How to use this HR and payroll software requirements checklist
An HR or finance leader who has to choose an HR and payroll platform should settle requirements before the first vendor demo, because demos are built to show what a product does well rather than what your organization needs. This checklist turns each requirement into a question you can verify: which countries and payroll rules apply, how leave policies are calculated, how attendance is captured, which approvals must happen before a change takes effect, which accounting and identity systems must receive data, and how long each record type must be kept. Most of these answers come from the business, legal and works council owners, not from the platform vendor. Payroll rules and record retention are the first filter, because a platform that cannot calculate your pay or hold your records for the required period is out regardless of its features. Write those two answers down before you compare Frappe HR, OrangeHRM, Odoo or an HR SaaS product.
Use the checklist in order. For each requirement, name the owner, the source document (a policy, a statutory calculation, a collective agreement or a contract), and the evidence that would prove the platform meets it, such as a configured test payroll run, an exported audit log or a restored backup. Ask every candidate to demonstrate those items on your data or a representative sample. Note that DeployOpen plans, implements, hardens and documents self-hosted platforms, but it does not issue audit reports, attestations or certifications. Independent auditors and certification bodies make those determinations. What DeployOpen can provide is help preparing systems, controls and evidence for those assessments, with the scope, deliverables and timeline agreed in writing before work starts. Confirm with your own counsel and auditors which records and controls they expect to see before you accept any requirement as settled.
Functional requirements to settle first: countries, payroll rules, leave, attendance and approvals
This table lists the functional requirements to settle before choosing Frappe HR, OrangeHRM, Odoo or an HR SaaS product, with why each matters and how to verify it. Read each row as a decision gate: if the test cannot be run on your own rules and data, the platform is not yet ready for selection. The main takeaway is that payroll and leave rules should be proven with real samples before any platform is chosen.
| Requirement | Why it matters | How to verify and who signs off |
|---|---|---|
| Countries and payroll localization | Each country adds its own statutory deductions, tax tables, filing formats and employer contributions. Open-source HR platforms differ in how much localization they ship, so gaps here drive custom work. | List every country and entity in scope. Ask each candidate partner to confirm which localization packs exist for each country. Sign-off: payroll lead with local advisor. |
| Pay calendars and cut-off rules | Pay frequencies, mid-month joiners, off-cycle runs and retro corrections determine how the system calculates pay periods and whether results can be reconciled to the bank file. | Run a sample payroll on three pay calendars, including a mid-period joiner and a retro correction. Compare gross to net totals against the current payroll. Sign-off: payroll manager and finance controller. |
| Statutory deductions and employer contributions | Tax withholding, social security, pension and insurance rules change by jurisdiction and by employee status. Errors here create filing penalties and employee disputes. | Build a test set of employees covering each status and threshold. Confirm calculated deductions match the reference results from the current system or the local payroll provider. Sign-off: payroll lead and tax advisor. |
| Leave policies and carry-over | Accrual rules, carry-over caps, public holiday calendars and unpaid leave affect both pay and balances. Mismatched balances after migration are one of the most visible failures to employees. | Run an accrual test for a full leave year, including a carry-over cap and a pro-rated joiner. Compare balances with the policy document. Sign-off: HR operations lead and works council or employee representative where applicable. |
| Attendance capture methods | Options include manual entry, web check-in, badge or kiosk, mobile geolocation and device logs. Each method has different accuracy, privacy and access implications for staff without company email. | Document which methods each site and role will use. Run a pilot check-in at each site and reconcile logs to timesheets. Sign-off: operations manager and data protection officer. |
| Overtime and shift rules | Shift rosters, premium rates and overtime thresholds feed directly into payroll inputs. Rules that live only in spreadsheets are a common source of payroll errors. | Map each shift and overtime rule to a documented calculation. Run a payroll input test with sample shifts that cross midnight or span two pay periods. Sign-off: payroll manager. |
| Employee self-service and mobile access | Self-service for payslips, leave requests and personal data reduces HR workload, but mobile access changes the attack surface and may need separate apps, licensing or device controls. | Confirm in writing whether the candidate's mobile app and self-service features are included in the chosen edition or plan. Test login with multi-factor authentication from a personal device. Sign-off: CISO and HR lead. |
| Approval chains and delegation | Approval routes for leave, expenses, pay changes and new hires must match reporting lines, delegation during absence and separation of duties between who enters and who approves pay changes. | Write the approval matrix per request type. Test one approval per route, one delegated approval during an absence and one attempt to self-approve a pay change, which must fail. Sign-off: HR director and internal audit or compliance lead. |
Security requirements that HR data imposes on the platform
HR and payroll systems hold bank details, national identifiers, compensation and health-related leave reasons, so the platform needs controls that protect that data end to end. The cards below cover the controls buyers should write into requirements before comparing Frappe HR, OrangeHRM, Odoo or an HR SaaS, and the evidence each one should produce.
Encryption in transit and at rest
Every connection carrying employee records, including browser sessions, API calls to payroll providers and database replication, should use encryption in transit, and stored databases, file attachments and backups should be encrypted at rest. Ask each candidate where keys are generated, who can read them, and how they rotate. For covered financial institutions, the FTC Safeguards Rule at 16 CFR 314.4 names both transit and rest encryption, so confirm with counsel whether that rule applies to your organization.
Multi-factor authentication for every user
Employees, managers, HR staff, payroll administrators and any vendor support account with system access should sign in with multi-factor authentication. Confirm whether the platform enforces MFA itself or relies on an external identity provider, and whether service accounts and API tokens are excluded from that rule. Document the exceptions and who approves them. The FTC Safeguards Rule uses the same expectation for any individual accessing an information system, if it applies to you.
Role-based access separating HR, payroll and managers
Salary, bank account and national identifier fields should be visible only to payroll and designated HR roles, while line managers see leave requests and attendance for their own reports. Map each role to specific document types and fields before go-live, and test that a manager cannot open a peer's payslip through a report, export or API call. Ask candidates whether field-level permissions are native or require custom code, and how permission changes are reviewed.
Audit logging of user activity
Requirements should specify which events must be logged: logins, failed logins, changes to bank details or pay rates, exports, permission changes and record deletions. Logs should record the user, timestamp and changed values, and should be stored where administrators cannot quietly edit them. The FTC Safeguards Rule calls for logging the activity of authorized users, so confirm the log retention period needed for your audits and whether logs can be exported to a central security tool.
Change management for configuration and custom scripts
Payroll rules, workflow approvals and custom code can change how pay is calculated, so each change needs a ticket, a reviewer and a test copy. In Frappe, Server Scripts run Python on document events and are disabled by default from version 15, so confirm who may enable them and where they are reviewed. Odoo customizations should follow the same path, with production changes deployed only after testing on a copy of the database.
Vulnerability and penetration testing cadence
Agree a testing schedule with the platform owner before go-live, covering vulnerability assessments and penetration tests of the HR system, its integrations and its hosting. Under 16 CFR 314.4(d)(2), covered institutions without effective continuous monitoring must test at least annually and assess vulnerabilities every six months, so confirm whether that applies. Ask for the scope, the findings tracker and how patches for the chosen version are delivered during its support window.
Integration requirements with accounting, identity and payroll providers
Payroll reaches the general ledger as summarized journal entries: gross pay, employer contributions, withholdings and accrued leave liabilities, usually grouped by cost center or department. When the HR module and the ledger run inside the same ERP suite, the posting happens within one database. When they are separate products, you need a defined file or API contract, and the total-to-total reconciliation becomes the control auditors will ask about.
- Data that moves: summarized payroll journals per pay run, employee cost allocation by department, project or cost center, and leave liability accruals.
- Source of truth: the HR system owns employee and cost-center assignments, while the ledger owns account codes and period close. Agree in writing who changes a mapping and who approves it.
- Same product or separate: ERPNext covers accounting and HR in one codebase on the Frappe Framework. For Odoo, confirm which apps your edition and plan include, since feature availability differs between Community, Enterprise and the plan tiers.
- Reconciliation control: require a totals check for each pay run before posting, plus a documented reversal procedure for corrections.
Confirm how the platform posts payroll journals, whether journals can be reviewed before they post, and whether reversals keep the original entries visible in the audit trail.
The employee record in the HR system is the anchor for every account. When HR creates a joiner, the identity provider should create the matching login, and when HR ends employment, access should end on the same date. The identity team owns the directory, credentials and multi-factor settings, while HR owns the employment status that drives them. The HR platform should consume that status rather than maintain a second list of who is active.
- Data that moves: username, email, full name, department, manager and active status, plus group membership if application roles map from directory groups.
- Source of truth: HR owns joiner and leaver events. The directory owns passwords and MFA. Deprovisioning should follow the employment end date, not a manual ticket.
- LDAP sign-in: ERPNext documents an LDAP integration, and Odoo documents LDAP authentication. Confirm whether each supports group-to-role mapping and whether users are created in advance or on first login.
- Social login and SSO: Frappe documents Social Login Keys for external providers. Confirm whether your edition supports the federation protocol your identity provider uses and whether MFA is enforced at the identity provider.
- Break-glass accounts: decide which local administrator account survives an identity outage, who holds it, and how each use is logged.
Confirm the attribute names the platform reads, what happens when a user is disabled in the directory, and whether active sessions end immediately or at token expiry.
Many organizations keep payroll calculation with a payroll bureau or local provider while employee records stay in a self-hosted HR system. Inputs flow out to the provider, including employee master data, hours, absences and one-time adjustments. Results flow back, including gross-to-net figures, payslip documents and identifiers used for matching. HR owns the employee record and absence data, the provider owns calculation rules and statutory filings, and both must agree on a cutoff date for input changes.
- Data flowing to the provider: personal identifiers, tax and bank details (confirm which fields the provider needs and mask the rest), working time, leave taken, and change events with effective dates.
- Data flowing back: pay results, payslip documents and the reference keys needed to match them to employee records.
- File or API exchange: the ERPNext Data Import tool handles CSV or Excel files with downloadable templates, and its documentation advises importing only a few thousand records at a time. Confirm the provider's accepted format, encoding and delimiter rules.
- Custom export logic: Frappe Server Scripts are disabled by default from version 15 and must be enabled with the server_script_enabled setting, and Frappe Cloud public shared benches do not allow them. On Odoo, external API access is included only in the Custom plan.
- Corrections: define how a wrong input is corrected after the provider has calculated, and who authorizes a supplementary run.
Confirm the provider's file specification, who signs off inputs, and how final pay is handled for leavers whose system access ends before their calculation completes.
Net pay goes to banks through payment files, and withholding and contribution data goes to tax authorities or insurers. These outputs are produced at pay-run time, so they need validation and retention alongside the payroll records they came from. Finance typically owns bank relationships and release approval, payroll owns the content, and the platform should never be the only place these files exist.
- Bank payment files: employee account identifiers, net amounts and payment references. Confirm which bank formats the platform generates, whether it validates account details, and whether approval is required before release.
- Tax and contribution files: employee and employer totals by period. Confirm whether the platform produces the filings your jurisdiction requires or whether they come from the payroll provider.
- Segregation of duties: the person who prepares a payment file should not be the sole person who releases it. Enforce this through role permissions, not through team convention.
- Retention of outputs: store generated files and approval records with the pay run, because the system that created them may be upgraded or replaced. Your retention schedule decides the period.
- Encryption in transit: if your organization is a covered financial institution, the FTC Safeguards Rule at 16 CFR 314.4 requires customer information to be encrypted in transit over external networks, so confirm the transfer channels to banks and providers meet that requirement.
Confirm the file formats, validation rules and approval workflow before selecting a platform, and ask for a sample file generated from test data.
How retention and reporting duties shape the requirements
Retention and reporting duties are set by the employer's jurisdiction and sector, not by the HR software vendor. Before you compare Frappe HR, OrangeHRM, Odoo or an HR SaaS, ask counsel and your payroll and tax advisers to list, per record type, how long each record must be kept, who must be able to see it, and in what form an auditor or regulator can request it. The software has to fit that list, not the other way round. As an example of how a regulated sector sets this, the SEC's Rule 17a-4(b) requires broker-dealers to preserve certain business records, including bank statements and bills payable, for not less than three years, with the first two in an easily accessible place. An HR team at a broker-dealer will therefore need a different retention schedule from a manufacturer, and you should confirm your own obligations rather than copy any example.
Three distinctions should go into the requirements document. First, keeping a record is not the same as keeping it accessible. A leaver's payslips may sit in a database table for the full retention period, yet be unreachable if the account is deactivated, the report template is gone or the archive has no viewer. Define how leavers are archived: which fields are frozen, who can still read them, and how a former employee's record is separated from active data without being deleted early. Second, backups must be restorable for an audit, so specify a test restore to a separate environment, with a documented check that a sample of payroll and leave records reads back correctly. Third, agree the export formats auditors will accept, such as CSV or PDF with a field list and a data dictionary, and confirm that each candidate platform can produce them without custom development.
Reporting duties add their own requirements. List the reports tax authorities, labor inspectors, works councils and internal audit will request, then test whether each candidate can produce them from its own data with a logged user action. Record who ran each export and when, since an auditor will ask for that trail. Finally, confirm the rules for the platform itself: Odoo's on-premise support and upgrade terms depend on the edition and subscription you hold, and ERPNext's Frappe framework support depends on the version and support plan you run. An archive that a vendor no longer supports can become a compliance problem even if the data is intact, so check support status before you choose the version.
Operational requirements for payroll runs, hosting, backups and upgrades
This table compares the operational requirements that decide whether a self-hosted HR and payroll platform can run payroll reliably. Read each row as a question to put to the platform vendor, the implementation partner and your own team before shortlisting. The main takeaway is that support windows, upgrade cadence and restore testing matter as much as feature fit.
| Requirement | Why it matters | How to verify |
|---|---|---|
| Hosting location and support access | Payroll data and administrator access define your data residency and who can see employee pay. Support engineers may need access, so the access path must be controlled. | Document where the database, file storage and backups sit, and who holds administrator and break-glass access. Confirm the approach with your partner in writing. |
| Backup and restore testing | A backup that has never been restored does not prove payroll can be recovered. Odoo and Frappe deployments both depend on database and file storage being restored together. | Run a timed restore into an isolated environment, then check employee records, payroll runs and attachments. Repeat after each major change. |
| Staging copies for payroll changes | Payroll rule, tax table and workflow changes should be tested on realistic data before production. Odoo documents database duplication with neutralization for test copies, which reduces the risk of test emails or payments reaching staff. | Confirm a staging refresh process, confirm that outbound email and integrations are disabled in copies, and test a full pay cycle before each change goes live. |
| Release and upgrade policy | Odoo standard support covers the first three years after a major release on Odoo Online, Odoo.sh and on-premise, and SaaS versions are released every two to three months. Frappe lists supported versions, and ERPNext v15 and v16 are both listed with planned support into 2027 and 2029. | Map your chosen version against the Odoo standard and extended support page or Frappe's supported versions page. Agree who tests upgrades and how long a payroll freeze will last. |
| Support coverage during payroll cutoffs | Security patches on Odoo are provided only during standard support, and Frappe warranty depends on a matching support plan. Payroll cutoffs need named responders and a known escalation path. | Ask the vendor and partner for their support hours, escalation steps and the plan that matches your version. Agree a payroll calendar for change freezes. |
| Edition needs (multi-company, mobile apps) | Odoo's pricing page places multi-company and external API access in the Custom plan, and mobile apps are an Enterprise feature. Missing these after go-live can force a platform change. | List the entities, mobile use cases and integrations you need, then confirm which edition or plan includes each one before procurement. |
| Patch and change control | Change management is a control expected under the FTC Safeguards Rule for covered financial institutions, and similar expectations apply to payroll systems generally. | Keep a change log for code, configuration and tax tables, with approvals and test evidence attached to each change. |
What buyers ask before hiring an implementation partner for HR and payroll
How much effort does the HR and payroll requirements exercise take, and who must attend?
The effort depends on how many countries, pay calendars, employee groups and integrations are in scope, so no fixed duration applies across organizations. Expect working sessions with HR operations, payroll, IT and the people who approve leave and overtime, plus legal or works council input where employee data rules apply. Ask any partner to show how they structure the sessions, what documents they expect you to bring (current pay rules, leave policies, contract types, existing reports) and which decisions must be signed off before selection starts. Payroll and HR attendees matter most, because most gaps in the checklist are rules that only they can describe.
What drives the cost of requirements and payroll localization work?
The main drivers are the number of countries and payroll rules, the complexity of collective agreements and pay components, the number of systems that receive payroll or employee data, and how much existing data must be cleaned before migration. Localization is usually the largest variable, because each country's tax, social contribution and reporting rules must be mapped to the platform or to a local payroll provider. Requirements work is typically one-time, while localization updates recur when tax tables or reporting formats change. Ask for a written quote that separates requirements, localization, integration, data migration and support, so you can see which items you could reduce.
Can an internal team run the HR and payroll checklist without a partner?
Yes, an internal team can run the checklist if it has someone who owns payroll rules, someone who owns employee data and someone who can read the platform documentation. The checklist itself is mostly questions about your business, so the harder part is making decisions and keeping a record of them. Teams often struggle with edition questions, such as whether they need features that exist only in a commercial edition, and with hosting and support questions, which require reading vendor policies. A partner adds value mainly by testing your answers against a platform, not by writing the checklist for you. Ask a partner which items they would verify with a proof of concept and which they would leave to you.
How long does the selection phase take, and what makes it longer?
No fixed duration applies, because the length depends on how many people must agree, how many countries are involved and whether a proof of concept is needed. Selection usually stalls on payroll rule ambiguity, on unresolved questions about who may see salary and performance data, and on edition decisions that change the budget. Platform release cycles also matter: Odoo publishes new major versions and its SaaS versions every two to three months, and ERPNext releases minor versions frequently, so a selection should record which version it assessed. Ask any partner for a written plan with decision points, and confirm which dates depend on your internal approvals rather than on the vendor.
What does the work need from HR, payroll, IT and legal?
HR owns the employee master data, leave policies, contract types and approval chains. Payroll owns pay calendars, pay components, tax and social contribution rules, and the reports the payroll provider or tax authority expects. IT owns the identity provider, network placement, backups, access controls and the integration with accounting. Legal or the data protection lead owns lawful basis, retention periods, access by managers and any works council or employee consultation obligations. Each group should name a single decision owner. Without that, the checklist stalls at the first conflict between payroll rules and data retention.
Do Odoo Enterprise or Frappe Cloud fees apply to our scenario?
It depends on the edition, hosting model and support plan you choose, and the answer must come from the written scope and current vendor pricing. ERPNext is free to self-host under GPL-3.0, according to the ERPNext pricing page, while Frappe Cloud hosting starts at 5 US dollars per month for shared site hosting and 20 US dollars per month for shared servers, with dedicated servers from 125 US dollars per month. Odoo's pricing page lists Odoo Online plans with per-user monthly prices, and only the Custom plan can run on Odoo.sh or on premise, with Enterprise required for the upgrade service on premise. Confirm the plan needed for your payroll features, the user count, and whether Frappe support plans apply, because warranty coverage depends on a matching support plan.
What should a buyer confirm before signing a partner's fixed-scope proposal?
Confirm the list of countries, pay rules and integrations in writing, along with the platform version and edition assumed by the proposal. Check who handles payroll test runs, how production payroll is protected during cutover, and what support covers after go-live. DeployOpen plans, implements, integrates, hardens, backs up, upgrades and documents self-hosted platforms in your own infrastructure, and most engagements are fixed-scope with scope, deliverables and timelines agreed in writing before work starts. Ask for the requirements document the partner will produce, and ask how changes after signature are priced.
How to verify requirements before a contract is signed
This sequence turns the requirements list into tested evidence, so the buyer knows which platform and which partner scope hold up before money and data move. Each step produces a written record that the requirement owners sign off, and the final decisions go into the written scope.
Assemble the requirement owners
Bring together HR operations, payroll, finance, the legal or data protection owner, identity and IT operations, and a business manager for each country in scope. Each owner takes responsibility for a named set of requirements, such as pay rules, leave policies, retention or login. The step is complete when every requirement in the checklist has one accountable owner and a short list of open questions that the owner has agreed to close.
Write testable requirements
Rewrite each checklist item as a statement someone can test, with an input, an expected result and a named evidence source. For example, a leave rule might state the accrual basis, the carry-over limit and the approver chain, and the test would show a sample employee's balance after a defined event. Vague items such as 'supports our payroll' are sent back to the owner. The step is complete when the owners have approved the test list and each item is marked as passed, failed or to be confirmed with the vendor.
Run sample payroll and leave scenarios on a staging copy
Load a masked or synthetic set of employees into a staging copy of the candidate platform, then run the scenarios from the test list, including a mid-period join, an unpaid leave, an overtime case and a correction after a payslip has been issued. The client's payroll owner checks each output against the figures produced by the current process, and the partner documents any gap and its cause. Production data should not be used for this test unless the data protection owner has approved it. The step is complete when every scenario has a recorded result and each difference is either fixed or accepted in writing.
Test identity login and the leaver flow
Confirm how staff sign in to the candidate platform, including single sign-on or directory-based login where the platform supports it, and test that a deactivated employee loses access. Check which roles can see which records, and whether the manager, HR and payroll roles match the access model. Confirm with the vendor and the partner which login methods each edition and version supports, since this varies. The step is complete when the identity owner has signed off a test log showing a joiner, a mover and a leaver processed in staging.
Confirm retention and export with the legal owner
Ask the legal owner to list the record types, the retention period for each and the event that starts the clock, such as the end of employment or the end of the tax year. Then test whether the candidate platform can archive, restrict, delete and export those records, and whether an export can be produced in a form an auditor or a tax authority would accept. Retention periods come from the legal owner and applicable rules, not from the platform vendor. The step is complete when the legal owner has signed a retention schedule and the export test has produced a sample file reviewed by that owner.
Record decisions in the written scope
Collect the test results, open items and owner sign-offs into one decision record. Each decision states which platform or service is chosen, which edition and version it applies to, which requirements the partner will build or configure, and which items remain with the client. Items that depend on vendor confirmation are listed with an owner and a due point before signature. The step is complete when the written scope references this record, and the requirements owners have approved it.
Prepare evidence for independent assessment
Organize the test logs, configuration records, access reviews, retention schedule and export samples so that they can be supplied to internal audit, external auditors or a regulator if asked. DeployOpen and the client prepare this evidence, but independent auditors and certification bodies perform any audit or attestation, and no test result in this process is an audit opinion. The step is complete when the evidence index lists each requirement, its test, its owner and where the record is stored.
Which questions separate Frappe HR, OrangeHRM, Odoo and HR SaaS
The questions that separate these options are less about feature lists and more about how each platform behaves once payroll runs, upgrades and audits begin. Start with payroll localization: for every country where you employ people, ask each vendor or implementation partner which payroll rules, tax tables, statutory filings and payslip formats are shipped, which are community-maintained, and which you would have to build. Frappe HR ships inside the ERPNext ecosystem, Odoo's HR and payroll apps differ by edition and country, OrangeHRM's payroll depth varies, and HR SaaS vendors often list countries without listing the depth. Ask for a payroll run from a test database for one employee per country, with the payslip and statutory output attached, rather than a slide that lists supported countries.
Next, confirm which edition is needed and whether it is paid. Odoo's Community edition is licensed under LGPL-3.0, but the Enterprise features that many payroll and HR buyers expect, such as mobile apps and the upgrade service, sit behind a subscription. Ask each vendor to name every app, module and mobile client the requirement list depends on, then ask for the license or subscription document that covers it. For hosting, backups and data location, ask where the database, file attachments and backups sit, who holds the keys, and how a restore is tested. For Frappe Cloud or Odoo Online, ask which regions and sub-processors apply. Also check upgrades and support windows: the Frappe supported versions page and Odoo's standard and extended support documentation both set end dates by version, and Odoo states that on Odoo Online and Odoo.sh major upgrades are mandatory every two years. Ask for the support calendar in writing and for the test plan a partner would run before each payroll-affecting upgrade.
Finally, test custom code limits and roadmap fit. In Frappe, Server Scripts are disabled by default from version 15 and must be enabled through server_script_enabled, and Frappe Cloud public shared benches do not allow them, so a payroll rule written as a script may not run on a hosted tier. Odoo restricts custom modules and external API access to its Custom plan on hosted tiers. Ask each vendor to show the setting or plan that enables each custom rule you need, and ask for a written roadmap entry for every gap, with the release in which it is expected. Treat any answer without a demonstration, configuration export or contract clause as unconfirmed and record it that way in your scoring.
How DeployOpen scopes, delivers and supports HR and payroll selection and implementation
DeployOpen starts with a written scope that turns your country, payroll, leave and identity requirements into a platform choice you can defend. We then plan, implement, customize, integrate, harden, document and support the chosen self-hosted platform inside your own infrastructure. Engagements are typically fixed-scope, with ongoing support available as a retainer.
How we scope
- Record each country's payroll rules, pay calendars and statutory reports before comparing Frappe HR, OrangeHRM and Odoo
- Map leave policies, attendance capture and approval chains to the modules each candidate platform offers
- Document which identity, accounting and retention integrations are required, and confirm each with the relevant vendor
- Agree scope, deliverables and timelines in writing before any build work starts
How we build
- Deploy the chosen platform in your cloud account, data center or air-gapped network, with your choice of edition
- Configure payroll inputs, leave types, approval workflows and self-service access against the agreed requirements
- Connect the HR system to your accounting and identity services, and test each integration with sample employee records
- Test data migration with copies of current records, including neutralized test databases, before any production cutover
How we hand over
- Deliver written documentation covering configuration decisions, role-based access design and integration runbooks
- Provide an evidence pack for records retention, access reviews and change management that your auditors can review
- Walk HR, payroll and IT administrators through the admin tasks they will own after go-live
- Confirm backup and restore steps with your team and record who holds each responsibility in the handover
How we support
- Offer ongoing support, upgrades and maintenance as a retainer, scoped to your version and edition
- Plan upgrades in a test environment first, and align them with each platform's published support windows
- Help prepare for payroll runs and version changes so that updates do not land during a pay period
- Review access, logs and backups on a schedule agreed with your HR and security leads
