Business growth depends on employees' capabilities and contributions. Extend your HR and payroll foundation with Recruitment, Performance Management, and Learning and Development to build human capital coverage around your organization's needs.
People management needs to support daily operations and the company's ability to keep growing.
HCM stands for Human Capital Management. This approach recognizes employees' knowledge, skills, experience, and contributions as an important part of a company's development. It covers hiring, administration during employment, performance reviews, and learning and development activities.
HCM software helps companies manage these activities and the information they need through their chosen functions. Teams can work with organized records instead of relying only on scattered documents or separate departmental files.
As organizations grow, they need to review staffing requirements, evaluate work, and prepare employee development. These activities require organized information, users who understand their roles, and processes that can be followed consistently.
Sigma HRIS stands for Human Resources Intelligence System. With Recruitment, Performance Management, and Learning and Development options, supported by the Core Module, ESS, and mobile, it can address HCM needs according to the modules used. The scope follows real requirements and the processes the company wants to manage.
Establish organized administration, then add functions that support hiring, evaluation, and development.
Companies need hiring processes suited to their work and organizational requirements. Managing recruitment information helps teams prepare and review processes involving candidates and internal participants.
With the Recruitment module, companies can discuss the workflows, information, and users required. Hiring decisions remain with the company, based on its considerations and established selection process.
Appraisals help companies review work and discuss follow-up. To organize evaluations effectively, they need to define the process, the people involved, and the information used.
The available software functions help manage the appraisal process. Authorized reviewers can assess the results and discuss follow-up in light of each employee's responsibilities and working conditions.
Job requirements can change as a company expands or adopts new ways of working. Training and development help employees build the skills needed to meet those changes.
The Learning and Development module helps organize training information and processes. The company sets development priorities, selects participants, and defines how the system will support the activities.
Employee development needs a sound administrative foundation. Employee information, attendance, payroll, and everyday services still need to be managed to keep operations organized.
The Core Module, ESS, and mobile support these needs. Companies can prepare services and settings around user roles, giving HR a clear basis for handling employee requirements.
Human capital management starts with understanding the people who work for the company. Employee records and HR administration provide the basis for daily operations. The Sigma HRIS Core Module connects HR, attendance, and payroll so they can be managed in the same system.
ESS and mobile extend services to employees. Information access and requests provide users with clear ways to handle everyday HR needs, according to the services and approval workflows configured.
Recruitment supports hiring processes. Performance Management offers appraisal management, while Learning and Development supports training and employee development. These three areas extend use beyond routine administration to the management of employee capabilities and contributions.
Choose modules for the activities you plan to manage. Then identify the information, connections between processes, and settings needed to support each user's work.
Companies do not need to buy every module at once. Initial requirements may focus on HR and payroll, followed by employee services, appraisals, or training when the organization is ready to use them.
Sigma HRIS is modular. Companies can purchase the modules they need, keeping costs more affordable and coverage focused. Preparation considers data, processes, and the readiness of the team using the system.
Extend human capital management with suitable modules, from hiring needs to employee development.
The Recruitment module helps manage hiring. Relevant information, user roles, and working procedures are prepared around the company's recruitment process.
Within HCM, recruitment is part of meeting workforce needs. System support helps organize the process, while selection criteria and decisions remain with the authorized people.
Performance Management supports the administration of employee appraisals. Companies can discuss evaluation requirements, the information used, and user roles in the appraisal process.
This module supports HCM when companies want to organize reviews of employee contributions. Its use follows company processes so appraisals can be conducted with a clear basis.
Learning and Development is an optional module for managing training and employee development. Companies can use it according to the activities and information they want to manage.
Within HCM, learning supports the development of employee capabilities. The system helps manage the activities, while the company sets development objectives and training priorities.
The Core Module provides the foundation for HR, attendance, payroll, PPh 21, and BPJS requirements. Data and settings are prepared to support administration and routine HR and payroll work.
This foundation supports HCM because performance reviews and development run alongside day-to-day HR administration. Teams can update information and review results according to their access rights.
ESS provides a dedicated employee portal for personal information, payslips, and HR transactions within the available services. Mobile adds phone access according to company needs.
The employee portal is separate from admin input menus. Employees use self-service, while authorized users handle approvals and administration through the prepared workflows and access rights.
Business Travel is an optional module for managing business trips. Companies can discuss coverage around work-related travel activities and their established processes.
The module supports employee operations where business travel is a company requirement. Selection follows priorities and the users involved.
A company expanding a business unit may need new employees while developing the skills of its existing team. Hiring needs are addressed through recruitment, while work evaluations and training are prepared around each employee group's requirements.
In this situation, Sigma HRIS offers modules for different activities: Recruitment for hiring, Performance Management for appraisals, and Learning and Development for training. Teams define the processes and information required in each area.
At the same time, employee administration, attendance, and payroll continue through the Core Module. ESS and mobile support everyday services. With the right scope, companies have system support for operations and employee development.
Managers and HR remain responsible for deciding what the organization needs and how to follow up. Sigma HRIS helps manage information and workflows so those discussions are supported by organized records.
Explore Performance ManagementChoose the functions your company needs and your team is ready to use in everyday work.
Map the needs you want to organize, such as hiring, appraisals, or training management. Identify the information required and the people responsible for those activities.
Prepare employee data and operational settings. Organized information helps users carry out processes and reduces the need to reconcile data from multiple sources.
Choose modules to match processes that are ready to run. Revisit coverage as needs develop, keeping the system relevant to your company.
Sigma HRIS is ready-to-use software with HR, attendance, payroll, and employee service modules already available. Companies can prepare an integrated HCM system without building a new HR application from scratch.
Setup can move faster once requirements, master data, and infrastructure are ready. For certain needs, Sigma HRIS can be prepared within one day. Preparation time depends on the module scope, employee data readiness, and service settings required by the company.
After setup, the support team is ready to help with usage questions and operational issues. Responsive assistance helps companies address user needs while running everyday HR and payroll services.
Understand module coverage and preparation for your company's human capital needs.
HCM software supports Human Capital Management: managing employees, their capabilities, and their contributions to the company. Depending on available functions, it can cover recruitment, administration, employee services, appraisals, and development.
Sigma HRIS offers Recruitment, Performance Management, and Learning and Development alongside the Core Module, ESS, mobile, and Business Travel. Companies can choose the functions that support their people-management and development needs.
No. Sigma HRIS is modular. Companies can buy the modules they need and discuss expanding usage when their processes and users are ready.
In Sigma HRIS, payroll is available through the Core Module alongside HR and attendance. This supports operational needs, while other modules can add performance and development coverage.
Yes. Sigma HRIS offers On Premise and Private Cloud options according to company infrastructure, user access, and data management needs.
Sigma HRIS is ready-to-use software. For certain needs, it can be prepared within one day once master data and requirements are ready. Preparation time depends on the modules, infrastructure, and settings required.
Yes. The support team is ready to respond promptly to usage questions and operational issues. A ticketing system records and tracks user support requests.
HCM and HRIS address related needs. The distinctions below explain their focus rather than defining absolute boundaries for every software product. When choosing a system, companies should assess the available modules and how well they fit the work to be managed.
HRIS discussions usually emphasize employee information and its connection to HR administration. Master data, attendance, payroll, and information access form a foundation for everyday work. Companies need organized records to carry out checks and services consistently.
In Sigma HRIS, the Core Module, ESS, and mobile provide this foundation. Usage is prepared around the information to be managed, the services required, and users' roles within the company.
HCM places greater emphasis on how companies meet staffing needs, assess contributions, and develop employee capabilities. These activities still require sound administration, complemented by recruitment, performance management, and learning and development support.
Companies needing these functions can extend Sigma HRIS through relevant modules. Objectives, processes, and configuration follow the organization's requirements.
Sigma HRIS stands for Human Resources Intelligence System. The product name stays the same whether it is used for HRIS or HCM needs. Companies do not have to buy two separate systems simply because the terms differ.
If the priority is connected information and administration, companies can start with the HRIS foundation. If they also need hiring, appraisals, and employee development, selected modules can form HCM coverage. The decision follows required functions and user readiness.
Discuss your company's hiring, appraisal, or training priorities. We can explain the module options that complement the HR and payroll foundation you need.