Sentinel HR

Not without being caught. A browser can report any coordinate, so Sentinel HR never trusts the pin on its own. Four independent layers run on every punch: site network binding (a site declares its allowed IP ranges, and a punch from any other network is refused regardless of GPS); IP-to-GPS agreement (the server geolocates the request itself and flags a pin that disagrees); impossible-travel detection (an implied speed since the last punch that no human could achieve is blocked); and a rotating on-site code (a screen at the site displays a six-digit code that changes every 60 seconds using RFC-6238 TOTP — a spoofed coordinate cannot produce it, so entering it is physical proof of presence). High-confidence spoofs are blocked; softer signals are flagged for HR review. You choose the policy: off, flag-only, or block.

Yes. Sentinel HR supports bulk employee import, year-to-date leave-balance import and year-to-date payroll import — so the first in-system payroll run computes progressive withholding tax correctly against the tax already withheld earlier in the year, and leave balances start from where your people actually are. You do not have to wait for a 1 January cutover.

Overtime is extracted automatically from attendance and classified at Labour Protection Act multipliers — 1.5× on a working day, 2.0× on a rest day and 3.0× on a public holiday, all configurable. The employee submits, the manager approves, HR reviews in bulk, and approved OT flows into the payroll run automatically.

Yes. The native Thai payroll engine supports two withholding methods (progressive tax computed against year-to-date earnings, or a fixed rate), Social Security, provident fund with tiered vesting, Student Loan Fund (กยศ.), shift allowance, severance, recurring deductions and approved overtime, with bilingual payslips. Statutory filings — ภ.ง.ด.1, ภ.ง.ด.1ก, สปส.1-10 and 50 ทวิ — export in the column order the Revenue Department and Social Security e-filing systems expect, and salary payout files export for KTB, BBL, SCB and KBank.

You define the chain. A run moves through the stages you configure — for example HR, then Office Manager or Finance, then MD/DMD. Each stage names its approvers, declares whether that stage may still edit confidential figures, and whether one approver or all of them must sign off. A stage can also reject a run back to an earlier stage, and every step is captured in the audit log.

Yes — that is the point of the analytics drill-down. Click any bar or segment in the workforce or operational analytics and a panel lists the exact employees behind that number. The chart and the list are computed from the same model, so they always agree. Everything is filterable and exports to Excel or PDF.

Eight, opened as tabs and all live from real data: Overview (a KPI wall), Workforce, Recruitment, Performance, Learning, Compensation, Diversity and Attendance. Figures are in Thai Baht and every label is bilingual. Each dashboard is drilldown-honest — a metric only appears when there is real data behind it, so nothing is invented to fill a panel — and the Learning board reads the LMS while Compensation reads payroll, so the numbers reconcile with the modules they come from.

Yes. Sentinel HR includes a consent ledger, a data-subject-rights workflow for employees, a public external intake channel so non-employees can exercise their rights (capturing the authorised representative's identity and ID-card upload), a DPO queue, and a breach register with the mandatory 72-hour clock required by PDPA Section 37(4) — so personal-data obligations are managed in-system, not on paper.

Yes. A dedicated read-only Audit role is built for external ISO and PDPA assessors: they sign in and pull evidence themselves — security-awareness training, access logs, approvals and the audit trail — without any ability to change live data. You hand over access instead of assembling screenshots.

Sentinel HR maps evidence to ISO 27001 (information security), ISO 27701 (privacy / PIMS), ISO 29110 (VSE software engineering) and ISO 20000-1 (IT service management), with an LMS question bank, assessments, branded certificates and an expiring-certification dashboard for each.

The full hire-to-retire chain: a public careers portal, an AI CV screener with anti-fabrication grounding (it quotes the CV and says "not found" rather than inventing a credential) that runs as a background auto-screen and returns a ranked report, an interview pipeline with structured scorecards, offer letters accepted or declined by link, employment-contract e-signature with OTP producing a signed PDF, and applicant self-onboarding — the new hire completes their profile, documents and contract before day one, HR approves, and the employee record is created from what they entered.

Yes. Sentinel HR ships four employment-contract types — full-time, part-time, fixed-term and a contractor / service agreement — each with its own clause set, term and scope of work. The scope of work is a per-position default that a contract inherits and HR can edit for the individual hire. Every contract is signed in-app with OTP, and the signed PDF contains the full bilingual contract body (Thai and English, with the Thai text authoritative), not just a signature page — filed straight into the employee's document vault.

Yes. HR edits every clause of every contract template — Thai and English — in Settings, behind a draft → approval → publish workflow: a second administrator must approve a new version before it can be used, and full version history is kept. Contracts already signed are immutable — each stores a snapshot of exactly what was signed — so revising a template never alters an agreement that has already been executed.

No — that is exactly what the Thai PIT engine is built to avoid. It withholds the right amount across the whole year rather than a flat estimate, so the figures reconcile at filing time. Every employee can see their own year-end tax position — projected annual tax, tax withheld to date and the estimated balance — at any time, and an employee election governs how any catch-up is handled. If you go live mid-year, importing month-by-month payroll history keeps year-to-date tax correct from the very first in-system run.

Both flow through the same manager-approval control as overtime. Per diem (เบี้ยเลี้ยง) is pulled automatically from approved off-site and event requests, stays editable, and is paid only once the manager approves; rates are configurable by region (Metropolitan, the six Thai regions, and country regions such as Asia or Europe) and by job level, most-specific-wins, with province and country picked from lists. Per diem is non-taxable by default — excluded from taxable income, Social Security, provident fund and the ภ.ง.ด.1 / 50 ทวิ figures — with a per-rate taxable flag. Shift allowance (ค่ากะ) is extracted from the shift roster, verified by the line manager, and payroll pays only the approved figure.

Performance runs on a KPI balanced scorecard that cascades from company to department to individual, with review cycles and both self and manager appraisals. Upward feedback is gathered through Employee Relations pulse surveys. Sentinel HR does not currently include a full 360-degree multi-rater module — we would rather tell you that than sell you a checkbox. Talent management also covers succession planning on a 9-box grid with a vacancy simulator, employee transfers with an approval chain, headcount requisitions, an annual merit (salary review) cycle, a bonus cycle, certifications and PIP.

The permission registry currently governs 94 features, grouped the way an employee moves through a company: hire (9), onboard (4), manage (24), pay (8), grow (18) and exit & protect (14), plus 17 platform features underneath — roles and permissions, audit, settings and integrations. From the careers portal, screening, onboarding, attendance, shift rosters, overtime, leave, payroll and statutory filings through to performance, succession, LMS, PDPA, Employee Relations and analytics, all of it shares one employee master and one audit trail.

Yes. Every page, dropdown, email template, employment contract and PDF report is available in Thai and English with a single click. Bilingual support is built from the database up — there is no separate Thai build and no translation backlog.

Yes. Per-team shift rosters export to Excel, and you can import from Excel or CSV with a preview-and-confirm step. Each shift carries an OT-eligible flag, a live balance panel flags weekly-hour overload, uneven workload and consecutive-day warnings, and you can copy a member's week to teammates or duplicate a whole week or month.

Yes. The Employee Relations module includes truly anonymous whistle-blower reporting with a status-check code, so a reporter can follow up on their case without revealing their identity — and every action taken on the case is captured in the audit log. ER also covers grievance and disciplinary case management with guided investigations, a searchable policy knowledge base, pulse surveys and a recurring-issue watchlist.

Yes. Accounts, mailboxes and licences can be provisioned in Azure AD / Microsoft 365 straight from the employee record, with a dry-run preview before anything is written, and mail and distribution groups are managed in-platform with live sync back to the directory.

Yes. The expense module captures category-based claims with budget gates, receipt OCR and multi-level approval, and supports mileage reimbursement calculated as distance × a configurable per-km rate, with transport from/to and hotel-venue capture. Approved claims are paid out through the same bank-file export as payroll.

Yes. Sentinel HR is cloud-native, hosted on AWS, and installable as a Progressive Web App (PWA) on iOS and Android — so HR, managers and employees can work from desktop or mobile, including clock-in from the field.

Yes. On Sentinel HR Cloud every company gets its own workspace with its own set of tables and its own file space — never mixed with another customer — encrypted and backed up with point-in-time recovery on AWS in Singapore. Sentinel HR Dedicated goes further: infrastructure no other customer shares, on your own domain.

Cloud suits most companies: your own workspace at yourcompany.sentinelhr.asia, ready in minutes with Thai payroll defaults, billed per employee by card or PromptPay. Dedicated suits enterprises that need their own environment and domain, custom integrations or a negotiated service agreement. Both run the same product, and TMES can deliver either as a managed engagement.

Yes — Hikvision face and fingerprint terminals stream straight into Sentinel HR. The important design choice is that device punches land in a SEPARATE biometric log, not directly into the attendance record. A terminal reading is treated as evidence, so it can corroborate or contradict an app clock-in, but it never silently rewrites someone’s timesheet. HR gets derived first-in / last-out per person per day, device health, and late/missing-punch analytics, with an explicit review step before anything reaches payroll.