Human Capital Management
Core employee records, payroll, time and attendance, talent, learning, benefits and compliance.
Workflow
- 01Hire
- 02Employee Record
- 03Pay and Entitlements
- 04Time and Attendance
- 05Performance and Development
- 06Exit
If you change this
It implies 10 topics across 2 modules, including Security & Identity which you might not expect.
See the path ahead →Why it matters
More than any other module, HCM encodes how the organisation describes itself. The position structure becomes the cost structure, the approval hierarchy and the reporting line, and changing it later means restating history.
- It is the source of identity: Downstream systems provision access from it, so a wrong record is a security problem as well as a pay problem.
- It carries obligations: Award interpretation, superannuation, leave entitlements and statutory reporting all run off it.
- It is personal: Errors here are felt by individuals, immediately, and they erode trust faster than any other module's failures.
Position management or employee-centric is the foundational call. Position management gives you a stable org and cost structure that survives people moving; employee-centric is simpler and quietly makes reorganisation a data migration.
The workflow
- 01
Requisition
An approved need for capacity or capability.
- 02
Recruit and hire
Sourcing, assessment, offer and acceptance.
- 03
Onboard
Record created, access provisioned, induction completed.
- 04
Manage
Changes to role, pay, hours and reporting line through their lifetime.
- 05
Develop
Performance, capability and learning against the role.
- 06
Offboard
Exit processed, access removed, final pay and entitlements settled.
What you need in place
- Position and org structure: Decided deliberately, with an owner for changes.
- Effective dating: Every change carries the date it takes effect, so history is reconstructable.
- One employee identity: Reused by payroll, access management and every downstream system.
- Delegation of authority: For approving hires, changes and terminations.
- Privacy controls: Person data is sensitive by default, and access should be scoped rather than broad.
Questions to ask
01Structure
Position-based or employee-based, and who decided?
This is the decision that is expensive to reverse. It should be a written choice, not a default.
02Effective dating
Can we reconstruct the org chart as it was last financial year?
Needed for audit, restructure analysis and any pay dispute.
03Identity
Is HCM the source of identity for access provisioning?
If not, leavers keep their access.
04Data access
Who can see pay and personal data, and how is that reviewed?
Broad access is the norm and rarely justified.
05Integration
How do changes reach payroll and access management?
A manual step here is where starters go unpaid and leavers stay active.
Metrics and KPIs to track
Time to hire
Requisition approved to offer accepted.
Data accuracy
Records with incomplete or invalid mandatory fields.
Starter readiness
New starters with pay and access correct on day one.
Leaver closure
Time from termination to access removal and final pay.
Turnover
Voluntary and involuntary, by area and tenure.
Covers