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// Solutions · Workforce Transformation
HR teams spend their week on requests that should not need them: a leave balance, a payslip copy, a letter. Workforce Transformation puts those in employees' own hands — including deskless staff served by proxy — so HR can spend its time on the work only HR can do.
Self-service
Annual leave balance
11.5 days
Current request
3 days · 12–14 Aug
Annual leave · cover arranged
Illustrative screen · example data
// The chain
The leave request that used to be a form, an email and a spreadsheet entry becomes one record that the pay run reads directly.
Nurul A.
Submitted 3 days annual leave
Awang M.
Approved — cover confirmed with team
HR
Balance checked · 11.5 days remaining
Payroll
Feeds the pay run — no re-entry
// The constraint we design around
Drivers, technicians, cleaners, site crews. Self-service that assumes a desk quietly excludes them and pushes their paperwork back onto HR — so supervisors submit on their behalf from a phone, and the record keeps the submitter and the subject separate so accountability stays clear.
// What you get
Everything below assumes a workforce that is not all sitting at desks — because in most Brunei operations, it is not.
Employees see their own record, balances, payslips and documents, and raise requests without emailing HR to ask what they are entitled to.
Leave types, entitlements, carry-forward and approval routing, alongside clock-in, regularisation and a working calendar that knows your locations and public holidays.
Supervisors submit on behalf of staff who do not use a computer, with the record showing clearly who submitted for whom.
Letters, claims, transfers, confirmations and exit processes as tracked workflows with owners and SLAs rather than an inbox thread.
Attendance, overtime, leave without pay, claims and incentives flow into the pay run instead of being retyped from a spreadsheet each month.
Headcount, turnover, absence patterns, overtime concentration and cost per division — visible per department rather than assembled once a year.
// How we get there
The fastest visible win is almost always leave and payslips — high volume, low complexity, immediately felt by everyone.
List what HR is actually asked for each week, how long each takes, and which requests could be answered by the employee themselves.
Set up leave types, entitlements, calendars, approval routing and the request catalogue, including the proxy paths for deskless staff.
Launch with one division, watch where people get stuck, and fix the flows before the whole organisation forms an opinion.
Roll out remaining divisions, connect attendance and claims into the pay run, and switch on workforce reporting.
// FAQ
That case is designed for rather than accommodated. Deskless staff are served through supervisor proxy submission and mobile-first flows, and the record distinguishes the person the request is for from the person who submitted it — so accountability stays clear.
TAP and SCP contributions, the SPK unified scheme, local public holidays and the usual work-permit document tracking are all handled. Your specific policy variations — grades, entitlements, allowance rules — are configured during setup rather than assumed.
No. Each solution is a configured slice of the same platform, so you can start with one department and add another later without a migration or a second integration to maintain. What you do get from the start is one data fabric underneath — so when the second solution arrives it already recognises your people, approvals and records.
Yes. Most engagements leave existing line-of-business systems in place and integrate with them through APIs, scheduled syncs or event feeds. Where an existing system is genuinely the blocker we will say so, and that becomes an Application Modernization conversation rather than something we quietly work around.
// Get started
Count how many leave-balance and payslip questions HR answered last month. That number is the first phase of the business case.
// Pairs well with
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