Explore the work behind the software.
Use these practical workflows to prepare for a focused demonstration. Confirm product availability, configuration, licensing, integrations, and release approval for your proposed deployment.
Follow employee time from capture to payroll review.
A useful time management system makes recorded hours, corrections, pay rules, and approvals understandable to employees and managers.
1. Capture and review hours
Bring punches and timecard entries into the employee time record. Review the work period, pay codes, and assignment context so a missing punch or incorrect entry can be identified before approval.
2. Resolve timecard exceptions
Follow a correction through manager review and employee confirmation where required. Keep the recorded activity and review history available to the people responsible for the decision.
3. Prepare the payroll handoff
Apply the configured time and pay rules, review the resulting hours, and check required approvals. Connect the approved timecard to payroll review and compare it with the employee schedule and absence record.
Make each payroll run easier to review and explain.
Evaluate payroll software using a representative pay period: the employee inputs, calculation rules, approvals, changes, and accounting handoff that your team actually needs.
1. Review the inputs
Start with approved hours, earning codes, employee assignments, payroll groups, and period dates. Identify missing approvals and source changes before relying on a payroll result.
2. Calculate and approve
Review time-derived earnings, configured deductions, and the resulting pay totals. Compare changes between run revisions and confirm which people prepare, review, and approve the payroll run.
3. Reconcile and hand off
Compare payroll results with the CSV export and finance totals. Resolve unexplained differences, then confirm the receiving system accepted the agreed file. Keep tax filing and payment confirmation within the separately agreed provider workflow.
Connect employee information to everyday work.
Core HR software is useful when a change to the workforce record has a clear owner and a clear effect on the teams that use it. Review these connected workflows in a Phi HCM demonstration.
1. Establish the employee record
Start with the employee identifier, position, manager, organization, location, and effective dates. Review the new-hire record before it becomes the basis for time, payroll, and access.
2. Review workforce changes
Follow a transfer, manager change, or updated work assignment through the people record. Check which roles can make the change and which teams need to review its effect.
3. Use the same context across HCM
Connect the workforce record to timekeeping, leave, scheduling, payroll review, and Business Intelligence. When another system remains in place, define which system owns each field and how corrections are reconciled.
Evaluate the tradeoffs behind an optimized schedule.
Strategic Scheduling is Phi HCM’s module for complex workforce scheduling and planning. Define your objectives before comparing optimization results.
1. Set planning requirements
Identify demand, required skills, locations, employee availability, and coverage policies. Distinguish requirements that must be satisfied from preferences a planner can weigh.
2. Review scheduling scenarios
Compare proposed coverage against your constraints and labor-planning objectives. Ask to see uncovered work, conflicting requirements, and the effect of changing an assumption.
3. Approve and learn from the plan
Keep a planner or manager responsible for approving the schedule. Compare the published plan with time and attendance, and use workforce reporting to inform the next planning cycle.
Connect an absence request to the workforce plan.
Leave software supports the employee request, the HR decision, and the operational effects of an absence. Review each responsibility together.
1. Request and review
Start with the requested leave program, dates, eligibility information, and supporting documentation. Give the employee a clear way to follow status while authorized HR staff review the case.
2. Apply the relevant policy
Review the approval decision and the employee’s available balance where applicable. Keep confidential case details restricted to the people who need them for leave administration.
3. Coordinate the absence
Review the effect of an approved absence on schedules, accruals, attendance, and payroll inputs. Identify who handles corrections if dates or the leave decision change.
Answer workforce questions with the records behind them.
Business Intelligence is most useful when a dashboard has a clear question, an agreed definition, and a source that the viewer is allowed to inspect.
1. Define the reporting question
Start with a practical question about people, worked hours, payroll, absence, or scheduled coverage. Agree the time period, organization, population, and meaning of the metric before comparing totals.
2. Review the underlying records
Trace the reported result to the relevant workforce or payroll records. Check the reporting period, source results, and filters so teams understand what a dashboard includes.
3. Give each role the right view
Review which reports employees, managers, HR, payroll, and finance need. Keep permissions and reporting scope aligned with the workforce information each role is authorized to see.
Connect the approved hire to the employee record.
Bring an approved requisition and a representative hire. Review required fields, responsibilities, approvals, and the handoff into onboarding. Confirm which steps are native, configured, integrated, or outside your proposed scope.
Read the recruiting and onboarding guide →