Make organizational appointments the sole source of authority and processes, and have attendance, performance, and compensation use the same trusted input—digital HR should prioritize trustworthiness before pursuing refinement.
The day after a transfer takes effect, approvals still hunt the old manager; attendance exceptions explode at month-end; piecework and clocks disagree—HR trust usually fails before formulas do. JEDP-EHR covers recruit/preboard, org HR, attendance/leave, performance, and payroll, with master data inheriting org permissions and effective-dated transfers driving approver switches.
Freeze inputs before payroll, rather than tuning formulas first. Align organization, attendance, and performance first, and put formulas after those inputs can be trusted. Reuses the org and permission engines; piecework can consume MES reported quantity when the project enables it.
The table lists the modules under the six capabilities, and how a rule advances the next document. Approval, judgment, and write-off stay with a person.
| Core Capabilities | Modules in scope | Rule advance |
|---|---|---|
| Recruiting & Pre-boarding | Pre-boarding documents and permission switch on the start date | Formal permissions replace the minimum set only on the hire effective date. |
| Org/HR Master Data | Departments, positions, assignments, join-move-leave, and contract or certificate printing | The approver switches on the transfer effective date. Exit creates the contract termination record. |
| Attendance & Leave | Shifts, schedules, leave and overtime, clock results, and exception summaries | Shift groups are scheduled by rule. Exceptions close before the payroll window. |
| Performance Closed Loop | Indicator library, in-cycle review, and pay only after calibration | Uncalibrated results do not enter variable pay. |
| Payroll Calculation | Trial, review, lock, social insurance and housing fund, and piece-rate reconciliation | Attendance and performance freeze before payroll. After lock, only an adjustment document can change them. |
| Employee & Manager Self-service | Employee inquiry and approval, manager approval | Inquiry and approval follow the assignment. A concurrent post is withdrawn when it expires. |
Design-time speeds up hire, transfer, and exit flows, attendance exceptions, and payroll flows. Runtime can query and complete reviews within that person's own permissions through the API; it does not change locked pay directly and does not approve for someone else.
Staffing, attendance, performance distribution, and labor costs can be displayed on HR and business dashboards; consistent with the organizational tree dimension, supporting discussions on staffing and costs, avoiding having separate tables for HR and finance.
Overseas employees can enable the tenant language themselves, with untranslated content falling back to the original text; key information in leave requests, exception confirmations, and pay slips is prioritized for readability to reduce frontline misunderstandings and repeated inquiries.
Subsidiaries can be separated by environment, isolating human resources and payroll data; group reports are consolidated within the authorized scope, meeting compliance, privacy, and multi-legal-entity payroll boundaries.
EHR owns assignments, attendance exceptions, performance results, and payroll. Permissions reuse the organization and permission engines. Organization charts stay in the organization engine; EHR does not keep a second org tree. Piece-rate quantity can consume MES reporting when that scope is on.
The integration point with the organization/permission engine is the effective date switch; with MES it is piecework output (optional); with PMS it is project hours (optional). First, ensure that 'transfer order — permissions — deductions — payroll items' can be clearly explained, then optimize complex formulas.
| Breakpoint | Common cause | Control lever |
|---|---|---|
| After the job transfer, approval still goes to the old manager | Effective Date of Appointment Not Linked | Organization Engine Appointment + Process Analysis |
| Attendance anomalies are only processed at the end of the month | No category and no time limit | Abnormal SLA Pre-salary Confirmation Window |
| Piecework and MES output are inconsistent | No reconciliation for the interface | Work Report Freeze + Variance Adjustment Form |
| Performance results cannot lead to a salary increase | Archive before calibration is completed | Performance Lock Rules + Application Gate |
| Organize dual master data | HR Self-Built Department Tree | The only maintenance entry for the organizational engine |
| Holding multiple positions can see the entire company's salaries | Privileges did not follow the position | Permission Engine Row Level + Concurrent Post Scope |
| Arbitrarily change attendance after payday | Unlocked and Adjustment Order | Issuance Lock + Retroactive Adjustment |
Primary Responsibility:The organizational tree and position master data are primarily managed by the organizational engine, while the EHR is primarily responsible for HR processes, attendance results, performance applications, and payroll distribution processes; the permissions/process handlers consume the organizational position and permission engine rules.
Integration Direction (Typical):Organization Engine ←→ Position Synchronization; MES → Piecework Output (Optional); PMS → Project Working Hours (Optional); ERP → Cost Center/Financial Posting (By Project); Enterprise WeChat/OA → To-do and Single Sign-on. Attendance Machine/Mobile Clock-in Data Must Have Rules for Invalid Entries and Make-up Clock-ins.
HR digitalization should first accept the trusted chain of organization—permissions—attendance—payroll; solution scenario cards should not fabricate customer names and percentages.
For common questions about the capabilities on this page, take a look here first; if you still have questions, you can contact us.
Covers recruiting collaboration, pre-boarding forms, document review, and onboarding. Hire date must take effect the same day as org assignment and the permission pack. Who reviews pre-boarding files must be written down, or the person is on site while the system still routes to the old manager.
The organizational tree and positions use the platform organization engine as the sole master data; EHR organizational HR covers staffing, employee records, and onboarding, transfers, and departures processes, with permissions inherited according to organizational positions. The effective date of the transfer order drives the switching of permission packages and approvers, avoiding the need to create a separate address book in the HR system.
Yes. Shifts, overtime, leave, and scheduling rules are configurable; exceptions should become to-dos instead of month-end spreadsheet matching. Clock protocols and raw punches stay on the device side; EHR consumes results and keeps an approval trail.
Appraisal results can feed variable pay and payroll, but only after approval. Uncalibrated results must not change pay directly. After payroll lock, related fields are read-only and audit can restore the definition.
Provides talent maps, reviews, and employee / manager self-service inquiry and approval. Review results do not automatically change pay or permissions; assignment, payroll, and access still go through the org engine and EHR processes.