Industry
Medical Equipment Manufacturing
Bringing a highly customized HR and attendance platform to Omron’s 1,500+ workforce.
As a global leader in medical equipment, Omron Healthcare Manufacturing Vietnam (OHV) is dedicated to "Going for Zero" – aiming for zero heart attacks and strokes through precision monitoring technology. Operating from their state-of-the-art facility in Binh Duong, OHV manages a technically skilled workforce of 1,500 employees. In the high-stakes world of medical manufacturing, operational excellence depends not just on the quality of their blood pressure monitors, but on the precise management of the people who build them.
By replacing our outdated internal systems with Cadena Series 5, we have eliminated the administrative burden that once slowed our HR operations. Integrating our global SuccessFactors platform with a localized engine on our own Azure cloud has allowed us to automate complex local rules—from pro-rated leave to shift allowances—giving our 1,500 employees the self-service tools they deserve.
Results at a glance
Scale
Supporting 1,500 employees within a high-precision manufacturing environment.
Efficiency
Dramatic reduction in administrative work through the introduction of Employee Self-Service.
Compliance
100% digital extraction for government social insurance and tax reporting.
Integration
Seamless, bi-directional data flow with SAP SuccessFactors (Global).
The challenge
Bridging global HR standards with local operational complexity
For a multinational manufacturing giant, maintaining a unified global vision is critical for supply chain stability. However, Vietnam's labor landscape features intricate statutory requirements, specialized shifts, and unique social benefit structures.
A significant hurdle was that Omron's internal legacy systems were outdated and lacked Employee Self-Service (ESS) functionality. This technical gap meant that even simple tasks—such as updating personal profiles, checking payslips, or requesting leave—required manual paper-based processes or direct HR intervention. This led to a staggering amount of administrative work for the HR team and store managers, diverting their focus from strategic manufacturing goals.
OHV needed a solution that could harmonize their global corporate "Source of Truth" (SAP SuccessFactors) with a localized engine that could eliminate administrative friction through automation and digital self-service.
The scope
Digital HR transformation
Launched in 2025, the first phase of the project established a fully integrated digital ecosystem using Cadena HRM Series 5. This implementation replaced legacy processes with a modern, web-based framework designed for scalability and transparency.
SAP SuccessFactors integration
A standardized integration ensures that all employee profiles and contractual information flow directly from SuccessFactors into Cadena, serving as the master data input for all regional operations.
Time Attendance & Payroll
A centralized engine that automates the transition from the factory floor to the back office. It tracks complex manufacturing shifts, rosters, and overtime in real-time, feeding this data directly into the payroll module to ensure 100% accurate statutory calculations and social insurance processing.
Employee Self-Service (ESS) Portal
A unified digital experience for staff to manage their Profiles, Leave, Overtime, Time Attendance, and Payslips directly from their mobile devices or workstations.
Internal cloud infrastructure
To ensure maximum data security and alignment with global IT standards, the cloud environment is managed internally by Omron on Microsoft Azure, providing a robust and compliant hosting foundation.
The benefits
Compliance through extensive customization
1
Advanced leave & benefit logic
The system was engineered to handle specialized Vietnamese labor nuances and Omron-specific benefits:
• Special leave management: Automation of quarterly "special leave" entitlements, including pro-rated calculations for employees who have not worked a full year.
• Specialized annual leave: Automatic addition of extra leave days for special labor subjects (such as those in hazardous roles) upon signing official contracts.
• Attendance-linked benefits: Automated logic for "Saturday benefits," where employees only qualify for paid Saturdays if they meet a minimum threshold of paid days in a period.
2
Shift & overtime precision
To ensure fairness and legal compliance in a high-overtime environment, the system includes:
• Multi-type overtime tracking: Real-time tracking of progressive overtime hours according to both Vietnamese Labor Law and Omron's internal corporate policies.
• Strict punch integrity: A custom rule prevents "forget-to-punch" corrections on the mobile app if both entry and exit times are missing, requiring formal HR intervention to maintain data integrity.
• Automated shift allowances: System-calculated "Shift PC" allowances for employees working rotating shifts, ensuring accurate compensation for night and evening rotations.
3
Proactive compliance & safety
The platform acts as an automated compliance officer for the HR team:
• Special labor subject management: Dedicated tracking lists for disabled workers, pregnant employees, and those raising small children to ensure they receive mandatory statutory protections.
• Attendance warnings: Automatic alerts sent to HR and managers when an employee is absent without permission for 5 cumulative days, enabling rapid response to potential staffing issues.