Digital solutions
HR, payroll & time attendance
One record of your people, and a payroll cycle that reconciles without a parallel spreadsheet.
People data that stays in one place
In most organisations the employee record is not really one record. Contracts sit in a folder, leave balances in a spreadsheet, attendance on a biometric device and payroll in an application only one or two people can operate. Each month the same information is re-entered, and each month there is a chance that the version used for payroll is not the version HR holds.
Logitech implements HR and payroll systems that put employee information, approvals and pay processing in one place. We work with organisations that have several hundred staff, multiple sites, mixed permanent and casual workforces, or pay structures that off-the-shelf packages cannot accommodate without constant workarounds. The system is configured around your grades, pay components, approval routes and reporting obligations, then handed over with the documentation and training needed to run it without us.
What the system covers
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01
Employee records and master data
One record per employee with a unique number, position, department, branch or facility, cost centre and employment status, including multiple concurrent assignments where the organisation works that way.
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02
History, documents and qualifications
Contract and employment history, salary history, skills, qualifications, licences, credentials and benefits, with the documents and signatures the organisation needs to retain — protected by role and an audit trail of changes.
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03
Organisation and position structure
Departments, cost centres, reporting lines, grades and positions defined once and reused by payroll, approvals, headcount reporting and budget analysis.
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04
Recruitment and applicant tracking
Job openings and an applicant database, capture of applications and supporting documents, shortlisting, interview scheduling, status updates and offer letters, with a successful candidate carried into the employee record.
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05
Leave and time off
Accrual plans, balances, pending requests and the history of leave taken, with approval routes that follow the reporting line rather than a shared inbox.
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06
Time and attendance
Attendance capture, shift scheduling, worked-hours calculation and discrepancy review, with security levels and an audit trail of who changed what. Data can feed payroll, HR, ERP or canteen systems where those interfaces exist.
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07
Payroll processing
Pay components, allowances, deductions, withholding, arrears and prorated pay across multiple cycles — monthly, weekly or casual — with payslips and payroll registers produced from the same data.
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08
Statutory and tax calculations
Tax and statutory deductions calculated from configurable rules maintained against the requirements that apply to your jurisdiction, with the resulting schedules and reports available to finance for validation.
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09
Reporting, registers and audit
Payroll registers, exception reports, headcount, staff cost, overtime and leave liability, labour-distribution outputs for finance, and a record of who changed a pay component, when, and on whose approval.
How the implementation is approached
Starting from the payroll reality
Payroll is where most HR projects succeed or fail. Before configuring anything we map the pay components, cycles, approval chain and exceptions that actually exist — the acting allowance, the backdated promotion, the casual who worked three days in a different branch. Those cases become test scenarios, and the first live cycle runs in parallel with the existing method until the two agree.
Controls over who sees and changes what
HR, payroll and finance need different levels of access, and salary information needs more protection than a leave balance. Permissions are defined by role, sensitive fields are restricted, and changes to pay-affecting data are logged. Where duties have to be separated for control purposes, the workflow enforces that separation rather than relying on convention.
Connecting attendance, access control and finance
Attendance devices, biometric readers and door access systems already record when people arrive and leave. Where the devices and interfaces allow it, that data feeds the payroll calculation instead of being retyped. Payroll results and costing can then be exported to the finance system in the format your accountants already use.
Implementation and support
Payroll is unforgiving of a rushed cutover, so the last part of the project is the part we plan most carefully.
- Data migration for employee records, balances and history, with a documented mapping and validation against source reports.
- A parallel payroll run against the existing method, with every difference traced and explained before go-live.
- Training for HR administrators, payroll officers and approvers, including month-end and statutory reporting routines.
- Written documentation of pay components, rules and approval routes, so the organisation is not dependent on one person's knowledge.
- Support through the first statutory cycles and afterwards, with defined routes for corrections and rule changes.
Questions we are asked
Can the system handle several sites and different payroll cycles?
Yes. Departments, cost centres and sites are defined in the structure, and cycles can differ by staff group — for example monthly for permanent staff and weekly for casual labour — while reporting still consolidates across the organisation.
Does it calculate statutory deductions correctly?
The system supports tax and statutory deduction calculations from configurable rules. Rates and thresholds change, so the configuration is maintained against the current published requirements, and your finance team validates the first cycles. We implement and support the calculation; the organisation remains responsible for confirming its statutory obligations.
Can employees see their own payslips and leave?
Where self-service is included, employees can view payslips, request leave and update permitted personal details through a restricted login. What each person can see is defined by role, and access to salary data is limited to the roles that need it.
Can attendance come from our existing biometric devices?
Often, yes. We assess the devices, their export formats and the network they sit on, then either integrate directly or import on a defined schedule. Where a device cannot provide reliable data, we say so before the project depends on it.
Does the system cover recruitment as well as payroll?
Where recruitment is included, job openings, applications, shortlisting, interviews, offers and referrals sit alongside the employee record, so a hired applicant becomes an employee without a second data entry. Organisations that recruit elsewhere can start from the employee record and use the attendance, leave and payroll functions on their own.
What happens to our historical records?
Historical depth is agreed during scoping. Current employee records and the balances needed for accurate leave and payroll calculations are migrated as a priority; older history can be migrated for reporting or retained as an archive, depending on what you actually need to access.
Related capabilities
Let’s build the right solution
Tell us what you are trying to achieve. We will help you assess the requirement, shape the architecture and identify the technology needed to deliver it.