HR training
201 file + customisable onboarding
Your last new hire spent week one chasing forms — and nobody could say what they had finished.
One hour with an HR practitioner on how to fix that — and the system to fix it in. Your 201 files and new-hire onboarding, your own workspace, yours to keep.
Reserve my seat — FreeSystem free for the first 100 enrolled · released when you attend
Sessions run in small groups. Book your seat now and we'll email you the schedule as soon as the next date is set.
HR systems fail for the same reason every time.
Not because the software is bad. Because nobody ever finishes entering the data. A competency framework with forty employees in it and four hundred outside it tells you nothing, so people quietly go back to the spreadsheet.
So start where the data arrives on its own. Every new hire has to be recorded anyway — the forms, the orientation, the thirty-day check. Run that in the system and the employee database builds itself, one person at a time, without anyone being asked to migrate anything.
And give the new hire their own login, so they work through their own checklist. That is the difference between a record of what HR believes happened and a record of what the person actually did.
That is what you get with the session: onboarding and the 201 file it fills. Not a demo with a countdown — the part you would be doing by hand regardless.
What you get free, and what you don't
We are not hiding the good bits behind a trial timer. The free modules are the ones you run every week; the paid ones are the strategic work we would otherwise be consulting on. Here is the whole thing, in about a minute and a half.
Yours, free, forever
Dashboard
Role-aware landing views — org-wide for leadership, team-scoped for supervisors, personal for staff.
201 File
The employee master database: personal and employment records, position history, credentials and documents. Always included — every other module reads from it.
Onboarding & Orientation
New-hire journeys with a task checklist, 30/60/90 checkpoints, a buddy assigned, and an orientation course you can edit to match your own organization.
Staff accounts
Give any employee their own login, so the new hire works through their own checklist instead of HR ticking boxes for them. Issued with a one-time password they have to replace.
Free for the first 100 enrolled — and it stays yours afterwards
Unlocked when you go further
Leave System
Applications, approval routing, and an append-only balance ledger where every grant, accrual and deduction is a transaction.
Daily Time Record
Attendance and timesheets, with the summaries government reporting asks for.
Learning Management
Build and run your own course library beyond orientation — enrolments, quizzes and completion tracking.
Competency Assessment
Competency profiles per position, assessed against required levels, with the gap as the development agenda.
Succession Management
Criticality scoring, successor readiness bands, and bench depth across every position.
Performance Management
Review cycles where supervisor ratings are the system of record and self-ratings sit beside them.
Recruitment
Job postings and an applicant pipeline, with one-click conversion into a 201 file.
Training Calendar
Training needs, scheduled sessions, and attendance.
Employee Engagement
Pulse surveys and engagement reporting.
Every module is a switch, not a separate product. Nothing is migrated or rebuilt when you upgrade — the data you have already entered is what the paid modules run on.
The training, and the system to use it in
One free hour, live with an HR practitioner, worked through your own situation. Attend, and the workspace is yours — your own employee database, nobody else's. Included for the first 100 enrolments.
- One hour live online with an HR practitioner, worked through your own situation rather than slides
- Your own HRIS workspace — the 201 file and new-hire onboarding, on your own address
- Onboarding journeys you customise: your tasks, your checkpoints, your orientation course
- Logins for your staff, so the new hire works through their own checklist
- The workspace stays yours afterwards. No trial timer, nothing switched off later
The workspace takes about a minute to create. You choose an address and a password — everything else is already set up.
Sessions run in small groups, so dates are set as seats fill. We'll email you the schedule once the next one is confirmed.
After the session
Then take it as far as you need.
From a workshop on how the whole system fits together, to having it built against your own plantilla and handed over working.
Go deeper
₱1,000
HR Systems Workshop
The comprehensive session: how the pieces of an HR system fit together, and what order to build them in.
per seat · half-day live
- Half a day live online, covering 201 files, competencies, performance and succession as one connected system
- How to sequence a rollout so each module has the data the next one needs
- The failure modes that get HR systems abandoned in year two
- The recording and the slide pack afterwards
The hour left you wanting the whole picture rather than one module.
Build it yourself
₱20,000
HRIS — guided self-build
We stand the system up with you, and coach your people through configuring it.
one-time, your team implements
- Your own instance deployed, with every module enabled
- Working sessions configuring positions, competencies and leave rules against your actual structure
- Data migration guidance for getting your existing 201 files in
- Email support through the rollout
You have someone internal who will own the system and wants to understand it properly.
Have it built for you
₱75,000
HRIS — built and handed over
We configure the whole system against your plantilla and hand it over working.
one-time, configured to your organization
- Every module configured to your positions, salary grades and approval routing
- Your existing employee records migrated in
- A competency framework built against your actual job descriptions
- Training for your HR team, and a handover so they run it without us
You want it working now, without spending your team's time building it.
Bring us in
By inquiry
HR consulting engagement
The system is a tool. This is the work of deciding what it should encode in the first place.
scoped per organization
- Organizational review: structure, staffing patterns, and where the real constraints sit
- A competency framework and job descriptions built from scratch where none exist
- Performance and rewards design that survives contact with your culture
- Advisory through implementation, not a report handed over at the door
The problem is not which software to use — it is what your HR system should say.
Facing a leadership transition rather than an HR systems problem? The succession planning toolkit is free too.