1. Change Request

The Employee Module's key process involves a change request process where employees update their information themselves with HR approval. The effect of these changes is then reflected in the master information, as approved by the Change Request Processor.

1. Dashboard Configuration Analytics

Employees can personalize their dashboard by applying filters like date ranges and selecting the data most relevant to their role. Graphical components dynamically adjust to reflect these filters, providing a visual and interactive analytics experience.

2. Three Modes of Dashboard Viewing

The system includes three role-specific dashboard views: My Dashboard Insights for employees to track personal attendance, requests, and goals; Team Overview Dashboard for supervisors to monitor team performance and attendance; and HR Overview Dashboard for HR users to oversee organizational metrics across departments.

1. Employee Position Hierarchy

The screenshot below provides a comprehensive overview of your organization's structure, specifically highlighting the various locations and how they are interconnected. It showcases not only the geographical distribution of your company's branches but also the hierarchical framework within each location. This includes a detailed breakdown of positions that have been created to support your operational needs at each site. Furthermore, the display offers valuable insights into which of these positions are currently filled, providing up-to-date information on the employees occupying these roles. This visual representation allows for a clear understanding of the workforce distribution across different locations, enabling easier tracking of employee placement and better decision-making regarding resource allocation and staffing needs. Whether you're assessing gaps in your workforce or identifying opportunities for growth and realignment, this detailed organizational map ensures that you have a complete and organized view of both your human resources and the structural setup across all branches.

1. Configure Leave Types

The system provides a flexible solution for creating and managing various leave types tailored to organizational policies and regulations. With a streamlined approach, HR personnel can easily define different types of leave that align with company guidelines, ensuring compliance and consistency across the workforce. By simply clicking the "Add Leave Type" button, HR employees are empowered to create, customize, and update leave categories as needed. This feature offers a clear, intuitive process for managing employee leave, simplifying administration while ensuring that all leave types are aligned with the organization's unique policies.

2. Manage Leave Balances

Certain leave types in the system are designed to adhere to specific balance requirements, ensuring that employees are allocated an adequate number of days based on their entitlement. These leave types can be managed efficiently, providing a clear structure for tracking and maintaining the correct balance of leave days. Whether it’s for annual leave, sick leave, or any other category, the system ensures that employees can only use the leave they are entitled to, preventing overuse and maintaining proper records.

Additionally, the system includes a powerful feature for managing the addition and deduction of day balances. HR professionals and special roles, such as the Leave Processor, have the ability to modify the number of leave days allocated to an employee. Through an intuitive interface, users can easily add or deduct days from an employee’s leave balance, adjusting entitlements as necessary. The screenshot illustrates this functionality, demonstrating how leave balances are updated based on entitlement and organizational policies.

To ensure transparency and accountability, the system automatically generates individual logs that capture any changes made to an employee’s leave balance. Each time a day is added or deducted, the system records the update, allowing HR and special roles to review the history of changes for auditing purposes. This provides a clear record of adjustments, ensuring that leave balances are accurately tracked and managed in accordance with company policies.

1. Daily Time Record

Employees can access their attendance information based on their clock in/out activities, including overtime and late hours calculations. The analytics also provide detailed information on attendance status and irregularities. The number of irregularity hours is calculated based on the assigned start and end times of each day.

2. Overtime

The system features an Overtime Summary section that automatically calculates and displays monthly overtime hours for each employee, providing a clear and concise overview of any extra hours worked beyond their regular schedules. This automated tracking eliminates the need for manual calculations, ensuring accuracy and reducing the likelihood of errors. Employees can easily review their accumulated overtime hours at any time, allowing for greater transparency and understanding of their work contributions. Once they have confirmed the accuracy of their overtime records, they can submit this information for claim processing with just a few clicks. This streamlined process not only simplifies the claims submission for employees but also facilitates a quicker review and approval workflow for HR, ensuring that employees are fairly compensated for their additional efforts in a timely manner.

3. Schedule Type Settings

At the core of this scheduling feature are the Schedule Type settings, which can be configured by HR users to meet the specific needs of the organization. These settings allow HR to define various types of work schedules—such as full-time, part-time, and shift-based arrangements—tailored to the operational requirements of the business. This configurability ensures that HR can create schedules that align with different roles and departments, providing flexibility while maintaining organizational efficiency. Further details on these settings will be outlined in subsequent sections, offering guidance on how to optimize them for effective workforce management.

4. Holiday Settings

HR has the capability to configure holiday settings within the system, allowing for the seamless integration of recognized holidays into the organization's operational calendar. By creating a comprehensive list of holidays, HR ensures that all employees are aware of non-working days, which helps in maintaining clarity and consistency regarding attendance expectations. Additionally, employees are empowered to include these designated non-working days in their daily time record sheets, simplifying the process of logging their hours worked. This functionality not only aids in accurate record-keeping but also enhances employee satisfaction by clearly delineating days off. By managing holiday configurations effectively, HR can ensure compliance with labor regulations, promote work-life balance, and facilitate smooth payroll processing, ultimately contributing to a more organized and harmonious workplace environment.

5. Notes Settings

The system allows employees to create notes in their daily time record for work-related leave, which can be submitted to their supervisor for approval and adjusted accordingly. HR can manage multiple note reasons based on organizational regulations, with the system defining two types of classified note types: Personal and Official. This feature ensures accurate attendance and attendance adjustments.

5.1 Personal Classified Notes:

Employees can only create and submit classified notes within the total accumulated hours of their scheduled working hours in a month.

5.2 Official Classified Notes:

This type of employee-created notes has no restrictions and no accumulated validation hours.

6. Overtime Settings

The system provides a comprehensive framework for managing overtime applications, ensuring compliance with organizational regulations while offering flexibility to accommodate various operational needs. This allows HR to effectively oversee the overtime process, providing both employees and management with a clear understanding of the policies in place. With the ability to configure overtime settings, the system promotes transparency and fairness in how additional work hours are handled, ultimately contributing to a more engaged and satisfied workforce.

Common Overtime Settings

• Uniform Application: The Common Overtime Settings feature allows HR to implement a standardized overtime policy applicable to all employees across the organization.
• Configurable Values: HR can adjust the application of the overtime process based on predefined values, ensuring that the policy aligns with company-wide standards and operational goals.
• Streamlined Management: By applying common settings, HR can simplify the management of additional work hours, making it easier to track and process overtime across various departments.

Overtime Settings Based on Departments

• Customizable Regulations: The Overtime Settings Based on Departments enables HR to tailor overtime policies to the specific needs of different teams or departments within the organization.
• Allowable Overtime: HR can define various allowable overtime hours, taking into account the unique operational demands and workload fluctuations of each department.
• Departmental Pay Calculation: This feature allows for the calculation of pay values based on departmental factors, ensuring fair compensation that reflects the specific requirements and contributions of each team.
• Enhanced Fairness and Transparency: By implementing department-specific settings, the system fosters a sense of fairness and clarity in how overtime is managed, which can lead to improved employee morale and engagement.

1. Identify and Manage Job Vacancies

Detect vacant positions, create job openings, and specify hiring preferences for internal, external, or both types of applicants.

2. Flexible Vacancy Posting

Define whether a vacancy should be available for internal promotions, external hiring, or both. The system ensures hiring flexibility while keeping job postings well-structured.

3. Pending Status for Job Openings

Draft job postings, save them as pending, and finalize details before publishing. This feature helps HR refine job descriptions and approval workflows before making them public.

4. Candidate Tracking

Maintain a structured database of all applicants, track their hiring status, and monitor progress at different stages.

5. Applied Candidates

Store and manage all candidate applications, including resumes, cover letters, and supporting documents, in a centralized system.

6. Shortlisting Candidates

Filter applications based on predefined criteria, ensuring that only the most suitable applicants proceed to the interview stage.

7. Manage Interviews

Schedule, track, and manage interview sessions, sending automated notifications to both recruiters and candidates to ensure streamlined coordination.

8. Finalizing Candidates

Enable HR and hiring managers to review assessments, collect feedback, and make data-driven hiring decisions.

9. Job Offer & Negotiation

Generate and send job offers digitally, track approval workflows, and facilitate negotiations on salary, benefits, and contract terms.

10. Onboarding Process

Ensure a smooth onboarding experience by automating compliance checks, document submission, and orientation scheduling for new hires.

1. Formal Training Request Submission

Employees can submit requests for training opportunities aligned with their career goals and job requirements.

1. Application Settings

This setting allows administrators to manage the overall application configurations, such as system language, theme preferences, and default view settings to ensure a seamless user experience.

2. Core Settings

Core Settings enable essential system configurations like user authentication methods, security settings, and data retention policies, ensuring a strong foundation for your HR management system.

3. Notification Settings

Notification Settings let you configure the system's communication protocols, including email alerts, SMS notifications, and push messages, keeping users informed of critical updates and activities.

4. Email Configuration Settings

In this setting, administrators can configure email service providers, templates, and customize the frequency and type of emails sent to users, ensuring smooth communication with your team and clients.

5. Payslip Generator Settings

Payslip Generator Settings allow HR teams to configure the format and layout of payslips, ensuring that payslips are accurate and reflect the most recent financial data for employees.

6. Audit Trail Settings

Audit Trail Settings allow the tracking of all system actions, including logins, updates, and modifications. These logs ensure compliance and security, enabling administrators to monitor user activities and identify unauthorized changes.

7. System Logs Settings

System Logs Settings capture every user interaction and system event, providing detailed reports for administrators to analyze performance, troubleshoot issues, and ensure system health and security.

1. Report Privileges

The HR management system incorporates robust privilege analytics that empower HR personnel to control access to various reports based on user roles within the organization. This feature ensures that sensitive data is only accessible to authorized individuals, thereby enhancing data security and compliance with privacy regulations. By assigning specific permissions to different roles, HR can manage who views which reports, creating a tailored reporting environment that aligns with the organization’s operational hierarchy and functional needs.

With privilege analytics, HR professionals can define and customize report visibility, enabling only relevant personnel to access information pertinent to their responsibilities. For instance, managers may have access to performance metrics and attendance records for their direct reports, while executives can view comprehensive summaries that include strategic insights across departments. This role-based access not only safeguards sensitive employee information but also fosters accountability and transparency, as users can trust that they are working with accurate and authorized data.

Moreover, this capability streamlines the reporting process, as HR can efficiently deliver necessary reports to the appropriate roles without cluttering the system with irrelevant data. Users are presented with a clean, focused view of reports that matter to them, enhancing their ability to make informed decisions based on the information they can access. By implementing privilege analytics, the HR management system not only reinforces data security but also optimizes the reporting workflow, making it a vital tool for effective human resource management and strategic planning.

1. Immediate Download

Payslips are available for instant download, either individually, facilitating timely distribution to employees.

1. User-Friendly Interface

No coding skills required to manage and publish content.

2. Templates and Themes

Pre-designed layouts that make it easy to build an attractive website.

3. Plugins and Extensions

Add extra functionality such as e-commerce, SEO tools, and more.

4. User Roles and Permissions

Control who can access and edit content on your website.

1. Responsive Web Design

Ensuring a seamless experience across all devices.

2. Custom UI/UX Design

Beautiful, user-friendly interfaces that enhance engagement.

3. SEO-Optimized

Boosts search rankings and increases organic traffic.

4. E-Commerce Ready

Sell online with a secure, high-performing online store.

1. SEO Optimization

Enhance your website’s search rankings and increase organic traffic.

2. Social Media Strategy

Engage your audience with tailored social media strategies and content.

3. Content Creation & Management

Create relevant and engaging content for both SEO and social media platforms.

4. Analytics & Reporting

Measure the performance and effectiveness of SEO and social media campaigns.