Features - Petals Infinity








Leave Management


Human Resource Management






Report management








Hierarchy and


We Meet Your All Needs in One Place

Here are some key aspects and features of our HRMS Applicaion

  • IT Asset Management (ITAM) is the process of tracking, managing, and optimizing an organization's IT assets throughout their lifecycle.
  • Asset Inventory: Creating and maintaining a comprehensive inventory of all IT assets within the organization. This includes computers, laptops, servers, mobile devices, networking devices, software licenses, and more.
  • Asset Tracking: Tracking the assignee, status, and condition of IT assets. This helps prevent loss, theft, and misuse of assets.
  • Compliance and Auditing: Ensuring that the organization adheres to legal and regulatory requirements related to IT assets, including data privacy laws and industry standards.
  • Reporting and Analytics: Generating reports and insights about total assets, assignees etc..
  • Implementing a robust IT Asset Management strategy helps organizations to streamline the process of maintenining assets and assigning asset and control over the organization's IT assets.
  • Employee leave management is the process of effectively tracking, managing, and approving employee leave requests within an organization.
  • Leave Types: Different types of leave, such as annual leave, sick leave, maternity/paternity leave, bereavement leave, and unpaid leave, each have their own rules and policies. Clear definitions of these types are important for consistent management.
  • Leave Balances: Maintaining accurate records of employees' available leave balances based on their entitlements, accrual rates, and usage. This helps prevent overutilization or underutilization of leave days.
  • Leave Requests: Providing employees with a streamlined process to request leave. This can be done through a self-service portal, email, or dedicated leave management software. Requests should include the type of leave, dates, reason, and any necessary supporting documentation.
  • Approval Workflow: Designing an approval workflow that ensures leave requests are routed to the appropriate supervisors or managers for approval. The workflow should also allow for delegation in case of the absence of an approving authority.
  • Real-time Tracking: Using a centralized system to track leave requests, approvals, and balances in real time. This prevents conflicts and ensures that staffing levels are maintained adequately.
  • Employee timesheet management involves tracking and recording the time that employees spend on various tasks, projects, and activities within an organization. It's a critical process for monitoring productivity.
  • Time Tracking: Employees record the start and end times of their work shifts, as well as the time spent on specific tasks or projects. This can be done manually using paper timesheets, spreadsheets, or through automated time tracking software.
  • Task and Project Allocation: Employees categorize their time entries by specifying the tasks, projects, clients, or activities they were working on. This helps in analyzing where time is being spent and attributing time to specific projects or clients.
  • Accuracy: Timesheets should be accurate and reflect the actual time spent on tasks. This accuracy is crucial for various purposes, including client billing and project management.
  • Time Entry Frequency: Employees may fill out timesheets daily, weekly, or on another schedule, depending on the organization's policies and practices.
  • Employee attendance management is the process of tracking and managing the presence and absence of employees in the workplace. It involves accurately recording the time employees arrive at work, when they leave, and any instances of absence and accurately calculate payroll.
  • Clocking In and Out: Employees typically record their attendance by "clocking in" when they start their workday and "clocking out" when they finish. This can be done using various methods, such as physical time clocks, biometric systems, mobile apps, or web-based platforms.
  • Attendance Tracking: Recording employee attendance on a daily basis, tracking their arrival and departure times, and calculating the total hours worked.
  • Shift Scheduling: Developing and managing work schedules that outline the days and times employees are expected to be present. This helps ensure proper coverage and prevent scheduling conflicts.
  • Absence Management: Recording instances of planned absences (such as vacations or medical leave) and unplanned absences (such as sick days or emergencies). Different types of leaves, including paid time off (PTO), sick leave, and holidays, should be accurately tracked.
  • Managing jobs within an HRMS (Human Resource Management System) involves various processes and tasks related to job creation, job posting, recruitment, job descriptions, and organizational structure. Here's how jobs are typically managed within an HRMS:
  • Job Creation: Create new job positions within the HRMS, specifying job titles, departments, reporting structures, and other relevant details. Define the role's responsibilities, requirements, and qualifications.
  • Job Descriptions: Create and maintain comprehensive job descriptions that outline the key responsibilities, duties, qualifications, and expectations for each role. Attach job descriptions to specific positions within the HRMS.
  • Compensation and Benefits: Define salary ranges, compensation structures, and benefits associated with each job role. Link job roles to compensation packages and ensure consistency in pay scales.
  • Hierarchy and Reporting Structure: Establish the organizational hierarchy and reporting structure by linking job roles to their respective departments, teams, and managers. Visualize the organizational chart within the HRMS.
  • Managing job roles and responsibilities within an HRMS (Human Resource Management System) involves defining, organizing, and assigning specific tasks, duties, and responsibilities to different job positions within an organization. This helps ensure clarity, accountability, and efficient workflow distribution. Here's how job roles and responsibilities are typically managed within an HRMS:
  • Job Role Definition: Create and define job roles within the HRMS by specifying job titles, departments, and reporting structures. Provide a brief overview of the role's purpose and objectives.
  • Responsibility Mapping: Define the key responsibilities and tasks associated with each job role. Break down job responsibilities into specific duties and tasks to ensure clarity.
  • Skill and Competency Mapping: Associate required skills, competencies, qualifications, and certifications with each job role to ensure that employees possess the necessary abilities to fulfill their responsibilities.
  • Personal Information: Maintain a central repository of employees' personal details, including contact information, emergency contacts, and identification documents.
  • Employment History: Keep a record of employees' work history within the organization, including start and end dates for each position held, promotions, transfers, and job changes.
  • Salary and Compensation: Record salary details, compensation packages, and any changes in compensation over time.
  • Benefits and Allowances: Track employees' benefits, allowances, bonuses, and other forms of compensation in line with company policies.
  • Skills and Competencies: Maintain a record of employees' skills, competencies, qualifications, and areas of expertise.
  • Multi-Company Setup: Configure the HRMS to support multiple companies, creating distinct profiles for each company within the system.
  • Consistent Policies: Establish consistent HR policies, procedures, and guidelines that apply across all companies within the group. This ensures uniformity and compliance.
  • Unified Employee Data: Maintain a central database for employee records, accessible by authorized personnel from all companies. This includes personal information, employment history, compensation, and more.
  • Role-Based Access: Implement role-based access controls to ensure that users can access and modify data only within their respective companies or roles.
  • Organizational Hierarchy: Define and maintain the organizational hierarchy for each company within the group, including departments, teams, and reporting structures.
  • Project Creation: Create a module within the HRMS to manage projects. This module should allow for the creation of new projects, each with a unique identifier and project name.
  • Project Details: Define essential project details, such as project start and end dates, objectives, scope, goals, and expected outcomes.
  • Project Teams: Assign employees to project teams directly from the HRMS. Ensure that the system tracks team members' roles, responsibilities, and contributions to the project.
  • Resource Allocation: Allocate human resources to project tasks based on their skills, availability, and workload. The HRMS can help prevent resource overloading and ensure even distribution.
  • Timeline Management: Use the HRMS to create project timelines or Gantt charts that visually represent the project schedule, task durations, and milestones.
  • Pay scale management in an HRMS (Human Resource Management System) involves the structured arrangement and administration of employee compensation levels based on predefined pay scales. A pay scale is a systematic approach to organizing salaries or wages within an organization, typically divided into a series of increments or steps. Here's how pay scale management is typically handled within an HRMS:
  • Pay Scale Structure: Define the structure of pay scales, including the number of increments or steps and the range of salaries for each scale.