HRM: your people, clearly organised

Prepare your organisation

1. Review company information and create departments, designations and locations.
2. Create office shifts and review holidays and working days.
3. Set employee roles and reporting relationships.
4. Choose the HR Head and HR Approving Employees in Attendance Configuration where applicable.
5. Test manager and employee access with a staff account.

Create and maintain employee profiles

1. Open Employees and add the employee or use the employee import template.
2. Enter a unique employee code and accurate contact details. Assign company, department, designation and role.
3. Review work location, shift, manager and employment details.
4. Add bank details, documents, qualifications and emergency contacts using the available profile sections.
5. Verify the saved record and give the employee the approved sign-in instructions.

Use promotion, transfer, resignation, termination or employee exit records for changes to employment. Review outstanding approvals, assets and payroll with the responsible team during an exit.

Record attendance and correct mistakes

1. Employees use Clock In when starting work and Clock Out when finishing, if enabled.
2. HR reviews attendance for the correct employee and date. Check the shift, recorded times and status.
3. For a missed or incorrect punch, use the available correction request or authorised attendance update action. Add the reason.
4. Review the corrected day again and check whether related working hours need attention.

Attendance and task timers are separate records. A running task timer does not replace Clock In, and ending a task does not automatically finish attendance.

Configure annual leave policies and balances

1. Open Annual Leave Policies and create a policy with a clear name.
2. Choose Day Mode, Annual Entitlement and Accrual Rate / Month according to your approved company policy.
3. Assign the intended policy to employees using the available employee leave controls.
4. Review Annual Leave Balance for the employee, department and effective date.
5. If an opening balance or adjustment is needed, use the authorised balance adjustment action and record a note.

Request and approve leave

1. The employee selects the leave type, dates and reason and checks the displayed balance.
2. Submit the request and confirm it appears in the employee’s leave list.
3. The assigned approver reviews dates, entitlement and team coverage, then records the decision.
4. HR checks the final status and resulting balance. A submitted request should not be treated as approved until its approval is complete.

If a request is waiting unexpectedly, review the reporting hierarchy and final HR approvers. Negative annual leave balances are controlled by the company’s setting; HR should review the effect before enabling it.

Prepare payroll and payslips

1. Review salary templates or hourly wages and assign the correct salary information to each employee.
2. Check the payroll period, attendance, approved leave and relevant salary changes.
3. Review applicable allowances, deductions, loans and advances.
4. Generate a sample payslip and compare it with the approved calculation.
5. Generate the remaining payslips after review. Record payment through the authorised payroll workflow.
6. Use payment history and the available print, download or email actions to distribute the approved result.

Manage loans, advances and final settlement

Use the dedicated loan and advance salary records for approved employee requests and repayment tracking. Review balances and the relevant payroll period before applying deductions.

For an employee exit, HR and payroll should review leave salary, gratuity, end-of-service records, outstanding amounts and assets using the enabled screens. Verify calculations against your approved policy before finalising.

Track assets and employee requests

1. Create the asset record and the available category, vendor and location details.
2. Assign the asset to the intended employee and record its condition or supporting documents.
3. Review asset requests through the assigned approval flow.
4. Record returns, transfers or disposal through the available action and check the asset history.

Employees can use the services enabled for their account, such as requests, tickets, travel or business trips. Add a clear reason, required dates and supporting information so the reviewer can act.

Recruit, train and review performance

• Recruitment: maintain job posts, review applications and track candidates and interviews.
• Training: prepare training types and trainers, assign employee training and update its status.
• Performance: maintain indicators and appraisal records for the intended review period.
• Announcements and policies: share approved information with the intended audience.
• Awards, warnings and complaints: record the relevant details and restrict access to authorised staff.

Help employees use self-service

Employees should start with their own profile, attendance, leave and requests. The administrator controls whether employees can edit contact details, bank details, qualifications, work experience, documents, photos and other profile information.

• Check the saved profile after editing.
• Review request status before submitting the same request again.
• Report missing attendance with the employee name, work date and expected times.
• Use Field Sales visit actions separately from attendance when assigned customer visits.

Attendance devices and connected services

For an attendance-device connection, ask Zeyora to confirm the supported connection and arrange setup. Your HR team should provide the device employee codes, confirm each employee mapping and verify a sample day after activation.

If punches are delayed or missing, check the affected employee code, date and recorded device time, then contact support. Zeyora handles technical connection investigation. Keep employee names and contact details accurate in the employee profile so connected services have the right information.

Review HR reports

Use the report for the question you need to answer, then set the date range and employee or department filters. Compare a sample attendance day, leave record or payslip before exporting. Reports can count different periods or statuses; check their headings before comparing totals.