Salary is a key factor to decide the working performance of employees is also one of the major expenses of the business. Applying employee wage calculation accuracy, transparency in accordance with legal regulations not only ensure the benefits for the workers but also help enterprises manage the budget effectively and limit legal risks.
Understand the formula for calculating the salary from form of payroll over time, product to exchange or revenue will help medium businesses comply with the law, just optimal financial resources. More importantly, a mechanism pay reasonable to create a foundation for a long-term commitment between the employee and the organization from which promotes increased productivity competitive advantage.
The same Lac Viet Computing find out details about the calculation of wages in the enterprise today.
1. Overview of wage & salary calculator in business
1.1 what's the salary?
Salary is the amount of money including salary according to work/titles, the allowance with the additional payments, if any, that the employer paid to the employee under the agreement to perform the job (or job title) is recorded in the employment contract or labor agreement. This is mandated benefits of workers and liabilities of the business according to The Vietnam Labor law.
Properly understand about salary right from the start is an essential step to business:
- Determine the exact account to be paid to the employee each pay period, avoid errors, violation of the law.
- As the basis of calculation of insurance premiums, personal income tax, other benefits.
- Reduce internal disputes about rights when the payment of the monthly salary.
A simple: salary is the reciprocal which workers receive money in exchange for time, talent and effort spent to perform work for the business.
1.2 The component structure of wages in the enterprise
To apply the formula for calculating the salary right business need to separate clearly the main component in wages:
- Salary under a contract or agreement: This is the most basic part, be clearly stated in the labor contract, usually monthly salary, wage day or hourly. This number reflects the main income based on duration or results that workers complete the work.
- Allowance: Is the account paid in addition to salary to compensate for factors such as location, work hard, working conditions, heavy lifting, the standard of living in the region,... For example: the allowance position level senior level of responsibility.
- The additional payments: includes the bonus according to performance bonuses for attendance reward according to KPI/OKR and possibly the account according to the internal regulations of other business if the agreement is clear.
- The mandatory deductions: Business must deductions by law, such as social insurance, health insurance, unemployment insurance, individual income tax. This is a legal obligation to ensure the long-term interests for workers, comply with tax regulations.
Clearly distinguish these components help your business payroll, transparent, accurate, full legal responsibility.
1.2. The legal basis of salary should comply with
How to calculate salary of business in Vietnam is governed by various legal documents, the most important of which is The Labour code 2019, Decree 145/2020/ND-CP and circular guide. These texts clearly stated principles, forms, pay, payment term, the obligations of the employer.
- According To Article 94 The Labour code 2019businesses have to pay directly, in full on time for workers, not be forced or delayed no reason. In addition, Article 90 also confirms the level of wages are not lower than minimum wages issued by The government.
- Decree 145/2020/ND-CP additional details about the construction of stairs, payroll, taxonomies, labor, and requires businesses to publicly these regulations to ensure transparency helps to limit labor disputes, strengthen the confidence of employees.
From the perspective of practicality, understanding the legal basis not only help businesses avoid the risk of sanctions (fines can be up to 100 million for violating regulations on paid according to the Decree 12/2022/ND-CP), but also create a platform to set the formula for calculating the salary transparent, easy to understand easy to apply for each group of employees.
2. The factors that impact the calculation of wages in the enterprise
The determination of the real wage paid to employees not only based on a fixed formula which depends on many different factors. Understanding these factors help businesses build wage mechanism suitable medium meet the demand for workers, while ensuring financial performance.
Type of contract labor
- Contract full-time regular apply how to calculate salary according to months, more stable and associated with the account, insurance, benefits in full.
- Contract part-time or seasonal, usually paid by the hour or by day work, flexible but less allowance than.
- Contract exchange applying for project or particular task, fastened with the progress and results of work.
Form of payroll
- From time to time: Based on the number of days/hours actually worked, commonly applied for office blocks.
- According to the product: Salary depends on the quantity and quality of the finished product, in accordance with the manufacturing enterprise.
- According to the revenue/results: Tied to the rate of % of revenue or profits, often used for business employees.
Allowance benefits
- Includes high level health care, gasoline, telephone, accommodation, toxic...
- According to the survey VietnamWorks 2024, 78% of applicants considered to allowances and benefits are important factors when decided to stick with the company long term.
The mandatory deductions
- SOCIAL insurance (8% from employees, 17.5% of the business), health INSURANCE (1,5% + 3%), UNEMPLOYMENT insurance (1% + 1%) according to the provisions of the Law on social insurance and Employment Law.
- Personal income tax according to the progressive tax each section.
Bonus policy roses
- Businesses often additional account performance bonuses, or commissions to encourage employees, especially in the areas of sales, brokerage, service.
- This direct impact on motivation and retain talent.
When fully incorporated elements on business will get how to calculate employee wages, flexible, fair in accordance with the peculiarities of operation thereby improving effective personnel administration, optimal wage costs.
3. The calculation of staff salaries popular with detailed recipe in business
In fact, every business will choose the method, recipe calculator, different salaries, depending on the particular industry, personnel structure and management objective. Choosing the right method not only ensures the accuracy, transparency but also contribute to improving motivation and retain talent optimal staffing costs.
8 How to calculate employee wages popular with detailed recipe in business
- How to calculate hourly wage the fact
- How to calculate wage mixture (combination of methods)
- Calculate salary based on work performance indicators (KPIs/OKRs)
- Calculate salary according to the 3P (Position – Person – Performance)
- How to calculate salary according to the time
- How to calculate salary according to the product
- How to calculate salary according to the revenue or commission
- How to calculate salary exchange
3.1. How to calculate hourly wage the fact
Principle
- Salaries are calculated based on the actual time the employee worked, instead of a fixed salary per month.
- In accordance with part-time employees (part-time), time service, or freelancer.
Formula: Wage = the Number of hours actually worked × Unit price hours
Unit price-hours = (month salary standard / Number of days the standard) / Number of working hours/day.
For example:
- Salary standard: 10.400.000 VND
- Date of prepared: 26 days/month
- Working hours standard: 8 hours/day
- Unit price hours = 10.400.000 / (26 × 8) = 50.000 VND/hour.
- Employees work 60 hours/month → Salary = 60 × 50.000 = 3.000.000 VND.
| Advantages | Cons |
|
|
Business application
- Restaurants, cafes, retail, services, events.
- The work time, such as PG, clerk occasion, staff input.
3.2. How to calculate wage mixture (combination of methods)
Principle
- Business combination at least two methods of calculating wages to ensure both stability and creating motivation for employees.
- Very popular because is suitable with the majority of industry.
Formula (depending on model)
Salary = basic Salary (for the time) + additional income (according to the performance/products/rose)
Some models frequently:
- Business – sales: Salary = Salary tits (time) + commission sales.
For example: Salary, hardcore 6.000.000 + 2% of revenue. Sales reached 200.000.000 → commissions = 4.000.000 → Wage = 10.000.000 VND.
- Production: Salary = basic Salary (for the time) + Money products go beyond the norm.
For example: basic Salary 7.000.000. The 500 products per month. Staff is 650 products, the unit price of 5,000/sp crossing → more Bonus 150 × 5.000 = 750.000 → Wage = 7.750.000 VND.
- Project management: Salary = fixed Salary + Bonuses according to the results of the project.
| Advantages | Cons |
|
|
Business application
- Business, commercial, retail, real estate, insurance (business).
- Production plant business plan to the clear product.
- Service units have a project, a contract under stages.
3.3. Calculate salary based on work performance indicators (KPIs/OKRs)
Principle
- The income of employees attached directly to complete level goals.
- This way just to ensure employees have fixed income, just create motivation to strive through rewards as a result.
Formula: monthly Salary = basic Salary + Bonus KPI/OKR
- Basic salary: Account fixed pay under the agreement, often accounting for 60-80% of the total income.
- Bonus KPI/OKR: Charged at the rate of goal completion.
For example:
- KPI reaches 100% → Get 100% bonus KPI.
- KPI reaches 80% → Get 80% bonus KPI.
- KPI exceeds 120% → can be rewarded excess (if business rules).
| Advantages | Cons |
|
|
Business application:
- Sales, marketing, customer care.
- Middle managers, senior with the goal of growth/sales/operational efficiency.
3.4. Calculate salary according to the 3P (Position – Person – Performance)
Principle: the wage System 3P ensure fair – competition – encourage:
- P1 – Position (job location): salary according to place value in the organization structure.
- P2 – Person (individual capacity): adjust to increase/decrease according to skills, experience, seniority.
- P3 – Performance (results of work): associated with the actual accomplishment through KPI/OKR.
Formula: Wage = P1 + P2 + P3
- P1 – Wage location: Business-frame construction salaries by job title, based on the value of the work compare to the market.
- P2 – Wage capacity: determined based on the frame capacity (skills, expertise, soft skills, certificates).
- P3 – Wage results: Calculated according to the level of complete KPI/OKR or performance.
| Advantages | Cons |
|
Complex systems, there should be:
Spending a lot of time and resources to deploy and maintain. |
Business application
- Corporations, companies, big businesses are switching models hr professional.
- Match areas to retain personnel good at: technology, banking and finance, FMCG, professional services.
3.5. How to calculate salary according to the time
Principle
- Workers are paid wages based on the time actually worked compared with standard regulations (days, hours, months).
- Suitable for work, high stability, less measured by the output product.
Formula
- Salary: a fixed level under the contract.
- The daily wage = Salary\the Number of days the standard
- Hourly wage = the Number of hours worked in the day * daily wage
Illustrative example
- Monthly salary under the contract: 13.000.000 USD.
- The number of days the standard in months: 26 days.
- Working hours standard: 8 hours/day.
- Staff to work full 24 days.
- Pay date = 13.000.000 / 26 = 500.000 VND.
- Real wage = 500.000 × 24 = 12.000.000 VND.
| Advantages | Cons |
|
|
Business application: Office, administrative, corporate, professional services, state agencies.
3.6. How to calculate salary according to the product
Principle
- Income depends on the product quantity or volume of work completed.
- Matching job can specify the level of measurement by the specific number.
Formula: Wage = the Number of finished products * Single-product price
Illustrative example
- Single product price: 20.000 VND/sp.
- Staff completed a 600 products/month.
- Salary = 600 × 20.000 = 12.000.000 VND.
- If company rules more quality award (for example reached 98% product standard is plus 500.000 VND) then income can be 12.500.000 VND.
| Advantages | Cons |
|
|
Business application: Industry, manufacturing, textile, mechanical, electronic, arts and crafts.
3.7. How to calculate salary according to the revenue or commission
Principle
- Employees are paid based on revenue or contract value that they bring to the business.
- Goal: encourage sales, increase sales, create competition in business team.
Formula: Salary = Salary plus (commission Rate * revenue or contract value)
- Revenue rose: need to specify is the revenue front/ rear, BLACK, obtained money or only based on the contracts signed.
- Commission rates: can be fixed or by level progressive.
Illustrative example
- Sticky wages: 6,000,000.
- Commission: 2% on the revenue has contracted.
- Sales in January: 300.000.000 USD.
- Commission = 300.000.000 × 2% = 6,000,000.
- Total salary = 6.000.000 + 6.000.000 = 12.000.000 VND.
Case apply progressive:
- 2% for revenue ≤ 200.000.000.
- 3% for revenue > 200.000.000.
- Business number 300.000.000 → commissions = (200.000.000 × 2%) + (100.000.000 × 3%) = 4.000.000 + 3.000.000 = 7.000.000 VND.
| Advantages | Cons |
|
|
Business application: Industry, sales, real estate, insurance, broker, trade – in service.
3.8. How to calculate salary exchange
Principle
- Business and labor agreement a salary exchange fixed for a work items, or certain projects.
- Income does not depend on working time, which depends on the finished result.
Formula: Salary exchange = Level of exchange fixed (According to the quantity or value of work)
- The exchange can according to the product/project/job specific.
- Can any reward if ahead of schedule or better quality requirements.
Illustrative example
Exchange by volume of work:
Exchange input 10,000 records at 5,000 VND/profile.
Salary = 10.000 × 5.000 = 50.000.000 VND.
Exchange according to the project:
- Construction items build: value exchange 200.000.000 VND.
- Completed on schedule, right quality → Get enough 200.000.000 VND.
- If ahead of schedule 10 days → added bonus 10.000.000 VND → 210.000.000 VND.
| Advantages | Cons |
|
|
Business application
- Construction, production according to orders, project services (cleaning, data entry, outsourcing).
- The short-term project or subcontract.
4. The distance calculator special pay: overtime, overtime, holidays
4 How special pay: overtime, overtime, holidays
Summary salary increase of ca according to the law
| In case of more | The rate of pay minimum wage |
| Normal days | 150% |
| Night day usually | 130% |
| Overtime, night-day, often | 150% + 30% + 20% = 200% |
| Weekly holidays (T7, CN) | 200% |
| Holidays, new year, paid holidays | 300% + salary holidays |
Note when applied in business:
- Must be based on the unit price of the actual (calculated from the monthly salary and the number of hours of the standard).
- Can pay higher law regulations, but should not be lower than.
- Need clearly stated in the agreement of the collective labor, the regulation of wages and bonuses to avoid disputes.
4.1. How to calculate salary increase overtime shifts day
Legal basis: Article 98 of The Labour code 2019.
Principle: workers overtime (beyond the frame 8 hours/day, 48 hours/week) will be entitled to wages at least 150% compared to the unit price of wage-hour work days normally.
Formula:
Wage overtime = overtime hours * Unit price hours * 150%
In which:
- Unit price-hours = Salary / (Number of days the standard × Number of working hours/day).
- Number of overtime hours = extra Time beyond regulation.
Illustrative examples:
- Monthly salary: 10.400.000 VND.
- Date of prepared: 26 days, 8h/day → 208 hours/month.
- Unit price-hours = 10.400.000 / 208 = 50.000 VND/hour.
- Employees work an additional 4 hours on normal days.
Apply the formula:
4×50.000×150%=300.000 VND4 \times 50.000 \times 150\% = 300.000\ VND4×50.000×150%=300,000 VND
→ Employees get 300.000 VND for overtime.
4.2. How to calculate overtime pay at night
Legal basis: Article 98 of The Labour code 2019.
Rules:
- Night time: from 22h to 6am the following morning.
- Workers work night to be paid at least 130% compared to the unit price of the ordinary.
- If you just increase the ca night (just overtime, just the night), then in addition to the level of 150% of salary do more normal days + 30% of the night is plus 20% of the daytime hours.
Formula:
- Making night normal (non-overtime): Wage the night = the Number of hours the night * Unit price hours * 130%
- Overtime at night (overtime night): Salary = Number of overtime hours the night * Unit price hours * (150%+30%+20%) = 200% wage hours.
Illustrative examples:
- Unit price hours: 50,000 VND.
- Employees 2 more hours at night (the day usually).
Apply the formula:
2×50.000×(150%+30%+20%)=2×50.000×200%=200.000 VND2
→ Employees get 200.000 VND for overtime night.
4.3. How to calculate overtime pay on weekends (Saturday, 7-Sunday)
Legal basis: Article 98 of The Labour code 2019.
- Workers do more on weekends will be paid at least 200% compared to the unit price hours of the day usually.
- Case do at night vacation days, plus 30% of the hours of the day usually.
- If you just do more in the night, just beyond now, plus 20% of the hours of the day.
Formula:
In overtime pay last week = Number of overtime hours * Unit price hours * 200%
Illustrative examples:
- Monthly salary: 13.000.000 USD.
- Date of prepared: 26 days × 8 hours/day = 208 hours/month.
- Unit price-hours = 13.000.000 / 208 = 62.500 VND/hour.
- Employees added 8 hours on Sunday.
Apply the formula:
8×62.500×200%=1.000.000 VND
→ Employees get 1.000.000 VND overtime Sunday.
4.4. How to calculate overtime pay on holidays, new year, holidays paid
Legal basis: Article 98 of The Labour code 2019.
- Workers do more on holidays and new year be paid at least 300% of the normal days, not to mention wages, holidays, new year, that EMPLOYEE still enjoy enough under the contract.
- If you do at night → plus 30% of hourly wage the normal.
- If you just do more night, just passed hours → plus 20% of the hours of the day.
Formula:
Wages do more mass = Number of overtime hours * Unit price hours * 300% + Salary holidays under the contract
Illustrative examples:
- Unit price time: 62.500 VND/hour.
- Salaries normal day: 500.000 VND.
- Employees add 8 hours to the day 1/1 (new year's day).
Apply the formula:
(8×62.500×300%)+500.000=1.500.000+500.000=2.000.000 VND
→ Employees get to 2,000,000 VND for the holidays can do more.
5. The account mandatory deducted from staff salaries, the need to note
When payroll employees, in addition to determining the income-based formula for calculating the appropriate wages, businesses still have to make submit the account is mandatory under the salary prescribed of the law. This is supposed parallel of all workers (EMPLOYEES) and the employer (ER) aims to ensure the rights of social security for employees, compliance with the law.
| Deductions submit | Content extract submit |
| Social insurance (SI) |
|
| Health insurance (health INSURANCE) |
|
| Unemployment insurance (UI) |
|
| Personal income tax (PIT) |
|
Illustrative example: An employee has a salary of SI is 20,000,000:
- Quote from wage EMPLOYEE: SOCIAL insurance (1.600.000) + health INSURANCE (300.000) + UI (200.000) = 2.100.000 copper.
- Business to close more: SOCIAL insurance (3.500.000) + health INSURANCE (600.000) + UI (200.000) = 4.300.000 copper.
Understanding properly apply this ratio to help businesses calculate the exact cost of personnel, at the same time avoid the risk of penalties for violating the provisions quotes submission. According to the Decree 12/2022/ND-CP, the penalty can be up to 150 million if the business is no SOCIAL insurance, health INSURANCE, UNEMPLOYMENT insurance for full staff.
6. Mistakes businesses often make when payroll hr
In fact deployed, many businesses still encounter these errors seemed small, but big influence on the accuracy and satisfaction of employees.
Some common mistakes include:
- Just based on attendance data crafts: The gathering working hours from timesheets Excel file to develop confusion, lead to false results and payroll. This error usually affects the formula for calculating the salary, the real incomes of employees, causing loss of confidence and increase the rate of quitting.
- Not timely updates of changes to the labor law, tax: The provisions of the insurance, personal income tax, the minimum wage often change. If no updates, business violation of the law or subjected to administrative penalty.
- Skip elements welfare allowance: Some businesses only base salary, but forget or false allowances, bonuses, overtime. This is not only false labor contracts, but also directly affect the rights of workers.
- No standardized formula for calculating the salary: Business applied multiple ways to calculate salary between different parts or branches, leads to a lack of consistency, hard to control, time control.
- Lack of transparency in payroll process: When employees do not understand how to calculate salary to arise doubts, queries reduce mental work.
According to a survey by PwC 2024 (source), 42% of employees said that transparency and accuracy in payroll is the leading factor affecting the long-term commitment to the business. This shows that, process optimization, payroll is not only technical issues but also the strategy to retain personnel.
7. Software application LV SureHCS HRM to optimal payroll hr
Management software hr LV SureHCS of Lac Viet is designed to radically solve the limitations that the business is experiencing. Not only automate processes, payroll software from Vietnam SureHCS longer guarantee the accuracy, transparency, compliance with the law.
- Automate the entire process: From data entry, attendance, apply formula calculator, salary calculator, tax – insurance until cumshot payrollall done on a single platform to help reduce up to 80% processor time compared to doing it manually.
- Updated labor law, tax rules latest: System software HRM always be updated automatically according to the circular, the new decree, help businesses avoid legal risks and ensure the correct rules.
- Customizable recipe salary calculator: Business can set up the calculation of different salaries by department, location, shift or privacy policy that still ensure consistency and easy to control.
- Data integration attendance and welfare: LV SureHCS direct connection with attendance system and benefits manager ensure all allowances, bonuses, overtime hours are calculated exactly.
- Provide payroll transparency for employees: Employees can check the payroll history, income, how to calculate the details through the portal self-service (Self-service Portal), the maximum reduction in inquiries and complaints.
LẠC VIỆT SUREHCS – QUẢN TRỊ NHÂN SỰ TIỀN LƯƠNG C&B, TÙY CHỈNH CHUYÊN SÂU CHO DOANH NGHIỆP LỚN
Lạc Việt SureHCS là phần mềm HRM quản lý nhân sự toàn diện, được phát triển bởi Lạc Việt – đơn vị hơn 30 năm kinh nghiệm trong lĩnh vực phần mềm quản trị doanh nghiệp tại Việt Nam với tiêu chuẩn quốc tế như CMMI Level 3, ISO 9001:2015 và ISO 27001:2013.
SureHCS không chỉ đáp ứng các nghiệp vụ nhân sự tiêu chuẩn, mà được thiết kế để xử lý các bài toán nhân sự – C&B – tiền lương phức tạp, quy mô lớn, đa công ty, đa ngành, đặc biệt phù hợp với doanh nghiệp FDI, tập đoàn, nhà máy sản xuất, logistics, hàng không, khách sạn, thương mại – dịch vụ.
Hệ thống được triển khai linh hoạt On-premise hoặc theo mô hình tùy chỉnh chuyên sâu, giúp doanh nghiệp tự động hóa toàn bộ quy trình nhân sự – chấm công – tính lương – phúc lợi – bảo hiểm, thay thế hoàn toàn việc quản lý thủ công bằng Excel rời rạc.
Các phân hệ cốt lõi của phần mềm nhân sự Lạc Việt SureHCS:
- Phân hệ Tuyển dụng – Đào tạo: Quản lý xuyên suốt tuyển dụng, hội nhập đào tạo nhân sự, hỗ trợ xây dựng Talent Pipeline cho doanh nghiệp quy mô lớn.
- Cổng thông tin & Quản lý hồ sơ nhân sự: Lưu trữ hồ sơ nhân sự điện tử tập trung, cổng self-service cho người lao động và ký hợp đồng lao động điện tử ngay trên hệ thống.
- Phân hệ Chấm công: Chấm công đa hình thức (vân tay, nhận diện khuôn mặt Face ID, GPS, Wifi, online), kết nối nhiều loại máy chấm công, hỗ trợ chấm công theo giờ, theo ca, ca linh hoạt cho nhà máy và khách sạn.
- Phân hệ Tính lương & C&B: Tự động tính lương theo nhiều mô hình (giờ, ca, sản phẩm, 3P, KPI hiệu suất…), liên kết trực tiếp dữ liệu chấm công – hiệu suất – phúc lợi, thay thế hoàn toàn tính lương thủ công bằng Excel.
- Phúc lợi – BHXH – Chi lương: Quản lý phúc lợi linh hoạt, tích hợp iVAN kết nối BHXH điện tử và Bank Hub chi lương tự động, hỗ trợ chi trả đa tiền tệ cho doanh nghiệp FDI.
TÍCH HỢP AI TĂNG TỐC CHUYỂN ĐỔI SỐ QUẢN TRỊ NGUỒN NHÂN LỰC
Lac Viet has officially launched The 3 AI assistant hr deeply integrated into the LV SureHCS including LV-AI.Docs, LV‑AI.Resume and LV‑AI.Help to automate the task administration, standardized data enhanced experience personnel
- LV‑AI.Docs: automatic dissection transfer data from documents such as CCCD, windows, SOCIAL insurance, by level of digital records, standardized
- LV‑AI.Resume: tự động bóc tách CV mọi định dạng, phân tích CV tự động, xây hồ sơ ứng viên, tìm người đúng tiêu chí bằng prompt thông minh, khai thác dữ liệu candidate pool hiệu quả
- LV‑AI.Help: chatbot internal support, answer questions HR 24/7 access form process quick contextual user
TYPICAL CUSTOMERS DEPLOYING LV SUREHCS HRM
SureHCS đang được tin dùng bởi nhiều doanh nghiệp lớn và tập đoàn hàng đầu như: Coca-Cola, Takashimaya, Dệt May Thành Công, Nhựa Long Thành, Phu Hung Life, Cảng Hàng Không Việt Nam (ACV), các doanh nghiệp thuộc Tập đoàn SGC, cùng nhiều doanh nghiệp FDI trong các lĩnh vực sản xuất, logistics, thương mại – dịch vụ.
- Coca-Cola Vietnam: System deployment LV SureHCS to digitize comprehensive human resource management group has standardized the data, the optimal operating HR according to international model.
- Textile company Success (TCM): Application LV SureHCS to manage hr, payroll, benefits, timekeeping and capacity profile for nearly 5,000 employees across 5 areas of activity – from textiles and fashion to real estate.
- Total company air Port, Vietnam (ACV): Choose to trust LV SureHCS to operate the system large-scale personnel with over 10,000 employees, 24 subdivisions, solved the problem of complex business of modeling state-owned companies.
SureHCS đặc biệt phù hợp với:
- Doanh nghiệp quy mô lớn, từ 300 – trên 10.000 nhân sự
- Tập đoàn, doanh nghiệp đa công ty con, đa chi nhánh
- Doanh nghiệp FDI, sản xuất, nhà máy, logistics, hàng không cần chấm công – phân ca – tính lương phức tạp
- Doanh nghiệp có nghiệp vụ C&B đặc thù, cần tùy chỉnh sâu theo thực tế vận hành
- Doanh nghiệp đang quản lý nhân sự thủ công bằng Excel, nhiều loại máy chấm công, cần tự động hóa toàn bộ quy trình
SIGN UP TO RECEIVE DEMO NOW
VÌ SAO DOANH NGHIỆP NÊN CHỌN LẠC VIỆC SUREHCS?
- Tùy chỉnh theo nghiệp vụ thực tế, không áp khuôn như phần mềm đóng gói.
- Xử lý được bài toán nhân sự – tiền lương phức tạp mà nhiều phần mềm HRM khác không đáp ứng.
- Am hiểu sâu vận hành doanh nghiệp Việt & FDI, đảm bảo tuân thủ pháp lý Việt Nam (lao động, BHXH, thuế TNCN).
- Hệ sinh thái tích hợp mạnh: chấm công – lương – ngân hàng – BHXH – hợp đồng điện tử.
See details, feature & get FREE Demo
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: surehcs@lacviet.com.vn
- Website: https://lacviet.vn | www.surehcs.com
- Office address: 23 Nguyen Thi Huynh, Phu Nhuan, ho chi minh CITY.CITY
Properly applied, payroll staff, not only to ensure the rights of workers but also help construction business photos professional reputation. A payroll process clear, accurate, compliance with the law will limit the risk of dispute, at the same time enhance the cohesion, motivation of the team. To optimize efficiency, enterprises should combine between formula for calculating the salary standards of the same tools modern management, automate processes, and reduce errors. Not only is this step strategy in human resource management which is also a solid foundation to help business sustainable development.
