24 Aug Payroll & Personnel Payroll & Personnel Monday, August 24, 2026 (12:00 AM) to Tuesday, November 24, 2026 (11:59 PM) 55 PDCs Provider: NOK Human Capital Course Name: Payroll & Personnel Speaker: D. Waleed Khaled Program Type: Seminar/Workshop Registration URL: https://docs.google.com/spreadsheets/d/1ngcVXxpzPOWKYAQ-jGIb0Z-AG-Znuzma_FpnWka8V7A/edit?gid=0#gid=0 Payroll & Personnel, Cairo Email Details By the end of the Payroll & Personnel Training Program, participants will be able to: • Understand the fundamental concepts, terminology, functions, and key elements of Payroll and Personnel operations. • Explain the complete payroll cycle, from employee data and attendance collection through payroll calculation, processing, payment, closing, and reporting. • Identify the main payroll components and understand how salary, attendance, leave, social insurance, taxes, and other payroll elements affect employee pay. • Understand the key legal and regulatory principles affecting payroll and personnel activities and recognize the importance of compliance in HR operations. • Apply basic payroll calculations and use essential Excel functions and tools to support payroll preparation and validation. • Understand the relationship between attendance records, leave, social insurance, taxation, and payroll calculations. • Apply payroll procedures through practical cases and identify common payroll errors and discrepancies. • Analyze advanced payroll situations, including salary increments, retroactive payments, maternity, disability, statutory payments, and leave-related payroll impacts. • Apply advanced payroll controls, reconciliation procedures, variance analysis, and error-handling techniques. • Understand tax reconciliation and statutory payment requirements and their role in maintaining payroll compliance. • Develop and use payroll SOPs to standardize payroll processes and improve operational accuracy and consistency. • Use advanced Excel techniques and payroll dashboards to organize payroll data and support management reporting. • Prepare payroll information and reports that can support management, including CEO- and CFO-level reporting requirements. • Understand payroll closing procedures and identify, investigate, and resolve payroll discrepancies before finalization. • Understand the role and objectives of the Personnel function and its contribution to effective HR operations. • Identify the key documentation and administrative requirements related to recruitment, onboarding, employment contracts, probation, and contract renewals. • Apply basic labor law principles to common Personnel activities and employee lifecycle processes. • Understand leave types, leave balances, absence management, and the administrative procedures required to maintain accurate employee records. • Understand the fundamentals of labor office procedures and social insurance requirements. • Apply appropriate procedures for resignations, termination, and end-of-service processes. • Understand advanced employment-related legislation, including requirements related to women, child labor, employee rights, and workplace compliance. • Manage Personnel documentation, employee files, archiving systems, and documentation cycles effectively. • Understand disciplinary procedures, investigations, sanctions, and the appropriate handling of employee-related cases. • Prepare for and appropriately handle labor office inspections and Personnel compliance requirements. • Manage complex employee lifecycle activities, including resignations, termination, end-of-service, contract-related procedures, and different types of leave. • Estimate and monitor personnel-related costs, including social insurance and statutory costs, to support workforce planning and budgeting. • Develop effective Personnel SOPs and use automated tracking systems to improve process efficiency and data accuracy. • Analyze turnover and attrition data and prepare Personnel reports that support management decision-making. • Integrate Payroll and Personnel knowledge to understand the connection between employee data, legal compliance, compensation, benefits, attendance, social insurance, taxation, and HR reporting. • Demonstrate the ability to apply Payroll and Personnel concepts through practical cases, workplace scenarios, and problem-solving activities. Details You're Registered! DescriptionLocation The Payroll & Personnel Training Program uses a practical, application-based learning approach that combines instructor-led explanations, guided discussions, demonstrations, Excel exercises, individual and group activities, role-based scenarios, case studies, problem-solving exercises, and practical assessments. The activities are designed to help participants move from understanding concepts to applying Payroll and Personnel processes in realistic workplace situations. The program is structured into four learning activities: Entry-Level Payroll Workshop, Advanced Payroll Workshop, Personnel Workshop – Beginners Track, and Personnel Workshop – Advanced Track. 1. Entry-Level Payroll Workshop – Practical Activities Activity 1: Payroll Terminology & Concept Mapping Participants are introduced to the fundamental payroll terminology and concepts. They work individually or in small groups to identify and classify common payroll terms such as basic salary, gross salary, net salary, deductions, allowances, overtime, attendance, leave, social insurance, taxes, and statutory payments. Participants then create a simple payroll process map showing how the different payroll elements are connected. Activity 2: Identify the Payroll Elements Participants receive a sample employee salary structure containing different earning and deduction components. They are asked to identify which elements should be considered during payroll processing and classify them into relevant categories. The activity helps participants understand how different salary components can affect gross and net pay. Activity 3: Build the Payroll Cycle Participants work in groups to arrange the main payroll activities in their correct sequence, starting from employee data collection and attendance validation through payroll calculation, review, approval, payment, closing, and reporting. Each group explains its process and identifies potential control points where errors may occur. Activity 4: Payroll Data Collection Simulation Participants receive sample employee information, attendance records, leave data, and salary information. They are required to review the information, identify missing or inconsistent data, and determine what information is required before starting payroll processing. The activity emphasizes the importance of data accuracy and validation. Activity 5: Attendance & Leave Impact Exercise Participants work on practical employee scenarios involving attendance, absence, overtime, late attendance, and leave. They determine how each situation may affect payroll and identify the information that should be considered during payroll preparation. Activity 6: Social Insurance & Tax Basics Case Participants review simplified employee cases and identify the basic payroll items that may be subject to social insurance or taxation. The trainer guides participants through the logic behind the calculations and explains how statutory requirements can affect payroll processing. Activity 7: Basic Payroll Calculation Exercise Participants receive a sample payroll sheet and calculate employee earnings, deductions, and net salary. The exercise includes different salary components and employee scenarios to allow participants to practice the payroll calculation process step by step. Activity 8: Payroll Excel Practice Participants use Excel to create and organize a basic payroll sheet. They practice essential formulas and functions required for payroll preparation, data validation, calculations, sorting, filtering, and checking payroll information. The activity focuses on using Excel as a practical payroll-processing tool. Activity 9: Payroll Error Detection Participants receive a payroll file containing intentional errors such as incorrect calculations, missing data, inconsistent attendance information, or incorrect deductions. They are asked to identify the errors, investigate the reason behind them, and propose the correct action. Activity 10: Payroll Processing Simulation Participants complete a simplified end-to-end payroll process using a sample employee dataset. They collect and validate data, calculate payroll, review results, identify discrepancies, prepare the final payroll output, and discuss the closing and reporting process. Activity 11: Practical Payroll Case Study Participants work on a realistic case involving multiple employees with different salary structures, attendance records, leave situations, and deductions. Each participant or group prepares the payroll results and explains the steps followed to reach the final figures. Activity 12: Payroll Reporting Exercise Participants prepare a basic payroll summary report based on the completed payroll data. They identify key information that management may require and practice presenting payroll results in a clear and organized format. 2. Advanced Payroll Workshop – Practical Activities Activity 1: Payroll Knowledge Diagnostic The workshop begins with a short diagnostic activity to assess participants' existing knowledge of payroll fundamentals. Participants answer practical questions and discuss common payroll challenges they have experienced or may encounter in the workplace. Activity 2: Advanced Legal & Compliance Scenario Participants review different payroll scenarios and determine which legal, social insurance, and tax requirements should be considered. They discuss the potential consequences of incorrect processing and identify appropriate compliance actions. Activity 3: Complex Employee Cases Participants work on cases involving maternity, disability, statutory payments, and other special employee situations. They analyze the employee circumstances, identify the payroll impact, and determine the appropriate processing approach. Activity 4: Salary Increment Simulation Participants receive an employee salary structure before and after a salary increment. They calculate the impact of the increment on payroll and compare the results. The exercise also demonstrates how salary changes should be documented and reflected in payroll records. Activity 5: Retroactive Pay Calculation Participants work on a case where an employee receives a salary adjustment effective from a previous period. They calculate the retroactive amount, determine the relevant payroll period, and identify how the adjustment should be reflected in payroll. Activity 6: Leave Impact Analysis Participants analyze different leave scenarios and determine their potential impact on employee pay. Cases may include different types of leave, partial periods, changes in employee status, and other payroll-related situations. Activity 7: Payroll Adjustment Exercise Participants receive a payroll file containing several adjustments. They are required to review the changes, calculate the updated payroll, document the adjustments, and validate the final results. Activity 8: Payroll Controls Workshop Participants identify the key controls that should exist throughout the payroll cycle. Working in groups, they develop a payroll control checklist covering data validation, attendance verification, payroll calculations, approvals, payment, reconciliation, and closing. Activity 9: Payroll SOP Development Participants design a simplified Standard Operating Procedure for a selected payroll process. The activity includes defining process steps, responsibilities, required documents, control points, approvals, and expected outputs. Activity 10: Payroll Variance Analysis Participants receive two payroll reports from different periods and compare the results. They identify significant changes in headcount, salary, deductions, overtime, leave impact, and other payroll elements. Participants then investigate possible reasons for the variances and prepare a short explanation. Activity 11: Tax Reconciliation Exercise Participants work on a simplified tax reconciliation case. They compare payroll records with statutory information, identify differences, investigate potential reasons, and determine the corrective action required. Activity 12: Statutory Payment Case Participants analyze a case involving statutory payments and deadlines. They identify the required information, calculate the relevant amounts based on the provided case assumptions, and discuss the importance of timely and accurate statutory compliance. Activity 13: Advanced Excel Payroll Lab Participants work with a larger payroll dataset and use advanced Excel techniques to organize, analyze, and validate payroll information. Activities may include advanced formulas, lookup functions, conditional calculations, filtering, data validation, pivot tables, and reconciliation techniques. Activity 14: Payroll Dashboard Development Participants create a basic payroll dashboard using a sample dataset. The dashboard focuses on management-level indicators such as total payroll cost, headcount, salary movements, deductions, overtime, and payroll variances. Participants discuss which indicators are most relevant for CEO and CFO reporting. Activity 15: Payroll Reporting Simulation Participants assume the role of payroll professionals preparing a management report. They analyze payroll results, identify key trends and exceptions, and present the findings in a concise management-oriented format. Activity 16: Payroll Closing Simulation Participants perform a simulated month-end payroll closing process. They review payroll results, validate approvals, reconcile information, identify outstanding issues, and prepare the payroll for final closure. Activity 17: Payroll Error Investigation Participants receive a payroll report containing multiple errors. They investigate the source of each error, classify the type of issue, determine the financial or operational impact, and propose preventive controls. Activity 18: Integrated Advanced Payroll Case Study Participants complete a comprehensive case covering employee data, salary changes, leave, special cases, deductions, statutory requirements, payroll adjustments, reconciliation, and reporting. They are required to process the case from start to finish and present their methodology and results. Activity 19: Final Practical Assessment Participants complete a final practical assessment that combines payroll calculations, Excel application, error detection, compliance considerations, and payroll reporting. The assessment measures their ability to apply the knowledge gained throughout the workshop. 3. Personnel Workshop – Beginners Track – Practical Activities Activity 1: Understanding the Personnel Function Participants begin by identifying the main responsibilities of the Personnel function throughout the employee lifecycle. They create a simple employee journey starting from recruitment and hiring through onboarding, employment, leave management, and end of service. Activity 2: Personnel Responsibilities Mapping Participants are provided with different HR activities and determine which activities fall under Personnel responsibilities. They discuss the relationship between Personnel, Recruitment, Payroll, and other HR functions. Activity 3: Labor Law Basics Scenario Participants review simple workplace scenarios and identify the relevant labor law principle or Personnel procedure that should be considered. The trainer facilitates discussion and clarifies the appropriate administrative approach. Activity 4: Hiring Documentation Checklist Participants receive a sample hiring scenario and identify the documents required to complete the employee's hiring file. They organize the documents according to the employee onboarding process and identify missing information. Activity 5: Employee File Building Exercise Participants work with a sample employee file containing different documents. They identify which documents should be included, how they should be organized, and how employee records should be maintained and updated. Activity 6: Employment Contract Review Participants review a sample employment contract and identify key information such as job title, salary, working conditions, probation period, contract duration, and other important employment terms. They discuss common documentation issues that may arise. Activity 7: Probation Period Scenario Participants analyze different employee probation scenarios and determine the appropriate follow-up actions, documentation requirements, and communication steps. Activity 8: Contract Renewal Simulation Participants receive employee cases involving contracts approaching expiration. They determine which contracts require action, what documentation is needed, and how the renewal process should be tracked. Activity 9: Leave Management Exercise Participants review employee leave requests and determine how leave should be recorded, tracked, and reflected in employee balances. The exercise covers different leave situations and emphasizes accurate documentation. Activity 10: Absence Management Case Participants analyze attendance and absence information to identify repeated or unusual absence patterns. They determine the appropriate Personnel action and discuss how absence information should be documented. Activity 11: Social Insurance Introduction Case Participants review a simplified employee case and identify the basic Personnel actions related to social insurance registration and documentation. The activity highlights the importance of accurate employee information and timely processing. Activity 12: Labor Office Process Mapping Participants create a simple process map showing the main Personnel activities that may require interaction with the labor office. They identify required documents, responsible parties, and key compliance considerations. Activity 13: Employee Lifecycle Simulation Participants work through a complete employee lifecycle scenario beginning with hiring and onboarding and continuing through contract management, leave, absence, documentation, and end-of-service. The objective is to connect the different Personnel processes into one integrated workflow. Activity 14: End-of-Service Case Study Participants review an employee separation scenario and identify the required Personnel procedures, documentation, approvals, and communication steps. They discuss how a proper end-of-service process should be organized and controlled. 4. Personnel Workshop – Advanced Track – Practical Activities Activity 1: Advanced Personnel Knowledge Review Participants complete a short review activity covering Personnel fundamentals and labor law principles. The activity identifies knowledge gaps and prepares participants for more advanced Personnel scenarios. Activity 2: Legal Compliance Scenario Analysis Participants analyze different employee cases and identify the applicable legal and compliance considerations. They discuss potential risks resulting from incomplete documentation, incorrect procedures, or non-compliance. Activity 3: Social Insurance & Wage Compliance Case Participants review employee compensation information and determine which Personnel and social insurance requirements should be considered. They identify potential compliance risks and recommend corrective actions. Activity 4: Employment Law Case Studies Participants work on practical cases related to employment regulations, including situations involving women, child labor, employee rights, and other protected employment categories. They identify the appropriate Personnel response and documentation requirements. Activity 5: Hiring Process Optimization Participants map the complete hiring and onboarding documentation process and identify potential delays, duplication, missing documents, and control weaknesses. They then redesign the process to improve efficiency and accuracy. Activity 6: Employee File Audit Participants conduct a simulated audit of employee files. Each group receives files containing missing, outdated, incorrectly organized, or inconsistent documents. Participants identify the gaps and prepare an action plan for correcting the files. Activity 7: Documentation & Archiving System Participants design a practical employee documentation and archiving structure. They determine how documents should be categorized, stored, updated, accessed, and tracked throughout the employee lifecycle. Activity 8: Disciplinary Action Scenario Participants analyze employee misconduct cases and determine the appropriate Personnel process. They identify the required documentation, investigation steps, decision-making process, and potential sanctions according to the case information and applicable rules. Activity 9: Investigation Role Play Participants participate in a role-play involving an employee-related complaint or workplace violation. Different participants act as the employee, Personnel representative, manager, and investigator. The objective is to practice information gathering, documentation, questioning, and professional case handling. Activity 10: Sanctions & Corrective Action Case Participants review several employee cases and determine the appropriate corrective action based on the provided circumstances. They discuss consistency, documentation, fairness, and compliance considerations. Activity 11: Labor Office Inspection Simulation Participants simulate a labor office inspection. One group acts as the inspection team while another represents the Personnel function. Participants review employee documentation, respond to questions, identify compliance gaps, and prepare corrective actions. Activity 12: Compliance Gap Analysis Participants conduct a compliance review of a fictional organization. They identify gaps related to employee documentation, contracts, social insurance, leave, disciplinary procedures, and statutory requirements. They prioritize the risks and create a corrective action plan. Activity 13: Resignation Process Simulation Participants handle a resignation case from the initial resignation notice through documentation, approvals, handover coordination, final settlement, employee file updates, and system closure. Activity 14: Termination Case Study Participants analyze different termination scenarios and identify the required Personnel procedures, documentation, approvals, and communication steps. The activity emphasizes controlled and compliant handling of employee separation. Activity 15: End-of-Service Process Mapping Participants develop a complete end-of-service process map covering resignation, termination, final documentation, employee clearance, payroll coordination, social insurance procedures, and employee file closure. Activity 16: Leave Management Workshop Participants analyze complex leave cases involving different leave types, overlapping requests, balances, employee eligibility, and documentation. They determine the appropriate administrative action and identify how leave information should be communicated to Payroll. Activity 17: Personnel Cost Forecasting Exercise Participants receive sample employee data and calculate estimated Personnel-related costs, including social insurance and statutory costs. They analyze the cost impact of workforce changes and prepare a basic forecast. Activity 18: SOP Design Activity Participants select a Personnel process and develop a practical SOP. The SOP includes process objectives, scope, responsibilities, required documents, process steps, approval points, controls, timelines, and expected outputs. Activity 19: Automated Personnel Tracking Exercise Participants design a simple tracking system for employee documents, contracts, probation periods, leave, social insurance, and other key Personnel activities. They identify which activities can be tracked automatically and which alerts or controls should be established. Activity 20: Turnover & Attrition Analysis Participants receive a sample employee dataset and analyze turnover and attrition patterns. They calculate relevant indicators, identify trends, and discuss possible reasons behind employee movement. Activity 21: Management Reporting Exercise Participants prepare a Personnel management report using sample data. The report includes key indicators such as headcount, turnover, attrition, leave, contract status, employee documentation, and compliance issues. Participants present their findings and recommendations. Activity 22: Integrated Payroll & Personnel Case Study Participants complete a comprehensive employee lifecycle case connecting Personnel and Payroll activities. The case starts with hiring and documentation and continues through attendance, leave, salary changes, social insurance, payroll processing, resignation or termination, and end-of-service procedures. Participants identify the information that must flow between Personnel and Payroll and explain the importance of accurate data integration. Activity 23: Final Group Problem-Solving Challenge Participants are divided into groups and provided with a complex HR operations scenario containing multiple Personnel and Payroll issues. Each group is required to identify the problems, prioritize them, determine the appropriate actions, Payroll & Personnel Payroll & PersonnelMaadi , CairoCairo, Map & Directions