pplPortal 
Digital HR, end to end.
Four integrated modules: employee file, performance, attendance and recruitment. With an AI engine for forecasts.
What it is,
in context.
pplPortal is INFOS's digital HR platform, structured into four modules that activate progressively (Core, Advanced, Evolution, Talent) and can be enriched with AI layers for analysis and forecasts. It is used by companies with 50 to 5000 employees in diverse sectors — textiles, retail, industry and distribution.
Its strength lies in combining three rare qualities: real functional depth, a modular architecture that lets you start small and grow, and Portuguese compliance built in from the start (Social Security, SAF-T, GDPR, Labour Code). In fast-growing companies, it replaces a constellation of disconnected tools with a single platform, reducing administrative costs, improving the quality of people data and freeing the HR department for strategic work.
Features
your team
will feel.
- 01pplCore — employee file and contracts
- 02pplAdvanced — performance and training
- 03pplEvolution — attendance, shifts and timesheets
- 04pplTalent — recruitment and talent management
- 05Predictive AI engine (absenteeism, performance)
- 06Generative AI via WhatsApp for employees
- 07Employee self-service
What lies beneath.
Architectural and technical decisions that set pplPortal apart from a generic product in the category.
01pplCore · the single employee file
pplCore · the single employee file
Personal data, contracts, professional history, remuneration, documents (signed contracts, proofs, certificates). It replaces dozens of scattered files with a consolidated view, with change logs and granular permissions. Integration with Payroll ensures consistency between administrative data and salary processing.
02pplAdvanced · performance, skills, training
pplAdvanced · performance, skills, training
Performance appraisal cycles (annual, semi-annual, continuous), competency matrices by role, individual training plans, 360º feedback, cascaded objectives in OKR style. The employee has visibility of their goals and progress; the hierarchy has tools for structured conversations.
03pplEvolution · attendance, rosters, shifts
pplEvolution · attendance, rosters, shifts
Management of attendance, overtime, holidays, timesheets, simple clocking, anomalies and store or operation rosters. It integrates with time clocks and approval workflows — for companies with distributed teams, retail with variable schedules or industry with shifts.
04pplTalent · recruitment and talent
pplTalent · recruitment and talent
Support for recruitment and selection, talent management, onboarding and internal-growth plans. It helps HR teams structure applications, decisions, internal mobility and talent development with a centralised history.
05AI in HR, without a black box
AI in HR, without a black box
The AI layers of pplPortal can analyse patterns of absenteeism, performance, training, skills and attrition risk — always in an explainable way and respecting GDPR. Every forecast should serve as support for human decision-making, with logs and context, not as an opaque automatic decision.
06Generative AI via WhatsApp
Generative AI via WhatsApp
Employees interact with pplPortal through WhatsApp — holiday requests, payslip look-ups, absence logging and questions about policies — with the AI handling the conversation in natural language and carrying out the action in the system. It lowers the adoption barrier and removes friction in operations with high turnover or mobile employees.
It talks to the rest of your ecosystem.
It integrates natively with INFOS products and with market tools via open APIs.
INFOS product- PayrollMarket solution
- Social SecurityMarket solution
- SharePointMarket solution
From assessment to go-live.
Every project is different, but the arc is stable. The phases accommodate real complexity, not an ideal schedule that does not survive the first meeting.
- 01
Phase 1 · Core
Start with the single employee file, contracts and Payroll integration. A clean foundation before adding functional layers.
- 02
Phase 2 · Evolution
Attendance, holidays, rosters and timesheets — where a significant slice of HR's administrative cost sits. Fast adoption by employees via self-service.
- 03
Phase 3 · Advanced
Performance cycles, training and skills. It requires cultural preparation — it is not an installation, it is organisational change.
- 04
Phase 4 · Talent + AI
Recruitment, talent, succession and predictive analysis. It is activated once the database already has enough history to support decisions with context.
For those who
like the detail.
Information for IT, compliance and procurement teams. If you need further detail, the INFOS pre-sales team replies within 24h.
- Cloud (INFOSCloud or Azure) or own infrastructure
- Compliance with Social Security, SAF-T, the Labour Code, GDPR
- Native integration with MULTI and with the main Payrolls (PHC, Primavera, Sage, Meta4)
- Integration with time clocks (Idonic, Timbragem, Zeus, Kronos)
- SSO via Entra ID, Google Workspace, SAML
- AI Act compliance — explainable models, auditable logs
- Multi-company and multi-country
The most common questions
about pplPortal.
Answers distilled from hundreds of implementations. Missing one? Ask us directly.
Are the 4 modules mandatory?
No. Each of the modules (Core, Advanced, Evolution, Talent) activates independently according to maturity and need. Many companies start with Core and expand as priorities dictate.Does it integrate with my current Payroll?
Yes. pplCore integrates with the main payroll systems on the Portuguese market (PHC, Primavera, Sage, Meta4). INFOS handles the field mapping during design.How does the AI engine work?
The AI layer of pplPortal can support analysis and forecasts over HR data, always with explainability, human supervision and respect for GDPR. No data should leave the customer's environment.Do employees access via an app?
Yes. Self-service for holidays, absences, expenses, documents and objectives via web and mobile. A simplified interface for the employee and a complete one for the hierarchy.Is it own infrastructure or a SaaS model?
Both. Groups with strict regulation opt for own infrastructure; SMEs benefit from the SaaS model with faster implementation and automatic updates.
Other products in the same layer.
Human capital centralised. From attendance to succession, with AI for forecasts and workflows that respect the hierarchy.
Let's talk.
We'll come back within 24h with next steps.
No complicated forms. One email or call, a team that knows your sector, and a concrete path forward — whether MULTI, MAXIRETAIL, KORA, PPLPORTAL or infrastructure.