For Training

A step-by-step teaching guide. Use this to build enablement sessions, onboarding walkthroughs, or a customer webinar. Each lesson has a goal, the path, and the thing to point at.

Suggested course arc (≈90 min)

1. Orientation & the HR Hub (10 min)
2. Set up your people (20 min)
3. Leave & attendance (15 min)
4. Run payroll end to end (25 min)
5. The Talent Hub (10 min)
6. Reports & the daily board (10 min)

Teach it in that order — later lessons depend on data created in earlier ones.

Lesson 1 — Orientation

Goal: learn the map. Path: click HR Hub in the sidebar → lands on Overview.

Point at the sub-nav: Overview, People, Roster, Attendance, Payroll, Leave, Commission, Talent, Reports, Org Chart, Settings. Explain that what each person sees depends on their permissions — an accountant and an HR manager will see different pages.

The Overview has two views: Today (a live attendance board — who's in, late, absent, on leave, off) and Trends (headcount, tenure, payroll gross-vs-net charts).

Lesson 2 — Set up your people

Goal: a complete employee record. Path: HR Hub → Settings → Departments & positions first, then People → open a person → Edit HR record.

Teach the order:

1. Create departments and positions (Settings). Departments have a manager;

positions can belong to a department.

1. Open an employee from People (the name links to their profile).
2. Edit HR record tab: set department, position, manager (this draws the

org chart), job grade, employee type, hire date; then identity & compliance (national ID/iqama, passport, license + their expiry dates), emergency contact, and banking (bank, account, IBAN, SWIFT).

1. Compensation (the salary form): base salary, pay method, pay type

(monthly/hourly), overtime multiplier, annual leave days, and — for doctors — commission percentages.

Teaching points:

• Expiry dates matter — they feed the daily reminder. Show the compliance

section and explain the 30/14/7/3/1/0-day pushes.

• Banking feeds WPS — no IBAN, no WPS row for that person.
• Allowances & deductions (housing, transport, a fixed deduction) are added

as salary components, each with an "in GOSI base" flag.

Lesson 3 — Leave & attendance

Goal: the leave workflow and why hours behave the way they do. Path: HR Hub → Leave; HR Hub → Settings for policy.

1. Show the leave queue (Leave page): pending requests with Approve / Reject.
2. As a manager, use Assign Leave to book leave for someone (this is a

web-only manager action — worth flagging).

1. Trigger a coverage warning by approving leave for a teammate when others

in the same team are already off — note it's a warning, not a block.

1. In Settings, show reduced-hours periods (Ramadan/summer): a later start

and a shorter day, company-wide or per branch.

Explain the rules you'll get asked about:

• You cannot approve your own leave.
• Paid leave is capped at the remaining balance; unpaid is not.
• Tenure leave: annual entitlement can step up (e.g. 21 → 30 days) after a set

number of years, blended day-accurately in the anniversary year.

• Overtime must be approved (if the company requires it) or it isn't paid.
• Missing checkout caps the day and flags it auto-closed.

Lesson 4 — Run payroll end to end (the centerpiece)

Goal: confidently run a month. Path: HR Hub → Payroll → Payroll runs.

1. Start Run → pick the month. The system drafts every employee's line.
2. Open the run. Walk the columns: base, outstanding commission, net, status.
3. Expand a row — show the breakdown: worked hours vs scheduled, overtime,

allowances (+), late/absence/leave deductions (−). This is the "show your work" moment; learners trust the number once they see it decompose.

1. Explain the lifecycle: Draft → Confirm → Process. Only Process posts

money to the ledger. Re-starting a month keeps your edits.

1. After processing, Download WPS file — the bank file. Note the control

total equals the run's Total Net, and anyone missing an IBAN is listed, not dropped.

1. Show the other two Payroll tabs: Doctor Payouts and Loans & advances

(create a loan → it's disbursed from a treasury; installments are withheld in future runs).

Teaching points:

• GOSI (for applicable staff) is withheld from the employee and accrued for

the employer.

• End-of-service accrues automatically each processed run when enabled.
• Doctors are paid base + commission via the doctor-payout path; they skip

GOSI/loans/allowances.

Lesson 5 — The Talent Hub

Goal: the people lifecycle beyond payroll. Path: HR Hub → Talent (five tabs).

• Recruitment: create a vacancy, add applications, move them through

stages (Applied → Screening → Interview → Offer → Hired/Rejected).

• Onboarding: build a checklist template, start it for a new hire, tick

items (auto-completes when all done).

• Training & warnings: log training with an expiry; issue a disciplinary

warning (the employee acknowledges it themselves).

• Performance: create a review (ratings, strengths, improvements) and goals;

the employee acknowledges — you can't review yourself.

• Benefits & grades: benefit plans + enrollments, and job grades with

min/mid/max pay bands.

Lesson 6 — Reports & the daily board

Goal: the manager's ongoing view. Path: HR Hub → Reports, Roster, Overview → Today.

• Reports: Leave liability (what unused paid leave is worth), Punctuality by

branch, and the 12-month Payroll cost trend (base, commission, overtime, GOSI, employer cost). Note reports show the selected period — an empty period legitimately shows "No data."

• Roster: the expected 7-day week per employee.
• Today board: the live 60-second-refresh attendance board.

Common trainee mistakes

• Editing pay and expecting the ledger to change before Process — it doesn't.
• Forgetting that doctors don't get GOSI/allowance lines.
• Assuming a blank IBAN is a bug — it's masking for

under-permissioned viewers.

• Trying to approve their own leave in a demo — it's blocked by design.