Employee setup checklist
Prepare identity, permissions and the approved employment timeline before entering HR records. This reduces duplicate people, conflicting effective dates and incomplete payroll inputs.
| Preparation | Confirm | Recovery if missing |
|---|---|---|
| Tenant | Correct organisation and existing unit IDs | Sign in to the correct tenant |
| Modules | EMPLOYEE, PARTY, ORGANIZATION available | Authorised capability setup |
| HR features | Compensation/personal/documents/benefits enabled only where required | Review each feature separately |
| Access | Master and record-area rights, unit grants and lookup permissions | Administrator reviews exact task |
| Person | Existing active PERSON Party | Use authorised Party workflow; do not duplicate |
| Number | Approved unique employee number | Search employee-number directory and records |
| First employment | Approved start, employer unit and a supported first-period creation route | Read the current browser limitation before creating |
| Assignment | Unit, manager, job, FTE, hours and dates | Agree job facts and reference codes |
| Compensation | Approved amount/basis/frequency/currency and period | Do not infer annual or monthly conversion |
| Supporting data | Approved contacts, document references and review evidence | Use private source procedures |
Recommended onboarding order
This is a recommended sequence; creation does not automatically perform the later actions. The current browser cannot reliably bridge the first-employment step by itself. Arrange the authorised API/support procedure before beginning a new master.
Training timeline
Amira's original hire date is 1 October 2026. Employment begins that day and is open-ended. Her assignment and compensation may start on 1 October or later, but cannot precede employment. A change beginning 1 December means its predecessor ends 30 November because both endpoints count.
An active status requires an employment period covering the server's current date. A future hire can remain DRAFT until the correct date and explicit status action. No scheduled activation is implied.
Reference codes and scope
Department, position, grade, cost centre, location, work schedule and benefit plan codes are tenant-maintained text references in this implementation. Agree spelling and purpose; the forms do not create a complete department or benefit-plan master module.
A business-unit record does not by itself certify a legally registered employer. HR work authorisations and document statuses record administration; they do not decide jurisdiction-specific legal entitlement. This guide describes software behaviour and adds no country-specific policy defaults.
Use approved test data for training and acceptance. Do not run permission-grant scripts, change live users or collect real personal documents just to follow the examples.