Use case · people
Enclessa onboards a new colleague from a single employee record: creating the record provisions the account, adds them to the teams and channels their role implies, gives them the boards they work on and starts their working-time schedule. Documents that have to be read are issued with an acknowledgement and their downloads are audited, employment and reporting line are stored as dated periods rather than fields that get overwritten, and offboarding revokes the same things in a defined order rather than by memory.
Updated
Somebody starts on the first of the month. Between now and then, an account has to exist, they have to be in the right teams and channels, they need the boards their work lives on, a working-time schedule and a holiday entitlement, a contract and a handful of policies they have to confirm they have read, and a manager relationship that payroll and everybody else agrees on.
A document lists twenty steps across six products. It works while the person who wrote it is there and paying attention, and it fails quietly the first time somebody is on holiday during a start date.
A chat account, an HR record, a project tool seat and a payroll line, none of which know about each other, all of which have to be kept in step by hand, and one of which will still be active a year after the person leaves.
The handbook was emailed. Whether it was opened, by whom, and which version they got is not a question the email can answer, and it is exactly the question that gets asked later.
When somebody changes team, the field changes. The question “who did this person report to last March” then has no answer that anybody trusts, which matters for approvals, for audits and for arguments.
Add the employee record with their unit, position, location and start date. A record does not require a login, so somebody joining next month, or somebody who will never use the platform at all, is still a first-class person in the org chart rather than a placeholder.
Run onboarding from the record. It creates the account and adds them to the teams, channels and boards their position implies, and starts their time tracking, rather than producing a list for a human to work through. What is granted is derived from the same permission model that governs everybody else.
Give them a working schedule with the right hours and the right holiday calendar, and open their holiday entitlement as a ledger. Attendance and project time are recorded separately from the first day, so the first month of hours is usable rather than an approximation.
Put the contract, the handbook and the policies into their document categories with the versions that apply. Documents that require an acknowledgement record who confirmed which version and when, and every download is audited individually.
The channels they were added to are the ones their team already uses, so the history is there to read rather than being forwarded to them. Boards show what is in flight and, because a card links back to the conversation it came from, the reasoning is one click away.
Offboarding revokes access in a defined order and hands work over rather than orphaning it, and the employment record closes as a dated period. Nothing has to be remembered, and nothing is left switched on because it was on a different list.
The full sequence needs the People module, which is on the Business plan, and it uses the Time module on the same plan for schedules and entitlement. On lower plans you can still add somebody to the right teams and channels by hand — what you do not get is the record that drives it and the audit trail that proves it happened.
Compare the plansStated here rather than discovered after signing up.
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