Payroll Outsourcing Service

CLG Group Human Resources

human resource Management

The interrelationship of human resource management / People management

Recruitment and preparation

Business Ethics and Corporate Social Responsibility

Employee relations and grievance mediation

Evaluation and development

Compensation and protection

HRM- Recruitment and preparation

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Planning and recruitment

CLG Group HR Team will analyze manpower requirements, formulate the responsibilities, skills and knowledge required for each job to perform the work, and assist customers in internal reorganization or external recruitment. Assist customers to achieve the company's overall goals with human resources.

CLG Group - HRM - Recruitment
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Recruitment selection and work arrangement

CLG Group HR Team has a huge talent network, according to customer needs, using different screening and testing methods to select suitable employees for customers. CLG Group HR Team also provides third-party outsourcing contract arrangements. CLG Group directly hires staff and handles contracts, insurance and MPF.

CLG Group - HRM - Recruitment
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Training

CLG Group HR Team develops training directions and content based on the analysis of the company, responsibilities and employees, evaluates the effectiveness of the training, and makes follow-up arrangements. The training provides the knowledge and skills required for work through cases, games, etc., and also provides general skills training such as EQ management and sales skills.

CLG Group - HRM - Recruitment

HRM-Evaluation and development

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Performance management

Performance evaluation is a system for formal review and evaluation of individual or team work performance. CLG Group HR Team’s goal-based performance management, formulates OKRs and KPIs, and more effectively ensures that employees, teams, and the company’s processes meet goals.

CLG Group - HRM - people Management
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Employee Development

CLG Group HR Team sets long-term career development directions for clients and provides career planning for employees, helping clients and employees set company and personal career goals, and establishing methods to achieve them, so that the needs of both customers and employees can be met.

CLG Group - HRM - people Management
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Employee turnover and retention

CLG Group HR Team analyzes and measures employee satisfaction at work for customers, allowing customers to effectively monitor employees, solve problems found in surveys, and reduce the chance of high-performing employees asking you to resign. CLG Group HR Team also develops strategic plans for clients and manages the resignation arrangements of involuntarily resigned employees.

CLG Group - HRM - people Management

HRM- Compensation and protection

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Salary structure decision

Compensation is the sum of all rewards that employees receive for serving the company. CLG Group HR Team analyzes the salary difference between the company and the market through job content evaluation, and establishes the most suitable salary system for customers.

CLG Group - HRM - payroll outsourcing
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Direct financial compensation

CLG Group HR Team provides salary calculation and payment services, and processes salary, commissions, bonuses, MPF contributions, etc. for customers with a professional system, and arranges automatic transfers and employer-employee tax returns for customers in a timely and accurate manner.

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Employee Benefits

CLG Group HR Team also provides customers with other financial incentives and purchase benefits, such as making paid vacation, sick leave, vacation arrangements, comparing and purchasing employee medical insurance, and providing employee discounts such as catering, travel, and education.

CLG Group - HRM - payroll outsourcing

hRM-Employee relations and grievance mediation

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Disciplinary management

CLG Group HR Team assists clients in formulating employee rules and allows them to effectively manage their employees. When an employee’s behavior violates the rules, the customer can take corrective measures or implement disciplinary actions in accordance with the code. CLG Group HR Team can also communicate the rules to employees on behalf of customers.

CLG Group - HRM - people Management
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Employee relations and grievance handling

CLG Group HR Team assists clients in establishing and realizing a good employee relationship and a harmonious working environment, establishing a grievance mechanism, and providing grievance procedures for handling employees' working conditions, policies and procedures. Let customers understand and resolve conflicts and appeals as much as possible, and respond quickly.

CLG Group - HRM - people Management
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Equal employment opportunities and safety

Working in a fair participation and safe environment can enable employees to have greater productivity and bring long-term benefits to the company. CLG Group HR Team is familiar with employment regulations, codes, and occupational safety and health laws, effectively formulating work codes and providing suggestions for customers.

CLG Group - HRM - people Management

HRM-Business Ethics and Corporate Social Responsibility

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Business ethics

CLG Group HR Team helps customers establish a lasting ethical culture and practice foundation, starting from the human resources policy, allowing customers to formulate guidelines and establish implementation methods to ensure that the company and team have high ethical integrity. Improve the sustainability of the company with ethical standards.

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Corporate Social Responsibility

CLG Group HR Team actively assists customers in seeking opportunities, taking responsibilities in business practice, and considering the company's overall impact on society as a whole, rather than just prioritizing the interests of shareholders. CLG Group HR Team regularly arranges volunteer services for customers, and contributes to society.

CLG Group - HRM - people Management

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Payroll outsourcing - Human Resource Management

FAQs

You can pay taxes, business registration fees, stamp duty, and purchase tax reserve certificates using electronic payment options. E-checks/e-checks cashier’s can be used to pay court fees and interest on judgment debts.

Not possible. The base period for calculating salaries tax is from April 1 to March 31 of the following year. Therefore, the IR56B form for each year must be filled out according to this base period.

If you have already reported the change of business address in the BIR56A form, you do not need to notify the Business Registration Office separately. However, if you change your address in the future, you must notify the Business Registration Office in writing in accordance with the provisions of the Business Registration Ordinance.

Not possible. The reporting responsibility should be borne by the employer company specified in the employment contract. Therefore, the holding company (or parent company) and the subsidiary company (or subsidiary) should report their employees’ remuneration separately.

You cannot use the self-printed IR56B form to report the employee’s salary. If you choose to submit the IR56B form in paper form, you must use the IR56B form printed by the Inland Revenue Department.

Passport number or Hong Kong identity card number are used to confirm the identity of the taxpayer. To avoid setting up double files for the same taxpayer, you should fill in their Hong Kong identity card number in the second part of the IR56E form. If the employee has not yet obtained a Hong Kong identity card number on the day you fill in the IR56E form, you can fill in their passport number and the issuing location. However, you must follow up with the employee. After learning the employee’s Hong Kong identity card number, you should notify the Inland Revenue Department in writing as soon as possible to update his/her personal information.

No it’s not. In addition to filling in the rent paid by the employer to the employee, the rent paid by the employee to the landlord must also be reported. Even if the two rents are equal in value, the column “Rent paid by the employee to the landlord” should not be left blank or the symbol “X” should be substituted for the actual rent paid by the employee to the landlord.

Since the tips received by employees are part of their employment income, they are subject to salaries tax. The tip allocated to them should be reported in item 11(k) of the IR56B form.

This bonus and commission are subject to salaries tax and will be treated as income on the day of resignation (March 15, 2021). Although the amount is actually received in the year of assessment 2021/22, it must be included in the taxable income of the year of assessment 2020/21.

You should declare this amount on your tax return, and then a separate sheet to explain the situation, and submit copies of all relevant documents (such as employment contract, resignation notice, resignation agreement, etc.) to the tax bureau when you submit the tax return. After the assessor has checked the information you submitted (if necessary, the employer will also check with the employer for the details and calculation method of this amount), and then decide which part can be exempted from taxation. For example, the employer shall comply with the provisions of the Employment Ordinance Severance payment/long service payment paid to you.

If you have received the notice of assessment of salaries tax, you can state in writing your net taxable income from April 1, 2021 to October 15, 2021 and from October 16, 2021 to March 31, 2022 The estimated income of the day and apply for deferment of payment of provisional tax. Your application must reach the tax office 28 days before the tax payment date.

If you have left your job when you fill out the tax return and are still looking for a job, you should clearly state in your tax return when you have no salaries income. The assessor will consider your actual situation to assess your provisional payment for the year of separation tax.

According to the clarification of the Inland Revenue Ordinance made by the Court of Final Appeal in 2011, the employment contract agreed on behalf of the notice metal income from employment is taxable income under the Inland Revenue Ordinance. Therefore, the Inland Revenue Department must implement the above-mentioned court rulings from the 2012/13 tax year, that is, assess salaries tax on the payment in lieu of notice accrued on or after April 1, 2012. The above clarifications also apply to wages in lieu of notice issued to employees by employers in accordance with Article 7 of the Employment Ordinance. Therefore, those who receive such wages in lieu of notice on or after April 1, 2012 are required to pay salaries tax.

Payment in lieu of notice is accrued when the employer agrees to pay the payment as an unconditional commitment or on the day when the employment relationship is terminated, whichever is earlier.

The Inland Revenue Department will carefully study the facts and circumstances of each case to determine the date when the payment in lieu of notice is accrued. If the accrued date of the payment in lieu of notice provided is incorrect, the Inland Revenue Department will consider taking punitive actions in accordance with the provisions of the Inland Revenue Ordinance.

Payment in lieu of notice is income from employment and is not compensation. Since payment in lieu of notice is income obtained in accordance with the terms specified or implied in the employment contract, it is subject to salaries tax.

The Inland Revenue Department will carefully study foreign laws governing employment, including the right to obtain payment in lieu of notice. If the payment is income derived from employment, whether it is paid in accordance with the express or implied terms of the employment contract, it shall be assessed for salaries tax.

Generally speaking, the deductions that can be claimed under salaries tax are limited to expenses that are completely, pure and must be incurred to generate assessable income. The payment in lieu of notice paid by an employee to the employer for early resignation is not a deduction for salaries tax under the Inland Revenue Ordinance, so it cannot be deducted.

Human Resource - Payroll Outsourcing

FAQs

Payroll services include calculating the gross net salary, MPF or ORSO contributions statutory entitlement pays, disbursement of salaries, managing payroll records, leave applications, expense claims, tax return forms, and more for each employee.

Pricing for Payroll services can range between HK$60 to HK$120 per employee, per month. The total cost will of course vary, based on how many employees you have as well as how comprehensive the service is. Other additional costs of services may include one-time implementation fees for the payroll system setup, data migration of employees if you are switching to a new system, or integration costs with other HR systems if you are building a fully-fledge Human Resource Management System (HRMS/HRIS). Engaging a professional payroll management service provider like BoardRoom will guarantee you a seamless integration, setting your business up for future success.

Payroll outsourcing services generally means outsourcing of your company’s core payroll operational functions such as payroll calculation, salary disbursements, leave, claims and time and attendance to a third-party payroll service provider. Outsourcing payroll helps free up your internal HR team and resources from labour intensive and mundane work to focus on more important aspects of HR activities such as talent sourcing or employee engagement. A professional outsourced payroll company can help ensure that your workforce’s salary and financial HR matters are executed in a more accurate, seamless, and efficient way. You can spend more time and resources on business innovation and growth.

Outsourcing payroll starts from hiring a third-party company to organise and control your payroll services. This can be particularly useful for small and large companies that are growing at a rate their internal teams cannot keep up with. This way, you can have peace of mind knowing that your business is fully compliant with all the necessary local employment regulations, and that each of your employees have their payroll matters under control.

The ideal payroll software should be capable of automating most payroll operations and increasing productivity. At the same time, the software must also be flexible enough to cater and scale accordingly to the payroll needs of businesses of all sizes. Most importantly, the payroll software needs to be able to meet full statutory compliance for both local and multi-country regulations when processing and calculating pay runs.

Outsourcing payroll offers your company the chance to streamline, optimise, and improve administrative operations. By handing off your payroll duties to a third-party company, you can guarantee a professional standard of service. Furthermore, companies who are growing rapidly will find that outsourcing payroll and other corporate services will allow you to adapt more quickly and stay organised. You’ll also free up a considerable amount of time and resources to scale and innovate your business instead.

Outsourcing your payroll can be very secure, as long as you pick a reputable company to work with. When evaluating and weighing up different vendors, consider what certificates they may have.

A payroll system offers an all-in-one cloud-based payroll platform for your business to reduce administrative burden and increase productivity. It can help with payroll, personnel, leave, claims, time clock, and attendance. An advanced payroll HRMS system also comes with an intuitive mobile application, ensuring that your company stays connected 24/7, with instant access to payslips, claims and leave applications.

A payroll processing company will help you calculate the gross net salary as well as MPF or ORSO contributions before disbursing them to your employees. Depending on the company, they may offer additional services like handling of leave and claims, and filing of employee income tax returns.