Biometric attendance. Leave that auto-blocks login. 24/7 shift scheduling. Multi-jurisdiction payroll. Built for ISPs where the org chart has people splicing fibre at 2am and people booking installs from a desk.
An ISP workforce has cabling crews who clock in at the depot at 6am, NOC engineers who rotate through three 8-hour shifts to cover 24/7, support agents who work split shifts spanning peak hours, finance staff on standard office days, and field technicians who clock in remotely from their first installation address. None of this fits a 9-to-5 single-location HR system.
And then there's the multi-jurisdiction problem: a single ISP group operating across two countries has two tax regimes, two leave-policy frameworks, two public-holiday calendars, and two payroll formats. The same person could be on annual leave in one tenant and helping cover an outage in the other; the system has to know.
ISPCQ HR is built around the actual shape of ISP teams. Every feature exists because somebody had to track something specific that off-the-shelf HR could not.
HR is not a side system in ISPCQ. Leave decisions affect login. Shift schedules feed dispatch. Org units route tasks. The data spine is the same.
Employee records with department hierarchy, team assignments, and the Org Units system that powers operational task routing. When a task is raised "for Cabling crew B," the system knows who's on the crew, who's the team lead, who's the supervisor, and who's covering today.
The whole company on one interactive canvas. The org chart visualises every division, team, crew, and person, with department and inactive-employee filters and a Search by Person that jumps straight to anyone. Restructuring is direct: drag a member chip onto a different unit in the tree to move them, or select several at once and transfer them to a destination unit in bulk — useful when standing up a new crew or folding one team into another.
Fingerprint reader devices upload daily logs. ISPCQ parses the logs, matches biometric IDs to employee records, and posts attendance entries with check-in / check-out times. Manual overrides for forgotten clock-ins; supervisor approval for any retroactive change.
Configurable leave types (annual, sick, family responsibility, study, unpaid, custom) with country-specific defaults. The HR system is integrated with ERP login: a person on approved leave cannot log in to perform actions. This prevents the "I worked from holiday" liability and ensures coverage is real.
Shift schedules for 24/7 NOC operations with rotating rosters, on-call duty assignment, and break scheduling. The schedule feeds dispatch routing (only on-shift crews get tasks) and integrates with the live-call dashboard so the supervisor knows who's available right now.
Team leaders organise who takes their break and when, on a timeline where each member's allowed break window shows as a shaded band. Click inside a window to assign a slot (snaps to 15-minute intervals), click again to reschedule, or remove it. Staff then run their own break from the coffee-cup button in the header and the "My Breaks Today" card, and the system classifies each break as On Time, Late Start, Back Early, or Exceeded. An early-clock-out grace stops anyone starting a scheduled break more than a few configurable minutes early, so the timeline stays honest.
Gross-to-net calculation per employee with country-specific tax rules, statutory deductions, bonuses, and benefits. Payslip generation with audit trail. Multi-jurisdiction support: each tenant has its own tax regime; the same payroll engine handles both correctly.
When it's time to pay everyone, the month-to-date payroll table summarises the run per employer entity — working days, salary breakdown, deductions, and the To Pay total — with a top strip showing Total Gross, Total PAYE, and Total To Pay so you can sanity-check before money moves. Pick a company and the bank batch-export file appears alongside a Mark as Paid button that asks you to confirm first, so one stray click can't pay the whole company by accident. Need the paperwork? Choose a company or all companies and download a print-ready PDF of every employee's payslip for the work month in a single click.
HR owns the master look-up lists that standardise how people events are recorded: Discipline Actions (verbal warning, written warning, and your own custom levels), Attendance Conclusions (review outcomes), and Termination Reasons. The HR calendar surfaces birthdays, anniversaries, leave-coverage gaps, and public holidays, and a cloud account is auto-provisioned for every new hire. Performance reporting — covering both sales activity and office/back-office activity — lives in the Sales module, where the sales work happens.
The structure that decides what a sales activation is worth, built without a spreadsheet. Define commission categories, set the match rules that decide which contracts qualify (by price, type, term, product, clawback, construction fee), and stack rate tiers that pay more as an agent's activation count climbs. Before anything goes live, drop in a real contract number and the engine shows exactly which category it hits and what it would pay at each tier. The same rule engine can also be configured to award attendance-linked bonuses, service-milestone bonuses, and review- or feedback-linked incentives — the same match-and-tier mechanics, aimed at a different trigger event.
Lock down the people who can touch billing, network, and customer data. HR enables two-factor authentication per employee from the profile: generate the QR code, the employee scans it and confirms a six-digit code, and a set of one-time backup codes is issued for the day a phone goes missing. A lock icon on the employee list shows at a glance who is protected, and every enable, verify, test, and disable action is written to the audit log.
The attendance data turns itself into payroll signals. Late arrivals past the team's start time are flagged as tardiness automatically; a checkout that runs past the end of the working day is detected as overtime, and an HR Manager confirms it with one click to post it straight to the HR ledger and the payslip — or cancels it to pull the entry back out. Crucially, civil field crews are exempt: an org unit flagged No Clock-In keeps a technician who taps once at the depot and heads to site marked as present, and out of tardiness and overtime maths entirely.
The situation. 5:45 PM. A wiredown event flagged 47 customers offline on the same fibre route. The day-shift cabling crew is still onsite at a different splice repair, but they're due to clock out in 15 minutes. The night-shift crew clocks in at 6 PM.
What ISPCQ does. The dispatch board sees the wiredown cluster, knows the day-shift crew won't make it, and shows the night-shift crew (already clocked in early per the schedule) with their on-call backup. The supervisor reassigns the cluster to night-shift in one click. The day-shift crew lead receives a notification: "task X reassigned to night-shift; please brief them on the splitter location." The night-shift crew gets the dispatch packet with GPS, OTDR baseline, customer-impact list, and a one-paragraph briefing from day-shift.
The result. By 6:45 PM the night crew is at the splice point. By 8:30 PM 47 customers are back online. The day-shift crew clocked out at 6 PM, paid for the briefing time. The on-call backup was never engaged. None of this required a phone call between the supervisor and either crew lead; the schedule, the dispatch, and the comms are the same system.