HR information is more valuable when teams can use it together. Sigma HRIS brings employee data, attendance, payroll, PPh 21, and self-service into a modular system that can be configured around your company's needs.
An HR information system connects employee data with the operational processes that depend on it.
An HRIS, or Human Resource Information System, manages workforce information and supports related HR processes. Companies need more than a place to store employee records: they also need to use that information for attendance, payroll, employee services, and day-to-day administration.
When each activity relies on separate files or applications, the same information may be entered repeatedly. Employee updates need to reach other teams, attendance records need to be reconciled with payroll, and leave or overtime transactions need to be checked before use. More disconnected processes mean more coordination and cross-checking.
HRIS software connects employee records with the tasks that use them. Employee information supports administration, while attendance records and requests feed into related HR processes. Teams can check data, prepare payroll, and respond to employees using connected information.
Sigma HRIS stands for Human Resources Intelligence System, connecting employee information and HR processes in one integrated environment. Its Core Module brings together HR, attendance, payroll, and PPh 21. ESS and mobile extend access to employee services, while optional modules let companies expand their use of the system as needed. This modular approach allows you to start with essential requirements and add relevant services.
Integration allows information to support related processes, from HR administration to employee self-service.
Employee information supports many HR activities. Organizing it in one system gives teams a clear reference for administration, attendance reviews, and payroll preparation.
Teams still need to keep records complete and accurate. With a structured reference, they can focus their checks on relevant information instead of repeatedly gathering data from separate sources.
Schedules, attendance, leave, authorized absences, and overtime can all affect payroll. An integrated system helps teams review these operational records before using them in payroll according to company settings.
This connection makes the path from source data to calculation results easier to follow. If a discrepancy arises, teams can check the relevant records and resolve it before finalizing payroll.
Employees need straightforward access to information and a clear way to submit requests. ESS and mobile extend HRIS with self-service connected to the company's administrative processes.
Employees use the services available under their access rights, while authorized users handle approvals. HR then uses the relevant information in subsequent tasks.
Requirements can grow as headcount and operations change. A modular system lets companies define their scope around the processes they actually need to run.
Sigma HRIS offers a choice of modules so companies can select the services they need. Plans to expand usage take account of data connections, process readiness, and user requirements.
The Core Module provides the foundation for information and administration, with optional modules to match company requirements.
The Core Module helps manage employee information as the foundation of HR administration. Organized records support reviews of personal information, employee history, and workforce administration needs.
This information sits within the same system used for attendance and payroll. Companies can prepare their master data and configuration requirements before starting day-to-day operations.
Sigma HRIS supports rosters, shifts, attendance, leave, authorized absences, and overtime. This information helps teams understand employee activity in the context of the applicable work schedule.
Teams can review records and related transactions before continuing with administration or calculations. The payroll connection supports a consistent workflow from attendance recording to salary processing.
Payroll is part of the Core Module alongside HR and attendance. Sigma HRIS helps companies manage earnings, deductions, PPh 21, and BPJS requirements within payroll processing.
Settings and source data need to reflect company requirements. Teams then review calculation results and reports before completing payroll and the related administration.
ESS provides a dedicated employee portal for personal information, attendance, payslips, and HR transactions. Mobile extends access through employees' phones according to the services configured by the company.
Employee services are separate from HR data entry and administration. Both remain connected, allowing transactions and information to be used according to each user's role.
The Recruitment module supports the management of recruitment processes. Companies can discuss how to use the module based on their hiring workflow.
Adding the module extends Sigma HRIS beyond routine administration. Process requirements, users, and information connections need to be prepared so the system fits the company's operations.
Performance Management is an optional module for managing employee appraisals. Companies can discuss the processes and information used in their employee evaluations.
With a modular approach, appraisal requirements can form part of a broader Sigma HRIS setup. The module scope is chosen to suit the processes the company intends to run.
Learning and Development supports the management of employee training and development. Companies can choose this module when they need system support for workforce development processes.
Discussions focus on operational requirements and the information to be managed, so extensions to the system follow the services the company needs.
Business Travel is an optional module for managing business trips. Companies can discuss its use based on their work-related travel processes.
It extends the scope of Sigma HRIS alongside other HR services. Selecting modules according to actual needs keeps the system relevant to daily operations.
Employee data is the starting point for many HR processes. Work schedules help teams interpret attendance, while time-off, leave, and overtime records provide supporting information. These records are checked before they are used in related administration or payroll calculations.
For example, an overtime request submitted through employee services needs to follow the company's approval workflow. HR reviews the transaction alongside schedules and attendance records, then checks the calculation results used in payroll. Each stage serves a different purpose but relies on connected information.
Once payroll has been reviewed, employees can access their payslips through ESS. If questions arise, HR has a reference for checking payroll information and its supporting records. Employee services and administration operate within the same environment.
Integration still requires prepared data and appropriate settings. Sigma HRIS provides connections between functions, while the company defines its processes, user access, and review procedures to suit its operations.
Sigma HRIS is modular. Companies can purchase the modules they need, keeping costs more affordable and the scope of use focused.
Identify the employee data, attendance, payroll, PPh 21, and administrative tasks you use most often. The Core Module provides a foundation for connecting these activities in one system.
Add ESS and mobile to meet information access, request, and approval needs. Discussions focus on the services employees will use and how their transactions connect to HR administration.
Companies can discuss Recruitment, Performance Management, Learning and Development, and Business Travel. Modules are selected according to planned processes, data readiness, and user needs.
Explore Employee Self ServiceSigma HRIS is ready-to-use software with HR, attendance, payroll, and employee service modules already available. Companies can establish an integrated HRIS 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 the system's scope, module options, and the preparation needed to use HRIS in your company.
An HRIS helps manage employee information and connect it to HR processes. Sigma HRIS covers HR, attendance, payroll, PPh 21, and a choice of employee services and additional modules as needed.
Payroll software focuses on salary processing, while HRIS covers a wider range of HR information and processes. In Sigma HRIS, payroll is part of the Core Module, connected to HR and attendance.
No. Sigma HRIS is modular. Companies can choose the modules they need and discuss expanding their use as operational requirements grow.
Yes. Attendance and payroll are integrated within the Core Module. Schedules, attendance, and related transactions can be reviewed and used according to the company's payroll settings.
Yes. ESS provides a dedicated employee portal separate from the HR administration area. It offers information access and transactions according to the services configured by the company.
Yes. Sigma HRIS offers On Premise and Private Cloud options. Deployment can be discussed based on infrastructure, data management, and user access requirements.
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 help with usage questions and operational issues. A ticketing system records and tracks requests to support prompt, focused responses and follow-up.
Start with the information and processes you want to connect. Our team can explain HRIS module options, deployment choices, and the preparation involved.