Review HR documents while people decisions stay with your team
PugID analyses Human Resources (HR) documents stored in Google Drive or SharePoint. A team member selects an HR-specific question. PugID finds the relevant files and delivers a structured result built from those documents. The HR team can then compare the result against source files and governed HR systems before applying it to a people, compliance or workforce review.
A routine HR review can turn into a search across sensitive records
A contract review may rely on agreements, renewal trackers and manager notes. A recruitment update may hinge on role briefs, candidate-stage reports and meeting records. Training or policy work can leave its own trail of versions and exceptions. HR work has a long memory: a small note in one file can follow a person long after the meeting that produced it.
PugID operates at this document layer. It uses a chosen HR question to locate relevant files in connected Google Drive or SharePoint folders and return a structured result. It is not a replacement for HRIS, applicant tracking, payroll, learning, timekeeping or live business-intelligence systems. Governed employee records and current status should still be verified in their source systems.
What HR can review using approved documents
The supplied HR catalogue covers contract, recruitment, training, development, policy and compliance questions.
Go from approved folders to a reviewable result
Connect approved folders.
Link only the Google Drive or SharePoint locations that hold the HR documents authorised for the review.
Pick one HR question.
Select the prompt that fits the contract, recruitment, training, policy or compliance task.
Examine the structured result.
Compare it against source documents and governed HR systems, fix errors and assign an authorised owner before acting.
Preserve professional judgement and fairness in the workflow
HR documents may contain outdated terms, incomplete context, sensitive personal data and comments shaped by a single moment in time. A structured result can make gaps or inconsistencies easier to spot, but it cannot determine how a person should be hired, paid, evaluated, promoted, disciplined or dismissed. A neat summary can still conceal a messy source.
Involve an authorised reviewer who is familiar with the applicable policy, legal requirements, context and source quality. Do not use PugID output as the only basis for an employment decision. Watch for missing records, unwarranted inferences and unfair effects before the result influences a person. The value is space to review, not permission to decide by shortcut.
Keep personal data and access within scope
PugID states that connections are encrypted, credentials are not stored, and documents and results are not kept permanently. It further states that temporary analysis data is automatically removed after eight hours.
Prior to connecting contracts, payroll material, candidate records, leave information, performance reviews or protected-characteristic data, verify lawful purpose, folder permissions, contractual terms, processing details, retention rules and internal policy. Limit personal data, restrict access and use synthetic content in public screenshots.
Run one low-risk HR review with a controlled document set
Start with a bounded task such as policy changes, training completion or document gaps. Compare the result against the underlying files and governed HR system. Log omissions, conflicts, corrections and reviewer acceptance before weighing a broader or person-level use case.