HR (Human Resource Management)

The system handles the entire payroll cycle

The entire process — from pay period setup to payroll ledger generation, pay slip issuance, element allocation, social insurance settlement, and withholding tax calculation — is connected through an 8-table structure. Manual data gathering and verification steps are reduced, and anyone (not just the payroll specialist) can execute the same procedures.

• Pay Element Management: Systematically define base pay, various allowances, and deduction items, then assign them per employee.
• Social Insurance Rate Management: Manage rates for national pension, health insurance, employment insurance, and workers' compensation in a centralized table, with monthly reporting data automatically aggregated.
• Withholding Tax Rate Table: Earned income tax brackets are built into the system and automatically applied during payroll calculation.
• Year-End Tax Settlement Workflow: A 6-step workflow (notification, input, calculation, verification, finalization, communication) structurally distributes the workload during year-end settlement season.
• Severance Pay Calculation: Severance pay computation and exit interview records are managed upon separation.

Unified management of time & attendance and statutory working hours

Clock-in/out records, leave management, shift patterns, and remaining annual leave days are managed in a single system. Shop-floor shift patterns and office worker schedules are handled on the same platform.

• Clock-in/out Records: Working hours are automatically aggregated and used as base data for payroll calculation.
• Shift Management: Define shift patterns and assign them per employee. Break times are included in patterns.
• Annual Leave Management: Granting, usage, and remaining days of paid annual leave are automatically tracked. Compensatory leave management is also included.
• Overtime Management: Overtime requests and approvals are processed within the system, with weekly working hour aggregation to monitor compliance with the 52-hour weekly limit.

Seamless flow from recruitment to onboarding

The entire process is connected — from workforce planning through job posting registration, applicant intake, document screening, interview evaluation, final selection, to onboarding.

• Workforce Plan: Establish headcount plans by department and track actual hiring progress against targets.
• Job Posting & Applicant Management: Job posting registration, application intake, and screening results are systematically managed.
• Interview Evaluation: Record interview scores and assessments, and review complete evaluation history per applicant.
• Onboarding Process: After hiring confirmation, the onboarding procedure — including employee master creation, department assignment, and required document collection — is managed through a workflow.

Connecting performance reviews to growth and compensation

MBO-based performance evaluations, 360-degree feedback, and feedback records are managed in a single system. The structure links evaluation results to succession planning, Individual Development Plans (IDP), and compensation.

• Performance Evaluation: The entire process from goal setting, mid-term reviews, to final evaluation is systematically recorded.
• 360-Degree Evaluation: Collect assessments from supervisors, peers, and subordinates for comprehensive competency diagnosis.
• Succession Planning: Candidate identification, gap analysis, and development planning for key positions are automated through a 5-step workflow (identification, nomination, gap analysis, development, approval).
• Talent Pool Management: Manage talent pools and members, and create Individual Development Plans (IDP).

Systematic workplace safety management

Environment, Health & Safety (EHS) management is structured across 16 tables. Risk assessments, safety training, work permits, incident reports, and occupational injury statistics are connected within a single system.

• Risk Assessment: Identify hazard factors per task and calculate risk levels.
• Safety Training: Manage training courses, completion records, and training plans.
• Incident Management: Reporting, investigation, and recurrence prevention measures are tracked from the moment an incident occurs.
• Occupational Injury Statistics: Generate statutory statistical indicators such as frequency rate and severity rate for workplace injuries.
• Shop-Floor POP Integration: Collect data generated on the shop floor — clock-in/out, training completion, safety confirmations — through the POP (Point of Production) system.

Designed for manufacturing HR

Generic HR solutions are often designed primarily for office workers, requiring additional development for manufacturing environments where shop-floor workers are the majority. VEXPLOR HR has a built-in structure for managing both office and shop-floor workers simultaneously.

Process automation

23 workflows are built in, connecting major HR processes such as payroll settlement, year-end settlement, recruitment, succession planning, and safety management through approval and automation flows.

Payroll processing time reduction

Pay element allocation, social insurance aggregation, and withholding tax calculation are automated by the system, reducing manual processing time spent on monthly payroll. During year-end settlement season, the workflow systematically distributes the workload.

Statutory working hour compliance management

Weekly working hours are automatically aggregated to identify potential 52-hour violations in advance. This reduces the risk of penalties for labor law violations and enables evidence-based work schedule planning.

Recruitment efficiency improvement

The entire process from workforce planning to onboarding is connected in a single flow, enabling identification of time-to-hire and stage-by-stage bottlenecks. Applicant records and evaluation history accumulate for reference in future hiring.

Performance review credibility improvement

Evaluation criteria, goals, and results are recorded in the system with full audit trails, enhancing transparency. Linking review results to succession planning and development plans allows employees to see their growth paths.

Workplace safety systematization

Risk assessments, safety training, incident reports, and occupational injury statistics managed in a single system provide the foundation for workplace safety compliance. Real-time collection of safety data from the shop floor enables preventive management.

HR data as an organizational asset

Employee information, competency records, certifications, training history, and evaluation results are systematically accumulated. Even when HR staff changes, organizational talent information is preserved without loss, establishing the foundation for data-driven HR decision-making.

Scenario 1: Monthly payroll processing

When the monthly payroll settlement date arrives, the payroll administrator sets the pay period and initiates processing. The system automatically aggregates working hours and overtime from clock-in/out records for each employee, then calculates payments based on assigned pay elements (base pay, position allowances, meal allowances, transportation allowances, etc.). Social insurance deductions for national pension, health insurance, employment insurance, and workers' compensation are automatically calculated from the rate table, and earned income tax is applied according to the withholding tax rate table. A payroll ledger is generated, and once the administrator completes verification, individual pay slips are issued. The data gathering and verification work that previously took 3-4 days is now handled through consistent procedures within the system.

Scenario 2: Year-end tax settlement

When year-end settlement season arrives, the system sends notifications to all employees. Each employee enters their income/tax deduction materials in the system. Once input is complete, automatic calculation runs, and the payroll administrator verifies the results. If no issues are found, the results are finalized and communicated to each employee. The 6-step workflow (notification, input, calculation, verification, finalization, communication) provides at-a-glance visibility into each stage's progress and immediate identification of employees who have not yet completed their submissions.

Scenario 3: Recruitment process

When a department head submits a staffing request, the HR team cross-references the workforce plan to determine whether to proceed with hiring. For approved positions, job postings are registered and applicants are received. Document screening results, interview scores, and evaluation comments are recorded per applicant. Once the final candidate is selected, the onboarding process — including employee master creation, department assignment, contract issuance, and training schedule notification — is connected. Time-to-hire and stage-by-stage drop-off rates are tracked to identify bottlenecks in the recruitment process.

Scenario 4: Workplace safety incident response

When a safety incident occurs on the shop floor, the floor supervisor immediately registers an incident report through the POP screen. Incident type, location, injury severity, and initial response actions are recorded. The safety team conducts an investigation to analyze root causes and develop recurrence prevention measures. The risk assessment for that work area is updated, and additional safety training is scheduled. The incident is automatically reflected in occupational injury statistics, updating statutory indicators such as frequency rate and severity rate.

Scenario 5: 52-hour working hour management

Weekly working hours are automatically aggregated. When a specific employee's weekly hours reach 48, a first alert is sent; at 50 hours, a second warning is sent to both the employee and their manager. The manager can then redistribute remaining weekly tasks to prevent exceeding the 52-hour limit. Monthly and quarterly working hour statistics help identify departments with chronic overtime, enabling review of staffing additions or workload redistribution.

The implementation scope can be designed based on which challenge is most urgent: payroll automation, statutory working hour management, or workplace safety systematization. Please share the bottleneck points in your current HR processes and your existing system environment, and we will propose a specific implementation plan.