E-1927 · employee 360Asha Nair
Active · 2 y 7 m Operations supervisor · G6 · Bengaluru
Applications · HRMS suite
One employee record, from the first CV to the last full and final.
Recruitment, onboarding, attendance, leave, payroll inputs, performance, transfers and exits: the modules an HR suite sells separately, generated as one record with one trail. Employees self-serve on mobile; HR stops being the routing layer.
ATS · onboarding · attendance · payroll inputsPerformance & goalsSelf-serve on mobileEvery policy decision attributable
One employee record · hire to exitRoster, duty evidence, policy and payroll consequence meet before a people record changes.E-1927 · Decision-ready · not regularised
ManagerRohan KapoorHR partnerLeena D’SouzaShiftGeneral · 09:00–18:00Cost centreOPS-SOUTH-04
ATT-4.2 · Field-duty regularisation
Approved field-duty evidence may support a missing punch when the line manager confirms actual duty time.
Approved duty corroborates 18:20 checkout.AttendanceExplained exceptionLeaveNo debitPayroll inputHeld for Leena
9:41•••
E-1927 · employeeAsha NairOperations supervisor
Roster + device + FD-4481 + leave + ATT-4.2
Confirm the 18:20 client-site checkout for FD-4481.
August payroll input · E-1927 line on hold
The employee record is not an HR database. It is the operating spine for work.
Asha’s missing punch is a small event with four possible consequences: attendance, leave, policy and payroll input. HRMS keeps those facts on one identity from hire to exit, so the decision is visible before the record changes.
One durable employee record
Requisition, offer, position, grade, location and reporting history share the same identity.
E-1927 · Asha NairPolicy-aware operations
Roster, attendance, leave, field duty and claims remain attached to the person and effective policy.
General · 09:00–18:00 · OPS-SOUTH-04Evidence before correction
A missing punch becomes a joined evidence queue, not a month-end spreadsheet reconciliation.
ATT-1927-0816 · Decision-ready · not regularisedManager fact → HR policy
The line manager confirms actual time. HR validates policy and controls the payroll-input boundary.
Rohan Kapoor → Leena D’SouzaWhat changes
Keep the HR suite coverage. Remove the module handovers.
The rows below are what an HR head evaluates. What changes is that the joiner, the attendance exception, the appraisal and the exit are the same record, so the handovers between modules stop being reconciliation work.
Build one identity
The lifecycle does not reset at each module.
Recruiting and onboarding facts remain connected to the employee, position and role scope that operations use later.
Recruitment & ATS
The SaaS playbook
→A pipeline per requisition, and CVs in an inbox.
Rebuilt agentic
Requisitions gated by the manpower budget; the screening agent shortlists against the JD and schedules panels: with its reasoning visible to the recruiter.
Onboarding
The SaaS playbook
→A checklist emailed to five departments.
Rebuilt agentic
Offer, documents, background verification, asset issue and access provisioning run as one workflow: day one is blocked until every gate clears.
Run the working day
Exceptions arrive while they can still be resolved.
Roster, attendance and leave evidence meet at the employee instead of becoming a payroll cut-off surprise.
Attendance & leave
The SaaS playbook
→Punches, a leave calendar, and monthly regularisation chaos.
Rebuilt agentic
Geo and roster-aware capture with exceptions raised the same day, so regularisation is a queue that empties: not a month-end reconciliation.
Payroll inputs
The SaaS playbook
→A spreadsheet handed to the payroll vendor.
Rebuilt agentic
Attendance, leave, overtime, reimbursements and one-off components lock on a cut-off date and export as a signed input file: the same numbers finance can re-derive.
Grow and move safely
Performance and exits retain dated authority.
Goals, check-ins, access, assets and final settlement remain attributable through every transition.
Performance
The SaaS playbook
→A yearly form, filled in the last week.
Rebuilt agentic
Goals cascade down the hierarchy, check-ins are dated, and calibration happens on evidence: ratings carry their justification.
Exits
The SaaS playbook
→A resignation email and a clearance chase.
Rebuilt agentic
Notice, knowledge transfer, asset return, access revocation and full-and-final run as gates, so access dies the day the person leaves: evidenced, not assumed.
Payroll computation and statutory filing stay with your payroll provider. Amoga owns the inputs, the approvals and the record, which is where the disputes actually are.
Resolve the day without breaking the employee record.
A daily exception can touch attendance, leave, policy and payroll. Keep those consequences visible while the manager and HR operations record the facts they actually own.
Move across evidence, policy and consequence. Nothing applies until both named checkpoints complete.Policy review heldReview recorded · input still heldATT-1927-0816
Five sources explain one attendance exception
Roster, punch, field duty, leave and policy remain joined to E-1927.
Decision factFD-4481 · checkout 18:20
ATT-4.2 defines the permitted reconciliation
Regularise 14:00–18:20 as field duty; retain the missing punch as an explained exception; do not debit leave.
Decision factNo leave debit proposed
Only one employee payroll line remains held
Attendance is not locked; the remaining eight illustrated payroll inputs stay clear.
Decision factCycle readiness · 8 / 9
14 Wed09–1808:57 / 18:06NoneNone
15 Thu09–1808:52 / 18:11NoneNone
16 Fri09–1808:54 / Pending14:00–18:20None
17 SatOffNoneNoneNone
Evidence first · policy second
One exception. Five sources. No spreadsheet reconciliation.
The device gap stays visible beside the approved field-duty record, roster, leave ledger and exact policy version. Filtering changes the evidence view, not the underlying employee record.
Use the filter rail to inspect the evidence boundary behind ATT-1927-0816.Defines expected hours
Creates the exception
Corroborates end of shift
No leave debit indicated
Confirm the 18:20 client-site checkout for FD-4481.
Role authority · never collapsed
The manager owns the time fact. HR owns the policy application.
Rohan can confirm or return the field-duty evidence. Leena can release or hold the payroll input only after validating ATT-4.2. The product preserves both decisions.
Move between the two authority views to see what changes, and what remains outside agent authority.Manager companion · full task, not a status card
The mobile view carries the whole checkpoint.
Rohan sees Asha’s employee context, the exact exception, joined evidence, policy consequence and the prepared route before recording his time confirmation. HR’s separate gate remains visible.
One complete role task (employee, evidence, consequence, prepared path and named action) without shrinking it into a notification.9:41•••
Operations supervisor · Bengaluru
Punch log BLR-04 · in 08:54 · out missing
Client site · 14:00–18:20 · site checkout attached
August payroll input · E-1927 line on hold
Rohan Kapoor→Leena D’Souza
Manager confirms time · HR validates policy and payroll inputThe modules, generated as one system.
Your grades, shifts, leave policies and approval hierarchies are modelled during the session, not mapped onto someone else's. Identity, position, policy, evidence and authority remain connected because they are not reconciled after the event.
Requisition & ATS
Budgeted requisitions, career site and referral intake, panel scheduling with feedback forms, and offer approval by grade.
budget gate · panel · offerOnboarding & BGV
Document collection with expiry, background verification status, asset issue, access provisioning and buddy assignment on one track.
docs · bgv · asset · accessCore employee record
Position and reporting history, grades, cost centres, location transfers and confirmation: every change with an approver and a date.
position · history · approverAttendance & shifts
Rosters, shift patterns, geo and selfie check-in for field and plant staff, overtime rules, and same-day exception queues.
roster · geo · exceptionLeave & holidays
Accrual, carry-forward, encashment and comp-off by policy set, with location holiday calendars and blackout windows.
accrual · carry · encashPayroll inputs & claims
Reimbursement and expense claims with policy limits, one-off components, arrear handling, and a locked, signed input pack per cycle.
cut-off · lock · signed packPerformance & goals
Cascading goals, dated check-ins, 360 feedback, calibration with distribution guardrails, and improvement plans with owners.
cascade · calibrate · pipSelf-serve & helpdesk
A mobile app for payslips, leave, claims and letters, plus an HR query desk with SLAs and policy-cited answers.
mobile · letters · hr slaOffer accepted → governed day one
A joiner who is productive on day one, or is not let in.
Every lifecycle gate stays visible rather than collapsing into an automatic status. The same identity and authority trail follows the employee from offer through work, pay, movement and exit.
“who joins next Monday with background verification still pending, and what is missing”Prepared by the system · released only through the named human gate
Offer acceptedGRADE · COST CENTRE
↓Onboarding agentDOCS · BGV · ASSET · ACCESS
↓All gates clear?BGV · POLICY · APPROVALS
↓HR business partnerRESOLVES EXCEPTIONS
↓ProvisionIDENTITY · ROLE SCOPE · KIT
↓Day oneRECORD OPEN · TRAIL PINNED
Four agents on the employee lifecycle. HR keeps the judgement.
Agents prepare evidence and follow-up inside the employee record. The authority that waives a gate, changes attendance, releases payroll input or removes access remains human.
Shortlists applicants against the job description and schedules panels around real calendars.
recruiter sees every reasonChases documents, verification and provisioning, and tells the joiner exactly what is outstanding.
gates are never auto-waivedSpots roster breaches, missing punches and overtime drift on the day they happen.
manager regularises, with a reasonAnswers employee questions with the clause and the version of the policy it came from.
links the policy, never paraphrases it
Bring your leave policy. Watch it become a workflow.
A 90-minute working session: your grades, shift patterns and one policy set drafted as an FRS, approved, and generated to a staging tenant with employee self-serve live.
For your technical team
The HR suite is meta on the platform: the same identity model your other applications use, durable execution behind every approval chain, and role scopes that stop an agent reading a salary its role cannot read.