Rigi24 HR Manager: workforce, attendance, payroll, AI, security and Telegram Mini App

Real HR is an end-to-end workflow

Rigi24 HR Manager is not just an employee directory or attendance terminal. It connects the employee lifecycle: dossier, contracts, organisational structure, schedules, attendance, leave, corrections, approved overtime, payroll, reporting and employee self-service.

Complete employee dossiers

Each employee can have identity and employment details, staff code, contact data, hire date, position, department, work group, contracts, documents and history in one controlled record.

Departments, managers and permissions

A department manager does not automatically need access to the entire organisation. Data and actions are limited by role and permission.

Schedules and shifts

Planned work patterns are compared with actual recorded intervals to expose lateness, early departure, underwork and extra time.

Multiple attendance channels

Depending on policy, attendance can come from online devices, RFID, PIN and authorised account-based flows. Offline device scenarios can support locations without continuous internet.

GPS work locations

Main office and branches can each have coordinates and an allowed radius. Mobile check-in/out can validate distance and GPS accuracy before accepting the event.

Telegram Mini App

Employees can use Telegram Mini App for personal access and, where permitted, GPS attendance. Secure SSO can open richer web-account areas without requiring repeated password entry.

Leave

Leave types, balances, requests and approval history are linked to attendance and payroll. Paid and unpaid leave remain separate categories and insufficient paid entitlement can generate a warning.

Partial overtime approval

Extra recorded presence does not automatically become payable overtime. An authorised manager can approve only the payable portion—for example one hour out of two recorded hours.

Actual intervals and underwork

When employees clock in and out multiple times, work can be calculated from the actual intervals. A shortfall against the scheduled net shift remains visible for review.

Payroll integration

Payroll can consume attendance, leave, approved overtime and configured rules so that HR and payroll do not operate from conflicting data copies.

Reports and Government Annex №2

Rigi24 provides daily, monthly and period reports, management Excel and a dedicated Government Annex №2 XLSX generated from Workforce data.

Employee self-service

Depending on permission, employees can see their own profile, attendance, leave, documents, contracts and payroll-related outputs.

Rigi24 AI

The AI layer is intended as an operational assistant, not decorative chat. It can guide users through HR functions, processes, reports, leave and attendance workflows and can evolve toward deeper analysis and automation.

AI respects access control

AI must not become a bypass around permissions. If a user cannot access another employee’s salary or dossier in the application, the AI should not disclose it either.

Security without impossible promises

No serious online system should promise to be “unhackable”. Rigi24 uses layered controls: narrower attack surface, separated roles, server-side authorisation, request validation, identity binding and auditable operations.

Eight languages

The HR experience supports Georgian, English, Russian, Persian, Turkish, Arabic, Armenian and Azerbaijani across web, personal account and Mini App.

Modular HR inside the Rigi24 ecosystem

Rigi24 HR Manager is a specialist module connected to the shared Rigi24 foundation. A company can deploy HR without buying every other module, while still having a path to connect Core, CRM, PBX Cloud, AI Assistant and other services when useful.

Employee identity, roles, permissions and the Business structure are defined once and reused instead of creating a new software island for each workflow.

A complete employee dossier from day zero

Workforce begins when HR creates the employee record. Identity and employment details, staff code, contact information, hire date, position, department, work group, contracts and documents can live in one dossier.

Accurate onboarding data becomes the shared source for schedules, attendance, leave and payroll, avoiding multiple conflicting versions of the same employee.

Organisation structure and manager scope

Departments and positions are not just an organisation chart. They also define scope for access and approvals.

A department manager can review the assigned team without automatically gaining full payroll access or visibility into unrelated departments.

Roles and permissions: security by design

Owners, global managers, department managers and employees should not have the same access. Real enforcement belongs on the server, not merely in hidden interface buttons.

Payroll, personal documents and management reports should remain available only to authorised roles, and the same rule must apply to AI and Telegram access.

Work groups, shifts and schedules

Employees can belong to work groups with their own schedules. Fixed shifts, multiple shifts and day-specific patterns can be modelled.

Once a schedule exists, the system can compare expected time with real sessions and make lateness, early departure, underwork and extra time meaningful.

Session-based attendance

Rigi24 can use real work sessions instead of reducing a day to the first check-in and last check-out. Multiple intervals can contribute to worked time.

This is more accurate for breaks and temporary exits while preserving raw events for audit.

Online RFID and PIN devices

At connected sites, an online device can send RFID or PIN events to the server so attendance appears in near real time.

Server-side biometric handling must respect applicable legal and security constraints, making RFID/PIN a cleaner direct-online model.

Offline devices for sites without reliable internet

An offline terminal can retain events locally and transfer them later through USB or a controlled import process.

Offline should not be sold as real time; the HR system remains central, but data arrival is delayed.

GPS attendance and geofencing

For authorised employees, mobile check-in/out can capture location and compare it with an active work location. Each location can have latitude, longitude and an allowed radius.

Accuracy matters as well. A weak GPS fix should not be trusted like a precise one, so distance and accuracy can both be validated.

Main office and multiple branches

A Business can define a main office and multiple branches with address, coordinates, radius and active status.

Deactivation before deletion reduces mistakes, while soft deletion preserves the meaning of historical attendance.

Duplicate protection and door access

Attendance deduplication and physical door access are related but different. A repeated scan should not create a second attendance state change, while a valid access-control scan may still need to trigger the door relay.

Separating these behaviours lets an employee retry the door without corrupting attendance history.

Lateness, early departure and underwork

Schedules plus real sessions allow the system to identify late arrival, early departure and shortfall against the scheduled net shift.

These metrics are evidence for review, not automatic punishment. Managers can reconcile them with leave, authorised absence or corrections.

Overtime with full or partial approval

Extra time is not automatically payable overtime. An authorised manager can approve all, part or none of the recorded excess.

If two hours are recorded but only one is approved, payroll should consume one hour while the remaining recorded time stays visible.

Balance-aware leave

Paid leave can be checked against available entitlement. If balance is insufficient, the system can warn or block overuse according to policy.

Unpaid leave remains a separate choice and should not silently replace paid leave.

Employee self-service

Employees can see their own permitted profile, attendance, leave, contracts, documents and payroll-related outputs.

Self-service reduces routine HR questions without exposing the Business management panel.

Telegram Mini App

The Mini App is another access channel to the same Rigi24 identity, not a separate HR database. Employees can reach workplace information and, where allowed, GPS attendance.

Secure SSO can open approved web targets. A server-side allowlist prevents arbitrary redirect destinations.

Mini App security without impossible promises

The value is reduced repeated password entry, not a claim that Telegram makes a system unhackable. Telegram identity is bound to a server-side session.

Security still depends on HTTPS, authentication, authorisation, session management, validation and permissions.

Payroll: raw data versus payable data

Payroll should use final approved inputs: attendance, approved leave, approved overtime, underwork rules and financial configuration.

Raw history remains available for audit, but not every raw event should change salary automatically.

Tax, pension and financial rules

Payroll settings can model relevant salary, tax and, where applicable, pension rules so monthly calculation is repeatable.

When legislation changes, rules should be updated in a controlled way rather than hidden in scattered hard-coded values.

Payslips and finalised payroll

After payroll is finalised, employee self-service can expose the employee’s own payslip or related output. Before finalisation, managers need a review stage.

Finalisation creates a control boundary so later changes remain explicit and traceable.

Daily, monthly and export reports

Managers need an operational view for today and analytical views for a month or period. Worked hours, lateness, early departure, underwork, leave and overtime should be reviewable.

Excel and PDF remain useful outputs, but the Workforce database should remain the primary source.

Government Annex №2

Rigi24 can generate the Government Annex №2 work-time file from Workforce data including schedules, attendance, leave and time categories.

This reduces duplicate manual entry while leaving final legal review with the employer.

Rigi24 AI Assistant

AI is intended to answer questions about HR features, navigation, attendance, leave, payroll and reports so routine questions do not always require human support.

It can summarise permitted data, explain anomalies and guide users to the right screen, while sensitive actions remain permission- and approval-controlled.

AI must respect permissions

If an employee cannot access a colleague’s salary through the application, asking the AI must not bypass that restriction.

Sensitive tool calls should be logged and important changes remain auditable.

Audit and data security

Security is more than login. Attendance source, correction author, timestamps, approval result and operation history all matter.

The goal is traceable sensitive changes with Business and Workforce scope enforced throughout the system.

Eight languages across the HR experience

Eight-language support should extend beyond marketing pages. The HR panel, employee account, key messages and Telegram Mini App should stay aligned with the user’s selected language wherever possible.

Supported languages are Georgian, English, Russian, Persian, Turkish, Arabic, Armenian and Azerbaijani.

Scenario: a two-branch restaurant

A 50-person restaurant may have reliable internet at one branch and weak connectivity at another. One site can use online attendance and the other an offline capture flow.

HR, leave, payroll and reporting still belong to one Business. Different attendance sources should not force two HR systems.

Scenario: mobile service employees

Authorised staff moving between office and customer sites can use GPS attendance at defined locations. Each location can have its own radius and low-accuracy fixes can be rejected.

This gives the event geographic context rather than relying on a simple 'I am here' button.

Scenario: a 100-person organisation

HR may need company-wide visibility, department managers only their teams, payroll users financial scope, and employees self-service only.

Roles and permissions let all of them use one platform without sacrificing access control.

Excel is an output, not the only source of truth

Excel is excellent for analysis and exchange, but it does not provide workflow, permissions, approvals, GPS, device integration or employee self-service by itself.

Rigi24 keeps operational data in the system and generates spreadsheets when needed.

A practical rollout path

A staged implementation is safer: organisation and employee records first, then schedules and attendance, followed by leave/approvals, payroll and reporting. AI and deeper automation can be layered on later.

This reduces change risk and gives the team time to stabilise data and policy.

One source of truth for Workforce

The end goal is for one system to answer who is working today, who is on leave, how many hours were worked, what overtime was approved, how payroll was calculated and which data produced Annex №2.

When those answers are no longer scattered across devices, chats and spreadsheets, HR becomes faster, clearer and easier to control.

Official sources and further reading

• Labour Code of Georgia
• Official work-time recording rules / Annex №2

Legal information is general guidance. For a real case, verify the current Matsne text and the relevant official portal.

Frequently asked questions

Is Rigi24 HR only attendance?

No. It connects employee dossiers, structure, schedules, leave, payroll, reporting, GPS, Telegram Mini App and AI.

Does mobile attendance support GPS?

Yes, for authorised users with location, radius and accuracy checks.

Is overtime automatically payable?

No. Extra time can require full or partial approval.

Do employees have self-service?

Yes, for their permitted personal workforce data.

Is Telegram Mini App a separate database?

No. It is another access channel to the same Rigi24 identity and data.

Can AI see everything?

No. It should respect the requesting user’s permissions.

Does it generate Annex №2?

Yes, from the monthly Workforce report.

Which languages are supported?

Georgian, English, Russian, Persian, Turkish, Arabic, Armenian and Azerbaijani.