Mikocheni A, Dar es salaam-Tanzania.    frontdesk@cits.co.tz   +255 222 771 368     


CiPAY is a Human Resources (HR) and Payroll web based application wholly developed by CITS. The application streamlines the management of HR and payroll aspects of an institution of any size or operational dynamics. It centralizes the recruitment and exit processes of the staff, as well as smoothing the vagaries of managing a volatile, large or small, staff portfolio, including bio-data and professional details. The application handles leave application and approval process, policy based-loan/advance salary application and approval, attendance management, corporate policy performance analysis, line-manager/subordinate task management, association of pay with all relevant benefits and deductions such as PAYE, HESLB, and NHIF, to mention some.

The application has numerous reports, which makes the analysis of all HR aspects of any organization manageable and comprehensive. Among them are tracking the entire history of leave and loan applications, graphically ranking staff members according to performance in a chosen period, periodically learning, graphically, the trend of productivity of each staff member, as well as pay slips through which a staff member can learn their contributions to pension funds, HESLB, etc. graphical Payroll reports present a platform to learn historically the proportion of payments and deductions, and the trend of employment cost.  The time-based analytical comparison of productivity against employment cost—both at individual and corporate levels—grants management the window through which informed decision about the company can be made before it is too late.

FEATURES OF CiPAY

.Web-based system with global access
.Registration and secure storage of employee contracts, personal and academic details
.Automation of leave application and approval process according to internal policy
.Automation of loan/advance salary application and approval according to internal policy
.Automation of task assignment  by line manager to underlings .Automated staff exit process
.Automated task progress monitoring by line manager, until closure
.Automated performance evaluation according to internal policy
.Automated staff attendance capturing
.Automated and customizable payroll that includes all relevant taxes, including HESLB
.Leave status reports for staff within a selected period
.Loan status reports for staff within a selected period
.Graphical analysis reports on staff performance within a selected period
.Graphical reports to compare staff productivity
.Monthly payroll reports
.Analytical reports on loan status within a selected period 

Do you find some or all of these questions relevant to your organization? If yes, CiPAY is for you!

.Why should HR information be accessed from a specific location/office or in only one specific computer?
.Why should it be impossible to keep a comprehensive track of all your staff since when you started operating?
.Why should leave application and the approval process be manual, paperwork and lengthy?
.Why should loan application and the approval process be manual, paperwork and lengthy?
.Why is it elusive to determine what each staff is currently up to?
.Why is it impossible to deduce when each staff reports for work, and when they leave?
.Why is it impossible to analyze the delivery ability by each staff?
.Why is there no platform to streamline line manager-subordinate relationship in order to assign responsibility and accountability?
.Why can't we auto-rank staff and appreciate those whose performance is grandiose?
.Why can't we automate the analysis of departments, sections, projects, or programs that are wobbly and unproductive?
.Why can't we analyze productivity of each staff against their employment cost in a most efficient way?
.Why should the process to learn of leave balance, HESLB contributions, loan status, pension contributions, etc. by staff be irregular and boring?
.Why should changes in national taxing policy affect our payroll management approach?
.Why should deductions, such as HESLB, be managed differently from other deductions?
.Why should categorizing employees (interns, temporary, permanent)   
.Why should temporary or permanent shift of staff between sister companies prove complicated to track and manage?