Function · Human Resources
Start with the compliance burden.
Build toward the people intelligence.
For CHROs, HR Directors, and HRBPs whose team spends more time on Social Security Fund reporting and Revenue Department filings than on strategic workforce analysis. WizEmp begins where the pain is acute and the door is open: government reporting first, people intelligence next.
We Speak Your Language
HR is the most data-poor function in most organisations. That is the starting condition, not a verdict.
HRIS systems are often outdated, underutilised, or inconsistent. Manual Excel tracking is pervasive, especially in Thai companies where HRIS adoption lags behind other systems. HR teams feel overwhelmed by the gap between people-analytics ambitions and their current data reality. Most know what they would like to see in a workforce report. Few have the data structure to deliver it.
The compliance burden is acute. In Thailand, HR spends enormous time on Social Security Fund returns, Revenue Department withholding tax filings, labour inspection responses (LPA B.E. 2541), work permit management for foreign workers, and BOI headcount commitment tracking. This is the work that has to happen every month. It is also the work that opens the door: solve the compliance burden first, then expand to strategic people analytics.
WizEmp's approach reverses the usual sequence. Most BI vendors lead HR with engagement scores and workforce planning dashboards. We lead with the Social Security PND 1 / PND 1 Kor return generation, the LPA reporting baseline, the BOI quarterly headcount certification, and the Revenue Department audit trail. Once that work is reliable, the analytics layer follows on the same data platform.
Vocabulary that matches your role
Workforce & Headcount
Headcount, FTE, turnover rate (voluntary/involuntary), attrition, internal mobility, span of control, workforce planning, labour cost as % of revenue
Talent & Performance
Time-to-hire, cost-per-hire, offer acceptance rate, probation pass rate, training completion rate, engagement score, succession coverage
Compensation & Equity
Compa-ratio, pay equity, total reward, salary band penetration, bonus distribution, overtime as % of base
Thailand Compliance
Social Security Fund (PND 1, PND 1 Kor), LPA B.E. 2541, work permit (foreign workers), BOI headcount commitments, Revenue Department withholding
How Wit Interviews You
Wit asks HR the questions that most BI vendors skip.
HR personas often do not know what is possible with data. Unlike Finance, who knows exactly what they want, HR often needs Wit to show them what questions can be answered before they can articulate requirements. The Wit deliberately-wrong-mockup is exceptionally powerful with this function: the moment they see a workforce view that is almost right, the corrections come quickly and the real requirements surface.
Wit interviews HR with empathy and patience. The Process Reality Gate runs first: walk me through what happens when someone joins the company. Not the official onboarding process. The actual first week. The answer typically reveals a chain of manual workarounds, paper handoffs, and systems that almost talk to each other. The gap is the operational reality that no engagement-score dashboard will fix.
The Thailand-specific probe is direct: how much time does your team spend on government reporting versus strategic analysis. The ratio is usually 70 / 30 or worse, and naming it is the first step toward changing it. Wit asks what people decision you currently make based on intuition that you wish you could make based on data. Wit asks what the last HR number questioned in a management meeting was, and what happened.
The output is the HR section of the Shield of Truth: the compliance reporting that must work first, the HRIS data quality issues that must be resolved, the workforce intelligence the CEO is asking for, and the political dependency map. If Operations or Finance is the engagement sponsor, the HR scope is sized to give them what they need without overrunning HR's own bandwidth.
What Your Reports Look Like
The HR Cockpit: government filings first. People intelligence second.
Built around the rhythm of the HR calendar. Monthly Social Security returns. Quarterly BOI headcount certification. The annual labour inspection response. The Cockpit is the operational view, not the aspirational one. The workforce analytics layer sits on top of the same governed data and is added once the compliance baseline is reliable.
Power BI Cockpit · Human Resources Configuration
Your HR Cockpit. Compliance baseline. Workforce intelligence on top.
Compliance Calendar
Workforce HUD
Talent & Acquisition
Compensation & Equity
Engagement & Retention
Foreign Workforce
"An HR report that does not also produce the Social Security return is an HR report HR cannot afford to maintain. The compliance work is the entry point, not the afterthought."
Industries We Serve for HR
Same function. Different workforce shape by sector.
A Plant Manufacturing HR Manager tracks shift coverage, skill matrix, and the blue-collar to white-collar ratio. A Pharma HR Director tracks GMP training qualification and regulatory training compliance (the FDA inspector checks the records). A Hospitality HR lead tracks seasonal workforce planning. The function vocabulary stays; the workforce composition shifts.
Automotive
Shift coverage, skill matrix, blue-collar vs. white-collar ratio, safety training compliance, temporary worker management.
See Automotive HR → Cluster B · Regulate & ComplyPharmaceutical
GMP training qualification, regulatory training compliance, FDA inspection readiness on training records.
See Pharmaceutical HR → Cluster D · Extract & TransformPetrochemical
Shift roster, safety training compliance, contractor workforce, foreign technical workforce work permit management.
See Petrochemical HR → Cluster A · Make & MoveFood & Agribusiness
Seasonal workforce planning, frontline staff turnover, GMP training, food safety training compliance.
See Food & Agribusiness HR →Start Here
Bring the government filing that consumes your team. Bring the workforce question your CEO keeps asking.
The first conversation takes 30 minutes. Bring the Social Security reconciliation that takes three days, the BOI commitment your headcount cannot yet prove, or the engagement signal you cannot currently quantify. Wit will surface where the compliance work and the strategic work actually meet.
Reveal the Hidden. Automate the Mundane. Secure Your Global Growth.