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- HRMS with Grievance Management
- Implementation
How a HRMS with Grievance Management rollout works
Start with one employee group and one pay calendar, then expand after the handoffs work.
Map the organization
Agree entities, countries, departments, locations, positions, pay grades and payroll calendars. Decide which people can edit each record.
Bring in employee records
Import a small group with managers, positions and hire dates. Compare the register with dated employment history.
Rehearse hiring
Use a vacant position, a requisition, an application, an interview and an approved offer. Carry the accepted outcome into an employee checklist.
Run time and pay
Submit leave and weekly hours, obtain the named decisions, then reconcile a payroll run and employee statements for one period.
Add development work
Open a review cycle and assign a course. Check review release, training completion and expiration monitoring.
What the customer provides
Provide the employee and position structure, pay grades, payroll calendars, leave types, approval owners and existing record identifiers. For a first cycle, choose a representative employee, hiring case, timesheet, leave request and pay statement. Identify who receives bank, signature and filing confirmations.
Changing it afterwards
Use dated employment history when assignments or pay change. Review the effect on payroll calendars, leave balances and learning assignments before the next run. Test a changed approval owner and a rejected request alongside a normal case. Keep old records and their original outcomes available when policy changes.
Set up HRMS with Grievance Management your way.
Start free, then use Proto to change fields, steps and approvals before your team goes live.