Beehive HRMS

Start your week by opening Beehive HRMS and knocking out the tasks that pile up first: offers, joins, and day-one access. Create a requisition, publish it to your sources, and let the system capture applications, parse resumes, and move candidates through interview stages with scorecards and calendar invites. When you’re ready to hire, trigger digital offer letters, collect documents, and assign an onboarding checklist that handles IT access, policy acknowledgments, and bank/KYC details in one pass. New-hire data flows into the employee record automatically, so you don’t retype details later.

Next, lock down time, schedules, and leave so managers approve with confidence. Set attendance rules, enable geo or device punches, and define shifts and breaks. The attendance view flags missing swipes and exceptions; managers fix them in-line before cutoffs. Build leave policies with accruals, carryovers, and holiday calendars; employees request time from the self-service portal and managers receive instant notifications to approve or delegate. Timesheets and leave balances sync with payroll inputs, eliminating manual spreadsheets and last‑minute chases.

When payroll week hits, run a pre-check to validate headcount, attendance, overtime, and any variable pay. Configure earnings, deductions, reimbursements, and tax rules once; then run payroll with audit logs and corrections visible to both HR and finance. Publish payslips to the portal and export files for banking. Keep your organization current with compliance alerts, statutory registers, and filing-ready reports. Use compensation cycles to manage increments and promotions with budgets, workflows, and letters generated at scale. Launch performance periods with goals/KPIs, mid-cycle check-ins, 1:1 notes, and 360 feedback; push development plans to training courses and track outcomes.

Give employees control from a single place: update profiles, download payslips, request time off, enroll in benefits, and raise queries. Managers can approve on mobile, view team rosters, and track objectives without email back-and-forth. For exits, start an offboarding checklist that routes assets, access revokes, final settlement, and exit surveys—no loose ends. Build dashboards and custom reports to monitor hiring velocity, headcount, attrition, time utilization, payroll cost, and performance distribution; schedule them to inboxes so leaders always have the latest view. If you’re operating without a full HR team, enable the PEO option to offload co-employment tasks and benefits administration while keeping all activity visible in one console.