HR / Human Resources Tooling
The ktayl-solution IS manages employees with a best-of-breed, self-hosted stack (not a commercial HR SaaS) — consistent with the rest of the digital workplace. The HRIS is ERPNext / Frappe HR, with custom French-compliance payroll modules, plus identity and (planned) training tools around it.
:::note Status honesty — "installed" ≠ "operational" This page distinguishes installed (the software has the feature) from operational (the org is actually using it, with data). Record counts below are from the live ERPNext (verified 2026-09-19). The IS currently has 1 employee (it is a simulated insurer), so most HR modules are installed but empty — a deliberate state, not a defect. :::
The HR tool stack
| Function | Tool | Status | Verified reality |
|---|---|---|---|
| Employee data / source of truth | ERPNext Frappe HR (hrms) | 🟡 installed, skeleton | hrms app installed; 1 Employee record |
| Payroll | ERPNext Payroll + custom erpnext_dsn (French DSN → URSSAF) + erpnext_sepa (salary transfers) | ✅ built + tested | Custom modules built + unit-tested (test_dsn_generator.py, test_sepa_pain008.py); 1 Salary Slip generated |
| Hiring / Recruitment | Frappe HR Recruitment | 🟡 installed, unused | Job Openings: 0 |
| Performance | Frappe HR Appraisal | 🟡 installed, unused | Appraisals: 0 |
| Leave / Attendance | Frappe HR Leave + Attendance | 🟡 installed, unused | Leave: 0, Attendance: 0 |
| Working-time (non-cadre) + alternance | Frappe HR Employee Checkin + Shift + Attendance; alternance via Employment Type + "Formation/École" Leave Type + shared calendar | 🟡 installed, needs config | capability present in hrms; config task (minicloud-erpnext#7) |
| Employee engagement (recognition/rewards + pulse/feedback) | Frappe HR Energy Points + LimeSurvey (eNPS/pulse); comms via Matrix/Jitsi/Nextcloud | 📋 backlog (need-first hold) | no mature FOSS all-in-one exists (category is SaaS) — see below |
| Mandatory training (IDD CPD) | Moodle LMS | 📋 backlog (need-first hold) | not deployed — see below |
| Identity lifecycle (joiner/mover/leaver + access) | Authentik SSO (live) + MidPoint IGA (planned #17) | ✅ SSO live · 📋 IGA planned | every app is SSO-gated |
| Employee IT support | GLPI ITSM (planned #16) | 📋 planned | helpdesk/tickets |
| Workforce analytics | ERPNext built-in reports (+ Metabase/BI planned) | 🟡 partial | capability exists; ~no data to analyse yet (1 employee) |
The honest summary: the HRIS is installed and wired (Frappe HR + SSO), and payroll is the one genuinely-built piece (the DSN/SEPA custom modules are real engineering — French social-declaration + SEPA salary transfers). Hiring, performance, leave, and attendance are available but not operated — there is no real workforce yet. This is expected for a simulated IS; it becomes operational when there are real employees.
Payroll — the real work (DSN + SEPA)
The custom Frappe apps in minicloud-erpnext are the substantive HR engineering:
erpnext_dsn— generates the French DSN (Déclaration Sociale Nominative), the monthly mandatory social-declaration to URSSAF (S10/S20/S90 blocks, CRLF, UTF-8). Unit-tested.erpnext_sepa— SEPA pain.008 direct-debit / salary-transfer generation.
These are Tier-A tested code (see the testing standard), not just ERPNext configuration.
Moodle LMS — planned, on a need-first hold
Driver: the IDD (Insurance Distribution Directive) / ACPR requires insurance distributors to complete 15 h/year Continuing Professional Development, tracked and evidenced per employee for audit.
Planned scope (when built): self-hosted Moodle on k8s (GAP wrapper-chart) + Authentik SSO + ERPNext-HR integration (roster → auto-enrollment; completion → HR record) + DDA/IDD course tracks + completion reporting → the 15 h/year evidence + certificates feeding the compliance obligations register (IDD Art. 10 control).
Why it is NOT deployed (need-first gate): the IS has 1 employee — standing up a
heavyweight LMS to track "mandatory workforce training" with no workforce would consume
scarce cluster resources for no operational value. It is tracked as a design capability
(demonstrates the IDD-CPD training control), with a revisit trigger:
real employees + PII at volume, a real audit, or a production compliance claim — the same
logic as the BYOD scope boundary.
Tracked: ktayl-workplace#10 (board #10, Digital Workplace).
Employee engagement — planned, on a need-first hold
Goal: keep employees motivated/satisfied/committed — communication + recognition/rewards + feedback/pulse (the Culture Amp / Lattice / Officevibe category).
Honest landscape: dedicated engagement platforms are overwhelmingly commercial SaaS; there is no mature drop-in FOSS all-in-one. The self-hosted, on-model composition is:
- Recognition / rewards → Frappe HR Energy Points (gamified points/leaderboard) +
Employee Feedback (already installed in
hrms, unused). - Feedback / pulse / eNPS → LimeSurvey (self-hosted; anonymous, longitudinal, reporting).
- Communication / social / meetings → Matrix + Element, Jitsi, Nextcloud (already live).
This is as close to a Culture-Amp-equivalent as FOSS offers while staying self-hosted; a commercial SaaS would break the self-hosted model + €-cap and send data off-cluster.
Why it is NOT deployed (need-first gate): 1 employee → an engagement platform has no
operational value without a workforce. Tracked as a design/portfolio capability, revisit
when there's a real workforce (same logic as Moodle + the BYOD boundary). Tracked:
ktayl-workplace#11 (board #10).
Working-time (non-cadre) & alternance — Frappe HR config, on a need-first hold
Two French-labour-law functions — both covered by the installed Frappe HR (hrms), needing
configuration, not new tools:
- Working-time for non-cadre. French law requires actual hours recorded for non-cadre (and
cadres not au forfait-jours); cadres au forfait-jours count days. Config: Employee Checkin
(badgeuse/pointage) → Shift Type / Assignment (35h schedule, late/overtime flags) →
Attendance → heures supplémentaires as a Salary Slip component (via
erpnext_dsn). Model non-cadre = Shift-based (hourly, checkin-driven); cadre-forfait-jours = attendance-by-day. - Alternance rhythm (know when at university). No dedicated FOSS tool — model via Employment Type "Alternant/Apprenti" + a Leave Type "Formation/École" for school periods (visible in the team calendar, not counted as absence) + a shared calendar (Nextcloud/ERPNext) + alternance payroll specifics (% SMIC by age/year) in the Salary Structure/DSN.
Need-first hold: these are configuration/operational tasks with no value until a real
workforce exists (1 employee today). Tracked: minicloud-erpnext#7 (board #8).
Related
- ERPNext deployment + Frappe HR (source of truth): board #8, repo
minicloud-erpnext. - Identity: Authentik SSO (live) · Access Governance / MidPoint IGA (board #17).
- Regulatory tie (IDD CPD, obligations register): Regulatory Operating Model.