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AI GO
By function

AI for HR

Half of HR’s time goes on reconciling clock-ins, chasing approvals and calculating overtime. AI GO runs employee records, attendance, shifts and payroll on one system so HR can get back to hiring and retention.

Automatic
attendance anomalies and leave clashes flagged
One pass
rosters built without endless revisions
Monthly
payroll calculated from your own rules

What you are probably dealing with

Month-end reconciliation is punishing

One file from the clock, one for leave, one for overtime. All three have to be matched by hand, and every retroactive punch, overnight shift or public-holiday swap becomes a manual calculation.

Nobody knows whose desk an approval is on

Leave, overtime and travel requests go out on paper or through chat, then vanish. When staff ask, HR has to chase managers one at a time.

The roster is permanently being redone

Shift teams are scheduled in Excel. One person calls in sick and the whole sheet is rebuilt — then everyone has to be told individually, and not everyone reads it.

Talent data lives in a folder of CVs

Candidates interviewed, internal promotions and training history are all kept separately. When it is time to review the workforce, the only source is what HR happens to remember.

Before and after

Before

  1. 1Clock-ins, leave and overtime reconciled by hand at month-end
  2. 2Approvals run on paper or chat; status has to be chased
  3. 3Rosters built in Excel and rebuilt on every change
  4. 4Payroll calculated and checked line by line
  5. 5Talent and training records scattered across files

With AI GO

  1. 1Attendance data is consolidated and anomalies flagged
  2. 2Approvals run online with visible stages and status
  3. 3Rosters live in the system; a change touches only who it affects
  4. 4Payroll calculated from your rules, with people reviewing
  5. 5Employee history consolidated and reportable at any time

Modules involved

The core HR system can stand alone. If you already run another HR platform, connect the sync module and simply bridge the data.

通用 · 中小企業人資管理系統

以 AI GO 內建人資薪資表為核心的中小企業後台：組織、排班打卡、差勤簽核與一鍵薪資結算。

Operations

AI 人才招聘管理

招聘全流程管理：職缺需求審核、應徵者管線看板、面試安排與評核、報到轉正職，並以 OpenAI 提供 JD 撰寫、履歷智能篩選、面試題綱生成與招聘漏斗診斷。職缺／部門／員工／專業資格皆直接讀寫 AI GO 內建人事資料表。

Operations
Browse all modules

Platform capabilities

Your shift rules, not someone else’s

Rotating shifts, two-shift operations, exempt roles, flexitime — every company differs. Rather than changing your policy to suit the software, the app is generated from your actual rules.

Layered access for pay and personal data

Who can see salary, who is limited to their own department, who exported a roster — all scoped and logged. The sensitivity of HR data is handled at the platform layer.

Approvals and reminders that do not rely on memory

Leave clashes, overtime thresholds, probation end dates, certification expiry — configure each once and the system raises them.

Keep the HR system you have

Already on something like MAYO Apollo? Connect the sync module to bridge the data and evaluate consolidation on your own timeline.

Labour cost you can recover

For an 80-person company with a two-person HR team at an average loaded rate of NT$340/hour, here is the monthly labour cost you can recover:

Reconciling attendance and leave

Concentrated at month-end

Hours / month
32 hrs
Hourly rate
NT$ 340
Recovered / month
NT$ 10,880

Chasing and tracking approvals

Hours / month
18 hrs
Hourly rate
NT$ 340
Recovered / month
NT$ 6,120

Building rosters and notifying changes

Hours / month
24 hrs
Hourly rate
NT$ 300
Recovered / month
NT$ 7,200

Payroll calculation and checking

Requires senior staff

Hours / month
20 hrs
Hourly rate
NT$ 420
Recovered / month
NT$ 8,400

HR reporting and workforce review

Hours / month
12 hrs
Hourly rate
NT$ 420
Recovered / month
NT$ 5,040
TotalNT$ 37,640

These figures assume a typical staffing profile. Real numbers depend on your team size and process — we rerun the model with your own data during a consult.

FAQ

Our shift rules are unusual. Can the system handle them?
This is exactly where AI GO differs from packaged HR software. Packaged tools sell you someone else’s shift logic and expect you to adapt; AI GO starts from how you actually schedule and calculate, then generates to that. Unusual rules are the default assumption, not a paid extra.
How secure is payroll data?
Layered access is a platform capability: who can see salary fields, who is scoped to their own department, and who exported a roster are all controlled and logged. Deployment shape can also be discussed against your security requirements.
We already run an HR system. Must we replace all of it?
No. Start with whatever hurts most — usually rostering or attendance reconciliation — and bridge the rest through the sync module. Decide how far to consolidate once you have seen it work.
Could payroll go wrong during the transition?
Adoption includes a parallel run against several past periods of your real data; you only switch when both sides agree. That is the standard Forward Deployed Engineer approach — nobody asks you to go live unverified.

Further reading

企業 AI 導入

台灣中小企業找 FDE 實戰指南：30 天 AI 落地不是夢

你聽說了 FDE 前線部署工程師，但不知道怎麼找、費用多少、能做什麼？本文用台灣真實案例說明，FDE 如何幫中小企業在 30 天內完成 AI 導入。

企業 AI 導入

FDE、傳統顧問、IT 部門：台灣企業 AI 導入該選哪個？

台灣企業導入 AI 有三條路：找傳統管理顧問、靠自己的 IT 部門、或引入 FDE 前線部署工程師。三者差異是什麼？哪種適合你的公司？

企業 AI 導入

FDE 是什麼？前線部署工程師完整指南（2026 台灣版）

FDE（Forward Deployed Engineer，前線部署工程師）是目前台灣最熱門的 AI 職缺，比 AI 科學家還搶手。本文從零解釋 FDE 是什麼、做什麼、為什麼台灣企業現在最需要他。

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