Frequently asked questions.

Start by contacting the Elore Hub WFMS team on WhatsApp or by email. Tell us your company name, contact person, phone number, email address, location, approximate employee count, and the HR or payroll workflows you want to manage. We will guide you through the client agreement, organization setup, and registration of your authorized administrators.

Yes. We first confirm the service scope and agree the client or partner arrangement. Once the agreement is in place, we can register the organization, configure its settings, and help your authorized team prepare the employee and payroll records.

Include your company name, county or town, contact person, preferred contact details, approximate number of employees, payroll frequency, and whether you need payroll, attendance, leave, contracts, performance, reporting, or employee self-service. Do not send passwords or sensitive employee information by WhatsApp or email.

Send a WhatsApp message to +254 107 504 759 or email info@elorehub.co.ke. A member of the team will respond with the next steps and the information needed to prepare your organization.

It connects organization setup, departments, branches, employee records, payroll, attendance, leave, contracts, performance, reports, notifications, and employee self-service in one system.

Yes. Each organization has its own employees, departments, branches, settings, payroll periods, payroll records, and operational data. Access is scoped according to the user and organization permissions.

Yes. Branches hold their own addresses, counties, towns, contact details, head-office status, coordinates, and geofence radius. Employees can be assigned to a branch and department.

Yes. Employees can have controlled access to their profile, payroll and payslips, attendance, leave requests, and other enabled employee services. Access is controlled by the employee record and user role.

The payroll records support earnings, allowances, overtime, bonuses, commissions, statutory deductions, other deductions, taxable income, gross salary, net salary, payment method, approval, and payment status. Organization settings also control PAYE, NSSF, NHIF, HELB, and NITA options.

Payroll is organized into periods with a name, start date, end date, pay date, status, and lock state. Employee payroll records are then associated with the relevant organization and period.

Yes. Payroll records move through statuses such as pending, calculated, approved, paid, failed, and cancelled. Payroll approval and payment processing are separate operational steps, and periods can be locked.

Employee payment methods include bank transfer, M-Pesa, cash, and cheque. M-Pesa payment records can store the number, amount, transaction ID, date, receipt, status, and provider response details.

No. The platform supports payroll and statutory workflows, but rates, thresholds, employee circumstances, government systems, and legal requirements can change. An authorized person should review and approve outputs and obtain professional advice where appropriate.

An employee record can include organization, department, branch, employee number, employment type and status, job details, reporting line, employment dates, compensation, statutory identifiers, payment details, work contacts, permissions, and deactivation information.

Yes. Employment type supports permanent, contract, casual, probation, and intern classifications. Employment status separately supports active, inactive, suspended, terminated, resigned, and retired states.

The system distinguishes roles such as administrator, HR, finance, manager, and employee. Administrative access is protected, and organization access can be limited to assigned organizations or the employee's organization.

Yes. Employee records include controls for active status, attendance check-in, leave requests, and payroll viewing. Records can also capture a deactivation reason and deactivation date.

Attendance records capture the employee, organization, date, check-in and check-out times, total hours, status, overtime, check-in method, device and IP details, optional photos, and location information.

Yes. Branches and attendance records can store latitude, longitude, expected coordinates, distance from the expected location, and whether the check-in was within the geofence. The organization can configure attendance location requirements.

The model supports present, absent, late, early departure, half day, on leave, holiday, and weekend statuses. Check-ins can come from the mobile app, web, biometric device, or manual entry.

Yes. Leave types can be paid or unpaid, employees can have leave balances, and leave requests move through approval statuses. Organizations can configure annual, sick, maternity, paternity, and compassionate leave policies.

Yes. The contracts area supports contract templates, contracts, amendments, bulk contract workflows, signing, and contract dashboards. Contract records can be managed alongside the employee record.

Yes. Performance workflows include periods, appraisals, goals, feedback, 360-degree feedback, one-to-one check-ins, skill gaps, calibration sessions, and improvement plans.

Yes. Employees can have a reporting employee, and departments can have managers and parent departments. This supports clearer ownership for people operations and reviews.

The system includes payroll reports, attendance reports, leave reports, quick reports, report templates, generated reports, scheduled reports, dashboards, and configurable dashboard widgets.

Notification workflows support notifications, preferences, templates, announcements, push devices, bulk notifications, and organization notification settings such as email, WhatsApp, and push availability.

Access is authenticated and role-aware. Organization data is scoped through user assignments and employee relationships, while payroll periods can be locked and important operational actions can be logged for review.

Review source employee records, payroll inputs, approvals, statutory settings, dates, payment details, and any imported data. Automated calculations and reports are decision-support tools and should be reconciled against your organization's records.