Documentation EMS

Employee Management
System
Contents:
1. Introduction
2. Complete Flow Chart
3. Objectives
4. Functional Requirements
5. Non-Functional Requirements
6. System Architecture
7. User pages and screens
8. Advantages of EMS
9. Disadvantages of EMS
10. Applications
11. SAAS Application
12. Glossary
13. Appendices
14. Technologies Used
15. Purpose of Documentation
16. Future Scope
17. Conclusion
1.Introduction:
Employee management system(EMS) is a software application designed to
help businesses efficiently manage their employees' information, tasks,
schedules, and performance. Here's a breakdown of some key features
typically found in an employee management system.
An Employee Management System (EMS) is a software solution designed to
streamline and automate various aspects of managing an organization's
workforce. It serves as a centralized platform for HR professionals and
Employee Management System 1

managers to handle employee-related tasks efficiently, from recruitment and
onboarding to performance management and offboarding.
Actors in employee management system:

Employees:
Employees are the primary users of the EMS. They interact with the system to
access personal information, submit leave requests, view pay stubs, update
their profiles, and participate in performance evaluations and training
programs.
Managers/Supervisors:
Managers or supervisors use the EMS to oversee and manage their team
members. They approve leave requests, conduct performance reviews, track
attendance, assign training, and access reports and analytics related to their
team's performance and productivity.
Human Resources (HR) Administrators:

HR administrators are responsible for managing the EMS and ensuring its
smooth operation. They handle tasks such as employee onboarding and
offboarding, updating employee records, processing payroll, managing benefits
and compliance, and generating reports and analytics.
System Administrators:
System administrators are responsible for the technical management and
maintenance of the EMS. They handle tasks such as system configuration, user
management, security settings, software updates, and troubleshooting
technical issues.
Finance Department:
The finance department may interact with the EMS to review payroll data, track
labor costs, reconcile financial records, and ensure compliance with accounting
standards and regulations.
Admins of employee management system:

HR Administrators:
HR administrators are responsible for managing employee-related processes

within the EMS. Their duties may include:
Employee onboarding and offboarding.
Managing employee records, including personal information, employment
history, and performance evaluations.
Processing payroll, including calculating salaries, wages, deductions, and
taxes.
Managing benefits administration, including enrollment, eligibility, and coverage
changes.
Handling leave management, including approving leave requests, tracking
balances, and enforcing leave policies.
Conducting performance evaluations and managing training and development
programs.
System Administrators:
System administrators are responsible for the technical management and
maintenance of the EMS platform. Their duties may include:
System configuration and customization, including setting up user roles,
permissions, and workflows.
Installing updates and patches, ensuring the EMS is running smoothly and
securely.
Managing integrations with other systems and services, such as payroll
providers, time and attendance systems, and HRIS platforms.
Troubleshooting technical issues and providing technical support to users.
Monitoring system performance, security, and compliance with IT policies and
standards.
Finance Administrators:
Finance administrators oversee financial aspects of the EMS, particularly
related to payroll processing and budget management. Their duties may
include:
Reviewing payroll data and ensuring accuracy of financial transactions.
Tracking labor costs and budget allocations.
Generating financial reports and analysis related to payroll expenses.
Collaborating with HR administrators to ensure compliance with financial
regulations and accounting standards.

2.Complete Flow Chart:
EMS-PROJECT?type=whiteboard&node-id=0%3A1&t=KZQ7gbyfG8Tsdh
V3-1
3.Objective
1. Employee:
Represents individual employees within the organization.
Contains attributes such as employee ID, name, contact information,

employment status, department, position, and manager.
2.User:
Represents users who interact with the EMS.
Includes attributes such as username, password, email, and role (e.g.,

employee, manager, administrator).
3.Attendance Record:
Stores data related to employee attendance and work hours.
Includes attributes such as date, time in/out, total hours worked, and any
relevant notes or comments.
4.Leave Request:
Represents a request submitted by an employee for time off.
Contains information such as the type of leave (e.g., vacation, sick

leave), start and end dates, reason for leave, and current status (e.g.,
pending, approved, rejected).
5.Performance Review:
Stores data related to employee performance evaluations.
Includes attributes such as review period, performance criteria, ratings,

comments, and goals for improvement.

6.Payroll Entry:
Represents a record of employee compensation and benefits.
Contains data such as salary, bonuses, deductions, taxes, and net pay
for a specific pay period.
7.Training Course:
Represents a training program or course available to employees.
Includes details such as course name, description, instructor, duration,

location, and prerequisites.
9.Document or File:
Stores documents and files related to employee management.
Includes HR documents, contracts, policies, certifications, and

performance reviews.
10.Department:
Represents organizational units or departments within the company.
Contains attributes such as department name, manager, location, and

hierarchy.
11.Task or Assignment:
Represents tasks or assignments assigned to employees.
Contains details such as task description, due date, priority, and status
(e.g., pending, in progress, completed).
12.Report:
Represents generated reports and analytics.
Includes data such as attendance summaries, leave balances,

performance metrics, and payroll summaries.
4.Functional Requirements:
1. Employee Information Management:

Storing and managing employee data, including personal details, contact
information, employment history, and job-related information.
Updating and maintaining employee records with changes in

employment status, roles, or personal information.
2.Attendance Tracking:
Recording and tracking employee attendance, including clock-in/clock-

out times, work hours, breaks, and any attendance exceptions.
Generating attendance reports and summaries to monitor employee

attendance patterns and trends.
3.Leave Management:
Managing employee leave requests, including vacation, sick leave,

personal leave, and other types of time off.
Allowing employees to submit leave requests, managers to review and

approve requests, and HR administrators to track leave balances and
accruals.
Automating leave calculation and approval processes to ensure accurate

and timely leave management.
4.Performance Evaluation:
Conducting performance evaluations and assessments for employees

based on predefined performance criteria and goals.
Documenting performance feedback, ratings, and comments from

managers and supervisors.
Setting performance goals and development plans for employees to

improve performance and career growth.
5.Payroll Processing:
Processing payroll for employees, including calculating salaries,

deductions, taxes, and benefits.
Generating pay stubs, tax forms (e.g., W-2, 1099), and other payroll-
related documents.
Automating payroll calculations and tax deductions to ensure accuracy

and compliance with regulatory requirements.
6.Training and Development:

Managing employee training programs, courses, and certifications.
Tracking employee training progress, completion status, and

certifications.
Assigning training courses based on job roles, skill requirements, and

career development plans.
7.HR Analytics and Reporting:
Generating reports and analytics on various HR metrics, such as

employee attendance, leave usage, performance evaluations, turnover
rates, and training effectiveness.
Analyzing data to identify trends, patterns, and areas for improvement in

workforce management.
8.Document Management:
Storing and managing HR-related documents and files, such as

contracts, policies, employee handbooks, and performance reviews.
Ensuring document security, version control, and compliance with

regulatory requirements.
Providing easy access to documents for employees, managers, and HR

administrators.
9.Employee Self-Service:
Offering self-service capabilities for employees to access and manage

their HR-related information, such as updating personal details, viewing
pay stubs, submitting leave requests, and accessing company policies.
10.Compliance and Security:
Ensuring compliance with labor laws, regulations, and organizational

policies.
Implementing security measures to protect sensitive employee data and

ensure data privacy, including role-based access controls, encryption,
and audit trails.
11.Employee Engagement and Feedback:
Employee surveys and feedback collection
Recognition and rewards programs

Employee satisfaction and morale tracking
Exit interviews and feedback analysis

12.Communication and Collaboration:
Internal communication tools (chat, messaging)
Employee directory and organizational chart
Team collaboration spaces
Announcement and notification features
13.Benefits Administration:
Enrollment in employee benefits programs (healthcare, retirement,

etc.)
Benefits eligibility and enrollment tracking
Open enrollment management
Benefits deductions and contributions tracking
14.Offboarding and Separation:
Exit interviews and offboarding workflows
Equipment and asset return management
Documentation and record-keeping
Employee offboarding surveys
15.Employee Performance Tracking:
Continuous performance tracking and feedback
Goal alignment and tracking progress
Performance improvement plans (PIPs)
360-degree feedback assessments
16.Skill and Competency Management:
Skills inventory management
Competency assessment and tracking
Identifying skill gaps and training needs
Succession planning and talent development

17.Shift Management:
Shift scheduling and rotation
Shift swapping and adjustments
Overtime management and approval
Shift differential calculations
18.Employee Recognition and Rewards:
Employee recognition programs
Peer-to-peer recognition
Reward points and redemption options
Recognition analytics and reporting
19.Safety and Incident Reporting:
Incident reporting and tracking
Safety training compliance tracking
OSHA compliance management
Safety incident investigation workflows
20.Workforce Planning and Forecasting:
Demand forecasting and workforce planning
Predictive analytics for staffing needs
Scenario planning for workforce changes
Budgeting and resource allocation
21.Employee Surveys and Feedback:
Pulse surveys for real-time feedback
Employee engagement surveys
Culture and climate surveys
Action planning based on survey results
22.Mobile Access and Apps:
Mobile-friendly interface for accessing EMS features
Mobile apps for on-the-go access

Clock-in/clock-out functionality via mobile devices
Push notifications for important updates

23.Document Management:
Centralized repository for HR documents
Document version control and access permissions
Electronic signature integration for document signing
Document expiry and renewal reminders
24.Employee Assistance Programs (EAP):
Access to EAP services and resources
Mental health support programs
Referral services for counseling and support
Tracking usage and effectiveness of EAP services
5.Non-Functional Requirements:
1. Performance:
The system should respond to user requests within a specified time

frame, ensuring optimal performance even under high loads.
It should be able to handle a large number of concurrent users without

experiencing degradation in performance.
2. Scalability:
The system should be scalable to accommodate an increasing number

of employees and users as the organization grows.
It should support scalability in terms of data storage, processing power,

and network bandwidth.
3. Reliability:

The system should be reliable, with minimal downtime and high
availability to ensure continuous access for users.
It should have built-in mechanisms for fault tolerance, recovery, and

disaster recovery.
4. Security:
The system should enforce strict access controls and authentication

mechanisms to protect sensitive employee data from unauthorized
access.
It should comply with industry standards and regulations for data

security and privacy, such as GDPR, HIPAA, or SOC 2.
5. Usability:
The system should be user-friendly and intuitive, with a clear and

consistent user interface.
It should provide support for multiple languages, accessibility features,

and customization options to accommodate diverse user needs.
6. Maintainability:
The system should be easy to maintain and update, with modular

architecture and well-documented code.
It should support version control, code repositories, and automated

testing to facilitate continuous integration and deployment.
7. Interoperability:
The system should be compatible with other systems and applications

commonly used in the organization, such as accounting software, email
clients, or HRIS platforms.
It should support standard data exchange formats and APIs for

seamless integration with third-party systems.
8. Compliance:
The system should comply with relevant industry regulations, legal

requirements, and organizational policies.
It should undergo regular audits and security assessments to ensure

compliance with applicable standards and guidelines.
9. Performance Load:

The system should be able to handle a specified number of concurrent
users and transactions without exceeding predefined performance
thresholds.
It should be tested under load conditions to verify its performance

capabilities and identify potential bottlenecks.
10. Data Integrity:
The system should ensure the integrity and accuracy of employee data
by implementing data validation, error handling, and data encryption
mechanisms.
It should provide backup and recovery procedures to protect against

data loss or corruption.
6. System Architecture:
1. Application Layer:
The Application Layer contains the core logic and functionalities of the
EMS. It includes:
User Management: Handles user authentication, authorization, and

role-based access control.
Employee Information Management: Manages employee data,

including CRUD operations on employee records.
Attendance Tracking: Tracks employee attendance and work hours,

including clock-in/clock-out functionality.
Leave Management: Manages employee leave requests, approvals,

and balances.
Performance Evaluation: Conducts performance evaluations, sets

goals, and provides feedback.
Payroll Processing: Calculates employee salaries, deductions, taxes,

and benefits.
Training and Development: Manages employee training programs,

courses, and certifications.
Reporting and Analytics: Generates reports and analytics on HR

metrics and trends.

2.Business Logic Layer:
The Business Logic Layer contains the business rules and processes
that govern the behavior of the EMS. It includes:
Validation rules for user inputs and data integrity.
Workflow rules for processing leave requests, performance

evaluations, and payroll.
Calculation rules for calculating employee salaries, deductions, and

taxes.
Business rules for generating reports and analytics based on user

queries.
3.Data Access Layer:
The Data Access Layer manages the interaction with the underlying data
storage systems. It includes:
Database Management System (DBMS) for storing and retrieving

employee data, attendance records, leave requests, payroll
information, and training data.
APIs and data access methods for accessing and manipulating data
stored in the database.
Data caching mechanisms for improving performance and reducing

latency.
4.Integration Layer:
The Integration Layer facilitates communication and integration with

external systems and services. It includes:
APIs and web services for integrating with third-party applications,

such as accounting software, time and attendance systems, and
HRIS platforms.
Message queues and event-driven architecture for asynchronous

communication and event processing.
Data transformation and mapping tools for converting data formats

and protocols between different systems.
4.Infrastructure Layer:

The Infrastructure Layer comprises the underlying hardware and
network infrastructure that supports the operation of the EMS. It
includes:
Servers, virtual machines, or containers for hosting the EMS

application and database.
Network infrastructure for connecting users to the EMS, including

routers, switches, and firewalls.
Cloud infrastructure services, such as compute, storage, and

networking services, for scalable and reliable deployment of the
EMS.
7.User Pages and Screens:

Employee:
1.Signup Page:
It is mail Id verification Page.
When mail Id enter it will sent Verification code to entered Gmail.
2.OTP Verification Page:

Here we can enter received verification code.
3.Login Page:
Enter mail Id and Password in this page.
4.Invalid Username/Password:
Entered mail Id and Password is incorrect, showing error page.
5.Password Reset Page:

If we forget the password. Then we can provide our mail ld to get link.
6.Confirm Password Page

We can reset the password here.
7.Forgot Password
We can Enter new password.
8.Dashboard
Tracked Hours
Activities
Upcoming holidays
9.Time-sheets
Time-sheets
Weekly-time sheet
Total working hours
10.Time-off
Overview
11.Work-schedules
Schedules
Breaks
Overtime Rules
12.Personal information
Employee Info
Education
Skills
Bank Info
Leave Details
Employment History

Contact information
13.About us
Mission and vision
History and background
Leadership and staff information
14.Help/Support Center
Contact Us
FAQ’S
customer support
15.Terms and Conditions

Privacy-policy
terms and condition
16.Account
User details
Privacy
17.Clock
Clock In
Break In
Break Out
Clock Out
18.Social Media Integration

Links to the organization's social media profiles
Social sharing buttons for news and updates
19.Self Services

My performance
Expenses
Org Chat
Pay slips
IT Declaration
Holidays
Tasks
20.HR Management
My Request
Create Hr Request
21.Logout:
Account has been logged out.
Employer:
1.Signup Page:

3.Login Page:

6.Confirm Password Page:

7.Dashboard:
Tracked hours
Activities
Upcoming holidays
8.Leave Management:
Employee leave reports
Pending leave approval
Approved leave applications
9.Profile Information:
Personal Information
Education
Contact Information
Employee Information
Aadhar and pan information
Address Information
10.Salary Management:
Employee salary details
Employee salary pending details
Employee salary credited details
11.Employee Management:
List of all employees

Adding new employee
Edit existing new employee details
Tasks
1. Create tasks
2 Assign tasks
3. Status tasks
12.Onboarding process:
Offer released
Offer accepted list
Offer reject list
Joining date share list
Onboarding complete list
13.Payroll:
Calculating salaries and taxes.
14.Training and Development:

Awaiting for training employee list
Ongoing training employee list
Training completed employee list
15.Appraisal and Promotions:

Appraisal eligible list
Promotion selected list
16.Logout:
Account has been logged out.
Admin:

1.Signup Page:

3.Login Page:

6Confirm Password Page

7.Dashboard:
Employee Activities
Employer Activities
8.Account:
Deactivation
Activation
User Registration
Authentication
9.Employee Management:
List of all employees

List of all employers
Generate reports
10.Salary Management:
Employee salary details
Employer salary details
11.Leave Management:
Generate leave Reports
Pending leave applications
Approved leave applications
12.Department Management:
Hr Department
Accounts Departments
CRM Department
13.Manage Roles and Permissions:

Assigning permissions by using role
14.Attendance Management:
Employee attendance reports
Employer attendance reports
Edit employee/employer attendance
15.Profile Information:
Personal Information
Education
Contact Information
Employee Information

Aadhar and pan information
Address Information
16.Logout:
The account has been logged out.
8.Advantages of EMS:
Efficiency:
EMS automates repetitive HR tasks such as payroll processing, leave
management, and attendance tracking, saving time and reducing manual
errors.
It streamlines workflows and eliminates paperwork, enabling HR professionals
to focus on strategic initiatives and employee engagement.
Accuracy:
By centralizing employee data and processes, EMS ensures data consistency

and accuracy across the organization.
Automated calculations and processes minimize errors in payroll processing,
leave accruals, and compliance reporting.
Compliance:
EMS helps organizations comply with labor laws, regulations, and internal
policies by enforcing standardized processes and documentation.
It provides audit trails, reports, and notifications to ensure adherence to legal
requirements and deadlines.
Transparency:
EMS provides employees with self-service portals where they can access and
update their personal information, view pay stubs, submit leave requests, and
track their attendance.
Transparency in HR processes fosters trust and engagement among
employees, leading to higher satisfaction and retention rates.
Cost Savings:

By automating manual processes and reducing paperwork, EMS lowers
administrative costs and improves operational efficiency.
It minimizes the risk of errors and compliance violations, avoiding potential
fines and penalties associated with non-compliance.
Employee Satisfaction
9.Disadvantages of EMS:
Cost of Implementation and Maintenance:
Implementing an EMS can be costly, involving upfront expenses for software
licenses, customization, integration, and training.
Ongoing maintenance costs, including software updates, support, and license
renewals, can also add to the total cost of ownership.
Complexity and Customization Challenges:

EMS solutions may be complex and require customization to align with the
unique needs and workflows of an organization.
Customization can be time-consuming and costly, and may require specialized
technical expertise.
Resistance to Change:
Introducing an EMS may face resistance from employees who are accustomed
to traditional HR processes or fear job displacement due to automation.
Resistance to change can hinder adoption and undermine the success of the
EMS implementation.
Data Privacy and Security Risks:

Centralizing sensitive employee data in an EMS poses risks related to data
privacy, security breaches, and unauthorized access.
Organizations must implement robust security measures, encryption protocols,
and access controls to protect employee information from cyber threats and
data breaches.
Dependency on Technology:
Organizations become reliant on the EMS for critical HR functions, making them
vulnerable to disruptions in technology, such as system outages, downtime, or
software bugs.

Dependency on technology may also pose challenges during system upgrades
or migration to new platforms.
Training and User Adoption Issues:

Employees and HR staff may require training to effectively use the EMS, which
can be time-consuming and disrupt productivity.
Poor user adoption or inadequate training may lead to underutilization of the
EMS and limit its effectiveness in achieving organizational objectives.
Lack of Flexibility and Scalability:

Some EMS solutions may lack flexibility and scalability to accommodate
changes in organizational structure, workforce size, or business requirements.
Customizing or scaling the EMS to meet evolving needs may be challenging
and require additional investment.
10.Applications of EMS:
1. Corporate Organizations:
Large corporations and multinational companies use EMS to efficiently

manage their workforce spread across different departments, locations,
and regions.
EMS helps streamline HR processes such as employee onboarding,

attendance tracking, leave management, performance evaluation, and
payroll processing.
2. Small and Medium-sized Enterprises (SMEs):
SMEs utilize EMS to automate manual HR tasks, improve operational

efficiency, and reduce administrative overhead.
EMS allows SMEs to manage employee data, attendance, leave,

performance, and payroll in a centralized and cost-effective manner.
3. Educational Institutions:
Schools, colleges, and universities use EMS to manage faculty, staff,

and student employees.
EMS helps educational institutions track faculty attendance, manage

leave requests, conduct performance evaluations, and facilitate training

and development programs.
4. Healthcare Organizations:
Hospitals, clinics, and healthcare facilities use EMS to manage their

healthcare workforce, including doctors, nurses, and support staff.
EMS assists healthcare organizations in scheduling shifts, tracking

employee certifications and licenses, and ensuring compliance with
healthcare regulations.
5. Retail and Hospitality Industry:
Retail stores, restaurants, hotels, and hospitality businesses use EMS to

manage their frontline employees, including sales associates, servers,
and housekeeping staff.
EMS helps schedule shifts, track attendance, manage time-off requests,

and monitor employee performance in retail and hospitality settings.
11.SAAS Application:
Ems is a SAAS based application which we are using.
“SAAS" stands for "Software as a Service." It is a software distribution

model where applications are hosted by a third-party provider and
made available to customers over the internet. In a SaaS model, users
access the software through a web browser or application interface,
rather than downloading and installing it on their own computers or
servers.
12.Glossary:
1. Functionalities
2.Non-Functionalities
3.Objectives
4.Screens& Pages
5.Applications
6.Reference Websites

13.Appendices:
Keka
Suma payroll
Paycom
One pay
14.Technologies Used:
Java Script
Nodejs
15.Future Scope:
The future scope for Employee Management Systems (EMS) is promising, with
advancements in technology and evolving workforce dynamics driving
innovation in HR practices. Here are some areas of future growth and
development for EMS:
AI and Machine Learning Integration:
AI and machine learning algorithms can analyze large volumes of employee

data to identify trends, predict future workforce needs, and provide
personalized recommendations for talent management, skill development, and
performance improvement.
AI-powered chatbots can enhance employee self-service capabilities by
providing instant support and assistance for routine HR inquiries, reducing the
burden on HR staff.
Predictive Analytics for HR Decision Making:

Predictive analytics tools can forecast employee turnover, identify flight risks,
and recommend retention strategies to proactively address talent attrition.
Predictive models can optimize workforce planning, recruitment strategies, and
succession planning by analyzing historical data and predicting future
workforce trends.
16.Purpose of Documentation:

The purpose of this document is to describe the functionality and
specifications of the design
of a web application for Managing Employees and their payroll. The expected
audiences of this
document are the developers and the admin of the web application. Now with
the help of this
system the admin has the information on his finger tips and can easily
prepare a good record
based on their requirements.
17.Conclusion:
In conclusion, the Employee Management System (EMS) represents a
pivotal tool for modern organizations seeking to optimize their workforce
management processes, enhance employee experience, and drive business
success.
Through automation, analytics, and self-service capabilities, EMS solutions

streamline HR operations, improve efficiency, and ensure compliance with
regulatory requirements. By centralizing employee data, facilitating
communication, and enabling data-driven decision-making, EMS empowers
organizations to make informed choices, identify trends, and implement
strategies for workforce optimization.

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Employee Management

Employee Management System 1

Actors in employee management system:

Human Resources (HR) Administrators:

Admins of employee management system:

Employee Management System 2

HR administrators are responsible for managing employee-related processes

Employee Management System 3

Represents individual employees within the organization.

Contains attributes such as employee ID, name, contact information,

Represents users who interact with the EMS.

Includes attributes such as username, password, email, and role (e.g.,

Stores data related to employee attendance and work hours.

Represents a request submitted by an employee for time off.

Contains information such as the type of leave (e.g., vacation, sick

Stores data related to employee performance evaluations.

Includes attributes such as review period, performance criteria, ratings,

Employee Management System 4

Represents a record of employee compensation and benefits.

Represents a training program or course available to employees.

Includes details such as course name, description, instructor, duration,

Stores documents and files related to employee management.

Includes HR documents, contracts, policies, certifications, and

Represents organizational units or departments within the company.

Contains attributes such as department name, manager, location, and

Represents tasks or assignments assigned to employees.

Represents generated reports and analytics.

Includes data such as attendance summaries, leave balances,

1. Employee Information Management:

Employee Management System 5

Updating and maintaining employee records with changes in

Recording and tracking employee attendance, including clock-in/clock-

Generating attendance reports and summaries to monitor employee

Managing employee leave requests, including vacation, sick leave,

Allowing employees to submit leave requests, managers to review and

Automating leave calculation and approval processes to ensure accurate

Conducting performance evaluations and assessments for employees

Documenting performance feedback, ratings, and comments from

Setting performance goals and development plans for employees to

Processing payroll for employees, including calculating salaries,

Automating payroll calculations and tax deductions to ensure accuracy

6.Training and Development:

Employee Management System 6

Tracking employee training progress, completion status, and

Assigning training courses based on job roles, skill requirements, and

7.HR Analytics and Reporting:

Generating reports and analytics on various HR metrics, such as

Analyzing data to identify trends, patterns, and areas for improvement in

Storing and managing HR-related documents and files, such as

Ensuring document security, version control, and compliance with

Providing easy access to documents for employees, managers, and HR

Offering self-service capabilities for employees to access and manage

10.Compliance and Security:

Ensuring compliance with labor laws, regulations, and organizational

Implementing security measures to protect sensitive employee data and

11.Employee Engagement and Feedback:

Employee surveys and feedback collection

Recognition and rewards programs