Odoo HR Functional Training in Bangladesh: Course Guide
What Odoo HR functional training covers in Bangladesh: employees, contracts, attendance, Labour Act 2006 leave, and the handoff to payroll with bonus and PF.
Updated Applies to Odoo 17 to 19By Odoo Bangladesh Community
Odoo HR functional training teaches you to set up the people side of a Bangladeshi organisation on Odoo 17 to 19: employees and departments, contracts with basic, house rent and medical components, working schedules for a two-shift factory, attendance from a biometric device, leave types that follow the Bangladesh Labour Act 2006, and the data a payroll run will need later for festival bonus, provident fund and overtime at double rate. It is the fourth topic in the functional track, after Manufacturing, and it deliberately stops at the edge of payroll so you learn what HR must get right before salary rules are touched.
Learning outcomes
By the end of this topic you should be able to:
- Create the company structure: departments, job positions, managers and the employee hierarchy.
- Enter an employee record with the fields a Bangladeshi employer needs: NID, TIN, bank account for salary transfer, bKash number for casual workers, and emergency contacts.
- Create a contract with a wage broken into basic, house rent, medical and conveyance, and a working schedule for day shift and night shift.
- Configure leave types and accrual plans for casual, sick, earned and maternity leave under the Labour Act 2006, with approval flows.
- Record attendance from a biometric import and reconcile it with the schedule to find overtime hours.
- Explain which HR data feeds payroll and which decisions (bonus, PF rate, tax) belong to the payroll discussion.
- Produce the reports a people team asks for in the first month: headcount, joiners and leavers, leave balances and attendance summary.
Prerequisites
No previous Odoo topic is strictly required, but the track order places HR after Manufacturing because factory shifts and work centres make the scheduling sessions concrete. Read the HR module page and skim the Payroll module page so the handoff makes sense. Know the basics of the Labour Act 2006: working hours, overtime, leave entitlements and festival bonus practice.
Syllabus outline
| Session | Topic | Exercise |
|---|---|---|
| 1 | Company structure: departments, jobs, managers, employee import | Import 50 employees from a spreadsheet |
| 2 | Employee record: personal, work, private, Bangladesh identifiers | Complete one record fully, including NID and TIN |
| 3 | Contracts: wage components, schedules, contract types, probation | Create day-shift and night-shift contracts |
| 4 | Working schedules, public holidays, Eid and Puja calendars | Build the 2026 to 2027 holiday calendar |
| 5 | Time off: leave types, accrual plans, approvals, Labour Act rules | Configure casual, sick, earned and maternity leave |
| 6 | Attendance: check-in, biometric import, overtime detection | Import a week of attendance and find overtime |
| 7 | Handoff to payroll: salary structure preview, bonus, PF, overtime | Preview one payslip without posting it |
| 8 | HR reports, document expiry, onboarding, UAT script | Write a UAT script for an HR go-live |
Practice exercises
Exercise 1: Employee with festival bonus and PF. Consider a hypothetical employee, Rafiqul Islam, sewing operator grade 3 at a Gazipur knitwear factory, joined 1 July 2024. Create the employee record with NID, TIN (optional for his grade), a Dutch-Bangla Bank account for salary and a bKash number as fallback. Create a contract with gross BDT 15,000 per month split as basic BDT 8,500, house rent BDT 4,250, medical BDT 1,250, conveyance BDT 1,000. Mark the contract as eligible for provident fund at 8 percent of basic with matching employer contribution (Labour Act 2006, section 264, allows 7 to 8 percent, and the amendment effective 17 November 2025 makes PF mandatory for employers with 100 or more permanent workers, with Progoti universal pension as an alternative), and for two festival bonuses per year at one basic each. In session 7, preview a payslip for a month with 12 overtime hours at double the hourly basic rate and confirm the figures: basic hourly rate on 208 hours, overtime BDT 980 rounded, PF deduction BDT 680.
Exercise 2: Shift schedules. Create two working schedules: day shift 8:00 to 17:00 with a one-hour break, and night shift 20:00 to 05:00. Assign 30 employees to each. Add Friday as the weekly holiday. Check that the leave calculation for a Thursday to Saturday leave request counts only Thursday and Saturday.
Exercise 3: Leave under the Labour Act 2006. Configure casual leave of 10 days per year with no carry forward, sick leave of 14 days, earned leave accruing at 1 day per 18 days worked for factory workers, and maternity leave of 16 weeks. Request, approve and refuse leaves for three employees and check the balances. Explain which approval goes to the line manager and which to HR.
Exercise 4: Attendance and overtime. Import a CSV of one week of biometric punches for 10 employees. Find the three who worked more than the scheduled hours and calculate the overtime hours that will be passed to payroll. Note the Labour Act limit on overtime and flag anyone who exceeded it.
Exercise 5: First-month reports. Produce headcount by department, joiners and leavers for the month, leave balances for one department and a document expiry list for employees whose contracts end in the next 60 days.
Recommended order
The previous topic is Manufacturing. The next and final topic is Point of Sale. If your batch goes on to an advanced payroll module, the HR data you set up here is the starting point for it.
Where it leads
HR and payroll consultants have steady demand in Bangladesh because every organisation with more than 50 staff has the same problems: attendance, leave disputes and a payroll that takes a week. The career guide functional track describes how HR specialists often move into the services industry and NGO implementations, where people processes dominate. Combined with the Accounting topic, this prepares you to scope a full payroll project with the right questions.
Frequently asked questions
Does this topic cover payroll?
It covers the HR data that payroll depends on and one session on salary structures so you can see the handoff. Full payroll configuration for Bangladesh, including tax slabs and bank files, is on the Payroll module page and is usually a separate advanced batch.
Can Odoo apply Bangladesh Labour Act 2006 leave rules?
Yes, through leave types and accrual plans: 10 days casual, 14 days sick, annual leave earned at 1 day per 18 worked for factory workers, and 11 festival holidays. You configure these in the batch and test them on a hypothetical employee.
Is HR available in Community edition?
Employees, departments, contracts, time off and attendance are available in Community for Odoo 17 to 19. Payroll, appraisals, referrals and the planning app are Enterprise. Many Bangladesh projects use a community payroll module on Community edition.
How is the festival bonus handled?
As a salary rule in the payroll structure, usually two bonuses per year of one basic salary each, paid before Eid. The HR topic shows you where basic salary lives on the contract so the rule can read it later.
Next step
Read the functional syllabus for the full programme and check the training page for the next batch. Odoo releases a new major version every October, so confirm the version before you start.