Work life balance is all about creating and supporting a healthy work environment which will enable a worker to have balance between work and personal responsibilities. This will help in maintaining and strengthening employee loyalty and productivity towards the company. Workers have many responsibilities to take care of, such as work, family, housework and many more little things that matter to them. Balancing between work and life has become a major issue between workers as this conflict has been associated with numerous physical and mental health problems. Work-life conflict impacts workers, employees and their communities as well. A worker can only be productive when there is balance between its work and life.



Time management is one of the major components to achieve work life balance. It is a way of organizing and planning effectively the time required to complete certain activities, it also helps in efficient use of your day. Time management can be done on the basis of your work, whether it is urgent or important. It helps in greater productivity and efficiency, less stress and better professional reputation.


Stress management is a technique to reduce stress suffered by workers. As the world is growing and changing faster every day, work becomes more complex over time. Competition arises between workers to excel in the company. Workers then start working under pressure of promotion and preference, this results in stress of work. Workers must not come under stress while working rather than stressing over deadlines.


Self-Management is a way of managing one own self. A worker must take care of its body, hygiene and nutrition. A worker must develop talents and potential to enhance their quality of life. A worker must get enough sleep and exercise to be productive and work effectively and efficiently for a company. If a worker excels in managing one own self, then they will become more capable of managing tasks.


In this growing world, change has to be adopted no matter whatever the consequences may be, continuously adopting new methods and re-adapting others is vital to a successful career and a happy home life. Effective change management involves making certain changes in your work and everyday life.


Role of an Employer

An employer must direct an employee towards the organisational goal and support them by providing them with necessary resources. Employers can arrange special workshops on this major issue and also programmes, initiatives for the betterment of the employees. Here are some decisions an employer must take to eradicate this problem.

Employer must see to it that the employee is not given any extra work after they have left their worksite. It means restricting number of hours which are expected of an employee in a given week. They should also see to it that their e-mail servers should stop after the working hours.

Employers must concentrate more on the outcome rather than the number of hours a working is working. A productive worker can complete its worker well before 8 hours and may not need to waste time.

They should also increase number of brakes while working, keeping in mind the stress factor of an employee. Lunch breaks, rest breaks must also be kept in mind while making such decisions. Also; providing breaks to workers increase their productivity which means effecting work.

Employer must also inform its workforce regarding work-life balance and its importance. This will help them in taking extra care of themselves and their families, resulting in less health problems both physically and mentally.

An employer must let the employees do certain things which make them happy and satisfied at work. This will help the employee in improving its mental state by providing them with happiness.

Getting inputs and feedback from employees keeps them connected to the company and makes them feel that they are a vital part of the organisation. This will keep them motivated and satisfied while working for the betterment and growth of the company.

Motivating its employees by fulfilling their basic needs, social needs and esteem needs. An employer must appreciate the work done by its employees and guide them if they go wrong.

Understanding the needs and problems of a worker must be kept in mind. Offering maternity leaves to new parents will help the employees to feel better about the organisation and make them believe that the organisation really do care for them.

The organisation must also provide employees with more number of vacation days so that they get to spend more time with their family and help them self-manage themselves.

Some examples of good work life balance in the world are:

1. Family is given more importance than work in the Danish Culture. The country focuses on fewer working hours so that workers get more time to spend with their families.

2. In Madrid, workers are allowed to have mid-afternoon breaks to avoid the sun and this cuts down their hours substantially.

3. Workers in Germany take an average of 29 days’ holiday every year just to celebrate Oktoberfest and be with their families.

4. In France, workers get mandatory pay leaves of 40 days and the government is forcing them to not use smart devices after work hours, also no checking and responding to e-mails after work.

5. In Netherlands people work an average of 27.6 hours a week. It is one of the few countries in the world to have such a low work week cycle but yet they have a very good GDP. It is also said that Netherlands has a 4-day work week.

6. Bulgaria is the best place for the people to work in who have kids as, the workers are given up to 410 days of paid maternity leave at 90 percent of the mother’s salary.

Work-Life balance is very important in a workers’ day to day activities as performing certain tasks may drain out their energy of doing other tasks for their family or for themselves. Balancing will help a worker to be productive and grow as a person. Good management of time, stress and change in the environment by an employee leads to effective and efficient work.

For more information on WORK LIFE  BALANCE, feel free to reach us on, or call +91-9599444639/+91-9599444630


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What is Payroll Accounting?

Payroll accounting is a method used to calculate aggregate expenditure on wages and salaries of employees incurred by a business in an accounting period. This method of accounting for payroll includes the company’s recording of its employees’ gross wages, salaries, bonuses, commissions and other benefits as well. Payroll accounting distinguishes between employee taxes which are deducted from employees pay and employer taxes which are paid by employers. This accounting also keeps records of employer’s fringe benefits such as health insurance, vacations, paid holidays, workers compensation insurance as well as pension and savings. Payroll not only is responsible for employee’s salary compensation but also plays a vital role in protecting the company’s reputation.

Payroll Accounting Procedure

Payroll accounting helps businesses to ensure that their employees’ receive their pay on time. Here is the procedure on how this is carried out by a business:


There are many tasks involved in payroll accounting but the first task is to collect necessary data regarding the time worked by an employee on a daily, weekly and monthly basis. Companies must issue time cards to every individual to record exact working hours of that employee. This helps the accountant to measure the pay of the employee accurately. The task of time reporting also helps a business to curb payroll tax burdens and workers compensation premiums.


As payroll accounting is done to calculate the compensation owned to each employee. By knowing the hours worked by an employee and multiplying it with the pay rate, it becomes much easier to calculate the pay of that particular employee. Also review your pay policies and procedure to look for inefficient workflow patter. Changes regarding salary structure and pay grade will be initiated in case of promotion of a worker.


Employees must submit payroll tax as well as income tax to its employer so that they fill and submit it to the tax authorities. The accountants hired by a business calculates the exact amount of income tax owned by every employee after the gross compensation owned. Then the total tax collected will be given to the Internal Revenue Service so that there is no tax burden on the business.


Many businesses provide their employees with certain benefits such as paid vacations, pensions and many more such things. These things make it more difficult for the company accountant to calculate the payroll amount as most of them get paid for holidays also. Any other contributions offered by the employer must also be done in payroll accounting.


After every task has been completed, that is, working hours of every employee has been recorded with their income and payroll tax been given to the tax authorities. The net pay is given to every worker in the form of cheques, direct deposit into their accounts or through cash.



Payroll accounting impacts the morale of the employee as they need to feel assured that they will get paid on a timely basis. When the pay is on time then the employee will be motivated to work more efficiently to get bonuses with their pay but if the pay is late then the employee will feel that the company is not financially stable. This will result in bad performance of employees in q business, so the organisation must keep in mind the importance of its employees.


The business must see to it that the payroll activities followed by them are adhering to the tax policies and also complying with employment legislations. The business will uphold its reputation only when they are efficient in meeting tax obligations on time. This will attract more worker in the market to work in the business as the business will provide timely pays to them.


Payroll accounting has to be performed regularly to ensure more precise payroll calculations. Payroll can be very time consuming, so it needs more resources to work with and regular activities help the business to know the required resources. As payroll is now automated, it allows organisations to save on costs in the long run. Furthermore, it frees up valuable resources for the organisation to focus on other business activities.

It is advised for any new business that they should take help from a financial consultant as there are many laws regarding payroll accounting. This will help them to stay out of trouble and also to devote their time on something else. An efficient payroll department reflects the organisation’s way of working and how they respect their workforce.

Checkout our Payroll Management Services to know more about the Payroll Management. You can also connect to us through mail or form incase of further queries.

For more information on Payroll Accounting, feel free to reach us on, or call +91-9599444639/+91-9599444630

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8 Tips to retain the best of your employees

In any business, big or small, one of the major tasks is to retain the best and most skilled employees. There’re a lot of things a person must keep in mind, when handling employees. For a long term stay in an organisation, any employee would have certain expectations from the organisation. Let us check the,

8 tips on how to retain the best of your employees

Gapeseed Consulting emphasizes on Employee Motivation, Engagement and Appreciation as the prime factor in retaining an organisational culture. Any culture is defined by the people, the employees and the teams. And to turn people into employees and then team, you need to create a culture and the following tips shall help:

• Reward, Recognition and Appreciation

If an employee works up to the standard, or does something out of the box for organizational benefit, he / she in return expects and deserves appreciation. This appreciation could be done in the form of rewards, like increments, trophies, bonus, monetary awards, additional perks. The employee should get due recognition for the hard work and dedication.

• Equitable treatment

Every employee, working on the same level, putting the same amount of effort deserves equal opportunities and equal treatment. For example, if in an organisation, ‘A’ is paid more than ‘B’, working on the same level because he’s connected to the senior, it will automatically pull B’s morale down. If there’s any discrimination against an employee, he would probably start finding other opportunities for growth.

• Proper Supervision

People leave managers and supervisors more often than they leave companies or jobs. The expectations for employees should be well defined to prevent confusions and agony in the future.
There should be clarity about expectations,earning potential,feedback about performance, scheduled meetings.

• Freedom of expression

Any employee wouldn’t want to leave an organization where he is free to express his thoughts and ideas, sometimes employees can come up with brilliant strategies and ideas and when they are left unheard or ignored, it lowers the employees morale. Their expression can prove to be very beneficial.

• Don’t threaten employees’ job or income

A threat to an employee’s job or income makes him feel as if he needs to search for a new platform to exploit his potential. Under any circumstances, this shouldn’t be done to the hardworking and dedicated employees.

• Clean out the dead weight

This sounds tough, but works for an organization’s benefit. There may be people in the organisation who hold other employees back in certain ways like negativity, unethical work, politics, gossips etc. Great people need to work with other great people. Do the hard work of removing those who slow everyone else and the organisation down.

• Friendly Competition

Employees can be put into friendly competition; this could be done by building teams and framing equal time spans for completion of certain tasks. These tasks could fetch the employees awards in form of monetary rewards, trophies etc. Such competitions, help employees work harder to increase their potential and opportunities.

• Above market Standard Rate

When some employees work beyond their boundaries, beyond their comfort for the benefit of the firm, they deserve more than the rate established by the market. This doesn’t imply that they need to be given sky high salaries, somewhere 20%-30% above the standard rate for the job so that they value doing it in the firm.

The above are 8 tips to retain the best of your employees, the same can be picked individually or one at a time. The idea is to make stronger and more approachable workplaces by creating an appropriate environment. You can connect with Gapeseed Consulting for processes or interim HR services through consultants to create HR Systems and align them with your organisational goals.

Feel free to reach us on, or call +91-9599444639/+91-9599444630

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What Are The Things Great Managers Do Differently?

Have you tried to prove yourself as a good manager? Do you sometimes feel you need to get the best out of your position and those working with you?

Here are 7 tips on how you can exploit your subordinates’ and your own potential to the fullest.

• Discover your employees’ strengths It’s very important to know when people are clearly enjoying what they’re doing. Their talents, their values, their hard work, their interests, their distractions, everything plays an important role in assessing an employees strengths and what are they more likely to do better. This way, they could enjoy the work they do for the mutual benefit of the employee and the organisation.

• Offer guidance for their development All the work assigned to the employees should regularly be checked, and any guidance sought should be offered to them. The employees should be focused more on their strengths, and on developing them. It is the duty of the manager to check on it and offer help as and when required for development. If they had the opportunity to do what they do best each day, what would they be doing more of? What development support, on-the-job experiences, coaching or training, off the job trainings might they need to develop these strengths further? These are some important things you should keep in mind for their overall developments based on their strengths.

• Give strength-based feedback – You should look at how your employees are using their strengths for their duties. Tell them when you’re proud of good results that you get after they apply their strengths. Help them to understand when they’re overplaying a strength and how to dial it back in these moments. Encourage them to stop underplaying specific strengths when you see them hesitating or holding themselves back. Your feedbacks play a crucial role in their development.

• Set Clear expectations – The outcome of work, from every input should be pre planned and well defined. Every employee under you must know what is expected out of their work in a defined time period. If this is not clearly defined and agreed upon both ways, there will be lots of confusion when the deadline comes, the atmosphere in the work place would prove to be against benefits and you’ll find unhappy faces and blame games all over the place. This is why it’s very important to discuss in detail with the whole team and clarify wherever needed.

• Identify Uniqueness – Great Managers try to learn what is that one thing which is unique about every employee and work on it. They tend to use the unique factor for the benefit of the organisation.Everyone is good at something. It helps improve the over all productivity in work place with satisfaction. Such identification works wonders if done with each and every employee in any environment.

• Appreciate Subordinates – Some managers are quite reluctant to appreciate their subordinates because they think it will make them overconfident and complacent. But, this is opposed to what is the ideal way of treating and behaving with subordinates. For development and confidence boost, they need appreciation, recognition and appraisal from time to time when they do work that demands these. Everybody likes to get appreciated for the things that they do.Excellence needs praise. Great Managers never make it too late to appreciate.

• Care about subordinates – If you are a manager, you need to take care of people you’re managing. Sometimes, your employees might have certain personal problems coming in the way of organizational duties, you need to care for them, and understand the circumstances through which they are going. They might need an extra leave, they might need your inspirational and motivational words when they are morally down, they might need a boost when things are not going on well and so on.If you prove to be a good manager in this respect, so will they turn out to be good employees.

For more information on  feel free to reach us on, or call +91-9599444639/+91-9599444630


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Employee’s Provident Fund is a scheme which helps in providing financial assistance to the workers by saving their own money for future use after retirement. This scheme of Employee Provident Fund has been carried forward by the government for the welfare of its retired citizens and also for those who are disabled to work. The employees and their employers have to contribute a fixed amount of money from their salaries at a constant rate within a particular time interval in the Provident Fund to get interests after retirement. When the Provident Fund matures, it provides a good return and interest of the invested money as the money received will be Tax-free. The Employees Provident Fund can also be used before retirement in case of an emergency such as when a person is unfit for employment, this provides a type of monetary security to the employee. This scheme is growing at an increasing speed and is backed by many intellectual people in the business and finance industry.



• A company or any other Business entity having 20 or more employees working for the business must register for the Employee’s Provident Fund.
• The employers and the employees have to issue an amount of Rs.1800 per month into their Employees Provident Fund.
• When the amount has been transferred into the Employees Provident Fund, a small contribution is also made to the Pension, Insurance and Administrative Cost account.
• In case of a company which has more losses than its entire net worth can contribute 10% of their compensations in their Employees Provident Fund.


• An employee working under any company is qualified to participate in the scheme of Employees Provident Fund.
• Any company having 20 or more employees is eligible of participating in this scheme.
• Whenever an employee exceeds the amount of Rs.6500 in their salaries, then they have the eligibility to join the scheme with the permission of its employer.
• When a person becomes the member of this scheme, they have to contribute 12% of their rewards in the Employees Provident Fund.



In most of the organisations employee’s insurance schemes are not available to the employees of the company, Employees Provident Fund provides that scheme for the security and stability of the employee in the future. For getting insured, the business entity just need to provide a sum of Rs.6500 on a monthly basis to ensure an insurance premium benefit. Insurance helps an employee in case of an emergency, also provides a good amount of money after maturity for the survival of their family.


When an employee has retired, and does not have any source of monetary income, pension provides that source for the employee. A part of the employees pay also goes into the Employee’s Pension Fund, which provides an employee a sense of security after retirement.

Tax Free

Upon maturity of the Employees Provident Fund, the interest received by the employee’s will be tax free. This results in proper stability and security of employees as they get vast interest on their invested amount.

Financial Security

The Employees Provident Fund provides financial security for the employees at the time of retirement, emergencies and at loss of income. Employees Provident Fund provides a source of financial assistance to the retired personnel as well as gives funds to the employee to meet their requirements in case of an emergency, early drawings are allowed only in case of an emergency. When an employee cannot work, or has any disability to work, provident fund helps them to overcome their loss of income and provides means to survive. Also, if the employee has passed away then the funds are passed on to their applicant to provide them with financial assistance.

Long Term

The Employees Provident Fund allows the employees to have some kind of monetary security in the long run, it also ensures that the employee can have certain investment or any other goal after retirement. Resources can also be borrowed in the Long Run for marriage, education, medical reasons and also for housing purposes.


Employees Provident Fund also provides the benefit of withdrawal to the employee. An employee can withdraw their money only when they are unemployed, self-employed or have left the current job to work in another company. In case of any emergency, an employee can withdraw the amount in its provident fund before the time of maturity. Pre-mature withdrawal can also be treated as a loan as an employee can use the money for education, marriage, medical expenses. These withdrawals must not be more than 50% of the amount in the provident fund.


An employee can also transfer its provident fund account rather than closing it whenever they are leaving their current job and joining a new employer. Transferring of the funds from an old account to a new one is a better option because if an account is closed before 5 years then the money contributed in that account will then become tax deductible whereas by transferring of funds, an employee will get the money in full at maturity.


The Employees Provident Fund registration is now mainly done Online as it is more convenient and accessible for an organisation. A business entity having less than 20 employees can apply for the scheme voluntarily, but an organisation having more than 20 have to register their company for this scheme to avoid penalties in delaying the registration. The procedure for registering for the Employees Provident Fund is as follows:

• The company must provide the name, address, branch details, head office details and the Date on which the company was established.
• The organisation must also provide the total strength of employees working as well as the services provided by the company.
• They must also provide the legal proof that if the company is a partnership, private limited company or a public limited.
• The total salary distribution to the employees of the company must be provided with the details of the bank in which the company has its account.
• The Directors or the owners of the company have to provide legal documents to prove that the documents are verified. The address of all the owners must be given with the details of all the employees including date of joining, salary.
• A copy of the partnership deed must be given to prove that the company is registered with the Registrar of Companies.
• PAN details of the Business entity must also be provided.

For more information on EMPLOYEES PROVIDENT FUND, feel free to reach us on, or call +91-9599444639/+91-9599444630

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Payroll Services for Startups

Our love for startups is forever increasing. And with our experience of working with them, we have realized that, Startups are natural rule breakers you got to come out of that comfort zone if you want to be the next big thing in the industry.
But there is one area where you wouldn’t want to mess around with the rules and that is payroll and HR. To avoid any legal and financial litigation you must comply with payroll and HR laws. Some of your actions might drive you out of the business as well. Keeping this in mind we offer Payroll services.

Like other business strategy and planning, payroll services for startups need to be taken seriously and keeping our client in mind the following are the important consideration on the basis of which we provide our services.

1. Convenience

Payroll services for Startups should not be a problem. It should be a cake walk that’s easy to do and one that can be done on any computer or mobile device. To achieve these tasks we make sure that our clients aren’t confined to their office or required to phone in hours manually every time they want to run payroll. Having the ability and the technology to run payroll from anywhere in fraction of minutes is something that we focus on to provide our services to our clients.

stration and will also manage it for you with the shared admin rights so that you can keep a tap on how Gapeseed Consulting is managing the Payroll Services for Startups.

2. Set Up

Gone are the days of paper-based payroll system, move on to a more advanced paperless system it would not require an immense learning from your side or big task, time-consuming training sessions. The transition should be smooth, quick, and easy. The software should be simple, straightforward, and well, user friendly to use.

We will provide you the demonstration and will also manage it for you with the shared admin rights so that you can keep a tap on how Gapeseed Consulting is managing the Payroll Services for Startups.

3. Cost Advantage

For many small business owners, cost cutting is a major thing, the payroll services they choose is often based on one thing – cost. But, when they get their monthly invoice, the amount owed can be significantly more than what they expected to pay. Unfortunately, hidden fees are common in this industry, but luckily not all providers “follow the rules.” A payroll provider’s services and pricing structure should be completely transparent so you know exactly what your invoice is going to be based on how many employees you have and the services you select and we assure you to give a transparent service. As we understand that Payroll Services for Startups are managed as they are having small teams and optimism resources.

4. Service Options

Many a times payroll providers just offer few payroll services, where as we offer a whole host of services designed so as to make your job easier. These services include

  • Payroll Accounting,
  • Attendance Register (Controls),
  • Online employee access to payment records,
  • Direct deposit,
  • Wage garnishments,
  • Easy CTC calculations,
  • Compliances,
  • Manage Employee Information Efficiently,
  • Define the emoluments, deductions, leave etc.,

Other Payroll Services for Startups include, Generate Pay-Slip at the convenience of a click, Generate and Manage the Payroll Processes according to the Salary Structure assigned to the employee, Generate all the Reports related to employee, attendance/leave, payroll etc., Manage your own Security.

5. Partners & Integration

You have to stay away from payroll providers who are not willing to partner and integrate with other HR and accounting systems. When a payroll system is easily matched with other types of accounting services, you own a great flexibility, more control, and better results. Similarly, it is important for us to understand small business needs in order to provide the most complete payroll package possible.

In order to achieve these goals, the government has simplified the business registration process as well as the rules that govern the process. Now, entrepreneurs can start a company in India easily. Even, simple licensing application can be done through self-certification or third part certification system. With the integrated online portal and less paperwork system, entrepreneurs do not have to worry about the administration burden and are able to focus more on running the companies. With initiatives like Make in India, Startups have ocean of opportunity and with such a situation Gapeseed Consulting can be a perfect choice for your business to outsource the payroll services.

To know more about the Payroll Services at Gapeseed Consulting, please connect or write to

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Outsource Your Bookkeeping and Accounting Services

Most successful business owners understand that if they really want to manage their business, they need to get comfortable with the fundamentals of bookkeeping and accounting. Many entrepreneurs who launch their own businesses start out by wearing the accountant’s hat and doing their own taxes,

in addition to doing just about everything else in the business, too. A lot of Entrepreneurs who handled bookkeeping and accounting usually discover they weren’t doing nearly as well on their own as they thought they were. Gapeseed offers recognized bookkeeping outsourcing services solutions that support end-to-end functions of bookkeeping services for Small Business & start-ups.

Some start-up incubators purport to go beyond office space and provide more diverse support services, such as bookkeeping and accounting, legal and management advice, and intellectual property assistance and is an essential part of “start-up India’ program recently launched by Indian Govt at Vigyan Bhawan in New Delhi. Ask any successful business owner or entrepreneur and they will tell you.

Cash (flow) is king
A healthy cash flow statement and a driven sales department are the life of any organisation. Your financial books can change from a positive to a negative balance, and your debt commitments, which were reasonable when you started, can rapidly become your worst nightmare.

Pro Tip: Debt should be used for generating more income (buying products on credit), and never to fund your lavish lifestyle. Outsource an authorized bookkeeper to handle your books.

Though in today’s world, it’s become easier for a layperson to keep track of a business’ finance with the advent of simple online bookkeeping services software’s, such as QuickBooks, Quicken, and Microsoft Office Small Business Accounting. But there comes a time in a growing enterprise when it makes sense to hand over responsibilities for taxes, accounting, and the rest of the financial functions to specialists.


Signs you need to outsource your bookkeeping services:

Maybe you want to better the financial function of your business.
Or perhaps your accounting software isn’t providing the type of data you need to grow your business. Having trouble switching from cash to accrual accounting?
Are your financial statements inaccurate or incomplete?

These are all good reasons to look for a qualified bookkeeping services firm.

Also, companies have seen cost savings of up to 40% by finance and accounting services outsourcing


Before hiring a firm to fix your bookkeeping and accounting services do analyse firms.

Industry expertise – Previous experience in your industry makes things much easier for both the parties involved.
Size – Size and exact need of your requirement for a proper brief and guidance.
Complexity– Nature of service required from your firm.

With access to skilled resources available on a short notice, small business can venture in to larger business ventures by unlocking their liquid capital which is locked in hiring in house staff and paying company over heads in infrastructure investments. The right accounting and bookkeeping services firm can help a business with not only tax returns, but with longer term tax planning, business planning, networking, and even personal tax planning if your still the major stakeholder in your business

Duties and responsibilities usually include:

General ledger/chart of account maintenance
Responsibility for daily transactions
Financial statement preparation and analysis
Cost accounting and variance analysis
Treasury and cash management including bank reconciliations
Payroll and fixed asset accounting

Click to know detailed list of accounting & bookkeeping services provided by Gapeseed Consulting

Further to this if you seek any further clarity , feel free to write to us on, or you can also call us at +91-9599444639.


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Benefits of HR and Payroll Software

A critical part of any organization is managing the human resource functions and payrolls of employees, whether it’s a small firm or a big business house.

And to manage proper functioning of HR and Payroll procedures, companies require appropriate technology whether hardware or software. It’s often a misconception that small business can do away with such a system but since the net worth of a company and its taxation is affected by the payroll of the employees, data integrity and accuracy is vital as they are subjected to audits from the law of the land. Hence the size of the company doesn’t matter.

What if a small business can’t afford to shell out money on the latest software?

What if making a purchase is going to have a major impact on the balance sheet?

Despite budget restrictions and limited IT resources, small businesses still need to centralize workflows and be efficient. To help you out with such a dilemma, we will not only discuss about the benefits of having standard HR/Payroll software but we’ll also help you pick the best for small business in this post.


Benefits for HR and Payroll software to regulate the functioning of HR and Payroll procedures:

Manages Task

With the help of automated software, calculating the payroll of employees gets not only easy but logical programming gives results within few clicks. The task could otherwise get lot complicated if done manually as it involves lot of procedures – calculating the productive hours of the employees, calculating tax, deductions, documentation of employee leaves, attendance etc.

Manages Time

Manual inputs and payroll calculations for each and every employee is often a time consuming process. Whereas the software automated system does the backend calculations and produces periodic reports and pay checks in no time whatsoever.

Adds Accuracy

Manual inputs and management of data is not only time consuming but can also invite errors. Having HR and Payroll software assures that the data is 100% accurate and the data integrity is maintained at all levels. One can rely on the information to make better decisions based upon it.

Safeguards Data

Another advantage or rather benefit for HR and Payroll software is that it has tools which restrict the accessibility to the software. Once can set up visibility parameters to allow selected persons to access the data which reduces the risk of misuse of critical information.


Key HR/Payroll Software Features

HR/Payroll software can help to increase the productivity of small businesses by automating administrative tasks, record-keeping and by giving HR coordinators tools to find and keep the best talent. There are many different ways to package standard software. Beyond deployment models, there are three primary classes of HR software structured around usage:

    • Core HR: Helps businesses perform the administrative functions of managing a workforce—payroll, benefits administration, time and attendance tracking, workforce planning, and regulatory compliance. Employees can also access their work-related data and enter updates and requests which form an integral feature for most core systems.
    • Strategic HR: This solution mostly addresses recruitment, performance management, training and development, and succession planning. Some solution may even be customized to address a specific aspect of talent management, such as the hiring process.
    • Integrated HR suites: This solution provides end-to-end functionality across most or all areas of management including administrative aspects as well as recruitment, talent management, and e-learning of management systems. Some product suites are sold in modules, so one can purchase them according to the specific need of the company.

The intention of the post was to give you a brief idea of how important it is to have specific standard software for the better functioning of a small business and also the benefits for HR and Payroll software. If you want us to find the right solutions for your set of business, write to us and we would address your query in no time. You can even write to us if you want to avail our HR, Accounting or any other service.

For more information on Payroll Software, feel free to reach us on, or call +91-9599444639/+91-9599444630


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Recruitment Process Outsourcing Services

Recruitment Process Outsourcing Services by Gapeseed proved instrumental for one of our Engineering Services. Not just for the management level but for levels from management to admin, we just matched the right company with appropriate employees.HR services and staffing firms in India are expanding their teams and operations to cater to the rapidly growing demand for recruitment process outsourcing (RPO) as organisations are increasingly farming out all or part of the hiring functions to focus just on their core businesses. In India, software, technology and IT sectors are the major torchbearers for RPO growth. However with the online trend setting in, mid-sized to large online retailers in shopping, manufacturing, food marketing industry etc. are also driving demand. The ready examples of flourishing brands are Local Banya, Grofers, Big Basket, Craftsvilla, Flipkart, Amazon etc which have brought in change and are examples on ‘how resourceful the people strength could be in defining & setting up the customer satisfaction levels. And as hiring demand increases, the war for the right talent intensifies. So, more and more companies are expected to outsource their recruitment process work in the near future.

What is the exact role of Recruitment Process Outsourcing Service Provider?

RPO is a form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external provider. The provider can manage the entire recruiting/hiring process essentially serving as an extension of the company’s human resources department. The providers even offer specific services that are designed to improve what the employer is already doing for recruiting or for training and other purposes. Some of the services include candidate research, compliance tracking, hiring manager training etc. RPO providers assume ownership of the design and management of the recruitment process and the responsibility of results. So, a provider will do lots more just to improve upon recruiting processes and recruiting results of the employer. This in turn makes it easier for employers to hold providers accountable and to hire the right talent for the company, instead of simply keeping positions filled.


How does Gapeseed’s RPO service deliver business value?

We are the expert staffers: Different companies demand different skilled employees. So, our RPO process starts with our clients’ goals. Our expert in staffing solutions dig deep to understand your organization and the job skills necessary for its success. We use proven sourcing strategies to identify where the talent is and how best to attract them. Our experience and expertise accelerates the acquisition of the right talent for you. We even customize our solutions and apply an approach that is appropriate for your needs rather than go with a one-size-fits-all approach.

Reach your targets thru right candidates

Whether it’s an end-to-end program, recruiter-on-demand offering, or selective RPO, we have the perfect solution for your temporary/permanent hiring challenges. This lets you increase or decrease recruitment operations quickly and effectively to fit your changing business needs.

Global Solutions for International Offices


At Gapeseed, we have clientele with international offices and our consultants are aware of all the region based talent requirements, the hiring procedures involved and also the documentation & travel requisites. Our experience and stringent recruitment process ensures we find only the best-in-class resources to support your goals. We have a deep understanding of each local market in which we serve and leverage our global network to meet your workforce needs anywhere around the world.

We go ahead with innovative approach

Based on Gapeseed’s extensive thought leadership and unique perspective on the world of work, we bring cutting-edge insight and innovation to the way we operate, keeping our clients ahead of the competitive curve. The approach also provides visibility and control over resources and cost, in the shortest time possible.

So, if you find these reasons good enough for your company, contact us and we will hop on board in no time to help you with the hiring & staffing solutions. feel free to reach us on, or call +91-9599444639/+91-9599444630


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FRRO and Taxation Services for Expats in India

Living away from home is no easy job. And we understand the difficulties involved. A new city, a new country, a new work environment and to add to it – the language and culture difference – yes that is too much to handle. The Expats in India have good news though.

Gapeseed’s Expat Services are projected to ease out the Expats in India who are here for work or business and need someone to assist them with all the visa related documentation, registration for self and businesses, expatriate taxation, remittances etc. In this post, we will detail out about the FRRO and Taxation Services for Expats in India.

Wherever you travel across the world for business, it is always best to have up-to-date information about your destination. Be it about visa guidelines, expat’s foreign registration or other mandatory documentation related to stay or taxation, we provide solutions to all of these for Expats in India. It’s not advisable to be unaware or ignorant about the regulations or the services when travelling abroad or when traveling from foreign countries to India because that may affect your trip in more than one way. In this post we would be discussing about the basics terms and regulation of expat registration and how Gapeseed Consulting provides a complete gamut of services to expats in India.

Basics of Expat Registration

The Expats in India who are on Employment Visa (valid for more than 180 days) is required to get himself registered with concerned FRRO (Foreigners Regional Registration Officer) within 14 days of first arrival, the regulations are irrespective of the duration for which one is visiting. Even in other Visa types, if the Indian Visa has a condition for registration made by Indian Embassy on the Indian Visa and on Employment for less than 180 days, the Foreigners are required to be registered. Foreigners visiting India on other categories of long term Visa (valid for more than 180 days) including Business Visa would not require registration with the concerned FRRO if duration of his/her stay does not exceed 180 days on a single visit. In case a foreigner intends to stay for more than 180 days on a single visit he should get himself registered well before the expiry of 180 days.

Also, it is mandatory for all Expats in India to personally appear at the concerned FRRO office for obtaining any Visa related services.


Understanding Foreigners Regional Registration Officer (FRRO) and Documents required

The foreigner registration office is the primary agency to regulate the registration, movement, stay or departure of any Expats in India. FRRO is also the recommending authority for the extension of stay in India. Following are the documents required for Expat Registration:

    • Original valid passport and Visa along with 4 passport size colour photographs
    • Registration form
    • Photocopies of the relevant pages of passport (photo page, page indicating validity, page bearing arrival stamp of Indian Immigration
    • Undertaking letter (3 copies signed by Indian Host/ sponsor/ Guarantor along with any one valid identity document like passport, election identity card, official identity card, PAN card, etc.)
    • Proof of Residence (3 copies of either electricity bill/Telephone bill/ Municipal bill/ certificate of municipal authority/Leave & Licence agreement or any other valid proof of residence)
    • In case of registration on Employment visa, three copies of the terms and conditions of the contract of assignment, including salary, designation, tenure of employment etc.
    • In case of registration on Employment or Business Visa, three copies of PAN card or of application made for grant of PAN card
    • In case of registration on Employment or Business Visa, forwarding letter of concerned company/Firm /Business undertaking, duly signed by the authorized signatory mentioning name, designation & telephone and mobile number

You can download the Free Guide towards Expats Documentation here.


Gapeseed’s Expat Services

Gapeseed Consulting Services provides a full range of services to Expats in India. We have experienced professionals who are well versed, well traveled and experienced in the industry for providing expat related services. Our main objective is to reduce the hassle of foreigners visiting India and enabling them to focus on the purpose of the trip.

Our services to Expats in India include the following:


Foreign National Registration (FRRO Registration)

As discussed earlier, FRRO registration is a mandatory procedure when you decide to visit India from a foreign land. Gapeseed arranges for the registration with respective FRRO within the recommended timelines on arrival in India. All we need to initiate the process is the necessary documents required for the registration which is detailed above.


Expatriate Taxation

First and foremost we need to understand that expatriates does not include all the foreign citizens coming to India for employment, many of them are immigrants and not expatriates.

As per the Indian guidelines, the remuneration received by a foreign expats working in India is assess-able under the head ‘Salary’ if it is payable to him for services rendered in India as per the Section 9(1)(ii) of the Income Tax Act.

And this salary is considered liable to tax in India irrespective of the residential status of the expatriate employee and is also subject to TDS regardless of the place where the salary is actually received.

The Expatriate Taxation is managed two ways – through individuals and through the corporate who employ Expats in India. Gapeseed offers detailing to both the cases separately.

Please feel free to write to us to get a detailed recommendation document for managing the taxation for Expats in India. You can reach us through this form or call us.

For more information on FRRO and Taxation Services for Expats in India , feel free to reach us on, or call +91-9599444639/+91-9599444630

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