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Payroll, Compensation & Compliance Agility

Does your system automatically stay compliant with each country’s statutory rules — updating itself whenever regulations change?
Is HR, Payroll, and Time built on a single data model so updates flow instantly without fragile integrations?
Do commissions, bonuses, and overtime flow directly into payroll without spreadsheets or manual uploads?
Can employees access payslips, upload reimbursement bills, and view tax worksheets independently through a mobile-friendly portal?
When you update a compensation or leave policy once, does it automatically cascade across Payroll, Benefits, and Time without duplicate setup?
Does the system automatically recalculate retro pay and tax adjustments for past periods without manual intervention?
Please answer all questions to proceed.

Hiring, Onboarding & Talent Integration

When a job is approved, is it instantly published across job boards and your Career Page through automatic distribution?
When a candidate accepts an offer, does their data flow into HRIS, Payroll, and Benefits without any re-entry?
Can IT setup, background checks, and document signing run in parallel so new hires are fully productive faster?
Does the system automatically trigger reminders and workflows to collect missing documents so HR doesn’t have to follow up manually?
Does the system auto-create provisioning tasks (email, system access, assets) so new hires are fully equipped on Day 1?
Do recruiters and hiring managers have real-time visibility into bottlenecks (e.g., offers pending, approvals delayed) to prevent drop-offs?
Please answer all questions to proceed.

Data Quality, Analytics & System Sync

Does attendance and leave data flow into payroll in real time, eliminating month-end reconciliation rush?
Does the system use AI to automatically surface insights (like overtime spikes or pay gaps) without you building complex reports?
Is there a true single source of truth where updates in one module instantly reflect across Payroll, Benefits, and other systems?
Do HR and Finance systems automatically reconcile headcount costs and GL codes to ensure FP&A alignment?
Does the system use predictive AI to forecast attrition risks and flag key talent at risk before they resign?
Does the system flag roster vs. actual attendance discrepancies daily so managers can fix issues before payroll?
Please answer all questions to proceed.

Compliance, Risk & Audit Confidence

Do statutory rule changes (tax rates, labor codes) update automatically without manual configuration or IT support?
Can you instantly view a complete, field-level timeline of every change made to an employee record for audit or compliance checks?
Does the system detect and prioritize critical compliance risks (visa expiry, labor hour violations) in real time?
Are managers and employees automatically notified of expiring documents or certifications with direct links to update them?
Can the system generate government reports and statutory filings in the exact required formats, ready for submission?
Does the system surface context-aware policy reminders to managers while they take actions (e.g., approving requests or updating pay)?
Please answer all questions to proceed.

Manager & Employee Experience

Is the mobile app strong enough for employees and managers to complete core tasks (requests, approvals, payslips) on the go?
Does an AI assistant instantly answer HR queries (policies, leave, benefits, request status) to reduce helpdesk load?
Can managers approve workflows securely from Email, Slack, or Teams without navigating the full HR portal?
Can your payroll cycle be completed within hours — not days — even at high employee volumes?
Does the system detect early flight-risk indicators (engagement drops, attendance patterns) and alert managers proactively?
Does the system automatically identify skill gaps based on role requirements and recommend personalized learning paths for employees?
Please answer all questions to proceed.
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