This guide explains how to move from a fresh tenant to a live environment with company setup, departments, users, permissions, employee import, and module activation.
What to prepare before go-live
Before configuring the workspace, gather your legal entity name, branch list, department structure, reporting managers, employee master data, payroll policies, and any attendance hardware or field-tracking requirements.
Decide which modules will launch in phase one. Most customers start with HRMS, attendance, payroll, projects, tasks, and employee self-service, then enable CRM, finance, analytics, or field operations as adoption grows.
- Company profile, address, branding, and statutory identifiers
- Departments, branches, job titles, and reporting hierarchy
- Employee import sheet with codes, contact details, and joining data
- Role matrix for admins, managers, finance teams, and employees
Recommended implementation sequence
Set up organization settings first, then import employees, configure attendance and leave policies, review payroll rules, and only after that activate live approvals and employee-facing workflows.
This order reduces rework because downstream modules such as leave, payroll, assets, tasks, resignation, and final settlement all depend on accurate employee master records.
- Create departments, branches, and business units
- Invite or import users and map them to roles
- Configure attendance, shifts, holidays, and leave rules
- Enable projects, tasks, and employee workspaces
- Review payroll, assets, approvals, and analytics dashboards
Go-live checklist
A clean go-live depends on validation, not just setup completion. Review one employee end-to-end across attendance, leave, payslip, task assignment, asset issue, and resignation approval before opening the platform to the wider team.
- Manager and HR approvals tested
- Employee self-service routes accessible
- Payroll outputs reviewed with finance
- Audit and notification settings verified