Exercise Workbook

This workbook accompanies the Folks HR User Manual. Each lab walks a real-world scenario, asks you to perform the steps, and ends with self-check questions. Save your work after every step so a trainer can review your progress.

Before you start

1. You have a working login with SuperAdmin or a fully-scoped HR-Admin role.
2. The API and FE are both running — locally or against the UAT environment.
3. The DB Folkshr_V1 (or local FolksHR_MasGen_V1) is reachable and seeded.
4. Have a notebook to record codes (Resume IDs, Posting Codes, Application IDs, Employee Codes, Payroll Run Codes) — these flow through later labs.
5. Optional: a sample CV PDF for upload, a sample candidate photo, and a sample medical certificate.

Skill levels

Conventions used in this workbook

Log in, walk the four module groups (Recruit / Onboard / Operate / Pay), confirm your role.

1.1 First login

• Open the FE URL. Sign in with the trainer-provided credentials.
• Land on dashboard / DefaultPath of your role.
• Record your role from the top right.

1.2 Walk the modules

• Open Resume, then PostReq, then IntDes, then Onboarding, then ERD, then Attendance, then DutyRoast, then LeaveMng, then Payroll.
• Each module has a list page and a dashboard / inbox.

1.3 Standard page anatomy

• Open ERD → Employees. Identify: header toolbar, filter strip, grid, action column, breadcrumb.

Self-check

• Q1.1  What's the difference between an Employee Login and a Candidate Login?
• Q1.2  Where is your role's DefaultPath stored?
• Q1.3  If a sub-menu is hidden, which UM table likely lacks a privilege row?

Upload three CVs, observe parsing, and add manual tags where parsing missed.

2.1 Upload three CVs

• Open Resume → Upload. Drag three sample CVs (or use trainer-provided files).
• Three Resume rows appear; each shows Parsing then Parsed within seconds.
• Record the three Resume IDs.

2.2 Inspect parsing output

• Open one Resume. Inspect tabs: Skills, Education, Experience, Tags.
• Note any obvious gaps (missing skills, wrong years).

2.3 Add manual tags

• Add tags: Senior, Available-Immediately, UAE-based (or whichever fits the CV).

2.4 Re-parse

• Click Re-parse on one Resume. Confirm parsing re-runs.

Self-check

• Q2.1  What three child tables hold parsed data?
• Q2.2  What's the difference between auto and manual tags?
• Q2.3  If a CV is corrupt PDF, what happens?

Build a saved search for "Senior C# developers in UAE with 5+ years".

3.1 Build the search

• Open Resume → Talent Pool. Filters: Skill = C#, Experience = 5+, Country = UAE, Tag = Senior.
• Result count updates live as you add filters.

3.2 Save as Segment

• Click Save as Segment. Name: Senior C# UAE 5+.
• Segment appears in the side list.

3.3 Open from Segments

• Click the saved segment from the list. Verify it loads with the same filters.

Self-check

• Q3.1  Where is the segment definition stored?
• Q3.2  How does a segment auto-refresh?

Raise a posting for a Software Engineer at HQ; submit; switch role and approve.

4.1 Raise the posting

• Open PostReq → New. Designation: Software Engineer; Department: IT; Headcount: 2; Location: HQ; Contract: Permanent; Salary: 8,000–14,000.
• Required Skills: C#, ASP.NET, Blazor, SQL Server.
• JD: paste a 200-word description; OpenUntil: today + 30 days.
• Save as Draft. Record the Posting Code.

4.2 Submit for approval

• Click Submit for Approval. Status flips to Submitted.

4.3 Approve (as HR Head)

• Log out; log in as HR Head (or use the trainer-provided second account).
• Open PostReq → Approval Inbox. Click your row → Approve.
• Status flips to Approved → Open; posting is now visible to candidates.

Self-check

• Q4.1  What workflow engine routes the posting?
• Q4.2  If salary range exceeds threshold, who else approves?
• Q4.3  What auto-closes a posting?

Open the candidate-mobile portal; self-register; apply to the posting from Lab 4; upload documents.

5.1 Self-register

• Open the CandMob URL (or the same URL with mobile layout). Click Sign up.
• Enter your test email + mobile. Verify OTP. Set password.
• Record the candidate login.

5.2 Browse postings

• Open Postings. Locate your Software Engineer posting.

5.3 Apply

• Click Apply. Upload a CV + photo + ID scan.
• Application created with status Applied; a Resume row is auto-created.

5.4 Track

• Open My Applications. See status and timeline.

Self-check

• Q5.1  What table links Resume to Posting?
• Q5.2  Why is candidate auth separate from employee auth?

Schedule a 2-round interview, simulate panel feedback, decide disposition.

6.1 Shortlist

• Open PostReq → Applications for your posting. Mark Lab 5's application as Shortlisted.

6.2 Schedule Round 1 (Phone)

• Open IntDes → Schedule. Type: Phone; Panel: yourself; Date: tomorrow 10:00.
• Candidate sees the booking on CandMob; you get inbox notification.

6.3 Submit feedback

• Open the Round → Feedback. Fill the rubric: Technical 4, Communication 4, Cultural 5; Recommendation: Hire.

6.4 Round 2 (Panel)

• Schedule Round 2 with 2 panel members. Submit feedback for both (use trainer accounts or simulate).

6.5 Disposition

• Once all feedback is in, on the Application page click Selected.
• Status flips; Generate Offer button enables.

Self-check

• Q6.1  Why are panellist feedbacks hidden until all are submitted?
• Q6.2  Can a single Application have multiple Rounds?

Generate an offer, get HR Head approval, send it, simulate candidate acceptance.

7.1 Generate

• From the Application page click Generate Offer.
• Salary: 11,000; allowances: HRA 4,000, Transport 1,000; joining: today + 14 days; notice 30.
• Record Offer Code.

7.2 Approval

• Click Submit for Approval. Switch role to HR Head; approve.

7.3 Send

• Approved offer auto-generates PDF and pushes to candidate-mobile inbox + email.

7.4 Acceptance (as candidate)

• Login to CandMob; open My Offers; click Accept.
• Application → Hired; an Onboarding row auto-creates.

Self-check

• Q7.1  What auto-creates on Offer acceptance?
• Q7.2  How long does the candidate have to respond?
• Q7.3  What happens if Lapsed?

Run a parallel hire for a UAE site from an India-based candidate; track visa and arrange flight + hotel.

8.1 Raise an overseas posting

• Open OverseaseRec → New Overseas Posting. Country: UAE; Site: Dubai HQ; Visa Type: Employment 2-year; Contract: Fixed-term 24 months.

8.2 Application + interview (compressed)

• Use a CV from Lab 2 or upload a new one. Apply, schedule a single video round, mark Selected.

8.3 Generate offer with overseas allowances

• Generate offer with overseas allowance (e.g. accommodation 3,000, travel 1,500, hardship 800). Submit + approve.

8.4 Visa Application

• On offer accept, open OverseaseRec → Visa Application; status: Initiated.
• Capture passport details, visa type, sponsor entity, expected processing days.
• Walk it through: Documents Submitted → Under Review → Issued (simulate by editing dates).

8.5 Mobilisation

• Open OverseaseRec → Mobilisation. Add: Flight booking (BOM → DXB), Hotel (3 nights), Ground transfer (airport → hotel).

Self-check

• Q8.1  Mobilisation cannot start until what visa status?
• Q8.2  What's the difference between domestic and overseas posting?
• Q8.3  What's Demobilisation for?

For your domestic hire from Lab 7, complete each checklist item, allocate Employee Code, flip to Joined.

9.1 Open the onboarding row

• Open Onboarding → My Pipeline. Click your hire's row.

9.2 Document collection

• Upload (or mark received): ID, education, experience letters, photo.

9.3 IT, ID card, biometric

• Mark IT Account = Created (record email).
• Mark ID Card = Issued.
• Mark Biometric = Enrolled.

9.4 BGV, insurance, contract

• Mark BGV = Initiated → Cleared (skip waiting). Insurance = Enrolled. Contract = Signed (upload PDF).

9.5 Day-1 ready → Joined

• Once all required items are done, status auto-flips to Day-1 Ready.
• On joining day, click Mark Joined. SP allocates Employee Code.
• Record the new Employee Code.

Self-check

• Q9.1  What does Mark Joined do beyond status?
• Q9.2  What happens if a candidate doesn't show up?

Enrol your new joiner into the Induction program; mark attendance for 3 days; record assessment; issue certificate.

10.1 Find the program

• Open IndTraing → Programs. Pick (or create) Induction.

10.2 Schedule a Session

• Add a session: 3-day, room/site, trainer.

10.3 Enrol

• Enrol your new joiner (auto-suggested from Onboarding rule, or add manually).

10.4 Daily attendance

• For each of 3 days, mark Present.

10.5 Assessment + certificate

• Record assessment score (e.g. 84%).
• System generates a Certificate PDF; visible on the employee's ERD → Certifications tab.

Self-check

• Q10.1  What blocks shift placement on certain roles?
• Q10.2  How does Onboarding know to auto-enrol?

Inspect today's roll-up, simulate a missed punch, raise + approve a regularization.

11.1 Today's dashboard

• Open Attendance → Today. Confirm Present / Late / Absent / Leave KPIs.

11.2 Missed punch

• Pick a Present employee for today. As HR-Admin, delete one of the punches to simulate biometric failure.
• Roll-up may flip to Absent after re-run.

11.3 Raise regularization

• As that employee (Self-Service), open My Records. Click Regularize; provide correct InTime/OutTime + reason.

11.4 Approve

• As Line Manager, approve the request.
• Daily roll-up flips back to Present; Adjustment log records the override.

Self-check

• Q11.1  What's stored in AttendanceAdjustmentLog?
• Q11.2  What if a regularization happens after Payroll cut-off?

Build a 1-week roster for an Operations site, run a coverage check, process a swap.

12.1 Build the roster

• Open DutyRoast → Build. Site, Department, period (next week), default Pattern (e.g. Day-only or 2-shift).
• Grid materialises with each employee × date × shift.

12.2 Adjust + Coverage

• Mark 2 employees on leave for 2 days. Click Coverage Check.
• Red banner if night coverage falls below threshold.

12.3 Publish

• Resolve coverage. Publish — employees can now see in Self-Service.

12.4 Swap

• As Employee A, swap a day with Employee B. Submit.
• As Employee B, accept. As Manager, approve.

Self-check

• Q12.1  Why does Publish need Coverage Check first?
• Q12.2  A holiday lands on a rostered day — what happens?

Apply for 3 days of Annual Leave; manager approves; balance debited; attendance overridden.

13.1 Check balance

• As employee, open Self-Service → Leave → Balances. Note Annual Leave balance.

13.2 Apply

• Open Leave → Apply. Type: Annual; From/To: 3 working days next week; reason.
• Working-day count is computed using site holidays + roster.
• Record Application No.

13.3 Approve

• As Line Manager, open inbox. Approve.
• Balance debited; AttendanceDaily for those dates flips to On Leave.

13.4 Cancel

• As employee, cancel one day. Balance restored; attendance reverts.

Self-check

• Q13.1  What's the difference between half-day options?
• Q13.2  When does second-level approval kick in?

Run payroll for a small group (10 employees); review outliers; approve; generate payslips and bank file.

14.1 Pre-run checklist

• Confirm Attendance cut-off, Pending leaves, Regularizations, Reimbursements all resolved for the period.

14.2 Compute

• Open Payroll → Run → New. Pick Period and Group (10 employees including your new joiner). Click Compute.
• Record Run Code.

14.3 Review

• Open Review. Drill into one line — see earnings + deductions + net.
• Outlier flag visible (very high/low net).

14.4 Approve

• Click Approve. Payslips auto-generate; emailed to employees.

14.5 Bank file

• Click Generate Bank File. Download and inspect the format.

Self-check

• Q14.1  What gates the Approve button?
• Q14.2  If a regularization happens after Approve, what to do?
• Q14.3  What's the bank file format?

Bring it all together. One scenario, from CV intake to payslip credited, touching every module.

The scenario

Your team needs an Operations Engineer for a UAE site, joining in 30 days. You will: receive the CV, raise + approve a posting, get the candidate to apply via mobile, run two interview rounds, generate + accept an offer, run the visa + mobilisation, complete onboarding, enrol in induction training, mark the first week of attendance, build a roster, process a half-day leave, and finally run payroll for the first month. Confirm the payslip lands cleanly.

Step list — keep notes!

• Day 0 09:00 — Upload CV; tag Senior · Available · India-based.
• Day 0 10:00 — Raise overseas posting; submit + approve.
• Day 1 14:00 — Candidate self-registers on CandMob, applies, uploads passport.
• Day 2 — Schedule + run 2 video rounds; submit feedback; mark Selected.
• Day 3 — Generate offer with overseas allowances; HR Head approves; PDF sent.
• Day 4 — Candidate accepts; Onboarding row auto-creates.
• Day 5–14 — Visa Application: Initiated → Documents Submitted → Issued.
• Day 15 — Mobilisation: flight + hotel + ground transfer arranged.
• Day 28 — Onboarding checklist complete: docs, IT, ID card, biometric, BGV, contract signed → Day-1 Ready.
• Day 30 (Joining) — Mark Joined; Employee Code allocated.
• Day 30–32 — Induction Training: enrol, daily attendance, assessment, certificate.
• Days 33–60 — Daily attendance via biometric/mobile; one regularization processed.
• Day 35 — Build the upcoming month's Roster including new joiner; publish.
• Day 50 — Half-day leave application + approval.
• Day 60 (Month-end) — Run Payroll for the group; review the new joiner's pro-rata; approve; generate payslips and bank file.
• Day 60+1 — Bank confirms credit; Reconcile marks the line Settled.

What you should have at the end

• 1 Resume → 1 Application → 1 Offer accepted.
• Visa Issued; mobilisation arranged.
• Onboarding complete → Employee Code allocated; ERD has all sections populated.
• Induction Training completed; certificate issued.
• 4 weeks of Attendance + 1 Regularization + 1 Half-day Leave.
• 1 Roster published.
• 1 Payroll Run approved; pro-rata payslip generated; bank file produced; bank reconciled.

Self-check

• Q15.1  Trace the chain: which row's auto-create triggers Onboarding? And the next?
• Q15.2  Pro-rata salary — how does Payroll know the joiner only worked part of the month?
• Q15.3  Where can you see the full audit trail of today's work?

Lab 1 — Q1.1, Q1.2, Q1.3

Q1.1 — Employee Login uses LoginType=Employee; Candidate Login uses LoginType=Candidate. Different menu trees, different RBAC scope.

Q1.2 — On the Login row as DefaultPathID.

Q1.3 — UserRolePrivileges for that SubMenuID is missing.

Lab 2 — Q2.1, Q2.2, Q2.3

Q2.1 — ResumeSkill, ResumeEducation, ResumeExperience.

Q2.2 — Auto tags come from parsing skill list / language; manual tags are recruiter-applied. Both stored in ResumeTag.

Q2.3 — Parsing fails; the row has status ParseFailed; recruiter can re-upload or manually fill in.

Lab 3 — Q3.1, Q3.2

Q3.1 — In TalentPoolSegment as a JSON filter shape.

Q3.2 — Each open of the segment runs the filter against the live Resume table — new uploads appear automatically.

Lab 4 — Q4.1, Q4.2, Q4.3

Q4.1 — UM's Workflow Listener — same engine that drives all approvals.

Q4.2 — Finance Head, when salary range exceeds threshold (configurable per band).

Q4.3 — Headcount filled OR OpenUntil elapsed.

Lab 5 — Q5.1, Q5.2

Q5.1 — Application — links Resume × Posting.

Q5.2 — Security boundary. Candidates browse only public postings; employees use the operational portal.

Lab 6 — Q6.1, Q6.2

Q6.1 — Anti-bias — to prevent first reviewer's opinion influencing later reviewers.

Q6.2 — Yes — many InterviewRound rows per Application.

Lab 7 — Q7.1, Q7.2, Q7.3

Q7.1 — An Onboarding row auto-creates; Application → Hired.

Q7.2 — OfferValidityDays (default 7).

Q7.3 — Same as Declined — Application closed; CV remains in Talent Pool.

Lab 8 — Q8.1, Q8.2, Q8.3

Q8.1 — Issued.

Q8.2 — Country/Visa fields, mobilisation arrangements, fixed-term contract per visa duration, country-compliance payroll profile, currency split. (Any 3 of these.)

Q8.3 — End-of-contract repatriation: book return flight, hotel near airport, ground transfer.

Lab 9 — Q9.1, Q9.2

Q9.1 — SP allocates Employee Code, creates EmployeeReg, seeds ERD sections, kicks off probation, enrols in Induction Training.

Q9.2 — Status moves to No-Show on the OnboardingDeadline; Offer voided; Posting headcount restored.

Lab 10 — Q10.1, Q10.2

Q10.1 — Expired certifications block placement on roles requiring them (forklift, height-work, etc.).

Q10.2 — Onboarding template per Designation × Country × Contract Type maps Induction programs.

Lab 11 — Q11.1, Q11.2

Q11.1 — Before/after values, manager's userid, timestamp, reason.

Q11.2 — Payroll uses the corrected value but flags the run line for explanation.

Lab 12 — Q12.1, Q12.2

Q12.1 — Insufficient coverage means safety/operations risk — system blocks publish until resolved.

Q12.2 — Day auto-shifts to Off; if employee still worked, system flags potential holiday OT eligibility.

Lab 13 — Q13.1, Q13.2

Q13.1 — First-half (morning off) vs Second-half (afternoon off). Attendance roll-up combines actual punch + half-day leave to compute daily status.

Q13.2 — When duration exceeds threshold (default 5 days) — HR Head approval required.

Lab 14 — Q14.1, Q14.2, Q14.3

Q14.1 — All run lines reviewed (no unresolved outliers); pre-run checklist green.

Q14.2 — Process the regularization in the next run; or run an off-cycle adjustment with explanation.

Q14.3 — Configurable per bank — typically NEFT/RTGS/ACH CSV with EmpCode, BankAccount, IFSC, Net, Reference.

Lab 15 — Q15.1, Q15.2, Q15.3

Q15.1 — Offer Accept → Onboarding row; Onboarding Mark Joined → EmployeeReg + ERD; EmployeeReg active → eligible for Roster + Attendance + Payroll.

Q15.2 — Salary structure has effective dates; Payroll uses the structure effective on the run date and pro-rates by working-days/total-days for joiners/exits in the period.

Q15.3 — ActivityLog filtered by date — every Insert/Update/Delete with userid + timestamp.

Final assessment

MCQ 1: B. MCQ 2: B. MCQ 3: D. MCQ 4: B. MCQ 5: A.