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Learning series · Human resources · 7 lessons

Digitizing HR: From Hiring to End of Service

An operational series for every Saudi business that runs its people on spreadsheets and WhatsApp messages: where HR time really goes, how the employee file and contract become one source of truth, how to build an attendance and shift record everyone trusts, how leave and requests move through a clear approval path, how to close payroll every month from attendance to bank transfer without surprises, how to end employment with an award, final settlement and asset handover without disputes, and a ninety-day plan that puts the work in the right order.

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Digitizing HR: From Hiring to End of Service
7 of 7 published

Lessons in this series

  1. 01Digitizing HR: Where Does Your HR Team's Time Go?HR time is usually lost retyping the same employee data into four files, not on hard work. Part one of Digitizing HR follows a full month from hiring to payroll to end of service, shows where data is typed twice and where decisions wait on one person, and gives you an exercise to measure your own business in a week.Part 1 of 7 · 7 min read
  2. 02The Employee File and Contract: One Source of TruthThe employee file is the single source that attendance, leave, payroll and end of service should read from. Part two of Digitizing HR explains what the employee master record holds, what Articles 51 to 56 of the Saudi Labor Law require in a contract and its renewal, who may see salaries, and an exercise to check 5 files in a day.Part 2 of 7 · 7 min read
  3. 03Attendance and Shifts: From Paper Sheets to a Trusted LogAn attendance system is the input payroll reads every deduction and overtime hour from. Part three of Digitizing HR explains how to define shifts within the limits of Article 98 of the Saudi Labor Law, which check-in method fits you among fingerprint, mobile and kiosk, why lateness and overtime go to a manager instead of a silent deduction, and an exercise comparing attendance with deductions for 3 employees.Part 3 of 7 · 7 min read
  4. 04Leave Under Saudi Labor Law: An Approval Path, Not WhatsAppLeave under the Saudi Labor Law starts at 21 days a year and reaches 30 after 5 continuous years, and each type has its own rule. Part four of Digitizing HR turns leave, letters and advances into one approval path: who approves what, what happens when the approver is away, how the balance updates itself, and an exercise writing the approval matrix for your 5 most frequent requests.Part 4 of 7 · 7 min read
  5. 05Payroll in Saudi Arabia: A Monthly Close Without SurprisesPayroll in Saudi Arabia is paid once a month through approved banks, with deductions capped at half the wage. Part five of Digitizing HR turns payroll into a close that runs the same way every month: a cut-off for attendance and changes, a comparison with last month, approval before the bank file, and the Wage Protection file through Mudad, plus a one-page close checklist exercise.Part 5 of 7 · 7 min read
  6. 06Saudi End-of-Service Award: Settle Without DisputesThe Saudi end-of-service award is half a month per year for five years, then a month per year. Part six of Digitizing HR explains Articles 84 to 88 and the resignation shares, the one or two week settlement deadline, and turns the end of employment into one process: a written final settlement, asset return and access closed on the last day, with an exercise on the last employee who left.Part 6 of 7 · 7 min read
  7. 07HR and Payroll System in 90 Days: A Rollout PlanAn HR and payroll system can go live in 90 days in 3 blocks of 30: data, then attendance and requests, then payroll. The seventh and final part of Digitizing HR gathers the exercises of the six earlier parts into one plan, with two parallel payroll runs before the switch, and splits the owner's decisions from the HR team's.Part 7 of 7 · 7 min read

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