A fully integrated HR system with Oman Labour Law built in as editable defaults — employees, attendance & overtime, leave, payroll & WPS, reimbursements, recruitment, performance and self-service. Every sensitive approval four-eyes, every record branch-scoped and audited.
Every stage shares the same employee record, the same audit trail and the same permissions — so nothing is re-keyed, exported or lost between systems.
| Name | Department | Designation | Status |
|---|---|---|---|
| Aisha Al Balushi | Chemistry | Senior Analyst | Active |
| Rashid Al Habsi | Operations | Lab Technician | Active |
| Fatma Al Zadjali | Quality | QA Officer | On leave |
| Candidate | Applied | Stage |
|---|---|---|
| Salim Al Riyami | 2 Jun | Interview |
| Maryam Al Saidi | 28 May | Offer |
| Yusuf Al Amri | 20 May | Hired |
From the contract to the timesheet — the master data your whole HR process runs on, with Oman's working-time and leave rules applied automatically.
Contract, reporting line, dependents and benefits (including air-ticket entitlement) and company assets — with admin-defined custom fields you add without code.
Build shift patterns and rosters — including a dedicated Ramadan variant — so working-time expectations are explicit before attendance is even captured.
Attendance is captured with automatic overtime and weekend/holiday classification into the right pay band. Biometric device sync is on the roadmap; today entries are recorded manually.
Annual, Sick (tiered pay), Maternity, Paternity, Bereavement, Hajj, Marriage and Study — with system-calculated balances, blackout rules and maker-checker approval.
One pay run computes from your rules, then splits preparation, approval and payout across different people — the way Oman's wage-protection regime expects.
Versioned salary structures feed a monthly pay run computed from statutory rules, with prepare, approve and mark-paid held as a strict separation of duties.
Branded payslip PDFs for every employee, and a WPS-format wage file (SIF) ready to upload straight to the bank — no re-keying, no spreadsheet.
Gratuity computed on the two-segment Oman formula — the first years at one rate, the balance at another — so a leaver's final settlement is right and defensible.
Claims with up to ten uploaded bills and a two-stage manager→finance approval; the payout is server-controlled and four-eyes — a raiser can never release their own money.
The growth side of HR and the statutory guard-rails, in one place — where every approval and every legal figure is set once and enforced everywhere.
Requisitions and a hiring funnel with one-click hire straight into a single employee record, plus onboarding and offboarding checklists with per-item sign-off.
Weighted objectives with the self-assessment and the manager rating kept separate, and a four-eyes finalisation before a review is closed.
A live Omanisation dashboard tracks the Omani percentage against quota; HR letters render from merge-field templates onto branded letterhead PDFs.
One HR-config screen holds every statutory figure with its recommended Oman Labour Law value and one-click reset; configurable approval chains can only ever narrow who approves.
Oman Labour Law (RD 53/2023) figures built in as editable defaults, recommended values shown.
Four-eyes on every sensitive approval — the maker can never be the checker.
Less manual HR admin once people, time, leave and pay share one system.
Spreadsheets to file a WPS-ready pay run — the wage file is generated for you.
Figures are illustrative of gains organisations typically target when scattered spreadsheets, paper leave forms and manual payroll are unified on a single HR system; actual results vary by team size, scope and starting point.
Yes. The statutory figures from Royal Decree 53/2023 — working hours, overtime rates, leave entitlements, gratuity — ship as editable defaults, each showing its recommended Oman value with one-click reset. You can adjust a figure to your policy, but the law's recommended value is always in front of you.
Yes. The monthly pay run produces branded payslips and a WPS-format wage file (SIF) ready to upload to the bank, and end-of-service gratuity is computed on the two-segment Oman formula. Preparation, approval and mark-paid are held apart as a separation of duties.
Yes — each employee has one login and sees strictly their own profile, documents, leave balances and payslips, and can raise leave and reimbursement requests. The view is self-scoped: no employee can see another's records.
Not yet. Today attendance is captured manually, with automatic overtime and weekend/holiday classification into the correct pay band. Automatic sync from biometric devices is on the roadmap — the classification and pay-band logic that follows is already in place.
HRMS runs alongside your LIMS as a separately licensed application in the LabValence suite — switched on beside the lab, sharing the same accounts, security and audit trail.
HRMS is licensed separately from the LIMS plans — contact us and we'll tailor a quote to your headcount.
Book a 30-minute demo and we'll walk your real HR workflow — hire to attendance to a WPS-ready pay run — through LabValence, with Oman's figures already built in.