The system enables users to analyze the current workforce, forecast annual labor costs, and determine staffing levels, thereby supporting recruitment planning and talent acquisition.

It provides key metrics on projected payroll funds and labor cost budgets, helping to:

• Ensure the organization maintains a sufficient and capable workforce

• Manage and control HR-related expenses

• Adjust staffing levels in alignment with actual business conditions

• Optimize overall human resource costs

SiciX-HCM builds the organizational structure using a hierarchical parent–child model, allowing management of organizational history and version-based structure tracking.

The system defines how activities such as task allocation, coordination, and supervision are organized to achieve the organization’s objectives:

• Clearly defines responsibilities, authority, and interdepartmental relationships

• Establishes a clear hierarchy to facilitate monitoring and supervision

• Ensures professional specialization within the organization

• Maintains leadership consistency, creating order and alignment across the organization

• Enhances accountability among all members of the organization

SiciX-HCM provides comprehensive management of detailed information for each employee. Managers can easily update personnel records in the system with just a few simple actions whenever changes occur.

The Human Resource Management software offers functions to manage and store employee records, enabling:

• Intuitive and user-friendly display: Easy access, authorization, and operation for employees, managers, and HR staff.

• Centralized data storage: All employee information is stored as both input and output data for other system modules.

• Flexible interface customization: Multiple interface layouts, colors, and fonts create a comfortable and efficient user experience.

SiciX-HCM enables users to monitor attendance status effectively. The system automatically calculates workday data for each employee based on daily attendance formulas, returning corresponding results with high accuracy.

The software includes built-in time management reports, such as:

• Attendance summary report

• Overtime report

• Late arrival / Early leave report

End users can lock attendance data before exporting to ensure data integrity.
Employees can conveniently view their monthly attendance results via the Employee Self-Service (ESS) portal.

Payroll data is synchronized and stored within the employee information system. The intelligent calculation feature allows SiciX-HCM to organize formulas and functions in a defined sequence, ensuring accurate and efficient payroll computation.

The payroll results are structured into dedicated tables, each serving a specific function:

• Segmentation Table: stores salary ranges for each payroll period.

• Result Table: stores payroll outcomes by segment.

The system provides an intuitive payroll display with complete information, enabling employees and managers to easily extract data through customizable report templates tailored to both corporate requirements and government regulations.

Additionally, all forms and reporting data related to social insurance, personal income tax, and family deductions are automatically updated and processed in synchronization within the system.

The system establishes and reinforces employee performance objectives, enabling continuous tracking, evaluation, and timely feedback to improve work quality and workforce productivity.

Key features include:

• Managing core competencies, managerial competencies, supporting/operational skills, and professional expertise.

• Supporting the identification of suitable candidates, training needs, and strategic HR planning—serving as a foundation for compensation and performance evaluation.

• Allowing employee performance assessments based on a customizable set of criteria and approval workflows, providing a transparent basis for bonuses and salary adjustments.

The system enables enterprises to build, manage, and assess employee competencies according to specific job positions, ensuring alignment between individual capabilities and organizational requirements.

Key features include:

• Competency library management

• Defining competency levels/grades

• Scoring competencies and setting standards for each job position

• Establishing benchmark frameworks for CHECKPOINT assessments

This feature supports periodic evaluations, training and development planning, and strategic HR optimization based on real competency data — thereby enhancing workforce efficiency and overall HR management effectiveness.

The Succession Management feature in SiciX-HCM enables organizations to proactively plan, evaluate, and develop future leaders, ensuring operational continuity and long-term sustainability.

Key capabilities include:

• Building succession plans for key organizational positions based on development strategies and competency requirements.

• Assessing and developing high-potential talents to prepare them for future leadership roles.

• Managing the succession process transparently, fairly, and efficiently.

• Generating reports and analytics on succession status, success rates, replacement timelines, and training costs.

• Ensuring organizational stability and continuity, minimizing risks during personnel transitions, and optimizing the use of existing human resources.

The Training Management module in SiciX-HCM enables organizations to enhance workforce quality, improve performance, increase employee satisfaction, and reduce turnover through systematic and data-driven training programs.

This feature allows enterprises to:

• Analyze training needs accurately for the right courses and the right employees.

• Plan and request training programs aligned with business objectives and budget.

• Manage training classes — including schedules, costs, results, and post-training commitments.

• Create and manage question banks and conduct online assessments to evaluate training effectiveness.

• Develop employee skills and competencies, helping them adapt to their roles and advance in their careers.

The Reporting module serves the needs of managers and business administrators by providing comprehensive management reports (MRs) that deliver insights into finance, human resources, sales, production, and other key areas — helping identify and mitigate business risks effectively.

This feature enables organizations to:

• Present management data in a clear and visualized format.

• Provide risk alerts, supporting organizations in operating more efficiently and scientifically.

• Supply relevant information for planning, execution, and control processes.

• Support informed decision-making across all levels of management.

The system allows users to manage (Add / Edit / Delete) various master data categories efficiently.

HR Catalogs:
Decision types, Rewards & Disciplinary actions, Educational levels, Evaluation periods, Work locations, etc.

Payroll Management Catalogs:
Attendance status, Benefit types.

Training Catalogs:
Classes, Training courses, Training formats, Instructors, etc.

Additionally, the system enables users to Add / Edit / Delete business-related objects, including:

• Job Titles

• Grades / Levels

• Positions

• Work Areas

• Occupations / Professions

The system allows users to utilize various setup functions, including:

• Alert Configuration: Set up automatic email notifications.

• Role-based Authorization: Assign access rights and permissions for each function according to user roles.

• Workflow Configuration: Define and manage business-related workflows.

• Automatic Code Generation: Configure automated code numbering for records.

• Attendance Setup: Establish attendance parameters and calculation rules.

• Payroll Setup: Configure salary structures and computation formulas.

• Manpower Planning Setup: Define staffing norms and workforce allocation.

• Recruitment Setup: Establish recruitment processes and approval workflows.

The system enables users to:

• Design flexible approval workflows tailored to the organization’s business operations.

• Define and assign responsible personnel for each step in the workflow.

• Aggregate, initiate, and approve workflows by group or process category.

• Establish standardized workflows based on: Departmental structure and hierarchy; Operational stages; Specific tasks or deliverables