Dexova HRIS — Payroll & Attendance

Context

HRIS is Dexova's largest module — and the reason many businesses look at an ERP in the first place. It serves two personas through two different apps: HR admins work in the dashboard (dex-fe); employees use the attendance PWA (dex-attendance).

This page dissects the three most engineering-heavy parts: the payroll engine, geofenced attendance, and the approval machine.

Payroll engine

Indonesian payroll rules are implemented as configurable business rules — not hardcoded numbers:

• Tiered overtime per PP 35/2021 — different rates for the first hour, subsequent hours, and holidays; overtime is created automatically when a schedule is exceeded, then goes through approval.
• Flexible salary components per company + per-employee rates (pro-rata for new joiners, company-covered components).
• Cutoff and payday configured separately; payday shifts automatically when it lands on a bank holiday.
• Payroll periods are locked before a run — runs are generated only from finalized attendance data, with progress monitoring.
• One-off adjustments: bonuses, THR (religious-holiday allowance), severance — applied to a run without touching permanent components.
• Employee loans with automatic salary deduction per period.
• Daily-rate divisors, rounding strategies, work-week types (including half-day Saturdays) — all configuration, not if-branches.
• Forgot to lock a period? An auto-lock scheduler closes it on schedule.

Geofenced attendance

Attendance is payroll's raw data — if attendance is wrong, salaries are wrong. The design focuses on data validity at the source:

• Check-in/out from the PWA with geofencing (Geolocation API with retry/backoff): the app detects the nearest office and rejects check-ins outside the radius.
• Mandatory selfie at check-in — camera via getUserMedia with a name + timestamp overlay, preventing buddy punching.
• A dual-address model for WFH — employees can request their home location as a second geofence, through approval.
• Approval-gated attendance corrections (no free edits), plus early-checkout management.
• Violation rules and tardiness thresholds per location/department; attendance analytics and compliance reports for HR.
• The monthly recap locks attendance data as payroll input — one source of truth.

The approval machine

• Multi-level approval rules with a mandatory final HR approval — consistent across leave, attendance corrections, overtime, and shift swaps.
• Approval delegation for absent approvers.
• Automatic SLA-based escalation (an in-process scheduler): unanswered requests climb to the next approver — nothing hangs forever.

Shifts & scheduling

• Monthly shift grids with automatic rotating-assignment generation.
• Employee shift swaps with approval.
• Tardiness tolerance per work schedule.

Data operations

Onboarding a company means hundreds of employees arriving at once — the data path has to be strong:

• Bulk Excel import (Combined Bulk Import) as an async job: progress tracking, commit modes, duplicate strategies, and account auto-provisioning.
• CSV/Excel export with sync mode for small data and async for large datasets.
• Self-service password reset with email OTP, expiry, a 5-attempt lockout, and admin escalation.

Outcome

• Payroll runs from locked attendance data — not from spreadsheets edited at the last minute.
• Regulatory rules (tiered overtime, payday shifts) live as tested configuration, ready for policy changes.
• HR stopped being a manual data operator: approvals, corrections, and recaps run through auditable flows.