Project Title	HCM Platform (Working Title)
Vision/Mission	To streamline internal employee management through a unified digital ecosystem, enhancing organizational transparency and reducing administrative friction for a more productive workplace.
Objectives	Launch the core employee portal and attendance module within 6 months. Consolidate 100% of employee records into a single, secure digital repository. Achieve an internal user satisfaction rating of 4.5+ regarding ease of use. Automate manual HR reporting tasks to improve operational efficiency.
High-Level Scope	In Scope: Centralized employee profiles, automated leave management, organizational charts, and internal document storage. Out of Scope: External job board integrations, advanced payroll tax calculations for global offices.
Key Stakeholders	HR Lead, Lead UI/UX Designer, Internal Development Team, and Department Managers, VP IT, Director IT, CEO IT.
Budget & Resources	Development relies on the internal product team and existing server infrastructure. A budget is allocated for security certification and data migration from legacy systems.

1. The Problem & Opportunity

The organization currently relies on old legacy systems that were developed about 20–25 years ago to manage employee life cycles. This has multiple dependencies in the application environment, creating a tough time for the HR team to manage work in the current fast-paced industry and keep the company reputation as an IT-enabled company. This disconnect leads to delayed approvals, data entry errors, and a general lack of visibility for both managers and staff.

There is a significant opportunity to bridge this gap by delivering a tailored internal platform that simplifies these complex workflows into a modern, mobile-friendly interface.

2. Proposed Solution

The HCM app will serve as the digital backbone for human capital management.

• Core Functionality: Employees can manage their leave requests, view company policies, and update professional certifications through a self-service portal, manage attendance, tax calculations, salary slips, etc.
• Structured Workflows: Managers gain a "command center" view of team availability and performance metrics, replacing long email chains with automated approval cycles.
• Organizational Focus: The platform prioritizes data accuracy and employee well-being, ensuring that the human element of HR is supported by robust technology.

3. Target Market

The primary users are the internal employees and management teams of the company, focusing on improving the daily work-life experience for both on-site and remote staff.

4. Competitive Advantage

Unlike generic, off-the-shelf HR software that often feels bloated or complex, this application is custom-built for our specific internal hierarchy and workflows. By focusing on a "less is more" design philosophy, we ensure high adoption rates and minimal training requirements compared to commercial alternatives.

5. Sustainability & Financial Projections

The platform is mission-driven to improve internal operations rather than generate external profit.

• Investment: Development is supported by the dedicated internal product and engineering teams.
• Value Model: Sustainability is achieved through the elimination of recurring licensing fees for third-party HR tools.
• Projection: The organization will reach operational break-even by the end of the second year through significant savings in administrative time and software costs.