IAG HR
IAG HR – Staff, Attendance and Leave Management
Employee files, attendance and leave in one place
- Dashboard
- Employees
- Attendance
- Leave
- Reports
| Employee | Department | Leave type | Status |
|---|---|---|---|
| Employee A | Finance | Annual | Pending |
| Employee B | Purchasing | Sick | Approved |
| Employee C | IT | Annual | Pending |
| Employee D | Reception | Unpaid | Rejected |
Purpose
IAG HR aims to move the daily work of HR departments from paper lists and scattered files into one system: a record for every employee, attendance tracking, a clear path for requesting and approving leave, and a digital archive of employee documents. The concept is designed for companies, public institutions and hospitals that need precise permissions and an audit trail for every change.
- Mid-size and large companiesManaging dozens or hundreds of staff and needing one consistent dataset instead of many spreadsheets.
- Public institutions and ministriesRequiring multi-level approval paths and documentation of each administrative decision.
- Hospitals and medical centersWhere shifts and on-call duty overlap and attendance needs daily accuracy.
Typical workflow: An employee requests leave
- EmployeeSubmit the request
In the planned employee portal the employee selects the leave type and dates; the remaining balance would be shown before submitting.
- SystemAutomatic check
The system would check the balance and overlaps with other absences in the team, based on the rules defined by the organization.
- Line managerDecide
The line manager approves or rejects the request with a comment; the employee would be notified.
- HR officerFinal review
HR confirms the decision where the organization requires it, and the leave balance is updated.
- EmployeeConfirmation
The employee sees the decision and the updated balance; the leave appears in the team calendar and the attendance record.
Possible application for illustration only. Steps and screens are design drafts; the actual workflow is defined per project.
Planned functions
- Employee register Planned
- Core and job data, hiring date and internal transfers.
- Document archive Planned
- Upload contracts, certificates and ID copies linked to the employee file, with expiry dates.
- Attendance management Planned
- Working schedules and shifts, plus import of attendance data from external systems where available.
- Leave types and balances Planned
- Leave types and entitlement rules defined by the organization itself.
- Approval workflows Planned
- Multi-level approvals with notifications and a record of each decision.
- Employee self-service Planned
- Staff view their data and leave balance and submit requests.
- Reports and export Planned
- Filterable reports with export to Excel or PDF.
- Permissions and audit trail Planned
- Control who sees and edits what, and log every data change.
Planned roles and permissions
| Employee | Line manager | HR officer | System administrator | |
|---|---|---|---|---|
| View employee records | Own | Department | Yes | — |
| Edit employee records | — | — | Yes | — |
| Submit leave requests | Own | Own | Yes | — |
| Approve leave requests | — | Approve | Approve | — |
| View attendance | Own | Department | Yes | — |
| Configure leave types and rules | — | — | Yes | Yes |
| Manage users and permissions | — | — | — | Yes |
- HR officerMaintains employee files, configures leave types and follows reports.
- Line managerApproves leave requests and monitors team attendance.
- EmployeeViews personal data and submits requests via self-service.
- System administratorManages users, permissions and general settings.
Operating models
IAG HR can be operated in one of three models: managed cloud, a private cloud dedicated to the organization, or on-premises installation in the organization's own data center. The choice is made per project based on data protection requirements, available infrastructure, connectivity and internal policies, and is documented in the implementation plan.
The operating model (managed cloud, dedicated private environment or on-premises installation) is decided per project.
Introduction and training
Analyze current procedures, leave rules and working-time rules
Configure organizational structure, permissions and leave types
Migrate employee data from spreadsheets or legacy systems after review
Pilot with one department and address feedback
Train HR staff and managers, then expand step by step
Maintenance and support
- Technical support via a ticket system with response levels agreed in the contract
- Updates and fixes according to an agreed maintenance plan
- Additional training for new users on request
- User guide in Arabic and English
Data takeover
Existing staff data in Excel lists, paper files or older systems would be collected, cleaned and checked together with the organization before import: duplicates removed, departments and job titles mapped to the new structure, and opening leave balances confirmed by HR. Scanned documents could be attached to employee files. The import would first be tested on a sample and released only after approval by the organization.
Training
- Training for HR officers on employee files, leave types and reports
- Short introduction for line managers on approving requests and viewing team attendance
- Guide for employees on using the employee portal
- Administrator training on users, permissions and settings
Frequently asked questions
Does IAG HR calculate payroll?
The current concept focuses on staff data, attendance and leave. Any connection to payroll or accounting systems is discussed within the project scope.
Can it connect to existing time-clock devices?
That depends on the device type and whether its data can be exported; it is checked during analysis before any commitment.
Who defines the leave rules?
The organization defines them according to its internal policies and applicable law, and the system is configured accordingly.
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