We build a human resources layer that brings employee records, documents, leave and absence, the organisation chart and employee self-service together in a single record. It does not replace payroll; it prepares the data that goes to payroll accurately and traceably, and it connects to the timekeeping and PDKS (time and attendance) side through the same employee record.
In a business that has passed fifty people, human resources data is almost always in the same places: personnel files in a steel cabinet, leave requests in a notebook or a WhatsApp message, the organisation chart in a presentation prepared two years ago, and salary information in a spreadsheet only one person knows about. This arrangement works in small teams, because everybody knows everybody. The problem shows up not with growth but with a single question: how many people are on leave today, whose employment contract is missing, which employee's medical report has expired, how many people left last year and from which department. There are answers to these questions, but gathering them takes half a day, and the person doing the gathering was usually not hired for that job.
The second problem is on the document side. The employment contract, copies of ID and diploma, the medical report, the OHS (occupational health and safety) training record, the equipment handover form, the privacy notice and consent texts — the list of paperwork that has to be in each employee's file is long, and in an audit or a dispute that list is asked for item by item. In practice the files are mostly not complete, and that only comes to light when the paperwork is requested. A paper file has one more weakness: documents with an expiry date do not warn you by themselves. When a medical examination, an operator's or driving licence, or a foreign employee's work permit expires, nobody notices; and by the day it is noticed, it is usually too late.
The layer we build gathers this scatter into a single employee record. What we call human resources management (HRM) is the transactional side of the job: personnel records and documents, joining and leaving, leave and absence, the organisation chart, assigned equipment, and carrying position and salary changes through to payroll. Human capital management (HCM) is the broader frame built on top of the same data: competencies and careers, succession planning, workforce planning, training and performance. They are not two separate products; HCM cannot be built without HRM, because the record a talent conversation would rest on does not yet exist. That is why we always start by securing the personnel record, leave and document side; the talent and career layer only takes on meaning once the underlying data is reliable.
The boundary needs writing down from the start: this system does not replace your payroll program and it does not interpret legislation. Salary calculation, statutory deductions and SGK (Turkish social security institution) filings are the job of your financial adviser and of the payroll software you use; we prepare the data that goes to that side accurately, completely and traceably. Shifts, PDKS (time and attendance) terminals, overtime and piece-rate incentive calculations are a separate heading too, and are described on the timekeeping and incentives page; we do not build that calculation a second time on this page, we connect the two systems through the same employee record. Recruitment, training and performance are their own modules as well. Rather than selling these as one package, we prefer to deliver them in stages; where HR software collapses is usually not a shortage of scope but a system built far too broadly from the start that nobody uses.
Companies that have passed a hundred employees but where human resources is run by one or two people. In these teams most of the time goes on collecting paperwork, calculating leave balances and answering the same question over and over. The gain is less that the work disappears than that its repetitive part moves onto the system.
Businesses where head office, factory, branch and field teams work in different places. Getting a leave request to head office, collecting signed paperwork and knowing who is registered where all become harder by default in this structure. A single employee record and mobile access are the gains felt fastest in these businesses.
Food, textile, construction and exporting manufacturers. When a customer audit, a social compliance audit or a labour inspection arrives, personnel files are expected to be complete. In these businesses the first concrete benefit of the system is that missing paperwork becomes visible on the day it goes missing, not on the day of the audit.
Manufacturing and service businesses with frequent joiners and leavers. For every new employee the same paperwork, equipment and training steps are repeated; for every leaver the same handover list runs. Once these steps become a defined flow, no task is left forgotten and the trace of the departure stays on the record.
For each employee, identity and contact details, contract type, position, reporting manager, salary information and past position changes are held in a single record. Sensitive fields such as salary and health are protected by separate permissions; who can see which field is defined by role. Every change made to the record is kept together with who made it and when.
The contract, copies of ID and diploma, the medical report, the OHS training record, the operator's certificate and, for foreign employees, the work permit are gathered in the same file. For every document type, whether it is mandatory and how long it stays valid are defined; documents nearing expiry and those never uploaded fall into separate lists. Missing paperwork thus becomes visible on the day it goes missing, not on the day it is looked for.
Annual leave, compassionate leave, unpaid leave and certified sick days all run through the same flow. The request is entered on mobile, lands with the manager and, once approved, updates the balance by itself. Entitlement by length of service, carried-over balances and public holiday rules can be defined. A leave calendar is visible by department; how many people from the same team will be off in the same week is known in advance.
The organisation chart is generated automatically from the employee records, and is based on the position rather than the person. Vacant posts, cover arrangements and reporting lines are visible on the chart. When someone leaves, which position has become vacant and who will cover it are read from here. The chart lives in current data rather than in a presentation file; it refreshes itself with every change.
Employees can see their own leave balance, their assigned equipment, their payslip documents and the paperwork missing from their file, and they raise leave and document requests themselves. Managers see their own team's leave calendar and the requests awaiting approval. A significant share of the questions that reach HR verbally is reduced by this screen; those that are not at least arrive already on the record.
For a new employee, paperwork, equipment, account creation, OHS training and induction run as a defined checklist, with an owner and a date for every step. On departure the same list runs in reverse: returning equipment, closing system access, closing the file. No step is left forgotten, and the trace of the process stays on the record.
The data that goes to your payroll program is fed from here: joiners and leavers, leave and absence, position and salary changes. Shifts, PDKS and incentive calculations run in a separate module and match on the same employee record. On top, indicators such as current headcount, turnover, length-of-service distribution and absence are reported; where every number comes from can be traced.
Together we map out where each piece of information is held today, how leave and approvals actually work, and which paperwork has to be in a personnel file. This step usually surfaces rules that are unwritten but applied; setting the system up correctly depends on putting those rules into writing.
Existing spreadsheets, the records in the payroll program and paper files are moved into a single structure. The migration brings out duplicate records, missing fields and dates that contradict each other; weeding these out is the invisible but longest part of the job. An HR system built without clean data loses its credibility in its first month.
Document types, obligations and validity periods are defined; leave types, entitlements and the approval chain are written into the system. It is run in parallel with the existing method for at least one period and the balances are compared. Items that diverge are examined one by one; the difference usually comes not from the system but from ambiguity in the old calculation.
The employee and manager screens are opened first in a single department. Real use shows which step is not understood, and the screens are simplified accordingly. The most common mistake in HR software is opening it to the whole company on the same day and treating the first week's confusion as a fault in the system. The rollout follows the result of the pilot.
Data exchange with the payroll and PDKS side is set up and verified together with your financial adviser. Permissions, retention periods and reports are settled. The system is handed over to your team; how to add a new document type and how to update leave rules are left in writing. After that, maintenance and support run within the SLA.
No. Logo, Mikro, Netsis (Turkish ERP and payroll products) or whichever payroll software you use stays where it is. This layer prepares the data that goes to it: joiners and leavers, leave and absence, position and salary changes. Salary calculation, statutory deductions and SGK (Turkish social security institution) filings are the job of your financial adviser and of the payroll program; we do not interpret legislation. This separation is deliberate and it is in your favour: carrying data accurately and interpreting legislation are different responsibilities.
No, that side is a separate module and is described on the timekeeping and incentives page. Collecting terminal data, shift rules, overtime and piece-rate incentive calculations run there. The HR layer on this page holds the personnel record, documents, leave and the organisation. The two systems come together on the same employee record: leave and absence are defined here and the timekeeping side reads them. We do not build the same calculation in two separate places.
An understandable reservation, and the decision is yours. The system can be installed on your own server or in a data centre of your choosing. Sensitive fields such as salary and health information are separated by role-based permissions, and access to those records is logged. Retention and destruction periods are applied according to the policy you have defined on the KVKK side; the content and the interpretation of the legal texts belong to your lawyer and your data controller. The source code and the data are yours in every case.
Usually it can, but the process should not be taken lightly. When spreadsheets, the records in the payroll program and paper files are brought together, duplicate records, empty fields and dates that contradict each other come to light. This weeding is the longest part of the job and some of it requires your verification. We do not claim that we will clean all of it for you; at discovery we settle which field is verified by whom, and put it in writing.
Partly, and it is right to say so at the outset. On the office and white-collar side, self-service is adopted quickly. On the production floor, usage can stay low; in that case a mixed arrangement is set up, such as entry through the shift supervisor, a kiosk screen in a common area, or paper requests entered into the system by HR. The aim is not for everyone to use the application, but for the request to end up in a single record.
A single employee record and a personnel file protected by permissions; a document archive with lists of missing and expired documents; a leave request and approval flow with up-to-date balances; an organisation chart generated from the data; employee and manager self-service screens; joining and leaving checklists; the transfer to the payroll and timekeeping side, plus headcount, turnover and absence reports. Everything produced, including the source code, the database and the documentation, is yours.
In a 30-minute discovery call we listen to what you need and tell you honestly whether custom development or an off-the-shelf product is the better answer.
We build a system that runs the whole candidate process in a single flow, from drafting the job ad through to the offer and the handover to onboarding. Whichever channel applications arrive through, they collect in a searchable pool, assessments are written on a shared form, and retention periods and data destruction are put on record.
Details →We give every rack and bin in your warehouse an address and record every movement by barcode. From goods receipt to put-away, from pick routing to dispatch checks, the flow runs on handheld terminals; underneath the quantity figure in your ERP we add the physical location of the goods and who moved them, and when.
Details →We capture incoming, in-process and final inspection records on a tablet on the shop floor; when a non-conformance appears we quarantine the goods, start the corrective and preventive action (DÖF / CAPA) flow and follow it through to closure. Measurements, certificates and approvals accumulate by batch, so you go into an ISO 9001 audit with a file that is already prepared rather than one assembled retrospectively from binders.
Details →Working from your bill of materials (BOM), we calculate which material is needed, in what quantity and by when; then we deduct stock on hand, open orders and lead times to produce dated order proposals for purchasing. With the MRP II layer we also test the same plan against machine capacity and labour.
Details →We build the software a dealership, a showroom and an authorised service centre run their own business on: vehicle or product stock, the showroom sales process, service appointments and work orders, warranty claims and integration with manufacturer-side systems come together in one structure. Your existing accounting package stays where it is, and the source code is yours.
Details →For companies whose sales run through dealers, distributors and solution partners we build channel software: partner records and tiering, target and commission calculation, lead sharing and conflict prevention, marketing collateral, and training and certification tracking are brought together in one place.
Details →
