How Do You Manage Employee Records Without Spreadsheet Chaos?

Yes. We support data imports from Excel, CSV, and other HRIS platforms. Our team provides migration assistance to help you import existing employee records, organizational structures, and employment history. Data mapping ensures your information transfers accurately, and we validate data integrity before going live with the system.

Yes. All employment actions, salary changes, position history, transfers, promotions, and organizational changes are maintained with complete audit trails. View an employee's complete journey from hire date to present, including every position they've held, compensation changes, and reporting relationships. Historical data never gets deleted or overwritten.

Yes. You control which fields are editable by employees through the self-service portal. Employees can typically update contact information, emergency contacts, and personal details. Sensitive fields like salary, position, or department remain restricted to HR. All employee changes create audit trails showing who changed what and when.

Field-level permissions allow you to restrict access to sensitive data like salary, medical records, disciplinary actions, or performance issues. Control access by role, department, or location. Sensitive information can be masked or completely hidden from unauthorized users. Complete audit trails track every access to confidential data for compliance purposes.

Yes. Add unlimited custom fields to employee profiles for industry-specific requirements. Create custom dropdowns, text fields, date fields, number fields, or file uploads. Examples include badge numbers, security clearances, vehicle assignments, uniform sizes, or specialized certifications. Custom fields appear in reports and can be made required or optional.

Org charts update automatically when you process promotions, transfers, or organizational changes. Change an employee's manager or department, and the org chart reflects it instantly. No manual PowerPoint updates or separate org chart software needed.

Yes. The system supports both solid-line and dotted-line reporting for matrix organizations and complex structures. Employees can have a primary manager plus secondary managers for project work. Org charts visually distinguish between direct and indirect reporting relationships. Ideal for organizations with functional and project-based reporting structures.

When processing terminations or exits, employee records are marked inactive but never deleted. Historical data, documents, and employment history remain accessible for compliance, reference checks, or potential rehires. You can set data retention policies and control who can access former employee information based on regulatory requirements.

BambooHR focuses on HR and people management but doesn't connect to operational systems like manufacturing, inventory, or sales. Alpide Employee Management integrates seamlessly with attendance, leave, performance, and recruitment modules, plus ERP, WMS, and CRM when needed. For growing businesses needing employee management plus operational capabilities, Alpide provides one unified platform.

HRIS (Human Resource Information System) is a broader term that includes employee records plus other HR functions. Employee management specifically focuses on maintaining employee data, organizational structures, and workforce information. Alpide Employee Management is part of a complete HRIS that also includes attendance, leave, and performance management.

Not with Alpide. Employee records and organizational charts are integrated into one system. Update an employee's position or manager, and the org chart adjusts automatically. No separate org chart software, PowerPoint updates, or manual synchronization needed. Everything stays current in one place automatically.

Absolutely. Even with 10-50 employees, spreadsheets become unmanageable quickly. Employee management software centralizes information, reduces errors, and saves HR time. Start simple with basic profiles and add features as you grow. Much easier than migrating from spreadsheets when you have 200 employees.

Best practice is quarterly audits of employee information, especially contact details, emergency contacts, and certifications. Employee self-service portals help keep data current since employees update their own information. Automated expiration alerts for certifications and licenses ensure compliance-critical data stays accurate without manual checks.

Typical ROI includes 60% reduction in HR administrative time, elimination of duplicate data entry, improved data accuracy, and faster access to employee information. Most organizations see payback within months through time savings alone, not counting reduced errors, better compliance, and improved employee experience from self-service access.