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Human Resource

HUMAN RESOURCE • Attendance • Shifts • Leaves • Payroll Universal

Know who’s available today — and run HR like a system

Thulo Human Resource Platform gives owners and HR teams a fast “60-second view” of attendance, staffing gaps, workload balance, leave approvals, payroll due, overtime, and attrition risk—so operations don’t suffer silently.

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  • Spot absences & gaps before they affect delivery
  • Balance workload using real capacity signals
  • Keep leaves, overtime & payroll on schedule
  • Track performance pulse using work outcomes
Why HR fails silently

Random attendance tracking creates hidden operational risk

Many teams record attendance and leaves, but miss the business impact: staffing gaps, overload, payroll delays, and slow approvals that reduce delivery capacity and increase churn.

  • Absence surprisesKey people missing—no early warning for coverage.
  • Overload & burnoutWork piles on a few staff while others stay underused.
  • Slow leave approvalsApprovals stuck → shift conflicts and last-minute chaos.
  • Payroll & overtime driftLate payroll and untracked overtime costs hurt trust and cashflow.
What Thulo HR changes

A universal dashboard that tells owners the truth in 60 seconds

HR becomes measurable: attendance today, open shifts, workload balance, task completion rate (from Operations), leave approvals, payroll due, overtime, and attrition risk—plus alerts and quick actions.

  • Top KPIs strip5–8 universal metrics that every business needs.
  • Core widgetsAttendance, shifts, workload, leave, payroll, performance pulse.
  • Alerts & thresholdsCatch staffing gaps, overtime spikes, and compliance issues early.
  • Quick actionsApprove leave, swap shifts, mark attendance, and finalize payroll faster.
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Universal dashboard widgets

Core widgets that give maximum HR value

Built to stay universal across industries while still improving real outcomes—coverage, capacity, cost control, and retention.

Today Attendance Board

Present/late/absent by team or branch—instantly see who’s missing.

Shift & Coverage Snapshot

Upcoming 7-day coverage vs. required staffing—flags unfilled shifts.

Workload & Utilization

Assigned work vs. capacity per staff—pulls signal from Operations tasks.

Performance Pulse

On-time completion, rework count, and complaints linked to team/staff.

Leave Management

Pending & upcoming leaves with conflict warnings when coverage is at risk.

Payroll & Overtime Summary

Pay-period totals, overtime drivers, and penalties (if used) for cost control.

Hiring / Onboarding Lite

Track open roles and onboarding checklist progress for new hires.

Policy & Compliance

Document expiry reminders (ID/contract) and basic training due notices.

Team Issues Log

Minimal HR notes—warnings, disputes, feedback—kept structured and searchable.

Alerts & quick actions

Catch risks early, then fix them fast

Editable thresholds so each business can define “critical roles” and operational limits.

Alerts & thresholds (examples)

  • Key staff absent todayCritical role defined by admin.
  • Attendance below thresholdExample: < 90% today.
  • Unfilled shift within 24hCoverage risk for delivery.
  • Overtime spikeAbove per-staff weekly limit.
  • Leave approvals pendingStuck > 24h.
  • Document expiryID/contract/training due in 30/7 days.

Quick actions (Phase-1 practical)

  • Mark / Import attendanceManual or device/import workflow.
  • Approve / Reject leaveWith conflict warnings.
  • Assign replacement / Swap shiftClose coverage gaps quickly.
  • Create shift / Adjust rosterPlanned coverage for 7 days.
  • Finalize payroll periodApprove totals and export.
  • Generate HR noteStructured notes (warnings/disputes).
Simple workflow

A practical setup for consistent HR execution

Start with Phase-1 essentials. Add deeper HR features as your team grows.

1) Set teams, roles, and rules

Define branches/teams, shifts, leave policy, and critical role tags (universal—no industry hardcoding).

2) Track attendance, leaves, coverage

Daily board for presence + weekly shift snapshot—so gaps are visible before they become incidents.

3) Control cost & performance

Payroll due reminders, overtime drivers, and performance pulse via task outcomes from Operations.

Run HR that protects delivery, trust, and retention

Human Resource connects to Operations through capacity and service quality—availability signals, shift coverage, and assignment eligibility. Build a system that keeps your business stable even when the team changes.

Start with Thulo Compare Plans Call: +977-9851231001
Choose the right plan

Start small, then scale your HR system

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Entrepreneur

Rs. 500

/month

  • Attendance + basic leave tracking
  • Team/branch view for owner
  • HR dashboard essentials
Start now

Business Starter

Rs. 1,000

/month

  • Shifts & coverage snapshot (7d)
  • Approvals workflow for supervisors
  • HR + Operations capacity signals
Signup

Business Growth

Rs. 5,000

/month

  • Advanced HR controls & reporting
  • Payroll + overtime management depth
  • Performance pulse + analytics
Get started

Note: If your live pricing differs, just edit the data-monthly / data-yearly / data-triennial values above.

FAQs

Quick answers before you start

Common questions businesses ask when setting up HR inside Thulo.

It’s a universal HR system designed for Nepal (and global use) that helps you track attendance, manage shifts and leave approvals, monitor workload, control overtime and payroll timelines, and reduce staffing risks with alerts.
Yes. Phase-1 includes Today Attendance Board, Shift & Coverage Snapshot, and Leave Management with conflict warnings and approvals.
HR pulls workload signals from Operations (assigned work vs. capacity) and can surface availability/coverage signals that Operations can use to assign tasks realistically—keeping it universal across industries.
The dashboard supports Payroll & Overtime Summary (pay period totals, overtime drivers, and reminders). Deeper payroll workflows can be enabled depending on your Thulo plan and modules.
Yes. Employees can view their attendance/leaves; supervisors approve within scope; HR/admin manage records. Typical roles include Owner/Admin, HR Manager, Operations Manager, Team Lead/Supervisor, and Finance.