HR Features

Employee profiles

Keep contracts, contacts, roles, managers, salary notes, and operational details in one structured employee card. HR, finance, and operations work from the same source of truth instead of parallel spreadsheets.

Custom fields for local rules

Add the fields your country or company requires: tax identifiers, work permit details, emergency contacts, medical checks, equipment, or onboarding documents. The data stays searchable and ready for reporting.

Secure access by role

Give managers, HR specialists, accountants, and employees different access levels. Sensitive fields can stay protected while daily operational information remains available to the people who need it.

Departments and positions

Model departments, teams, positions, and reporting lines so every employee has a clear place in the company structure. Changes are visible immediately and can be used in approvals, reports, and workflows.

Manager responsibility

Route requests, review tasks, and approvals to the right manager automatically. When a person changes department or manager, the connected workflow can follow the new structure.

Multi-company HR

Run HR for several legal entities or locations while keeping shared policies and separate employee records. This is useful for groups that operate in different countries but want one HR process.

Absence requests

Employees submit vacation, sick leave, unpaid leave, or custom absence types through the UI. HR and managers see who is away, what is pending, and which requests need action.

Approval pipelines

Absence requests can move through manager and HR approvals using triggers. The history of every decision stays attached to the request, so the process is transparent and auditable.

Calendar visibility

Approved absences can be reviewed together with team workload, departments, and operational plans. This helps prevent understaffed periods before they become a problem.

Review templates

Create reusable performance review templates for quarterly check-ins, annual reviews, probation reviews, or role-specific assessments. HR can standardize the process without rebuilding every form.

Visual review builder

Build review sections and questions in the browser, choose answer types, mark required fields, and save the form for later use. The interface is designed for HR users, not developers.

Growth tracking

Connect review outcomes with goals, development plans, and manager feedback. The result is a living history of employee growth instead of one-off documents that disappear after the meeting.

Contracts and files

Store contracts, policies, certificates, and onboarding files on the employee record. Important documents stay linked to the right person and can be found quickly during audits or renewals.

Expiration reminders

Track dates for contracts, probation periods, work permits, certifications, or medical checks. ZavERP can turn those dates into tasks and reminders before something expires.

Audit trail

Keep a clear record of who changed what and when. This matters for HR compliance, internal controls, and any process where personal data and approvals must be traceable.

Trigger-based workflows

Use triggers for onboarding, absence approval, review cycles, document renewals, and offboarding. The user performs normal UI actions, and the ERP pipeline handles the next steps.

Tasks for HR and managers

Automatically create tasks for document checks, approvals, interviews, or review follow-ups. Work does not depend on someone remembering the next manual step.

Connected ERP data

HR can feed accounting, project planning, manufacturing capacity, and service operations with reliable people data. Your company stops treating HR as a disconnected island.

Workforce overview

Track headcount, departments, open absences, review coverage, and pending HR tasks from one place. Managers see the current state without asking HR to prepare a spreadsheet.

Pipeline health

See where HR workflows are blocked: pending approvals, missing documents, overdue reviews, or incomplete onboarding steps. Problems become visible while they are still easy to fix.

Data for decisions

Use HR data together with financial and operational data to understand capacity, cost, and team performance. This turns HR from record keeping into a useful management signal.