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ERPX Human Resources / Employee Lifecycle

Every stage. Every employee. Connected.

Welcome new people. Develop their skills. Listen and follow through. Bring onboarding, growth and the final handover into one connected employee journey.

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ERPX employee lifecycle showing onboarding activities, a new starter’s progress and connected skills and training

People move forward. Keep HR connected.

Support the whole employee journey.

Coordinate onboarding and offboarding, map employee skills, organize training, and follow up on complaints and pulse check-ins. Give each stage a clear owner, with employees taking part through their own portal.

Employee onboarding

A warm welcome. A clear plan.

Use onboarding templates to give each new hire a consistent start. Assign activities to the people responsible, track timing and progress, and create onboarding records in bulk when a whole group joins.

  • Reusable templates with activities, assignees and timing
  • Project tasks created when onboarding is submitted
  • Bulk onboarding and employee portal participation
ERPX onboarding record for Hassan Ali showing assigned activities, timing and completion progress

Onboarding & offboarding workflow

From checklist to completed work.

A repeatable plan for joining and leaving, with an owner at every step.

Also for offboarding
  1. 01

    Choose a template

    Start with reusable activities, timing and duration.

    HR prepares
  2. 02

    Assign the owners

    Give each activity a responsible person.

    People take ownership
  3. 03

    Submit the plan

    Create linked project tasks for the assigned work.

    Tasks connect
  4. 04

    Follow completion

    Review activity status and overall progress together.

    HR follows through

Every activity keeps its progress.

  1. Not Started
  2. In Progress
  3. Completed

Employee skill mapping

Know the strengths. Plan the next step.

Record an employee’s skills, allocation date and proficiency, with star ratings that make each level easy to read. Keep role-related and unrated skills visible for the next development conversation.

  • Employee skills with proficiency scores and star ratings
  • Allocation dates and skills linked to the employee’s designation
  • Skill reports across employees, departments and roles
Explore employee and skill reports

Skills & development

Employee skill map
Employee
Hassan AliEMP-001
Allocation date
  • CommunicationProficiency: 4/5
  • Data analysisProficiency: 3/5
  • Team leadershipProficiency: Unrated

Keep unrated skills visible for the next evaluation.

Training management

Build the skills. Keep the outcome.

Organize programs and schedule events with the people who should attend. Follow participation, collect feedback and record results so the session leaves behind more than a calendar entry.

  • Training programs, trainers and scheduled events
  • Attendees, invitations and participation status
  • Participant feedback, grades, hours and comments
See training in the Employee Portal

Training management

From program to progress.

  1. 01 / Program

    Team leadership essentials

    Content, objectives and trainer details

  2. 02 / Event

    Turn the program into a session

    12 Nov · 10:00–12:00 · 8 attendees

    Attendees invited

  3. 03 / Follow-up

    Record results and feedback

    Results & gradesParticipant feedback

Employee complaints

Hear the concern. Follow it through.

A concern needs an owner and a record of what happened next. Capture the complaint, categorize it and track investigation and resolution with the relevant people working through their assigned access.

  • Grievance types, subject, description and supporting details
  • Cases raised by HR or through the employee portal
  • Assignment, investigation and resolution records

Employee complaint

Workplace equipment concern
Grievance typeWorkplace facilitiesAssigned toOmar Farooq · HR

  1. Concern raised

    The employee records the issue and supporting details.

  2. Investigation recorded

    The assigned team documents its findings and next steps.

  3. Resolution documented

    Actions taken and the final decision stay with the case.

A named owner. A record of the follow-up.

Employee pulse check-ins

Keep listening. Between the milestones.

Create a questionnaire, assign it to employees or groups, and follow the responses in one place. Employees answer in their portal, with submission history available for follow-up. These pulse check-ins are feedback questionnaires; attendance punches live in Shift & Attendance.

  • Questionnaires with the questions you want to ask
  • Employee and group assignments, with response expiry
  • Portal responses with submitted and unfilled status

Employee pulse check-in

A moment to check in.
Active

Weekly team check-in

01What went well this week?
Completed the handover and helped a new teammate settle in.
02Where would some support help?

Space for an employee’s own words.

8 of 10 responses submitted2 unfilled

Assigned employees respond in their Employee Portal.

Employee offboarding

A thoughtful exit. A clear handover.

Coordinate exit activities from a template and assign each handover to the right person. Review outstanding employee dues and unused leave in the Clearance view, alongside resignation details and the final working date.

  • Offboarding templates, assigned activities and progress
  • Outstanding payables, receivables and unused leave balances
  • Exit reasons, resignation details and separation reporting
Keep the employee’s history connected

Offboarding / Clearance

Review what remains.
AR
Ahmed Raza

Final working day · 20 Nov 2026

Outstanding payable
PKR 18,400
Outstanding receivable
PKR 2,400
Net payable to employee
PKR 16,000
Unused leave balance
6 days
Handover activities2 of 3 complete
  • Return company equipmentIT
  • Complete knowledge handoverManager
  • Review outstanding duesFinance

Part of ERPX Human Resources

One employee journey.
Connected to the rest of HR.

Keep the person at the center. Employee records, performance conversations and self-service give each lifecycle activity its context.

Buyer questions

Your employee lifecycle questions, answered.

It includes onboarding, offboarding, employee skill mapping, complaints, training programs and events, training feedback and results, and questionnaire-based employee check-ins.

Yes. Templates contain activities with assignees and timing. Submitting onboarding creates project tasks so responsible people can track the work through completion.

Yes. ERPX supports programs, scheduled training events and attendees, participant feedback, and training results with grades, hours and comments.

Yes. Bulk onboarding lets HR use a template and activities for multiple selected employees. Each employee gets an onboarding record with its own assigned work and progress.

Skill maps record the employee, skill, proficiency and allocation date. Designations provide role-related skill context, and employee skill reports help HR review the records across people and teams. Unrated skills remain visible for evaluation.

Yes. Employees can raise concerns through the Employee Portal. HR can categorize and assign complaints, record investigation details and document the resolution through the access available to the relevant users.

Offboarding brings exit activities, responsible people, resignation details and progress together. Its Clearance view shows outstanding employee payables and receivables, the net balance and unused leave so HR and Finance can review what remains.

No. Lifecycle check-ins are employee questionnaires with assignments and responses. IN/OUT time punches belong to Shift & Attendance.

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Bring one real workflow.See it running in ERPX.

A focused walkthrough built on how your team works today and what you want to improve next.

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