HRM Settings
Configure HRM defaults, leave, attendance, salaries, and people settings.
HRM settings support employee records, attendance, leave, holidays, salaries, and people operations.
HRM Settings Tabs
HRM settings include:
- Departments for grouping employees.
- Positions for job titles or roles.
- Leave types for annual, sick, unpaid, or custom leave policies.
- Salary components for compensation additions and deductions.
Configure HRM Settings
- Open Settings.
- Go to HRM.
- Choose the tab you want to configure.
- Add or edit the item.
- Save the change.
Make one change at a time when configuring a live HRM workspace. Then edit one employee, leave request, or compensation-related record to confirm the new setting is available where expected.
Start With the Policy
Before entering settings, confirm the company policy for departments, positions, leave types, holidays, salary components, and compensation review. Settings should reflect the policy your managers will actually use.
Avoid creating several similar leave types or salary components unless reporting or compensation needs them to be separate.
Review Before Use
Set departments, designations, leave types, holidays, attendance expectations, and compensation-related defaults before relying on HRM reports or salary reviews.
Configure HRM in this order when setting up a new workspace:
- Add departments and positions.
- Add leave types and holiday rules.
- Add employees and assign their department, position, and manager.
- Configure salary components before salary reviews.
- Test attendance and leave with one employee before inviting the full team.
Leave Types
Leave types can include days per year and paid/unpaid status. Review these before employees start submitting leave requests.
Changing leave types after employees have submitted requests can make reports harder to read. If a policy changes mid-year, create or rename the policy carefully and review existing requests before approving compensation or HR reports.
Before Compensation
Before salary review, confirm employee profiles, salary components, approved leave, attendance corrections, and holidays. Salary issues are usually easier to fix in the source HRM records before review.
Test One Complete HRM Path
After configuring HRM settings, run one complete low-risk path before inviting the full team: create or review one employee, assign department and position, submit a leave request, mark or correct attendance, and check the related HRM report. This confirms settings work together instead of only existing on their own tabs.
Editing Live HRM Settings
When HRM is already in use, changing names and rules can affect reports, approval screens, compensation review, and manager instructions. Communicate changes before managers approve leave or compensation with the new settings.
If a policy changes mid-period, decide whether to update the existing setting or create a new one for the new period. The right choice depends on how you need reports to read later.
Change Review
After changing HRM settings:
- check one employee profile
- check one leave request flow
- check attendance or holiday effects if relevant
- check HRM reports when departments, positions, or leave types changed
- tell managers when names or policies changed
Do not rename or remove HRM settings during compensation review unless the change is part of a planned correction.
Cleanup Tips
Archive or deactivate settings that should not be used for new records, but keep historical meaning clear for old employees, leave requests, and salary reviews.