[{"data":1,"prerenderedAt":85},["ShallowReactive",2],{"legacy:product\u002Fehr:en":3},{"id":4,"title":5,"description":6,"keywords":7,"author":8,"robots":9,"bodyClass":10,"image":11,"jsonld":12,"html":84},"product\u002Fehr","JEDP-EHR Human Resources System - JEDP Digital Platform","JEDP-EHR Human Resources System: recruiting and pre-onboarding, organization and personnel, attendance and leave, performance review and payroll modeled as one, with master data inherited along organization permissions and self-service query and approval for employees and managers.","JEDP, EHR, HR, recruiting, organizational personnel, attendance, performance, compensation, digital platform, Lang Bowan","Shenzhen Langbowan Information Technology Co., Ltd.","index, follow","page-products","https:\u002F\u002Fwww.jedp.cn\u002Fres\u002Fimages\u002Fproduct\u002Fehr-slide6.webp",[13,30,58],{"@context":14,"@type":15,"itemListElement":16},"https:\u002F\u002Fschema.org","BreadcrumbList",[17,22,26],{"@type":18,"position":19,"name":20,"item":21},"ListItem",1,"Home","https:\u002F\u002Fwww.jedp.cn\u002F",{"@type":18,"position":23,"name":24,"item":25},2,"Products","https:\u002F\u002Fwww.jedp.cn\u002Fproducts",{"@type":18,"position":27,"name":28,"item":29},3,"JEDP-EHR Human Resources","https:\u002F\u002Fwww.jedp.cn\u002Fproduct\u002Fehr",{"@context":14,"@type":31,"@id":32,"name":28,"applicationCategory":33,"applicationSubCategory":34,"operatingSystem":35,"inLanguage":36,"description":6,"url":29,"provider":40,"isPartOf":42,"offers":44,"featureList":51},"SoftwareApplication","https:\u002F\u002Fwww.jedp.cn\u002Fproduct\u002Fehr#software","BusinessApplication","Human Resources System","Web (browser access; SaaS multi-tenant, private deployment assessed by scenario)",[37,38,39],"zh-CN","zh-TW","en",{"@id":41},"https:\u002F\u002Fwww.jedp.cn\u002F#organization",{"@id":43},"https:\u002F\u002Fwww.jedp.cn\u002F#software",{"@type":45,"url":46,"availability":47,"priceSpecification":48},"Offer","https:\u002F\u002Fwww.jedp.cn\u002Fcontact?from=ehr","https:\u002F\u002Fschema.org\u002FInStock",{"@type":49,"priceCurrency":50},"PriceSpecification","CNY",[52,53,54,55,56,57],"Recruiting & Pre-boarding: Resume to pre-onboarding task checklist; pre-onboarding only grants minimal permissions, and the formal permission package is switched on the effective date of employment. This avoids security and compliance risks caused by \"having formal system permissions before an employee has officially joined.\"","Org\u002FHR Master Data: Departments, positions, appointments, and reporting relationships are unified; primary\u002Fsecondary positions, secondments, and acting positions have defined durations and data scopes. Once the transfer order takes effect, it drives permissions and approvers, eliminating the ghost approvals of the former manager.","Attendance & Leave: Shifts, overtime, leave, and exception categories, response time limits, and the pre-salary confirmation window can be configured. Exceptions are closed after they occur, rather than handled by HR consolidating tables at the end of the month, leaving employees questioning things without clear answers.","Performance Closed Loop: KPI repository, goal alignment, process review, calibration, and applying results to variable pay\u002Fdevelopment. No calibration, no salary increase, to prevent assessments from becoming a year-end form-filling exercise and results from being inexplicable.","Payroll Calculation: Support for trial calculation of time-based\u002Fpiece-based\u002Fallowances and social security\u002Fpublic fund items—review—approval—locking. After issuance is locked, only adjustment forms are used; any selected wage items should be able to trace back to organization\u002Fattendance\u002Fpiecework input documents.","Employee & Manager Self-service: Employee\u002Fmanager inquiries and approvals should be consistent with the scope and organizational permissions. It is prohibited to \"grant permanent permissions for convenience\"; proxies and dual roles must be revocable, and operations must be auditable.",{"@context":14,"@type":59,"@id":60,"mainEntity":61},"FAQPage","https:\u002F\u002Fwww.jedp.cn\u002Fproduct\u002Fehr#faq",[62,68,72,76,80],{"@type":63,"name":64,"acceptedAnswer":65},"Question","Can the process from recruitment to onboarding be fully closed-loop?",{"@type":66,"text":67},"Answer","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.",{"@type":63,"name":69,"acceptedAnswer":70},"How do organization and permissions interact?",{"@type":66,"text":71},"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.",{"@type":63,"name":73,"acceptedAnswer":74},"Can attendance scheduling rules be configured?",{"@type":66,"text":75},"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.",{"@type":63,"name":77,"acceptedAnswer":78},"How are performance evaluations linked to compensation?",{"@type":66,"text":79},"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.",{"@type":63,"name":81,"acceptedAnswer":82},"What about talent inventory and employee self-service?",{"@type":66,"text":83},"Provides talent maps, reviews, and employee \u002F 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.","\u003Csection class=\"product-detail-section page-section\">\n    \u003Cdiv class=\"detail-container\">      \u003Cnav class=\"breadcrumb\" aria-label=\"Breadcrumb\">\n        \u003Ca href=\"\u002F\">Home\u003C\u002Fa>\n        \u003Cspan class=\"breadcrumb-sep\">\u002F\u003C\u002Fspan>\n        \u003Ca href=\"\u002Fproducts\">Products\u003C\u002Fa>\n        \u003Cspan class=\"breadcrumb-sep\">\u002F\u003C\u002Fspan>\n        \u003Cspan>EHR\u003C\u002Fspan>\n      \u003C\u002Fnav>\n      \u003Cdiv class=\"product-detail\">\n        \u003Cdiv class=\"detail-header\">\n          \u003Cdiv class=\"detail-icon\">\u003Ci class=\"fas fa-user-tie\">\u003C\u002Fi>\u003C\u002Fdiv>\n          \u003Cdiv>\n            \u003Ch1>JEDP-EHR Human Resources\u003C\u002Fh1>\n            \u003Cp class=\"detail-subtitle\">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.\u003C\u002Fp>\n          \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"detail-content\">\n                    \u003Cdiv class=\"detail-section\">\n            \u003Ch2>Solution Positioning\u003C\u002Fh2>\n            \u003Cp class=\"detail-lead\">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\u002Fpreboard, org HR, attendance\u002Fleave, performance, and payroll, with master data inheriting org permissions and effective-dated transfers driving approver switches.\u003C\u002Fp>\n            \u003Cp class=\"detail-lead\">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.\u003C\u002Fp>\n          \u003C\u002Fdiv>\n\u003Cdiv class=\"detail-section\">\n            \u003Ch2>Where It Fits\u003C\u002Fh2>\n            \u003Cul class=\"pain-list\">\n              \u003Cli>The transfer order has taken effect, but reimbursements and approvals still go through the old manager; the boundaries of concurrent positions, secondments, and delegated authorities are unclear, and the accumulation of authority debt is increasing.\u003C\u002Fli>\n              \u003Cli>Attendance anomalies are handled manually by HR at the end of the month, making it difficult to explain deductions to employees. The rules are not systematized, and the pre-salary window is effectively nonexistent.\u003C\u002Fli>\n              \u003Cli>Multiple performance schemes coexist without calibration or application of results, turning assessments into an end-of-year form-filling game, and the basis for variable pay is unreliable.\u003C\u002Fli>\n              \u003Cli>Piece-rate, hourly, and attendance systems are inconsistent, trial calculations are repeated before payroll, and lack of disciplinary freeze leads to 'arguments every time calculations are made'\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"detail-section\">\n            \u003Ch2>Core Process\u003C\u002Fh2>\n            \u003Col class=\"process-flow-steps\">\n              \u003Cli>Recruiting pre-board\u003C\u002Fli>\n              \u003Cli>Org & Assignments\u003C\u002Fli>\n              \u003Cli>Attendance & Leave\u003C\u002Fli>\n              \u003Cli>Performance Review\u003C\u002Fli>\n              \u003Cli>Payroll\u003C\u002Fli>\n            \u003C\u002Fol>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"detail-section\">\n            \u003Ch2>Core Capabilities\u003C\u002Fh2>\n            \u003Cul class=\"capability-list\">\n              \u003Cli>\u003Cstrong>Recruiting & Pre-boarding\u003C\u002Fstrong>\u003Cspan>Resume to pre-onboarding task checklist; pre-onboarding only grants minimal permissions, and the formal permission package is switched on the effective date of employment. This avoids security and compliance risks caused by \"having formal system permissions before an employee has officially joined.\"\u003C\u002Fspan>\u003C\u002Fli>\n              \u003Cli>\u003Cstrong>Org\u002FHR Master Data\u003C\u002Fstrong>\u003Cspan>Departments, positions, appointments, and reporting relationships are unified; primary\u002Fsecondary positions, secondments, and acting positions have defined durations and data scopes. Once the transfer order takes effect, it drives permissions and approvers, eliminating the ghost approvals of the former manager.\u003C\u002Fspan>\u003C\u002Fli>\n              \u003Cli>\u003Cstrong>Attendance & Leave\u003C\u002Fstrong>\u003Cspan>Shifts, overtime, leave, and exception categories, response time limits, and the pre-salary confirmation window can be configured. Exceptions are closed after they occur, rather than handled by HR consolidating tables at the end of the month, leaving employees questioning things without clear answers.\u003C\u002Fspan>\u003C\u002Fli>\n              \u003Cli>\u003Cstrong>Performance Closed Loop\u003C\u002Fstrong>\u003Cspan>KPI repository, goal alignment, process review, calibration, and applying results to variable pay\u002Fdevelopment. No calibration, no salary increase, to prevent assessments from becoming a year-end form-filling exercise and results from being inexplicable.\u003C\u002Fspan>\u003C\u002Fli>\n              \u003Cli>\u003Cstrong>Payroll Calculation\u003C\u002Fstrong>\u003Cspan>Support for trial calculation of time-based\u002Fpiece-based\u002Fallowances and social security\u002Fpublic fund items—review—approval—locking. After issuance is locked, only adjustment forms are used; any selected wage items should be able to trace back to organization\u002Fattendance\u002Fpiecework input documents.\u003C\u002Fspan>\u003C\u002Fli>\n              \u003Cli>\u003Cstrong>Employee & Manager Self-service\u003C\u002Fstrong>\u003Cspan>Employee\u002Fmanager inquiries and approvals should be consistent with the scope and organizational permissions. It is prohibited to \"grant permanent permissions for convenience\"; proxies and dual roles must be revocable, and operations must be auditable.\u003C\u002Fspan>\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"detail-section\">\n            \u003Ch2>Scope of functions\u003C\u002Fh2>\n            \u003Cp class=\"detail-lead\">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.\u003C\u002Fp>\n            \u003Cdiv class=\"table-scroll\">\u003Ctable>\u003Cthead>\u003Ctr>\u003Cth>Core Capabilities\u003C\u002Fth>\u003Cth>Modules in scope\u003C\u002Fth>\u003Cth>Rule advance\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\u003Ctbody>\u003Ctr>\u003Ctd>Recruiting & Pre-boarding\u003C\u002Ftd>\u003Ctd>Pre-boarding documents and permission switch on the start date\u003C\u002Ftd>\u003Ctd>Formal permissions replace the minimum set only on the hire effective date.\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Org\u002FHR Master Data\u003C\u002Ftd>\u003Ctd>Departments, positions, assignments, join-move-leave, and contract or certificate printing\u003C\u002Ftd>\u003Ctd>The approver switches on the transfer effective date. Exit creates the contract termination record.\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Attendance & Leave\u003C\u002Ftd>\u003Ctd>Shifts, schedules, leave and overtime, clock results, and exception summaries\u003C\u002Ftd>\u003Ctd>Shift groups are scheduled by rule. Exceptions close before the payroll window.\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Performance Closed Loop\u003C\u002Ftd>\u003Ctd>Indicator library, in-cycle review, and pay only after calibration\u003C\u002Ftd>\u003Ctd>Uncalibrated results do not enter variable pay.\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Payroll Calculation\u003C\u002Ftd>\u003Ctd>Trial, review, lock, social insurance and housing fund, and piece-rate reconciliation\u003C\u002Ftd>\u003Ctd>Attendance and performance freeze before payroll. After lock, only an adjustment document can change them.\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Employee & Manager Self-service\u003C\u002Ftd>\u003Ctd>Employee inquiry and approval, manager approval\u003C\u002Ftd>\u003Ctd>Inquiry and approval follow the assignment. A concurrent post is withdrawn when it expires.\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"detail-section\">\n            \u003Ch2>Solution Snapshot\u003C\u002Fh2>\n            \u003Cfigure class=\"product-arch-figure\">EHR capability overview\u003C\u002Ffigure>\n          \u003C\u002Fdiv>\n          \u003Cdiv class=\"detail-section\">\n            \u003Ch2>Platform Boost\u003C\u002Fh2>\n            \u003Cdiv class=\"platform-boost\">\n              \u003Carticle>\u003Ch3>AI Agents\u003C\u002Fh3>\u003Cp>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.\u003C\u002Fp>\u003C\u002Farticle>\n              \u003Carticle>\u003Ch3>Reports and dashboards\u003C\u002Fh3>\u003Cp>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.\u003C\u002Fp>\u003C\u002Farticle>\n              \u003Carticle>\u003Ch3>Multi-language\u003C\u002Fh3>\u003Cp>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.\u003C\u002Fp>\u003C\u002Farticle>\n              \u003Carticle>\u003Ch3>Multi-tenant\u003C\u002Fh3>\u003Cp>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.\u003C\u002Fp>\u003C\u002Farticle>\n            \u003C\u002Fdiv>\n          \u003C\u002Fdiv>\n                              \u003Cdiv class=\"detail-section\">\n            \u003Ch2>Boundaries & Composition\u003C\u002Fh2>\n            \u003Cp class=\"detail-lead\">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.\u003C\u002Fp>\n            \u003Cp class=\"detail-lead\">The integration point with the organization\u002Fpermission 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.\u003C\u002Fp>\n          \u003C\u002Fdiv>\n          \u003C!-- product-depth:BEGIN -->\n\u003Cdiv class=\"detail-section\">\n\n            \n            \n            \u003Ch2>Typical breakpoints\u003C\u002Fh2>\n\u003Cdiv class=\"table-scroll\">\u003Ctable>\u003Cthead>\u003Ctr>\u003Cth>Breakpoint\u003C\u002Fth>\u003Cth>Common cause\u003C\u002Fth>\u003Cth>Control lever\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\u003Ctbody>\u003Ctr>\u003Ctd>After the job transfer, approval still goes to the old manager\u003C\u002Ftd>\u003Ctd>Effective Date of Appointment Not Linked\u003C\u002Ftd>\u003Ctd>Organization Engine Appointment + Process Analysis\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Attendance anomalies are only processed at the end of the month\u003C\u002Ftd>\u003Ctd>No category and no time limit\u003C\u002Ftd>\u003Ctd>Abnormal SLA Pre-salary Confirmation Window\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Piecework and MES output are inconsistent\u003C\u002Ftd>\u003Ctd>No reconciliation for the interface\u003C\u002Ftd>\u003Ctd>Work Report Freeze + Variance Adjustment Form\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Performance results cannot lead to a salary increase\u003C\u002Ftd>\u003Ctd>Archive before calibration is completed\u003C\u002Ftd>\u003Ctd>Performance Lock Rules + Application Gate\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Organize dual master data\u003C\u002Ftd>\u003Ctd>HR Self-Built Department Tree\u003C\u002Ftd>\u003Ctd>The only maintenance entry for the organizational engine\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Holding multiple positions can see the entire company's salaries\u003C\u002Ftd>\u003Ctd>Privileges did not follow the position\u003C\u002Ftd>\u003Ctd>Permission Engine Row Level + Concurrent Post Scope\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd>Arbitrarily change attendance after payday\u003C\u002Ftd>\u003Ctd>Unlocked and Adjustment Order\u003C\u002Ftd>\u003Ctd>Issuance Lock + Retroactive Adjustment\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\n            \u003Ch2>Responsibility and Integration\u003C\u002Fh2>\n            \u003Cp class=\"detail-lead\">\u003Cstrong>Primary Responsibility:\u003C\u002Fstrong>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\u002Fprocess handlers consume the organizational position and permission engine rules.\u003C\u002Fp>\n            \u003Cp class=\"detail-lead\">\u003Cstrong>Integration Direction (Typical):\u003C\u002Fstrong>Organization Engine ←→ Position Synchronization; MES → Piecework Output (Optional); PMS → Project Working Hours (Optional); ERP → Cost Center\u002FFinancial Posting (By Project); Enterprise WeChat\u002FOA → To-do and Single Sign-on. Attendance Machine\u002FMobile Clock-in Data Must Have Rules for Invalid Entries and Make-up Clock-ins.\u003C\u002Fp>\n            \u003Ch2>Promote phased implementation and acceptance\u003C\u002Fh2>\n            \u003Cul class=\"accept-list\">\n              \u003Cli>\u003Cstrong>Phase One (Organization and Archives)\u003C\u002Fstrong>: Organize engine framework and EHR onboarding, transfers, departures, contracts, and roster; spot-check permissions effective on job transfer dates\u003C\u002Fli>\n              \u003Cli>\u003Cstrong>Phase II (Attendance)\u003C\u002Fstrong>: Scheduling\u002FClocking\u002FProcesses, Monthly Summary and Exception Closure; Pre-salary Window and Freeze Rules\u003C\u002Fli>\n              \u003Cli>\u003Cstrong>Phase Three (Performance and Compensation)\u003C\u002Fstrong>: Performance closed-loop salary adjustments, trial calculation lock, payroll item tracing; piecework\u002FMES reconciliation (if enabled)\u003C\u002Fli>\n              \u003Cli>Demonstration of agent\u002Fdual-position expiration recovery, ghost approvals and excessive data ranges are prohibited\u003C\u002Fli>\n              \u003Cli>Classification of attendance anomalies and time-limit closed loop, monthly summary consistent with payroll calculation input\u003C\u002Fli>\n              \u003Cli>The resignation settlement form can be traced back to the last punch, the application of annual leave and compensatory leave rules, and the approver.\u003C\u002Fli>\n              \u003Cli>External proofs and contract printing go through the Flowable process; versions and seal usage rules are auditable\u003C\u002Fli>\n            \u003C\u002Ful>\n            \u003Ch2>When not to apply\u003C\u002Fh2>\n            \u003Cul class=\"pain-list\">\n              \u003Cli>Hope EHR replaces the organizational engine in maintaining the group organizational tree — it should be maintained at a single point and then provided for HR to consume\u003C\u002Fli>\n              \u003Cli>Implementing complex salary formulas without attendance rules first — attendance should be reliable before calculation\u003C\u002Fli>\n              \u003Cli>Piecework is completely entered manually and MES has been implemented — priority should be given to interface with reporting to reduce double entry\u003C\u002Fli>\n              \u003Cli>Permanent Super HR Account Bypassing Permission Engine — Requires Temporary Authorization and Audit\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fdiv>\n          \n          \n          \u003C!-- product-depth:END -->\n\n\u003Cdiv class=\"detail-section\">\n            \u003Ch2>Related Practices\u003C\u002Fh2>\n            \u003Cp class=\"detail-lead\">HR digitalization should first accept the trusted chain of organization—permissions—attendance—payroll; solution scenario cards should not fabricate customer names and percentages.\u003C\u002Fp>\n            \u003Cul class=\"related-cases\">\n              \u003Cli>Factory HR Plan Scenario: Organizational Appointments and Reliable Payroll\u003C\u002Fli>\n              \u003Cli>Platform: Organization Engine (Organization Tree and Unique Position Master Data)\u003C\u002Fli>\n              \u003Cli>Org changes scramble permissions? Make org master data the single source for rights and workflows\u003C\u002Fli>\n              \u003Cli>Resource: Self-assessment of Current Situation in Factory Personnel Management\u003C\u002Fli>\n            \u003C\u002Ful>\n          \u003C\u002Fdiv>\n                                                                                                                                            \u003C!-- related-insights:BEGIN -->\n          \u003Cdiv class=\"detail-section\" id=\"related-insights\">\n            \u003Ch2>Related insights\u003C\u002Fh2>\n            \u003Cul class=\"related-cases\">\n              \u003Cli>Payroll fights every cycle? Fancy formulas still compute wrong answers when inputs are untrusted\u003C\u002Fli>\n              \u003Cli>Attendance exceptions fixed by hand—without rules, exceptions, and approval in one loop, smart scheduling is premature\u003C\u002Fli>\n              \u003Cli>Performance reviews end in the archive—without goals, process, and outcomes closed, appraisal becomes form-filling\u003C\u002Fli>\n            \u003C\u002Ful>\n            \u003Cp class=\"related-more\">\u003Ca href=\"\u002Finsights\">Browse all insights\u003C\u002Fa> · \u003Ca href=\"\u002Fresources?from=ehr#selftest\">Take an online self-test\u003C\u002Fa> · \u003Ca href=\"\u002Fresources?from=ehr#kits\">Download kits\u003C\u002Fa> · \u003Ca href=\"\u002Fresources?from=ehr#demo\">Book a demo\u003C\u002Fa>\u003C\u002Fp>\n          \u003C\u002Fdiv>\n          \u003C!-- related-insights:END -->\n          \u003Cdiv class=\"product-detail-cta scroll-reveal\">\n            \u003Ca href=\"\u002Fproducts\" class=\"btn btn-outline\">Back to product solutions\u003C\u002Fa>\n            \u003Ca href=\"\u002Fresources?from=ehr#selftest\" class=\"btn btn-outline\">Take a self-test\u003C\u002Fa>\n            \u003Ca href=\"\u002Fresources?from=ehr#kits\" class=\"btn btn-ghost\">Download kits\u003C\u002Fa>\n            \u003Ca href=\"\u002Fresources?from=ehr#demo\" class=\"btn btn-ghost\">Book a demo\u003C\u002Fa>\n            \u003Ca href=\"\u002Fcontact?from=ehr\" class=\"btn\">Get a demo\u003C\u002Fa>\n          \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n\n  \u003C!-- GEO:faq-visible:BEGIN · 由 scripts\u002Finject_geo.py 生成，请勿手改 -->\n  \u003Csection class=\"contact-faq page-section\" id=\"faq\">\n    \u003Ch2 class=\"section-title\">FAQ\u003C\u002Fh2>\n    \u003Cp class=\"section-subtitle\">For common questions about the capabilities on this page, take a look here first; if you still have questions, you can contact us.\u003C\u002Fp>\n    \u003Cdiv class=\"faq-list\">\n        \u003Cdetails class=\"faq-item\" open>\n          \u003Csummary>Can the process from recruitment to onboarding be fully closed-loop?\u003C\u002Fsummary>\n          \u003Cp>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.\u003C\u002Fp>\n        \u003C\u002Fdetails>\n        \u003Cdetails class=\"faq-item\">\n          \u003Csummary>How do organization and permissions interact?\u003C\u002Fsummary>\n          \u003Cp>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.\u003C\u002Fp>\n        \u003C\u002Fdetails>\n        \u003Cdetails class=\"faq-item\">\n          \u003Csummary>Can attendance scheduling rules be configured?\u003C\u002Fsummary>\n          \u003Cp>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.\u003C\u002Fp>\n        \u003C\u002Fdetails>\n        \u003Cdetails class=\"faq-item\">\n          \u003Csummary>How are performance evaluations linked to compensation?\u003C\u002Fsummary>\n          \u003Cp>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.\u003C\u002Fp>\n        \u003C\u002Fdetails>\n        \u003Cdetails class=\"faq-item\">\n          \u003Csummary>What about talent inventory and employee self-service?\u003C\u002Fsummary>\n          \u003Cp>Provides talent maps, reviews, and employee \u002F 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.\u003C\u002Fp>\n        \u003C\u002Fdetails>\n    \u003C\u002Fdiv>\n  \u003C\u002Fsection>\n  \u003C!-- GEO:faq-visible:END -->\n\n  \n  \n\n  \n  \n  \n  \u003C!-- GEO:software-app:BEGIN · 由 scripts\u002Finject_geo.py 生成，请勿手改 -->\n  \n  \u003C!-- GEO:software-app:END -->\n  \u003C!-- GEO:faq:BEGIN · 由 scripts\u002Finject_geo.py 生成，请勿手改 -->\n  \n  \u003C!-- GEO:faq:END -->",1793937990168]