Employee & document register
Internal IDs, completeness status and data owners; no sensitive documents on the website.
File format
CSV
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NERACIA PAYROLL & HR OPERATIONS / One-time project
HR Administration & Onboarding Setup
Give employee records and HR tasks a clear process.
We organize the employee register and three workflows: joining, leave/attendance, and leaving. Your team receives checklists, task owners and an update process.
SEE AN EXAMPLE OUTPUT
Outputs you
can understand.
New-employee documents and task owners are unclear.
NERACIA / FICTIONAL EXAMPLE · NOT CLIENT RESULTS
- Fictional records
- 3
- Prepared workflows
- 3
- Situations to test
- 5
Checklists show task ownership. They do not determine employment rights, termination decisions or legal compliance.
See the sample details
Scroll the table to read all columns.
| Workflow | Sample task | Proposed task owner |
|---|---|---|
| Joining | Check documents and prepare access | HR / IT |
| Leave & attendance | Verify inputs and manager approval | HR / Manager |
| Leaving | Hand over assets and remove access | HR / IT |
WHAT YOU RECEIVE
Three outputs
for you to use.
For small teams with scattered HR records and administrative tasks.
Three administrative workflows & checklists
Tasks, approvals, asset handover and access removal.
File format
CSV + Markdown
Test results & owner guide
Five usage tests, outstanding items and a maintenance process.
File format
HTML + Markdown
WORK SCOPE
What is included
One entity, up to 20 employee records, three workflows, three approval roles and five test scenarios. One file-based register, a 45-minute walkthrough and one correction.
The work we carry out
- Inventory existing data, documents and task owners.
- Prepare checklists, minimum access and approval workflows.
- Try five scenarios and teach the update process.
What is not included
No employment-contract/company-rule drafting, industrial-relations advice, hiring/termination decisions, automated candidate assessment, payroll calculations or HRIS installation/integration.
CHECKING THE OUTPUTS
Checked before
handover.
Give employee records and HR tasks a clear process.
We check outputs against the agreed inputs and work. Outstanding items stay recorded with reasons and next actions.
See detailed checks (for the relevant team)
Checks against the agreement
- Records are unique and document/access owners are known.
- Three workflows have owners, approvals and exception handling.
- The owner completes five tests and can update records and remove access.
Starting records Pseudonymized employee list and approved document inventory.
Incomplete inputs and approvals
Count items missing sources or approval; show the total item count and owner.
Review results
Record differences, reviewed version, owner and action evidence; matching arithmetic is not payment approval.
The owner completes five tests and can update records and remove access.
Discuss ongoing support or HRIS implementation after checking needs, licenses, access and delivery competence.
Agree starting records, targets and period before starting. Examples and targets are not client results.
HOW TO START
Discuss one need.
Receive a clear proposal.
Arif is your first contact. Designate delivery personnel and reviewer in the agreement before starting.
- Describe the problem
Share your business type, the task causing difficulty and your desired result.
- Review the work & price
Discuss inputs, limits, people and timing. You review a written quote before deciding.
- Deliver, check & discuss
Review the agreed work, then hand it over with any outstanding questions and next actions.
Payment, timing & corrections
Separate setup, monthly service, tax-specialist and software fees. Employee counts, pay components, data condition, review hours and payment dates determine the quote. One correction on the same data and work; no automatic renewal.
Final dates follow complete inputs and agreed access, roles and payment terms. Discuss changed work or blockers before adjusting the schedule.
One correction round on the same inputs and work, requested within seven days of handover. New inputs, periods or tasks require a separate agreement.
Subsequent work & responsibilities
SUBSEQUENT WORK
Payroll & HR Operations
Choose payroll setup, monthly payroll preparation, an HR administration project.
Define the work
Discuss employee or task volumes, inputs, outputs and owners.
Check process and people
Confirm operator, distinct reviewer, backup, access and calendar. Monthly payroll requires a reviewed parallel run.
Agree the next step
Monthly work, HRIS, staffing or tax support have their own scopes and fees.
Who is responsible?
The company approves policies and payments. Tax/BPJS amounts need specialist review or an approved system. No automatic transfer, filing or staffing assignment.
Each engagement starts after agreeing scope, people, access, timing and payment. Subsequent stages are excluded unless written in the quote.
Before you decide
Is subsequent work included?
Discuss ongoing support or HRIS implementation after checking needs, licenses, access and delivery competence.
What if inputs are missing or differ?
Record gaps, their impact, owners and next actions. Conclusions requiring evidence remain open. Agree extra work and changed dates before proceeding.
How do we share documents?
Start with general context. Before sharing documents, agree minimum access, recipients, transfer channel, storage and retention. Do not send main account passwords.
Does contacting you place an order?
No. Discuss fit and availability, then review a quote. Work starts after agreeing inputs, people, dates and payment terms.
NEXT STEP
Tell us about one task.
Let’s define the first step.
Tell us about the business problem. We help define work, outputs, fees and timing before you decide.