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- Security Services HRMS
- Implementation
How a Security Services HRMS rollout works
Start with one employing entity and an operating cycle that proves the hiring, leave, time and pay handoffs.
Agree ownership
Assign the configured roles and decide who reviews openings, offers, leave, time and payroll. Confirm the legal entity and country used in the pilot.
Prepare people structure
Load departments, locations, positions, pay grades and employees. Check manager, entity and payroll calendar on representative workers.
Set policy
Review leave types and balances, calendar frequency and cutoff, benefit plans, tax jurisdictions and relevant courses with the people and payroll owners.
Rehearse work
Take an opening through an offer and employee handoff. Submit leave and a weekly timesheet, then trace the approved hours to one pay statement.
Review release
Compare statement lines with the run totals, record the named approval and check payment and filing outcomes before closing the period.
What the customer provides
Bring the employing entity and worker list, reporting lines, positions, current pay terms, leave rules and opening balances. Payroll specialists provide the applicable tax and deduction rules. Recruiters bring open requisitions and candidate consent practices. L&D Admin brings the active course list and any existing certificates. Decide which external calendar, learning and payment systems provide source confirmations.
Changing it afterwards
Use dated employment history for changes in position, manager or compensation. Keep old pay statements and training records as history. Add a new entity or country only after its calendar, benefits, taxes and permissions are checked with a representative period. Rehearse corrections on a small set of records before changing the operating process for everyone.
Set up Security Services HRMS your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.