Typical HR scenarios we solve

The situation

A growing logistics company runs drivers and warehouse staff on shifts. Overtime and attendance are tracked in several places, payroll is done at the last minute by one admin, and staff regularly query their payslips.

How TEM approaches it

• Map how attendance and overtime data reaches payroll
• Set cut-off dates and an approval step
• Run payroll with monthly reconciliation against EPF, SOCSO and bank payments
• Issue clear digital payslips and keep an exceptions log

What you should be able to expect

A predictable payroll calendar, fewer payslip disputes and a paper trail you can show during an audit.

The situation

A workshop with technicians and service advisers has recurring lateness and one serious misconduct incident. The owner wants to act quickly but has no written policy and no record of earlier warnings.

How TEM approaches it

• Preserve facts and evidence before anyone confronts the employee
• Guide the show-cause letter and, if needed, a domestic inquiry
• Write attendance and conduct policies in plain language
• Train supervisors on consistent warnings and documentation

What you should be able to expect

A fair, documented process for this case, and clear rules so the next one is easier to handle.

The situation

A professional firm has doubled its headcount. Job descriptions are outdated, reviews are based on impressions, and good performers are unsure how to progress.

How TEM approaches it

• Refresh job descriptions to match current roles
• Define three to five KPIs per role linked to firm goals
• Introduce a simple review cycle with manager guidance
• Connect results to training and development

What you should be able to expect

Staff know what good looks like, managers review consistently, and promotion decisions are easier to explain.

The situation

A founder-led company of around 40 staff handles contracts, leave and payroll through one office manager. Documents are outdated, and the founder worries about compliance but has no time to review it.

How TEM approaches it

• Start with an HR audit to find the highest risks
• Refresh contracts and the employee handbook
• Take over payroll and statutory submissions
• Provide an advisory line for employee cases

What you should be able to expect

A clear picture of risks, current documents and a dependable monthly routine, without hiring a full HR team.