Workforce optimisation and management in one SaaS platform — attendance, absence, scheduling, onboarding, and payroll sync. Compliant by design, automated by default.
Built for WFM, Operations & HR · AI-assisted insight · Single-tenant · POPIA-conscious · Live in weeks
Interface previews are illustrative, with representative data.
Built for Contact Centres
Xceed HRM was built inside a live, 2,000-seat contact-centre operation — not adapted to one afterwards. It speaks the floor's language: overnight shifts and rotations that follow your clients' timezones, adherence and shrinkage, campaign moves, client audits, and a payroll cut-off that doesn't wait.
Every routine that used to live in spreadsheets and follow-up emails — capture, cases, sick notes, rosters, payroll postings — runs as an automated, evidenced workflow.
Who It's For
Workforce management, operations, and HR usually work from three different systems and argue about whose numbers are right. Xceed HRM gives each team its own view of the same truth.
WFM & Planning
Call Centre Operations
HR & People Teams
The Platform
From first signature to final exit, HR, operations, payroll, and leadership work from the same live picture — not a folder of spreadsheets that disagree with each other.
Weekly capture grids, calendars, and live clock feeds — every workforce signal in one auditable record.
Cases open themselves. Employees respond from a secure link — no login, no chasing.
Permissions follow the job — category, title, individual — each with a scope.
Job title: Team Leader · resolved at login, enforced on save.
Always-current cards generated straight from the employee profile.
Cash awards with e-signed receipts, bank-file settlement, and reconciliation.
Attrition risk bands, engagement, usage, exit sentiment, coverage — filtered to each viewer's scope.
Time & Attendance
The weekly grid is where supervisors live: filter, drill down, capture inline, and see scheduled-versus-actual per person. Every mark is permission-checked on save and leaves an audit trail.
Signal Consolidation
Biometric devices, the Windows estate, and your dialler each see a different slice of the day. Xceed HRM ingests them all, reconciles them against the schedule, and produces a single verified record — the one payroll, dashboards, and audits agree on.
Face, fingerprint, palm, and card terminals plug straight in — every scan lands in the event stream within seconds, alongside guard-held mobile QR scanning at gates and shuttles. No rip-and-replace: the platform consumes what your access control already produces.
One agent's day, as the platform sees it
Absence & Return-to-Work
One absence equals one case — opened, extended, and closed by the attendance record itself. The employee documents it from a link; the reviewer approves with full evidence in view; the employee gets a branded decision receipt.
Payroll Integration
Every write to your payroll system is a controlled operation: posted exactly once, blocked when the pay period is closed, validated before a new hire lands, and aborted outright if the data can't be trusted.
Scheduling & Roster
Define shifts once in a central catalog, set department defaults everyone inherits, and roster by exception. Rotation patterns — 5-on/2-off, 4-on/4-off, two-week early/late — apply across a period and auto-stagger for cover.
Workforce Management
Xceed HRM isn't a scheduler bolted onto an HR system — workforce management runs on the same employee record as attendance, absence, and payroll. Define once, plan by exception, publish gap-checked, and track adherence against what actually happened.
Shrinkage, ramp, AHT, and billable-hour forecasts read from the same verified attendance record the roster is tracked against.
Every shift your teams run, defined once — day-linked times, break minutes, rest days, overnight shifts that roll into the next day, and colour tags for the roster.
Departments carry a default shift; employees inherit it until scheduled otherwise. Most people need zero individual configuration, ever.
Reusable cycles — 5-on/2-off, 4-on/4-off, 7-on/7-off, two-week early/late — applied to a team over a period, auto-staggered so cover never collapses on the same day.
Every person-day is weighted by leave, absence cases, part-day statuses, and terminations — so coverage numbers reflect who can genuinely work, not who's on the list.
Attendance codes overlay the published roster; scheduled-but-didn't-work is visible at a glance. Adherence is a view, not a monthly reconciliation exercise.
Spreadsheet uploads resolve to catalog shifts automatically; whole-period applies, single-day tweaks, and a draft → publish workflow keep planning and reality separate.
One Employee Record
Every module hangs off one employee record: attendance history and gauges, leave balances, service periods, documents, assets, incidents, and the wallet — plus a printable QR access card generated straight from the profile.
Desktop Engagement
A lightweight companion agent runs on every workstation, extending the platform beyond the browser — so a message to the floor actually reaches the floor, and you can prove it did.
Every notice tracks delivered, read, and acknowledged — per employee. "Everyone was told" becomes a report, not a hope.
Messages hold while an agent is live on a call and land the moment they wrap — engagement that never costs a customer conversation.
Workstations that were off or disconnected receive every queued message on next start. Nothing is silently missed on night shift.
Every screen on brand, centrally managed — campaign launches, compliance notices, and celebrations pushed to the estate instantly.
Who's at their desk, idle, or away — in real time, across sites, feeding the same attendance truth as every other signal.
All screens, one department, one shift, or one person — with severity levels, from a single console.
Employee Self-Service
Agents don't sit at desks with HR portals open — they carry phones. Mobile self-service puts the everyday HR moments where they actually happen, and takes the queue away from your HR desk.
Live Dashboards
Attendance, engagement, user activity, business-continuity readiness, exit sentiment, attrition — built for daily operational use, scoped to what each viewer is allowed to see.
Live attendance, status, department, and exception visibility.
Birthdays, anniversaries, maternity returns, and new starters.
Sentiment, survey scoring, and section heatmaps by exit reason.
Employee location, travel distance, transport pool, and readiness.
Exit interviews · question category breakdown
Every question rolls up to a category gauge — "why do people leave" gets line-item answers, by department, manager, and exit reason.
Business Continuity
Every employee's home is geocoded into distance cohorts and residential clusters, and every profile carries a readiness record — workspace, internet, backup power, willingness to transport colleagues. When a taxi strike, flood, or load-shedding block hits, the answer is a filter, not a phone tree.
Predictive Retention
Most operations react to attrition. The ESI predicts it — turning the platform's own signals into a single 300–900 stability score per employee. Dynamic, transparent, non-punitive, and recoverable: an early-warning system that finds who needs support before they resign.
Weights keep the view holistic — one bad day can't define anyone. Recognition actively lifts the score: employee of the month +25, client commendation +10, peer recognition +5.
Penalties decay; consistent performance restores the band. Every employee has a clear path back to Gold — that's what makes it a stability tool, not a blacklist.
Every stakeholder gets their view: HR sees early-warning attrition lists and risk heatmaps per manager, Operations forecasts schedule risk on high-volume shifts before rostering them, and Compliance tracks conduct trends and integrity signals — all from the same nightly-calculated index.
Disciplinary Governance
Your disciplinary code becomes a configurable rules engine, not a policy PDF. Offences, sanction ladders, and warning validity periods live as data HR can maintain — and every case runs through a workflow that calculates the consequence, captures the signature, and schedules the expiry.
No manual tracking. No spreadsheets. No paper.
AI-Driven Intelligence
An AI layer works across the platform's own data: reading free-text feedback at scale, classifying exits, scoring stability, and surfacing what deserves a human's attention next. The insight is machine-made; the decisions stay human.
The default: Xceed HRM calls a vetted frontier-model provider over an encrypted connection, with your data used for inference only — never for training.
For customers who want extra protection: the AI features run directly on your cluster, inside your single-tenant instance. Free-text comments and case data never leave your network perimeter.
Already have an approved provider? Point the platform at your own AI endpoint — your keys, your data agreements, your region, your model choice. Xceed HRM adapts to your AI governance, not the other way around.
Guardrail by design: AI assists, it never decides. No automated discipline, no automated pay impact — every AI output is decision support with a human in the loop. And wherever it runs, the AI sees only the data your access rules allow.
Integrations & Tech Stack
Xceed HRM sits in the middle of the systems your operation already runs — and keeps them agreeing with each other — on an enterprise Microsoft data backbone.
Native API integration: employees, leave days, pay runs, and salary inputs — duplicate-proof by design.
Onboarding packs, NDAs, award receipts, and disciplinary outcomes — signed digitally, harvested automatically.
IT provisioning tickets raised automatically the moment a new starter is pushed — service desk in the loop from day zero.
The data backbone: a single-tenant enterprise database with full audit trails — your instance, your data.
The formal report library — branded, Excel-ready, delivered on schedule to leadership inboxes via SSRS subscriptions.
Your data is yours: report-ready views exposed for Power BI, so your analysts build on the same single source of truth.
Branded decision receipts, daily digests, and alerts sent through your own Microsoft 365 tenancy.
Biometric clocking hardware, contact-centre diallers, and Windows workstation events feed attendance directly.
Security & Control
Built for operations that answer to POPIA obligations and client security audits — where who saw what, who changed what, and who shared a password are questions with answers.
Permissions cascade from job category to title to individual, each with a scope — global, department, team, or self. Access changes when the job changes.
A new login revokes the old session in real time. Deactivating an account force-logs-out every device in seconds.
The same account on two machines within minutes triggers an alert inside a minute, with an hourly digest for the pattern behind it.
A database-driven IP allow-list stops off-network access at the front door — before authentication is attempted.
Attendance capture authority per job title, down to the individual statuses each role may set — enforced on save.
Signed receipts, decision emails, audit timelines, change logs, and reversible bulk operations.
Implementation
This is not an out-of-the-box deploy. A dedicated system integrator works alongside your WFM, operations, and HR teams from day one — your statuses, your shift language, your escalation ladder, your payroll cycle — so the platform fits how your floor actually runs, not the other way around.
We map your departments, shifts, statuses, and payroll cycle onto the platform — and agree what "day one" includes.
Week 1–2Your instance is provisioned single-tenant, integrations connected, access profiles seeded from your job structure, data imported.
Week 3–4Supervisors capture from day one; dashboards fill immediately. We tune access, reports, and workflows with your team on the floor.
Week 5+
FAQ
No — every customer gets a dedicated single-tenant instance: your database, your network perimeter, your access rules. There is no pooled data and no cross-tenant surface.
Xceed HRM integrates natively with leading cloud payroll platforms via API — employees, leave days, pay runs, and salary inputs. New connectors are scoped per engagement.
Yes. Return-to-work forms, exit interviews, and document uploads work through secure one-time links — no login required. QR-based workflows cover access and wellness scanning on the floor.
A typical operation is capturing attendance within weeks. Payroll integration, scheduling, and onboarding roll out in phases behind it — each phase live and delivering before the next starts. And it's never an out-of-the-box install: a system integrator works closely with your team throughout, shaping statuses, workflows, and rules bespoke to your operation.
Yes — most engagements begin on a single department or campaign: real shifts, real attendance, real payroll postings, at contained scale. Once the pilot's numbers hold, the same configuration rolls out floor by floor. You prove it before you commit the whole operation.
Your choice of three models: managed (a vetted frontier-model provider, inference-only, no training on your data), on-cluster (models run inside your single-tenant instance, so sensitive text never leaves your perimeter), or bring-your-own endpoint (your approved provider, keys, and region). Whichever you pick, AI output is always decision support — never automated discipline or pay decisions.
The platform is designed for POPIA-conscious operations: single-tenant isolation, job-scoped access to personal information, audit trails on every action, and evidence-first workflows. Your compliance team gets answers, not assurances.
Next Step
A 30-minute walkthrough with your own scenarios: your shifts, your pay cycle, your compliance questions. No slideware — the live product.
