Frequently Asked Questions

The HR administrator should clear the employee's existing Trusted Device. Once cleared, the employee can log in from the new mobile device, which will automatically be registered as the Trusted Device.

Yes. If an employee needs to use another mobile device due to loss, damage or replacement, the HR administrator must first clear the employee's existing Trusted Device. The employee can then log in from the new device, which will automatically become the new Trusted Device.

No. Employees continue using the HRStop Mobile App exactly as before. Trusted Device Verification works in the background.

No. Trusted Device registration happens automatically after a successful login. No OTP, approval or additional verification is required.

Update the HRStop Mobile App to the latest version, log out if you are already signed in, and log in again. Your mobile device will automatically be registered as your Trusted Device.

Trusted Device Verification is a security enhancement in the HRStop Mobile App that automatically registers the employee's mobile device as a trusted device after a successful login.

Only salary components with a non zero arrear value are displayed as columns in the results table. Components with no arrear amount for any employee are automatically excluded.

The Effective Date field acts as a filter. It identifies and includes only those employees whose appraisal was triggered with the selected effective date, so that arrears can be calculated together for this group.

Yes. The Calculate Arrears option on the Appraisals page allows arrears to be calculated together for all eligible employees who share the same appraisal effective date.

Yes, the Arrear Period allows selecting a specific range of months, so a company is not required to calculate the entire pending arrear period in one go.

Some organisations prefer calculating arrears in smaller batches rather than all at once, especially when reviewing or approving large arrear amounts in stages, or when only partial data is available for the full pending period at the time of calculation.

Consider an employee whose appraisal is effective from April, but the appraisal was triggered in July. This means arrears are pending for April, May, and June.

Instead of calculating arrears for all three months together, the company can choose to calculate arrears for only April and May now, by setting the Arrear Period to April to May. The remaining June arrear can then be calculated in a separate session at a later date, by setting the Arrear Period to June when ready.

Yes, the Arrear Payout Period can span multiple months, allowing the calculated arrear amount to be split and disbursed across one or more payroll cycles instead of being paid in a single cycle.

Some organisations prefer splitting the arrear amount across multiple payroll cycles when the appraisal arrear amount becomes large, to ensure business continuity and control overall payroll expenses.

Consider an employee whose appraisal is effective from April, but the appraisal was triggered in July. Since the employee's new salary has already become effective from July, the company needs to pay arrears for the period April, May, and June.

If this arrear amount is large, the company may decide to split the payout across multiple months, for example July and August, or even spread it further across July, August, and September if required. The Arrear Payout Period can be configured to match however many months the company chooses, and the arrear amount will be split and paid accordingly along with the respective month's salary.

No. Once arrears are submitted, the values cannot be edited. Review all values carefully before submitting.

Arrear Period is the set of months for which the salary difference is calculated.

Arrear Payout Period is the payroll month or months in which this arrear amount is actually disbursed to the employee. These two periods do not need to be the same.

Example:

Consider an employee whose appraisal is effective from April, but is only triggered and published in July. The employee's salary from July onwards will already reflect the new appraised amount. However, the employee is still owed the salary difference for April, May, and June, since these months were paid at the old salary. This difference is the arrear.

Arrear Period: the months for which the salary difference is calculated - in this example, April to June.

Arrear Payout Period: the payroll month(s) in which this arrear amount is actually paid to the employee - usually the current cycle, such as July.

Some organisations prefer to split the arrear amount across more than one payroll cycle instead of paying it all at once. In that case, the same arrear amount calculated for April to June could be set to a Arrear Payout Period of July to August, and the system will split and disburse the amount across both months.

Yes. The Appraisal History page includes a CTC growth chart along with a complete salary breakup for each appraisal applied since the employee's joining date.

No. Only published appraisals are reflected in the Appraisal History page.

Click on the employee's name from the Appraisals list page to open the Appraisal Details page, then click the History button on the top right.

Click on the employee's name from the Appraisals list page to open their Appraisal Details page.

No. The Appraisal Details page is read only. To make changes to an appraisal, refer to: Managing Appraisals

The Appraisal Details page shows a summary of the appraisal including designation, department, date of joining, status, effective date, new CTC, and last CTC, along with a side by side comparison of the employee's previous and new salary breakup.

Yes. Appraisals can be published in bulk by selecting multiple employee records on the Appraisals page and using the Publish action.