Employee lifecycle
A hire starts with an end date
The probation journey begins on day one with its checklist and end date, and the review is surfaced before it is due, not remembered after it has passed.
The situation
The people between decisions.
Probation · Hana Yoshida
Joined 2 JuneDone
30-day check-in, bookedDone
60-day check-in, ThursdayNow
Review, 31 AugustNext
At any moment, part of every workforce is inside a dated window: new starters whose probation ends on a specific day, people on performance improvement plans with checkpoints that must actually happen, and leavers working notice towards a last working day that payroll, IT and the team all need to agree on. These windows carry the highest-stakes decisions in employment, and in most companies they are administered by one person’s diary.
Where it breaks
The problems that live in this world.
Not generic HR pains: the specific ways this environment grinds people teams down, one honest description at a time.
Probation ends by default, not decision.
The end date passes in silence and the person is permanent by accident. The review that should have been a considered decision becomes a retrospective justification, or never happens at all.
The PIP is a document, not a process.
A plan is written, saved to a drive and referenced at the next crisis. The checkpoints in the middle, the support, the evidence, the review, happen only if a busy manager remembers them.
Notice is counted on a wall calendar.
The last working day drives handover, equipment return, access revocation and final pay, yet it often lives as a date circled in someone’s planner while four departments work from four different assumptions.
The dates live in one head.
Probation reviews, contract renewals and notice end dates are remembered until the person doing the remembering is on leave. The first missed date is usually an expensive one.
Day to day
Three operational realities, handled.
Attendance, pay and compliance are where this world gets judged. Here is how each one runs on a connected record.
01
Every stage runs as a journey.
Probation, performance improvement plans and notice periods run as journeys, each with a checklist, a status and an end date surfaced before it is due, rather than discovered after.
02
Status visible where decisions happen.
Probation, PIP and notice badges show live on every card of the org chart, so a manager, HR and the leadership meeting see the same picture of who is inside a dated window.
03
Warnings arrive before the date.
Probation end dates, anniversaries and contract renewals surface before they become a problem, while the behaviour that usually precedes a PIP is spotted in time for support to still change the outcome.
The modules that fit
Take what fits, leave the rest.
HarmoniHRM is modular. These are the pieces that earn their keep in this world, each reading and writing the same connected record.
Employee lifecycle→
Probation, PIP and notice journeys with task checklists, statuses and end dates surfaced before they are due.
Perform→
Patterns that precede a PIP flagged in time to act, so the plan starts sooner or never becomes needed.
Organo→
Probation, PIP and notice badges live on every card, so the dated windows are visible on the structure itself.
Flow→
Handover and offboarding checklists run through Flow the moment a notice period starts.
Company Calendar→
Probation reviews on a permission-gated calendar layer, beside leave and company events.
Reports→
Workforce reports filtered by status, so the probation and notice population is a number, not a guess.
A working day, connected
How the day actually runs.
Follow one realistic cycle through HarmoniHRM, step by step, from the first event of the day to the numbers that close it.
01
A hire starts with an end date
The probation journey begins on day one with its checklist and end date, and the review is surfaced before it is due, not remembered after it has passed.
02
The review becomes a decision
Pass, extend or exit is recorded on the journey, the status flips on the record, and the badge on the org chart changes the moment the decision is real.
03
A struggling quarter is caught early
Perform reads the warning signs before a PIP would typically begin, so the conversation happens while there is still time to save.
04
A PIP runs with checkpoints
The plan is a journey with tasks, reviews and progress, visible to the manager and HR, so support is tracked rather than promised.
05
A resignation starts the clock
The notice period is tracked through to the last working day, and handover and offboarding checklists are raised through Flow without anyone assembling them.
06
Nothing waits on memory
Milestone alerts cover contract renewals and anniversaries too, so every dated commitment in the employment relationship warns before it arrives.
Who lives this
The people inside this playbook.
Perform
The review becomes a decision
Pass, extend or exit is recorded on the journey, the status flips on the record, and the badge on the org chart changes the moment the decision is real.
Organo
A struggling quarter is caught early
Perform reads the warning signs before a PIP would typically begin, so the conversation happens while there is still time to save.
Flow
A PIP runs with checkpoints
The plan is a journey with tasks, reviews and progress, visible to the manager and HR, so support is tracked rather than promised.
Asked before buying
The questions that come up every time.
What happens if a probation review is missed?
The design is that it is not: probation runs as a lifecycle journey with its end date and review surfaced before they are due, and the person’s probation status stays visible on the record and the org chart until a decision is recorded. Nothing lapses silently into permanence.
How are performance improvement plans handled?
A PIP is a tracked journey with its own task checklist, status and progress, and Perform flags the patterns that typically precede one in time to act, so managers can act early with the evidence in front of them.
What does notice period tracking actually cover?
Notice runs as a journey ending on the last working day: Flow raises the handover and offboarding checklists, equipment returns and access revocation are queued automatically, and the final settlement is calculated with a full trace.
Who can see that someone is on a PIP or working notice?
Access is role-aware throughout: these statuses are visible to HR and the roles entitled to them, and the same permission model gates the org chart badges, so a sensitive status is never broadcast beyond the people who need it.
Run it on your own organisation.
Modular pricing, no long contracts. Start with the modules this world actually needs and add the rest when you are ready.