Workforce Planning.
Position-level, rate cards, HRIS-integrated.
Does IDU plan headcount at position level or just by line?
Both. Position-level detail (grade, location, currency, start/end date) is first-class. You can also plan at aggregate headcount lines where the business doesn’t need position-level detail.
How does IDU handle pay scales, increases, and bonus accruals?
Pay scales, allowances, statutory contributions, and incentive structures are defined as drivers. Increases, bonuses, and adjustments are applied automatically across affected positions.
Does workforce planning integrate with our HR or payroll systems?
Yes. Position data, employee records, and pay structures can be integrated from your HR or payroll system on a defined schedule, ensuring the plan remains aligned to operational data. At the start of the budgeting process, the latest pay run can be used as a baseline and loaded into the system. From there, changes such as increases, new hires, promotions, and role changes are captured within the model, without the need to recreate the full dataset.
How is sensitive salary information secured?
Access to workforce data is controlled at a detailed level. For example, a cost centre manager can be given access to plan and submit headcount without visibility of individual salary details, or may only be able to add new positions without seeing existing remuneration. Access rights are fully configurable to match organisational policies.
How is system access controlled?
IDU uses role-based access to ensure users only see the data relevant to their responsibilities. Administrative access is restricted and controlled, providing an additional layer of governance.
How is workforce data protected?
Data is securely stored and encrypted within the database, ensuring sensitive payroll and employee information is protected.