HR & Recruitment · Employment Act 1955 · Proposed AI Governance Bill
Automated hiring
now needs a
paper trail.
Every rejected candidate, performance-managed employee and AI-assisted termination decision is a Significant Decision worth explaining — Employment Act 1955 obligations already apply, and Malaysia's proposed AI Governance Bill is under public consultation. DecisionCore gives you a formal explanation report at the point of every decision — before the dispute, not after.
AI governance in Malaysia
Proposed
The AI Governance Bill is proposed and under public consultation (July 2026). Employment Act 1955 protections already apply to every dismissal decision, AI-assisted or not.
Per-candidate output
PDF + Log
Every hiring decision generates a formal explanation PDF (for the candidate) and an audit record with a verifiable fingerprint (for your HR compliance file).
PDPA coverage
Full
Employee data is personal data under the PDPA, and can include sensitive personal data such as health records. Granular consent records and 72-hr breach detection are included in every tier.
Use cases
Every decision
that affects a person.
If your HR system uses AI to score, rank, or flag individuals — and that output affects their employment — it is a Significant Decision. These are the most common HR applications.
Talent acquisition
Candidate Screening
AI-driven CV scoring, shortlisting, and initial screening decisions. Every rejected candidate should be able to find out why their application did not proceed. DecisionCore generates a formal explanation at the point of rejection — not months later when a dispute arrives.
Performance management
Performance Review Decisions
AI-assisted performance ratings, improvement plans, and promotion decisions that materially affect an employee's career fall within the Significant Decision definition. DecisionCore traces each rating back to the input criteria and policy provisions cited.
Employment termination
Dismissal & Redundancy
AI-assisted retrenchment selection and dismissal decisions are the highest-risk area under the Employment Act 1955. DecisionCore provides a formal, timestamped explanation record that demonstrates fair and documented reasoning — useful in Industrial Court proceedings.
Payroll & benefits
Benefits & Payroll Exceptions
Automated payroll exception flags, bonus eligibility decisions, and benefits allocation logic that uses AI scoring should be explainable. DecisionCore integrates with your payroll system via REST API — one call per exception, one explanation per record.
Reference Scenario (illustrative) — HR Tech
Prisma Data Sdn Bhd (fictional)
Malaysian HR and payroll SaaS platform processing 1.2 million employee records monthly. How a payroll exception pipeline could use DecisionCore to explain every payment hold.
See the scenario →
How it works
One API call.
Dispute-ready output.
DecisionCore integrates with your HRIS, ATS, or payroll system via REST API. Send the decision — receive a formal explanation report. Works with any system that can make an HTTP POST request.
01
Send the decision
POST the hiring or HR decision and candidate/employee context to the API. Processed on TechnoNet's own servers in Kuala Lumpur — never sent to a third-party AI service.
POST /explain
{
"decision": "Application rejected",
"subject_description":
"ATS score 58/100, threshold 65",
"sector": "hr",
"tenant_id": "my-company"
}
02
DeepSeek R1 reasons
DeepSeek R1 matches the decision against your regulatory corpus — Employment Act 1955, company HR policy and the AIGE principles — and constructs a traceable reasoning chain. Every step stored verbatim.
Matching EA1955 s.14...
Company HR policy §4.2
AIGE — transparency
Generating explanation...
Audit ID: ADMT-EXP-7c9d2a
03
Deliver the report
A formal A4 PDF is generated — Employment Act citations, the AI's full reasoning chain, and a plain-language rights notice. Ready for the candidate or an Industrial Court hearing.
ADMT-EXP-7c9d2a.pdf
· Decision summary
· Employment Act cites
· AI reasoning chain
· Candidate rights notice
What you get
Built for
HR compliance.
📄
Employment Act-Ready Reports
Every decision generates a PDF citing the specific Employment Act sections and company policies behind it. Written to support your position in Industrial Court proceedings — generated at the point of decision, not retrospectively.
✅
Granular Consent Records
The PDPA requires consent to process employee personal data for specified purposes. DecisionCore logs every consent grant and withdrawal immutably — consent_version and purpose_id per record.
🚨
72-hr Breach Detection
Employee data is personal data under the PDPA. DecisionCore's automated breach detection monitors your application logs continuously and alerts your DPO to breach indicators — with a full record to support any notification to the PDP Commissioner.
🔒
Hosted in Malaysia
The reasoning model, embedding model and regulatory corpus run on TechnoNet's own servers in Kuala Lumpur. No HR data is sent to any third-party service. Explanation records are kept in full for 12 months, then reduced to a verification record; Enterprise keeps everything inside your own network.
🔗
HRIS & ATS Integration
Standard REST API (POST /explain) and MCP server. Integrates with SAP SuccessFactors, Workday, Greenhouse, Lever, or any home-grown HRIS via HTTP POST. No middleware. No vendor lock-in.
📋
Audit Trail with Retention
Every decision record is append-only in PostgreSQL, with an Audit ID and a record fingerprint. The full record is kept for 12 months — longer than the window for most dismissal claims — then reduced to a verification record kept for 7 years. Keep your own copy of each report for Industrial Court or PDP Commissioner requests.
Be ready
before the dispute.
3 free explanation reports. No credit card. Hosted in Malaysia, no third-party AI.