Employee service requests
Route HR queries, payroll questions and document requests to the right owner. Keep conversations, attachments, priorities and resolution status together.
CLOUSYS · CONNECTED PROFESSIONAL SERVICES
Human Resource Management (HRMS)
Connect employee information and workforce planning to the needs of a services business.
THE DECISION THIS SUPPORTS
Keep employee readiness connected to the work.
An employee changes role, develops a new skill or moves between teams. Update the shared record, coordinate approvals and assets, and keep the change visible to the people planning deployment.
01
Begin with one complete employee context
When people move between teams and projects, their history should move with them. Employee 360 brings employment, skills and organizational context together for HR and managers.
Explore the capabilities
- Central employee master
- Personal information
- Employment information
- Organization/business unit
- Department
- Designation
- Reporting hierarchy
- Manager
- Location
- Employment type
- Employee documents
- Skills
- Certifications
- Experience
- Project history
- Compensation information
- Employee status/history
Illustrative workflow · capability relationships
02
Keep the organization behind every employee visible
A reporting change can affect approvals, costs and resource decisions. Maintain the entities, practices and reporting structure that give an employee record its operating context.
Explore the capabilities
- Legal entities
- Business units
- Departments
- Practices
- Cost centers
- Locations
- Reporting hierarchy
- Organization structure
- Employee movement between organizational units
Illustrative workflow · capability relationships
03
Manage each change as part of the employee journey
Onboarding is the first of many transitions. Keep promotions, transfers and exits connected to the employee record so responsibilities and history remain clear across the full lifecycle.
Explore the capabilities
- Onboarding
- Probation
- Confirmation
- Promotion
- Transfer
- Role/designation change
- Compensation change
- Manager change
- Location change
- Employment-status changes
- Resignation
- Notice period
- Exit clearance
- Offboarding
- Exit interviews
- Alumni/history
Illustrative workflow · capability relationships
SEE IT IN CONTEXT
Book a focused walkthrough Explore this workflow with your team’s priorities.
04
Give employee requests an owner and a visible next step
A question should not disappear into an inbox. Categorize the request, assign it to the right queue and keep the conversation and resolution visible to the employee and the team responding.
Explore the capabilities
- HR queries
- Payroll-related requests
- Leave issues
- Benefits questions
- Employment letters
- Document requests
- Policy questions
- Workplace issues
- IT/asset requests
- General employee support
- Employee self-service
- Ticket categorization
- Priority
- Assignment
- Queue management
- SLA
- Escalation
- Comments/conversation
- Attachments
- Status tracking
- Resolution
- Knowledge articles
- Request analytics
Illustrative workflow · capability relationships
05
Track assets from assignment through return
Know which equipment is available, who holds it and what has changed during its use. Connect returns and exceptions to employee exit clearance rather than reconstructing the asset trail at the end.
Explore the capabilities
- Asset inventory
- Asset categories
- Laptop/device tracking
- Serial numbers
- Asset ownership
- Employee assignment
- Asset allocation
- Asset return
- Swap/replacement
- Damage/loss tracking
- Asset history
- Warranty information
- Asset availability
- Exit clearance
- Asset dashboards
Illustrative workflow · capability relationships
06
Connect performance conversations to development
Make goals and review evidence available throughout the cycle. Bring self-assessment, manager input and calibration together, then carry the outcome into development and promotion discussions.
Explore the capabilities
- Performance cycles
- Goal setting
- Individual goals
- Organizational goals
- Project-related goals
- KPI/KRA management
- Goal weightage
- Employee self-assessment
- Manager assessment
- Multi-level review
- Continuous feedback
- Performance ratings
- Calibration
- Promotion recommendations
- Development plans
- Performance history
- Performance dashboards
Illustrative workflow · capability relationships
07
Understand the skills you have and the skills you will need
A skill label alone does not show deployment readiness. Add proficiency, validation and experience, then compare the workforce with future demand to focus learning and development discussions.
Explore the capabilities
- Skill taxonomy
- Employee skills
- Skill proficiency
- Certifications
- Domain experience
- Project experience
- Skill validation
- Skill-gap analysis
- Competency framework
- Learning/development needs
- Future skill demand
Illustrative workflow · capability relationships
08
Make absence part of the availability picture
Leave and attendance affect more than an HR balance. Connect requests, policies and approvals with resource availability so managers plan around the time people can actually contribute.
Explore the capabilities
- Leave policies
- Leave balances
- Leave requests
- Approval workflow
- Holiday calendar
- Attendance
- Clock-in/out
- Attendance regularization
- Work location
- Manager approval
- Resource availability impact
Illustrative workflow · capability relationships
09
Give employees a clear place to manage their working day
Bring routine updates and requests into a consistent self-service experience. Employees can find their records and managers can follow the same context when a decision or approval is needed.
Explore the capabilities
- Profile
- Documents
- Leave
- Attendance
- Assets
- Service requests
- Performance
- Skills
- Project information
- Timesheets
- Policies
Illustrative workflow · capability relationships
EVERYDAY HR OPERATIONS
Support people beyond the employee record.
Assets and clearance
Track device assignment, swaps and returns. Carry the asset history into exit clearance so ownership is clear when employment changes.
Performance and development
Connect goals, self-assessment, manager review and development plans. Retain performance history alongside skills and future readiness.
WORKFLOW DESIGN
Keep the next team connected.
Start with one hrms & employee lifecycle workflow. Agree the source records, accountable owners and approval rules before expanding the scope.
- Start with the decision. Identify the accountable team and the information it needs.
- Map the handoff. Confirm which systems hold the source records and which steps need approval.
- Test an exception. Walk through missing information or a changed requirement before agreeing the rollout scope.
- Agree the review. Define how the team will measure progress and correct issues.
PRACTICAL QUESTIONS
Questions about hrms & employee lifecycle.
Which employee information matters for resource planning?
Role, skills, reporting line, working pattern and leave all affect availability. Maintain ownership of these fields so project teams plan against current employee information rather than a separate staffing spreadsheet.
How should an employee change reach delivery teams?
A change in role, manager, location or availability can affect assignments. Identify which changes need approval and which teams need the updated record before changing a staffing commitment.
How do we handle onboarding and offboarding?
Assign owners to the required tasks and make outstanding items visible. Joining readiness should be confirmed before an employee is treated as deployable; offboarding should include open assignments and access responsibilities.
