What we shipped, in plain language.

The BoM Beta style intent pane was reworked: intents are validated as they are built, the queue shows what is ready and what is blocked, and an intent that cannot be projected per size is reported with the reason instead of producing a plausible-looking wrong bill of materials.

Generation from a style intent was reworked so component and consumption derivation is consistent between the wizard and the generated bill of materials.

The performance and recruitment setup and check commands did not resolve the tenant passed to them to that tenant’s database, so seeding could act against the wrong one. They now resolve it explicitly.

A purchase requisition is now raised against a cost center rather than a department, so the requirement carries the dimension the spend will actually be reported under. Existing requisitions keep their value under the new field.

Upload a resume — or a batch of them — and the details are extracted for review: name, contact, current employer and designation, notice period, skills and education. Correct anything that needs correcting, then create the candidate record in one step.

• Skills and education map to your existing masters by exact match; nothing is auto-created, so the master does not fill with near-duplicates
• Every field shows whether it came from the resume or from you
• A field the resume did not state is left empty, never defaulted to zero — “did not say” and “none” are different answers
• Duplicate and rehire checks are shown, and neither blocks
• On creation the resume moves to the candidate record, so no second copy of a person’s data is left behind
• A batch of 40 is 40 independent rows — one unreadable file never fails the rest

Extraction only. No score, no fit percentage, no ranking and no ordering of candidates is produced, and protected characteristics are never extracted — shortlisting stays a decision a person takes.

Date column filters on the data grids were not matching correctly. Fixed across the application — Sales Orders, Journal Entries, Direct Invoices, Audit Log, Service Tickets, Repair Jobs, Customer Assets, Incidents, Plant Maintenance plans and schedules, Breakdown Reports, Emergency Work Orders, Equipment Health, Support Desk, Tasks, Cut Plans and the Sales Order reports.

A new HR dashboard covering overview, workforce, organization, time & absence and cost, with drill-through to the underlying worklists.

Small populations are suppressed so an individual cannot be identified from an average, and a panel that cannot be built says why rather than showing an empty chart.

Working days and hours now resolve through a configured ladder — company, payroll area, employee type, tenant default. Where none is configured the system asks you to configure one rather than assuming a 22-day month, which understates absence for shift workers and overstates it for part-timers.

Appraisal cycles with a defined rating scale, and training compliance measured against a requirement rather than a course count.

• The rating scale is frozen onto the cycle when it opens, so relabelling a rating later can never rewrite appraisals already given
• “Not rated” is a real answer with a structured reason — never redistributed, never silently completed at the bottom of the scale, and always shown with the coverage beside it
• Compliance is measured only over the employees a requirement actually reaches; certificates carry the expiry stamped when they were issued
• Ratings are visible to the employee, the appraising manager and HR; reporting access grants distributions, not named individuals

An employee used to leave by somebody editing the employment end date — recording no reason, no approver and no rehire eligibility. A separation is now its own record, with a typed reason, an approval, a clearance checklist and a rehire decision.

• The clearance checklist reports outstanding items; it can never trap somebody’s last working day in a validation error
• Exit interviews sit behind their own permission — a line manager sees that an exit happened, not what the departing employee said about them
• Whether an exit was regretted is recorded when a person assesses it, and “not assessed” is never counted as “not regretted”
• The final settlement reads the separation, so every settlement raised before this keeps working

The employee record kept one row, so a transfer overwrote the department and headcount as at any past date could not be reconstructed. Employment assignments are now kept as dated history alongside the master.

Records created at go-live are flagged as such, and every point-in-time answer says so — history is honest about starting on deployment day rather than inventing what came before it.

A full recruitment pipeline: job requisition and approval, candidates, applications through configurable stages, interview feedback, offer, and conversion to an employee record.

• Every transition timestamp is owned by the system, so time-to-fill is an outcome rather than something a recruiter can type
• Blind panel feedback — a panellist sees other assessments only after submitting their own, and a submitted assessment is locked
• A requisition against an already-filled position is refused, so vacancy and open requisitions reconcile
• Rehire history is shown with its reason and never blocks; nothing auto-links a candidate to a former employee
• Declines, expiries and no-shows are kept as three different things, each with its own reason
• Compensation is gated like payroll data — an interviewer never reaches it
• Candidate data retention reports before it acts, and anonymises in place so the hiring funnel history survives

The Help Documentation centre gained articles for the HR foundation (separations, employment history, work schedules), Recruitment, Performance & Learning, and the HR analytics dashboard — including the configuration each module needs before it will work.

The Journal Entry form gained a Simulate step that shows the document as it would post — every leg, both totals, and whether it balances — so an unbalanced or mis-coded entry is caught before it reaches the ledger rather than after it has to be reversed.

Export sales invoices can now carry the additional detail customs and the buyer’s clearing agent ask for — carton numbers and marks, net and gross weights, country of origin, tariff item and SKU references — and produce a customs invoice from it.

• Print layout, plus an Excel export in the format agents expect
• The customs exchange rate is a rate type of its own, so the notified rate used for assessment is not confused with the accounting rate
• Company AD code and district code captured for the shipping documents

The Purchase Order grid, the Goods Receipt page and the Goods Issue to Cost Centre page were tidied — clearer columns, corrected line handling, and consistent behaviour between the three.

An appointment letter can now be produced directly from the Employee Master, filled from the employee’s own record — designation, department, joining date, compensation structure and terms.

• Letter templates are maintained as data, so wording and clauses are yours to change without a code release
• Company letterhead, salutation and signatory blocks resolved from the employing company
• Downloaded as a PDF ready to issue

Data migration moved from dialogs to proper pages with their own addresses — a migration workspace and a variant editor — behind a background job runner, so a large upload no longer holds the screen and its progress can be reopened later.

Tasks now record where they came from, so work raised by another module can be traced back to it. Existing tasks are backfilled by a management command.

Vendor invoices can now be loaded from a spreadsheet through the data migration workspace — download the template, fill it, upload, review the errors row by row and commit only what validates.