Recruitment
Track hiring plans, candidates, interviews, recruiting costs and the owner of each next step.
LarkBase HRM implementation
Clear employee data. Payroll with accountable approval.
Organize recruitment, employee records, shifts, attendance and payroll on LarkBase. Implement a defined scope with clear permissions and human approval.
Discuss your HRM scopeThe HRM demos use simulated data. Checked table structures are not proof that formulas, automation, integrations, permissions or private payslip delivery work in production.
HR modules with a defined scope
Employee records
Organize employee profiles, contracts, departments, roles and basic insurance records. Insurance filing is not included by default.
Shifts, leave and attendance
Reconcile schedules, leave requests and attendance before closing a period. Attendance sources and integrations are agreed separately.
Payroll and payslips
Define deterministic calculation rules, exceptions and approval steps. Test formulas and private payslip delivery before using real employee data.
HR policies and obligation tracking
Scope KPI evidence, compensation rules, social, health and unemployment insurance records, personal income tax reconciliation and trade union obligations. Applicable rules require current legal and accounting review; filing and representation are separate services.
Bounded AI assistance
AI may help find missing records or items needing review within authorized data. It does not make hiring decisions or approve payroll. Do not upload employee identities or payroll to personal AI accounts.
Test each module before real use
Step 1
Agree on scope and access
Select the HR modules, data sources, viewing and editing permissions, and the people responsible for approval.
Step 2
Prepare the data foundation
Standardize employee identifiers, records and table relationships. Confirm how each source will be updated.
Step 3
Test before real use
Use simulated records to check calculations, exceptions, permissions and approvals. Test private payslip delivery and logs separately.
Step 4
Accept and hand over each module
Review the agreed acceptance criteria, operating instructions and responsibilities before expanding the scope.
Questions before implementation
Do the demos prove that all automation is operational?
No. The Core structure has 17 tables and the lean structure has 7 tables, using simulated data. Table structure checks are not proof of working formulas, automation, integrations, permissions or payslip delivery. These require separate testing.
Is HRM just a Telegram attendance bot?
No. HRM covers recruitment, employee records, scheduling and payroll. Telegram attendance is a narrower module and does not include the HRM Core payroll system.
Can we copy a demo and use it immediately?
The demos are references for discussing a data structure, not a promise of copy access or production readiness. Data, access permissions and implementation scope must be agreed first.
Does the service guarantee legal or tax compliance?
No. We can scope policy design, record organization and reconciliation workflows. Applicable rules and calculations need qualified legal or accounting review. Filing, settlement and representation are agreed separately, not included by default.
How are cost and timeline determined?
They follow the selected modules, source data, permission model and acceptance criteria. Integrations and automation are scoped and accepted separately rather than assumed to be built into a template.
Start with the HR workflow that needs attention.
Share the priority module, current systems, data sources and approval owners so we can define a practical first scope.
Discuss your HRM scope