2Interact, Inc. is a leading provider of Social Security Administration Systems (Interact SSAS) and enterprise Human Resources Management Solutions (Interact HRMS) for various industries including Finance and Banking, Construction, Health Care, Education, Retail, Government, Oil and Gas, Entertainment and Hotels and Non-Profits.


Interact SSAS is an integrated portal designed to cater to all the needs of international social security administrations.  It consists of 16 modules which cover all business needs in a social security environment.  These modules include:

  • System Manager
  • Registration Management
  • Social Security Number Management and Tracking
  • ID Card Management
  • Contributions Filing and Payments Management
  • Benefit Claims and Payments Management
  • Compliance Management
  • Medical Record Management
  • Documents Tracking and Management
  • GL Interface
  • Workbench
  • Employer Electronic Record
  • Employee Electronic Record
  • Beneficiary Electronic Record
  • e-Services
  • Reporting

Both Interact SSAS and Interact HRMS are built on the same common platform and share the same logic, look & feel and underlying technology which delivers the functionality through a user-friendly and highly flexible configurable portal application.

Interact HRMS is an integrated Human Capital Management System that is architected and engineered as a pure Web Based Technology that comprises more than sixty (60) integrated Recruitment, HR, Time and Leave Management, Compensation and Payroll, and Talent Management applications. Interact HRMS can be deployed in the client server(s) using LAN and WAN, as SaaS, or Cloud. Interact HRMS can also function as standalone HRMS applications or integrated with commercially available ERP solutions through Web Services or our own Open Inter-Application Communication Framework.

We believe that today’s global markets require global solutions and we therefore invest heavily in ensuring that our products can be deployed and used globally. Our HRMS applications and supporting middleware technology are architected and designed for the global market and are I18N and L10N Compliant.Our flagship product, Interact©, provides a full range of comprehensive software solutions in support of job classification, recruitment management, position budgeting, employment/hiring, contracting and hiring, leave management, attendance tracking, training, performance appraisal, manpower planning, compensation management, payroll and other HR business processes, with seamless integration with a number of ERP systems including SAP, Oracle, JD Edwards, Sage ERP, MS Dynamics GP, AX, NAV and SOL, and others. Interact is fully Web based application developed as a Rich Internet Application (RIA) that supports multiple databases and operating systems to give our clients the freedom of choice.Our HRMS solutions are constantly evolving to meet the changing needs of our customers globally. Interact HRMS Suite includes the following integrated applications:

  • iOrganization – Organization Management
  • iJob – Job Classification
  • iRecruitment – Recruitment Management
  • iOnboarding – On-Boarding
  • iContracting – Employee Hiring and Contracting
  • iLeave – Leave Management
  • iFMLA – FMLA Planning and Enrollment
  • iTime – Time and Attendance Management
  • iClock – Time and Attendance Clock
  • iPay – Compensation and Payroll
  • iBenefit – Benefit Planning and Enrollment
  • iExpense – Employee Travel and Expense Management
  • iActions – HR Actions
  • iEmployee – Employee Electronic Record
  • iHealth – Health and Safety
  • iDisciplinary – Disciplinary Actions
  • iCompetencies – Competencies Management
  • iTrain – Training and Learning Management
  • iPerformance – Performance Management
  • iCareer – Career Planning
  • iAssets – Assets Management
  • iGrants – Grants and Funds Management
  • iESS – Employee-Self Service
  • iOrg – Organization Unit Self Service
  • iHR – HR Self-Service
  • iPolicies – HR Policies Publishing
  • iWorkflow – Workflow Management
  • iWebServices – External HR-XML Interface Web Services

The Interact HRMS applications are fully integrated and use one central database. The integration is achieved through:

The Holistic and Layered architecture of Interact HRMS that includes a mid-layer framework that implements a set of Business Objects that are used by all interact HRMS applications.

  • A backend layer of the Interact HRMS Architecture that implements a Database Access Framework that is used by all Interact HRMS applications to interact with a single centralized database.
  • A User Interface (UI) layer of the Interact HRMS Architecture that implements a UI Framework that is used by all Interact HRMS applications
  • The Integration of Interact HRMS applications is inherent in the Holistic Architecture of the system as shown in figure-1:

Figure-2: Interact HRMS Architecture

Figure-1: Interact HRMS Architecture

Interact Compensation and Payroll

Interact Compensation and Payroll System (iPay) is a comprehensive feature rich Compensation and Payroll Management application that supports four types of payrolls including:

  • Normal Payroll Cycle (NPC)
  • Off-Cycle Payroll (OCP)
  • Retroactive Payroll (RP)
  • End of Service Payroll (EOS)

Interact iPay is seamlessly integrated with Organization Management, Job Classification, Employee Hiring and Contracting, Leave Management, Resources Scheduling, and Time and Attendance Management.

Figure-2: Interact Compensation and Payroll

Figure-2: Interact Compensation and Payroll

Interact iPay© is a comprehensive Compensation and Payroll Management System which is seamlessly integrated with Employee Hiring and Contracting Management System (iContract), Attendance & Leave Tracking System (iTime) as well as External applications including GL (General Ledger) and AP (Accounts Payable), and Job and Project Costing.

iPay is a policy based payroll system which enables the definition and maintenance of multiple payroll compensation/remuneration, deduction, and tax policies. Compensation/remuneration, deduction, and tax policies can be defined at the employer level, employee group level, or selectively applied at the employee level. Supports multi-currency at the compensation level, where employee can be paid for one earning type using one currency, and for another earning or allowance type using different currency. Under iPay employees can be assigned more than one job, and paid different salary/rate for each job assignment. Employee can have different remuneration for each job assignment, and labor costing and distribution is handled automatically by the system.

iPay supports four types of payroll processes including Normal Payroll Cycle (NPC), which is recurring monthly, biweekly, weekly, or some other period, Off-Cycle Payroll (OCP), used to process payroll transaction outside NPC, Retroactive Payroll (RP), which is used to make compensation adjustments in the past, and the system will automatically calculate the employee pay based on the past adjustments, and End of Service (EOS) payroll used to calculate the compensation due to the employee upon termination. iPay supports multiple payroll calendars, where you can setup different pay periods for different employee groups depending on your organization payroll calendar.

iPay supports both salaried and hourly employees. Timesheets for salaried employees are generated automatically through the Automatic Timesheet (ATS) payroll process, while timesheets for hourly employees can be either imported from an external timesheet file produced from an attendance system or directly entered using employee self-service.

iPay© implements best payroll practices including ATS (Automated Timesheet) Generation, Default Time Sheet, Multiple Trial Payroll Runs, and Final Payroll Run with comprehensive audit trail. iPay© facilitates payroll check payment through check printing, electronic bank transfers, cash payments, and cash/debit card payment. Extensive standard payroll reports and multicurrency support are some other features provided by iPay©. Depending on the type of employees whether salaried or hourly, the leave and attendance application can be setup and linked to the Compensation and Payroll Management System (iPay©). In iPay© employees’ work schedules are setup and employee attendance is tracked using Attendance Sheets thus enabling a granular tracking of time reporting. Employee can complete Attendance/Time Sheets either through the employee self-service, or timesheets can be imported from Attendance Time Clock.

Leave accruals are automatically calculated for each leave entitlement based on the accrual method defined in the leave policy, if iTime is installed and activated and the leave policies are defined and assigned to the employees, then at the end of each pay period, the system will automatically calculate the accrued time for each leave policy assigned to the employee based on the corresponding leave accrual rate.

Labor distribution is provided to distribute the earnings by cost center (organization unit), project, or contract, or activity, whereby for each earning defined, the distribution of the cost of the earning can be defined at the employer level or by organization unit, project, contract, and/or activity, thus providing a flexible payroll cost accounting method.

iPay© is a multiple job based payroll system, where an employee can be assigned one primary job and multiple secondary jobs and his/her payroll can be charged to each job depending on the amount of time/effort spent on each job. Thus, if an employee is assigned to multiple projects, he/she is paid from each project budget depending on the amount of time spent on each project. This same concept can be applied in the setting where granular cost accounting is required at the department level and where an employee provides services to multiple departments. Then the employee can be assigned to multiple jobs, one job for each department and this time can be distributed by job by department.

Recognizing the difficulty in setting up a payroll system, iPay© is designed to make the payroll policies setup easy using a powerful inheritance concept where all the payroll policies including the Payroll Calendar, Holidays, Leaves, Earnings, Benefits, Allowances, Bonuses, Deductions, Taxes, Salary Grades, and Steps are defined at the employer level, and inherited by employee groups as well as organization units based on the user selection and the user modification of these policies by employee group. Once an employee is assigned to the employee group he/she will inherit the payroll policies assigned to the group, and these can be modified at the employee level. This inheritance paradigm makes it easy to setup and administer Interact payroll.

iPay© is designed to provide a seamless integration with external systems, specifically Financial Systems, Fixed Assets Management Systems, Bank Management Systems, Project Management, and Job Costing Systems, where all information pertinent to the accounts to be used by the Payroll is passed from the external GL (General Ledger) system. The summary payroll transactions (Payroll Journals) to be posted to the GL are generated and passed by iPay© to the Financial System at the end of each pay period. In addition, all bank information is passed from the Banks Management System (incase there is one) to iPay© to define the banks and bank accounts that are used for the payroll. Deferred payroll payments such as accrued vacation, deferred benefits, and others are passed from iPay© to the Financial System to be posted as payables. Assets such as PCs, phone, car, and others that are under the custody of an employee are passed from the Fixed Asset System to iPay©, and once released using iPay© they are checked back as available under the Fixed Assets Management System. If a Project Management or Job Costing system is used, then project/contract labor/time distribution data is passed from the external Project Management or Job Costing System to iPay© for automatic labor/cost distribution by project, contract, or organization unit.

Variable multiple payroll calendar where a single payroll calendar can be defined at the employer level and applied to all organization units and employee groups, or multiple payroll calendars can be used for different employee groups and/or organization units. Payroll calendar can be mapped directly to the time calendar using monthly periods where each period is associated with one calendar month, or you can define your own pay period across calendar months, where the pay period starts in one calendar month and ends in another calendar month.

iPay© provides comprehensive export/import features which enable the user to import/export employee data, employee contract data, payroll time sheet, etc. iPay© system thus provides the required tools to pass payroll data from existing systems to iPay© and export payroll data to MS Excel or other analysis tools for HR, financial, budgeting, operational analysis and reporting.

iPay© uses MySQL database and has a published data dictionary. Any external reporting tool (e.g., Crystal Reports or other report builder) that can access ANSI SQL database tables can be used with iPay© to generate user defined reports. In addition iPay© provides standard built-in reports which cover payroll operational reports as well as payroll accounting and financial reports.

As part of Interact HRMS products, iPay© is architected and built from the ground up as a pure Internet application, the only application required on the client side in an Internet Browser. It is fully internet-based application and all processes are run either on the server or in the browser on the client machine. Thus, no terminal server or other utility is required; the only thing needed on the client machine to run iPay© is an Internet browser.

iPay Main Features

  • Multiple time sheet formats with labor distribution support.
  • Time Sheets can be imported from the time cards generated by the Clock-in/Clock-out terminals or an attendance management system.
  • Time sheets can be entered or imported through the employee self-service or organization unit self-service.
  • Time sheets are audited, and require review and approval by manager/supervisor before posting.
  • Normal Payroll Cycle scheduled run by step and roles and predefined alerts.
  • Automatic generation of Payroll Process run Critical Variance Audit Alert Report displaying the variances in the payroll process run to ensure that the user review large variances, and take appropriate decision to correct any incorrect transactions to ensure 100% error free payroll.
  • Automatic Timesheet generation can be carried out more than one time, enabling the user to make correction, or to change compensations for employees and review payroll cost impact.
  • Multiple payroll trial-runs without affecting the database to ensure that all payroll transactions are correctly entered, and processed. Thus providing powerful tools for generating 100% error-free payroll.
  • Post Trial Payroll Generation of GL/JV Payroll Cost report with variances to review payroll cost before running the final payroll.
  • Retroactive Payroll fully and seamlessly integrated in the Normal Cycle payroll with no separate process to run. The system automatically processes any changes to the employee compensation which took effect in the past.
  • Automatic compensation change processing due future effective date resulting from an HR Action such promotion, salary change, bonus, and others.
  • Multicurrency support by job or by compensation type, thus enabling an employee to be paid in more than one currency.
  • Final Payroll process to generate the final payroll registers, and update the employee earning record as well as generating the final payslips for the pay period which are automatically emailed to the employees and are viewed through employee self-service
  • Pre-Final Payroll Critical Variance Audit Report which disable final payroll run until large variances (current period versus pervious pay period) are resolved or overridden using an override User ID and Password.
  • Automatic leave accruals calculation and posting to update the accrued leave days balances for each employee.
  • Pay Period Closing process to reset employee leave balances based on the hiring anniversary and update end of period earning records and pay period summary payroll data.
  • Multiple pay method including Direct Bank Transfer, Payroll Check, Cash Card (Debit Card), and Cash.
  • Electronic bank deposit advice through employee self-service.
  • Electronic payroll slip through employee self-service, eMail, and sms.
  • Automatic posting of leave earning to Payroll Time sheet. Ability to link leave to separate earning for the purpose of granular cost accounting. Each leave type can be linked to a separate leave earning. Thus showing leave earning separate from regular earning.
  • Automatic leave accrual at the end of each pay period by leave type. Handles multiple leave type’s accrual. Where each leave type has its own leave accrual rate.
  • Multiple employee bank accounts at the compensation level, where an employee salary can be posted to separate bank accounts linked to separate earning, allowance, bonus, and other compensation type.
  • Payroll ledger posting to the GL. GL posting can be run after trial payroll for verification and audit process, and after Final Payroll for final GL/JV Posting. Supports multiple GL/JV Formats including SAP, Oracle, Sage, Great Plains, Causeway, and others.
  • Mass Updates of compensations using past or future effective date. System automatically detects to which pay period to apply the compensation change.
  • Payslips Report with and without currency conversion.
  • Multiple Payslip formats with and without currency conversion.
  • Labor distribution for the earning, allowances, benefits, bonuses, commissions, deductions, and tax definitions.
  • Off-cycle payroll to process payroll checks for unusual earnings not part of Normal Payroll Cycle.
  • Off-cycle processing form to calculate the off-cycle pay.
  • Apply to all Employee Groups – allows any modifications in the existing data to be automatically inherited by all existing employee groups.
  • Add Absent Time after the generation of Time Sheets.
  • Deferred earnings, allowances, bonus, commissions, benefits, deductions, and tax to be paid at a specific time of the year.
  • Multiple instance of same compensation policy for an employee that becomes active based on effective date and effective status.
  • Pay Period Payroll Initialization for initializing compensation policies.
  • Enables the user to define the number of decimals to use when generating payroll reports and other financial values.

Time-Reporting and Attendance Management

Interact HRMS provides four integrated modules to support and streamline employee time reporting and management. Interact iLeave, Leave Management, iSchedule, Resources Scheduling, iTime, Time Management and Tracking, and iClock, Attendance Management. These four Interact applications are seamlessly integrated and tightly integrated with Interact Compensation and Payroll.

Figure-3: Leave, Time, and Attendance Management

Figure-3: Leave, Time, and Attendance Management

Interact Time Management Applications are designed to provide a comprehensive integrated solution for managing, Leave, Resources Scheduling, Timesheets, and Attendance.

iLeave – Interact Leave Management

(iLeave) Application is used to manage the leave policies of the organization, the entitlement of the leave policies, leave accruals, leave scheduling, leave requests through employee self-service or centrally through HR, leave processing using the workflow. The main features of iLeave includes:

  • Flexible definition of leave policies
  • User Defined and Unlimited Number of leave policies such as Annual Leave, Sick Leave, FMLA, Emergency Leave, Sabbatical Leave, Jury Duty Leave, etc.
  • Leave policies can be defined as paid, unpaid, half-paid, or any other rate depending on the organization leave policies.
  • Seniority/Tenure based leave policy definition where number of leave days entitlement is based on the seniority of the employee.
  • User Defined Leave Accrual Rate
  • Leave Policies Entitlement by Employee Group and by Employee.
  • Automatic Leave Accrual Calculation based on predefined Leave Accrual Policy/Rule.
  • Leave Planning and Scheduling by Organization Unit (Department, Project, etc.).
  • Totally integrated with the iPay (Compensation and Payroll) whereby each leave policy is linked to an earning policy or a group of leave policies can be linked to one earning policies.
  • Granular Leave Earning where paid leave taken shown a separate earning than regular earning.
  • Leave Request through Employee Self-Service or through HR.
  • Leave Request supports multiple leave types/policies, where employee can request leave days using different leave types, for example in a single leave request employee can request
  • 2 Days of Annual Leave and 5 Days FMLA.
  • Leave Request approval through the workflow by Leave Type within the same leave request.
  • Leave Request attachments to attach documents (Medical Certificate) to each leave type within the same leave request
  • System can be setup for Automatic Leave Return or Manual Leave Return from Employee Self-Service
  • Initial Leave Balances Import
  • Leave Balance Adjustment

iSchedule – Interact Resources Scheduling

(iSchedule) is a comprehensive scheduling application that is seamlessly integrated with Leave Management and Timesheets Management. It enables the organization to prepare work schedules depending on the work requirements/operations requirements. It support work scheduling by Team, Employee, Location/Facility, Client, and Equipment/System. The main feature of iSchedule include:

  • User Defined Multiple Unlimited Shift Types (e.g., Day, Morning, Afternoon, Evening, Night, etc).
  • User Defined Color Coded and Icon Designator Shift Types definition
  • User Defined Unlimited Shifts including Shift Code, Name, Work Time, Rest Time, Color Code, Rotating Shift, Cyclic, and Shift Restrictions.
  • User Defined 24/7 Shift Patter Definition including but not limited to the following 6-On 6-Off, Three-Shift System, Four-On Four off, Navy Three-Shift Underway System, Four-On Three-Off, Four-On Two-Off, Four-On One-Off, Two-Days Two-Nights, Four-Off, 5/4/9, 12/24/12/48, Continental Shift, Split Shift, Earlies and Lates, 7-Day Fortnight Shift, DuPont 12-Hour Rotating Shift, Five and Two, Seven-Day Eight-Hour Rotating Shift, Sixes, Firefighting Schedules, Three-Platoon – 24/48, Three-Platoon – California Roll Shift Schedule, Three-Platoon – Modified California, Roll, etc,
  • Automatic Generation of work schedules from predefined Shift Patterns
  • Teams Definitions including position budget and work schedules assignments and employee assignment
  • Location/Facility Definitions including position budget and work schedules assignments and employee assignment
  • Equipment/Systems Definitions including position budget and work schedules assignments and employee assignment
  • Seamless Interface to the Timesheet Management and Attendance Reporting for automatic calculation of Regular Hours, Absent Hours, and Overtime Hours
  • Seamless Interface to the Leave Management to take into consideration the rest days as defined in the employee work schedule.
  • Enable employee to view his/her work schedule through the Employee Self-Service
  • Enable Manager to view and approve employees work schedule

iTime – Interact Time and Attendance Management

(iTime) is used to capture, review, approve, and post employee timesheets. It is seamlessly integrated with iSchedule (Resources Schedulng) and iPay (Compensation and Payroll). Additionally it is fully integrated with Interact iClock, which is Biometric Time Clock used to capture attendance (Clock-In/Clock-Out) transactions. The following are the main features of iTime:

  • Parameter Driven Timesheet Formats
  • Multiple Timesheet Formats to capture Regular Hours, Absent Hours, Overtime Hours.
  • Time reporting (Timesheets) can be by organization unit (e.g., Department, Cost Center, Project, Team, etc.), by Activity or cost object, and/or by WBS.
  • Batch import of timesheets centrally.
  • Batch Import of Timesheets by Managers for their organization unit.
  • Timesheet Entry by Employee through the Employee Self-Service
  • Workflow based review and approval of Timesheets
  • Automatically Capture Attendance Records from Time Clocks and Convert Attendance Records (Clock-In/Clock-Out) Transactions to Timesheets.
  • Ability to edit timesheets and track changes to the timesheets
  • Timesheets posting to the Payroll
  • Previous Pay Period Timesheet Adjustment
  • Labor Allocation and Labor Distribution Timesheets in support of Labor Costing

iClock – Interact Attendance Report

(iClock) is a combination of software application and time clock hardware. iClock software can be used with third party time clocks providers. iClock is fully intergrated with iTime. The main features of iClock application include:

  • General Setup of the Interface of the Time/Attendance Clock Terminal including defining Server IP, Database Name, Login Credentials, and Data Source
  • Setting up Time Clock Time Zone
  • Setting up Time Clock Group Access
  • Setting up Access Rules
  • Setting Up Time Clock Users
  • Connecting to a Time Clock
  • Activating and deactivating the Time Clock
  • Uploading employee data to the Time Clock
  • Pulling Schedule to pull the Time Cards (Clock-In/Clock-Out) Transactions from Attendance Clock terminal.
  • Time Cards (Check-In/Check-Out Transactions) can be scheduled for transfer to Interact Realtime, Every Hour, at the end of each adys, at the end of each week, etc.
  • Compares employee data in Attendance Terminal versus Interact HRMS and displays employee that are missing or employee with different data, Interact HRMS versus Attendance Terminal.
  • Creates employee badge data in Attendance Terminal on-hiring of employee in Interact HRMS.
  • Automatically creates Employee Badge Picture from Interact Employee Record Picture.
  • Update employee record/data in Attendance terminal on update of employee record in Interact HRMS
  • Transfer Timecard Transaction (Check-In/Check-Out Data) based on predefined Pulling Schedule.
  • Timecard Transaction Analysis for entry/exit violation, absent time, and overtime.
  • Timecard Transactions Audit Report
  • Automatic Email of Notification of entry/exit violation, absent time, and overtime.
  • Automatic Generation of Timesheet from Timecard Transactions.
  • Analysis of Timecards/Timesheets against Employee Work Schedule.
  • Timecard and Timesheet Approval through user defined workflow.
  • Posting of Timesheets to Interact Compensation and Payroll.
  • Connecting to a Time Clock
  • Activating and deactivating the Time Clock
  • Uploading employee data to the Time Clock
  • Synchronizing employee data between Interact and the Time Clock.
  • Enabling/Disabling Employee access to Specific Time Clock
  • Scheduling of Reading of Time Clock Transactions
  • Reading Time card (Check-In/Check-Out) Transactions from the Time Clock and generating timesheets ready for posting to Interact Payroll
  • Manager Review, Edit, and Approval of Time Clock Transactions

iClock Terminals

Interact iClock software can interface to third party Attendance Terminals. In addition, Interact has its own Attendance Clock Terminals, figure-6 shows the setup of Interact iClock Terminals. Interact iClock terminals come in a verity of models and are Biometric based Attendance Terminals. In the proposed Interact HRMS solution, we are proposing that Interact iClock Terminals be used. The main features of Interact iClock terminals include:

Figure-4: Interact iClock Terminals

Figure-4: Interact iClock Terminals

  • Color TFT screen with GUI Interface for ease of use
  • 1 touch a-second user recognition
  • Stores 3,000 templates and 100,000 transactions
  • Workcode, SMS, DLST, Scheduled-bell, Self-Service Query, Automatic Status Switch
  • Reads Fingerprint and/or PINs
  • Integrated proximity or smart card reader
  • Built-in Serial and Ethernet ports
  • Built-in USB port optional, allows for manual data transfer when network isn””t available
  • Multi Language Support
  • Built in bell scheduling
  • Real-time 1-touch data export 3rd party hosted & non-hosted applications
  • Audio-Visual indications for acceptance and rejection of valid/invalid fingers
  • Battery Backup

External Systems Interface

To support the requirement to interface easily with other systems to exchange data, preferably through web services, the proposed Interact HRMS solution provides the following types of interfaces to communicate with external systems (Figure-5 – Interact HRMS Interface Framework):

Figure-5 – Interact HRMS Interface Framework

Figure-5 – Interact HRMS Interface Framework

Interact HR-XML Web Services – This is the industry standard for Inter-HR Systems Communication Protocol, see www.hr-xml.org, The proposed Interact HRMS solution provides a set of Hr-XML services to enable Interact HRMS to communicate with external systems which are HR-XM Compliant.

Interact Web service – The second type of Interface to external system is Interact HRMS Web service, which can communicate with external applications/system through a SOAP based service using an agreed on messaging protocol with the external application.

Interact API – The third interface method provided through Interact HRMS, and specifically for external legacy systems is to communicate with the external system through the API of the external system. However, if such external system does not have an API, Interact will connect directly to the external system database through an ODBC connection and pull and send the required data/transactions.

Import/Export – The forth type of interface to external systems that do not support any of the above three methods, is Import/Export of the data using the Import/Export tools of Interact HRMS.

Integration with Organization Financial System

To support the Reliable two-way integration between the application and the organization’s financial system requirement, the proposed Interact HRMS has built-in interface to external financial systems including the following financial system:

  • SAP
  • Oracle Financial
  • JD Edwards
  • Causeway
  • MS Dynamics AX
  • MS Dynamics GP
  • MS Dynamics NAV
  • Sage Pro Series
  • Sage X3
  • Sage Line 500
  • Sage Line 50
  • T24 Interface
  • Dolphin Management System
  • Sage ACCPAC
  • Sun Financial System
  • Coins

Depending on the selected Financial System by the Auxiliary Organizations, additional interfaces to other financial systems can be built using Interact HRMS Financial Systems Interface API.

Figure-6: Benefits Management

Figure-6: Benefits Management

Benefits Management

Interact Benefit Planning and Enrollment (iBenefit) is used to develop benefit plans or programs for employees and enable employees to enroll in desired benefit plan through employee self-service (employee login). iBenefit consists of two components, (1) Benefit Planning, and (2) Benefit Plan Enrollment. Where the first component (Benefit Planning), enables the user to develop/prepare preset Benefit Plans, such as Healthcare Benefit Plan, Cafeteria Plan, 401(K) Plan, etc,, and define what benefits are included in each plan as well as the plan eligibility and entitlement policies. Once the plan is defined, the second component enables the employee through the employee self-service to enroll in the desired benefit plan. A benefit plan can apply to the employee only or may apply to the employee and his/her eligible dependents depending on the benefit plan eligibility. iBenefit is seamlessly integrated with Interact iPay, iContract, iEmployee, and iESS. Figure-9 depicts the Interact iBenefit framework. The main features of Interact Befit Planning and Enrollment include:

  • Unlimited User defined unlimited Benefit Plans
  • Unlimited User defined unlimited Benefits within each Benefit Plan
  • User Defined Benefit Plan Eligibility and Constraint Rules
  • User Defined Trusts, Bank Accounts, Administrators, and Third Part Actors
  • Benefit Types/Policies used in the Benefit Plans are seamlessly integrated with Interact Payroll where employee contributions and employer contributions are automatically processed during the payroll run.
  • Third Party (Benefit Administrator/Trust) Payment of Benefit Contribution is automatically processed based on the schedule of Third Party Payment
  • Employee and Dependent Benefit Plan Enrollment through Self-Service
  • Benefit Plans Reporting

Figure-7: Interact Open Benefit Planning and Enrollment Framework

Figure-7: Interact Open Benefit Planning and Enrollment Framework

Alternatively, if the organization does not use Benefit Planning and Open Enrollment, iContract (Employee Hiring and Contracting) in conjunction with iPay (Interact Payroll) can be used to assign, manage, and track employee benefits. Again, in this case the main features:

  • Unlimited User Defined Benefit Policies/Types
  • User Defined Benefit Enrollment Eligibility Rules
  • User Defined Rule Based Benefit calculation method for employee and employer contribution.
  • Support both Employee and Dependent Benefit Enrollment
  • Automatic Deduction of Employee Contribution during the Payroll Run
  • Automatic Employer Contribution Calculation and Posting during the Payroll Run
  • Automatic Payment to Third Party (Benefit Administrator/Trustees/Trust)
  • Benefit Statement access through Employee Self-Service
  • Benefits Reporting

Interact Job Classification

iJob – A comprehensive job classification system that supports both grade and point classification systems combined with an extensive set of attributes that covers basic job information definition, job classification definition, restrictions, education requirements, experience requirements, skills requirements, job description, and default interview questions. The byproduct of the definition of jobs through the job classification system is a Job Catalogue that uniquely defines all jobs used by the organization. Once the job catalogue is defined, all job information and associated controls and rules are inherited by all iNTERACT© applications. The Job classification system ensures non-duplication of Job titles, thus assuring accurate planning, budgeting, and financial reporting across all applications. Additionally, jobs can be classified using either Grade-Step or HAY Classification system.

Interact Unified Employee Electronic Record

A unified permanent Employee Electronic Record that is automatically created on employee hiring. The employee record is automatically updated by all Interact HRMS application when an HR Action is processed that concerns the employee. Information segments maintained within the employee electronic record include:

  • Employee Demographics
  • Addresses
  • Dependents Data
  • Emergency Contacts
  • Previous Experience
  • Education
  • Training
  • Competencies
  • Current Job Assignments
  • Current Salary and Compensations
  • Job History
  • Salary and Compensation History
  • Leaves and Leave History
  • Work Schedules
  • Earning History
  • Performance Plans
  • Performance Appraisals
  • Disciplinary Actions
  • Work Related Injuries
  • Certifications
  • Speaking Events
  • Publications
  • Patents
  • W2 Form
  • I9 Form
  • W4 Forms
  • Passport and Visa
  • Scanned Support Documents

Employee Electronic Record Quick View

Employee Electronic Record Quick View

Employee Electronic Record Detail View

Employee Electronic Record Detail View

Interact Employee Hiring & Contracting

iContract – Interact Employee Hiring and Contracting Application is a feature rich application that handles all aspects of hiring and contracting. It is designed to manage complex Employment Hiring and Contracting procedures and processes. iContract is a user defined contract review process, that lets you convert employment offer to employment contract, create a new employment contract without offer, amend contracts and also track the amendment history, renew and approve contracts, terminate contracts. Different contract types can be defined and a contract can be setup by defining the terms and conditions. With iContract, you can also control the promotion and termination of an employee, as well as perform HR actions that change the hiring and contracting terms. It is seamlessly integrated with the Compensation and Payroll Management application whereby all earnings, benefits, allowances, commissions, deductions, and taxes defined in the contract are inherited by the Compensation and Payroll Management System. Any change to the contract through the amendment is reflected in the payroll. Once employee hiring is conducted through iContract, the system automatically creates and employee electronic record which is used by all Interact HRMS Applications:

  • Create Contract from Employment Offer
  • Employment Contract from Employee
  • Create Contract from Applicant Database
  • Review and Approval of Employment Contract through the Workflow
  • Contract Renewals
  • Contract Action Notification through Email
  • Approval of Contract Termination and Employee Termination through Workflow
  • Contract Amendment with Amendment History Tracking
  • Quick Employee Hire
  • HR Actions Generation upon Termination
  • Contract Officers Definition and Link to Workflow
  • Fully integrated with the Payroll Management, Recruitment Management, Position Budgeting and Control, Job Classification, Organization Management, and other Interact HRMS applications
  • Predefined contract print template including terms and conditions text with variable database fields
  • Termination Approval of Employee and Contract through Workflow
  • Notification to the Supervisor and other Head of the Department about the termination actions through Emails and SMS
  • Employee Organization Transfer along with Transfer History
  • Employee Promotion

Federal and State Law Compliance

Federal and State Labor Law Compliance is supported throughout all Interact HRMS applications and specifically through Recruitment Management, Employee Hiring and Contracting, Compensation and Payroll, Leave Management, Time Management, and Benefits Management, and Employee Self-Service to ensure compliance with:

  • Affirmative Action (Gov’t Contractors) – Interact HRMS provides the required reports to monitor employee distribution by EEO classification. Additionally, Affirmative Action Notice policy can be published in the Employee Self-Service Page and Applicant Self-Service Page.
  • Americans with Disabilities Act (ADA) – Employee record maintains disability status of the employee if any. Additionally, Disability Act Notice policy can be published in the Employee Self-Service Page and Applicant Self-Service Page.
  • Background Checks (ICRA and FCRA) – Background Checks can be made mandatory in the On-Boarding Cycle or in the Recruitment cycle so HR Officers are aware that background check must be conducted and findings are maintained in the applicant and employee record.
  • California Family Rights Act (CFRA) –
  • Child Lab. Laws (CA Lab. Code 1390-1399) – Supported through Employee Hiring and Contracting by setting the Minimum Age for Employment.
  • Civil Air Patrol Leave (Ch. 242 (A.B.485), L. 2009)
  • COBRA – COBRA is supported through Interact HRMS Benfit Planning and Enrollment Application.
  • Cal-COBRA – Cal-COBRA is supported through Interact HRMS Benefit Planning and Enrollment Application.
  • Crime Victim & Domestic Violence Victim’s Leave (CA Lab. Code 230-230.2) – Supported by defining a separate Leave Policy with its own rules and calculation method.
  • Disability Insurance (SDI) – Supported by defining a separate Benefit Policy with its own rules, entitlement, and calculation method.
  • Discrimination Provisions of Immigration Reform & Control Act (IRCA) – Supported by maintaining and accurate record of recruitment from applicant registration, to application, interviews, employment offers, and rejection notices with reason.
  • Discrimination under California’s Fair Employment & Housing Act (FEHA) – Supported by maintaining and accurate record of recruitment from applicant registration, to application, interviews, employment offers, and rejection notices with reason.
  • Discrimination under Title VII of Federal Civil Rights Act – Supported by maintaining and accurate record of recruitment from applicant registration, to application, interviews, employment offers, and rejection notices with reason.
  • Domestic Partner Rights and Benefits – Supported through Marital Status by defining the marital status “Domestic Partner” and by defining the Benefit policies and entitlement for the domestic partner under California Law.
  • Drugs & Alcohol in the Workplace – Supported by publishing Policy notices on Employee Self-Service Page.
  • Drug & Alcohol Rehabilitation (CA Lab. Code 1025-1030) – Supported by defining a separate Benefit Policy with its own rules, entitlement, and calculation method.
  • Emergency Duty Leave (CA Lab. Code 230.3, 230.4) – Supported by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • Employee Retirement Income Securities Act (ERISA) – Supported by defining a separate Benefit Policy with its own rules, entitlement, and calculation method.
  • Equal Employment Opportunity Reporting – Supported through existing EEO reporting.
  • Federal Family & Medical Leave Act (FMLA) – Supported though Benefit Planning.
  • Health Insurance Premium Program (HIPP) – Supported through Benefit Planning and Enrollment.
  • Health Insurance Portability & Accountability Act (HIPAA) – Supported by creating HIPPA reports.
  • Illiteracy Accommodation (CA Lab. Code 1040-1044) – Supported publishing relevant policy in the employee self-service page.
  • Immigration Reform & Control Act – Supported through I9 Filing.
  • Independent Contractor Rules – Supported by publishing Independent Contractor Check List.
  • Kin Care (CA Lab. Code 233) – Supported by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • Mass Layoff – Notice (Cal-WARN) – Supported through Redundancy Planning and Notices.
  • Medical Testing – Supported through On-Boarding Management Application (iOn-Boarding)
  • Military Leave (USERRA) – Supported through Leave Management (iLeave) – by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • Military Spouse Leave – Supported through Leave Management (iLeave) – by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • New Hire Reporting (EDD) – Supported by EDD Reports.
  • Nursing Mothers (CA Lab. Code 1030-1033) – Supported through Leave Management (iLeave) – by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • Paid Family Leave – Supported through Leave Management (iLeave) – by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • Personnel Records Access (CA Lab. Code 1198.5) – Supported by maintaining a secure encrypted complete employee electronic record.
  • Posting & Notice Requirements – Supported through employee self service where all posting and notices can be posted.
  • Pregnancy Disability Leave – Supported through Leave Management (iLeave) – by defining a separate Leave Policy with its own rules, entitlement, and calculation method
  • Privacy Rights – Supported by Posting the Privacy right on the Employee Self-Service page.
  • Safety (Cal/OSHA & OSHA) – Supported through the Health and Safety Management Application.
  • School Activities Time Off (CA Lab. Code 230.7-230.8) – Supported through Leave Management (iLeave) – by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • Sexual Harassment Provisions
  • Sexual Harassment Training (AB 1825) – Supported through On-Boarding Orientation and Training.
  • Smoking (CA Lab. Code 6404.5 / AB 13) – Supported though Employee Record.
  • Time-Off Provisions – Supported through Leave Management (iLeave) – by defining a separate Leave Policy with its own rules, entitlement, and calculation method.
  • Unemployment Insurance – Supported through Benefit Management (iBenefit) – by defining a separate Benefit Policy with its own rules, entitlement, and calculation method.
  • Wage & Hour Provisions (Federal & State) – Supported though Employee Hiring and Contracting.
  • Whistleblower Protection – Supported through Incident Management Reporting.
  • Workers’ Compensation – Supported through Benefit Management (iBenefit) – by defining a separate Benefit Policy with its own rules, entitlement, and calculation method.

Self Service for Employees and Managers

Interact HRMS at its core is an architecture that is Self-Service Based. The system supports the following self services:

  • Applicant Self-Service
  • Employee Self-Service
  • Organization Self-Service
  • Recruiter Self-Service

Each of the above self-services provide a functional scope based on the specific activities assigned to the users or services that can be obtained by the user. All the self services use Interact User Interface Model. Interact User Interface (IUI) Model is based on an intuitive rich UI utilizing MyPage Model., where each user of Interact gets specific MyPage that is tailored to the activities of that user. IUI MyPages consist of two types of MyPages, Internal Users’ MyPage, and External Users’ MyPages (Self-Service MyPages). MyPages are business entities specific and include:

  • Enterprise MyPage
  • Employer MyPage
  • Organization Unit MyPage
  • Employee MyPage
  • Applicant MyPage
  • Recruiter MyPage



All MyPages have the same look and feel and are accessible through the Internet Browser from anywhere using an Internet connection. While external MyPages including Organization Unit MyPage, Employee MyPage, Applicant MyPage, and Recruiter MyPage limit the user to accessing specific system features and data/information, internal MyPages including MyPage for Enterprise and Employer users can have access to all system functionality and data depending on the definition of the access provided to the internal user. The MyPage IUI concept is directly linked to a comprehensive granular access control based security system that provides flexible user access management while ensuring the highest level of data security and data integrity.

Once the employee joins the organization he/she has access to the employee self-service whereby the employee can view his/her contract, earning, benefits, allowances, bonuses, and commission, leave entitlement as well as leave accruals, submit leave requests, submit visa requests, submit time/.attendance sheet, as well as conduct specific related HR tasks such as conduct interviews of new applicants, conduct performance review of employees, and others assigned HR activities.

 Employee Self-Service

Employee Self-Service

The Employee Self-Service provide the employee with the following:

  • View his/her employee record including demographics, addresses, education, certificates, skills, previous experience, competencies, skills, job assignment and job history, dependent data, emergency contact, research, publications, speaking events, training history, etc.
  • Employee if provided access can update some of his/her demographics and other non-financial data. Once data is changed by employee, the change will not take effect until approved by HR.
  • Employee can view his/her salary history, and payslips.
  • Employee can submit and change his W4 and SS5 Forms
  • Employee can complete and submit his/her I9 form
  • Employee receives his W2 Form.
  • Employee can Submit changes to his/her DBT Data
  • Employee can his/her work schedule
  • Employee can request services from HR or his supervisor/manager by entering service request.
  • Submit Leave Request
  • Submit Leave Return
  • Submit request Employment Verification Letter
  • Submit request for Salary Verification Letter
  • Receive various alerts as defined in the Alert system
  • Perform workflow activities

Core HR functions – Workflow with Approvals

From the business process perspective, Interact HRMS core applications are developed to support HR Best Practices, while providing flexible tools to enable the users to define their own business practices in support of their specific HR business requirements. This is achieved through two separate Interact middleware technologies which are the heart of Interact HRMS applications: Workflow and HR Actions. Interact Workflow Engine is one of these middleware technologies, it is an R3/HR Based Workflow Management system known as iWorkflow that can be used to define all processes, activities/tasks associated with an HR processes or actions, and the required quality/performance indicators that need to be used in conducting each task pertinent to an HR action/process. Additionally, each activity is assigned as a role to the concerned HR officer. Once the instance of the process/HR Action is triggered through an HR transaction that is entered and processed through one of Interact HR applications, the Workflow Engine will automatically assign each activity associated with the HR action to the designated HR Officer, who will be automatically notified (MyPage, eMail, or SMS) of the pending activity. The workflow management system provides a Workflow Console that enables the HR manager or supervisor to monitor all HR activities to ensure that activities are performed in a timely manner and he/she has the authority to reassign each activity, if this is required.


Interact HRMS provides more than 300 standard report which covers detail transaction reports, operational reports, management reports which include statistical as well as financial reports. Additionally, through the Interact Key Performance Indicators module, various KPI reports are provided in both numerical/tabular format as well as graphical format.









Recruitment and Applicant Tracking

iRecruit – One of the critical services provided by HR department is recruitment. This service is critical where positions need to be filled within the shortest time possible, while selecting the most qualified candidates that meet the stringent requirements of the vacant position/job. The requirements to fill specific position are extensive and are usually addressed by the concerned department. The process of recruiting is usually lengthy; however, with the effective HRMS solution such as Interact HRMS, this process can be shortened and made effective without compromising the Recruitment Policies of the organization. Having said that, the proposed Interact RMS solution encompasses a comprehensive Recruitment Management system that supports both internal and external recruitment and fully self-service based and integrated with the position budgeting and other Interact application such as Job Classification, On-Boarding with Employee Hiring and Contracting. Under Interact HRMS, and depending on the selected model, Position Budget Controlled or Fund Controlled, recruitment commences by a requisition to fill a position/job, which goes through a review and approval process, and once approved, then the requisition is published on the Organization Portal or Job Board for applicants to apply for. Applicant register online over the Web, and once screened and approved, they are provided with a login ID and Password to the Organization portal (Interact HRMS). The system automatically matches applicants in the database to the Job Requisitions, and send notification email messages to those applicants who qualify for the job based on the requirements of the Job.

An applicant can apply for the job that matches his/her qualification, and once this is done the application is routed based on predefined workflow rules and roles to the appropriate Recruitment/HR officer for screening and evaluation. Once the initial screening and evaluation is conducted and approved, then application is referred to the concerned department to initiate the interview process, which is conducted through the system. Once the interviews are completed, and if the concerned department desires to hire the applicant, then an offer is sent by the HR Department to applicant through the system, and the applicant can either accept or decline the offer. All of the recruitment cycle is electronic and self-service based.

  • Through the organization self-service, any department, section, project, and/or committee can be provided access to issue requisition for recruitment for the allocated positions which are vacant.
  • Depending on the workflow setup, the review and approval process can be setup to route the requisition for recruitment to any department, employee, manager, and finally for HR department.
  • R3 Workflow based Architecture where all HR Actions are associated with workflow processes and activities that assigned to HR Officers through Rules and Roles.
  • A comprehensive integrated Applicant Electronic Record that is used to store and deliver applicant information including demographics, experience, education, skills, performance, training, jobs and career, and compensation
  • Self-Service based architecture with four types of self-service including Applicant Self-Service, Recruiter Self-Service, Organization Self-Service, and Employee Self-Service. Self-Service is used to eliminate any manual form and renders the HR Action fully digital/electronic based on B2B framework.
  • Automatic advertising of the jobs upon approval of the associated requisitions.
  • Vacancies can be setup to be automatically shown on the Organization portal/website for both internal and external users.
  • Parameter driven vacancy advertising with specific period and schedule
  • History tracking of all jobs by vacancy
  • Internal staff can apply for advertised vacant positions through the self-service.
  • Web Service based Interact HRMS enabling the implementation of B2B based recruitment where Interact recruitment system can automatically connect to external recruitment systems (Job Boards) and sends job vacancies/advertisements and receive applicant/application data.
  • Alternatively, if the recruitment site does not have a Web Service, job vacancies can be extracted in desired format and sent to the recruitment site/job board through FTP or some other transfer protocol.

interact On-Boarding

Interact HRMS On-Boarding Management application (iOnboard) is a comprehensive on-boarding application for plan based and stage based On-Boarding and is seamlessly integrated of Interact Recruitment, Probation Planning, and Employee Hiring and Contracting. And include:

  • On-boarding Plan Structure to define the stages in the plan such as Before First Day,, First Day Orientation, First Week, First 90-Days, After Probation Period, After One Year.
  • Definition of the Process Owner and Process Champions
  • Definition of Activity Rating and Weights
  • Definition of On-Boarding Officers and their Assignment and Role in On-Boarding Plan Stage
  • Definition of On-Boarding activities by stage and the importance of each activity.
  • Activities are color coded and icon designation
  • Definition of when activity must start and must end
  • Definition of Activity Workflow including Roles
  • Definition of On-Boarding Documents and Forms including type and structure and by who they should be completed and verified and signed
  • Definition of Medical Form Questions
  • Definition of Business Cards Formats
  • Definition of Uniform Types and Eligibility
  • Definition of Office Types and Eligibility by Job
  • Definition of Welcome Letter Templates
  • Definition of Non-Disclosure Agreement
  • Definition of Union Agreements Templates
  • Defnition of Bayh-Dole Act Agreement Template
  • Support Security Clearance to collect Clearance Information and Certify employee for Security clearance.
  • Medical Exam Verification and Certification
  • Office Space Request and Allocation
  • Business Card Request and Issuance
  • Uniforms Requests and Issuance
  • eMail Address Requests and Issuance
  • On-Boarding Documents/Forms Submission Checklist and Tracking
  • Application User-ID request
  • Once the an On-Boarding plan is created for the employee, then the activities will be tracked by stage and each activity is assessed and rated.
  • At the end of each stage in the plan, a final review of the outcome of the stage is conducted, and employee is rated, and recommendations are made

Performance Management

Interact HRMS provides a 360-Degree Goal Based Performance Management Application that is seamlessly integrated with Competencies Management, Job Classification, Training and Leaning, Career Planning, and Succession Planning. The structure of the Performance Plan is user defined. 360-degree based performance evaluation system with user defined performance appraisal/evaluation dimensions and associated elements/factors. The Performance Appraisal system is goal based, where the first dimension in the appraisal process is the employee performance plan for the year, where the specific goals are defined and need to be achieved by the employee. The goals are aligned with the organization annual plan, and the employee is assessed on the achievements against the goals as defined in his/her performance plan. Additional performance appraisals dimensions and associated factors such as competencies, Hay factors, and/or internal factors can be defined as well. Based on the employee performance plan/goals, and additional dimensions and factors, system automatically generates of performance evaluation forms with multiple evaluation dimensions and elements and factors where each evaluation block/section with associated factors can be assigned to a different employee/supervisor for assessment and recommendations. Multiple evaluators per evaluation, unlimited number of evaluations per employee, predefined evaluation activities through the workflow with auto-notification and integrated with Career Planning and Training Management. Specific actions can be conducted as a result of the performance appraisal such as training and development, career planning, new job assignment, on the job training, coaching, salary increase, grade change, demotion, promotion, etc. The performance appraisal system is seamlessly integrated with other Interact applications including career planning, training and development, competencies management, succession planning, and compensation management. And Include:

  • Performance Plan Dimensions Structure
  • User Defined Performance Goal Groups
  • Predefined Mandatory
  • Definition of Goal Rating
  • Definition of Performance Plan Actors and Roles
  • Performance Plan can include goals and competencies
  • Once the structure of the performance plan is defined the employee can create his/her own performance plan from the employee self-service where the employee will select the goals to be achieved and competencies to be developed
  • The plan is then submitted through the workflow for review and approval.
  • Once the plan is approved, then the Actors can give quick feedback to the employee during the performance period to guide the employee and ensue that the goals in the plan are being achieved.

Training and learning management

Interact HRMS Training and Leaning Management (iTrain) Supports both external and internal training management, with extensive tools for defining training courses and requirements, learning resources definition, internal and external instructors management, training budget, course/training scheduling, employee training registration, training attendance tracking, training assessment, and post-training performance assessment. Transparent interface to performance evaluation, career planning, and succession planning, and competencies management.

Interact Organization Management

Interact HRMS provides a comprehensive Organization Management (iOrganization) Application which is used to define organization units including branches, divisions, departments, sections, projects, contract, etc. When defining an organization unit, the cost center for organization unit needs to be defined. In order to answer the question, first a decision needs to be made as to where the organization units will be managed, meaning created, merged, made inactive, etc. If the organization units are to be managed by the Financial System, so it is the responsibility of the financial system to send Org change Transaction to Interact HRMS, it is not the other way around. As long as the Financial System send to Org Change Transaction, Interact HRMS will be able to receive it and process it. The format of the transaction will depend on the selected Financial System Interface Capability.

Organization Chart

Organization Chart

How is budgeting data from the GL or GM side reflected on the HR / payroll side (i.e., how does it get there)?

•For example, you don’t want employees to charge labor to a cost center that no longer has labor funding in it.
To answer the question, we need to know where you’ll be managing Position Budget and Grants/Funds, Contracts, and Project Budgets, specifically with regard to Salaries and Wages. Usually the approved budget for the initial fund balance is submitted from Finance, then this is defined in Interact HRMS, and Interact HRMS handles the Budget Balance update when payroll is processed. If this the fund balances updates/changes are going to take place within the Financial System, then it is the responsibility of the Financial System to send the Budget/Fund Balance Change transaction to Interact HRMS. The format of the transaction will depend on the selected Financial System Interface Capability.

Position Budgeting and Manpower Planning

The process of developing a position budget leading to a manpower plan is critical, where based on specific load and desired scope and quality of services a position budget is developed that defines what job positions will be allocated to each organization unit/department/project based on the projected load. Once the position budget is appropriated, then all recruitment and hiring is conducted against this position budget. The proposed Interact HRMS solution provides a comprehensive Position Budgeting and Control application that supports the position budgeting cycle starting with the position budget worksheet, and ending with definition of positions by job within the approved position budget. The position budgeting process is conducted by Organization Unit whether at a department, or project level or section level and can include projects, committees, and contracts. Once the position budget is approved and positions are defined, all recruitment and hiring can be controlled by the position budget, given a stringent control over the positions that can be recruited for. The system automatically keeps track of the budgeted position, allocated positions, assigned positions, and vacant positions, while at the same time enabling the hiring against positions that are projected to be vacant in the near future due to non-renewal of assignments or employee termination. Additionally the system provides real time financial and statistical reports with regard to the Manpower Budget versus Actual Expenditures for the purpose of manpower financial planning, programming, and control.

  • Interact HRMS provides a comprehensive Position Budgeting and Control application that supports the position budgeting cycle starting with the position budget worksheet, and ending with definition of positions by job within the approved position budget.
  • The position budgeting process is conducted by Organization Unit (College, Department, Section, etc.) whether at the college, department level or section level and can include projects, committees, and contracts.
  • Once the position budget is approved and positions are defined, all recruitment and hiring can be controlled by the position budget, given a stringent control over the positions that can be recruited for.
  • The system automatically keeps track of the budgeted position, allocated positions, assigned positions, and vacant positions, while at the same time enabling the hiring against positions that are projected to be vacant in the near future due to non-renewal of assignments or employee termination.
  • Additionally the system provides real time financial and statistical reports with regard to the Manpower Budget versus Actual Expenditures for the purpose of manpower financial planning, programming, and control.
  • Combined with the KPI system, financial and statistical KPIs are used to provide management and planning information to gauge the use of the position budget and to plan for the new budget.
  • The Interact position budgeting system can be setup to control all recruitment and hiring where recruitment is tightly integrated with the position budget and a requisition to recruit can only be created if there is an available approved position.
  • Alternatively, the system can be setup to allow recruitment with availability of positions in the budget.
  • The above are user defined though the position budget and recruitment policy setup.

Implementation Methodology

Interact HRSM implementation and associated methodology are guided by the “Less is More” philosophy, and four principles:

 less is more

less is more

The “Less is More” Philosophy calls for making things simple and this applicable to all facets of the project execution including planning, management, organization, documentation, communication, and other tools. The tools used in the implementation of the software need to be simple, flexible, and adaptable.

In support of the said “Less is More” philosophy, four guiding principle are used in the Interact Implementation Methodology:

Ease – The methodology and tools used in the implementation must be easy to learn, follow, and use.

Simplicity – In order for the implementation methodology to be easy to use, it must kept simple.

80/20 Rule – The 80/20 rule calls for focusing on the 80% of the features that are supported by the application, and leaving the 20% requirements which are less important to be addressed at later stage. In other words, do not let the 20% that is not there become the focus.

Focus – Focus is very in managing the implementation of a large enterprise software such Interact HRMS, thus once the plan is devised, we need to focus on achieving the milestones defines within the plan. We should not deviate from the implementation milestones, unless for good reason that adds value to the implementation timetable and the outcome of the implementation.

As previously stated, Interact Implementation Methodology is guided by the “Less is More” philosophy and the ease of use guiding principle. The methodology consists of six phases:



Planning – The planning phase is used to plan the project and consist:

  • Project Kickoff Meeting
  • Project Stakeholders and Responsibilities
  • Preliminary Project Plan
  • Prerequisites
  • Change Control

Definition – This phase of the methodology is used to define and collect the data required for the implementation of the HRMS applications and consists of:

  • Foundation Definition
  • Policies, Procedures, and Processes Definition
  • Data Conversion and Migration
  • Review and Update Plan
  • Review and Acceptance

Implementation – This phase consists of the setup of the software and include:

  • Prepare Implementation Environment
  • Software Installation
  • Foundation Setup
  • Policies Setup
  • Workflow Setup
  • Review and Acceptance

Validation – This phase consists of the validation of the HRMS transaction and processes against the setup of the foundation and policies and consists of the following:

  • User Training
  • Process/Transaction Cases
  • Validate Processes
  • Review and Acceptance

Deployment – This phase of the methodology consists of planning and preparing the software for go live and includes:

  • Prepare Production Plan
  • Prepare Production Environment
  • Install Software
  • Deploy Setup from Implementation
  • Final Data Migration
  • Production Support Procedures
  • Review and Acceptance

Delivery – This phase consists of the go live of the software applications and the production support and include:

  • Go Live
  • Post-Production Support

Application Implementation Stages

As previously stated, Interact HRMS applications are implemented in stages, where a set of related applications based on prerequisites and co-requisites are grouped and implemented together, then the applications in the stage are put in production (Go Live). Based on the Interact software configuration purchased by client, there will be three Interact Application stages defined as follows:


  1. Job Classification System
  2. Organization Management System
  3. Organization Self Service
  4. Employee Hiring & Contracting
  5. Employee Self Service
  6. Grants/Funds Management
  7. Leave Management
  8. Time Management
  9. Attendance Management
  10. Time Clocks
  11. Resources Scheduling
  12. Compensation/Payroll Management
  13. Travel & Expense Management
  14. Employee Electronic Record


  1. Financial System Interface
  2. Third Party Payments
  3. Position Budgeting & Control
  4. Health & Safety
  5. Assets Tracking
  6. Recruitment Management
  7. On-Boarding
  8. Applicant Self-Service
  9. Alerts Management
  10. Benefit Planning & Enrollment


  1. Workflow Management
  2. Competencies Management
  3. Performance Management
  4. Training Management
  5. KPI

Risk and Risk Mitigation

We recognize the risks associated with implementing advanced HRMS solutions, which are associated with lack of standards, lack of expertise, and end user learning of new structured and systemic approach to the management of HR Actions and processes. The later is the most critical to the success or failure of an HRMS project. This is specifically applicable to the introduction of advanced concepts, practices, and technologies applied to Talent Management. Few organizations, private and government have managed to successfully deploy an effective solution to Talent Management based on a systemic best practiced approach. But those who managed to introduce and use such solutions have benefited tremendously and have achieved a true Customer-Centric Culture within their environment. To mitigate the risks, 2Interact has adopted a Risk Mitigation program that is incorporated in the project management methodology.

The goal of this Risk Program is to enable engineers, managers, and other decision makers to identify, sufficiently early, the risks associated with software development, implementation, integration, and deployment so that appropriate management and mitigation strategies can be developed on a timely basis. Time is critical and the goal is to act early before a source of risk evolves into a major crisis. In other words, being mainly reactive in risk mitigation and control rather than proactive in risk prevention and control is at the heart of good risk management.

Clearly, the secret to effective risk management is the trade-off of mitigation cost against the potential adverse effects of avoided risk. In this context, the value of the methodologies and tools for software risk management is to manage more effectively and identify opportunities for continuous improvement, use available information and databases more efficiently, improve industry and raise the community’s playing field, and review and evaluate the progress made on risk management. Having said that, It is important to note that the developed software risk methodologies have three fundamentally different, albeit complementary, objectives:

1. Risk Prevention

2. Risk Mitigation and Correction

3. Ensuring Safe System Failure

The following seven risk management principles are instrumental in the quest to achieve these three objectives [Higuera 94]:

Sharing Product Vision

  • Based upon common purpose, shared ownership, and collective commitment
  • Focusing on results


  • Working cooperatively to achieve a Common goal
  • Pooling talent, skills, and knowledge

Global Perspective

  • Viewing software development and implementation within the context of the larger system-level definition, design, development, implementation, and deployment
  • Recognizing both the potential value of opportunity and the potential impact of adverse effects, such as cost overrun, time delay, or failure to meet product specifications

Forward-Looking View

  • Thinking toward tomorrow, identifying uncertainties, anticipating potential outcomes
  • Managing project resources and activities while anticipating uncertainties

Open Communication

  • Encouraging the free flow of information between all project levels
  • Enabling formal, informal, and impromptu communication
  • Using consensus-based process that values the individual voice (bringing unique knowledge and insight to identifying and managing risk)

Integrated Management

  • Making risk management an integral and vital part of project management
  • Adapting risk management methods and tools to a project’s infrastructure and culture

Continuous Process

  • Maintaining constant vigilance
  • Identifying and managing risks routinely throughout all phases of the project’s life cycle

The above seven risk mitigation principles are incorporated in our Project Implementation Methodology to ensure that most of the risks are recognized and addressed, thus mitigating the risks and ensuring that the project meets it goals and objectives.

© 2019 2Interact Inc., USA. All rights reserved. Copyright/Trademarks.


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