organization.
  4. Name/s of the vertical/s under the SBU/s.
  5. Name/s of the PDU/s under the SBU/s.
  6. Name/s of the Department/s under PDU/s.
  7. Names of the Sub Department/s under Department/s.
2. Configuring HR policies and procedures:

Punctilious through a graphic interface empowers the organizations to create multiple types of Attendance Rules, Late Coming Rules, Grace Time Rules, Leave Rules, Compensation structures, Over Time Rules, Health Insurance Rules etc on their own based on the organization’s policies and guidelines and attach applicable rules to the employees.

Talent Acquisition
1. Manpower Budgeting:

Manpower budgeting is the first step of talent acquisition process. A requisition is to be initiated with details like number of positions, role (individual contributor, supervisory, managerial, head of the department, sub head etc), level & designation, title, location, annual package etc and approved as a onetime exercise annually. .

2. Manpower Requisition :

Manpower requisition shall be initiated and approved as and when manpower is required during the year within the approved budgets under Manpower budgeting process. Punctilious does not allow any recruitment beyond the approved norms under the Manpower Budgeting process.

3. Manpower Recruitment :

Punctilious has an exhaustive recruitment module which takes care of entire recruitment process starting from receiving the Manpower Requisition to onboarding of the candidate.

On-boarding
1. Creating an Employee:

Punctilious provides a provision to convert a candidate who is offered an employment into an employee after completing all the joining formalities by uploading the whole lot of personal details of the candidate into the data base and creating an identification number.

2. Applying applicable HR policies, norms, guidelines :

Punctilious provides an interface to attach applicable HR policies, norms, guidelines to each employee in different permutations and combinations from the battery of HR policies, norms, guidelines created based on the functionality of the organization. Punctilious also provides a provision to change the applied HR policies, norms, guidelines as and when required based on the changes that take place in the growth path of an employee.

In other words Punctilious supports any kind of dynamic scenario with absolute ease and comfort.

Employee Management
1) Attendence Management:

Punctilious can glean swipe data online without any human intervention irrespective of the type of swipe recording devise and location and present the same in a structured format for the reference of all the stake holders.

2) Leave Management:

Punctilious provides a highly user-friendly graphic interface to define various parameters that determine the features of a type of leave. By defining these parameters different types of leaves can be created as per the requirement of the organization.

Different types of leave thus created can be attached to each employee based on the leave policy of the organization.

The leave module consist of a meticulous workflow designed for making an application for sanction of leave, recommending, sanctioning and escalation processes.

The highly informative leave module provides number of reports for the benefit of all the stake holders

3) Compensation Management:
a. Creating various monthly / annual salary component:

Punctilious provides a user-friendly interface to define and name various monthly and annual salary components.

b. Defining validation for each salary component:

Punctilious provides a user-friendly interface to define required validation to each salary component based on the organization’s norms. By defining the required validations a battery of salary components can be created.

c. Creating a Salary Structure:

Punctilious empowers the organizations to create different types of compensation structures based on the organization’s needs by combining different salary components in different permutations and combinations.

d. Attaching a Salary Structure:

Punctilious allows attaching applicable salary structure to each employee based on the organization’s policies, norms and guidelines. Punctilious also allows subsequent changes based on the developments in the career progression of the employee.

4) National & Festival Holidays and Weekly Offs Calendars:
a. Creating Calenders:

Punctilious permits to create different types of National & Festival and Weekly Off calendars.

b. Attaching Applicable Calenders:

Punctilious allows attaching applicable National & Festival Holidays and Weekly Off calendars as per the organization requirements from time to time.

5) payroll Processing :
a. Attendance, Leave, National & Festival Holidays and Weekly Off details:

Come from the respective modules.

b. Compensation details:

Come from the employee personal data.

c. Processing :

Based on the number of days payable, compensation rate and computation validations, the payroll process module shall process the salaries.

d. Statutory Payments:

Payroll module shall support all sorts of reports required to remit salaries and statutory payments like PF, ESI, Professional Tax, Income Tax etc.

6) Income Tax Computation:

Employees can compute the Income Tax liability by posting the savings in the Income Tax module. This module eliminates any possible differences between the employees and TDS authorities on computation of tax liability and promotes transparency and comfort level.

7) Performance Appraisal Process :
a. Defining the type of appraisals:

Based on the type of review of performance different types of reviews can be defined.

  1. Confirmation Review: Done at the end of the probation period for confirmation of services.
  2. First Annual Review: Done at the end of 12 months period from the date of joining.
  3. Annual cyclic review: Done annually, once put in the regular performance cycle.
  4. Mid-year review: Done between scheduled reviews in special conditions.
b. Defining the Goals for the Organization:

Subject to the uniqueness of the organization a set of generic goals can be created that would be applicable to different individuals in different weightages based on their roles.

  1. For example: The Goals could be Functional Goals, Financial Goals, Project Goals, Operational Goals, Organizational Goals, Self-Development Goals, Leadership Goals, Team Goals and these Goals could be applicable to different employees in different weightages subject to maximum weightage of 100.
c. Individual Goal Setting Process:
  1. Subject to individual employee role and responsibilities different Goals with different weightages would be applied.
  2. Under each Goal different Key Result Areas (KRA) would be defined with specific target dates by the Manager in consultation with the individual employee concerned.
  3. Goals and KRAs once set can be modified by the Manager in consultation with the employee concerned based on the changing business needs.
d. Self-assessment:
  1. Each employee can track the Goals and KRAs set for him/her and make necessary comments related the developments and achievements and these are open to the review of superiors.
  2. At the end of the individual KRA target dates the employee concerned need to assess the percentage of achievement and record the same with necessary justifications if required.
  3. At the end of the assessment period the employee concerned has to complete the assessment of all the KRAs and submit the same to the immediate superior.
e. Evaluation of Performance Appraisal by the Superior:
  1. The Self-Assessment thus sent by the employee concerned shall be reviewed by the immediate reporting manager in one on one discussion with the employee concerned. At the end of the process the immediate reporting manager shall do his/her assessment and forward to the reviewing manager.
  2. The assessment can pass through any number of reviewing managers based on the organization’s needs.
  3. At the end of the process the assessment shall be pushed to Impact Report.
f. Impact Report:
  1. The Impact Report empowers the approving authorities with a snap shot of percentage of financial out flow, ratings, and promotions to enable them to embark on normalization process in line with organization norms to avoid last minute rework.
  2. At the end the assessment shall be concluded by recommendations, approvals and issuance of necessary review letter to the employee concerned.
8) Employee Self Service :

Employee Self Service module empowers the employees with many features like,

  1. Generating various certificates.
  2. Viewing their various details like personal details, leave entitlement, compensation details, employment details, insurance coverage, company contributions to various statutory & non-statutory funds, reporting manager and also post their expressions / suggestions, seek clarifications etc.
9) Rewards and Recognition.

This module of Punctilious empowers the Managers to recognize the exemplary performance / contributions / behaviour exhibited by their team members during the course of employment and rewards them suitably to boost the morale of the employees and instil competitive culture across the organization. It is completely automated from nomination to payment of award to the employee concerned.

10) Reports :

Punctilious biggest strength is its report mechanism. It has number of standard reports with multiple selections of various factors like location, department, designation, title etc to generate customize reports without unwanted information.

Punctilious also has highly precise query based report builder by applying multiple filters to generate non-standard reports required from time to time based on business needs.

11) Corporate Communications:

Punctilious Corporate Communication supports dissemination of Company News, Events, Birthdays, Anniversaries, and Achievements etc.