Managing employee records.
WHAT THEY HOLD
Employee records and history Contracts and terms Reporting structure Leave entitlement and balances Documents Compliance records
WHAT THEY PROVIDE
One record per person, rather than files in several places Self-service, reducing administrative load Reporting on headcount and cost Evidence for audit and dispute
WHY SELF-SERVICE MATTERS MOST PRACTICALLY
Leave requests, payslips and detail updates consume disproportionate administrative time.
WHAT TO ENABLE FIRST
Employee access to their own records.
WHAT LEAVE MANAGEMENT MUST HANDLE
Entitlement by policy Accrual rules Carry-over and expiry Approval routing Public holidays
WHY CARRY-OVER RULES MATTER
They create liability that must be recorded.
WHAT ORGANISATIONAL STRUCTURE ENABLES
Approval routing, reporting, and understanding of spans.
WHAT DOCUMENT MANAGEMENT MUST ADDRESS
Sensitivity of employee records Retention obligations Access restricted to those with reason
WHY ACCESS CONTROL MATTERS ESPECIALLY HERE
Employee data is sensitive, and internal misuse is a real risk.
WHAT TO RESTRICT
Salary and personal detail, to defined roles.
WHAT TO LOG
Access to employee records.
WHAT TO ESTABLISH
Retention periods, and what happens when someone leaves.
