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Transcript of ABAP-Based Payroll System
ABAP-BASED PAYROLL SYSTEM FOR
CALAJO RESTO
A Capstone Project
Presented to the Faculty of the
College of Information Technology and Computer Science
University of the Cordilleras
In Partial Fulfillment
of the Requirement for the Degree
BACHELOR OF SCIENCE IN INFORMATION TECHNOLOGY
by
RAPHAEL TADEO CACAS
GAMALIEL ALIWENG SALINAS
November 2016
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APPROVAL SHEET
This capstone project entitled ABAP-BASED PAYROLL SYSTEM FOR CALAJO RESTO, prepared and submitted by RAPHAEL TADEO CACAS and GAMALIEL ALIWENG SALINAS in partial fulfillment for the degree of BACHELOR OF SCIENCE IN INFORMATION TECHNOLOGY has been examined and is recommended and approved for oral examination.
MARIE GRACE V. ORTIZ, MIT Adviser
Capstone Project Committee
RAYMUND E. DILAN, DIT MARIE GRACE V. ORTIZ, MIT Chairperson Member
PANEL OF EXAMINERS
APPROVED by the Committee on Oral Examination on ________________________________ with a grade of ________.
RAYMUND E. DILAN, DIT MARIE GRACE V. ORTIZ, MIT Chairperson Member
ACCEPTED AND APPROVED in partial fulfillment of the requirements for the degree of BACHELOR OF SCIENCE IN INFORMATION TECHNOLOGY.
ANNA RHODORA M. QUITALEG, MIT JEFFREY S. INGOSAN, MCS Department Head, College Dean, College of Information of Information Technology and Technology and Computer Science Computer Science
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ABSTRACT
Title: ABAP-BASED PAYROLL SYSTEM FOR CALAJO RESTO
Total No. of Pages: 150
Authors: RAPHAEL TADEO CACAS GAMALIEL ALIWENG SALINAS
Type of Document: Capstone Project
Type of Publication: Unpublished
Accrediting Institution: University of the CordillerasGov, Pack Road, Baguio City CHED – CAR
Keywords: Information Technology (IT), Enterprise Resource Planning (ERP), System Applications and Product
(SAP), Accelerated SAP (ASAP), Advance Business Application Programming (ABAP)
Abstracts:
Rationale / Background
As technology advances throughout the years, almost everything that people know right now are all related or connected to the advancement of technology. Because of this, it makes life easier if not, even better in some ways that only technology can make it happen. Behind the scenes where users are using technologies every day in a life of a person, there are people who study, innovate and develop it in a better way. These people are the geniuses who made it happen and some of them are the Information Technology (IT) experts all around the world.
Researchers’ studies and researches the facts that by using technology, one company can minimize cost, minimize risk or even eliminate errors and enhance its capabilities. The implementation of a payroll system can benefit a company’s payroll to be up-to-date, fast tracked, reliable, and error-free. So, implementing an ABAP-Based Payroll System for Calajo Resto is a must and significant. The new system can improve business processes in an organization
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Summary
This project study is entitled ABAP-Based Payroll System for Calajo Resto. The primary aim of this project was to design and develop a Payroll System that would help the Calajo to conduct efficient and effective payroll system. It answered the following objectives:
1. to identify the features of the proposed payroll system for Calajo Resto;
2. to determine the cost and technical requirements to implement the proposed payroll system for Calajo Resto; and
3. to identify the user acceptance level of the proposed payroll system for Calajo Resto.
Conclusion
The following are the conclusions drawn from the findings discussed in Chapter 3:
1. The features of the proposed system are DataStorage, System Security, Logging in and Out, Employee Timesheet, Leave Approval, Cash Advance, Main Menu, Loan, Employee Maintenance, Deductions Maintenance, Benefits, User Accounts, Payroll Summary, and Remittances.
2. The cost requirements totals Php 1,245,765.00. The software requirements are Windows 7, Microsoft SQL Server 2014, and SAP ECC 6.0. The hardware and software requirements in order to make the implementation of the proposed system smooth and successful shall be followed.
3. The user acceptance level of the proposed payroll system is 6.2 for the usefulness, 6.2 for the ease of use, 6.3 for the ease of learning, 6.2 for the satisfaction, and 6.23 for the general average. This proves that the expected users strongly agree that the proposed Payroll System can help the company and its employees to be more efficient and more productive.
Recommendations
The following are the recommendation that may be considered to enhance the proposed system:
1.The system can be upgraded with other functions and features that are possible to be added such as changing of
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passwords and uploading of documents such as resumes.
2. System maintenance is required specially when there are errors and malfunctions of the system. For maintenance and for security purposes, it is recommended that the Manager hires a knowledgeable administrator.
3. The user-friendly interface is recommended so that the users can easily learn how to use the system, thus improving the user’s productivity and efficiency.
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ACKNOWLEDGEMENT
The researchers would like to express their deepest
gratitude to all the people who have significantly
contributed and help them towards the success of the
research.
The researchers would like to thank their adviser Ms.
Mary Grace V. Ortiz who accommodated all the researchers’
queries, all the researchers’ shortcomings, who guided the
creation of the capstone project, and for giving ideas that
gave them better insight on how to do the payroll system.
The researcher would like to thank their panelist Dr.
Raymund E. Dilan who dedicated their time and gave their
suggestions to make this capstone project better.
Ms. Joan Peralta and Dr. Raymund E. Dilan, the
researchers’ teacher-in-charge for both capstone 1 and
capstone 2. The researchers would like to express their
warm gratitude for their guidance since the beginning to
the end of this project.
Last but not the least; the researchers would like to
express their most sincere gratitude to their family, for
the love and support that they’ve given. This study would
never be completed without the help of the researchers’
parents. R.T.C.
G.A.S.
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DEDICATION
This project is dedicated to the family of Raphael T.
Cacas and Gamaliel A. Salinas who had supported us all the
way since the beginning of our study.
Finally, this project is dedicated to all those who
believe in the richness of learning.
R. T. C.
G. A. S.
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TABLE OF CONTENTS
Page
TITLE PAGE.....................................................1
APPROVAL SHEET ................................................2
ABSTRACT.......................................................3
ACKNOWLEDGEMENT................................................6
DEDICATION.....................................................7
TABLE OF CONTENTS..............................................8
LIST OF FIGURES...............................................10
LIST OF TABLES................................................13
Chapter
1 INTRODUCTION
Background of the Study........................15
Company Profile................................30
Purpose of the Study...........................32
Objective of the Study.........................33
Definition of Terms............................34
2 METHODOLOGY
Software Development Methodology...............37
Scope and Delimitation of the Study............40
Data Gathering Techniques......................42
Sources of Data................................42
3 DISCUSSION AND FINDINGS
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Features of the Proposed System................45
Cost and Technical Requirements................82
System Design..................................87
User Acceptance Level.........................102
4 CONCLUSION AND RECCOMENDATIONS
Conclusion....................................105
Recommendations...............................106
APPENDICES
A Communication Letter...............................107
B Interview Transcript...............................108
C Survey Questionnaire...............................120
D Answered Survey Questionnaire......................122
E Individual Payslip ................................132
F Payroll Summary Register ..........................133
G Ghantt Chart.......................................134
H Employee’s Daily Time Record.......................135
I Frequency Table....................................136
REFERENCES...................................................138
CURRICULUM VITAE.............................................143
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LIST OF FIGURES
Figure No. Figure Title Page
1 Calajo Resto Organizational Structure..........33
2 ASAP Methodology Roadmap.......................38
3 As-is Process Model of the Current
Recording Employees’ Daily Time Record.........46
4 As-is Process Model of the Current Compute
Employees’ Salary..............................48
5 As-is Process Model of the current Recording
Employees’ Late, Absences and Undertime........49
6 As-is Process Model of the Cash Advance........54
7 As-is Process Model of the SSS Loan
Application....................................55
8 Ishikawa Diagram...............................57
9 To-be Process Model of the Manage Employee
Daily Time Record..............................59
10 To-be Process Model of the Maintain
Deduction......................................59
11 To-be Process Model of the Generate
Reports........................................60
12 To-be Process Model of the Maintain
Allowance......................................60
13 To-be Process Model of the Maintain User
Account........................................61
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14 To-be Process Model of the Maintain
Employee.......................................61
15 To-be Process Model of the Log-in..............61
16 To-be Process Model of the Process Employee
Payroll .......................................62
17 To-be Process Model of the SSS Loan
Application....................................63
18 Log-in Screen..................................64
19 Employee Timesheet Screen......................65
20 Employee Timesheet Account Validation
Screen.........................................66
21 Employee Leave Application Screen..............66
22 Individual Payslip Screen......................67
23 Individual Payslip Reports Screen..............67
24 Main Menu Screen...............................68
25 Loan Screen....................................69
26 Leave Approval Screen..........................70
27 To-be Process Model of the Cash Advance........71
28 Cash Advance Screen............................71
29 Employee Maintenance – Active Employees
Screen.........................................72
30 Employee Maintenance – Inactive Employees
Screen.........................................73
31 Deductions Maintenance – Employee Contribution
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Screen.........................................74
32 Deductions Maintenance – Withholding Tax
Screen.........................................75
33 Benefits – Leave Screen........................75
34 Benefits – Allowance Screen....................76
35 Benefits – Employee Allowance Screen...........76
36 Benefits – Holiday Screen......................77
37 User Accounts Screen...........................78
38 Payroll Summary Screen.........................79
39 Payroll Summary Reports Screen.................79
40 Remittances Screen.............................80
41 Remittances Report – SSS Contribution Screen...80
42 Remittances Report - PhilHealth Contribution
Screen.........................................81
43 Remittances Report – Pag-Ibig Contribution
Screen.........................................81
44 Remittances Report – Taxes Withheld on
Compensation Screen............................81
45 Network Infrastructure.........................87
46 Part I – Star Schema...........................88
47 Part II – Star Schema..........................89
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LIST OF TABLES
Table No. Table Title Page
1 SSS Contribution Table 2016...................51
2 PhilHealth Contribution Table 2016............52
3 Pag-Ibig Contribution Table 2016..............53
4 BIR Semi-Monthly Withholding Tax Table 2016...53
5 Software Requirements.........................82
6 Hardware Requirements ........................83
7 Budget Plan...................................86
8 Accounts Table ...............................90
9 Allowance Table...............................90
10 BIR Table.....................................91
11 Cash Advance Table............................91
12 Cash Paid Table...............................92
13 Contribution Table............................92
14 Daily Time Record Table.......................93
15 Employee Allowance Assigned Table.............94
16 Employee Leave Table..........................94
17 Employee Loan Table ..........................95
18 Employee Table................................96
19 Employee Tardiness Earned Table...............97
20 Holiday Master Data Table.....................97
21 Inactive Employee Master Data Table...........98
22 Leave Master Data Table.......................99
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23 Employee Paid Loan Table......................99
24 Employee Withholding Tax Table...............100
25 Payroll Register Table.......................101
26 Employee Remittances Table...................102
27 Weighted Mean Definitions....................103
28 Mean Average.................................103
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Chapter 1
INTRODUCTION
Background of the Study
As technology advances throughout the years, almost
everything that people know right now are all related or
connected to the advancement of technology. Because of
this, it makes life easier if not, even better in some ways
that only technology can make it happen. Behind the scenes
where users are using technologies every day in a life of a
person, there are people who study, innovate and develop it
in a better way. These people are the geniuses who made it
happen and some of them are the Information Technology (IT)
experts all around the world.
According to Rendulić (2015) that information
technology (IT) is a technology which uses computers to
gather, process, store, protect, and transfer information.
Today, it is common to use the term Information and
communications technology (ICT) because it is unimaginable
to work on a computer which is not connected to the
network.
Information technology in general and information
systems in particular deserve an important role in business
process management, because more and more activities that a
company performs are supported by information systems.
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Business process activities can be performed by the
company’s employees manually or by the help of information
systems. There are also business process activities that
can be enacted automatically by information systems,
without any human involvement (Weske, 2013).
Modern society is characterized by sudden growth and
development of information technology (IT) resulting in
large depeb bbhndence of the society, in a wider sense, on
the individual knowledge and competence of a person in the
IT area. Although this dependence grows on daily basis, the
human right to education and information is not extended to
IT area (Rendulie, 2015).
According to the “Basic Concepts of Information and
Communication Technology” (2015), Information technology
(IT) is a technology which uses computers to gather,
process, store, protect, and transfer information. Data
enters the computer through one or more input devices. The
computer then processes the data and transmits the
resulting data to output devices. Output devices can be
human interfaces such as a screen or another electronic
device such as a storage device or computer network.
According to Bourgeois (2014), he described
information systems as made up of five components:
hardware, software, data, people, and process. The first
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three, fitting under the category technology. But the last
two, people and process, are really what separate the idea
of information systems from more technical fields, such as
computer science. In order to fully understand information
systems, students must understand how all of these
components work together to bring value to an organization.
Bourgeois (2014) stated that computers were now seen
as tools to collaborate internally, within an organization.
In fact, these networks of computers were becoming so
powerful that they were replacing many of the functions
previously performed by the larger mainframe computers at a
fraction of the cost. It was during this era that the first
Enterprise Resource Planning (ERP) systems was developed
and run on the client-server architecture.
An ERP system is a software application with a
centralized database that can be used to run a company’s
entire business. With separate modules for accounting,
finance, inventory, human resources, and many, many more,
ERP systems, with Germany’s SAP leading the way,
represented the state of the art in information systems
integration (Bourgeois, 2014).
Enterprise resource planning (ERP) system has been one
of the most popular business management systems, providing
benefits of real-time capabilities and seamless
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communication for business in large organizations (Sep,
2013).
According to “What is ERP and Why do I Need It?”
(2011) that enterprise Resource Planning (ERP) is an
enterprise-wide information system that facilitates the
flow of information and coordinates all resources and
activities within the business organization. Functions
typically supported by the system include manufacturing,
inventory, shipping, logistics, distribution, invoicing,
and accounting. Some solutions now embed customer
relationship management functionality.
A wide variety of business activities including sales,
marketing, billing, production, inventory management, human
resource management, and quality control depend on these
systems (“What is ERP and Why do I Need It?”, 2011).
According to Rietsema (2016), a Human Resources
Management System (HRMS), refers to the systems and
processes at the intersection between human resource
management (HRM) and information technology. It merges HRM
as a discipline and, in particular, its basic HR activities
and processes with the information technology field,
whereas the programming of data processing systems evolved
into standardized routines and packages of enterprise
resource planning (ERP) software.
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To put it another way, Rietsema (2016) stated that a
HRIS may be viewed as a way, through software, for
businesses big and small to take care of a number of
activities, including those related to human resources,
accounting, management, and payroll. A HRIS allows a
company to plan its HR costs more effectively, as well as
to manage them and control them without needing to allocate
too many resources toward them.
It is vital that the human resource function in
organizations is supported by information systems to be
able to deliver services and improve operations. Human
Resource Information Systems (HRIS) provide a means of
acquiring, storing, analyzing and distributing information
to various stakeholders. HRIS enable improvement in
traditional processes and enhance strategic decision
making. Process descriptions in the human resource function
indicate how HRIS supports the organization’s processes
with relevant anecdotes under each key process (Chugh,
2014).
Payroll is the system where employers work out their
employees’ salaries to make correct deductions from their
pay. But it’s not as simple as writing a check every two
weeks. Employers must be up to date and comply with the
laws and rulings regarding employee compensation to avoid
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disputes and penalties (Ong, 2013).
A payroll system is software which organizes all the
tasks of employee payment and the filing of employee taxes.
These tasks can include keeping tracking of hours,
calculating wages, withholding taxes and deductions,
printing and delivering checks and paying employment taxes
to the government (Rietsema, 2016).
According to Singh and Jain (2013), payroll means
maintain records of employees. In/Out data updating.
Generate Pay slips and distribution. In short "Maintain
Employees Data, Distributing Salaries and making all
statutory deductions & Payments is called Payroll
Processing" is based on payroll implementation and working
process of payroll in SAP HR module. Information and
database system projects are initiated to improve the
accuracy of the processing data and ensure the procedure
prescribing how to do a specific task.
Singh and Jain (2013) stated that a computer program
can maintain accurate and consistent database, hence
resulting is an improved performance. The program
efficiency can be increased considerably by including
automatic calculations and fast data retrieval
capabilities. This will dramatically reduce the manual
error and permit more study at lower cost and effort.
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One of the main jobs of admin section is to generate
payroll for all the employees and their Payment reports
according to Odebunmi (2015). Due to the non-availability
of a proper database management system all the data is
handled manually. Because of large volume of payroll data
and calculations, it is very difficult to handle the data
manually and delayed the payroll process. This created an
immediate need to develop a new computer based payroll data
base system to avoid the delay in generating pay bills,
loan schedules, payment reports, pay slips and so on. The
payroll program is run at a specific point in time, not
only to calculate an employee’s basic remuneration but also
any special payments, overtime payments or bonuses. The
Payroll Process in SAP begins with the entry and
maintenance of data and ends with the “Subsequent
Activities” performed after each payroll is completed to
satisfaction.
According to Rietsema (2016) payroll software often
requires very little input from the employer. The employer
needs to input employee wage information and hours—then the
software calculates the information including withholdings
automatically. Most payroll software is automatically
updated every time a tax law changes and will remind
employers when to file various tax forms.
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Choosing a payroll system that best fits the business
is essential. It may be difficult to decide which system to
choose, but there are some factors to keep in mind when
deciding. First, analyze the size of the business and how
much of the budget the company is willing to spend on
payroll processing (Rietsema, 2016).
According to Maithanh (2015) while it is possible for
smaller businesses to handle payroll duties in-house
through a manual process, a lot of time can be wasted
attempting to calculate everything correctly. One
miscalculation and the business owner could find themselves
in legal or financial trouble. Mid-sized companies with up
to 100 employees benefit greatly by investing in a payroll
system.
For small businesses, payroll system software can
eliminate errors in the payroll process and eliminate
excessive effort involved in put calculating employee
hours, wages and tax withholdings. Payroll software is easy
to use often times very affordable for small businesses
(“Real Business”, 2016).
Rietsema (2016) stated that small business owners can
purchase an affordable system accessible on their local
computer or via a cloud service. Purchasing software
eliminates the expense of hiring an in-house accountant for
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payroll processing. Lastly, small business owners can
maintain more control of the payroll process by using
software. Using payroll software allows the business to
compile reports at whatever pace they desire.
In order for the programmers to create these
information systems that are currently being used now, they
use different kinds of programming languages like the ABAP
programming language that is being used in the field of
ERP.
Rouse (2016) stated that ABAP (Advanced Business
Application Programming) is a programming language for
developing applications for the SAP R/3 system, a widely-
installed business application subsystem. The latest
version, ABAP Objects, is object-oriented programming. SAP
will run applications written using ABAP/4, the earlier
ABAP version, as well as applications using ABAP Objects.
SAP's original business model for R/3 was developed
before the idea of an object-oriented model was widespread.
The transition to the object-oriented model reflects an
increased customer demand for it. ABAP Objects uses a
single inheritance model and full support for object
features such as encapsulation, polymorphism, and
persistence (Rouse, 2016).
According to Moxon (2012) SAP ABAP is the popular
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enterprise programming language developed by SAP and used
by the biggest organizations in the world to run their
business systems.
A business system according to Caroll (2014) is a
procedure, process, method, or course of action designed to
achieve a specific result. Its component parts and
interrelated steps work together for the good of the whole.
Creating effective business systems is the only way to
attain results that are consistent, measurable, and
ultimately benefit customers.
Pushparaj (2015) also stated that a business system is
an organized or complex or whole, combination of things or
parts forming a complex or unitary whole. A business system
is an established arrangement of components which leads to
the attainment of particular objective according to plan.
A business enterprise is any type of operation that is
involved in providing goods or services with the
anticipated outcome of earning a profit. Its broad nature
allows the term to be applied to any type of company or
firm that is geared toward generating revenue by selling
products of any type (“WiseGEEK”, 2016).
In order to create an effective information system for
a business enterprise, the programmer must be knowledgeable
about the programming language that he or she is using and
P a g e | 25
also about the what the system need and the importance of
every feature that they will be including in the system
that the company will use.
Markgraf (2016) states that one of the importance that
is needed is to gain the maximum benefits from the
company's information system, the company have to exploit
all its capacities. Information systems gain their
importance by processing the data from company inputs to
generate information that is useful for managing the
company’s operations. To increase the information system's
effectiveness, the company can either add more data to make
the information more accurate or use the information in new
ways.
According to Bender (2016) that every small business
owner performs more than one role for his company. One of
the most important tasks in running a small business is
completing payroll. Employees need to be able to rely on
being paid on a consistent basis without delays. Payroll
affects every aspect of a small business from the morale of
employees to the financial stability of the company.
Another important characteristic of payroll is that it
allows an employee to feel his net worth within a small
company. An employee's total compensation is built into
payroll. This includes his salary, benefits and bonuses.
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Employees typically undergo annual performance evaluations
by their supervisors and are rewarded with an increase in
salary or a bonus or both. Benefits also reflect an
employee's worth within a small business. Employees who
receive health insurance, life insurance and pension
benefits feel they have a higher worth (Bender, 2016).
Payroll system is very important especially when it
comes to business. While learning about the importance,
learning the different features of a payroll system is also
important. Every payroll system has its own uniqueness from
each other and all of it are not the same which depends
upon the company’s need and wants.
According to Ray (2016) that there are four features
that are included in a payroll system. The first feature is
the accuracy which the payroll system must be able to
accommodate the employees and their various working hours.
Once a good system is in place, the system will have an
accurate record of the working hours of the employees. An
automated system minimizes the possibility of human error,
as the only real factor is whether employees remember to
clock in and out. An in-house accountant or bookkeeper,
however, can easily make corrections when employees forget
to clock out for lunch or when the time clock breaks down.
The payroll system functions as a neutral third party that
P a g e | 27
accurately records work hours when the system outsource the
payroll functions.
The second feature according to Ray (2016) is the
deductions which the payroll systems do not simply record
work hours and pay. They must be set up for more complex
operations, such as deductions for tax and benefits
purposes. Between state and federal taxes, Medicare and
Social Security, plus whatever benefit plan each employee
contributes to, a substantial amount of calculations are
needed. Most payroll systems can be customized to
accommodate the tax and benefits needs and can be further
adjusted for the specific circumstances of each employee.
In-house payroll personnel and outside contractors must be
thoroughly knowledgeable about which deductions are
required under the law. No matter which payroll system that
will be used use, however, the users are ultimately
responsible for the accurate reporting and paying of
payroll taxes.
The third feature of a payroll system according to Ray
(2016) is the record-keeping which is also another feature
of a payroll system is that it can be used to keep detailed
and accurate records. These records can be stored in a main
database on site, online or in an outside record-keeping
facility. Record-keeping can help the users monitor trends
P a g e | 28
such as how much overtime the users are paying and how many
employees participate in the company retirement plans.
Records also ensure that the users complying with all
relevant laws and can prepare the users for an audit or any
other type of investigation of the business when the users
set up the system to monitor those activities. A payroll
system that accurately stores hours makes end-of-year tax
preparation smoother as well.
The last but not the least feature that must be
included in a payroll system is the streamlining according
to Ray (2016) which an automated payroll system can help
eliminate busywork by streamlining the whole process of
scheduling, record-keeping and payment. Employees can
access their records, print pay stubs and, in some cases,
put in requests for time off through an automated payroll
system. Effective payroll systems of all kinds can be
standardized and streamlined with advance directions. The
company can direct third-party administrators, Computerized
systems and in-house bookkeepers to deposit earnings
directly into employees' bank accounts, eliminating the
need for the company to write personal checks. The company
can automate systems to alert the employees when the
employees are going into overtime pay or when employees
pass a certain amount of allocated time off, what
P a g e | 29
percentage of 401(k) matching payments the companies
authorize and how much to take out for health care
premiums.
There exists a capstone project entitled “ABAP-Based
Payroll System for Trikids Food Product” by Cabangon,
Carreon and Lacanlale (2016) that focused in the design,
development and implementation of an information system
with the use of SAP R/3 systems in business processes. The
project was focused on the employee timesheet, maintenance,
rate, deductions, status, absences report, holidays and
rest day maintenance, leave maintenance, payroll
maintenance, payroll reports, employee cash advance and
absent employee for today.
There is another research study which is entitled
“Working Process of Payroll in SAP HR Module” by Singh and
Jain (2013) that is based on payroll implementation and
working process of payroll in SAP HR Module. It includes
information and database system projects that are initiated
to improve the accuracy of the processing data and to
ensure the procedure prescribing how to do a specific task.
The program efficiency can be increased considerably by
including automatic calculations and fast data retrieval
capabilities. This will dramatically reduce the manual
error and permit more study at lower cost and effort. One
P a g e | 30
of its features is to run a specific point in time, not
only to calculate an employee’s basic remuneration but also
any special payments, overtime payments or bonuses. The
Payroll Process in SAP begins with the entry and
maintenance of data and ends with the “Subsequent
Activities” performed after each payroll is completed to
satisfaction.
The researchers’ studies, researches, and existing
system of Calajo Resto supports the facts that by using
technology, one company can minimize cost, minimize risk or
even eliminate errors and enhance its capabilities. The
implementation of the new system can benefit a company’s
payroll system to be up-to-date, fast tracked, reliable and
Computerized system. The new system can improve business
processes in an organization like the payroll. So,
implementing an ABAP-Based Payroll System for Calajo Resto
is a must and significant.
Company Profile
The Calajo Resto is a popular restaurant in La
Trinidad that became a destination for locals and city
folks alike. For the husband-and-wife business tandem,
Danny and Eunice Wong, Calajo breathes new life to the
popular tourist destination of Benguet. It started as a
small eatery in Pines, the first grocery in La Trinidad
P a g e | 31
that Eunice’s mother put up in 1980. When she retired,
Danny and Eunice acquired the grocery, while Calajo went to
Eunice’s sister and she migrated to Canada and sold them
the business as well.
The Calajo Resto has three branches of which are
located in Km4 Halsema Hwy, La Trinidad, F. Lopez Bldgatan,
Session Road and Km6 Betag, La Trinidad. The number of
employees in each branch is approximately 15-20 but, Calajo
Session Road branch has only fifteen employees excluding
the owner’s Calajo Resto sells different kinds of food that
can leave something behind to the customers that makes them
go come back for more. They serve a variety of food
including: giant siopao, dynamite sticks, bird’s nest soup,
fish and chips, milkshakes and more.
The Calajo owner uses an existing manual payroll
system which is computed manually and uses Microsoft Excel
to record the payroll of the employees and staff members.
With manual calculation, the secretary will record the
payroll into the excel before printing the pay slip. The
owner will figure-out all wages and required deductions
computed by the secretary. The requirements to perform the
manual payroll processing is a calculator, blank checks and
stationery.
The Calajo Resto have an organizational structure
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which is the same for each three branches. The top of the
structure is the company Calajo Resto and below it is the
three branches in Session Road, Km4 La Trinidad and Km6 La
Trinidad. Below the branches is the Owner who is Eunice
Wong. Below the Owner is the Supervisor who is an executive
who has overall responsibility for managing both the
revenue and cost elements of the company and the person who
is responsible in payroll of the company for the three
branches. Below the Supervisor is the Assistant Manager and
the Kitchen Manager or the Chef. The Assistant Manager
handles the position staff who were the servers, hosts and
bussers. The Kitchen Manager is the one who handles the
position staff and the positions below were the line cooks,
prep, dishwashers and pantry.
Purpose of the Study
This study shall be beneficial to the following
entities:
To the Owner. This study shall benefit the owner by
calculating the payment to the employees and the deductions
without an error and also benefited the owner’s operations,
income and future costs.
To the Employees. This study shall benefit the
employees to have their salaries equally distributed and
calculated by the system without any miscalculations made.
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Figure 1
Calajo Resto Organizational Structure
To the Researchers. This study benefited the
researchers to specify software functions and performance,
indicate software interface with other system elements, and
establish design constraints that the software must meet.
To the Future Researchers. This study shall benefit
the future researchers by learning from the data and
information gathered from the company.
Objectives of the Study
This study aimed to design and develop an ABAP-Based
Payroll System for Calajo Resto. Specifically, this study
aimed to achieve the following:
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1. to identify the features of the proposed ABAP-Based
Payroll System for Calajo Resto;
2. to determine the cost and technical requirements to
implement the proposed ABAP-Based Payroll System of Calajo
Resto; and
3. to identify the usability level of the proposed
ABAP-Based Payroll System for Calajo Resto.
Definition of Terms
The following are conceptually and operationally
defined for better understanding of the readers.
ABAP. ABAP is an Advanced Business Application
Programming, originally Allgemeiner Berichts-Aufbereitungs-
Prozessor, German for "general report creation processor"
is a high-level programming language created by the German
software company SAP.
Cost Requirements. Cost requirements were the required
total expenses that of the company Calajo Resto in order to
implement the proposed system which is an ABAP-Based
Payroll System.
Information System. Information System is a collection
of correlative elements that when grouped together shall
produce a meaningful result.
Information Technology. Information technology is the
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study or use of systems especially computers and
telecommunications for storing, retrieving, and sending
information.
Payroll System. A payroll system is software which
organizes all the tasks of employee payment and the filing
of employee taxes. These tasks can include keeping tracking
of hours, calculating wages, withholding taxes and
deductions, printing and delivering checks and paying
employment taxes to the government.
SAP. SAP SE is a German multinational software
corporation that makes enterprise software to manage
business operations and customer relations.
Systems Software. A systems software is a type of
computer program that is designed to run a computer’s
hardware and application programs. The system software is
the interface between the hardware and user applications.
Technical Requirements. Calajo Resto would need one
computer unit for using the proposed system. The
implementation of the payroll system would not be possible
without the employee who would use the system for the
benefit of the company. Other technical requirements are
Hard Disk (250-270 GB), Space (220), RAM (2 GB), Processor
(Dual Core), Others (Driver CD), Display (1024x768 or
higher).
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Usability Level. The usability level is the
measurement of the usefulness, ease of use, ease of
learning and satisfaction of the proposed system that helps
the company in processing the payroll faster and minimal
amount of time is consumed in processing all of the
gathered information of the employee that works for the
company together with the computation of the payroll system
and management of the employee.
Job Sheet. A job sheet is a page of instruction to aid
a worker in performing a task which is also called
instruction card.
Allowance. An allowance is an amount of money given
or allotted usually at regular intervals for a specific
purpose. For example, a company employee may be given an
allowance or per diem to provide for meals and travel when
working away from home and may then be required to provide
receipts as proof.
Remittance Report. A remittance report is a regular
update provided to investors from the Master Servicer in
certain types of loan and bond securitization deals. The
report details the performance of the collateral (generally
loans and securities) which back the securities issued
through the securitization trust.
Undertime. Undertime is the number of hours that the
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employee did not work during working hours.
Chapter 2
METHODOLOGY
This chapter presents the software development
methodology to be used in this study, the scope and
delimitation of the study, the data gathering techniques,
the sources of data and the software development tools.
Software Development Methodology
The researchers used the Accelerated Systems
Application and Products in Data Processing (ASAP)
methodology to serve as a guide in the design and
development of the proposed ABAP-Based Payroll System for
Calajo Resto. The researchers chose the accelerated SAP
methodology because the ASAP is an approach that is
followed while implementing regular SAP projects. The ASAP
is SAP’s standard implementation methodology. It contains
the Roadmap, a step-by-step guide that incorporates
experience from many years of implementing R/3.
Accelerated SAP contains a multitude of tools,
accelerators and useful information to assist all team
members in implementing R/3. Quality checks are
incorporated at the end of each phase to easily monitor
deliverables and critical success factors. ASAP is
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delivered as a PC-based package, so that - if required - an
implementation project can begin prior to having an R/3
system installed.
Figure 2
ASAP Methodology Roadmap
Project Preparation. This is the first step where
there will be initiation with a retrieval of information
and resources. It is an important time to assemble the
necessary components for the implementation. Some important
milestones are needed to be accomplished in this phase like
setup of project governance, project plan and project
schedule are prepared at this stage.
In this phase, the researchers identified the project
objectives of the study which is to identify the features
of the proposed system, determine the cost and technical
requirements and identify the usability level of the
proposed system which are the usefulness, ease of use, ease
of learning and satisfaction of the proposed system. The
researchers also obtained an efficient decision-making
process, created an environment suitable for change and re-
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engineering and built a qualified and capable project team.
Business Blueprint. This is the second step where the
SAP has defined a business blueprint phase to help extract
pertinent information about the company that is necessary
for implementation. These blueprints are in the form of
questionnaires that are designed to probe for information
that uncovers how the company does business.
In this phase, the researchers blueprinted each
business document with its essential outlines in the future
business processes and business requirements by using the
data gathering techniques like interview, document analysis
and observation. The researchers also made an As-is
business process model and To-be business process model
which are the Entity Relationship Diagram(ERD) and Business
Process Model Notation(BPMN) 2.0. There were questions that
were asked to the company that requires them to answer the
information needed for creating a system.
Realization. This is the third step where the initial
programming completed during the base line programming
which is based on the information that the researchers
provided in the blueprint document. The remaining
percentage of the programming that was not tackled during
the baseline programming is completed during the finetuning
programming. Fine tuning usually deals with the exceptions
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that are not covered in baseline programming. This final
bit of tweaking represents the work necessary to fit the
special needs.
In this phase, the researchers began to program an
ABAP-Based payroll system for Calajo Resto which is broken
into two parts. The first part is where the team helped in
programming the base-line which is called the baseline
programming. The second part is where the researchers fine-
tuned the system to meet all of the business and process
requirements as part of the fine-tuned programming.
Final Preparation. This is the fourth step where it
concentrates on the fine tuning of the configuration before
Go-live and more importantly, the migration of data from the
old system or systems to SAP.
This phase was not covered by the researchers because
it involves workload testing including the peak volume,
daily load, and other forms of stress testing which needed
too much time and that might not be finished on time.
Go Live and Support. This is the last phase where the
Go-live milestone is itself is easy to achieve; a smooth
and uneventful Go-live is another matter altogether.
This phase was not covered by the researchers since it
needed the results or information from phase 4 which was
also not included in the study.
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Scope and Delimitation of the Study
This study focused on the design and development of
the proposed ABAP-Based Payroll System for Calajo Resto.
The objectives of this study is to design and develop the
proposed ABAP-Based Payroll System for Calajo Resto. The
methodology that was used is the Accelerated SAP
methodology. The phases that were covered in the
Accelerated SAP methodology are the project preparation,
business blueprint and realization. The scope includes all
the three branches of the Calajo Resto and includes the
payroll system which are the same for each.
The proposed ABAP-Based Payroll System for Calajo
Resto is expected to generate pay slip of employees, report
list of employees, payroll summary, calculation of
deductions which were the taxes and gross income,
processing of payroll, and employee maintenance.
The features of the proposed ABAP-Based Payroll system
for Calajo Resto are the conversion of the unused leaves of
the employees into cash, computation of the overtime pay,
computations of the deductions which includes SSS, Phil
Health, PAG-IBIG/HDMF, and withholding tax which are
obliged by the government. Salary loans are also included
in the deductions which is optional. The benefits that were
included in the features were the 13th month pay bonus,
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leaves and allowances.
The phases that weren’t covered are the final
preparation and go live and support. Some features that
weren’t included in the proposed system were the report of
appraisals and evaluation reports of the employee.
Data Gathering Techniques
The researchers used the following techniques to
gather the needed data for the design and development of
the proposed system. And its documentation:
Interview. This allowed the researchers to conduct
series of interviews and gather all the needed information
and data about the people who were involved in the chosen
company in order to understand the existing payroll system.
Document Analysis. This allowed the researchers to
conduct a systematic examination of all documents that were
currently being used by the chosen company in its existing
payroll system.
Observation. This allowed the researchers to observe
activities related to the existing payroll system in the
workplace. The result of observation served as a validation
to information gathered during interviews.
Sources of Data
The following are the sources of data in this study:
Owner. The owner of the company was one of the sources
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of data in the study. The data that were gathered from the
owner are the processes of the existing payroll system and
how it works, forms that are used is the existing system
like the personal data form, overtime or absence approval
form, expense reimbursement forms and time sheets.
Documents. The documents that were gathered and
analyzed are the time sheets, job sheets, time recorders,
payroll registers, payslips, employee personal records,
wage and tax statements, and salary list.
Supervisor. The data that were gathered from the
supervisor are the actual step by step processes and ways
of the company’s manual payroll system, the things or
materials that they use in order to process the payroll and
the computations and other variables that they compute and
the process on how to give the payment of the employees
from the owner.
Software Development Tools
The following tools were used by the researchers to
design and develop the proposed ABAP-Based Payroll System
for Calajo Resto.
ABAP Workbench. This tool was used in order to
develop, test and run ABAP programs. This tool was used in
order to develop screens with a large set of available UI
controls. These screens are then completed with coding
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called PBO (process before output) and PAI (process after
input) to process business logic like steps before or after
the screen is used by the user.
Microsoft Project. This was used to create a Gantt
chart in which is a chart in which a series of horizontal
lines shows the amount of work done or production completed
in certain periods of time in relation to the amount
planned for those period.
Microsoft Visio. This was used to create system
overview diagrams which are needed in the proposed system.
SAP GUI for Windows / SAP Logon. It is the Windows
program that the researchers used to log on to SAP Systems
on windows PCs. It mediates between the SAP System and the
SAP GUI user interface.
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Chapter 3
DISCUSSION AND FINDINGS
This chapter covers the discussion of the answers for
the specific objectives of the study. The researchers have
identified the problems and difficulties for the proposed
system. It helped the researchers in stating the solutions
for the proposed system.
Features of the Proposed ABAP-Based Payroll System
This covers the features of the proposed ABAP-Based
Payroll System for Calajo Resto which included the current
existing Payroll System and problems of the existing
Payroll System.
Current Payroll System of Calajo Resto. The current
existing Payroll System of Calajo Resto are the following:
1. Recording of Employees’ Daily Time Record. The
three branches of Calajo Resto use daily time record (DTR)
to record attendance. Every month the employees have a new
DTR sheet that they fill up. The employee writes in the
employee’s DTR the name, current month, current year,
starting date of filling up the sheet, the hours of time in
and time out of work in the regular time column which is
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the same in the overtime column, and their signature every
date. The employee’s DTR sheet have a front and back part.
In the front part of the sheet, the dates are only
numbered one to fifteen for the first half pay while the
back part of the sheet have the dates numbered sixteen to
thirty-one. After the first half of the date is filled up,
the time keeper and the employee writes the signature and
give it to the supervisor to compute the total number of
hours worked and the salary.
Figure 3
As-is Process Model of the Current Recording Employees’
Daily Time Record
2. Compute Employees’ Salary. If the pay period is
already near, the supervisor computes on the cut off period
which is on the 10th and 25th day because the pay day of the
company is on 11th and 26th day. If the payday falls on a
Sunday, the salary is released a day after. During the day
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of the cut off period, the supervisor collects all the DTR
and compute the total hours worked and inputs it in the
excel. If the employee worked on an ordinary day and worked
for eight hours, the supervisor computes for the daily
salary rate. If the employee exceeded eight working hours
during an ordinary day, the supervisor computes the
overtime pay. The regular pay is the daily rate of the
employees. To compute the overtime pay, during an ordinary
day, divide the daily rate by eight hours and multiply by
1.25.
If the employee is working on a holiday within eight
hours, then the daily salary is twice the normal. If the
employee exceeds eight hours of working, then the overtime
pay is multiplied by 2.6.
If the employee is working on a special holiday within
eight hours, then the regular pay is equal to daily rate
multiplied by 1.3. If the employee exceeds eight hours of
working, then the overtime pay is multiplied by 1.69.
If the employee is working on a double holiday within
eight hours, then the regular pay is equal to daily rate
multiplied by three. If the employee exceeds eight hours of
working, then the overtime pay is multiplied by 3.9.
3. Recording Employees’ Late, Absences and Undertime.
If the employee is late, the number of hours or minutes
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late is deducted to the regular pay. If the employee has
overtime hours, the late hours is deducted to it. For
absences, if the employee is absent with approved leave,
the employee is paid, but if the employee is absent without
approved leave there is no salary.
Figure 4
As-is Process Model of the Current Compute Employees’
Salary
For employees who did not complete eight hours of work
shall be considered undertime. The number of hours or
minutes unworked have corresponding deduction to the
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regular pay.
4. Computation of Employee Benefits. There are two
types of employees in the company who are the contractual
and full time employees and they get different benefits.
The benefits that are mandated by the DOLE are SSS,
PhilHealth, and PAG-IBIG.
Figure 5
As-is Process Model of the Current Recording Employees’
Late, Absences and Undertime System
The other benefits that the employees get are the sick
leave, vacation leave, 13th month pay, and holidays.
Benefits such as leaves, 13th month pay, holidays, and
allowances are added to employee payroll as earnings.
Employees can only have five leaves each type in one year.
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All unused sick and vacation leaves is converted to cash at
the end of the year.
The 13th month pay of the employee is paid on or before
December 25 which is December 1-24. To compute the 13th
month pay, the regular pay for each month is multiplied by
the number of months that the employee has worked.
The computation of holidays is different because there
are regular and special non-working holidays. The
percentage of the regular holiday is higher than the
special non-working holiday. All holidays declared on
Sundays don’t have corresponding pay because they don’t
work on rest days. Other benefits like allowances which are
rice, medical, transportation, meal is computed as earnings
of the employees.
In order to compute for the SSS, PhilHealth, and Pag-
Ibig contributions, the employer looks for the range of the
employees’ salary in each of the contribution table.
5. Computation of Employee Deduction. All deductions
are deducted to gross pay. The employee deductions include:
contribution such as SSS, Pag-IBIG, and PhilHealth;
withholding tax like BIR; loans and cash advances and;
absences, tardiness and undertime.
To compute employee contribution, first, the
supervisor looks at the SSS, PhilHealth, and Pag-IBIG table
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to find the range of compensation of the salary of
employees to be able to identify the employee share and
employer share. The employee share is deducted to employee
salary. The employer share is deducted to employer.
Table 1
SSS Contribution Table 2016
The use of the SSS Contribution Table 2016 is to check
and compute the total contribution of the employee share
and employer share. The employer first needs to check the
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range of compensation and the monthly salary credit of the
employee. After that the employer now checks the employer
and employee share in the SSS and finally checks the share
in the total contribution.
Table 2
PhilHealth Contribution Table 2016
The use of the PhilHealth Premium Contribution Table
2016 is to check and compute the employer share and the
employee share in PhilHealth. The employer first checks the
salary range of the employee and also the salary base.
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Then, the employer will now check the total of monthly
premium and see the employer and employee share.
Table 3
Pag-IBIG Contribution Table 2016
The use of the Pag-IBIG Contribution Table is to check
and compute the employer and employee share and the total
contribution in monthly compensation.
Table 4
BIR Semi-Monthly Withholding Tax Table 2016
The table above shows how income tax on an employee’s
compensation is being withheld. This is used to compute
income taxes of every employee when employer files the
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Monthly Remittance of Taxes Withheld on Compensation to BIR
(Bureau of Internal Revenue).
The employee can only loan to SSS, if the employee is
in need of salary, calamity emergency or other loan. In
order to loan, the employee goes to the office of SSS and
fill up the loan form. After that the employee lets the
employer sign the loan form and bring it back to the office
of SSS or. Then the office gives a check to the employee.
The check that the employee received is named to him or her
but it is addressed to the employer. The loan of the
employer is deducted during the first half of the pay day.
The employee can only avail cash advances on the 2nd
and 17th day of the semi-monthly pay period of every month.
The employee can only have one cash advance in one month.
If the employee acquired three absences in one pay period,
then the employee can not avail cash advances and it is a
company rule. The employee can only avail a maximum of Php
3,000.
Figure 6
As-is Process Model of the Cash Advance
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If the employee has some leaves left, he or she can
avail absences. If the employee is absent with leave, he or
she is paid during the day that the employee was absent.
But if the employee did not file a leave, then the employee
is not paid on the day that the employee was absent.
If the employee is undertime, then the regular pay is
deducted by the missing minutes or hours of work. If the
employee is late and have overtime, then the minutes or
hours of being late is deducted to the overtime in order to
compensate for the time being late.
Figure 7
As-Is Process Model of the SSS Loan Application
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6. Issuance of Employee Document Reports. The document
reports that are being issued in the company are the
individual pay slips, employee DTR, and others.
Problems Encountered in the Existing Payroll System of
Calajo Resto. The main problem encountered in the existing
Payroll System of Calajo Resto is the inaccurate and
inefficient computation of payroll. These are caused by the
following:
1. On Methods. The problems that are encountered in
the company in terms of process are the manual encoding of
the attendance to Microsoft Excel which may result to
errors in the inputs, Microsoft Excel is hard to access
which may result to confusion about the application, and
duplication of file of employee which the supervisor may
pass or compute a different file or an outdated file.
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2. On Manpower. Some other employees in the company
sometimes neglects the files and attendance record in DTR
which may cause problems and errors during the computation
of the salary of the employees. Some employees input wrong
data in their DTR because they are late or wanted an
overtime pay. Another problem that is encountered on
manpower is about the lack of employees who are managing
the payroll system. This is a problem because there are too
many employees that one supervisor is handling in payroll.
And this may lead to errors in the computation if the
supervisor might rush in finishing the payroll on time.
3. On Machine. The company lacks computer units which
causes lack of speed and efficiency in finishing the
payroll right on time. Another problem about the materials
is about the lack of technology advantages.
Figure 8
Ishikawa Diagram
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The diagram above is the Ishikawa Diagram which shows
the causes of the main problem that is encountered in the
current payroll system of the company in terms of process,
people, materials, and management which is the inaccurate
computation of salary and attendance for the employee.
Features of the proposed ABAP-Based Payroll System for
Calajo Resto. The proposed ABAP-Based Payroll System for
Calajo Resto have features that are very essential to the
company in dealing their problems with their existing
manual payroll system.
The features of the proposed ABAP-Based Payroll System
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for Calajo Resto are the following:
1. Data Storage. The proposed system can store data
and information, automatically calculate the salaries of
the employees with their bonuses, over time payment and
deductions. The system can manage documents such as time
sheets, job sheets, time records, payroll registers, pay
slips, employee personal records, wage and tax statements,
and salary list.
2. System Security. The proposed system is divided
into two users. The two users are the administrator and the
employees. The two users have different screens and the
employee is limited to one. The administrator screen is
protected by user authentication in order to avoid it from
being accessed by the employees.
Figure 9
To-be Process Model of the Manage Employee Daily Time
Record
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Figure 10
To-be Process Model of the Maintain Deduction
Figure 11
To-be Process Model of the Generate Reports
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Figure 12
To-be Process Model of the Maintain Allowance
Figure 13
To-be Process Model of the Maintain User Account
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Figure 14
To-be Process Model of the Maintain Employee
Figure 15
To-be Process Model of the Log-in
Figure 16
To-be Process Model of the Process Employee Payroll
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3. Logging in and out. It is needed in order to check
if the employees are working prior to the designated
working load which determines their respective salaries.
The system has two accounts for the admin and employees.
The admin can access the other features on the system while
the employees can’t access other features which is disabled
from them. The system records the time of the logging in
and out of the employees. The previous time in record is
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updated and stored into the system.
Figure 18
Login Screen
4. Employee Timesheet. In the employee timesheet
feature the employee can time in and time out in the
system. The records of the I.D., Date, Time In, Time out,
Regular Hours, Overtime Hours, Late Hours, Undertime,
Regular Pay, Overtime Pay and Deductions are all displayed
in the employee timesheet. The employee can apply a leave
and view all the used and unused leaves and the what type
of leaves that are used. The individual payslip report can
also be viewed by the employee on each period that the
employee worked. The individual payslip contains the
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earnings, deductions and salary. There is also an
additional feature where the timesheet record can be
changed but only the admin can access it.
Figure 19
Employee Timesheet Screen
Figure 20
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Employee Timesheet Account Validation Screen
Figure 21
Employee Leave Application Screen
Figure 22
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Individual Payslip Screen
Figure 23
Individual Payslip Reports Screen
5. Main Menu. This feature contains all the
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transactions, file maintenance, and reports. The
transactions contain loan, leave, and cash advance. The
file maintenance contains employee maintenance, deductions,
benefits, and user accounts. The reports contain individual
payslip, payroll summary, remittances, and attendance. This
is where the user logs off in their account but only the
supervisor and manager can use the admin account.
6. Loan. In the loan feature, the user can add, delete
and display existing loan records. It is also used to apply
a loan, maintain loan records and check the details of loan
records.
Figure 24
Main Menu Screen
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Figure 25
Loan Screen
7. Leave Approval. The leave approval feature is used
to approve, reject, display, and delete an application
record of an employee. In the leave application, the user
needs to input the employee I.D., leave type, starting
date, ending date, and the reason for having a leave. In
the leave reports, the leave type, balance(days), used
(days w/ pay), awaiting approval (), and the year.
8. Cash Advance. The cash advance feature is used to
add, delete, and display cash advance records. It is also
used to apply a cash advance, maintain cash advance
records, and check details of cash advance records.
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Figure 26
Leave Approval Screen
In the cash advance application, the user needs to
input the employee I.D., date granted, and the amount of
cash that the employee wants to advance. In the cash
advance maintenance, the user inputs the employee I.D. and
the period date of the application. In the cash details,
the user can see the record details of the applicants which
are the employee I.D., Date Paid, Payment, and Date
Granted.
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Figure 27
To-be Process Model of the Cash Advance
9.Employee Maintenance. The employee maintenance
feature is used to add, update, delete, display,
activate/deactivate records and also check all of the
details of active and inactive employees
Figure 28
Cash Advance Screen
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In the active employees feature, the user will input
the employee I.D. in order to display the all of the
employees who are active and it is also the same in the
inactive employees feature. The details in the record are
the I.D., First Name, Last, Middle Name, and Birthdate.
10. Deductions Maintenance. The deductions maintenance
feature is used to add, update, delete and display
contributions record and withholding tax record. The
employee contribution feature displays the SSS, PhilHealth,
and Pag-Ibig Maintenance. It shows the number, type, start
of compensation, end of compensation, employer share, and
employee share.
Figure 29
Employee Maintenance – Active Employees Screen
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Figure 30
Employee Maintenance – Inactive Employees Screen
The withholding tax feature displays the BIR Tax
Maintenance. It shows the number, exemption, start of
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salary, end of salary, number of dependents, and
percentage.
11. Benefits. The benefits feature is used to add,
update, delete, and display the records of the benefits
which are the leave, allowance, employee allowance, and
holiday. In the leave feature, the user creates leave and
inputs the leave type, description, limit (in days), and if
the leave is convertible to cash (yes or no). The user can
also check all the displayed existing records in the
maintain leaves.
Figure 31
Deductions Maintenance – Employee Contribution Screen
Figure 32
Deductions Maintenance – Withholding Tax Screen
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Figure 33
Benefits – Leave Screen
In the allowance feature, the user can create
allowance and input the allowance type, description, and
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amount in cash. The user can also maintain allowances and
check all the displayed existing records.
In the employee allowance feature, the user can assign
employee allowances and input the employee I.D., employee
type, allowance, and the effective period. The user can
also maintain employee allowances and check all the
displayed existing records.
In the holiday feature, the user can create holidays
and input the date, type, name, regular pay (in percent),
and overtime pay (in percent). The user can also maintain
holidays and check all the displayed existing records.
Figure 34
Benefits – Allowance Screen
Figure 35
Benefits – Employee Allowance Screen
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12. User Account. The user accounts feature is used to
add, update, delete, and display records of accounts of
users in the system. The user can create a user account and
input the employee I.D., username, password, status, and
account type. The user can also maintain user accounts and
check all the displayed existing records.
13. Payroll Summary. The payroll summary feature is
used to display payroll summary reports. In the payroll
selection feature, the user inputs the employee type and
the period in order to display the existing records within
the selected period.
Figure 36
Benefits – Holiday Screen
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Payroll Summary Screen
Figure 39
Payroll Summary Reports Screen
14. Remittances. The remittances feature is used to
display, the remittances reports of SSS, PhilHealth, Pag-
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Ibig, and tax from a certain period.
Figure 40
Remittances Screen
Figure 41
Remittances Report – SSS Contribution Screen
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Figure 42
Remittances Report – PhilHealth Contribution Screen
Figure 43
Remittances Report – Pag-Ibig Contribution Screen
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Figure 44
Remittances Report – Taxes Withheld on Compensation
Cost and Technical Requirements
This section presents and discusses the cost and
technical requirements to implement the proposed ABAP-Based
Payroll System for Calajo Resto.
Technical Requirements. In order to make the
implementation of the proposed system possible, the
hardware and software requirements and the network plan
were identified.
1) Software Requirements. In order for the proposed
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system to run, the company needs to meet the following
software requirements as presented in Table 5.
Table 5
Software Requirements
SOFTWARE REQUIREMENTS SPECIFICATIONS
OPERATING SYSTEM Windows 7
DATABASE PLATFORMS Microsoft SQL Server 2014
APPLICATION SOFTWARE SAP ECC 6.0
The software requirements identified must be
installed the in the computers of the company. For the
Operating System, it can be Windows 7, Windows 8 or Windows
10. The researchers recommend Windows 7 to be used as the
operating system. On the other hand, the SQL server can be
Microsoft SQL Server 2008, Microsoft SQL Server 2012, but
the recommended is Microsoft SQL Server 2014. SAP ECC 6.0
is used as a base program for SAP ABAP access.
2) Hardware Requirements. In order for the software
requirements to run, hardware requirements must also be
identified. Table 6 presents the minimum and recommended
hardware requirements needed for a successful
implementation of the proposed system.
Table 6
Hardware Requirements
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Hardware
Requirements
Minimum
Specification
Recommended
Specification
Hard Disk -250 GB free space -300 GB free space
Space -220 GB for
installation and 30
GB for software dump
-280 GB for
installation and 50
GB for software dump
RAM -2 GB RAM -4 GB RAM to reduce
installation time
Processor -Intel Dual Core or
core 2 duo
processors
- Intel i5 and
above/AMD Quadcore
and above
Display -VGA Monitor (Low
Resolution)
-LED
(High Resolution)
monitor (1024x768 or
higher, 256 colors)
Peripherals Mouse and Printer High responsive Mouse
and Laser Printer
The system requires 250-300 free space for the hard
disk in order for the system to have enough space for the
additional data that is saved in the system and in also in
order for the memory to last longer in occupying some data
for years. The system is successfully installed if it has
220 GB – 280 GB for the installation and 30 GB-50 GB for
the software dump. The RAM that is needed is 2 GB – 4 GB in
order to reduce installation time. The processor that is
required is i3 Dual Core – i5 Quad core in order for the
system to run smooth and fast. The requirements for display
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a minimum of VGA monitor which is low in resolution and LED
monitor which is high in resolution which displays
(1024x768 or higher, 256 colors) It is the required display
because the user can open the monitor whole day and saves
electricity plus it doesn’t hurt the users’ eyes.
Cost Requirements. The cost requirements for the
successful implementation of the proposed ABAP-Based
Payroll System for Calajo Resto consists of a Budget Plan,
Training Plan and Network Plan.
1) Budget Plan. This section presents the budget that
will be allocated for the implementation of the proposed
system. According to stechies.com, the installation cost
for SAP ECC 6.0 is 938,740. The license comes with 2 users
and 1 developer with yearly maintenance and free
installation. For the MS SQL Server 2014 the price was
based from softwaremedia.com. On the other hand, the costs
for the hardware requirements were based from
asianic.com.ph. According to payscale.com, the minimum
salary for an ABAP programmer in the Philippines is around
30,000 per month. The development of the proposed system
would take 2 to 3 months. Table 7 presents the exact
amounts for the budget allocation of both hardware and
software requirements and the development cost.
2) Training Plan. A training plan should be
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implemented to ensure that the supervisor and manager have
the necessary knowledge on how to use and manipulate the
proposed Payroll System. Part of the SAP ECC 6.0 package is
a free end-user training. Therefore, the implementation of
training will not be included in the costing.
Table 7
Budget Plan
COMPONENT QUANTITY AMOUNT
SOFTWARE
SAP ECC 6.0 Php 938,740.00
MS SQL SERVER 2014 Php 149,085.00
HARDWARE
DESKTOP 3 Php 56,970.00
D-LINK 24 PORT SWITCH
1 Php 4,180.00
SS D-LINK ROUTER 1 Php 6,790.00
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CABLES AND CONNECTORS
Php 90,000.00
TOTAL Php 1,245,765.00
3) Network Infrastructure. The company needed to
consist three computer units in order to make the proposed
system work. The first computer unit that is needed is the
server which is the SAP application and database where the
main system
and program is
stored that
makes the
payroll
system work. The second computer unit that is needed is for
the administrator or admin and the admin is the one
handling all of the accounts of all the employee including
the transaction and other master data that is needed from
the employees. The last computer unit that is needed is for
the employees and they are the ones who log in and out in
order to record their daily time schedule needed to compute
their payroll.
Figure 45
Network Infrastructure
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System Design
This section presents the database tables of the
system as well as the relationship between these tables
which is shown in Figure 45 and Figure 46. The Star Schema
architecture is the simplest form of dimensional model,
which data is organized into facts and dimensions. The star
schema is an important special case of the snowflake
schema, and is more effective for handling simpler queries.
Figure 46
Part I - Star Schema
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The tables that are presented in the research are the
database tables which the researchers used to make the
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system fully functional.
Table 8
Accounts Table
Table Name: Y043_ACCNT
Function: This table is used for the account of users.
Table 9
Allowance Table
Table Name: Y043_ALLWNC
Function: This table is used for employees’ allowance.
Table 10
BIR Table
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Table Name: Y043_BIR
Function: This table is used for BIR.
Table 11
Cash Advance Table
Table Name: Y043_CASHADVNCE
Function: This table is used for employees’ cash advance
Table 12
Cash Paid Table
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Table Name: Y043_CASHPAID
Function: This table is used for employees’ paid cash.
Table 11
Contribution Table
Table Name: Y043_CONTRBTN
Function: This table is used for employees’ contribution.
Table 14
Daily Time Record Table
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Table Name: Y043_DTR
Function: This table is used for employees’ daily time
record.
Table 15
Employee Allowance Assigned Table
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Table Name: Y043_EALLWNC
Function: This table is used for assigning employee
allowance.
Table 16
Employee Leave Table
Table Name: Y043_ELEAVE
Function: This table is used for employees’ leave.
Table 17
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Employee Loan Table
Table Name: Y043_ELOAN
Function: This table is used for employees’ loan.
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Table 18
Employee Table
Table Name: Y043_EMPLOYEE
Function: This table is used for employees’ information.
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Table 19
Employee Tardiness Earned Table
Table Name: Y043_ETARDINESS
Function: This table is used for employees’ tardiness.
Table 20
Holiday Master Data Table
Table Name: Y043_HOLIDAY
Function: This table is used for holiday master data.
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Table 21
Inactive Employees Master Data Table
Table Name: Y043_INACTIVE
Function: This table is used for inactive employees’ master
data.
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Table 22
Leave Master Data Table
Table Name: Y043_LEAVE
Function: This table is used for the master data of leave.
Table 23
Employee Paid Loan Table
Table Name: Y043_LOANPAID
Function: This table is used for employees’ paid loan.
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Table 24
Employee Withholding Tax Table
Table Name: Y043_WTAX
Function: This table is used for employees’ withholding
tax.
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Table 25
Payroll Register Table
Table Name: Y043_PAYROLL
Function: This table is used for payroll register.
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Table 26
Employee Remittances Table
Table Name: Y043_REMTTNCE
Function: This table is used for employees’ remittances.
User Acceptance Level
The researchers gave questionnaires answered by the
user to be able to determine the user acceptance level of
the proposed system.
The researchers were able to let five employees and
one supervisor to use and evaluate the proposed ABAP-Based
Payroll System for Calajo Resto. The formula for computing
the mean average is:
X =
summation of w and x
W = degree of agreement of the user
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X = no. of users
Table 27
Weighted Mean Definitions
WEIGHTED MEAN DESCRIPTION
1.0 - 1.85 Strongly Disagree
1.86 - 2.71 Disagree
2.72 - 3.57 Slightly Disagree
3.58 - 4.43 Neutral
4.44 - 5.29 Slightly Agree
5.30 - 6.15 Agree
6.16 - 7.0 Strongly Agree
Table 28
Mean Average
Features Mean Average Weighted mean definition
Usefulness 6.2 Strongly Agree
Ease of Use 6.2 Strongly Agree
Ease of Learning 6.3 Strongly Agree
Satisfaction 6.2 Strongly Agree
General Average 6.23 Strongly Agree
The category is interpreted according to the Mean
average column of the table presented above.
1) Usefulness. The admin and employees strongly agree
with the system’s usefulness with a mean average of 6.2.
The system helps them in the processing of payroll: lesser
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time is consumed in processing the information of the
employee, faster computation of the payroll, and proper
management of the employee information and records.
2) Ease of Use. The admin and employees strongly agree
that the system is easy to navigate and simple to use,
user-friendly, and flexible to the admin. This is proven
by the user’s rating of a mean average of 6.2.
3) Ease of Learning. The admin and employees strongly
agree that the system is easy to learn. This is proven by
the user’s rating of a mean average of 6.3.
4) Satisfaction. The admin and employees strongly
agree that the system is satisfying. This is proven by the
user’s rating of a mean average of 6.2.
Combining all the four categories, the system got an
average of 6.23. This proves that the expected users
strongly agree that the proposed Payroll System can help
the company and its employees to be more efficient and more
productive.
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Chapter 4
Conclusion and Recommendation
This chapter discusses the conclusion drawn from the
findings discussed. Followed by a list of recommendation
this is based on this study.
Conclusion
The following are the conclusion drawn from the
findings discussed in chapter 3:
1. The features of the proposed system are Data
Storage, System Security, Logging in and Out, Employee
Timesheet, Leave Approval, Cash Advance, Main Menu, Loan,
Employee Maintenance, Deductions Maintenance, Benefits,
User Accounts, Payroll Summary, and Remittances.
2. The cost requirements are Php 938,749.00 for the
SAP ECC 6.0, Php 149, 085.00 for the MS SQL Server 2014,
Php 56,970.00 for the 3 Desktop, Php 4,180.00 for the D-
link 24 port switch, Php 6,790.00 for the SS D-link Router,
and Php 90,000.00 for the cables and connectors which
totals Php 1,245,765.00. The software requirements are
Windows 7 for the operating system, Microsoft SQL Server
2014 for the Database Platforms, and SAP ECC 6.0 for the
application software. The hardware requirements are 300 GB
free space of Hard Disk, 280 GB for the installation and 50
GB for software dump, 4GB RAM to reduce installation time,
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Intel i5 and above/AMD Quadcore and above, LED (High
Resolution) monitor (1024x768 or higher, 256 colors) and
high responsive mouse and laser printer.
3. The user acceptance level of the proposed payroll
system is 6.2 for the usefulness, 6.2 for the ease of use,
6.3 for the ease of learning, 6.2 for the satisfaction, and
6.23 for the general average. This proves that the expected
users strongly agree that the proposed Payroll System can
help the company and its employees to be more efficient and
more productive.
Recommendations
The following are the recommendation that maybe
considered to enhance the proposed system:
1.The system can be upgraded with other functions and
features that are possible to be added such as changing of
passwords and uploading of documents such as resumes.
2. System maintenance is required specially when there
are errors and malfunctions for the system. For maintenance
and for security purposes, it is recommended that the
Manager may hire a knowledgeable administrator.
3. The user-friendly interface is recommended for
users so that the users can easily learn from the system,
thus improving the user’s productivity and efficiency.
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APPENDIX B
INTERVIEW TRANSCRIPT
Interview Setting: Interview conducted in the office of
Julie Binwag the Supervisor of Calajo Resto in Session
Road. The interview was conducted at 4:00 PM on Wednesday
afternoon on July 20, 2016.
Interviewer: How many employees are there in each branch of
Calajo or the average number of employees?
Interviewee: In session road, there are at least 20
employees, in Km4 there are at least 25 since there is a
bakery and in Km6 there are also at least 20.
Interviewer: Who are the employees that are in Calajo Resto
or the positions?
Interviewee: The positions in Calajo Resto are the managers
or the owners, supervisors, kitchen crews, dishwashers,
dining crews and front liners.
Interviewer: Who are the people involved in the payroll
system of the company?
Interviewee: Only the supervisor which is me.
Interviewer: How many computer units are there in each
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branch of Calajo or in Session?
Interviewee: In Session branch, there is one laptop, in
Calajo Km6 there is none because they are using manual
while in Km4 there is also only one computer unit.
Interviewer: What are the procedures of the payroll system
in Calajo or how is it done step by step?
Interviewee: As of now we are manual, and we use manual
daily time record. In the daily time record, they have
their names written and as they come in to work they will
log in in the logbook. The time in which will be
transferred to the official DTR after work, they will now
sign in and their DTR for the day. If the pay period is
already coming, we will compute on 14 and 29 because our
pay day is 15 and 30. If the payday is Sunday it will be
moved on Monday 16 or 31. Then if it is already cut off, I
will have to collect all the DTR and I will manually
compute the hours or dates in which they work and I will
encode in the excel format, which serves as the summary
payroll sheet. I also have a separate excel format to be
printed in the envelope size which will be the copy of each
employee with their take home pay in it.
Interviewer: Is there over time?
Interviewee: Yes, there is overtime and they are being
paid. For example, 285 pesos a day is 8 hours. And 285
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divided by 8 hours and the supervisor adds 25 percent per
hour of overtime. The 25 percent is the regular overtime.
If it is regular holiday, 285 multiplied by 2 or 200
percent is given to each employee, but if they absent
during the holiday we only give 100 percent provided that
they work the day before the holiday. If it is special
holiday, 30 percent is added on their daily wage. These are
mandated by DOLE.
Interviewer: What software or materials do you use to
calculate the employee’s payroll?
Interviewee: Calculator and then the computer excel system.
Interviewer: What are the documents that are produced after
the processes of the payroll system?
Interviewee: The excel summary payroll and the individual
pay slip and then the individual envelope.
Interviewer: What are the benefits that the employees get?
Interviewee: As per DOLE order, it is the regular over
time, special holiday overtime, and legal holiday overtime.
Aside from that, we also deduct and remit their SSS, Pab-
ibig and PhilHealth contributions. the SSS. Of course, if
you are applied in a company you are required to deduct 30
percent from the employer and 70 percent from the employee
and these are the SSS, PAG-IBIG and the PhilHealth.
Interviewer: Do they have allowances?
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Interviewee: Not all employees have allowances. There are
only few employees and for example theses skilled workers
like the drivers and chef, they have extra allowance that
is given by the company which is not mandated by the DOLE.
Interviewer: What do you call these allowances?
Interviewee: We call it extra allowances of the company, it
is not mandated by the DOLE, but is an agreement of the
employee and the employer. There are also extra benefits
that are given by the company for example the employee is
sick and we give financial assistance which is from the
company or the help from the other employees like donations
for the hospital bills.
Interviewer: What are the deductions that are done during
the processing of the payroll?
Interviewee: The tax of course because it is obligatory for
the government. But it also depends if you are single and
dependent you have higher tax, if you are married but no
children you are the same with single, but if you are
married with three children, of course it depends now in
the monthly salary.
Interviewer: Is your pay period semi-monthly?
Interviewee: Yes, it is semi-monthly. Two times a month
like 15 – 30 but in Calajo we give the payroll on 11th and
25th of each month.
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Interviewer: When are, the deductions computed?
Interviewee: In our deductions for example the SSS,
PhilHealth and PAG-IBIG contributions it is on the 25th of
every month. In our first half, the loans. For example, the
employees loaned some money from SSS and PAG-IBIG, we will
deduct it in the first half or on the 11th so they will not
have any problems in their personal contributions.
Interviewer: What are the problems that are always
encountered in the existing payroll system?
Interviewee: Sometimes, the overtime of the employees is
being forgotten. If they did not fill up the DTR correctly,
it will not be computed. If they complain, the management
check it and will be addressed right away.
Interviewer: What are the types of employees in the Calajo?
Interviewee: There are regular employees, newly employed
and casual employees. For the casual employees, they are
given 6 months for their evaluation. After six months and
they are being evaluated and they passed, they will now
become regular.
Interviewer: Do you give deductions to those newly employed
employees?
Interviewer: Yes, because it is also mandated by the SSS.
Upon employment during the first day and second day until
one week they will be evaluated. But for example, they
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worked for one day and they resigned right away there will
be no deductions but we will just give their daily salary.
But in terms of benefits we will not give them anymore. But
it is also case to case basis not everyone has the same
situation.
Interviewer: What is the time schedule of the employees in
their work?
Interviewee: In Calajo Session, only one shift. We only
have one shift so our business operation starts at eight in
the morning and end at eight in the evening. As for the
kitchen crew that has to come earlier because they have to
cook. For the dining, they need to start at 7:30 then if
they started at 7:30 then they can go home earlier.
Interviewer: If ever an employee will be late, how will you
handle it in the payroll?
Interviewee: We also conduct deductions in the payroll. For
example, they are late for five minutes then we will also
deduct five minutes from their over time.
Interviewer: What are the procedures of SSS, PhilHealth and
Pag-Ibig Loaning?
Interviewee: For the SSS, the employee will go to the
office of SSS and fill up a loan form, then let the
employer sign it which is the Calajo. After the employer
sign it, the employee will now file it in SSS office. The
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office will now process it for 15-20 days and receive their
check and it is addressed to the employer. Even though the
check is named for the employee, the check is addressed to
the employer. Once the check voucher is now received by the
employer, that will be the time where the employer deducts
it from the employee’s salary. The process for SSS is the
same with Pag-IBIG. PhilHealth is not loanable because it
is only health insurance. You only use PhilHealth benefits
when you are sick or you are confined in the hospital.
Interviewer: What are the conditions of each loans?
Interviewee: For SSS and Pag-Ibig, you have to be employed,
your employer will deduct payments and the employer will be
the one to remit it in the bank or the community.
Interviewer: How do you deduct the loan?
Interviewee: For Calajo, we deduct it in the first half of
their pay period, because for Calajo they have 11 and 26
pay days so they will deduct it every 11 day first half.
Interviewer: What are your procedures for employee leave?
Interviewee: They will have to file a notice for example if
it is a planned absences or planned leave or attend a
graduation for their children. They have to file it at
least 2 or 3 days before that day. They have to make an
absent slip and then they will pass it in the office. The
employer will approve it and then they will be permitted to
P a g e | 117
have their leave that day.
Interviewer: What are your available types of leave?
Interviewee: Sick leave and vacation leave.
Interviewer: Do you have cash advances? Procedures and
conditions?
Interviewee: Yes, we have, we have a schedule for cash
advances. For Calajo they have it every 2nd of the month.
They have to fill up the slip and they will give it on that
day and then we will give it on a cash basis. They will
sign the pay slip if they receive the cash advance and
deduct it on their salary on the pay day.
Interviewer: How much is your daily regular hours of work?
Interviewee: 8 hours.
Interviewer: What is the limit of your overtime period?
Interviewee: As long as the work requires, we don’t have
limit. But some got it like 4 hours and it depends upon the
area of their work.
Interviewer: What will happen of the employee did not time
in?
Interviewee: Usually we give them chance and we ask them
and then if it is a valid reason we consider. But if they
did not sign the log book or did not log out we usually ask
them the next day.
Interviewer: Is the rate of every salary is changing for
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each position?
Interviewee: For the employees, they follow the dole
requirements which is 285.
Interviewer: What are your taxable and non-taxable
allowances?
Interviewee: The benefits Pab-ibig, PhilHealth and SSS are
the non-taxable. The rest are taxable for example the
overtime.
Interviewer: What are the types of positions you give to
your employees? How do they differ from each other?
Interviewee: Usually in Calajo the positions that we have
are the dining crew, kitchen crew, preparation crew and
washing crew but they don’t have difference in the basic
salary. They only have the differences in the incentive
that the employer gives them.
Interviewer: Do you have lunch break or any break?
Interviewee: Lunch break is minimum of 1 hour maximum of 2
hours. For the snack time break we have 10 minutes.
Interviewer: What is the specific time of the break.?
Interviewee: For the am snack, we have 9:30 to 11:00 and
for the pm snack starts at 3:00 to 4:30. And for the lunch
time some starts their lunch 11:30 to 5:00.
Interviewer: How many minutes or hours late before you
consider your employee absent?
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Interviewee: Usually, they are considered late only but
they are physically present. But for example, the regular
time is 8:00 so they need to be here by 7:45. If they are
not in by 7:45 they are already considered late.
Interviewer: What is your procedure for your overtime pay?
Interviewee: 285 / 8 hrs. * 25% = 44. 53 per hr.
Interviewer: Is it automatically that the employee will
acquire overtime if it exceeded 8 hrs.?
Interviewee: Yes, they have that daily time. They overtime
is by hour but it can also be by minute for example they
have overtime of 13 minutes we will compute it.
Interviewer: When is the starting month of your fiscal
year?
Interviewee: It starts on January.
Interviewer: When is the starting of the 13th month pay?
Interviewee: It is paid on or before December 25 but not
after December 25, it should be paid on December 1-24. It
is in the DOLE rules.
Interviewer: What is your rule in cash advance?
Interviewee: We have two dates in giving cash advances,
every second and every 17th day of the month. You can only
have one cash advance in one month. If you have three late
in one pay period, then you can not avail cash advances and
it is a company rule.
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Interviewer: Until How much can an employee avail?
Interviewee: At least 3,000 PHP.
Interviewer: Where do you indicate Cash Advance in employee
pay slip? Deduction or Earnings? Or both?
Interviewee: On the left side of the pay slip. It is
deduction only.
Interviewer: How many sick and vacation leaves do you have?
Do all employees get the same amount of available leaves?
Interviewee: An employee can have 5 leaves each type in a
year. If the employee did not use it, it will be converted
to cash at the end of the year.
Interviewer: What are the reports besides pay slip and DTR
that are issued to employees?
Interviewee: SSS and Pag-IBIG Loan application form.
Interviewer: What are the reports that are not issued to
employees?
Interviewee: There are no reports that aren’t issued to
employees because we need to be clear about the payroll
that we release to each employee in order to clarify all of
their questions if possible about their salary.
Interviewer: Do you want to have an online payroll system
for all three branches of Calajo or an individual payroll
system for each branch? If yes, are you prepared for
networking cost like monthly internet connection?
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Interviewee: If possible, only one branch will have an
online payroll system for all the three branches. There is
already internet connection in Calajo session and in km4 La
Trinidad.
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The researchers gathered information for their study
using the questionnaire presented.
Please rate your agreement with these statements.
∙ Try to respond to all the items.
∙ For items that are not applicable, use: NA
USEFULNESS 1 2 3 4 5 6 7 NA1.It helps me be more effective.
Strongly disagree
Strongly agree
2. It helps me be more productive.
Strongly disagree
Strongly agree
3. It is useful. Strongly disagree
Strongly agree
4. It gives me more control over the activities in my life.
Strongly disagree
Strongly agree
5. It makes the things I want to accomplish easier to get done.
Strongly disagree
Strongly agree
6. It saves me time when I use it.
Strongly disagree
Strongly agree
7. It meets my needs. Strongly disagree
Strongly agree
8. It does everything I would expect it to do.
Strongly disagree
Strongly agree
EASE OF USE 1 2 3 4 5 6 7 NA9. It is easy to use. Strongly
disagreeStrongly agree
10. It is simple to use. Strongly disagree
Strongly agree
11. It is user friendly. Strongly disagree
Strongly agree
12. It requires the fewest steps possible to accomplish what I want to do with it
Strongly disagree
Strongly agree
13. It is flexible Strongly disagree
Strongly agree
14. Using it is effortless Strongly disagree
Strongly agree
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15. I can use it without written instructions
Strongly disagree
Strongly agree
16. I don’t notice any inconsistencies as I use it
Strongly disagree
Strongly agree
17. Both occasional and regular users would like it
Strongly disagree
Strongly agree
18. I can recover from mistakes quickly and easily
Strongly disagree
Strongly agree
19. I can use it successfully every time
Strongly disagree
Strongly agree
EASE OF LEARNING 1 2 3 4 5 6 7 NA20. I learned to use it quickly
Strongly disagree
Strongly agree
21. I easily remember how to use it
Strongly disagree
Strongly agree
22. It is easy to learn to use it
Strongly disagree
Strongly agree
23. I quickly became skillful with it
Strongly disagree
Strongly agree
SATISFACTION 1 2 3 4 5 6 7 NA24. I am satisfied with it Strongly
disagreeStrongly agree
25. I would recommend it to a friend
Strongly disagree
Strongly agree
26. It is fun to use Strongly disagree
Strongly agree
27. It works the way I want it to work
Strongly disagree
Strongly agree
28. It is wonderful Strongly disagree
Strongly agree
29. I feel I need to have it Strongly disagree
Strongly agree
30. It is pleasant to use Strongly disagree
Strongly agree
APPENDIX D
ANSWERED SURVEY QUESTIONNAIRE
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FREQUENCY TABLE
No. of Questions Strongly Disagree
Strongly Agree
1 2 3 4 5 6 7
Usefulness
1 0 0 0 1 0 1 3
2 0 0 0 1 0 0 4
3 0 0 0 0 1 0 4
4 0 0 1 0 0 2 2
5 0 0 0 1 0 0 4
6 0 0 0 1 0 1 3
7 0 0 1 0 0 2 2
8 0 1 0 0 0 1 3
Ease of Use
9 0 0 1 0 0 0 4
10 0 0 1 0 0 0 4
11 0 0 0 1 0 1 3
12 0 0 0 1 0 1 3
13 0 0 0 1 0 1 3
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14 0 0 1 0 0 1 3
15 0 0 0 0 1 0 4
16 0 1 0 0 0 2 2
17 0 1 0 0 0 0 4
18 0 0 0 1 0 0 4
19 0 0 1 0 0 0 4
Ease of Learning
20 0 1 0 0 0 0 4
21 0 0 1 0 0 0 4
22 0 0 0 1 0 0 4
23 0 0 0 1 0 0 4
Satisfaction
24 0 1 0 0 0 0 4
25 0 0 1 0 0 0 4
26 0 0 0 1 0 0 4
27 0 0 1 0 0 0 4
28 0 0 1 0 0 0 4
29 0 0 1 0 0 0 4
30 0 0 1 0 0 0 4
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Technology Management, Business and Entrepreneurship.
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Computerized Payroll System.pdf
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Curriculum Vitae
RAPHAEL T. CACAS
Purok Bubon, Loakan Proper, Baguio City
+63.935.169.0629
EDUCATIONAL ATTAINMENT
Tertiary : Bachelor of Science in Information Technology
: Enterprise Resource Planning Track
: University of the Cordilleras
: Gov. Pack Rd., Baguio City
: Expected Date of Graduation: May 2017
: Advance Diploma in Information Technology
: Informatics Computer Institute Baguio
: 3rd Floor, Decibar Bldg., Bonifacio St., Baguio City
: Date of Graduation: November 2012
Secondary : Saint Mary of the Sea Academy La Union
: Poblacion, Sto. Tomas, La Union
: April 2010
Primary : Agoo Christian Learning Center
: La Consolacion, Agoo, La Union
: March 2006
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SKILLS AND QUALIFICATIONS
Knowledgeable in SAP ERP System Configuration
Strong verbal and personal communication skills
Knowledgeable in the following languages: ABAP, Python, Java, HTML, Javascript, JQuery, AJAX and CSS, Visual Basic.NET, Visual C#.NET, ASP.NET, C, C++, PHP
Basic and Proficient computer application experience
- Microsoft Office, Adobe Photoshop, Video Editing Software (Cyber-link Power Director, Camtasia Studio), 3D Software Modelling (Au-toDesk Maya)
- WAMP Server, IIS, Xamarin Studio, Visual Studio, NetBeans, Eclipse, SAP NetWeaver, PC Hardware & Software Troubleshooting, LAN, OS (Win 10/8/7, XP, Server 2008, Linux)
SEMINARS and TRAININGS ATTENDED
2016 ITCS Research and Project PresentationMarch 28, 2016
University of the Cordilleras
Start Up Start NowSeptember 18, 2016
Quezon Hill, Baguio City
GDG DevFest BaguioNovember 5, 2016
University of the Cordilleras
Implementation of SAP BusinessObjects Cloud
openSAP
June 5 – July 5, 2016
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SCRUM Methodology Seminar
February 16, 2016
University of the Cordilleras
Office Etiquette TrainingBaguio-Benguet Community Credit Cooperative (BBCCC)
May 10, 2012
OJT Trainee as Software Developer, Database Administrator & Instructor
Informatics Computer Institute
September - October 2012
Informatics Grand IT DayBonifacio Street, Baguio City
April 2011
Trainee (Java & Web Developer)Wow! Stream Inc.
May – June 2013
Finishing Course for Call Center AgentsNoble Trends Unbound Inc.
September – October 2013
Virtual Assistant TrainingMr. Outsource University
July – October 2013PERSONAL INFORMATION
Date of Birth : March 02, 1993
Age : 23 years’ old
Height : 5’5”
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Weight : 86 kgs.
CHARACTER REFERENCES
Name Dr. Raymund E. Dilan
Position Faculty Member
Company University of the Cordilleras
Contact Number 639273831868
Email Address [email protected]
Name Mary Lara Camille T. Cacas
Position Application Developer
Company Texas Instruments Philippines
Contact Number 639363916337
Name Jomar S. Albing
Position Accountant
Company Informatics Computer Institute
Contact Number 639228839757
Name Mary Jane S. Gosingan
Position Administrator
Company Noble Trends Unbound Inc.
Contact Number 639105274370
Name Rouhwella P. Pinder
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Position Center Manager
Company Informatics Computer Institute Baguio
Contact Number (074) 442 3313
Salinas, Gamaliel A.
Poblacion, Mangaldan, Pangasinan
+63.919.928.6883/+63.915.389.3518
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EDUCATIONAL ATTAINMENT
Tertiary : Bachelor of Science in Information Technology
: University of the Cordilleras
: Gov.Pack Rd., Baguio City
: Expected Date of Graduation: April 2017
Secondary : Mangaldan National High School
: Mangaldan, Pangasinan
: April 23, 2014
Primary : Mangaldan Central School
: Mangaldan, Pangasinan
: March 28, 2010
SKILLS AND QUALIFICATIONS
Knowledgeable in SAP ERP System Configuration
Good verbal and communication skills
Web-Developer
Photo and Video editor
Database development
Business Process Modeling
Data Analysis
Desktop Support
Troubleshooting
SEMINARS and TRAININGS ATTENDED
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SCRUM Methodology Seminar
February 16, 2016
University of the Cordilleras
2016 ITCS Research and Project Presentation
March 28, 2016
University of the Cordilleras
Start Up Start Now
September 18, 2016
First Road, Quezon Hill, Baguio City
GDG Devfest Baguio
November 5, 2016
University of the Cordilleras
PERSONAL INFORMATION
Date of Birth : May 17, 1998
Age : 18 years’ old
Height : 5’4”
Weight : 52 kg.
CHARACTER REFERENCE
Name Dr. Raymund E. Dilan
Position Faculty Member
Company University of the Cordilleras
Contact Number 09273831868
Email Address [email protected]
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Name Jeffrey S. Ingosan
Position College Dean
Company University of the Cordilleras
Contact Number 09473371090
Email Address [email protected]