KR20230108242A - Human resource management automation device and method - Google Patents

Abstract

The present technology relates to an apparatus and method for automating human resource management. The method of automating human resource management of the present technology is a method of automating human resource management performed by a processor, comprising the steps of collecting commuting time information of the corresponding worker through a commuting checker possessed by the worker; Collecting information on the annual payment standard, allowance payment standard, tax collection standard, and severance pay standard according to the worker's work type through the current statutory server accessible through the network; Based on the above-collected information, first information on attendance management details for the worker, second information on leave management details, third information on daily payroll management details, and allowance management details Generating 4 information, fifth information on details of severance pay management, and sixth information on details of annual management; and composing the generated first to sixth information into different management screens having one upper menu in common and providing the information to the user through a display unit. It is configured to be able to switch to each other by user input on the upper menu. The present technology provides a human resource management automation device and method that enables more convenient human resource management for users.

Description

Human resource management automation device and method

The present invention relates to an apparatus and method for automating human resource management, and more particularly, to an apparatus and method for automating human resource management including salary management and annual leave management.

There are existing patent documents for automating human resource management.

As part of this, there is Korean Patent Publication No. 10-2020-0057175 (Invention Title: Salary Calculation Management System and Method) which discloses a configuration for automating salary management. The prior art document is a salary calculation formula management method, comprising the steps of setting a calculation standard for each of a plurality of salary items; And registering a salary calculation formula of the salary item for each of the plurality of salary items, wherein the step of setting a calculation standard for the salary item includes each of a plurality of calculation standard options applicable to the salary item. Including the step of specifying whether to apply and setting the application value of the specified calculation standard option, and registering the salary calculation formula of the salary item, registering the payment subject condition to be applied to the salary item, and registering the payment subject registering at least one condition item corresponding to the condition; and registering a calculation formula corresponding to each of the at least one registered condition item.

However, existing technologies, including the prior literature, are focused on payroll calculation itself, and although the accuracy of calculation may be excellent, they are far from providing convenience in terms of management.

In addition, it is necessary to study an automated system for more convenient human resource management by considering the minimum wage that changes every year, the general public's awareness level of worker protection, and labor-related laws that are revised every year.

Embodiments of the present invention provide a human resource management automation device and method that enable more convenient human resource management for users.

A human resource management automation method performed by a processor according to an embodiment, comprising: collecting commuting time information of a corresponding worker through a commuting checker possessed by the worker; Collecting information on the annual payment standard, allowance payment standard, tax collection standard, and severance pay standard according to the worker's work type through the current statutory server accessible through the network; Based on the above-collected information, first information on attendance management details for the worker, second information on leave management details, third information on daily payroll management details, and allowance management details Generating 4 information, fifth information on details of severance pay management, and sixth information on details of annual management; and composing the generated first to sixth information into different management screens having one upper menu in common and providing the information to the user through a display unit. It may be configured to be able to switch to each other by a user input on the upper menu.

The upper menu may be displayed in a first main area on the display, and the different and separate management screens may be displayed in a second main area distinguished from the first main area on the display.

The first information is configured and displayed as through a plurality of first GUIs constituting a first management screen, and the second information is configured and displayed as a through a plurality of second GUIs constituting a second management screen, The third information is configured and displayed through a plurality of third GUIs constituting a third management screen, the fourth information is displayed through a plurality of fourth GUIs constituting a fourth management screen, and the fifth information is It is displayed through a plurality of fifth GUIs constituting a fifth management screen, and the sixth information may be displayed through a plurality of sixth GUIs constituting a sixth management screen.

The first to sixth management screens may be configured to be switched between each other according to a user input to the upper menu on the second main area.

The first GUIs to the 63rd GUIs are sorted by workers and classified by date and listed on a corresponding management screen, and the list by date may be sorted in reverse order with respect to a period selected by the user.

The attendance management details include one or more of employee number, name, position/title, attendance status, contracted time, attendance check time, and leave check time, and the leave management details include name, lateness, early leave, going out, week It includes at least one of holiday work, paid work, unpaid work, and telecommuting, and the above daily pay management details include name, attendance status, daily wage for the current month, various allowances, daily deductions, same-day pay, taxes, 4 major insurance premiums, and other deductions. , and includes at least one of the actual payment amount, and the allowance management details include one or more of hourly wage, weekly holiday allowance, overtime work allowance, night work allowance, holiday work allowance, and other allowances, and the severance pay management details include the date of joining, Years of service, number of months of service, number of days of service, total wage for 3 months, bonus 3/12, remaining annual 3/12, average daily wage, statutory retirement amount, honorary retirement amount, retirement income tax, local income tax, total tax, amount of actual payment It includes one or more, and the detailed annual management details may include one or more of unused annual leave allowance for the previous year, remaining annual leave days in the previous year, annual leave for the current year, and annual leave allowance for retirement.

The generating step may include defining start time and leave time of the corresponding worker from the collected information; Based on the start time and leave time defined above, late/early leave/outing deduction processing is performed for hours worked less than the contracted working hours, and overtime incremental processing is performed for hours worked more than the contracted working hours. step; and after converting the deduction processing result into units of units, adding it to at least one of the worker's remaining vacation days, remaining third quarter of annual leave, and annual leave allowance upon retirement, and after converting the incremental processing results into units of units, the relevant worker It may include; adding to at least one of various allowances and overtime allowances.

In the performing step, the late/early leave/going out deduction processing may be performed in units of 10 minutes, and the incremental processing for extended work may be performed in units of 10,000,000 minutes.

In addition, the computer readable recording medium according to an embodiment may store one or more computer programs including instructions for performing any one of the above methods.

In addition, the human resource management automation device according to an embodiment provides annual leave payment standards and allowances according to the type of work of the worker through the current law server accessible through the network and commuting time information of the worker through the commute checker held by the worker. an information collection unit that collects information on standards, tax collection standards, and severance pay standards; Based on the above-collected information, first information on attendance management details for the worker, second information on leave management details, third information on daily payroll management details, and allowance management details 4 information, 5th information on severance pay management details, and 6th information on annual management details are generated, and the generated 1st to 6th information are separated from each other using one upper menu in common. A processor configured as a screen to be provided to a user through a display unit; and a display including the display unit.

The present technology can provide a human resource management automation device and method that enables more convenient human resource management for users.

In addition, the technology can provide users with a more convenient payroll management solution, including daily payroll management in real time.

In addition, this technology can increase the intuitiveness of human resource management by allowing the company's expenditure to be aggregated on a daily basis and the annual leave and allowances of workers to be aggregated on a daily basis.

1A is a diagram showing the overall configuration of a human resource management automation system according to an embodiment.
1B is a flowchart illustrating a method for automating human resource management according to an embodiment.
2A is a diagram illustrating a human resource management screen provided to a user through a display unit of an apparatus for automating human resource management according to an exemplary embodiment.
2B is a diagram illustrating a higher level menu displayed in a first main area in more detail according to an exemplary embodiment.
3A and 3B are diagrams illustrating an attendance management screen according to an exemplary embodiment.
4A and 4B are diagrams illustrating an attendance/vacation management screen according to an exemplary embodiment.
5 is a diagram illustrating a daily salary management screen according to an embodiment.
6A and 6B are diagrams illustrating an allowance management management screen according to an embodiment.
7A and 7B are diagrams illustrating a deduction management screen according to an exemplary embodiment.
8 is a diagram illustrating a monthly accumulated salary management screen according to an embodiment.
9 is a diagram illustrating a monthly salary management screen according to an embodiment.
10 is a diagram illustrating a bonus management screen according to an embodiment.
11 is a diagram illustrating a pay statement management screen according to an embodiment.
12 is a diagram illustrating a payslip management screen according to an embodiment.
13 is a diagram illustrating a severance pay management screen according to an embodiment.
14 is a diagram illustrating a retiree management screen according to an exemplary embodiment.
15 is a diagram illustrating a retirement pay statement management screen according to an embodiment.
16 is a diagram illustrating an annual salary income management screen according to an embodiment.
17 is a diagram illustrating an annual leave management (based on the date of joining) screen according to an embodiment.
18 is a diagram illustrating an annual management (based on a fiscal year) screen according to an embodiment.
19 is a diagram illustrating four major insurance management screens according to an exemplary embodiment.
20 is a diagram illustrating a transfer management screen according to an embodiment.
21 is a diagram illustrating an email management screen according to an exemplary embodiment.
22A and 22B are diagrams illustrating a duty/call management screen according to an embodiment.
23A and 23B are diagrams illustrating a company information management screen according to an exemplary embodiment.
24A and 24B are diagrams illustrating worker information management screens according to an embodiment.
25A and 25B are views illustrating worker information management screens according to another embodiment.
26 is a diagram illustrating an example of hardware implementation of an apparatus for automating human resource management according to an embodiment.

In the following, the most preferred embodiment of the present invention is described. In the drawings, the thickness and interval are expressed for convenience of explanation, and may be exaggerated compared to the actual physical thickness. In describing the present invention, well-known configurations irrelevant to the gist of the present invention may be omitted. In adding reference numerals to the components of each drawing, it should be noted that the same components have the same numbers as much as possible, even if they are displayed on different drawings.

In the following, the most preferred embodiment of the present invention is described. In the drawings, the thickness and interval are expressed for convenience of explanation, and may be exaggerated compared to the actual physical thickness. In describing the present invention, well-known configurations irrelevant to the gist of the present invention may be omitted. In adding reference numerals to the components of each drawing, it should be noted that the same components have the same numbers as much as possible, even if they are displayed on different drawings.

Specific structural or functional descriptions of the embodiments are disclosed for illustrative purposes only, and may be changed and implemented in various forms. Therefore, the form actually implemented is not limited only to the specific embodiments disclosed, and the scope of the present specification includes changes, equivalents, or substitutes included in the technical idea described in the embodiments.

Although terms such as first or second may be used to describe various components, such terms should only be construed for the purpose of distinguishing one component from another. For example, a first element may be termed a second element, and similarly, a second element may be termed a first element.

It should be understood that when an element is referred to as being “connected” to another element, it may be directly connected or connected to the other element, but other elements may exist in the middle.

Singular expressions include plural expressions unless the context clearly dictates otherwise. In this specification, terms such as "comprise" or "have" are intended to designate that the described feature, number, step, operation, component, part, or combination thereof exists, but one or more other features or numbers, It should be understood that the presence or addition of steps, operations, components, parts, or combinations thereof is not precluded.

Unless defined otherwise, all terms used herein, including technical or scientific terms, have the same meaning as commonly understood by one of ordinary skill in the art. Terms such as those defined in commonly used dictionaries should be interpreted as having a meaning consistent with the meaning in the context of the related art, and unless explicitly defined in this specification, it should not be interpreted in an ideal or excessively formal meaning. don't

Hereinafter, embodiments will be described in detail with reference to the accompanying drawings. In the description with reference to the accompanying drawings, the same reference numerals are given to the same components regardless of reference numerals, and overlapping descriptions thereof will be omitted.

Figure 1a shows the overall configuration of a human resource management automation system according to an embodiment. As shown in the figure, the human resource management automation system includes a human resource management automation device (TE), a current law server (SV), and a commuter check machine (TA) possessed by workers.

The human resource management automation device (TE), the current law server (SV), and the commuting checker (TA) possessed by workers are each configured to be able to communicate, and are connected to each other through a network to exchange information. The network may be a wired or wireless communication network. On the other hand, the human resource management automation device (TE) and the commuting checker (TA) can be connected through a local area network such as an in-house communication network, while the human resource management automation device (TE) and the current law server (SV) are far from each other and move It is desirable to be connected through a communication network. In the drawing, an embodiment in which the attendance check machine (TA) is provided to the worker in the same form as an employee ID card is shown, but the present invention is not limited thereto, and the worker generates access information when entering the company and transmits it to the human resource management automation device (TE) As long as it is, it is okay to use the employee's own smartphone.

A human resource management automation device (TE) can be installed in the company and used by managers (such as Ko Yong-ju). Accordingly, hereinafter, an administrator may be referred to as a user. The human resource management automation device (TE) may be a computer or a server device installed in a company that wants to receive a human resource management automation service according to an embodiment. In the drawing, a kind of notebook computer is shown, but is not limited thereto.

The current law server (SV) may be a server operated by the government or a public institution. As long as it manages current law information and provides it to the outside, it is okay to operate it at a private institution. In the present invention, as an automation method for human resource management, the current law server may be a server capable of managing and providing labor-related laws. Labor-related laws and regulations may include laws, decrees, rules, internal rules, etc. regarding the standard for annual leave payment, standard for payment of allowances, standard for tax collection, and standard for severance pay by employment type or type of work. The current law server (SV) may provide up-to-date legal information necessary for managing human resources according to the request of the human resource management automation device (TE). The current law server (SV) and the human resource management automation device (TE) can be automatically synchronized with each other to provide the latest information to the human resource management automation device (TE). As such, it may be to provide information on current laws and regulations in a form that can be read by human resource management automation devices.

1B is a flowchart illustrating a method for automating human resource management according to an embodiment. According to an embodiment, the method for automating human resource management includes the step of collecting information on commuting time of workers (S10), the step of collecting various standard information from a server (S20), and the step of generating various pieces of information for human resource management (S10). S30), and providing to the user (S40).

In step S10, the automated human resource management device collects commuting time information of the corresponding worker through a commuting check device possessed by the worker. Access information generated during rush hour may be about the arrival time of the corresponding worker, and access information generated during leave time may be related to the departure time of the corresponding worker. For verification, it can be determined whether the time interval between the access information generated during the rush hour and the access level generated during the departure hour coincides with the worker's contracted working hours. Alternatively, with the consent of the worker, the location information of the worker may be collected and verified.

In step S20, the human resource management automation device collects information on the annual payment standard, allowance payment standard, tax collection standard, and severance pay standard according to the worker's work type through the current law server. The annual leave payment standard information may include information for calculating the number of annual leave days (the number of annual leave days according to the number of employees, retirees, and years of service, etc.). Allowance payment standard information can include information for calculating annual leave allowances by business size (businesses with 5 or more employees, businesses with less than 5 employees, etc.) and work types (regular workers, part-time workers, ultra-short-time workers, etc.). Tax collection standard information may include information for calculating tax to be deducted from wages or allowances for each type of work (regular worker, contract worker, daily worker, freelancer, business income earner, etc.). Retirement pay standard information can include information for calculating retirement income tax by size of business (businesses with 5 or more employees, businesses with less than 5 employees, etc.) and type of work (regular workers, part-time workers, ultra-short-time workers, etc.). On the other hand, such collected information does not necessarily have to be the law itself, and is not limited to the collected form as long as it can be interpreted and applied by the human resource management automation device, and data processing between the human resource management automation device and the current law server It may be collected from an intermediary (for example, the IRS retirement income tax calculation program, etc.).

In step (S30), the human resource management automation device, based on the collected information, first information on attendance management details for the worker, second information on vacation management details, and daily salary management details 3 information, 4th information on allowance management details, 5th information on severance pay management details, and 6th information on annual leave management details are generated.

Attendance management details are items for managing the commuting status of workers, and may include one or more of employee number, name, position/title, attendance status, contracted time, attendance check time, and leave check time. Leave management details are items for managing the leave status of workers, and may include one or more of name, lateness, early leave, going out, going to work on weekly holidays, going to work with pay, going to work without pay, and working from home. Daily wage management details are items for managing wages to be paid to workers, and include one or more of name, attendance status, daily wage for the current month, various allowances, daily deduction, daily wage, tax, 4 major insurance premiums, other deductions, and actual payment amount. can do. Details of allowance management are items for managing allowances to be paid to workers, and may include one or more of hourly wage, weekly allowance, overtime work allowance, night work allowance, holiday work allowance, and other allowances. Retirement pay management details are items for managing severance pay to be paid to workers: date of joining, number of years of service, number of months of service, number of days in service, total salary for 3 months, bonus 3/12, remaining annual 3/12, average daily wage, statutory retirement It may include one or more of the amount, honorary retirement amount, retirement income tax, local income tax, total tax, and actual payment. The details of annual leave management may include one or more of unused annual leave allowances in the previous year, remaining annual leave days in the previous year, annual leave accrued this year, and annual leave allowance upon retirement.

The detailed items described above can be largely divided into attendance management, vacation management, salary management, allowance management, severance pay management, and annual leave management for workers, but are not limited thereto, and for efficient human resource management, deduction management for workers, monthly Cumulative payroll management, monthly payroll management, bonus management, payroll statement management, payslip management, severance pay management, retiree management, severance pay statement management, annual salary income management, annual leave management based on joining date, annual leave management based on fiscal year, 4 major insurance management, It may be a detailed item for transfer management, e-mail management, duty/duty management, company information management, and employee information management.

In step S40, the apparatus for automating human resource management organizes the generated first to sixth information into separate management screens having one upper menu in common, and provides them to the user through a display unit. The display unit may be a display device such as LED or OLED provided in the human resource management automation device.

Hereinafter, the screen provided to the user will be described in more detail with reference to FIGS. 2A and 2B.

Figure 2a shows a human resource management screen provided to the user through the display unit (DP) of the human resource management automation device according to an embodiment. As shown in the figure, the display unit DP configures the first to sixth information generated through the above steps (S10 to S40) into different and separate management screens having one upper menu in common, so that the user provide to

Specifically, the display unit DP may include a first main area RO1 , a second main area RO2 , and a third main area RO3 . Although the display unit DP includes other areas in addition to the first to third main areas, hereinafter, the first to third main areas will be mainly described. Since the illustrated display unit DP refers to the entire screen displayed by the display device, it may be considered that the display unit DP refers to the entire screen displayed by the display unit.

According to one embodiment, the upper menu is displayed on the first main area RO1 on the display unit. Separate management screens that are different from each other are displayed on the second main area RO2 on the display unit. The first main area RO1 and the second main area RO2 are also geographically distinct from each other, and the first main area provides an upper level menu and is an area that generally does not change, while the second main area is subordinated to the upper level menu. It is also distinguished from each other in that it is an area that is generally changing by providing content that is

2B shows a higher level menu displayed in the first main region RO1 according to an exemplary embodiment in more detail. As shown in the figure, the upper menu may include a work (home) menu, a salary menu, a severance pay menu, an additional data menu, and an information menu. In addition, drop-down menus for workplace search, department/occupation search, employment type search, worker type search, search period period, search period end, and name search may be included. These top menus and drop-down menus are of a nature commonly applied to contents displayed in the second main area to be described later.

Referring to FIGS. 2A and 2B together, the attendance (home) menu displays a sub-menu for displaying an attendance management screen in the second main area RO2 and an attendance/vacation management screen in the second main area RO2. You can have sub-menus to display on. Similarly, the payroll menu has a daily payroll screen, an allowance management screen, a deduction management screen, a monthly accumulated payroll management screen, a monthly payroll management screen, a bonus management screen, a pay statement management screen, a pay statement management screen, and a payroll confirmation management screen. may have sub-menus for displaying each in the second main area RO2. Similarly, the severance pay menu may have a sub-menu for displaying a severance pay management screen, a retiree management screen, and a severance pay statement management screen, respectively, on the second main area RO2. Similarly, the severance pay menu may have a sub-menu for displaying a severance pay management screen, a retiree management screen, and a severance pay statement management screen, respectively, on the second main area RO2. In addition, the additional data menu is for displaying the annual salary income management screen, annual leave management screen, four major insurance management screens, transfer management screen, e-mail management screen, and duty/duty management screen in the second main area (RO2), respectively. You can have submenus. In addition, the information menu may have a sub-menu for displaying a company information management screen and an employee information management screen in the second main area RO2, respectively. Examples of each screen will be described later.

Meanwhile, the above-described lower menu may be listed and displayed in the third main area RO3. Also, a calendar for guiding the user to select a period may be displayed in the third main area RO3.

According to an embodiment, the first to sixth information generated by the above-described steps (S10 to S40) are provided to the user through different management screens in the second main area RO2. The separate management screens are configured to be able to switch between each other by a user input to a higher level menu. It is conceivable that the first to sixth information are displayed as separate management screens when a user clicks an upper menu or a lower menu (ie, by applying a user input through a user interface device such as a mouse or keyboard).

Screens displaying first to sixth information are referred to as first to sixth management screens in order. Then, the first information is displayed through a plurality of first GUIs constituting a first management screen, the second information is displayed through a plurality of second GUIs constituting a second management screen, and the third information It is displayed through a plurality of third GUIs constituting a third management screen, the fourth information is displayed through a plurality of fourth GUIs constituting a fourth management screen, and the fifth information constitutes a fifth management screen. is displayed through a plurality of fifth GUIs, and the sixth information may be displayed through a plurality of sixth GUIs constituting a sixth management screen.

Each of the GUIs (Graphic User Interfaces) may be indicators, icons, or objects for providing the first to sixth information to the user.

According to an embodiment, the first to sixth GUIs are sorted by workers and classified by date and listed on a corresponding management screen, and the list by date is sorted in reverse order with respect to a period selected by a user. This increases the efficiency of management, such as daily wages, and enables more intuitive and efficient management by showing management results such as daily wages for each worker.

In addition, according to an embodiment, based on the collected information, the workers' start time and leave time are defined, and based on the defined start time and leave time, late / early leave / go out for hours worked less than the agreed working time Deduction processing is performed, and overtime work incremental processing is performed for hours worked more than the contracted working hours. Then, after converting the deduction processing result into units of units, adding it to at least one of the worker's remaining vacation days, remaining third quarter of annual leave12, and annual leave allowance upon retirement, and converting the result of incremental processing into units of units, By adding it to at least one of various allowances and overtime work allowances, it is possible to easily manage human resource management such as daily wages more organically and systematically.

<Example>

Figures 3a and 3b shows an attendance management screen according to an embodiment. Figure 3a shows an implementation example of a screen area for registering and correcting attendance items, and Figure 3b shows an implementation example of a screen area for displaying the status of registered and corrected attendance items. Although the attendance management screens are shown apart from each other in FIGS. 3A and 3B in the drawing, the screen area shown in FIG. 3A and the screen area shown in FIG. 3B are arranged side by side in the vertical direction to increase visibility for attendance management. The screen area shown in FIGS. 3A and 3B may be disposed in the aforementioned second main area.

First, as shown in FIG. 3A , attendance information may be automatically registered every day based on information collected from the attendance checker registered for each user in the system, and may also be directly modified by the user.

Then, as shown in FIG. 3B, the attendance management screen displays information related to attendance management by date in the reverse order of time for the "period" selected by the user.

As of April 7, 2018, the most recent date, from the bottom, Hong Gil-dong and Jeong Do-jeon each fall under holidays and do not have attendance records, while Yi Sun-shin, Kim Yu-shin, and Gang Gam-chan each have attendance records, but records going out, being late, and leaving early there is These records may be based on information collected from time-out checkers registered for each user in the system, and may be modified by an administrator.

On the other hand, if there is no "period" selected by the user (that is, normal), the current date from the 1st day of the month to the current date may be displayed based on the current date.

In the same way, information related to attendance management may be displayed on the basis of the following dates, April 1, 2018 and March 31, 2018.

In the drawing, for convenience of description, an embodiment in which five workers are shown, but is not limited thereto, and a larger number of workers can be registered and managed. may be applied to each period selected by

In the "attendance management" screen, the GUI for modifying the attendance record registration, attendance status (items, details) for each worker, contracted time (start time, leave time), check-in time (attend time, modification/extension), A GUI for showing check-out time (leave-off time, correction/extension) and contact information is displayed.

Among the above items, the contracted time may be automatically entered by a manager or from a labor contract uploaded to the system based on a labor contract concluded between an employer and an employee.

4A and 4B illustrate an attendance/leave management screen according to an exemplary embodiment. FIG. 4a shows an example of screen area for registering vacation/leave, and FIG. 4b shows an example of screen area for displaying registered vacation/leave status and previously registered attendance status. 4a and 4b are arranged side by side in the vertical direction to increase visibility for work/leave management. The screen area shown in FIGS. 4A and 4B may be disposed in the aforementioned second main area.

First, as shown in FIG. 4A , vacation/vacation-related information may be registered by the user. As shown in Table 1 below, vacations in the special vacation list can be selected and registered by the user, and vacations not in the special vacation list can be registered by the user by directly inputting them.

Then, as shown in FIG. 4B , on the vacation management screen, vacation management-related information by date is displayed in the reverse order of time for the “period” selected by the user.

As of the most recent date, April 7, 2018, looking from the bottom, Hong Gil-dong, Jeong Do-jeon, and Yi Sun-shin each have no vacation records, and Kim Yu-shin and Kang Gam-chan each have a record of one day of vacation.

On the other hand, on the attendance/vacation management screen, the previously registered attendance status is displayed together. As described above with reference to FIG. 3 , the tardiness time, early leave time, and outing time for each worker may be added up for each day and managed as shown in Table 2 below.

At this time, tardiness/early leave/going out may be deducted in units of 10 minutes. For example, from 1 minute to 10 minutes (with a difference of 10 minutes), from 11 minutes to 20 minutes (with a difference of 20 minutes), from 21 minutes to 30 minutes (with a difference of 30 minutes), from 31 minutes to less than 40 minutes (with a difference of 40 minutes) ), 41 to less than 50 minutes (deduction of 50 minutes), 51 to less than 60 minutes (deduction of 1 hour), and 61 to less than 70 minutes (deduction of 1 hour and 10 minutes). It can be.

As shown in the figure, on the attendance/vacation management screen, absenteeism items can also be managed, and it is used to calculate the amount of wage deduction during absenteeism, determine whether or not there is a weekly holiday allowance, and also determine whether or not there is a holiday work allowance. It can be. For example, the wage deduction in case of absenteeism is calculated as the hourly wage of the current month x 8, so that it is deducted on the same day, and the absenteeism week is treated as no weekly holiday allowance, and the absenteeism week holiday work can be treated as no holiday work allowance.

5 illustrates a daily salary management screen according to an embodiment. The screen shown in FIG. 5 may be disposed in the aforementioned second main area.

As shown in the figure, information related to management of "daily salary" by date is displayed in the reverse order of time for the "period" selected by the user on the daily salary management screen.

As of the most recent date, April 7, 2018, from bottom to top, daily salaries are shown for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan. To this end, daily wages for the current month, various allowances, and daily wages based on daily deductions can be calculated and displayed, and taxes, four major insurance premiums (national pension, health/nursing insurance, employment insurance) and other deductions are applied to the actual payment. can be calculated and displayed. The item displayed for each worker is the same-day (one-day) wage for the current month, not the cumulative wage, but the same-day wage. Meanwhile, the total for the day is also displayed, which is the total for the day for all workers.

According to an embodiment, the above items for managing daily wages may be automatically calculated in real time based on current laws such as pre-registered company information, employee information, related tax laws, and labor standards laws at midnight every day, and applied to the same day's wages.

According to one embodiment, the daily wage for the current month may be calculated as follows.

In the case of workers with a basic wage, it can be calculated according to the following formula.

[Equation 1]

Current monthly wage = Basic wage ÷ Number of calendar days in the current month

In the case of workers without basic wage (hourly, daily (daily), monthly wage without basic, etc.), the daily wage for the current month can be calculated according to the following formula.

[Equation 2]

Daily wage for the current month = {contract/regular monthly salary - monthly applicable allowance - (regular bonus/12)} / number of calendar days in the current month

Bonuses paid monthly under the inclusive wage system can be included in various allowances and applied.

An example of calculating the basic hourly wage and the current monthly wage for each of the monthly contract workers, daily contract workers, and hourly contract workers is as follows:

First, in the case of monthly contract workers, the following is true.

i) Basic hourly wage = Basic hourly wage in contract information (linked)

ii) Daily wage for the current month = Basic hourly wage x 209 ÷ Number of calendar days in the current month (28th, 29th, 30th, 31st)

※ Paid holiday, paid vacation, weekly holiday (because weekly holiday pay is included in the monthly salary) = generated per basic day

※ Unpaid leave (no days) = 0 won

Next, in the case of daily contract workers, it is as follows.

i) Basic hourly wage = per day ÷ prescribed working hours per day (automatic break time excluded)

ii) Daily wage for the current month = daily rate (basic daily rate in the contract information, the prescribed working hours per day are applied only from 1 to 8 hours, overtime is automatically applied as an allowance)

In the case of hourly wage contract workers, the following applies.

i) Basic hourly wage = Basic hourly wage in contract information

ii) Daily wage for the current month = fixed working hours per week (up to 40 hours, overtime is automatically applied as an allowance) ÷ number of working days] x hourly wage

And, in the case of the monthly salary system, in case of one day of absence from work, a reduction of daily allowance + 1 weekly holiday allowance is applied, and this is because the weekly holiday allowance is included in the monthly salary. In the case of hourly and daily wage systems, a daily wage reduction is applied in case of one day of absence.

On the other hand, in the above calculation process, the universal force may be applied. The universal calendar considers February 29 in a leap year and February 28 in a common year every four years, and January/March/May/July/August/October/December in a year have 31 days and 4 months. Month/June/September/November considers a month to have 30 days, and February to have a month of 28 or 29 days. According to this, the daily wage for each month is different, but the hourly and monthly wages are applied the same.

In the above calculation process, all time units convert minutes into hours, 10 minutes (0.17), 20 minutes (0.33), 30 minutes (0.5), 40 minutes (0.67), 50 minutes (0.83), 60 minutes/1 Set the time (1.0) to be applied to payroll calculation in 10-minute increments. So, tardiness/early leave/going out are registered in the same-day deduction amount, [1 second to less than 10 minutes (0.17), 10 minutes to less than 20 minutes (0.33), 20 minutes to less than 30 minutes (0.5), 30 to 40 minutes Less than (0.67), less than 40 to 50 minutes (0.83), less than 50 to 60 minutes (1 hour) (1.0), ..... ], 10-minute unit deductions can be applied. And, the overtime hours are [1 second to less than 10 minutes (0.00), 10 minutes to less than 20 minutes (0.17), 20 minutes to less than 30 minutes (0.33), 30 minutes to less than 40 minutes (0.5), 40 minutes to less than 40 minutes Less than 50 minutes (0.67), 50 minutes to 60 minutes (1 hour) (0.83), 60 minutes to less than 1 hour and 10 minutes (1.0) ..... ].

For holiday work, 50% of the holiday work additional allowance is applied, and for hours exceeding 8 hours, 50% of the overtime work allowance is applied. For non-working days, 50% of the additional fee is applied for overtime of 40 hours per week. If a weekly holiday and contracted paid holiday overlap, it is applied as a one-day holiday. If an unpaid holiday/unpaid holiday and a paid holiday overlap, it is applied as a paid holiday.

For regular workers, all days off (holidays) are paid, so there are no unpaid holidays. For non-regular workers (indefinite contract workers, contract workers, daily workers, freelancers), weekly holidays that meet the requirements for annual paid leave and weekly holidays are paid, and all other days off are treated as unpaid days off (no work).

When going to work on weekdays and paid holidays, workplaces with 5 or more employees can be calculated as daily wages for the current month x 2.5, and workplaces with less than 5 employees can be calculated as daily wages for the current month x 2.0. When going to work on an unpaid holiday, workplaces with 5 or more employees can be calculated as daily wages for the current month x 1.5, and workplaces with less than 5 employees can be calculated as daily wages for the current month x 1.0.

According to one embodiment, the tax may be calculated according to:

First, in the case of regular and contract workers, the tax amount can be calculated as follows by applying the applicable tax amount in the simplified tax amount table of the National Tax Service:

i) Income tax = number of deductible family members (dependents) in the simplified tax table of the National Tax Service. The corresponding tax amount is automatically applied.

※Monthly salary in the simplified tax table = [Basic salary + various allowances - Non-tax allowance amount - National taxation student loan repayment amount]

ii) Local income tax = Income tax x 10%

iii) Tax --- Apply daily

Next, in the case of daily workers, it can be calculated as follows:

i) Income tax = {(Daily wage - 100,000 won) × 6% × 45%} --- [0 won processing under 1,000 won]

ii) Local income tax = Income tax × 10%

iii) Tax --- Apply daily

And, in the case of freelancers (business income earners), it can be calculated as follows based on 3.3%:

i) Income tax = daily wage x 3%

ii) Local income tax = Income tax x 10%

iii) Tax --- Apply daily

According to the above-mentioned daily wage management method, the basic salary and all allowances are calculated and applied to the retirement monthly benefit when leaving the company in the middle of the month, not the last day, so that it can be calculated with the formula [basic salary / allowance ÷ number of calendar days in the current month x retirement date].

According to one embodiment, the "◀ 2018-04 ▶" button (BS) at the upper right corner provides a simple search function, and when the left arrow is clicked, the previous month is automatically set as the search period to display search results. When the right arrow is clicked, the next month is automatically set as the search period so that the search results can be displayed. In addition, it is activated as a date between the two arrows, so when you click it, you can make the calendar appear.

6a and 6b show an allowance management management screen according to an embodiment. FIG. 6A shows an example of screen area for registering other allowances, and FIG. 4B shows an example of screen area for displaying the status of registered other allowances and overtime allowances. 6a and 6b are arranged side by side in the vertical direction to increase visibility for allowance management. The screen area shown in FIGS. 6A and 6B may be disposed in the aforementioned second main area.

First, as shown in FIG. 6A , other allowance-related information may be registered by the user. In the registration window for other allowances, click on the name of the list to register and save. When modified, it can be configured in the other allowance window.

Then, as shown in FIG. 6B, on the allowance management screen, vacation management-related information by date is displayed in the reverse order of time for the "period" selected by the user.

As of the most recent date, April 7, 2018, from the bottom to the top, the allowances for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed. To this end, hourly wage, weekly allowance (number of hours, amount), overtime work allowance (number of hours, amount), night work allowance (number of hours, amount), holiday work allowance (number of hours, amount), other allowances (taxable amount, Non-taxable amount, total) and total can be calculated and displayed. In this case, overtime pay, night work pay, and holiday work pay are classified as overtime pay.

According to one embodiment, the weekly allowance can be calculated as follows.

Weekly holiday allowance applies to all workplaces and all workers with one or more employees. However, ultra-short-time workers who work less than 15 hours per week are not obligated to pay weekly holiday allowance. Weekly holiday pay is accrued on a weekly holiday when one regular working day is perfect, not if absent, and regardless of tardiness/early leave. Weekly holidays and weekly holiday pay apply to all workers who work more than 15 hours a week without absenteeism, regardless of full-time workers or short-term workers.

Regular workers, contract workers, and daily workers are ordinary workers with a prescribed working hour of 40 hours or more per week, and the weekly holiday allowance = [8 hours x basic hourly wage] is applied.

A part-time worker is a part-time worker whose contracted working hours per week is between 15 and 40 hours, and the weekly holiday allowance = [(prescribed working hours/40 hours per week) x 8 x basic hourly wage] is applied.

Freelancers and ultra-short-time workers are subject to no weekly holiday pay.

Weekly holiday pay is generated on a weekly holiday, and the weekly holiday is the day after the last working day of the week.

The last week of retirement or quitting is not recognized as weekly holiday pay regardless of full work.

The calculation of weekly holiday pay varies depending on the number of hours worked per week.

According to one embodiment, overtime pay can be calculated as follows.

Employees who work 44 hours a day, 6 days a week at workplaces with 5 or more employees are entitled to overtime pay for 4 hours of overtime. In other words, overtime is paid when over 40 hours are worked in a week. For holiday work, 50% of the holiday work additional allowance is applied, and for hours exceeding 8 hours, 50% of the overtime work allowance is applied. For non-working days, 50% of the additional fee is applied for overtime of 40 hours per week. If a weekly holiday and contracted paid holiday overlap, it is applied as a one-day holiday. If an unpaid holiday/unpaid holiday and a paid holiday overlap, it is applied as a paid holiday.

On the other hand, part-time workers refer to those who provide short-term work of 15 hours or more and less than 40 hours a week, compared to regular workers whose weekly prescribed working hours are 40 hours or more. For ultra-short-time workers, those whose contracted working hours are less than 60 hours per month (including those whose contracted working hours per week are less than 15 hours) do not receive weekly holidays, weekly holiday allowances, annual paid leave, or severance pay under the Labor Standards Act.

Businesses with fewer than five employees are not obligated to pay allowances for overtime work, night work, and holiday work. If paid, overtime pay = hourly wage x overtime hours x 1 (100%) is applied, night work allowance = hourly wage x working hours x 1 (100%) is applied, and holiday work pay = hourly wage x work Apply time x 1 (100%). In addition, there is no allowance for going to work on paid holidays and weekly holidays, but holiday work days are paid, so 200% per holiday day + work day can be applied, and there is no allowance for going to work on unpaid days can be applied

There is no additional work allowance for businesses with less than 5 employees, and it is calculated as hour x 1.0. In workplaces with 5 or more employees, overtime wages of 40 hours or more per week are unconditionally paid, calculated as hours x 1.5.

When an unpaid holiday (unpaid holiday) and a paid holiday overlap, it is treated as a paid holiday, and when a week holiday and a paid holiday overlap, it is treated as one holiday, and the overtime allowance is included in the overtime work allowance.

In case of absenteeism, the wage deduction is calculated as the hourly wage for the current month x 8, and the deduction is made on the same day. There is no weekly holiday pay for absent weeks, and there is no holiday work allowance for absentee weeks.

On the other hand, it may be configured to refer to the tax-free allowance table as shown in Table 3 below.

The above can be summarized as follows.

For businesses with 5 or more employees, there is an allowance. This also applies to part-time workers. Additional allowances are paid for working in excess of 8 hours a day or 40 hours a week.

i) From 24 hours a day, 8 hours from commuting time (excluding break time) are basic working hours, and from 8 hours onward, overtime pay is applied.

ii) Basic working hours are up to 8 hours after going to work, after which time is extended working hours, and from 10:00 pm (22:00) to 06:00 the next day is night work time.

iii) There is no additional allowance for contracted working hours of less than 8 hours a day, that is, up to 8 hours.

iv) If work continues until the next day on a different calendar day, it is the work of the previous day, and 8 hours in excess becomes overtime.

v) For overtime work, 8 hours of overtime work per day is applied first. Overtime hours of 40 hours per week are treated as overtime and overtime pay is paid.

In this case, even if the working hours do not exceed 40 hours per week, if there are working hours exceeding 8 hours per day, the employer must pay additional overtime pay for the excess hours. ※ Extended working hours = [Leave work hours - Coming hours - Rest (lunch, dinner, late night snack) hours - 8 hours], ※ Night working hours = From 22:00 on the same day to 06:00 the next day (10:00 PM to 6:00 AM)

In the case of overtime work pay, it is calculated as normal hourly wage x (extended work hours - commute hours - rest hours - statutory working hours) x 1.5 (150%). ※ Legal working hours: Working hours for those aged 18 or older are 8 hours per day and 40 hours per week, and those aged 15 to 18 are 7 hours per day and 35 hours per week.

In the case of night work allowance, it is calculated as normal hourly wage x night work hours x 50% --- nighttime (22:00 ~ 06:00). As described above, 10-minute increments can be applied when calculating overtime hours, and as an example, from 19:10 to 19:19 can be calculated as 19:10.

In the case of holiday work allowance, it occurs when attending work on a weekly holiday, paid holiday, or unpaid holiday, and when a week holiday and a paid holiday overlap, it is applied as one holiday.

Workplaces with 5 or more employees = daily wage for the current month + holiday work allowance (regular hourly wage x working hours x 1.5), workplaces with less than 5 employees = daily wage for the current month + holiday work allowance 1.0).

When going to work on unpaid holidays, workplaces with 5 or more employees = holiday work allowance (regular hourly wage x working hours x 1.5), and workplaces with less than 5 employees = holiday work allowance (regular hourly wage x working hours x 1.0).

When going to work on an unpaid holiday at a workplace with 5 or more employees, if the work week exceeds 40 hours, it is recognized as overtime and an additional 50% (0.5) is applied. If the work week is less than 40 hours, it is recognized as basic work and no additional work is applied.

7A and 7B illustrate a deduction management screen according to an exemplary embodiment. FIG. 7A shows an example of screen area for registering other deductions, and FIG. 7B shows an example of screen area for displaying current status of registered other deductions, taxes, and four major insurances. 7a and 7b are arranged side by side in the vertical direction to increase visibility for deduction management. The screen area shown in FIGS. 7A and 7B may be disposed in the aforementioned second main area.

First, as shown in FIG. 7A , other information related to deduction may be registered by the user. In the other deduction registration window, if you click the list name to register and save, you can immediately register and check the other deduction window. When modified, it can be configured in the other deduction window.

According to one embodiment, the tax may be calculated according to:

First, in the case of regular and contract workers, the tax amount can be calculated as follows by applying the applicable tax amount in the simplified tax amount table of the National Tax Service:

i) Income tax = number of deductible family members (dependents) in the simplified tax table of the National Tax Service. The corresponding tax amount is automatically applied.

※Monthly salary in the simplified tax table = [Basic salary + various allowances - Non-tax allowance amount - National taxation student loan repayment amount]

ii) Local income tax = Income tax x 10%

iii) Tax --- Apply daily

Next, in the case of daily workers, it can be calculated as follows:

i) Income tax = {(Daily wage - 100,000 won) × 6% × 45%} --- [0 won processing under 1,000 won]

ii) Local income tax = Income tax × 10%

iii) Tax --- Apply daily

And, in the case of freelancers (business income earners), it can be calculated as follows based on 3.3%:

i) Income tax = Daily wage x 3%

ii) Local income tax = Income tax x 10%

iii) Tax --- Apply daily

According to one embodiment, the four major insurances may be calculated according to the following.

Daily workers and ultra-short-time workers can apply the four major insurances as shown in Table 4 below. At this time, ultra short-time workers are those whose contracted working hours per month are less than 60 hours (including those whose contracted working hours per week are less than 15 hours).

Among the four major insurances, industrial accident insurance is borne by the company, so it does not apply to workers. That is, national pension, health insurance, and employment insurance are applied to regular and contract workers, while only employment insurance is applied to daily workers, and freelancers are not eligible. In this case, daily workers are those who have worked for less than 3 months in the case of general industries and those who have worked for less than 1 year in the case of construction industries. Freelancers (business income earners) are not eligible for the 4 major insurances.

A summary of the four insurances is as follows:

National Pension (Based on implementation from July 1, 2019 to June 30, 2020)

The national pension is applied from the month following the month in which the date of joining the company belongs, that is, from the month following joining the company. For the national pension, premiums from the previous year continue to be charged until June, and new premiums are imposed from July. Even if the monthly salary paid is different, the same insurance premium is charged.

The standard monthly income amount is determined by the Corporation every year, with the amount equivalent to 30 times the amount of income received during the period of employment at the workplace during the previous year divided by the total number of days for that period as the monthly income amount. (In the first year of joining, it is collected from the income reported by the company to the National Pension Service.) In other words, the first year of joining = current monthly salary x 4.5%, and from the following year onward = standard monthly income x 4.5%, and 1 per month Automatically register for work.

As the upper and lower limits of the standard monthly income, 320,000 won is applied to a monthly wage of 320,000 won or less, and only 5.03 million won is applied to workers with a monthly wage of 5.03 million won or more.

Health insurance, long-term care insurance (as of January 1, 2020)

Allow daily calculations to be applied automatically.

On the other hand, in the case of health insurance and employment/industrial accident insurance, insurance premiums are settled in March every year, so even if the reported amount is different, it can be settled later.

For workers who worked more than 8 days and less than 1 month, the total amount of health insurance = health insurance premium + long-term care insurance premium. In this case, health insurance premium = (daily wage - non-taxable amount for the day) x number of working days x 3.43%, and long-term care insurance premium = health insurance premium x 11.52%.

For workers who worked for more than one month, total health insurance = health insurance premium + long-term care insurance premium. In this case, health insurance premium = (current monthly salary - non-taxable amount for the current month) x 3.43%, and long-term care insurance premium = health insurance premium x 11.52%.

Employment insurance (unemployment benefit) (as of January 1, 2020)

apply every day.

On the other hand, in the case of health insurance and employment/industrial accident insurance, insurance premiums are settled in March every year, so even if the reported amount is different, it can be settled later --- Calculate and apply daily on a daily basis based on the current monthly salary as shown below.

Even if you work one day (one day), it is deducted, and it is not applicable to those aged 65 or older. Employee = (Daily wage - Non-taxable amount on the same day) x 0.8%.

On the other hand, since the four major insurance premium rates change every year, it is desirable that the GUI be configured so that the manager can modify and apply them in the manager page.

8 shows a monthly accumulated salary management screen according to an embodiment. The screen shown in FIG. 8 may be disposed in the aforementioned second main area.

As shown in the figure, information related to daily salary management is displayed in the reverse order of time for the "period" selected by the user on the monthly cumulative salary management screen.

As of April 7, 2018, the most recent date, from the bottom to the top, the monthly accumulated salaries for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed. To this end, the accumulated daily wage for the current month, various allowances, and the accumulated deductions for the current month can be calculated and displayed, and taxes, four major insurance premiums (national pension, health insurance, nursing insurance, employment insurance) and other deductions can be calculated and displayed. The actual payment amount applied can be calculated and displayed.

For each worker, the accumulated wages up to the current day (today) are displayed as current monthly wages.

The cumulative total item shown is the monthly cumulative total for all workers. For example, what is displayed as the actual payment amount of the cumulative sum item on April 7 may be the cumulative total from April 1 to 7. What is shown as the actual payment amount of the cumulative total item as of March 31 may be the cumulative total from March 1 to 31.

According to one embodiment, the "◀ 2018-04 ▶" button (BS) at the upper right corner provides a simple search function, and when the left arrow is clicked, the previous month is automatically set as the search period to display search results. When the right arrow is clicked, the next month is automatically set as the search period so that the search results can be displayed. In addition, it is activated as a date between the two arrows, so when you click it, you can make the calendar appear.

9 illustrates a monthly salary management screen according to an embodiment. The screen shown in FIG. 9 may be disposed in the aforementioned second main area.

As shown in the figure, for the "period" selected by the user on the monthly salary management screen, "monthly salary" management-related information is displayed in reverse order of time.

Monthly salaries are shown for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan, from bottom to top, as of the most recent date, May 2018. To this end, the current monthly salary based on daily wage, various allowances and deductions for the current month can be calculated and displayed, and taxes, 4 major insurance premiums (national pension, health insurance, nursing insurance, employment insurance) and other deductions are applied. A payout can be calculated and displayed. For each worker, the accumulated wages for the current month from April 1st to today are displayed as the next month's (May) wages.

According to one embodiment, a worker with a basic salary applies the formula as daily wage = basic salary ÷ number of calendar days in the current month. For workers without basic wage (hourly wage, daily (daily) wage, monthly wage without basic wage, etc.), the calculation formula is applied as daily wage for the current month = {agreed/regular monthly wage - monthly allowance - (regular bonus/12)} / number of calendar days for the current month . Bonuses paid monthly under the inclusive wage system can be included in various allowances and applied.

On the other hand, the salary payment date item shown on the right side of the drawing may be displayed in black to indicate the actual payment date when payment of the current month is confirmed.

10 shows a bonus management screen according to an embodiment. The screen shown in FIG. 10 may be disposed in the aforementioned second main area.

As shown in the figure, information related to management of "bonus" is displayed in the reverse order of time for the "period" selected by the user on the bonus management screen.

Bonuses for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed from the bottom to the top based on the Chuseok bonus for 2018, the most recent date. To this end, the bonus before deduction based on the date of joining, basic salary, and payment regulations (% of basic pay, amount) can be calculated and displayed, and tax and four major insurances (health insurance, nursing care insurance, employment insurance) are applied here again. A payout can be calculated and displayed. Regular bonuses for each worker can be automatically registered and displayed on the 1st of the month.

According to an embodiment, the attendance rate may be calculated as attendance rate = number of attendance days / predetermined number of working days * 100, and may be applied from the day after the previous bonus payment date to the current bonus payment date.

Meanwhile, when manually registering a bonus, the name of the bonus, the month of payment, and the date of payment may be automatically registered in the <company information> bonus registration window to be described later.

According to one embodiment, income tax on bonuses may be calculated according to:

i) Income tax is levied on the total amount received in one month.

ii) Bonus income tax calculation = [The number of families eligible for deduction for the monthly gross income (benefit paid for the current month + bonus for the current month) on the simplified tax table] - [The tax amount on the number of families eligible for deduction for (benefit paid for the current month) on the simplified tax table]

※In other words, bonus income tax = simple tax table (salary paid for the current month + bonus paid before the current salary payment date) applicable tax amount ㅡ relevant tax amount for current monthly salary payment

iii) Holiday bonuses and special bonuses paid before the pay date of the current month, without tax deduction, are applied as tax deductions from the salary paid for the current month.

iv) Holiday bonuses and special bonuses paid after the current month's salary payment date without tax deduction are applied as tax deductions from the next month's (next month's) salary.

※In other words, without tax deduction, bonuses paid before the pay date of the current month are tax deducted from the salary paid for the current month, and bonuses paid after the pay date are tax deducted from the pay pay of the following month (next month).

v) Holiday bonuses and special bonuses are applied to be paid in full without tax deduction, and regular bonuses are applied to be deducted from the applicable tax amount on the simplified tax table included in the current monthly salary.

vi) Local income tax = Income tax x 10%

vii) Health/nursing insurance (as of January 1, 2020) applied to be calculated daily. * Health insurance premium = [Daily wage paid on the same day (per day) + Calculated bonus] x 3.43%, * Long-term care insurance premium = Health insurance premium x 11.52%

viii) Employment insurance (as of January 1, 2020) applied to be calculated daily. * Employment insurance premium = [Daily wage paid on the same day (per diem) + Compensation bonus] x 0.8%

Meanwhile, the bonus payment date item shown on the right side of the drawing may be displayed in black to indicate the actual payment date when the bonus payment for the current month is confirmed.

11 illustrates a pay statement management screen according to an embodiment. The screen shown in FIG. 11 may be disposed in the aforementioned second main area.

As shown in the figure, information related to management of "wage statement" is displayed in reverse order with respect to "employee" and "period" selected by the user on the pay statement management screen.

As of the most recent date, May 2018, the pay statement for the selected worker, Kang Gam-chan, is displayed. At this time, note that since the selected period is from April 1st to 7th, 2018, wage details are displayed only for the working period.

On the other hand, only comprehensive wage system bonus items can be registered and displayed. And, at the time of retirement, the remaining annual allowance can be included in the last month's salary and paid.

12 illustrates a payslip management screen according to an embodiment. The screen shown in FIG. 12 may be disposed in the aforementioned second main area.

As shown in the figure, the payslip management screen displays “payslip” management-related information in reverse order with respect to “employee” and “period” selected by the user.

As of the most recent date, April 2018, the payslip for the selected worker, Gamchan Kang, is displayed. At this time, since the base date according to the selected period is April 7, 2018, the salary for March 2018, which is the previous salary payment month, is displayed. As shown in the drawing, the March salary and the regular first bonus may be displayed.

Email items included in pay slips can be automatically registered and displayed from employee information.

On the other hand, when determining the salary at the time of retirement, if it is before the current month salary is paid, the previous month's labor benefit + the salary until the retirement date of the current month is paid.

13 illustrates a severance pay management screen according to an embodiment. The screen shown in FIG. 13 may be disposed in the aforementioned second main area.

As shown in the figure, the retirement allowance management screen displays information related to retirement allowance management by date in the reverse order of time for the "period" selected by the user.

As of April 7, 2018, the most recent date, from the bottom to the top, the severance pay for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan is displayed. To this end, date of joining, interim settlement date, number of years of service, number of years of service, number of days of service, number of days of service, total salary for 3 months, bonus 3/12, remaining year 3/12, average daily wage, statutory retirement amount, honorary retirement amount, The actual payment amount can be calculated and displayed based on the retirement income tax, local income tax, and tax sum.

For each worker, the accumulated wages up to the current day (today) are displayed as current monthly wages.

The cumulative total item shown is the monthly cumulative total for all workers. For example, what is displayed as the actual payment amount of the cumulative sum item on April 7 may be the cumulative total from April 1 to 7. What is shown as the actual payment amount of the cumulative total item as of March 31 may be the cumulative total from March 1 to 31.

When calculating the number of years of service, number of months of service, and number of years of service, it can be calculated according to the following.

(Figure 1)

Bonus 3/12 corresponds to the amount of 3 months after dividing the total amount of bonuses paid for the year before the retirement date by 12 months, and corresponds to the total bonus received during 12 months/12x3.

Remaining annual leave 3/12 is the average annual leave amount, which can be calculated as [remaining annual leave x hourly wage x 8/12 x 3].

The remaining annual allowance may be included in the salary for the retirement month, and 3/12 of the remaining annual allowance may be included in the calculation of the severance pay, and the annual leave occurring in the retirement month may not be included.

The average daily wage is calculated as: average daily wage = {total salary for 3 months before retirement/total number of service days for 3 months before retirement) + 3/12 months of bonus + 3/12 months of remaining annual leave} / number of days of service for the final 3 months can

The statutory retirement amount can be calculated as statutory retirement amount = [average daily wage x 30 days x number of working days/365].

Retirement income tax can be calculated as follows: Retirement income tax for 2019 = [(calculated tax amount under previous regulations x 20%) + (calculated tax amount under revised regulations x 80% )], retirement income tax from 2020 onwards = (calculated tax amount under previous regulations x 20%) + (calculated tax amount x 100%), local income tax for retirement pay = 10% of retirement income tax

According to one embodiment, the retirement income tax may be automatically calculated in conjunction with the National Tax Service retirement income tax program (National Tax Service program, 2020 Retirement Income Tax Calculation Program (2020.03.13)).

For workplaces with 5 or more employees, 100% of the calculated severance pay must be paid. In workplaces with less than 5 employees, there is no obligation to pay work before December 1, 2010, but it is calculated from December 1, 2010 to December 31, 2012. 50% of the severance pay is paid, and since January 1, 2013, 100% of the calculated severance pay must be paid, so it can be calculated by applying this. In addition, ultra-short-time workers who work less than 15 hours per week are not obligated to pay severance pay, and workers who have worked less than one year do not have severance pay, so it can be calculated by applying this.

Actual payment items can be calculated and displayed on a daily basis.

14 illustrates a retiree management screen according to an embodiment. The screen shown in FIG. 14 may be disposed in the aforementioned second main area.

As shown in the figure, the retiree management screen displays retiree management related information in the reverse order of time for a "period" selected by the user.

As of April 7, 2018, the most recent date, workers are displayed from the bottom to the top, and for each worker, the date of entry, median calculation date, workplace/department, position/position, number of years of service, number of years of service, severance pay before tax, Taxes (income tax, local income tax, total tax), actual payment amount, resignation date, severance pay payment date, and payment confirmation items can be displayed. In the drawing, Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are not retirees, so they are marked as 0 won.

According to the relevant regulations, the right to receive severance pay is 3 years, so it can be managed so that it is automatically deleted after 3 years from the date of retirement. Therefore, retirees who have passed 3 years from the date of resignation can be automatically deleted.

15 illustrates a retirement pay statement management screen according to an embodiment. The screen shown in FIG. 15 may be disposed in the aforementioned second main area.

As shown in the figure, the severance pay statement management screen displays "retirement pay statement" related information in reverse order of time for "employee" and "period" selected by the user.

As of the most recent date, April 7, 2018, the severance pay statement for Kang Gam-chan, the selected employee, is displayed. At this time, since the base date according to the selected period is April 7, 2018, the details of severance pay and deduction details are displayed based on this point. On the other hand, in the drawing, the worker named Kang Gam-chan is not yet retired, so all the detailed items are filled with blanks or 0, but the present invention is not limited thereto, and in the case of an actual retiree, based on the information related to the management of retirement money discussed above, the relevant items A value may be filled in.

Email items included in pay slips can be automatically registered and displayed from employee information. In addition, according to the relevant regulations, the right to receive severance pay is 3 years, so it can be managed so that it is automatically deleted after 3 years from the date of retirement.

16 illustrates an annual salary income management screen according to an embodiment. The screen shown in FIG. 16 may be disposed in the aforementioned second main area.

As shown in the figure, the annual salary income management screen displays "annual salary income" related information in the reverse order of time for the "period" selected by the user.

As of April 2018, the most recent date, from bottom to top, annual salary income details for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed. To this end, the actual payment amount is based on taxable income, non-taxable income, income before deduction (salary + bonus), tax (income tax, local income tax), and four major insurances (national pension, health insurance, long-term care insurance, and employment insurance). can be calculated and displayed.

On the other hand, the salary payment date item shown on the right side of the drawing may be displayed in black to indicate the actual payment date when payment of the current month is confirmed.

17 illustrates an annual leave management (based on the date of joining) screen according to an embodiment. The screen shown in FIG. 17 may be disposed in the aforementioned second main area.

As shown in the figure, information related to "annual leave management (based on the date of joining)" is displayed in the reverse order of time for the "period" selected by the user on the annual leave management (based on the date of joining) screen.

As of the most recent date, April 7, 2018, from the bottom to the top, annual breakdowns for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed. To this end, the daily regular wage, the date of joining (years of service, years of service), the number of days of unused annual leave as the unused annual allowance for the previous year, the number of remaining hours, and the annual leave allowance (unused annual allowance, allowance payment date) can be calculated and displayed, As the number of remaining annual leave days of the previous year, the number of remaining annual leave days, remaining hours, usage history search, the number of days that occurred this year, the number of work days, the attendance rate %, the year of occurrence, the date of annual leave, and the annual leave of less than one year can be calculated and displayed, As an annual leave allowance at the time of retirement, the remaining annual leave days, remaining hours, and annual leave allowance can be calculated and displayed.

Ordinary daily wage items can be calculated based on employment contract information.

The attendance rate can be calculated as follows: Attendance rate = 　 Number of attendance days/Number of contracted working days x 100 (applied based on the date of joining)

Lateness, early leave, and going out can be deducted in increments of 10 minutes to enable annual conversion use, and 1 hour can be applied as 60 minutes and 1 day can be applied as 8 hours.

The item of remaining annual leave days can be calculated as follows: Number of annual leave hours = Number of annual leave days x 8 + Number of remaining hours + (Number of remaining 10-minute units / 60) At this time, the number of remaining annual leave days is 6 days 4 hours 20 minutes, 6x8+ If it yields something like 4+(20/60) = 52.03333.../8 = 6.54166... then this can be expressed as 6.5 days.

The number of years can be expressed to one decimal place. In addition, the number of remaining annual leave days or hours can only be expressed up to one decimal place.

According to an embodiment, when a user presses a usage history search item, it may be displayed through a screen transition or a pop-up window, and the following items may be displayed based on the previously reviewed vacation management information.

It can be calculated according to Figure 1 discussed above so that it can be automatically calculated when calculating the number of years of service and remaining days.

According to one embodiment, the annual paid leave is determined based on a predetermined working day, which is a day determined to work during a unit period of one year. Therefore, paid weekly holidays, Labor Day, contracted holidays and vacations stipulated in employment rules, and days when the duty to provide work is suspended due to special reasons are not prescribed work days and are excluded from the attendance rate calculation.

The following are included in the number of prescribed working days and are applied as attendance.

- Annual paid leave and women's health leave

- Reserve military training period, civil defense training period, civil rights event holiday (election, voting, etc.)

- Before and after childbirth leave period, miscarriage leave period

- The period during which the worker is unable to work due to reasons not attributable to the worker (company shutdown/vacation, etc.)

- A period of suspension/vacation due to a work-related accident

ii) The following apply as not included in the number of contracted working days.

- Holidays by law or agreement (weekly holidays, unpaid leave days, Labor Day, contracted holidays, contracted leave, parental leave period)

iii) The following are included in the number of prescribed working days, but are applied as absenteeism.

- 　Dispute period due to illegal strike

- 　 Period of suspension for personal reasons (period of suspension due to injury or disease, period of leave)

- 　Period during which attendance was suspended due to disciplinary measures attributable to the worker, such as suspension (if the suspension period extends over two years, it is treated as absenteeism from the prescribed number of working days for each year)

According to one embodiment, the standard for generating annual leave for incumbents may be generated based on the number of years of service. For example, if you have worked for 1 year from the time you joined the company, 15 days of annual leave will occur and you can apply for paid vacation when you have worked more than 80% during the 1-year working period. In the case of less than 1 year or less than 80% of attendance for 1 year, it can be applied as receiving 1 day of paid leave for each month of attendance (i.e. 11 in total).

As an example, the annual leave calculation result (based on the date of joining the company) can be represented as a table as follows.

For workers with less than 1 year of service, 0 in the month of employment, 1 in the following month for every 1 month of attendance, and up to 11 annual paid leave can be applied.

In the case of workers with less than 2 years of service, 15 days of annual leave can be applied when they report to work at least 80% during the 1-year service period, regardless of the number of months worked. For example, when you joined the company on June 20, 2019, you can apply [11 + 15 = 26] annual paid leave by counting the period until June 19, 2020 as one year.

In the case of workers with more than 2 years of service, it can be applied as an annual leave according to the number of years of service when 80% or more of them went to work during the 1-year service period, regardless of the number of months worked. For example, when you joined the company on June 20, 2019, the period until June 19, 2020 is counted as one year, and annual paid leave [15 + years of service/2] occurs, and 16 in the third year and 17 in the fourth year 17 cases in the 5th year, 18 cases in the 6th year, and after that, up to 25 cases can be applied, and when exceeding 25 cases, only 25 cases (from 21 years of service) can be applied. At this time, it can be calculated as the number of years of service = [years of service / 2 + 15 ], and rounding is applied to the remainder, not rounding up, and only 25 are recognized when service is for 22 years or more, with a maximum of 25. Since annual leave for this year is based on the date of employment, 0 is applied until the day before the date of employment, and the number of annual leave days (up to 25) according to the number of years of service can be applied from the date of employment. The annual leave accrual date can be applied as occurring on the hire date of each year.

According to one embodiment, when calculating the number of annual leave days, the number of unused annual leave days of the previous year is registered as an annual leave allowance on the day of employment. It can be paid by including it in the monthly salary of the month following the month of employment. Annual leave allowance for retirees is calculated based on the date of joining, and companies based on the fiscal year are also calculated based on the date of joining. It can be included in the final salary to be paid.

At the time of retirement, unused annual leave is accrued on the date of employment every year based on the number of years of service, and the number of years of service until the day before the date of employment can be applied as one year of service.

i) Number of days of annual leave allowance in case of retirement after less than 1 year of service = [number of service months - number of annual leave days used]

ii) Number of days of annual leave allowance in case of retirement after less than 2 years of service = [11+15 - number of annual leave days used]

iii) Number of days of annual leave allowance in case of retirement after less than 3 years of service = [11+15+15 - number of annual leave days used]

iv) Retirement after 3 or more years of service [remaining annual leave days of the previous year + number of annual leave days accrued this year - number of annual leave days used this year]

The calculation of the number of annual leave days described above can be applied to workplaces with 5 or more employees, and workplaces with less than 5 employees can be treated as no annual leave. Annual leave occurs based on the date of joining, and it can be applied if the prescribed working hours are 15 hours or more per week and 80% or more of attendance for one year.

The calculation of the annual leave allowance for ordinary workers can be applied by considering the following number of annual leave hours, number of annual leave days, and annual leave allowance.

Number of annual vacation hours = Number of annual leave for regular workers (depends on number of years of service. Up to 25) x 8 hours (prescribed working hours per day for regular workers)

Number of annual leave --- Depends on the number of years of service. Limited to up to 25 pieces.

Annual leave allowance for the previous year and retirement = [ordinary wage per day = × number of unused annual leave days]

In this case, the daily ordinary wage = {basic monthly salary + regular, uniform, fixed allowance + (regular, uniform, fixed bonus for one year/12)}/209x8.

In order to be included in the ordinary wage, it is money received in exchange for work specified in the labor-management contract, and it must meet the requirements of regular payment (regular), equal payment to all workers (uniformity), and a pre-determined amount (fixity). Therefore, regular, uniform, and fixed payments such as position allowances, technical allowances, risk allowances, service allowances, and price allowances, as well as basic wages, are included in ordinary wages. However, wages that fluctuate according to actual work, such as wages for overtime, nighttime, and holiday work, bonuses paid only to those who go to work or those who have achieved a certain level of performance, are excluded as they are not wages for contracted working hours.

The calculation of annual leave allowance for part-time workers can be applied by considering the following number of annual leave hours, number of annual leave days, and annual leave allowance.

Number of annual leave hours = [Number of annual leave for regular workers (varies according to the number of years of service, up to 25) x (predetermined working hours for part-time workers/predetermined working hours for regular workers) x 8 hours (prescribed working hours per day for regular workers) )]

Number of days of annual leave = number of annual leave hours / (fixed working hours per week / number of working days)

Annual leave allowance = [ordinary wage per hour (hourly wage) x number of remaining hours of annual leave]

Part-time workers refer to those who provide short-term work of 15 hours or more but less than 40 hours per week compared to regular workers whose prescribed working hours are 40 hours or more per week.

Ultra-short-time workers are those whose contracted working hours are less than 60 hours per month (including those whose contracted working hours per week are less than 15 hours). Ultra-short-time workers are entitled to weekly holidays, weekly holiday allowances, annual paid leave, and severance pay under the Labor Standards Act. applied as not occurring.

18 illustrates an annual management (based on a fiscal year) screen according to an embodiment. The screen shown in FIG. 18 may be disposed in the aforementioned second main area.

As shown in the figure, the annual management (fiscal year basis) screen displays “annual management (fiscal year basis)” related information in reverse order of time for the “period” selected by the user. The fiscal year standard is a method in which unpaid annual leave is compensated on December 31 of each year and a new annual leave is created on January 1.

As of the most recent date, April 7, 2018, from the bottom to the top, annual breakdowns for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed. To this end, the daily regular wage, the date of joining (years of service, years of service), the number of days of unused annual leave as the unused annual allowance for the previous year, the number of remaining hours, and the annual leave allowance (unused annual allowance, allowance payment date) can be calculated and displayed, As the number of remaining annual leave days in the previous year, the number of remaining annual leave days, the remaining number of hours, usage history search, the number of days that occurred this year, the number of days at work, the attendance rate %, the year of occurrence, the date of annual leave, and the annual leave of less than one year can be calculated and displayed, As an annual leave allowance at the time of retirement, the remaining annual leave days, remaining hours, and annual leave allowance can be calculated and displayed. It is largely the same as the annual leave management (based on the date of joining) reviewed above. Let's take a look at the differences below.

According to one embodiment, the accrual criterion for annual leave allowance for incumbents may be based on the year of service. For example, if you have worked for 1 year from the time you joined the company, 15 days of annual leave will occur and you can apply for paid vacation when you have worked more than 80% during the 1-year working period. In the case of less than 1 year or less than 80% of attendance for 1 year, it can be applied as receiving 1 day of paid leave for each month of attendance (i.e. 11 in total).

As an example, the annual leave calculation result (based on the fiscal year) can be presented as a table as follows.

Annual leave as shown in Table 7 above can be applied to employees in their first year of employment (based on the fiscal year), employees in their second year of employment (based on the fiscal year, and employees who have joined the company for three or more years (based on the fiscal year), respectively. Annual paid leave 24 years or more can be equally applied as 25 days, and the maximum is 25, and if it exceeds, only 25 can be recognized. The annual leave that occurred this year is based on the date of employment, so it is 0 until the day before the date of employment, and the number of annual leave days according to the number of years of service after the date of employment (max. Up to 25) can be applied. Annual leave can be applied as occurring on January 1 of each year, and can be applied as compensation on December 31 of each year. That is, as of December 31 of each year. It can be applied by compensating for unpaid annual leave and creating a new annual leave on January 1st.

According to one embodiment, the calculation of the annual leave allowance for retirees based on the fiscal year may be applied identically to the date of joining the company. The annual leave allowance for retirees is calculated based on the date of employment. Companies based on the fiscal year are also calculated based on the date of joining. It can be paid as part of the final salary.

At the time of retirement, unused annual leave accrues on the date of joining every year based on the number of years of service, and the date up to the date before the date of joining can be applied as one year of years of service.

i) Number of days of annual leave allowance in case of retirement after less than 1 year of service = [number of service months - number of annual leave days used]

ii) Number of days of annual leave allowance in case of retirement after less than 2 years of service = [11+15 - number of annual leave days used]

iii) Number of days of annual leave allowance in case of retirement after less than 3 years of service = [11+15+15 - number of annual leave days used]

iv) Retirement after 3 or more years of service [remaining annual leave days of the previous year + number of annual leave days accrued this year - number of annual leave days used this year]

19 illustrates four major insurance management screens according to an embodiment. The screen shown in FIG. 19 may be disposed in the aforementioned second main area.

As shown in the figure, information related to the management of the "four major insurances" is displayed in the reverse order of time for the "period" selected by the user on the four major insurance management screens.

As of the most recent date, April 7, 2018, from the bottom to the top, the four major insurance details for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed. To this end, as the national pension, the standard monthly income, workers, and employers can be calculated and displayed, and as health/long-term care insurance, the monthly remuneration, (health) workers, (health) employers, total, (care) workers, (care) Employers and totals can be calculated and displayed, and as employment insurance, workers and employers can be calculated and displayed. In addition, as the sum of the four major insurances, workers and employers can be calculated and displayed.

The four major insurances are applied to full-time, contract, and daily workers according to the following standards, and freelancers are not eligible.

i) Employment insurance and industrial accident insurance: Employment insurance and industrial accident insurance must be subscribed regardless of the number of days worked and the period of work.

ii) National Pension, Health Insurance: Applicable if the employment contract is longer than one month. General daily workers apply to those who work 8 or more days in a month and work hours of 60 hours or more, and construction daily workers apply to those who work 8 or more days in a month.

National pension and health/nursing insurance are not applicable to daily workers whose employment period is less than one month. Daily workers are those who have worked for less than three months (fixed-term, part-time, daily), and in the construction industry, those who have worked for less than one year. Freelancers (business income earners) are not eligible for the 4 major insurances.

According to one embodiment, in employment insurance, the employer contribution may be automatically applied based on [unemployment benefit rate + rate according to the number of workers] registered in company information.

Employment insurance rates can be calculated according to the number of workers as follows.

20 illustrates a transfer management screen according to an embodiment. The screen shown in FIG. 20 may be disposed in the aforementioned second main area.

As shown in the figure, for the "period" selected by the user on the transfer management screen, "transfer" management-related information is displayed in reverse order of time.

As of the most recent date, April 7, 2018, from the bottom to the top, the four major insurance details for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan are displayed. To this end, the bank name, account holder, account number, transfer amount, and transfer name (daily/weekly/monthly/bonus) may be displayed.

In this case, when the user clicks the bank name item, a function of sorting the listed information by bank may be provided.

21 illustrates an email management screen according to an embodiment. The screen shown in FIG. 21 may be disposed in the aforementioned second main area.

As shown in the figure, the "email" management related information is displayed in the reverse order of time for the "period" selected by the user on the e-mail management screen.

As of the most recent date, April 7, 2018, the email transmission history for Hong Gil-dong, Jeong Do-jeon, Yi Sun-shin, Kim Yu-shin, and Kang Gam-chan, from bottom to top, is displayed. To this end, e-mail and attached file (attached file name, search) items may be displayed.

According to an embodiment, only the last transmission details can be displayed normally, and only search contents can be displayed during a search.

22A and 22B show a duty/call management screen according to an embodiment. FIG. 22A shows an implementation example of a screen area for registering a duty/watchman, and FIG. 22B illustrates an implementation example of a screen area for displaying the current status of registered duty/watchman. Although the duty/duty management screens are shown apart from each other as FIGS. 22A and 22B in the drawing, the screen area shown in FIG. 22a and the screen area shown in FIG. 22b are arranged side by side in the vertical direction to increase visibility for duty/watch management. can The screen area shown in FIGS. 22A and 22B may be disposed in the aforementioned second main area.

First, as shown in FIG. 22A , duty/watchman information may be directly registered and modified by a user. A worker can be selected by clicking the name (name) icon, and a related pop-up window can be provided so that the department/occupation can be selected by clicking the department/occupation icon.

Then, as shown in FIG. 22B, on the duty/watch management screen, duty/watch list information for each day is displayed in a calendar format for the “period” or “date” selected by the user.

23a and 23b illustrate a company information management screen according to an embodiment. FIG. 23A shows an implementation example of a screen area showing the registered company information status, and FIG. 23B shows an implementation example of a screen area for displaying the registered company information status. 23a and 23b are arranged side by side in the vertical direction to increase visibility for managing company information. The screen area shown in FIGS. 23A and 23B may be disposed in the aforementioned second main area.

First, as shown in FIG. 23A, company information registration status information is automatically registered and displayed based on information upon membership registration. Although shown in blanks in the drawings, the present invention is not limited thereto.

And, as shown in FIG. 23B, information related to management of "vendor information" is displayed for the "period" selected by the user on the company information management screen.

According to an embodiment, a management screen for a head office and a company having a head office is configured according to the following procedure. The head office/head office can also be configured to register branch/branch data, and the head office/head office can browse branch data by searching for the workplace. In normal times, only the head office data is displayed, and only the branch data is displayed in the branch office. When registering branch information for the first time at the head office, it is possible to register after paying the corresponding fee for each branch. In the head office/head office, all branch workers can be registered and searched, and in each branch, only the corresponding branch can be registered and searched.

When clicking on the search button for workplace/department/worker among the items shown in FIG. 23B, the following pop-up may be checked.

Meanwhile, the company information management screen shown in FIG. 23B relates to a basic information menu among menus (basic information, work information, wage information, bonus information, holiday/vacation information, and other information) provided according to an embodiment. Clicking on the menu can be configured to reveal that information.

Table 10 below shows information displayed when work information in the menu of FIG. 23B is clicked. Instead of the basic information shown in FIG. 23B, work information shown in the table below may appear.

Among the items shown in the table above, as weekly work information, a screen for registering work contents for one week or for registering work contents for two weeks may be configured as follows.

The following can be considered when entering working hours in Tables 11 and 12 above.

The number of working hours per month at a 5-day-week (40-hour) workplace can be calculated as follows: 365 days ÷ 7 days x (40 hours of prescribed working hours per week + 8 hours of paid weekly leave) ÷ 12 months = 208.57 hours = 209 hours

The number of working hours per month at a 6-day-week (44-hour) workplace can be calculated as follows: 365 days ÷ 7 days x (44 hours of prescribed working hours per week + 8 hours of paid weekly leave) ÷ 12 months = 225.95 hours = 226 hours

In 44-hour workplaces, the portion of 40 hours or more per week is treated as 4-hour overtime pay. 4 hours x hourly wage x 1.0] can be applied.

In workplaces with 5 or more employees, unpaid holidays are treated as [1.0] as no overtime pay if the working hours of 8 hours or more per week are less than 40 hours per week. Working hours of 8 hours or more can be treated as [1.5] as overtime pay.

※The unit of time is 1 hour = 60 minutes = 1.0, 30 minutes = 0.5, 10 minutes = 0.1666666...7.

In addition, the following can be considered when entering work details in Tables 11 and 12 above.

If the work contents are the same for all/departments/occupations, they can be registered in the business information, and if the work contents are different, they can be registered in the employment contract information.

If only the green fields are registered, the rest can be automatically registered. It is possible to increase visibility by displaying attendance in black, weekly holidays in red, and unpaid leave (non-work) days in blue.

Unpaid holiday/unpaid holiday is an item registered in the company information and can be displayed in the work type selection.

The remaining notes can be applied repeatedly.

The time unit is 10 minutes (0.17), 20 minutes (0.33), 30 minutes (0.5), 40 minutes (0.67), 50 minutes (0.83), and 60 minutes/1 hour (1.0) can be applied.

※Prescribed working hours = working hours per day - break time

※ Contracted extended working hours = contracted working hours - statutory working hours, at this time, 18 years of age or older / 8 hours, 15 years of age or older ~ 18 years of age / 7 hours are applied

Table 13 below shows information displayed when clicking on wage information in the menu of FIG. 23B. Wage information shown in the table below may appear instead of the basic information shown in FIG. 23B.

Table 14 below shows information displayed when bonus information in the menu of FIG. 23B is clicked. Instead of the basic information shown in FIG. 23B, bonus information shown in the table below may appear.

Among the items shown in the table above, if you click the Set Date Registration Regulations button, the following pop-up can be displayed.

And if you click the attendance rate regulation registration setting button among the items shown in the table above, the following pop-up can be displayed.

Table 17 below shows information displayed when holiday/vacation information in the menu of FIG. 23B is clicked. Holiday/vacation information shown in the table below may appear instead of the basic information shown in FIG. 23B.

Table 18 below shows information displayed when other information is clicked in the menu of FIG. 23B. Other information shown in the table below may appear instead of the basic information shown in FIG. 23B.

Among the items shown in the table above, the basic pay table or position/position allowance table can be configured as follows.

And, among the items shown in Table 18 above, if you click the button to set the rate paid by the employer for employment insurance, the following pop-up can be displayed.

As shown in the table above, when the user checks the number of workers, the sum of rates can be automatically registered.

24a and 24b show a worker information management screen according to an embodiment. FIG. 24A is information about “worker” selected by the user, and shows an example of a screen area schematically showing selected worker information and a screen area showing detailed worker information. 24B shows one implementation of a screen area showing a list of workers for a “period” selected by the user. 24a and 24b are arranged side by side in the vertical direction to increase visibility for worker information management. The screen areas shown in FIGS. 24A and 24B may be disposed in the aforementioned second main area.

First, as shown in FIG. 24A, worker information selected by the user is schematically displayed including name, employee number, mobile phone number, nationality, resident registration number, e-mail, and address information. Although shown in blanks in the drawings, the present invention is not limited thereto.

In addition, it is about the basic information menu among the menus (basic information, labor contract information) for displaying detailed information about the worker, such as date of joining, position/title, standard monthly income for national pension, national pension for those under 18 years of age, account transfer It is displayed in detail, including bank account number information.

In addition, although not shown in the drawing, information indicating the number of families subject to deduction (dependent families) as detailed information about the worker may be further displayed as follows.

Table 23 below shows the information displayed when clicking on the labor contract information in the menu for displaying detailed information about the worker in FIG. 24a. Employment contract information shown in the table below may appear instead of the basic information shown in FIG. 24B.

If you click Select Employment Type from the items shown in the table above, a pop-up can be provided to select one of regular workers, unlimited contract workers, contract workers, and daily workers. , A pop-up to select one of construction day workers, dispatched workers, and freelancers may be provided, and if you click monthly wage/weekly wage/daily wage, a pop-up to select one of monthly wage, weekly wage, and daily wage may be provided. , If you click Select Deposit System, a pop-up may be provided to select one of the standard salary system, general annual salary system, comprehensive annual salary system, monthly salary system, daily wage system, and hourly wage system.

In addition, among the items shown in the table above, a screen for registering work contents for one week or for registering work contents for two weeks as individual weekly work contents may be configured as follows.

The inclusive wage system includes [overtime pay + other allowances + bonuses], but it can be applied as not including annual allowances. When calculating monthly wages for employees under the comprehensive annual salary system, overtime pay and bonuses are divided into 12 months, and basic pay and allowances can be applied as monthly payments of the registered amount. Overtime pay can be applied as [overtime work pay + night work pay + holiday work pay].

Next, as shown in FIG. 24B, for the period selected by the user, the worker list displays the employee number, name, position/title, nationality, date of birth, gender, date of joining, number of years of service, years of service, number of years of service, It is displayed including the number of dependents, standard monthly income (national pension), cell phone, e-mail, and address information.

For gender, use the first digit after the resident registration number to automatically register male or female. Koreans reflect 1 and 3 males and 2 and 4 females, while foreigners reflect males 5 and 7 and females 6 and 8.

When dependents are registered, the number of children under the age of 20 and the number of families subject to deduction are automatically registered. Search for families subject to deduction (dependents) and registration of families subject to deduction (dependents) can be provided as follows.

In Table 27 above, if the relationship, name, and date of birth are registered, the number of children aged 7 to 20 and the number of families subject to deduction can be automatically registered, and the change in qualification can be automatically revised every year and registered.

Continuing to refer to FIG. 24B , position/position allowances are automatically registered in other allowances.

The position/year of the position shall be automatically renewed on January 1 of each year if there is no change.

When a person on leave is reinstated, they are invisible in the list of people on leave. The list of people on leave of absence may be displayed as follows and may be provided as a pop-up by clicking a button such as the search for people on leave of absence shown in FIG. 24B.

Meanwhile, according to an embodiment, when the user clicks (ie selects) a name in the worker list shown in FIG. 24B, information on the selected worker may be displayed as described above in FIG. 24A. In FIG. 24 , it can be seen that Kang Gam-chan is selected from the list of workers, and thus basic information is shown as worker information for Kang Gam-chan.

25A and 25B show a worker information management screen according to another embodiment. 24 is substantially similar to that described above, but shows another embodiment of the screen area displaying labor contract information. 25a and 25b are arranged side by side in the vertical direction to increase visibility for worker information management. The screen area shown in FIGS. 25A and 25B may be disposed in the aforementioned second main area. Differences from the above-described FIG. 24 will be mainly examined.

First, as shown in FIG. 25A, the employment contract information includes information on the current monthly salary, actual payment, income tax, local income tax, national pension, health insurance, nursing insurance, and employment insurance for the selected period for the worker selected by the employer. is expressed by This shows labor contract information very intuitively compared to the above-described FIG. 24a (see also Table 23 regarding labor contract information). This can be implemented only when the user presses a specific button provided on the screen (such as the YJ button on the drawing), and the basic information as the worker information shown in FIG. 24a or the worker information shown in Table 23 is the employer From the perspective of the contract between the employer and the worker, it can be more intuitively communicated to the employer, the user, in terms of monthly expenses.

Next, as shown in FIG. 25B, for the period selected by the employer, the worker list shows the name, workplace, department/occupation, employment type, worker type, salary type, remaining number of years, basic wage, and contracted wage for each worker. /It is displayed including information on ordinary wages (hourly wage, daily wage, monthly wage, annual salary), other allowances, other deductions, and 1/2 week work contents.

Hourly wages are 1 hour, and daily wages are 8 hours.

Workers whose weekly working hours are between 15 and 40 hours are considered part-time workers. Those whose contracted working hours per month are less than 60 hours (including those whose contracted working hours per week are less than 15 hours) are applied as ultra-short-time workers. Daily workers are automatically registered as contract workers unless the change is registered at the end of the contract, and income tax is applied to the simplified tax table of the National Tax Service.

The regular deposit (monthly salary) can be calculated as follows: Normal wage (monthly salary) = Basic salary + Monthly applied allowance + (Regular bonus/12), at this time, from the monthly applied allowance, family allowance and overtime allowance (extension/night/holiday) Labor allowances, shift/duty pay) are excluded, and if they are not regular or are not compensation for work, they are not included in ordinary wages.

Contract/ordinary wages can be automatically calculated and registered according to the following formula when contract unit price is registered.

[Formula 3]

Annual salary --- hourly wage = monthly wage/209(226), daily wage = hourly wage x 8, monthly wage = annual salary/12

Monthly wage --- hourly wage = monthly wage/209(226), daily wage = hourly wage x 8, annual salary = monthly salary x 12

Daily wage --- Hourly wage = Daily wage/8, Monthly wage = Hourly wage x209(226), Annual salary = Monthly wage x12

Hourly wage --- Daily wage = hourly wage x 8, monthly wage = hourly wage x 209 (226), annual salary = monthly wage x 12

※ 40-hour workweek = 209, 44-hour workweek = 226

At this time, the contracted wage may be displayed in red to increase visibility.

On the other hand, according to one embodiment, in configuring the screen as shown in FIG. 25, general daily workers are automatically converted to contract workers after 3 months and construction daily workers are automatically converted to contract workers after 1 year, so the name item in the worker list from 10 days before the end You can control this glitter. In addition, according to one embodiment, since contract workers (including daily employment period) who have been employed for more than two years are automatically converted to indefinite contract workers, the name item in the worker list can be controlled to shine from 10 days before the end.

As described above, the first to sixth management screens may be configured to be switched between each other by a user input to a higher level menu on the second main area.

According to the above-described embodiment, it is possible to provide an apparatus and method for automating human resource management that enable more convenient human resource management for users. It can also provide users with a more convenient payroll management solution, including daily payroll management in real time. In addition, it is possible to increase the intuitiveness of human resource management by allowing the company's expenditure to be tallied on a daily basis, and the annual leave and allowances of workers to be tallied on a daily basis.

26 is a diagram illustrating an example of hardware implementation of an apparatus for automating human resource management according to an embodiment. An apparatus for automating human resource management according to an embodiment 1000 may include an information collection unit 1010, a processor 1020, a memory 1030, and a display 1040.

The information collection unit 1010 may collect commuting time information of the corresponding worker through a commuting checker possessed by the worker. The information collection unit 1010 may collect information on annual leave payment standards, allowance payment standards, tax collection standards, and severance payment standards according to the worker's work type through a current law server accessible through a network. The information collection unit 1010 may be directly electrically connected to the commute checker or may include a communication unit for this purpose. The information collection unit 1010 may be directly electrically connected to the current law server or may include a communication unit for this purpose.

The processor 1020 uses the commute time information stored in the memory 1030 and information on the annual leave payment standard, allowance payment standard, tax collection standard, and severance pay standard according to the working type of the worker who has a labor contract relationship to each worker. 1st information on attendance management details, 2nd information on vacation management details, 3rd information on daily payroll management details, 4th information on allowance management details, severance pay management details 5 information and 6th information about annual management details are generated, and the generated 1st to 6th information are configured as separate management screens having one upper menu in common and provided to the user through the display unit. handle it as much as possible However, the operation of the processor 1020 is not limited thereto, and operations described in FIGS. 1 to 25 may be performed.

The memory 1030 may store the above-described information generation and associated algorithms for display on the display unit. The memory 1030 may temporarily or permanently store data required to perform the method for automating human resource management according to an embodiment. For example, the memory 1030 may store labor contract information, commute time information, current law information, and generated first through sixth information.

The display 1040 may display different and separate management screens corresponding to the first to sixth information as detailed contents corresponding to the upper menu, the lower menu, and the lower menu.

The apparatus 1000 for automating human resource management according to an exemplary embodiment may configure the first to sixth management screens to be switched between each other by a user input to an upper menu on the second main area. In addition, the first to sixth GUIs are sorted by workers and classified by date and listed on a corresponding management screen, and the list by date may be sorted in reverse order with respect to a period selected by the user.

The embodiments described above may be implemented as hardware components, software components, and/or a combination of hardware components and software components. For example, the devices, methods and components described in the embodiments may include, for example, a processor, a controller, an arithmetic logic unit (ALU), a digital signal processor, a microcomputer, a field programmable gate (FPGA). array), programmable logic units (PLUs), microprocessors, or any other device capable of executing and responding to instructions. The processing device may execute an operating system (OS) and software applications running on the operating system. A processing device may also access, store, manipulate, process, and generate data in response to execution of software. For convenience of understanding, there are cases in which one processing device is used, but those skilled in the art will understand that the processing device includes a plurality of processing elements and/or a plurality of types of processing elements. It can be seen that it can include. For example, a processing device may include a plurality of processors or a processor and a controller. Other processing configurations are also possible, such as parallel processors.

Software may include a computer program, code, instructions, or a combination of one or more of the foregoing, which configures a processing device to operate as desired or processes independently or collectively. You can command the device. Software and/or data may be any tangible machine, component, physical device, virtual equipment, computer storage medium or device, intended to be interpreted by or provide instructions or data to a processing device. , or may be permanently or temporarily embodied in a transmitted signal wave. Software may be distributed on networked computer systems and stored or executed in a distributed manner. Software and data may be stored on computer readable media.

The method according to the embodiment may be implemented in the form of program instructions that can be executed through various computer means and recorded on a computer readable medium. A computer readable medium may store program instructions, data files, data structures, etc. alone or in combination, and program instructions recorded on the medium may be specially designed and configured for the embodiment or may be known and usable to those skilled in the art of computer software. there is. Examples of computer-readable recording media include magnetic media such as hard disks, floppy disks and magnetic tapes, optical media such as CD-ROMs and DVDs, and magnetic media such as floptical disks. - includes hardware devices specially configured to store and execute program instructions, such as magneto-optical media, and ROM, RAM, flash memory, and the like. Examples of program instructions include high-level language codes that can be executed by a computer using an interpreter, as well as machine language codes such as those produced by a compiler.

The hardware device described above may be configured to operate as one or a plurality of software modules to perform the operations of the embodiments, and vice versa.

As described above, although the embodiments have been described with limited drawings, those skilled in the art can apply various technical modifications and variations based on this. For example, the described techniques may be performed in an order different from the method described, and/or components of the described system, structure, device, circuit, etc. may be combined or combined in a different form than the method described, or other components may be used. Or even if it is replaced or substituted by equivalents, appropriate results can be achieved.

Therefore, other implementations, other embodiments, and equivalents of the claims are within the scope of the following claims.

Although the technical idea of the present invention has been specifically written according to the above preferred embodiments, it should be noted that the above embodiments are for explanation and not for limitation. In addition, those skilled in the art will understand that various embodiments are possible within the scope of the spirit of the present invention.

TE: human resource management automation device
SV: Current law server
TA: Check-in device owned by workers
1000: human resource management automation device
1010: information collection department
1020: processor
1030: memory
1040: display

Claims (10)

As a human resource management automation method performed by a processor,
Collecting commuting time information of the worker through a commuter checker owned by the worker;
Collecting information on the annual payment standard, allowance payment standard, tax collection standard, and severance pay standard according to the worker's work type through the current statutory server accessible through the network;
Based on the above-collected information, first information on attendance management details for the worker, second information on leave management details, third information on daily payroll management details, and allowance management details Generating 4 information, fifth information on details of severance pay management, and sixth information on details of annual management; and
Comprising the generated first to sixth information into different and separate management screens having one upper menu in common and providing them to a user through a display unit,
The different separate management screens are configured to be switchable from each other by a user input to the upper menu, human resource management automation method. According to claim 1,
The upper menu is displayed on a first main area on the display, and the different management screens are displayed on a second main area different from the first main area on the display. According to claim 2,
The first information is displayed through a plurality of first GUIs constituting a first management screen, the second information is displayed through a plurality of second GUIs constituting a second management screen, and the third information is displayed through a plurality of second GUIs constituting a second management screen. 3 is displayed through a plurality of third GUIs constituting a management screen, the fourth information is displayed through a plurality of fourth GUIs constituting a fourth management screen, and the fifth information is displayed through a plurality of third GUIs constituting a fifth management screen. Displayed through a plurality of fifth GUIs, wherein the sixth information is displayed through a plurality of sixth GUIs constituting a sixth management screen. According to claim 3,
The first to sixth management screens are configured to be switchable from each other by a user input to the upper menu on the second main area. According to claim 4,
The first to sixth GUIs are sorted by workers and classified by date and listed on a corresponding management screen, and the list by date is sorted in reverse order with respect to a period selected by a user. . According to claim 5,
The attendance management details include one or more of employee number, name, position/title, attendance status, contracted time, attendance check time, and leave check time,
The vacation management details include one or more of name, lateness, early leave, going out, going to work on weekdays, going to work with pay, going to work without pay, and working from home,
The above daily wage management details include one or more of name, attendance status, daily wage for the current month, various allowances, daily deduction, daily wage, tax, 4 major insurance premiums, other deductions, and actual payment amount,
The allowance management details include one or more of hourly wage, weekly allowance, overtime work allowance, night work allowance, holiday work allowance, and other allowances,
The above severance pay management details include date of joining, number of years of service, number of months of service, number of days of service, total salary for 3 months, bonus 3/12, remaining annual 3/12, average daily wage, statutory retirement amount, honorary retirement amount, retirement income tax, local government Include at least one of income tax, total tax, and actual payment;
The annual management details include one or more of unused annual leave allowance in the previous year, remaining annual leave days in the previous year, annual leave generated in this year, and annual leave allowance upon retirement, human resource management automation method. According to claim 6,
The generating step is
Defining the start time and leave time of the corresponding worker from the collected information;
Based on the start time and leave time defined above, late/early leave/outing deduction processing is performed for hours worked less than the contracted working hours, and overtime incremental processing is performed for hours worked more than the contracted working hours. step; and
After converting the deduction processing result into units of units, adding it to at least one of the worker's remaining vacation days, remaining third quarter of annual leave, and annual leave allowance upon retirement, and converting the above incremental processing results into units of units, A method for automating human resource management, comprising: adding to at least one of various allowances and overtime allowances. According to claim 7,
In the performing step, the late/early leave/going out deduction processing is performed in units of 10 minutes and the incremental processing for extended work is performed in units of 10,000,000 minutes, human resource management automation method. A computer readable recording medium storing one or more computer programs including instructions for performing the method of any one of claims 1 to 8. In the human resource management automation device,
Information on the employee’s commute time information through the employee’s commuting checker and information on the annual leave payment standard, allowance payment standard, tax collection standard, and severance pay standard according to the worker’s work type through the current law server accessible through the network Information collection unit to collect;
Based on the above-collected information, first information on attendance management details for the worker, second information on leave management details, third information on daily payroll management details, and allowance management details 4 information, 5th information on severance pay management details, and 6th information on annual management details are generated, and the generated 1st to 6th information are separated from each other using one upper menu in common. A processor configured as a screen to be provided to a user through a display unit; and
, Human resource management automation apparatus including; display including the display unit.