Digital HR
Screen HRM platform Human Resource Management System All in one screen
Screen HRM is a cloud-based electronic platform (SaaS) that provides a single integrated system managing all employee affairs more easily, faster, and with greater accuracy and professionalism. It is linked to a mobile app and a smart assistant that let employees communicate continuously and smoothly with HR management, and that let senior management review and control all administrative operations and procedures remotely.
The Screen HRM platform enables organizations to manage a wide range of HR processes through an interconnected digital system that brings employee data, work procedures, records, and reports together in a single environment.
The platform covers multiple stages of the employee lifecycle, starting with recruitment and creating the employee file, then attendance, leaves, payroll, performance appraisal, and training, and ending with the management of assets and custody, disciplinary actions, onboarding procedures, and end of service.
Its capabilities are not limited to recording data: it includes tools for managing approvals, controlling permissions, tracking changes, automating specific procedures, generating reports, and providing employee self-service, along with AI-powered functions for CV screening.
An Integrated System of Digital Modules
The platform consists of several specialized modules, each performing specific functions while making use of the data shared between them, according to the system's capabilities.
People HubThe central foundation for HR data
People Hub is the primary reference for the employment data that the platform's other modules rely on. Through it, you can create employee files, manage employees' basic information, and track the changes made to it throughout their employment.
Key Capabilities
- Create employee files and manage personal, employment, and financial data, qualifications, experience, and contact details.
- Organize job titles, organizational units, locations, and reporting lines.
- Build the organization's overall organizational structure.
- Manage service periods, end of service, and rehiring while retaining the historical record.
- Record changes to employment data and salaries, documenting the previous and new values, the date of the change, and its reason.
- Import employee data from Excel and CSV files through steps that validate the data and match fields.
- Run bulk updates to specific employment fields instead of editing each record individually.
- Create custom fields to meet the organization's needs, and control field visibility, whether they are mandatory, and who may edit them.
- Generate filterable, exportable reports covering employee data and indicators by multiple criteria.
AttendanceManaging time, shifts, attendance records, and violations
The module records employees' working hours and compares them with approved work schedules, manages different shifts, and tracks lateness, early departure, shortfalls in working hours, and absence, according to the policies and settings defined in the system.
Key Capabilities
- Record check-in and check-out through the web, the mobile app, or the fingerprint devices supported within the system.
- Manage regular and night shifts, and define working hours, breaks, and check-in and check-out windows.
- Upload attendance records from files, validating rows and reporting invalid data.
- Manage attendance corrections and record edits according to the permissions granted.
- Set up attendance and violation policies by employee category and rule effective dates.
- Define response levels for violations and deduction calculation methods, including fixed amounts, percentages, and time-based rates.
- Manage overtime requests and their approvals, and reconcile actual hours with approved hours.
- Set up overtime policies that include limits, multipliers for holidays and rest days, and rounding rules.
- Manage shift change requests and track approvals and schedule changes.
- Transfer approved deduction and overtime records to payroll according to system controls.
- Provide reports on attendance, violations, overtime, and punch records.
Leave ManagementFrom the leave request to approval and balance calculation
This module manages the leave cycle from submitting the request to its approval, updating the balance, and showing absences in the shared calendar, with tools for organizing entitlements and tracking unpaid leave.
Key Capabilities
- Submit leave requests for a full day, a half day, or a specific period.
- View leave balances and check eligibility, overlaps, and balance availability before saving the request.
- Calculate leave days taking into account work schedules, official holidays, and non-working days according to system settings.
- Specify a substitute employee when needed, and manage approvals according to the reporting line.
- Support one-level or two-level approval paths according to the available settings.
- Record leave on behalf of employees, including bulk operations.
- Manage annual grants, carry-over, monthly accrual, expiring balances, and adjustments.
- Run monthly processes to update entitlements and handle expired balances according to the defined rules.
- Display leave and holidays in a shared calendar, with controls over the scope in which absence data appears.
- Manage unpaid leave records and prepare the related deduction data for payroll.
- Issue reports on balances, entitlements, approved and pending requests, and used and expired leave.
- Document comments, approvals, and changes in the request status.
Payroll ManagementFrom wage data to payroll calculation and payslip issuance
The platform enables the organization of salary components, calculation cycles, entitlements, and deductions, and links them to the approved data from the other modules according to the system's mechanisms.
Key Capabilities
- Create monthly or weekly payroll cycles and define the calculation and closing rules for each cycle.
- Manage tax brackets, salary grades, and minimum and maximum limits by currency.
- Define salary components, including fixed or percentage-based allowances and deductions, whether recurring, one-time, or time-limited.
- Define rules for handling taxable components, components included in gross salary, and proration.
- Set daily and hourly calculation rates on defined bases for use in time-related operations.
- Manage employee salary records and update salary components individually or in bulk.
- Calculate wages for partial periods according to rules tied to the hire date, the end-of-service date, or employment gaps.
- Include attendance, overtime, unpaid leave, penalties, and advances from their approved sources and according to the payroll cycle settings.
- Manage interest-free advances, repayment schedules, and recovery from payslips, recording adjustments, reversals, suspension, and resumption.
- Verify that inputs are complete and records are current before publishing payroll.
- Generate payslips, publish them, and make them available to employees according to permissions.
- Issue payroll reports and their related details, and export data in CSV, Excel, and PDF formats.
Performance ManagementOrganizing appraisals, measuring results, and linking them to incentives
The module provides a framework for setting performance criteria and grouping them into scorecards, managing appraisal cycles, and calculating results and incentives according to the defined plans.
Key Capabilities
- Create reusable appraisal criteria with different numeric scales.
- Build scorecards that group a set of criteria with defined weights totaling 100, or without weights so that the criteria carry equal weight.
- Set up incentive plans linked to performance results.
- Create annual, semi-annual, quarterly, or monthly appraisal cycles.
- Define target employees individually, or by location, organizational unit, or job title.
- Track cycle progress and appraisal statuses, with the ability to organize recurring cycles.
- Record appraisals and comments and save them within the cycle records.
- Take into account working days, holidays, and approved leave according to system settings.
- Calculate overall results according to the approved aggregation method, and calculate incentives according to the cycle plan.
- Issue reports that include criteria results, the overall result, and incentives, with sorting and export.
RecruitmentFrom vacancy management to candidate tracking and the hiring decision
The module covers the core stages of managing vacancies, receiving job applications, reviewing candidates, and tracking their progress through defined stages.
Key Capabilities
- Create vacancies and define the position, details, compensation, priority, number of openings, and closing date.
- Manage the vacancy lifecycle from draft to opening, closing, and publishing.
- Create reusable application forms that combine standard and custom questions.
- Create public application pages that carry the organization's identity, without requiring applicants to log in.
- Control application acceptance by vacancy status, closing date, and number of openings, while preventing duplicate applications from the same email for the same vacancy.
- Receive CVs and cover letters and store attachments in PDF, DOC, and DOCX formats within system limits.
- Track job applications through five configurable stages, from application submission to hiring.
- Save candidates' answers and attachments, reviewers' notes, and stage changes.
- Use an AI-powered CV screening tool that provides a rating from 1 to 10, a summary, and a detailed analysis in both Arabic and English.
- Extract text from documents, including the ability to read scanned or image-based CVs of up to five pages.
- Provide summary reports on job applications and the hiring pipeline, and notifications when applications arrive.
TrainingManaging training programs, assignments, and training compliance
The module organizes the catalog of courses and training materials, sessions, assignments, attendance, completion, and certificates, with the ability to track the validity of mandatory training and its renewal.
Key Capabilities
- Create a catalog of in-person and virtual courses, with duration, category, and completion requirements.
- Attach learning materials, files, and links to each course.
- Schedule sessions and define the date, the location or meeting link, the trainer, and the capacity.
- Assign training to employees individually or in bulk by department, location, and job title.
- Preview the target employees before running a bulk assignment, and save selection groups.
- Prevent the creation of a duplicate assignment when there is open training or a valid completion, according to system rules.
- Allow self-registration in visible courses, with the option to require supervisor approval.
- Record attendance and absence, grades, and certificates.
- Define mandatory courses and validity periods, and track training that is valid, nearing expiry, expired, or not completed.
- Create automatic renewal assignments before training validity expires, with controls that prevent duplication.
- Integrate with the Onboarding module to assign courses linked to onboarding tasks.
- Issue a training compliance matrix and reports on overdue training and employees' training history.
Employee OnboardingOrganizing onboarding, end-of-service, and reactivation procedures
The module manages task plans tied to the main stages of the employee's relationship with the organization, and helps define responsibilities and completion deadlines and track progress.
Key Capabilities
- Create plans for onboarding, end of service, and reactivation.
- Define the participants and owners responsible for following up on the plan.
- Create a catalog of task types with a default assignee, a reminder period, and an additional email address for notifications.
- Build templates that group the required task types for each plan.
- Generate tasks when a plan is activated and define each task's assignee and due date.
- Display tasks through a central list, with priority, comments, status, and a change log.
- Update a group of tasks in one step when needed.
- Create an onboarding plan when an employee is added, and create departure or reactivation plans automatically in supported cases.
- Provide self-service lists for owners and those responsible for executing tasks.
- Send reminders for tasks that are nearing their due date and for overdue tasks.
- Issue reports on plan and participant progress, with export.
Asset and Custody ManagementTracking organizational assets from purchase to handover and return
This module provides an organized register of physical assets and documents their locations, condition, possession, maintenance, and the changes that occur to them during their lifecycle.
Key Capabilities
- Create a record for each asset that includes identification, purchase, warranty, location, financial data, and attachments.
- Use asset identification numbers based on configurable numbering rules, with controls to prevent duplication.
- Classify assets and manage brands, suppliers, and the related reference data.
- Track asset statuses from availability and handover to maintenance, damage, loss, retirement, and disposal.
- Record handover, return, and transfer of assets between employees, with the date, condition, and recipient.
- Provide employee self-service to view their assets, accept or reject a handover, and submit available requests.
- Provide supervisors with tools to follow their teams' assets and the required approvals.
- Calculate depreciation and book value using the straight-line or declining-balance method.
- Manage damage, loss, and non-return fees, and link pending fees to payroll according to system controls.
- Record maintenance, repair, inspection, and upgrade work and the related costs.
- Carry out physical inventory counts and document verified and missing assets.
- Track pending assets, requests, and fees within end-of-service procedures.
- Issue inventory and asset reports by employee, warranty, depreciation, maintenance, and stocktaking.
Disciplinary ActionsDocumenting cases and actions and linking deductions to payroll
The module enables the creation of a formal record of disciplinary cases, tracking their review and closure, and documenting the actions taken, with the ability to transfer approved financial deductions to payroll.
Key Capabilities
- Create a disciplinary case that includes the employee, the reporting party, category, severity, summary, and description.
- Classify cases into defined categories including attendance, conduct, performance, compliance, safety, integrity, and property damage.
- Manage the case lifecycle from opening to review and closure.
- Document disciplinary actions, including warnings, suspension, training, deductions, and termination of service.
- Record the history of the case's transitions between its stages, with the user, the timing, and comments.
- Organize the reopening of cases according to defined controls and conditions.
- Transfer deductions from closed cases to the related payroll period.
- Consolidate the disciplinary deduction into a single line item on the payslip while retaining the details of the actions.
- Track the status of including the deduction in payroll and document the payslip and period.
- Provide lists and reports on cases, actions, and deductions.
Company HubA digital environment for organizational information and internal communication
The portal brings together a number of communication and information access tools, helping employees view announcements, policies, the organizational structure, and employee directory data.
Key Capabilities
- Publish announcements, documents, and attachments, and define the target audience.
- Send announcements through the available notification channels, and track read acknowledgments when enabled.
- Create an employee directory that includes photos, employment information, contact details, and the additional fields allowed to be displayed.
- Control the visibility of optional fields in the directory according to the organization's settings.
- Display the organizational structure, reporting lines, and the relationships between managers and employees.
- Display the structure of departments and their heads, cost centers, and headcounts.
- Export organizational charts to PDF.
- Create a searchable, viewable policy library, with management limited to authorized users.
- Provide an AI assistant that answers policy questions based on the organization's policy texts, referring the employee to HR when no answer is available in the text.
- Provide a read-only HR assistant that answers inquiries within the supported system areas for authorized users.
- Document the changes made to announcements and policies.
Administration and SetupThe organizational and technical foundation for running the platform
This module includes tools for setting up the organization and managing user accounts, roles, permissions, reference data, and the general settings that the other modules rely on.
Key Capabilities
- Create user accounts, link them to employee records, and manage account statuses.
- Manage passwords and reset them according to the defined controls.
- Set up templates for roles and permissions tied to system modules.
- Manage reference employment lists, such as job titles, job categories, employment types, and reasons for end of service.
- Set up shifts, working hours, breaks, and flexible options.
- Manage document templates that use merge fields drawn from system data.
- Set up the organization's details, addresses, locations, cost centers, and logo.
- Manage the organizational structure, sub-units, and locations.
- Set up official holidays and workweek patterns according to the available settings.
- Manage reference lists for qualifications, education, licenses, memberships, and skills.
- Manage announcements, notification settings, and audience targeting rules.
- Manage company policies and the fields displayed in the employee directory.
- Support system interfaces in multiple languages, including Arabic, English, and others.
- Review the audit log, which documents additions, edits, and deletions and the details of changes.
Shared Capabilities That Add Value to the Platform
Cloud Architecture & Security
CLOUD SYS
The Screen HRM platform's technical system adopts a fully managed cloud service model (SaaS), designed to ensure complete isolation of each organization's data and to protect it in transit and at rest.
What Is SaaS?
Software as a Service (SaaS) is a cloud computing delivery model that lets users access and use applications over the internet through a web browser, without needing to install them on local devices.
How Does SaaS Work?
- Browser access
- The software runs on the service provider's servers, and the user accesses it directly from any internet-connected device.
- Subscription model
- It relies on periodic payment (monthly or annual) instead of buying expensive one-time licenses.
- Maintenance and updates
- The service provider manages the servers, secures the data, and delivers software updates and bug fixes automatically.
Benefits of Using SaaS
- Lower costs: no need to buy expensive hardware or servers to run the software.
- Speed and flexibility: the ability to start using the system immediately after subscribing, without waiting through lengthy installation.
- Ease and availability: access to files and data from anywhere and from any computer, tablet, or mobile device.
- Continuous, free updates to the capabilities and functions of the electronic platform
- The ability to import and export data from Excel
- A SaaS platform does not use any storage space on your own computers or mobile devices
Technology supports the HR system, but it does not replace consulting, expertise, and implementation.
Frequently Asked Questions About Security in the Screen HRM Platform
How does the platform ensure that employees or managers cannot access financial or personal data that does not concern them?
The system relies on a three-tier structure for access control:
A. Global System Administrator (Admin): full permissions that cannot be deleted.
B. Module Administrator (Module Admin): administrative permissions on their assigned module only (such as Payroll), and treated as a regular "employee" in all other modules.
C. Employee: access limited to self-service and the records of their subordinates according to the direct reporting line.
What are the password policy and user session management measures that prevent breaches?
Passwords are stored using one-way encryption that cannot be reversed, and the platform enforces complexity requirements of at least 8 characters containing uppercase and lowercase letters and numbers. Sessions use a stateless architecture (Stateless), in which a short-lived session token valid for 10 minutes is issued along with a refresh token valid for 60 minutes. Password recovery links expire within 15 minutes, and reset attempts are limited to prevent repeated attacks.
How is data protected while it is transmitted over the internet and while it is stored?
All data and communications are encrypted in transit using approved HTTPS and TLS protocols. Encrypted channels are also used for database connections and email channels (STARTTLS). The application applies directives that prevent browser caching (No Browser Caching) to protect sensitive data on shared devices.
Do the AI features use our private data? And who is authorized to use them?
All AI operations on the platform are processed through the managed, cloud-secured Amazon Bedrock service. Data is sent exclusively when a request is made, and the right to use the "HR Smart Assistant" (which queries payroll data and financial information) is restricted to system administrators (Administrators) only, and no one else.
Can we find out who made a modification or change to employee or payroll data?
Yes, the platform has a permanent audit trail (Audit Trail) that cannot be modified or deleted. It records logins, edits to personal and employment files, and changes to reference lists, documenting the user ID, the date, the time, and the party that performed the audited action.
What happens to the data of an employee whose service has been terminated? And what happens to the company's data if we end our contract with you?
The records of departed employees are kept in read-only mode (Read-only) to preserve the employment history and for audit purposes. Account cancellations are carried out as a soft removal (Soft Removal). If an organization is deactivated or its data is deleted entirely, this requires a strict procedure carried out exclusively by the Screen HRM operations management team.
How are leave and overtime approvals managed? And can the system administrator change a decision made by a direct manager?
Requests are processed through hierarchical approval chains (one or two levels) derived dynamically from the direct reporting line in the People Hub module. The system gives the Global System Administrator (Administrator) the authority to override requests (Override). When this authority is used, the override is documented automatically and recorded clearly on the request itself, including the identity of the person who made the change and the reason for it.
Can the CEO or the head of a sector see the data of employees in departments under their direct reports?
Yes, the scope of visibility varies by data type. In employment records (People Hub), a supervisor's visibility extends to all levels beneath them in the organizational structure (direct and indirect subordinates). For leave lists and daily attendance and absence reports, the default view focuses on direct subordinates to facilitate operational follow-up.
Can an employee change their sensitive data (such as name or bank account) through the self-service portal (My Pages)?
The system lets the employee view their personal file, attendance record, loans, and payslips. As for the ability to edit data, it is governed by field-level settings (Field-level settings) defined by system administration: sensitive fields are set as "read-only" fields to prevent any direct modification, while editing is allowed only in specific fields according to the company's internal policy.
How does the system prevent data conflicts or damage to the job structure when employee files are uploaded through Excel? (Protecting Employee Import and Bulk Upload Data (Bulk Data Import Security))
The permission to import employees and bulk upload data is restricted exclusively to the Global System Administrator (Administrator). The system performs a careful automated check of the uploaded data before merging it, to ensure that employee numbers are not duplicated, that links to the administrative structure are valid, and that the integrity of the database is protected from aggregation errors.
Who has the authority to waive or write off the remaining advances and loans owed by employees? (Controls on Compulsory Financial Operations and Advance Write-offs (Financial Write-offs))
Financial write-offs (Write-off) of employee advances are high-risk operations; they are therefore completely prohibited for department managers and employees, and the authority to perform them is limited exclusively to the Global System Administrator or the designated Advances module manager, with the operation documented immediately in the protected audit log.
What security measures are taken regarding an employee's account and records upon resignation or termination of service?
When an employee's service ends, their access to self-service is stopped immediately through the soft removal mechanism (Soft Removal). The employee's data is not deleted from the database but is converted to "read-only" status (Read-only) to preserve the employment history and to enable HR and auditors to extract financial and audit reports when needed without altering the historical records.
Can the organization extract a full copy of its data and retain ownership at any time? And what formats are available? (Data Export & Ownership)
Yes, the system allows Global System Administrators to export all employee data, attendance reports, leave transactions, and executive reports at any time in standard, open formats such as JSON and CSV (EXCEL). This ensures that the organization retains full ownership of its data and can archive records externally or transfer them when needed.
How does the system prevent overstepping of permissions in sensitive financial operations such as canceling or writing off financial advances? (Separation of Duties in Payroll)
The system separates the financial advances module (Salary Advance) as an independent financial element from general payroll management (Payroll). Therefore, the final financial write-off of debts and advances (Write-off), which is an irreversible financial action, is restricted exclusively to the Global System Administrator or the designated Advances module manager, and is not granted automatically to the routine payroll manager.
Do the technical support team or the operators of the Screen HRM platform have direct access to the company's employee and payroll data? (Platform Operators vs Client Data)
No. Platform operators (Platform Operators) connect through a separate external control portal that is used only to manage organizations' subscriptions, register fingerprint devices, and prepare environments. They have no access or viewing permissions for HR data, payroll, or the interactive channels and notifications of the company's employees.
When an employee or manager is transferred to another department, does reviewing access permissions require manual updates to their account?
The process requires no manual intervention: the system evaluates supervision permissions dynamically at the moment data is requested, based on the active reporting structure in the People Hub module. As soon as the employee is moved to a new manager, the previous manager's access permissions end immediately and are granted to the new manager automatically.
Can employee attendance punching be restricted to the mobile app to prevent manipulation from a web browser?
Yes, the system provides a configuration option that enforces attendance punching through the mobile app (Mobile App Punching). In this case, the system programmatically rejects any attempt to record attendance through a web browser for all employees, with only system administrators exempted, for administrative correction purposes.
What happens if a manager tries to delete a job title or work location that is linked to current employees?
The system completely prevents the deletion of any reference data (such as job grades, work locations, job titles, or leave policies) as long as it is used by or linked to active employee records. The system blocks the deletion and displays the related dependencies to protect the integrity of administrative consistency. (Reference Data Integrity)
How does the platform ensure transparency if a system administrator bypasses the reporting line and directly approves a leave or overtime request?
When the administrative override feature (Override) is used in two-level approval chains or overtime approvals, the action is documented by placing an explicit, non-erasable mark on the request itself stating that it was approved as an "administrative override", in addition to its detailed recording in the comprehensive audit log (Audit Trail).
How does the system handle rehiring a former employee without affecting the old employment history? (Reactivating Former Employees)
The account of an employee whose service has ended cannot be reactivated by editing regular user data. Instead, the process requires going through the "Employee Reactivation" path in People Hub, which opens a new employment period while archiving the previous period with all of its data and attached documents.
High Quality Institutional Support
High-quality institutional support, from consulting to implementation and development