1. Purpose and users
People, HR, and Safety manages the workforce record from onboarding to exit. It is used by HR admins, HR officers, supervisors, safety officers, payroll officers, drivers, and management.
The workspace covers employees, contractor drivers, attendance, leave, training, performance reviews, disciplinary cases, grievances, corrective actions, substance tests, payroll, exit management, and document evidence. It also supports safety and compliance visibility for transport operations.
2. Employee master setup
The process begins with employee master data. An employee record stores personal identity, employee number, branch, department, role, employee type, employment status, job details, contact details, statutory details, payroll context, emergency contact, and lifecycle dates.
The department catalog is shared so HR does not type department names manually. This improves filtering and reporting for attendance, leave, training, payroll, and workforce dashboards.
3. Documents and compliance evidence
Employee and driver records can carry documents such as IDs, licences, certificates, medical records, contracts, training evidence, or other HR files. Document expiry and verification status support compliance monitoring.
For drivers and safety-sensitive roles, missing or expired documents can affect operational readiness. HR and Safety teams must keep evidence current because Fleet and Operations may rely on the same person records during dispatch checks.
4. Attendance workflow
Attendance captures employee presence using register or punch workflows. Records can include employee, date, time, status, shift, and related attendance details. The HR dashboard summarizes workforce presence and can group attendance by department.
Supervisors and HR users use attendance records to monitor absenteeism, punctuality, and staffing levels. Reports can filter attendance by department, employee, shift, branch, and date range.
5. Leave workflow
Leave requests allow employees or HR teams to record time away from work. A request captures employee, leave type, dates, reason, status, and approval decision. Supervisors or authorized users approve or reject the request.
The leave calendar helps HR see planned absences and avoid staffing gaps. Leave filtering by department and employee makes it easier to review team availability.
6. Training and performance
Training sessions can be created for a branch, department, topic, trainer, schedule, and attendee list. Attendance and evidence can be recorded so HR can prove who attended mandatory training.
Performance reviews preserve structured review data, scores, reviewer comments, and review dates. Management can use this history for employee development, promotion decisions, or disciplinary context.
7. Safety and employee cases
Safety and case management includes driver incidents, disciplinary cases, grievances, corrective actions, substance tests, and operational safety records. Each case keeps facts, severity, status, evidence, actions, and closure notes.
This is important because safety events should not disappear into informal messages. The system preserves who reported the issue, what was investigated, what action was taken, and whether the case was closed.
8. Payroll and exit management
Payroll runs prepare pay for a selected period. Payroll officers validate earnings, deductions, employee status, and pay run lines before publishing approved payroll records.
Exit management records resignation, termination, clearance, final payment context, handover notes, and closure status. This keeps the end of employment controlled and auditable.
9. Reporting and daily use
HR and Safety reports include attendance registers, document expiry, training records, performance data, payroll summaries, case records, corrective actions, and workforce trends.
In daily use, HR starts with employee setup, keeps documents current, records attendance and leave, manages training and performance, handles cases and safety actions, prepares payroll, processes exits, and ends with workforce reporting.