# MQT HRMS PPT Outline (Management Ready)

Date: 2026-02-24  
Use this as slide-by-slide content for leadership presentation.

## Slide 1: Title
Title: `MQT HRMS - Platform Overview and Future Roadmap`  
Subtitle: `Operations, Governance, and AI-Enabled Next Phase`

## Slide 2: Executive Summary
- MQT HRMS unifies HR and operations workflows in one platform.
- Covers employee lifecycle from onboarding to exit.
- Role-based access, compliance controls, and automation are active.
- Next phase: structured training/KT and authorized AI assistant.

## Slide 3: Why This Platform Matters
- Replace fragmented manual processes with a single workflow backbone.
- Improve speed, consistency, and accountability across departments.
- Create traceable records for governance and audits.

## Slide 4: Lifecycle Coverage (End-to-End)
- Onboarding (domestic + overseas)
- Active workforce management
- Attendance and leave operations
- Internal support and service workflows
- Resignation, clearance, and final exit
- Ex-employee historical records

## Slide 5: Access, Security, and Compliance
- Login/reset + role/permission controls
- Compliance acknowledgement (NDA/disclaimer with versioning)
- Admin activity logging for audit trail
- Controlled feature access by function and responsibility

## Slide 6: Organization Master Data Foundation
- Master entities: client, department, designation, location, project, team, resource type/status, managers/leads
- Holiday and right-to-work registries
- Benefit: standardized data and reduced process ambiguity

## Slide 7: Employee and Onboarding Workflows
- Employee records: domestic, overseas, ex-resources
- Onboarding create/track/approve/reject
- Passport/visa and overseas contract extension handling
- Automated onboarding communication support

## Slide 8: Employee Self-Service and Policy Hub
- Profile updates and password changes
- Policy/document center with security and HR policies
- Notification center and targeted communication tools
- Benefit: reduced operational dependency on HR admins

## Slide 9: Attendance, Leave, and Biometric Operations
- Attendance apply/edit/approve/reject/cancel workflows
- Leave apply/edit/approve/reject and leave-ledger adjustments
- Biometric ingest, sync, retries, manual sync, logs, exports
- Reporting and exports for management visibility

## Slide 10: Resignation and Exit Control Tower
- Resignation submission and decision workflow
- Departmental clearance checkpoints
- Final exit completion by authorized users
- Automated reminders for pending clearance and exit

## Slide 11: Internal Service and Operations Tools
- Ticket management lifecycle (assign to close/escalate/reopen)
- Ticket analytics KPIs: assigned, resolved, open, reopened, escalated, performance %, avg resolve time
- Status Breakdown chart for quick open/reopened/escalated visibility
- Department ticket-role mapping for ownership clarity
- Network info, chipset tracking, inventory visibility, travel portal auto-login

## Slide 12: Analytics and Automation Impact
- Utilization dashboards, ranking, and drill-down analysis
- Bulk communication via queued email batches
- Scheduler-driven automations reduce manual follow-up effort

## Slide 13: Current Business Outcomes
- Better process standardization
- Faster approvals and communication
- More transparent cross-functional accountability
- Improved readiness for audit/compliance reviews

## Slide 14: Future Plan 1 - Training and Knowledge Transfer (End-to-End)
Title: `Operational Excellence Through Structured Capability Building`

Content:
- Role-based curriculum:
  - HR team
  - Managers/approvers
  - Department assignees (IT/Finance/Travel/etc.)
  - Employees (self-service)
- End-to-end SOP tracks:
  - onboarding to active employee
  - attendance and leave governance
  - resignation to clearance to exit
  - ticket intake to closure
- Knowledge system:
  - SOP docs + quick video modules
  - FAQ and troubleshooting runbook
  - release/change update channel
- Governance model:
  - train-the-trainer
  - quarterly recertification
  - completion and competency metrics

## Slide 15: Future Plan 2 - Authorized HRMS AI Chatbot
Title: `Permission-Aware AI Assistant for HRMS`

Business goals:
- Faster access to trusted information
- Reduced reporting turnaround time
- Better support for managers and HR ops

Planned capabilities:
- user details lookup (authorized access only)
- user performance summaries (role-based visibility)
- answers from KT/knowledge documents
- summarized reporting across attendance, leave, onboarding, resignation, utilization

Security and control:
- enforce existing roles/permissions before every answer
- mask restricted/sensitive fields
- full audit trail of chatbot requests/responses
- read-only launch before any action-oriented features

## Slide 16: AI Chatbot Implementation Phases
1. Phase 1: Knowledge base and governance
   - curate KT/SOP/policy corpus
   - define data classification and access model
2. Phase 2: Read-only assistant MVP
   - Q&A and summary responses from approved data only
3. Phase 3: Management insight layer
   - executive snapshots and trend summaries
4. Phase 4: Controlled expansion
   - guided recommendations with approval workflow

## Slide 17: KPI Framework for Next Phase
- Training completion rate by role
- Process error/rework reduction
- Turnaround time for approvals/reports
- Chatbot resolution rate and adoption
- Compliance/audit observation trends

## Slide 18: 90-Day Execution Plan
- Week 1-2: finalize KT scope and AI governance approvals
- Week 3-6: publish SOP library and role-wise training rollout
- Week 7-10: deploy chatbot MVP (read-only, permission-aware)
- Week 11-12: KPI review and next-phase prioritization

## Slide 19: Decision Requests for Management
- Approve KT program structure and owners
- Approve AI chatbot governance and pilot scope
- Approve KPI baseline and review cadence

## Slide 20: Closing
- MQT HRMS is ready for scale with stronger adoption and intelligence layer.
- Immediate next step: approve KT + AI pilot roadmap.