• Allowance claim
• Upcoming NEST Training and SIPP Level 1 Training
• Internship extension and shortening
• Conversion to full time
• Learning platforms (MyHub, Degreed, InTouch)
• Last day of internship
  
  

• I am working from home on Fridays as part of the company's flexi-work policy.
• I need to continue with the quest and the New Hire Induction within a month to grasp the company's policy.
• For the week, I managed to complete the quest of the Minimum Training that consists of Fatigue Management Level 1, First Aid Level 1, Hazard Identification Level 1, HSE Induction, and Vehicle Passenger training.
• As for the KL HR Hub New Hire Pre-Induction, I learned about the introductions of Degreed.
  
  

• Completed the Emergency Response Drill (Evacuation).
• Completed the Workstation Ergonomics Assessment.
• Completed sets of Mental Health Quests.

• Topic: "A day in the life of HROA(Transactions and Employee Support)/PA and HRPS"
• Understood the job roles of each position:

TA: Transaction Analyst
PA: Payroll Analyst
ESS: Employee Support under HROA
HRPS: HR Process & System Analyst

• Fire prevention is everyone's responsibility.
• It is important to have a fire prevention plan in place.
• Fire detection and alarm systems are essential for early warning of fires.
• Fire suppression systems can help to contain and extinguish fires.
• Employees should know the fire evacuation procedures and be prepared to evacuate the workplace in the event of a fire.

• Completed the E&C Our Code of Conduct
• Completed Flexible Working Basics
• Completed SQT Introduction

• A guide to the digital tools and technologies used by Schlumberger employees that covers everything from basic software applications to advanced data analytics.
• Aims to help employees get the most out of their digital tools and improve their productivity.

• A document that introduces a new committee to the organization includes information about the committee's purpose, scope, membership, and meeting schedule.
• Provides guidelines for how to submit requests to the committee.

• A document that provides instructions on how to use the HRPSask template.
• The template is used to submit requests for HR-related services includes information about the required information and how to format the request.

• Updated task status as usual to the team.
• Manager asked me to help organize team's Iftar next Tuesday.

• Learned about the different payroll lockdown dates for each European country.
• Tasked with compiling a list of all the European payroll lockdown dates.

1. The European payroll calendar is complex and can be difficult to keep track of.
2. It is important to be aware of the payroll lockdown dates for each country in order to avoid making any changes that will affect employee pay.
3. I will compile a list of all the European payroll lockdown dates and share it with the team.

• Updated task status as usual to the team.

• I enjoyed the team iftar and I am grateful for the opportunity to get to know my colleagues better.

• Completed the HR Basic Cash Compensation 
• Completed HR Compensation & Benefits Management 
• Completed HR Compliance
• Completed HR Continuous Improvement 
• Completed HR Contractor Mgmt & Headcount Classes

• HSE (5S): A systematic approach to organizing and maintaining a safe and efficient workplace. The 5Ss are Sort, Set in order, Shine, Standardize, and Sustain.
• QSC: A quality management system that focuses on continuous improvement and customer satisfaction. The QSC pillars are Quality, Safety, and Compliance.

• Completed HR Data & Documentation
• Completed HR Deferred & Insured Benefits
• Completed HR Employee Query Support
• Completed HR Employment Management
• Completed HR Fringe & Mobility Benefits
• Completed HR General Requirements
• Completed HR Integration

• Employment Management at SLB: The process of hiring, onboarding, managing, and terminating employees. SLB uses a variety of systems and tools to manage employment, including SAP.
• SAP (SLB): A suite of enterprise resource planning (ERP) software that SLB uses to manage its operations. SAP includes modules for finance, human resources, supply chain management, and more.

• Updated task status as usual to the team.

• My mentor and team lead suggested that I focus on the following areas:
  • The SAP payroll system
  • The company's payroll policies and procedures
  • The different types of payroll transaction

• The payroll calendar was updated to reflect other EUR countries. 

• After a week of organizing, I was able to successfully host an Iftar for the OAT Team at SLB. It was a great opportunity to connect with my colleagues and celebrate our shared faith.

• Completed HR Job Governance 
• Completed HR Knowledge Sharing 
• Completed HR Letter of Assignment
• Completed HR Payroll 

• Schlumberger policies and manuals:  A set of documents that outline the company's policies and procedures. They can be found on the SLB website, and they provide employees with guidance on a variety of topics, such as compensation, benefits, and workplace conduct.
• PeopleConnect: A web-based portal that provides employees with access to a variety of HR-related information, such as their pay stubs, benefits, and performance reviews. It also allows employees to submit requests for leave, change their contact information, and view their training records.

• Updated task status as usual to the team.

• Completed HR Performance Management
• Completed HR Personnel Change Notification
• Completed HR Service Quality Reporting & Mgmt
• Completed HR Variable Comp & Short Term Incentive
• Completed HR Workplace Grievances & Investigations
• Completed Respect in the Workplace - Global

• Basic Business Intelligence: Use of data and analytics to help businesses make better decisions. It involves collecting data from a variety of sources, cleaning and transforming the data, and then using it to create reports and dashboards.
• Basic Automation: Use of technology to automate repetitive tasks. This can free up employees to focus on more strategic work and can also improve efficiency and accuracy.

• Updated task status as usual to the team.

• IT training: A comprehensive program that provides employees with the skills they need to be successful in the digital age. The program covers a wide range of topics, including software applications, hardware, and networking.
• Soft skills training: Designed to help employees develop the interpersonal skills they need to be effective in the workplace. The program covers topics such as communication, teamwork, and problem-solving.
• Keystone: A leadership development program that provides employees with the skills they need to be successful leaders. The program covers topics such as strategic thinking, decision-making, and influencing others.

• We talked about the different rules and regulations that apply to payroll in EUR and UK, such as those from HM (Revenue & Customs). We also discussed the use of VLOOKUP to automate some of the tasks involved in payroll processing.

1. Requested SAP System Sign up. Learned about SAP System PH1 and QH1 at SLB.
   First time raising ESM Ticket. ESM Ticket is a request for service created in the SLB ESM system.
2. Had a session with Daniya and Zoe (Payroll Analyst) for Netherland renaming file convention to be completed within the week.
3. Updated Payroll Calendar Excel

1. Accessed Cameron Process Portal (OEP) to access employee data on SAP.
2. Completed ad hoc task by the manager to clean up PH1 for IT0015-Communication.
   • Review the IT0015-Communication info type to make sure that all of the information is accurate.
   • IT0015-Communication is an info type in SAP that is used to store communication information for employees. This information can include contact information, emergency contact information, and language preferences.
3. Almost completed payroll calendar. Some calendars from other countries need to be updated by their payroll managers.
4. Attended toolbox to update about tasks.

• Start gathering the payroll cuts from each EUR country.
• Format the payroll cuts data in a way that can be easily imported into PowerBI.
• Update the PowerBI dashboard with the new data

• Introduction to CAM UK and CAM Ireland payroll system and processes.
• Explanation of payroll cutoff and processing dates.
• Review of the Payroll Checklist for CAM UK.
• Q&A session for clarification.

• I learned that CAM Mid-Month Ireland payment is a one-time payment made to old employees who have left the company. The payment is made to cover any outstanding expenses or benefits that the employee may be owed.
• Regular month employees are paid their salaries on the last working day of the month. They are not eligible for CAM Mid-Month Ireland payment.
• I learn about these processes and procedures. It is important to be familiar with the different payroll processes in order to ensure that employees are paid correctly and on time.

• Updated task status as usual to the team.

• Had a call with another team who handled Asia Countries such as Malaysia, Korea, Indonesia and many more.
• Discussed the same process that I used for European countries and Middle East countries.
• Shared information about the BOGOTA hub as well.

• Objectives: To have a better understanding of how organizations are structured and how different positions work together in Schlumberger.

• Sent email to Payroll Manager of EUR Countries with the list of dates and follow-up items.
• Updated Payroll Dates Cut Off to Team Leads from other team.
• Made final touch to the dashboard before sending it to the UK people.

• Learned how to validate the payslips of Austria and rename the files to be sent out to employees later.

• Attended a meeting to review the monthly EUR Services for employees in the UK.
  Objectives of the meeting were to discuss what could be improved and what could not be improved.
• Learned about the different features of the service and how to use it.

• The pay date for CAM Ireland employees is the 10th of each month. The mentor ran BACS on the 9th to make sure that the payments would be processed on time. Ran BACS one day before the pay date, which was 9th. Pay date is 10th.
• The mentor showed me how to run BACS and explained the different steps involved.
• The mentor showed me how to run the actual payment for an employee. This involved entering the employee's bank account details and the amount of money to be paid.
• The mentor also showed me how to view the payment history for an employee.

• The mentor showed me how to run a processing simulation for a payment. This allows you to see how the payment will be processed without actually sending the money.
• The mentor also showed me how to run a live run for a payment. This is the final step in the payment process and actually sends the money to the employee's bank account.

• Today's activity may have felt repetitive, but it is important to have a solid understanding of the payroll files before you move on to learning about payroll processing. This will help me to understand the data that I am working with and to troubleshoot any problems that may arise.

• Continued with data input checking for Ireland. The data input checking is done to make sure that the data in the SAP system is accurate. This includes the employee's wages, taxes, and deductions.
• The data is received from the Ireland department (HR Location)
• The system used for data input checking is called OEP. This system was acquired from Cameron company when SLB acquired them.
• There is a lot of manual checking that needs to be done, as the data can be quite complex.

• CAM Ireland has a total of 43 employees.
• The data input checking for these employees is also done on a monthly basis.

• Updated task status as usual to the team.

• Continued with data input checking for Great Britain. Understanding the data input process for new hires in SAP, specifically focusing on the GD payroll area.
• CAM UK has 1,130 Employees
• The data input checking for these employees is also done on a monthly basis.

• I learned that our organization operates under three differences payroll areas: GC, GD, and GE. Each payroll area is associated with specific company codes. GC comprises GB10 - Cameron Flow Control Technology and GB31 - Cameron One Subsea. GD encompasses GB25 - Diamould Limited, while GE utilizes GB25 - Operation Limited. 
• My initial training revolves around the GD payroll area, which means my focus will be primarily on employees associated with GB25.

• Updated task status as usual to the team.

• Checked IT00015 record for leaver's final salary and benefits.
• Verified IT2006 absence quota record for leave entitlement and usage.
• Ensured consistency between IT00015 and IT2006 records.
• Confirmed alignment of final salary in IT00015 with leave entitlement in IT2006.

• Reviewed IT2006 record to determine leaver's entitlement of holidays and leave paid during the month.

• Examined IT2006 record and leaver's payslip to identify the number of deductions used for leave.
• Cross-referenced deductions with IT2006 to ensure accuracy.

• Checking and compiling payslips, ensuring every information is correct includes includes checking the employee's name, ID number, salary, deductions, and allowances.
• It is important to make sure that all of the information is correct so that the employee can be paid accurately.

• Learned on how to do variance report.
• A variance report is a report that compares the actual salary and bonus paid to an employee with the current amount and previous month. 
• The mentor showed me how to generate a variance report and how to interpret the results.
• Learned how to run:

1. HRMAX Report
2. Paymax Report 
3. Paymax Remuneration Report 
4. Movement Report 

• Updated our task
• We discussed the tasks that we need to complete for the week and made sure that we are all on the same page.

• Continued Variance Report.
• Validated pro-rate salary via SAP Systema 
  A pro-rated salary is a salary that is paid based on the number of days that an employee works in a month. I learned how to validate pro-rated salaries by running payslips in the system. This involves checking that the salaries are correct and that they are in line with the employee's contract.
• Enhanced VLOOKUP Excel skills.
  VLOOKUP is an Excel function that allows you to lookup values in a table. I enhanced my VLOOKUP Excel skills by learning how to use it to validate data in the variance report. This made it easier to identify and troubleshoot any errors.

• This session was about fire prevention and mitigation. I learned about the different types of fires, how to prevent them, and how to mitigate them if they do occur.

• Continue with Audit Lead Schedule report.
• The Audit Lead Schedule report is a summary of the new hires, the net income of the payment, as well as the fixed and variable allowances. This report is sent to the team lead for a second review before submitting it to the bank for approval.

• The OEP Cameron Process Portal is a system that allows users to access SAP System - OEP to perform payroll activities. I am still waiting for approval from Cameron to access this portal.
• There lots of portal neede to go thru - raised ESM Ticket, and SAMBA Portal.

• Done all a calendar for all European countries payroll cut-offs, pay dates and holidays events.
• Verified the accuracy of the calendar with multiple sources.
• Shared the calendar with the team.

• Learned about the different features of the Cameron Portal.
• Self-guided tour of the portal.
• Reached out to HROA for guidance on using the portal for CAM UK and CAM IE.

• Updated task list and priorities.
• Discussed upcoming projects with the team.
  
  

• Session covered transition from GMPP to GRSP.
• Effective July 1st, GMPP was replaced by GRSP.
• All GMPP contributors migrated to GRSP.
• Talk emphasized pension plan changes and implications.

• Requesting RPNSs for Ireland population: I learned how to use the online portal to request RPNSs for employees in Ireland. I also learned how to verify the status of RPNS requests.
• Uploading RPNSs to SMART Paye: I learned how to upload RPNSs to the SMART Paye system. I also learned how to troubleshoot common errors that may occur during the upload process.
• Tax Rate and Smart PAYE: I learned about the different tax rates that apply to employees in Ireland. I also learned how to calculate employee tax deductions using the SMART Paye system.

• We discussed the different types of reporting available in SAP HR, including HR Max, Pay Max Report, Wage Type Report, and ABAP Reporting.
• Izzati explained the purpose of each type of report and how to generate them.
• We also went over some of the common filters and criteria that can be used to customize reports.
• Izzati was very patient and helpful, and I felt confident that I understood the material by the end of the session.

• Updated task list and priorities.
• Discussed upcoming projects with the team.
• Brainstormed solutions to challenges.

• SLB conducted the session to educate employees about the dangers of smoking, provide information about smoking cessation programs and resources and encourage employees to quit smoking.

• To familiarize employees with the SGR employment documents
• To ensure that employees understand their rights and responsibilities under SGR

• Updated task list and priorities.
• Discussed upcoming projects with the team.
• Brainstormed solutions to challenges.

• The Hari Raya celebration was a great opportunity for employees to come together and celebrate the holiday. The food was delicious and the games and activities were fun. The event was a great way to boost morale and team spirit.

• The training session on post-payroll for the UK was informative and helpful. My mentor did a great job of explaining the complex concepts in a clear and concise way. I was able to learn a lot about the post-payroll process and how it works in the UK.

• Post-payroll activities
  • Generating payroll reports
  • Submitting payroll taxes
  • Reconciliating employee expense accounts
  • Other end-of-month tasks
• Timeframe for completing post-payroll activities
• Importance of accuracy and timeliness in post-payroll activities
• The post-payroll activities were done after the BACS (Bank Automated Clearing System) was sent out. This is because the BACS is used to transfer funds from the company's bank account to the employee's bank account. 
• The post-payroll activities, such as generating payroll reports and submitting payroll taxes, need to be completed before the BACS is sent out to ensure that the correct amount of money is transferred to each employee's account.
• The post-payroll activities took me one whole day to finish. This is because there were a lot of reports to generate and a lot of data to reconcile. I also had to double-check my work to make sure that it was accurate.

• Met with Saras for a 1-hour training session on how to read German pay slips.
• Learned about the different sections of a pay slip, such as personal information, salary information, and deductions.
• Practiced reading pay slips with Saras.
• Asked questions and clarified any confusion.

• Call up for Post-Payroll Review

• Continuing worked on Payslips split in 2018

• Continuing worked on Payslips split in 2018

• Updated task list and priorities.
• Discussed upcoming projects with the team.
• Brainstormed solutions to challenges.

• Continuing work on the Payslips split in 2018

• Updated task list and priorities.
• Discussed upcoming projects with the team.
• Brainstormed solutions to challenges.

• Attended the payroll stand-down meeting in the conference room.
• The meeting was led by the payroll manager, who discussed the upcoming payroll cycle and any important changes to the process.

• Continuing work on the Payslips split in 2018

• Training on Post-Payroll knowledges transfer on Union, SAP Listing and Pension Reports (WTR).
• Continue practicing transferring knowledges on my own.
• Schedule a follow-up meeting with mentor to discuss my progress.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Met with my mentor to check on the Ireland data input. We reviewed the data and discussed any amendments that needed to be made. We also discussed the timeline for completing the data input.

• The payroll monthly meeting is a regular meeting held by the payroll team to discuss the payroll activities for the previous month. The meeting is also used to identify areas where the payroll process can be improved.

• The training session on payroll processing Ireland is a comprehensive training on how to process payroll for employees in Ireland. The training covers topics such as downloading RPN, uploading RPN, performing daily simulation, and generating reports.

• The bi-weekly meeting with the manager and mentor is a chance for the intern to update the manager and mentor on their monthly accomplishments and receive feedback on their performance.

• Updated task list and priorities.
• Discussed upcoming projects with the team.
• Brainstormed solutions to challenges.

• Continuing work on the Payslips split in 2018.

• I found the training on PeopleConnect Report Generation to be very informative. I learned how to generate reports on trainees, which will be helpful for my team. I am still not completely familiar with the tool, but I am confident that I will be able to use it effectively after practicing more.

• Learned about radiation safety, explosives safety, driving safety, water survival, fire fighting, first aid and CPR, governmental regulations, hazardous materials, and personal protective equipment.
• Participated in hands-on training exercises in each of these areas.
• Took and passed written and practical exams on each topic.

• What is SIPP?
• The WorkSMARRT approach to safety
• SIPP SLB knowledges, including:
  • Personal protective equipment (PPE)
  • Hazard identification and risk assessment
  • Lockout/tagout procedures
  • Emergency response procedures
• How to apply SIPP SLB knowledges in the workplace

• Incident/Accident Investigation
• Drugs on The Job
• Workplace Violence
• First Aid
• Fire Safety
• Worker Fatigue

• I participated in a training session on how to report knowledge gaps from HR cases.
• The session was led by a HR manager who shared her experience in handling HR cases.
• I learned about the importance of reporting knowledge gaps so that they can be addressed and prevented from happening again.

• Updated task status as usual to the team.

• I attended the company's code of conduct training,  which outlines the expectations for employee behavior. The code of conduct includes a commitment to respect, diversity, and inclusion, as well as a prohibition on harassment and discrimination. I also learned about the reporting procedures for violations of the code of conduct.

• I attended a training session on the People Connect Hub, which is a new employee self-service portal. The training covered how to use the portal to access employee benefits, and timesheets.

• I had a call with my mentor to learn about the payroll processing procedures for Ireland. I learned about the different types of payroll taxes that are withheld from employee wages, as well as the process for submitting payroll reports to the government.

• Learned about the basic functions of the SAP system, such as data entry, reporting, and processing.
• Gained an understanding of the PH1 module, which is used for payroll processing.
• Practiced using the SAP system to enter employee data, generate reports, and process payroll.

• Learned about the specific payroll requirements for Ireland, such as tax rates and deductions.
• Worked with a mentor to process payroll for a sample company.
• Reviewed payroll variances and made corrections.
• Sent payroll reports to the team lead.

• Updated task status as usual to the team.

• Learned about the different types of employment contracts in Great Britain, as well as the rights and responsibilities of employers and employees.
• Reviewed the company's policies and procedures on employment management.

• Gained hands-on experience in processing payroll for Great Britain using the company's payroll software.
• Processed a simulated payroll, including calculating wages, deductions, and taxes.
• Identified and corrected errors in the simulated payroll.

• Updated task status as usual to the team.

• Discussed the different payroll processing systems used by Cameron and SLB.
• Learned about the specific features and benefits of each system.
• Practiced using the Cameron system to process payroll.

• Successfully validated and rectified discrepancies in data inputs. Validate Data Inputs: Checked elements including salary, one-time bonus, bonus others, overtime, and VTA for accuracy.
• Mastered accurate calculation techniques, reducing payroll errors and ensured precise calculations for payroll components.
•  Confirmed all employees' records were accurately maintained in the system and ensured complete alignment between employee records and the system.

• Continued verifying employee data accuracy. Progressed to bonus upload validation. Acquired Excel concatenate skills for offshore allowances. Discussed intricate offshore allowances and compliance policies. Re-ran processing.
• The session delved into refining payroll processes. Learning Excel concatenation was valuable. Managing numerous offshore allowances and policies poses a challenge. Re-running processing highlighted the importance of accuracy.

• Method on how to check and validate employees' monthly offshores allowances. 

• Learned about the specific payroll requirements for UK, such as tax rates and deductions.
• Worked with a mentor to process payroll for a sample company.
• Reviewed payroll variances and made corrections.
• Sent payroll reports to the team lead.

• Continuing work on the Payslips split in 2018.

• Updated task list and priorities.
• Discussed upcoming projects with the team.
• Brainstormed solutions to challenges.

• Continuing work on the Payslips split in 2018.

• The first step in payroll processing for Great Britain is to create a BACS file. A BACS file is a file that contains the details of all the payments that need to be made to employees. This includes the employee's name, bank account number, amount of payment, and tax deductions. The BACS file is then sent to the bank, which will make the payments to the employees' bank accounts.
• To create a BACS file, you will need to use payroll software. The program will then automatically generate the BACS file.
• Once the BACS file has been created, it needs to be sent to the bank. The bank will then process the payments and make the funds available to the employees' bank accounts. The processing time for BACS payments is usually one working day.

• Participated in training session on Seniority Awards Management. Listened attentively to the talk and gained insights into effectively managing seniority-based recognition. Noted key points for future reference.

• The first step in payroll processing for Great Britain is to create a BACS file. A BACS file is a file that contains the details of all the payments that need to be made to employees. This includes the employee's name, bank account number, amount of payment, and tax deductions. The BACS file is then sent to the bank, which will make the payments to the employees' bank accounts.
• To create a BACS file, you will need to use payroll software. The program will then automatically generate the BACS file.
• Once the BACS file has been created, it needs to be sent to the bank. The bank will then process the payments and make the funds available to the employees' bank accounts. The processing time for BACS payments is usually one working day.

•  Ad-hoc task monthly by Payroll Analyst 

• Post-payroll activities are the tasks that are performed after the salaries and wages have been disbursed to employees. 
• Account Reconciliation: Reviewed account statements to ensure accuracy of financial records and identified discrepancies for resolution.
• DSPP Gain Calculation: Calculated employee gains from the Employee Stock Purchase Plan (DSPP), enhancing understanding of equity compensation.
• LAYA Calculation: LAYA Healthcare is a health insurance company in Ireland.  A deductions, contributing to comprehensive payroll processing knowledge.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Continuing work on the Payslips split in 2018.

• RFPs: Reviewed Request for Proposals (RFPs) for payroll services in Ireland to understand client requirements.
• SAP Listings: Explored SAP payroll listings to familiarize with processing steps and data integration.
• Smart PAYE: Learned about Smart PAYE system, its features, and its role in tax deductions.
• Union File: Studied how to generate and submit union-related payroll files, ensuring compliance.
• Tax Credit: Explored tax credit calculations and deductions, ensuring accurate employee tax withholdings.
• Pension: Understood pension contribution calculations and reporting, crucial for retirement planning.
• Gained insight into Ireland's payroll processes, including tax, pension, and union requirements, through mentor-led training.

• Continuing work on the Payslips split in 2018.

• Account Reconciliation Report: Generated Allowance, Costing, and Deduction Report for all company codes to ensure accuracy.
• P45 Payslips: Processed P45 Payslips for employees, updating tax and employment status post-payroll.
• RFPs and Remittances: Managed Court Order, GAYE, and RTI remittances and Requests for Payment, ensuring compliance and timely submissions.

• Updated task list and priorities.

• Continuing work on the Payslips split in 2018.

• Flex Reports: Explored generating flexible payroll reports to accommodate various data analysis needs.
• SAP Listings: Learned to create SAP listings for detailed payroll data, ensuring accurate record keeping.
• Vacation Balance Report: Acquired skills to generate vacation balance reports, aiding in leave management efficiency.
• Engaged in hands-on sessions with mentor to grasp nuances of Post Payroll procedures.
• Utilized SAP software to practice report generation, fostering practical understanding.
• Analyzed sample data to troubleshoot potential issues and ensure accuracy of reports.

• Continuing work on the Payslips split in 2018 and completed.

• Continuing work on the Payslips split in 2018.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• The payroll monthly meeting is a regular meeting held by the payroll team to discuss the payroll activities for the previous month. The meeting is also used to identify areas where the payroll process can be improved.

• Continued with the compilation of the payroll calendar, including payroll cut-offs and Power BI calendar. This involved reviewing the previous year's payroll data and identifying any patterns or trends. 

• I had a call with Izzati today to discuss the ad-hoc request to validate employee data for PIP bonuses in CAM UK. 
• I understand that PIP bonuses are awarded to employees who meet certain performance goals, and I am eager to learn more about the criteria for these bonuses.
• Performance Improvement Plan (PIP) bonus at SLB is a way for employees to earn a bonus if they meet certain performance goals. The goals are typically based on individual performance, team performance, or corporate performance.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Today, I began drafting an article focusing on the transition from the GMPP to the GRSP, in collaboration with my colleague, Saras. The main objective is to comprehensively understand the intricacies of the pension system in Germany and how this transition impacts retirees. Initial research and outlining were the primary tasks for the day.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Today, I collaborated with my mentor to carry out the mid-month payroll processing for Ireland. The task involved meticulous processing of employee data, double-checking for any errors, and conducting a simulation to validate the calculations. Once confident, we executed the live payroll run. Finally, we compiled a comprehensive report detailing the process and outcomes, which was sent to our team lead for review.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Today, I collaborated with my mentor to execute the mid-month BACS payroll processing for Ireland. As the pay date, the 9th, fell on a weekend, we initiated the process on the 7th during working hours. Upon receiving an email confirmation from the bank, we performed financial posting to the general ledger in OEP and completed payment posting to finance department. This hands-on experience provided valuable insights into timely payroll management.

• With guidance from my mentor, I initiated the process by downloading the RPNs and accessing the ROS Website to gather essential tax information. Following this, I prepared an email containing the collected data and sent it to the transaction analyst, requesting them to upload the information onto the system. Ensured meticulous maintenance of all tax-related data within the system. The subsequent step involved the commencement of validation procedures for regular employees, aiming for a seamless payroll process.
• ROS stands for Revenue Online Service. It is a website operated by the Irish Revenue Commissioners that allows businesses and individuals to interact with the Irish tax system online. 
  
  ROS provides a variety of services, including:
  • Viewing your tax affairs
  • Filing tax returns and forms
  • Making tax payments
  • Applying for tax reliefs and refunds
  • Registering for VAT
  • Managing your PAYE (Pay As You Earn) deductions

• Today, we worked on processing payrolls for Ireland with the guidance of our mentor. Our main task was to make sure that all the details about the employees were accurate. This included information about new and pre-hired employees, their salaries, bonuses, paid leave, and allowances. Our job was to double-check everything and make sure it was done right.
• If we found any mistakes, we didn't fix them ourselves. Instead, we sent the wrong information to the transaction team so they could correct it. Once they made the corrections, we ran a practice simulation to check if everything was okay. If there were still errors, we sent it back for more corrections. We repeated this until the simulation showed no errors.
• When the simulation went smoothly without any errors, we finally ran the actual payroll process. This means that all the employees would get the right amount of money they deserved. It was a detailed process, but it was important to make sure everyone's payments were accurate and on time.
• After complete everything, we send the report to Team Lead to review. 

• Today, I began drafting an article focusing on the transition from the GMPP to the GRSP, in collaboration with my colleague, Saras. The main objective is to comprehensively understand the intricacies of the pension system in Germany and how this transition impacts retirees. Initial research and outlining were the primary tasks for the day.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Updated payroll checklist for Ireland and Great Britain based on new payroll calendar. Payroll analysts will use calendar dates for processing. Replaced old SAP System screenshots in Excel with new ones for upcoming payroll. Ensured accurate and organized records for efficient payroll management.
  
  

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Today's focus was on preparing for the upcoming payroll cycle in Great Britain. I began by carefully reviewing various aspects of employee information: verifying details for both current and new employees, cross-checking salaries, bonuses, paid leave, and allowances.
• My main responsibility involved scrutinizing the accuracy of bonus uploads, workflow procedures, and the data of recently hired employees in the UK.
• My task was to ensure that all their information was accurately entered into the system. While examining the records closely, I came across discrepancies in the information of two employees. It was evident that some details hadn't been actioned correctly. 
• To rectify this, I promptly forwarded the identified issues to the transaction analyst. Their expertise will be crucial in making the necessary corrections to ensure accurate payroll processing for these individuals.

• Today, I worked on processing payroll for Great Britain under my mentor's guidance. My main tasks were to carefully review and confirm the payroll workflow. I checked for any updates in employee grades, positions, and salary raises. 
• Additionally, I verified that all details of employees were accurately entered into the system. It was crucial to double-check that all calculations were precise and error-free to ensure smooth payroll processing.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Today was a busy day working on the Payroll Processing for Great Britain with my mentor. The main task was to validate the bonus upload for employees and their offshore allowances. Offshore allowances are given according to the policy, determining the eligibility and how many employees qualify for this allowance.
• During the process, I identified two errors in the allowance calculations. Incorrect allowances were being maintained for certain employees. To resolve this, I reached out to Natalie Baxter from HR Location to confirm the correct allowance information.
• After liaising with Natalie, it became clear that the allowances were indeed incorrect. I needed to make corrections in the payroll system. This task proved to be time-consuming, as I had to generate and review multiple reports to ensure accurate data maintenance.
• The entire population of Cameron UK, which included around 500 employees, required attention. It was a long and meticulous process, involving thorough verification of each employee's allowance status. 
• By the end of the day, I successfully rectified the errors and ensured that the offshore allowances were accurately reflected for all eligible employees.
  
  

• Today, I worked closely with my mentor on the payroll processing task for Great Britain. Our main task was to create a variance report, which included analyzing movement, paymax, hrmax, paymax remuneration reports, and an audit schedule. 
• After meticulously checking each detail, we proceeded with the final processing once we were confident that there were no errors. 
• Once the processing was complete, we sent the report to our team lead for further review. This process took around 3 days of careful checking and validating before we were able to successfully submit the report for review.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Executed a simulation to ensure accuracy.
• Checked preliminary data before finalizing.

• Confirmed accurate simulation results.
• Posted validated data to finance records.

• Verified finance records.
• Prepared data for actual payment.

• Initiated live payment processing.
• Ensured proper execution of payment transactions.

• After successful processing, sent an email notification to the bank.
• Awaited confirmation of payment receipt.

• Payroll had to be sent by BACS two days prior to the 25th pay date.
• As the 24th was a weekend, payroll was processed on the 21st to avoid delays.

• Payroll date was the 24th.
• BACS payment was initiated on the 21st to ensure it was processed before the weekend.

• Running the Month End Report to summarize the payroll for the month.
• Sending P45 forms and final payslips to employees who left the company.
• Generating a report about student loans for further review.
• Creating a report regarding credit card usage for departing employees.
• Compiling and sending a flexible benefits report to the finance department.
• Producing an overtime report (GB10 PC113) for review.

• Updated task list and priorities.
• Discussed upcoming projects with the team

• Continuing work on the Payslips split in 2019

• Ran the Month End Reconciliation to make sure all payroll transactions match up.
• Assisted in running a control report that covers everything - how much we pay, take out, and add in for everyone.
• Managed the HMRC reconciliation, checking our records against what we sent them (RTI and EPS).
• Sent the work to the team lead to look over and make sure it's accurate.
• Finished up the full payroll cycle for July, making sure everyone's pay is good to go.
• Exit Payroll on OEP.

• Continuing work on the Payslips split in 2019

• Sent P45 forms and final payslips to employees who left.
• Ran SAP listings to organize payroll information.
• Learned about post payroll process for Ireland's pension system by observing my mentor.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Continuing work on the Payslips split in 2019

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Continuing work on the Payslips split in 2019

• Today, I worked on a special task: compiling payroll reports for two different parts of our company - DTC and HQ. These reports cover the payments made to employees from July 2022 to June 2023. It's a big job because each report has lots of information about employee payments. 
• I spent the whole day making sure these reports are accurate and detailed. This task helps us keep track of how much we paid our employees during this time.

• Continuing work on the Payslips split in 2019

• Assisted Daniya, a Payroll Analyst, in compiling the Wages Levy Apprenticeship Folders for Netherlands. Reviewed and organized necessary documents for apprenticeship levy.
• Collaborated to ensure accurate and complete information. Task completed successfully, contributing to smooth process for apprenticeship compliance.

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Participated in the Gate Review assessment focused on payroll-related questions.
• Test comprised 50 questions; passing threshold was >60%.
• Successfully completed all questions within the time frame.
• Answered all multiple-choice questions (MCQs) accurately.
• Awaiting results.
  
  

• Attended session on myCareer's ESM Hub training for Employee Handbook (EH) regarding SLP3. Focused on understanding the new career portal and its features. Emphasized employee milestone updates and engagement strategies.
  
  

• Continuing work on the Payslips split in 2019

• Updated task list and priorities.
• Discussed upcoming projects with the team.

• Continuing work on the Payslips split in 2019 and completed.

• I passed my Gate Review
• Discussed Gate Review feedback and improvements with the manager.
• Explored potential career growth opportunities.
• Touched upon the possibility of converting to full-time employment.
• Manager emphasized skill development and project ownership.