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Solution Overview
HR Management Module
Human Resource Module
Independent Module
Multinational HR
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HR System for Multinational Enterprises

Cross-border HR Management Across Southeast Asia, Vietnam, And China

ARES HCP HR system features flexible matrix-based parameter configuration, enabling compliance with local regulations through configuration alone—without customization. This includes management policies, local regulations, currencies, and tax structures. The system supports multi-language, multi-group, multi-company, and multi-site operations, and provides consolidated group-level reporting to help enterprises rapidly capture overseas markets and business opportunities. HCP has been successfully deployed by over 500 large enterprises, with customers across Taiwan, Mainland China, Vietnam, Thailand, Indonesia, and the Philippines.

In response to globalization, enterprises must navigate frequently changing regulations in Vietnam, complex social insurance rules and province-specific laws in Mainland China, diverse regulatory and tax systems across Southeast Asia—including Thailand and the Philippines—and Taiwan's labor regulations such as the one-fixed-one-rest policy. Choosing HCP enables enterprises to address cross-border compliance challenges, accelerate business expansion, and enhance overall operational performance.

HCP Multinational Service Features

  • Multi-language Support

    Supports multiple languages including Chinese, English, Vietnamese, Thai, and Indonesian.

  • Cross-border HR Access Control

    Role-based access control by region, department, job category, job level, and employee type.

  • Local Regulatory Updates

    System updates are provided in line with local regulatory changes, ensuring ongoing compliance.

  • Professional Consulting Support For Implementation

    Professional consultants assist with requirement clarification, system implementation, and share HR best practices.

  • International-grade Security Standards

    Utilizes Oracle database encryption to ensure enterprise-sensitive personal data remains fully protected.

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  • Professional Consulting Support For Implementation

    Professional consultants assist with requirement clarification, system implementation, and share HR best practices.

  • International-grade Security Standards

    Utilizes Oracle database encryption to ensure enterprise-sensitive personal data remains fully protected.

HCP Multinational Service Features

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Addressing Vietnam's highly frequent regulatory changes Approximately 4–5 times more frequent than Taiwan

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Meets labor inspection requirements, and supports enhanced audits by clients and third parties

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Reduce risks caused by human error, including cost losses or regulatory penalties

  • Social Insurance Regulations

    Configurable insurance IDs by country and factory location

  • Social Insurance Data

    Configurable local insurance parameters with selectable salary bases, fixed rates, fixed amounts, or tiered brackets

  • Night Shift Allowance

    Flexible configuration of multipliers and amounts to support varying allowance rates across Vietnamese enterprises

  • Insurance Authorities

    Regional insurance authorities configurable by country and factory location

  • Overtime Pay And Taxation

    Compliant with Vietnamese regulations, with different wage and tax multipliers by overtime type

  • Severance Compensation

    Regional insurance authorities configurable by country and factory location

  • Insurance Tax Amounts

    Compliant with Vietnam's five-insurance-and-one-fund system, including dependent-related considerations

  • Childcare Allowance

    Configured according to Vietnamese law for allowances granted per child below specified ages

  • Overtime Hours

    Automatic calculation of overtime hours to prevent discrepancies between actual and recognized hours

Best Practice : Compal Electronics, Gemtek technology, Alpha Networks, Askey Computer, TSMT, Asian Power Devices

HR Management for Southeast Asia and Mainland China

ARES HCP HR system can be configured based on different accounting items, currencies, and calendars within a corporate group. Different business units can also apply distinct payroll, attendance, and reward-and-discipline management mechanisms. This helps enterprises establish HR management frameworks across Southeast Asia, unify HR operations across Greater China, and enhance overall group operational efficiency.

  • UI

    Supports multi-company and multi-language login for group enterprises

  • UI

    Supports group-based organizations with company-specific departments, employees, organizational roles, and data access permissions

  • UI

    Payslips can be configured in multiple languages by payroll item; even within the same company, payslips can be issued in different languages

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Key HR Regulatory Features In The Philippines
  • Monthly and bi-weekly payroll
  • Definition of regular working hours and periodic supplemental payments or deductions
  • Three mandatory insurances: Social Security System (SSS), Philippine Health Insurance Corporation (PHIC), and Home Development Mutual Fund (HDMF)

Best Practices : AcBel Polytech, Sunon, Yang Group

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Key HR Regulatory Features In Thailand
  • Monthly and bi-weekly payroll
  • Income tax calculation based on annual average method
  • Definition of regular working hours, overtime pay calculation, social insurance rules, and severance compensation
  • Unused annual leave compensation calculated based on daily or monthly salary

Best Practices : Chicony Electronics, XAVi Technologies, Chicony Power, Dexter co.

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Key HR Regulatory Features In Mainland China
  • Different tax rates and insurance systems by region
  • Five insurances and one housing fund system

Best Practices : MSI, Compal Electronics, CMP Group, TSMT, Global Lighting Technologies, Gemtek Technology, Foxemicon Integrated Technology, Collins Group