HR & Workforce Compliance

A browser can fake a coordinate, so Sentinel HR does not rely on one. Four layers defend the punch: the site’s network/IP range (a punch from outside it is refused regardless of GPS), a server-side check that the IP’s location agrees with the reported GPS, impossible-travel detection between consecutive punches, and a rotating six-digit on-site code (TOTP, refreshed every 60 seconds) that only someone physically at the site can read. Every punch stores its IP, GPS accuracy and any flags; high-confidence spoofs are blocked, softer signals are flagged for HR and surface in the daily briefing and the scheduled attendance report. Each layer is configurable — off, flag-only, or block.

You can go live mid-year. The migration toolkit imports employees in bulk along with year-to-date leave balances and month-by-month payroll history (with a bonus column), so the first in-system payroll run computes withholding tax against the tax already withheld earlier that year and employees get real payslips, badged as migrated, back to January. The importers accept any spreadsheet — fuzzy plus AI-assisted column mapping, an editable in-browser grid and duplicate detection — so a messy client file migrates fast. No 1 January cutover, no parallel run to keep the numbers honest.

Yes to both. The solution 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 (a per-position default, editable per hire). Contracts are e-signed with OTP and the signed PDF carries the full bilingual contract body, Thai authoritative. HR edits every clause of every template, Thai and English, in Settings behind a draft → approval → publish workflow (a second admin approves each new version), with full version history — while contracts already signed stay immutable.

No. The Thai PIT engine withholds the right amount across the whole year rather than a flat estimate, so the figures reconcile at filing. Every employee can see their own year-end tax position — projected annual tax, withheld to date and the estimated balance — and an employee election governs how any catch-up is handled. Manager-approved per diem is non-taxable by default, so it does not distort those figures.

Yes. The engine produces PND.1 (ภ.ง.ด.1), PND.1 Kor (ภ.ง.ด.1ก), SSO Sor Por Sor 1-10 (สปส.1-10) and 50 Tawi (50 ทวิ) in Revenue Department / Social Security e-filing column order, plus bank payout files for KTB, BBL, SCB and KBank. It covers Social Security, provident fund with vesting, Student Loan Fund (กยศ.), shift allowance, severance, two withholding methods (progressive YTD-computed or fixed), and overtime at Labour Protection Act multipliers extracted automatically from attendance.

Yes — that is what the read-only Audit role is for. External ISO and PDPA assessors sign in themselves and pull training records, the access matrix, approvals and the immutable audit trail, with no ability to change anything. You hand over access instead of a folder of screenshots.

A consent ledger, data-subject-rights requests raised by employees and by the public through an external intake channel (with authorised-representative identity and ID-card upload), a DPO fulfilment queue, and a breach register running the mandatory 72-hour regulator clock under Section 37(4) — all bilingual, all in the audit log.

Yes. Workforce Analytics covers demographics, attrition, compensation, leave and overtime, and every chart drills down: click a bar and you see the exact employees behind that number, because the chart and the list are built from one model. Results export to Excel and PDF.

ISO 27001 (information security), ISO 27701 (privacy / PIMS), ISO 29110 (VSE software engineering) and ISO 20000-1 (IT service management) — each with training question banks, assessments, certificates and an expiring-certification dashboard.

Yes, end to end — interface, notification emails, employment contracts, payslips and reports all exist in both Thai and English, built from the database up rather than bolted on as a translation layer.

Both. The solution is delivered on the Sentinel HR platform as a managed engagement — implementation, data migration, change management, role configuration, ISO evidence walkthroughs and ongoing support from one accountable partner.

Roughly 30 integrated modules and 86 distinct features on one employee master and one audit trail — recruitment and AI CV screening, offers, e-signed contracts, self-onboarding, Azure/M365 provisioning, attendance and shift rosters, leave, WFH and off-site, overtime, expenses with receipt OCR, payroll, performance and KPIs, merit and bonus, succession planning, learning, employee relations, PDPA and off-boarding.