ADAMi Resources: HR Platform with 1C and Digital Signature

Since July 11, 2026, the Digital Code has been in effect in Kazakhstan, replacing the 2003 law "On Electronic Document and Digital Signature." The principle remains: a document signed with a digital signature from the National Certification Authority of the Republic of Kazakhstan (NCA RK) is legally equivalent to a paper with a handwritten signature. However, in most large companies, the leave application process is still old-fashioned: print it out, get it signed by the manager, take it to HR, lose it, print it again. In a company with more than a thousand employees, there are hundreds of such applications per month, and each goes through three to four pairs of hands. We calculated in one of the implementations: the full cycle of paper leave approval took an average of three to five working days. In electronic form with a digital signature — from fifteen minutes to a couple of hours, depending on the promptness of the approvers.

At West Star Ltd, we have been developing and implementing ADAMi Resources for over a year — an HR platform built around two ideas: personnel data should come from 1C without manual duplication, and personnel documents should be signed with a digital signature and have full legal force. The platform is already operational with clients whose names we do not disclose due to contractual conditions, and interest in it is steadily growing — primarily from companies with more than a thousand employees, where manual HR document management becomes a separate profession. In this article, we'll explore what's inside, why the architecture is the way it is, and where the system's honest limitations lie.

WHY 1C REMAINS THE SOURCE OF TRUTH

The main architectural decision of ADAMi Resources is 100% synchronization with 1C. HR accounting in Kazakhstani companies is almost always conducted in 1C: hires, transfers, dismissals, leave balances, staffing schedules. Any HR platform that proposes to maintain these same data in parallel creates the classic problem of two sources of truth: numbers in systems inevitably diverge, and after six months, no one knows which leave balance to trust.

We took a different path. In ADAMi Resources, data about employees, positions, tenure, and leave balances come from 1C and are not manually edited. An employee sees exactly the same figures in their profile as HR sees in the accounting system. Not "approximately the same" — exactly the same. If an employee finds an error in their data, they do not edit the field directly but press a button to request a change: HR makes the correction in 1C, and it automatically comes back to the platform. The accounting contour remains intact, and "staffing" reconciliations between systems cease to be a monthly ritual.

A separate detail appreciated by HR: leave balances are calculated by working years, from the employee's hire date, as required by the Labor Code, not by calendar years. The profile shows the entire history: how much was accrued for each working year, how much was used, how much carried over. This removes a good half of the typical employee questions to HR.

LEAVE IN FIFTEEN MINUTES AND WITH FULL LEGAL FORCE

The heart of the platform is absence requests. An employee creates a request: paid leave, unpaid leave, business trip, overtime, or compensatory time off. The system immediately shows the available balance and warns if more than accumulated is requested. The application is automatically generated according to the company's template — no need to attach scans.

Next is the signature. The employee signs the application with their digital signature from the NCA RK through NCALayer, using the same key they use to sign documents on egov.kz. Approvers — in a customizable chain: immediate supervisor, project manager if necessary, and finally HR — also sign with their digital signatures. The result is a PDF package with all cryptographic signatures, legally equivalent to a paper application with live signatures. A QR code is printed on the finished document: anyone who scans it with a phone will land on a verification page and confirm that the document is genuine and the signatures are valid.

An employee can see at any moment where their application is in the chain and who exactly has it now. The question "what's up with my leave" dies as a genre. Rejection is only with a reason, with the possibility to respond, adjust dates, and resubmit. The manager, on their side, sees incoming applications, the employee's balance, and the department's absence calendar — decisions are made in context, not blindly.

EMPLOYEE DIRECTORY AND HR ARCHIVE WITHOUT FOLDERS IN THE CABINET

The second major block is a unified employee directory: both current and former employees. For current employees, it's a directory of colleagues with search, organizational structure, and cards: position, department, manager, history of appointments and transfers within the company. For HR — a complete archive: the card of a dismissed employee with history and documents does not disappear but remains accessible. When a former employee requests a copy of an order for pension calculations two years later, the document is found in a minute, not after a day of digging in the archive.

Any personnel document of an employee — order, contract, application, additional agreement — is available in their card in electronic form. In one of the implementations, the platform holds an archive of thousands of documents for a staff of over 1200 people, distributed across about a hundred sites and branches, and this is a daily workload, not a showcase scenario.

A separate tab is permits: medical examinations, certificates, safety training. The system itself monitors expiration dates and notifies both the employee and HR in advance of the impending expiration. For production and field companies, this is direct savings: fewer situations where a person arrives at a site, and their medical examination is expired and access is closed.

RECRUITING: KANBAN, AI-RESUME, AND OFFER IN TWO CLICKS

The third block is a full-fledged recruiting section. Vacancies and candidates live on Kanban boards: each vacancy is a funnel with stages, candidates move through columns from response to starting work. The recruiter sees the entire picture for the vacancy on one screen: who is in screening, who is in interviews, who has been sent an offer.

Two things that save the recruiter the most time, we automated with AI. The first is resume formation: the system parses the candidate's original resume and assembles a neat resume according to the company's corporate template, including a version without contact details — for submission to the recruitment client. The second is the offer: the job offer is generated from a template based on the candidate's data and vacancy, leaving only verification and sending. What used to take an hour of manual layout in an editor has turned into a couple of minutes of verification.

Around this is everything that a recruitment system should have: candidate cards with history, interviews and evaluation sheets, tasks, correspondence, documents, and consents for personal data processing. A closed vacancy seamlessly flows into the HR contour: the candidate becomes an employee, and their data is not re-entered.

WHAT ELSE IS INSIDE

In addition to the three major blocks, the platform includes an absence calendar — who is on leave, sick leave, or business trip, with a "currently absent" widget on the main page; accounting for assigned assets — laptops, phones, tools; a knowledge base with company regulations, instructions, and document templates. Everything works in a browser without installing programs, the interface is adapted for the phone. For the employee, the platform becomes a single entry point for everything related to their work — from leave balance to business trip processing instructions.

LIMITATIONS AND WEAK POINTS

An honest analysis, without it the picture is incomplete.

1. The platform is designed around 1C as the source of HR data. If accounting is conducted in another system or in tables, the main advantage — a single source of truth — will require a separate integration project, and implementation timelines will increase.

2. Digital signature requires NCALayer and a valid NCA RK key for each participant in the chain. Keys expire, NCALayer may not be launched — at the start, this is the most common reason for support requests, and short employee training is indispensable.

3. Data quality at the input is the client's responsibility. If duplicates and unresolved appointments have accumulated in 1C for years, synchronization will honestly transfer all this mess. From experience, data verification during implementation takes a noticeable part of the project budget.

4. Performance modules — goals, OKR, regular performance evaluations — are not yet developed in the platform. Companies needing a full performance management cycle will have to cover it with another tool today.

5. AI functions in recruiting speed up work but do not cancel human verification: parsing an unusually formatted resume may lose or confuse details. We intentionally left the final word to the recruiter.

6. Implementation in a company with over a thousand people is not "buy and turn on": setting up approval chains, templates, roles, and training takes weeks, not days. This is the price for the system adapting to the company's processes, not vice versa.

PRACTICAL CONCLUSION

For HR specialists: see how much time you spend on paper applications, balance reconciliations with 1C, and searching for documents in the archive. These are three processes that the electronic HR contour almost completely eliminates — they are the starting point for evaluating any HR platform.

For HR and IT managers: the key question when choosing a system is where the source of truth for HR data lives. If the platform proposes to maintain accounting in parallel with 1C, budget for constant reconciliations. If it synchronizes — check the depth: does it pull balances by working years, appointment history, dismissed employees.

For the owner and CEO: electronic applications with digital signatures are not only about speed but also manageability: every application leaves a trace, every approval — a signature, every document is verified by QR code. In a company with a thousand people, this translates HR document management from a zone of constant operational noise into a process that simply works. Request a demonstration with your data — a day of platform operation on a real staff will say more than any presentation.

FREQUENTLY ASKED QUESTIONS

Question: Our HR accounting in 1C is heavily customized, can synchronization handle it?
Answer: Yes, in most cases. The exchange is built on standard 1C mechanisms and is configured for the client's configuration. Non-standard customizations are analyzed at the survey stage — that's why implementation starts with an audit of the accounting base, not with platform installation.

Question: Will applications signed with a digital signature be accepted by the labor inspectorate and court?
Answer: Yes. A document signed with a digital signature from the NCA RK is legally equivalent to a paper document with a handwritten signature — this principle was in effect under the 2003 law and is preserved in the Digital Code effective from July 2026. Each document is stored with cryptographic signatures of all participants and verified by QR code.

Question: What does an employee need to sign an application?
Answer: A digital signature key from the NCA RK — the same as for egov.kz — and NCALayer installed. No separate programs or tokens are required, everything works in a regular browser, including from a home computer.

Question: How long does implementation take?
Answer: It depends on the state of data in 1C and the complexity of approval chains. A typical project for a company with several hundred or thousand employees — from several weeks to a couple of months: data audit, synchronization setup, templates and chains, pilot group, training, and launch.