Six reasons to outsource your payroll

Improved efficiency

We strive to create minimal administration for the customer through constant improvements and use of effective systems and processes. By leaving the payroll activities to Mertz, your internal HR staff and management will free up time to focus on strategic thinking and development of your business.

Focus on your core business

Payroll is a specialist field that can be both costly and challenging to keep inside your organization. Outsourcing will allow you to focus on working strategically with HR and developing your core business.

Less vulnerable

With outsourcing, you do not have to worry about staff sickness, absence during holiday periods, or employee turnover.

Improved flexibility

Outsourcing improves agility, making it easy to scale the service up or down according to your needs.

Higher quality

All Mertz activities are designed for one thing – to deliver payroll services as efficiently and secure as possible. As this is our core business, we invest in technology and processes, which enable us to deliver our services as efficiently as possible. Your business will also benefit from our payroll experts’ experience and strategic advice.

More value

It may seem as if the hourly rate of a payroll consultant is higher than that of an in-house employee. But when you take into account all other cost related issues, such as development and maintenance of software and IT, staying on top of new legislation and best practices, and the fixed costs of an in-house payroll organization, outsourcing comes out on top most of the time.

Rationale for Labour Relationship Management in Plantation Sector:

It is imperative that the Human Resource Development (HRD) and Organizational Behaviour perspectives in the Plantation Sector are of utmost importance in the direction of workers’ participation in Management, their promotional scopes, the welfare measures and the ergonomics to enhance productivity. The role of government and the positive attitude of corporate sector are to be initiated in tandem for ushering this sector into a new dimension, which is essential and nevertheless, challenging.
The Plantations Labour Act was enacted in 1951 to provide for the welfare of plantation labour by regulating the conditions of work in plantations. The Act covers the entire country except the State of Jammu & Kashmir. It applies to all Tea, Coffee, Rubber, Cinchona, Cocoa, Oil Palm and Cardamom plantations, which admeasures five hectares or more and in which fifteen or more persons are employed or were employed on any day of the preceding twelve months. The Act also covers workers employed in offices, hospitals, dispensaries, schools / balwadis and crèches, etc., in the plantations but it does not apply to those factory premises to which the provisions of the Factories Act, 1948 apply. The State Governments are, however, empowered to extend all or any of the provisions of the Act to any plantation notwithstanding that it admeasures less than five hectares or the number of persons employed therein is less than fifteen provided that no such declaration shall be made in respect of such land which admeasured less than five hectares or in which less than 15 persons were employed, immediately before the commencement of this Act.

Labour Law Training

The Employment Act is the basic labour law governing employment relations in India. It provides the basic terms and conditions of employment, spelling out the rights and obligations of employers and employees. To a greater extent, this act imposes labour discipline on employees and provides avenues for employers to deny them statutory benefits in the event of breach of discipline.
  It is important therefore that, in both unionized and non-unionized environments, HR practitioners, supervisors, line-managers and executives, who have dealings with subordinates, have a good understanding and appreciation of the Employment Act to minimize disputes on employment issues with their staff and their union (if any).

CONSTRUCTION SITE MANAGEMENT

The construction industry is one of the largest global employment sectors, providing work for a significant proportion of the labour market and accounting for a significant share of the world gross domestic product. The industry also represents one of the most risky, complex and dynamic industrial environments. A construction project relies on skilled manual labour supported by a management framework, which has to coordinate many professional, construction and supplier organizations whose sporadic involvement will change through the course of the project. The fragmentation and dynamism of this process and the need to integrate a wide range of occupational cultures renders construction one of the most complex project-based industries in which to apply good human resource management (HRM) practices.
  Labour law regulations and enforcement in India have been focused towards workers in the organised sector leaving the vast majority of the unorganized sector practically unprotected. The applicability of labour laws has often been an important factor in distinguishing the characteristics of the organized and the unorganized sector. Though the organized sector workers (who constituted a small fraction of the labour force) had the promise of protection by numerous labour laws, which guaranteed job security, regular wage revisions, retirement and other benefits in the pre-reform period, there was still an absence of the welfare provisions such as education, health care, housing, public distribution system back then. Therefore, this distinction between the organized and the unorganized sector, based on the applicability of labour laws, does not stand true as the organized sector was not protected to the same degree as it was portrayed to be (since the welfare measures were not a part of the provisions, also the enforcement of the other provisions under the law was highly questionable). Secondly, there are few labour law legislations, which are directly applicable to the unorganized sector though the process of their implementation is questionable.