Integrates payroll, benefits, talent development, recruiting and employee self-service in one robust solution
Reduces administrative work, allowing you to focus on high-value activities
Supports better, faster decision making with fact-based analytics
Ensures compliance and helps you avoid risk
Praxis Time & Attendance is a comprehensive, state-of-the-art workforce management solution enabling you to collect, analyze, and take control of your employees’ attendance and labor data—online and in real time. Praxis Time and Attendance automates your processes by providing integration for most payroll products on the market today. Our Time and Attendance solutions are available as an on-premises license, (SaaS) or through managed hosting.
People are your organization’s greatest asset and the key to creating a sustainable competitive advantage. To maximize the potential of your entire workforce, there must be more to your Talent Management strategy than simply “managing” your talent. Praxis Talent Management solution can help you engage your people at every stage, creating real business results. Handle even the most complex payroll requirements with ease.
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Inspire your employees with Praxis Time and Attendance’s intuitive, 100 percent web-based user interface. Our employee and supervisor self-service features eliminate the burden of manual processes. Your team can create, manage, and respond to requests, approvals, and alerts completely electronically .
Expense Management enables the Employer to define different Expense Policies and define the types of Expenses which can be claimed by specific Employee Groups or Employees in specific Jobs. Employees can then enter their expenses online through Employee Self-Service and these expenses can be identified as billable/non-billable and can be in multiple currencies. Approved Expenses will automatically be sent to Payroll for reimbursement. Employees can also attach copies of the Expense Receipt as part of their reimbursement request.
Interact HRMS Succession Planning tracks and marks those critical jobs/positions which require succession due to retirement, termination, or other termination actions, and devises effective action for identifying internal employees or external applicants who can be prepared for succession.