A clear framework for setting up HR operations
Use these operational guides alongside your onboarding session. Confirm exact controls and availability for your plan during your walkthrough.
Organisation and employee records
Prepare a clean list of employees with work email, joining date, department, designation and reporting manager. Identify duplicate records before importing or entering data. Agree who is responsible for maintaining employee information.
Attendance policy
Define the expected working day, acceptable check-in methods, grace periods, breaks and exception review process. Decide where location checks are appropriate and communicate the policy to employees. Validate the process with a small group before rollout.
Leave and approvals
Document leave types, entitlements, holidays and approval responsibilities. Confirm how pending or rejected requests should be handled at payroll cut-off. Reconcile opening balances before adopting a new process.
Payroll preparation
Agree earnings, deductions, overtime rules and salary review responsibilities. Resolve attendance exceptions and approve leave before preparing payroll. Compare the first output with a manually checked period before final approval.
Reports and access
Define who needs individual records and who only needs summaries. Review access when an employee changes roles or leaves. Share only the minimum information required for the recipient’s task.
Compliance and retention
Confirm employment record, payroll and data-retention requirements with your professional adviser. Product reports support your process; they are not legal advice, a certification or an automatic statutory filing service.
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