SmartConnect helps you stay updated with the latest in the HR world including news, technology, compliances and more! Click below to read the edition for May 2018.

1. 01
03
Decoding HR Outsourcing for the
Finance Leader02
05
07 09
Note from the CEO
Trends in Corporate Learning
and Development
Regulatory Updates
Compliance Calendar for
May 2018 & June 2018
Integrated Payroll for a
Confectionary Company
MAY 2018

2. Note from
the CEO
Note from
the CEO
Greetings!
In our last issue, I addressed technology and how far we’ve come in empowering the
workforce. Now, it’s time to take a look at the current trends in HR, and talk about how we
can bring together various aspects of a business to move the organization forward.
In more important news, we have made great strides with our global footprint. As we start
the month, we are currently present in 30 countries across geographies of APAC, Middle
East, and Africa, and we will continue to expand into more by the end of the year.
As many of you must have heard, our partnership with Kronos has strengthened our
standing as a holistic solutions provider. Our payroll and workforce management suite is
stronger than ever, but that brings with it a greater responsibility to build a well-trained
workforce. By making learning more accessible, we can together create a better value
proposition for our clients.
Lastly, while we have covered quite a lot of ground in payroll and employee management
through tech advancements, our vision and mission continue to be directed at becoming a
one-stop shop for everything employee related.
Regards,
R. Jagadish
CEO
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 01

3. The final word
The HR department must involve
finance leaders from an early
stage in the decision making
process when looking for a suit-
able outsourcing partner. This is
important because, at the end of
the day, the finance department
foots the bill, and more so
because it will give them a
glimpse into a people powered
department. It’s also an excellent
time to ensure business objec-
tives remain in sync.
In conjunction, HR should also
learn the value of leveraging
people data to create a more
engaged, invested, and produc-
tive workforce.
FROM THE EDITORIAL DESK
Decoding HR Outsourcing for the Finance Leader
HR and business leaders may not always see eye-to-eye on many
things. But where they do need to come together is with regard to HR
Outsourcing.
It may not be easy to explain the need to bring in an outsourcing part-
ner to manage people and payroll, when traditional methods are
working just fine.
However, the longstanding benefits far outweigh any momentary
pain points such as costs, or bridging the gap between a market
solution and a customized approach to HR.
Outsourcing certain tasks
compensates for the
pronounced workload, thereby
boosting efficiency. Here’s why
you should look at outsourcing
as a benefit rather than a cost
to your organization:
Even the numbers
support outsourcing
The finance leader’s conundrum
Often times, HR departments find it tough to assign a dollar value
to the ROI on their programs. However, if there is a mutual under-
standing between the finance department and HR, this friction is no
cause for concern. For example, finance managers can learn to see
beyond ROI and work to understand the impact of the human
element in business.
Employee engagement invest-
ment improves customer
service and revenue by 6%
In-house HR administrations
cost 18% more than outsourcing
Cloud based Outsourcing moves
costs from CapEx to OpEx
CFOs are becoming increasingly
involved in decisions about
payroll and outsourcing
Outsourcing Payroll removes
the hassle of making regular
payments to employees, tax
and social authorities.
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 02

4. FEATURED ARTICLE
Trends in Corporate Learning and Development
Standardized learning patterns don’t
work for everyone. Training has to
be tailor-made to suit different
schools of thought and different
paces of learning. Training managers
need to adhere to building bite-sized
information that can be disseminat-
ed and digested quickly. As hectic
work days take up most of an
employee’s time, they can only dedi-
cate small breaks to learning.
Learning and development are two
crucial improvement areas that can
make or break the employer-
employee relationship. Employees
consider their workplace as a contin-
uation of their education, but there’s
a catch. They want to learn only as
much as they need to, and only when
they want to.
Research indicates that more than
half of the employees don’t believe
they are given the best options to
better themselves. Traditional work-
shops and MOOC are perceived as
mere data dumps rather than learn-
ing opportunities. On the other hand,
the growth of Big Data and Analytics
has found a surprising application in
what is fast coming to be known as
microlearning.
One size doesn’t fit all
Analyzing the
learning curve -
best practices
By leveraging Big Data,
Analytics and advanced
tech like Machine Learn-
ing, the organization can
truly see the results of a
system that allows for
individual, independent
learning. Pattern recog-
nition can also play a
major role in under-
standing and matching
employee learning
curves to their personal
growth goals.
Blended learning:
The modern workforce
is used to cloud-based
services and informa-
tion on demand. There-
fore, they expect a
flexible option when it
comes to training too.
Mobile adaptation:
Millennials have a
greater affinity for hand
held devices, making it
imperative for content
to be made available in
multiple formats.
Extending reach
through partnerships:
Social media has
brought experts and
employees closer than
before. Instant engage-
ment metrics can
provide immediate
feedback.
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 03

5. The key to a successfully
engaged workforce is to leverage
the technological potential of HR
solutions. A completely cloud-
based platform with dedicated
Employee Self-Service not only
accounts for routine back end
functions like payroll, but can
also keep the entire organization
involved in the well being of
individuals.
Teaching trends need to adapt to
learning trends. Expecting
employees to take a few hours
out of their busy work schedule
to learn something that will only
be relevant a few months down
the line is now an unreasonable
ask.
Another advantage of a platform
based solution is that the learn-
ing process can even be auto-
mated. For example, an internal
module can send phishing emails
to gauge the penetration of
security protocols training. In the
event that an employee unwit-
tingly clicks on any such email,
they can be automatically signed
up for another session.
While it is good to get feedback
from employees and regularly
update curriculum and offerings,
content creators must be able to
distinguish between what
employees want and what they
need.
Instead, technology can aid in
giving them the best learning
experience while you create
innovative ways to keep your
workforce engaged.
Workforce
management
The final word
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 04

6. MAY 2018
COMPLIANCE CALENDAR
Remittance (Return due date 15th) under the Kerala Shops & Commercialized
Establishments Workers Welfare Fund Act for all locations in Kerala
Professional Tax Remittance cum Return for all locations in Andra pradesh,
Telangana and Madhya Pradesh
Professional Tax Remittance cum Return for all locations in Gujarat
Professional Tax Remittance cum Return for all locations in Karnataka
Professional Tax Remittance for all locations in West Bengal
Professional Tax Remittance for all locations in Maharashtra, Orissa and Assam
Professional Tax Annual Return for all locations in Karnataka
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 05

7. JUNE 2018
COMPLIANCE CALENDAR
Remittance (Return due date 15th) under the Kerala Shops & Commercialized
Establishments Workers Welfare Fund Act for all locations in Kerala
Professional Tax Remittance cum Return for all locations in Andra pradesh,
Telangana and Madhya Pradesh
PF Remittance for all locations in India
Professional Tax Remittance cum Return for all locations in Gujarat
Professional Tax Remittance cum Return for all locations in Maharashtra, Orissa
and Assam.
Employer Professional Tax Remittance cum Return for all locations in Andhra
Pradesh, Telengana and Orissa
Professional Tax Remittance cum Return for all locations in West Bengal
Professional Tax Remittance cum Return for all locations in Karnataka
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 06

8. The Payment of Gratuity (Amendment) Bill, 2018 has been passed by the Rajya Sabha on 22
March 2018. Gratuity ceiling has been raised to INR 20 Lakhs to ensure harmony amongst
employees in the private sector and Public Sector Undertakings / Autonomous Organizations
under the Government who are not covered under CCS (Pension) Rules.
DA/VDA has been revised for the following states :
Andhra Pradesh
Goa
Jharkhand
Karnataka
Uttar Pradesh.
Minimum Wages revised for the following states :
Chhattisgarh
Delhi
Gujarat
Madhya Pradesh
Punjab
Bihar
Tripura.
Government of Maharashtra released a notification published in the Official Gazette about
Limited Liability Partnerships registered under the Limited Liability Partnership Act, 2008. The
LLPs shall be liable to pay professional tax to the State Government of INR 2500/- per annum
mentioned under Schedule I.
REGULATORY UPDATES
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 07

9. REGULATORY UPDATES
EPFO Members / claimants including international workers are facing problems with filing
online claims in cases where the amount of PF claim settlement is above INR 10 Lakhs. Con-
sidering the grievances raised by members, EPFO has kept this decision in abeyance. Accord-
ingly, offline claims will also be accepted in all cases.
EPFO has released amendment in the guidelines of PMRPY. W.e.f. 1 April 2018, Government
of India will pay the full employer’s contribution of both EPF and EPS to the new Employees
for the first three years. For the existing beneficiaries, the remaining period of 3 years shall be
paid through EPFO. The PMRPY plan scheme has been designed to incentivize employers for
generation of new employment.
ESIC has stated that issuance of Biometric Pehchan card to the Insured Persons (IPs) has been
discontinued. In this regard, the employers have to take on the responsibility as ordered by
the Deputy General regarding the importance of E-Pehchan card issuance for delivery of ben-
efits / services to IPs. If any compliant / misrepresentation regarding non issuance of card to
the IPs by the Employers, concerned field units (RO, SRO, Branch Offices) should issue E-Peh-
chan card with full details of IPs.
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 08

10. Integrated Payroll for a Global
Confectionary Company
The second largest global confectionery company operates in 5 locations and has 6 different
Union Agreements across its employee base of 5000. The staff work in different departments
from Manufacturing, Sales and Management.
Workman’s payroll was handled in a localized manner due to the complexity of managing and
complying with differing Union Agreements. Reimbursements were also handled at the regional
level. As a result, accounts across the company did not tally.
Additionally, the organization utilized multiple vendors for various functions of payroll causing
concern over the security of confidential information.
Allsec leveraged payroll expertise and deployed programs to manage due diligence of all
processes, elements and calculations based on grades, locations and unions. We also provided
recommendations and implemented Best Practices and Statutory Compliances.
The new system offered several marked improvements such as the creation of a centralized
solution at the Chennai Processing Centre and a single self-service portal for all employees to
check pay, year end bonus, reimbursements and more. At a significant reduction in cost for
manpower, infrastructure and maintenance, we also created a seamless data flow within the
system to and from the Client SAP via Interface.
CASE STUDY
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 09

11. For more information
mail us at info@allsectech.com
or call us on +91-44-4299-7070
or visit our webiste at www.allsectech.com
ALLSEC TECHNOLOGIES | SMART CONNECT PAGE 10
Allsec is a publicly traded Carlyle portfolio company with over 16 years of diverse HR outsourcing
experience. Our workforce of 3000+ employees across centers in US, India and Philippines service some
of the largest companies in the world, across various industries and verticals.
DALLAS | CHENNAI | BANGALORE | NOIDA | MANILA