HR Module
Documentation for employee management, attendance, training, roles, internal structure, and HR workflows.
HR Module
Documentation for employee management, attendance, training, roles, internal structure, and HR workflows.
Exact functionalities
Employee master management, department and team hierarchy, manager reporting chains, attendance capture, leave lifecycle, and training compliance. The module must support employee status changes such as onboarding, active employment, suspension, and offboarding with traceable history.
- Employee profiles and internal records
- Attendance and leave tracking
- Departments, teams, and organizational structure
- Training and workforce visibility
- Role-aware access and HR workflows
Workflow blueprint
Workflow 1: onboarding request -> profile creation -> role assignment -> manager assignment -> activation. Workflow 2: leave request -> policy validation -> manager approval -> calendar posting -> attendance recalculation. Workflow 3: monthly attendance review -> anomaly resolution -> period lock.
- onboarding request -> profile creation -> role assignment -> manager assignment -> activation
- leave request -> policy validation -> manager approval -> calendar posting -> attendance recalculation
- monthly attendance review -> anomaly resolution -> period lock
Data model and records
Primary objects include Employee, Department, Team, AttendanceRecord, LeaveRequest, and TrainingRecord. Records should capture effective dates, status transitions, owner, approver, and audit metadata for every lifecycle action.
- Employee
- Department
- Team
- AttendanceRecord
- LeaveRequest
- and TrainingRecord. Records should capture effective dates
- status transitions
- owner
- approver
- and audit metadata for every lifecycle action
Controls and business rules
Leave cannot be approved without policy eligibility; attendance corrections require authorized role; role changes should be logged with effective date; employee deactivation should not delete history. Approval paths should be configurable by department or manager chain.
Define explicit and valid status transitions for HR
Require mandatory fields before high-impact actions
Block unauthorized overrides without approval evidence
Preserve immutable audit history on critical events
Apply idempotency and duplicate protection on write paths
Integrations
Integrates with Users and Roles for access control, Project Management for staffing context, and Accounting or payroll-related flows where configured. HR status changes should propagate to permissions and assignment visibility.
- Integrates with Users and Roles for access control
- Project Management for staffing context
- and Accounting or payroll-related flows where configured. HR status changes should propagate to permissions and assignment visibility
KPIs and reports
Headcount by org unit, absence rate, leave approval lead time, training completion coverage, and attendance anomaly ratio. Recommended reports include monthly workforce summary and manager-level attendance dashboard.
- Headcount by org unit
- absence rate
- leave approval lead time
- training completion coverage
- and attendance anomaly ratio. Recommended reports include monthly workforce summary and manager-level attendance dashboard
Key capabilities
These capabilities define what this module can execute and what outcomes it owns.
- Employee profiles and internal records
- Attendance and leave tracking
- Departments, teams, and organizational structure
- Training and workforce visibility
- Role-aware access and HR workflows
Business use cases
Use cases define where this module should be prioritized in rollout and adoption planning.
- Track employee structure across departments
- Manage attendance and internal HR processes
- Support growth with centralized workforce records
Operational workflow
Use this lifecycle sequence as the baseline for SOP documentation and team onboarding.
- onboarding request -> profile creation -> role assignment -> manager assignment -> activation
- leave request -> policy validation -> manager approval -> calendar posting -> attendance recalculation
- monthly attendance review -> anomaly resolution -> period lock
Controls and validation checklist
Define explicit and valid status transitions for HR
Require mandatory fields before high-impact actions
Block unauthorized overrides without approval evidence
Preserve immutable audit history on critical events
Apply idempotency and duplicate protection on write paths
Failure modes and safeguards
- Missing required data at transaction entry
- Unauthorized status transition attempts
- Cross-module reference mismatch after updates
- Duplicate mutation attempts from retries
- Delayed downstream synchronization and stale dashboards
Implementation and rollout plan
- Define owner, scope, and process objective
- Configure lifecycle, permissions, and defaults
- Run pilot workflows including edge cases
- Validate KPI outputs and integration behavior
- Train users and publish SOP guidance
- Execute staged go-live with checkpoint review
Test scenarios before go-live
Happy-path transaction completion
Policy rejection and manager override path
Role access boundaries per key action
Cross-module synchronization timing
Audit trail completeness on critical updates
KPI values validated against source records
Documentation maintenance checklist
Business overview and actual behavior are aligned
Workflow states match current implementation
Entities, roles, and integrations are current
KPI definitions match dashboards and reports
Known limitations and rollout notes are updated