A useful HRMS should not stop at employee records. It should guide the whole lifecycle: hiring a candidate, issuing an offer, onboarding the employee, managing attendance and payroll, reviewing performance, supporting growth, and handling exit without losing documents or accountability.
Stage 1: Hiring and candidate management
- Open a job requisition and publish it to the career page
- Capture candidate profiles, resumes, referrals, and talent-pool entries
- Use resume parsing and candidate matching to reduce manual screening work
- Schedule interviews and collect structured scorecards
- Move selected candidates to offer letters, background verification, and onboarding
Stage 2: Onboarding and employee setup
- Create the employee profile with department, manager, legal entity, pay group, and role
- Collect documents and verification evidence
- Assign onboarding tasks across HR, IT, manager, finance, and admin teams
- Send company-branded emails with the organization logo, portal URL, reply-to address, and support contact
- Enable employee self-service so routine leave, attendance, payslip, tax, and HR requests do not stay stuck with HR
Stage 3: Daily operations
- Run attendance, shifts, overtime, WFH, leave balances, holidays, and regularization
- Handle expense claims, travel requests, advances, reimbursements, and payroll sync
- Track assets, QR codes, handover, recovery, and HR/IT helpdesk requests
- Use team chat, Teams, email, workspace suite, productivity suite, APIs, and webhooks where the organization needs connected communication
- Keep analytics, reports, and custom dashboards ready for leadership, finance, and HR reviews
Stage 4: Growth, compliance, and exit
- Run OKRs, goals, feedback, one-on-one meetings, reviews, calibration, promotions, PIP, skills, and compensation planning
- Assign courses through LMS and track completion reports
- Manage benefits, policy acknowledgements, POSH training, compliance archives, and tax filing integrations
- Use PSA/project billing when employee time connects to billable work, rate cards, project profitability, and resources
- Close exit workflows with resignation, handover, asset recovery, full and final settlement, gratuity, records, and access cleanup
FAQ
Does Helmroot cover pre-hiring and post-exit?
The HRMS suite covers hiring/ATS before joining and exit workflows including asset recovery, settlement context, and records after resignation.
Can HR and IT work together?
Yes. Assets, helpdesk, onboarding, access setup, and exit recovery are designed for HR, IT, finance, managers, and admins to work in one flow.
Can employees use it directly?
Yes. Employee Self-Service supports leave, attendance corrections, payslip download, tax declarations, HR tasks, OTP, and mobile-ready access.
Where do reports come in?
HR Analytics & Reports connects attendance, payroll, performance, hiring, attrition, demographics, custom reports, and headcount planning.