Employee Records & Document Control
Define what employee data to collect, who may access it, how to record changes and how to apply retention rules.
Key actions: field inventory, role access, change history, retention review.
Read practical guidanceKormoHR Knowledge Centre
HR Guides & Best Practices
Practical guidance for managing employee records, attendance, leave, payroll and HR operations with greater consistency. Built for HR teams, payroll professionals and business decision-makers in Bangladesh.
Educational resources • Policy-aware examples • Implementation checklists
Important guidance note: These resources explain common HR practices and software workflows. They are not legal, tax or professional payroll advice. Employment obligations depend on the applicable laws, employee classification, contract, establishment type and current official rules. Confirm statutory requirements with qualified local advisers before implementing policies or deductions.
Browse the library
Find the right HR guide
Start with a practical topic, then use the checklists and decision points to build a policy that suits your organisation.
Attendance Policy & Late Arrivals
Document shift start times, grace periods, exceptions, approval paths and attendance correction procedures.
Key actions: define rules, validate logs, review exceptions.
Read practical guidancePayroll Preparation & Reconciliation
Build a repeatable monthly payroll process with clear salary components, authorised deductions and independent review.
Key actions: cut-off, inputs, reconciliation, approval.
Read practical guidanceLeave Requests & Approval Controls
Set leave categories, balance rules, delegated approvals and a consistent process for short or partial-day leave.
Key actions: eligibility, routing, audit trail, reporting.
Read practical guidanceBiometric Device Integration Checklist
Assess an existing attendance machine before integration: supported APIs, connectivity, data fields and testing needs.
Key actions: compatibility, mapping, security, pilot.
Read practical guidanceCloud HRMS Implementation Plan
Prepare data, define permissions, configure policies, test calculations and train users before launching a new HR system.
Key actions: ownership, migration, UAT, rollout.
Read practical guidanceEmployee Onboarding Checklist
Coordinate contracts, verified details, reporting lines, required documents, equipment and system access.
Key actions: checklist ownership, completion evidence.
See record controlsSalary Components & Allowances
Document gross salary components, eligibility rules, effective dates and the basis for each authorised adjustment.
Key actions: component definitions, approval, payslip review.
See payroll controlsHR Data Access & Security
Apply least-privilege access, review administrator accounts and plan secure exports, backups and incident handling.
Key actions: permissions, MFA where available, audits.
Read practical guidanceNo matching guides. Try a different keyword or category.
Technical reference
Practical controls your HR team can adopt
Attendance and late-arrival policy
- Define the applicable shift, working calendar, time zone and approved grace period.
- Record the original punch time separately from any corrected or approved time.
- Handle missed punches, device downtime, off-site work and approved short leave through documented exceptions.
- Require an authorised review before attendance exceptions affect payroll.
- Confirm the legal and contractual basis before applying salary deductions.
Illustrative calculation only
Late minutes example
Scheduled start: 9:00 AM
Recorded arrival: 9:17 AM
Approved grace period: 10 minutes
17 minutes late against the scheduled start. If the written policy deducts the grace period from the chargeable amount, 7 minutes may be considered for review.
This is not a recommended wage deduction formula. The policy must specify whether grace is a threshold or a deductible allowance; payroll treatment requires separate legal and policy validation.
Payroll preparation and reconciliation
- Lock the payroll period and define input cut-off dates.
- Confirm basic salary, house rent, medical, conveyance and other approved components.
- Reconcile attendance, leave, overtime, benefits and authorised deductions.
- Use maker-checker approval for adjustments and final payroll release.
- Preserve payslip details, approval records and correction history.
Leave administration
- Publish leave eligibility and accrual rules by applicable employee group.
- Record requested dates or hours, reasons where appropriate and approval status.
- Define whether short leave is paid, unpaid or adjusted against a balance.
- Prevent duplicate or overlapping approved requests.
- Reconcile leave balances and reporting periods before payroll processing.
Employee records and retention
Maintain a documented inventory of employee information and its purpose. Limit access by role, record material changes and use a retention schedule approved for your organisation's obligations. Avoid collecting sensitive information unless necessary and justified.
Security and accountability
Review privileged access regularly, remove access when employment ends, protect exported reports and define an incident escalation process. Confirm vendor responsibilities for backups, recovery, data export and subscription termination.
Deployment guide
How to introduce an HRMS responsibly
Map existing processes
Identify who owns employee records, attendance exceptions, leave approvals and payroll sign-off.
Prepare and validate data
Remove duplicates, resolve inconsistent identifiers and verify opening balances before importing.
Configure roles and policies
Use approved company policies and restrict access to sensitive payroll and personal information.
Run user acceptance testing
Test normal and exceptional scenarios, including holidays, shifts, partial-day leave and payroll corrections.
Launch with support
Train users, monitor the first payroll cycles and document how issues are reported and resolved.
Device integration readiness
Already using a fingerprint or biometric machine?
Before promising integration, confirm the manufacturer and model, firmware, API or SDK documentation, network access, export formats and device-side permissions.
- Can the device provide timestamped employee punch records?
- Is an authorised API, SDK, middleware or supported export available?
- Can employee IDs and shift rules be mapped reliably?
- How will duplicate, delayed and offline records be handled?
- What security and privacy controls apply to transmitted data?
Compatibility must be assessed and tested before integration is confirmed. Biometric templates need not be transferred when timestamped attendance events are sufficient.
Explore biometric attendance integrationCommon questions
HR guides: frequently asked questions
Can an employer deduct salary for every minute of late attendance?
Do not assume that a per-minute deduction is automatically lawful. Check the applicable employment law, worker classification, employment terms, authorised deduction categories and documented company policy. Separate the attendance calculation from the decision to deduct wages.
Should biometric attendance records directly calculate payroll?
Raw device events should normally pass through validation and exception handling first. Missed punches, approved leave, shifts, device errors and corrections can affect payroll inputs.
Can an existing biometric machine connect to KormoHR?
Potentially, if the device exposes compatible attendance data through a supported API, SDK, middleware or approved export process. A technical assessment is required before confirming integration.
How should a company define gross and net salary?
Define each salary component and deduction in an approved salary structure. Gross and net calculations must follow applicable contracts, payroll policy and legal requirements; labels alone do not establish statutory treatment.
How should HR teams handle short leave?
Set clear rules for eligibility, duration, advance notice, approval authority, paid or unpaid treatment, and how partial-day absences affect attendance and leave balances.
What should be checked before moving HR records to cloud software?
Review data accuracy, access permissions, hosting and vendor responsibilities, backup and recovery arrangements, export options, retention obligations and the process for ending a subscription.
From policy to daily practice
Make HR processes easier to manage with KormoHR
Explore employee management, attendance, leave and payroll workflows in one HR platform. Our team can discuss your organisation's policies, subscription options and compatibility requirements.
Features and integrations are subject to your selected plan, configuration and technical assessment.