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Overview

Welcome to the Human Resources Module documentation suite. This index serves as the master architectural roadmap for the entire personnel management and organisational structure within the Enterprise Resource Planning (ERP) system.

Due to the strictly hierarchical nature of the HR data model, the system must be configured in a rigorous, sequential order. For instance, an employee cannot be hired without first being assigned to a position, and a position cannot exist without a parent department and job blueprint. Failure to adhere to this chronological path will result in missing dependencies and systemic validation errors.

This index outlines the 4-phase configuration and operational journey, directing you to the specific user guides necessary for each step.

Organisational Data Model​

To assist in conceptualising these dependencies, please refer to the following architectural diagram:

Phase 1: Foundation and Parameterisation​

This foundational phase is absolute. It establishes the global rules and automated numbering mechanisms that govern all subsequent personnel data instantiation. You must complete this phase entirely before attempting to configure any organisational structures or employee records.

  1. Human resources parameters: Establishes the foundational number sequences, explicitly the critical Personnel numbers sequence, required for automated employee identification allocation.

Phase 2: Organisational Structure​

The architectural framework of the enterprise must be established to allow for the proper categorisation and assignment of personnel.

  1. Department management: Defining the operational divisions within the organisation.
  2. Job management: Documenting the overarching roles, responsibilities, and prerequisites (independent of a specific headcount or departmental location).
  3. Position management: Documenting the specific, quantifiable instances of a job within a department. These represent the actual "seats" to which an employee is ultimately assigned.

Phase 3: Employee Master Data​

With the structure extant, we proceed to the instantiation and lifecycle management of the personnel records.

  1. Employees: The core repository of worker details, including personal demographics, contact information, employment terms, and compensation parameters.
  2. Assignment: The critical function tracking the historical and current deployment of personnel across the enterprise structure, managing the temporal link between an Employee and a Position.

Phase 4: Operational Tracking and Workspaces​

This phase governs the day-to-day interactions, workflow tasks, and tracking mechanisms utilised by both core HR staff and individual employees.

  1. Employee self service: The decentralised, role-tailored portal empowering personnel to manage their own data, monitor time-off entitlements, and action pending workflow tasks.