Employee needs evolve throughout their time with a company. Sigma HRIS supports hiring, everyday administration and services, performance reviews, and learning through a choice of relevant modules.
Human resource management addresses both the company's needs and employees' experience of doing their work.
HRM stands for Human Resource Management. It covers managing employees from recruitment through employment administration, payroll, employee services, performance reviews, and skills development. HRM software supports these activities by helping organize information and work.
As a company grows, HR needs go beyond storing employee records. Teams handle information changes, review attendance, prepare payroll, respond to service requests, and manage development activities. When these tasks are spread across separate documents and applications, much of the team's time goes into finding and reconciling information.
Companies need system support to make administrative work more consistent. Better-organized information gives HR a basis for following up on employee needs and discussing people-management priorities with the appropriate decision-makers. Decisions remain the company's responsibility; software provides information and tools to carry out the processes.
Sigma HRIS stands for Human Resources Intelligence System. Its modules support HRM needs for companies in Indonesia, from the foundations of HR, attendance, and payroll to Recruitment, Performance Management, and Learning and Development. Companies choose the modules relevant to the work they want to manage.
Build your approach to people management on reliable administration and services employees can use in their daily work.
Employee information needs to be maintained throughout employment. Master data, available history, and operational records provide a reference when HR reviews administrative needs or prepares payroll.
HRM software organizes this information in a structured system. Teams can plan their work around the company's data, so follow-up does not always depend on documents stored in many different places.
Employees need access to information and a clear way to submit requests. Self-service lets them view personal information, access payslips, and submit requests according to the services used by the company.
HR can focus on reviewing and following up on employee requests. Approvers handle their tasks within the agreed workflow, while employees access services through a dedicated portal.
People management also involves appraisals and skills development. Companies need to organize evaluations and training requirements so these activities have clear objectives and supporting information.
Performance Management and Learning and Development complement routine administration with appraisal and training management. Companies can use them in line with their own evaluation and employee development processes.
A small company's requirements may differ from those of a business with many units and employee groups. System use should follow operational priorities, user readiness, and the scope of work to be managed.
A modular approach allows companies to choose the functions they need. As requirements grow, they can discuss adding relevant modules while keeping system use focused.
An employee may need to view a payslip and request leave. From an HRM perspective, the company needs easy-to-use services while ensuring the administration reaches the right people. ESS and mobile provide access to services, while attendance and payroll information is managed through the Core Module according to company settings.
These services depend on clear information and responsibilities for employees, approvers, and HR. Sigma HRIS supports each role through modules chosen to suit the company's needs.
Once essential administration is covered, companies may need support for hiring, appraisals, and training. Recruitment, Performance Management, and Learning and Development extend that coverage according to the modules selected.
The company sets its objectives, policies, and processes. Teams can then identify the functions, information, and user roles needed for Sigma HRIS to support those priorities.
The same modules support a range of employee-management needs. Companies choose their scope according to the functions required.
Recruitment helps companies manage their hiring processes. Teams can discuss the information needed and the users involved so the module fits their recruitment workflow.
Within HRM, this module supports finding and selecting candidates. Hiring processes and decisions remain the company's responsibility, based on its needs.
The Core Module provides the foundation for HR information management. Employee data and available administrative functions support work throughout an employee's time with the company.
This foundation matters because services and operational tasks need appropriate information. Teams prepare and maintain data to provide a clear reference for system use.
Schedules, attendance, leave, authorized absences, and overtime support HR's routine work. Payroll uses prepared data and settings for earnings, deductions, PPh 21, and BPJS requirements.
The connection between HR, attendance, and payroll in the Core Module supports checks before payroll results are used. Companies can review source information and follow up on points that need clarification.
Employee Self Service provides a dedicated employee portal separate from HR administration input menus. Employees use information and request services within the scope configured by the company.
Mobile extends access through phones. Self-service and approvals help organize everyday interactions between employees, managers, and HR.
The Performance Management module supports the management of employee appraisals. Companies can discuss evaluation processes, the information required, and the people involved.
Within HRM, appraisals help companies review employee work through their established processes. Software supports administration, while assessments and follow-up remain the company's responsibility.
The Learning and Development module helps manage employee training and development. Companies can use it to organize the activities and information relevant to their development plans.
This module extends HRM beyond routine administration. Companies can prepare system support for development activities according to their skills priorities and organizational needs.
Sigma HRIS is modular. Companies can purchase the modules they need, keeping costs more affordable and system use focused on relevant work. Not every company needs every module from the outset.
Companies looking to organize data, attendance, and payroll can start with the Core Module. If employee services are a priority, ESS and mobile can support access and requests. Recruitment, Performance Management, and Learning and Development extend coverage to hiring and employee development.
Business Travel is also available for managing business trips. It adds operational support when companies need a system for those processes. Scope, users, and information requirements are discussed around the work to be carried out.
Explore the Sigma HRIS Core ModuleBegin with clear objectives so module choices benefit both HR and employees.
Define essential needs, such as data administration, attendance, payroll, or self-service. Explain the information used and the problems to address, so the discussion goes beyond a feature list.
Employee data, configuration requirements, and user access help prepare the system for use. Identify who manages administration, uses services, and handles approvals according to company processes.
Prioritize the modules your team needs and is ready to use. Add other modules as requirements grow, giving the company time to prepare for each stage.
HRM describes the practice of managing human resources. HRIS and HRMS refer to systems that support that work. In practice, HRIS and HRMS coverage can overlap, so companies need to assess the functions available and their fit with requirements.
HRIS emphasizes integrated employee information, while HRMS focuses on using a system to manage HR administration and services. HRM covers the broader practice of managing employees, from recruitment and day-to-day operations to performance reviews and development.
Sigma HRIS remains the same product, with the identity Human Resources Intelligence System. Different terms do not mean companies need three separate products. The same Sigma HRIS module options form a scope suited to the company's HRM needs.
Sigma HRIS is ready-to-use software with HR, attendance, payroll, and employee service modules already available. Companies can prepare an integrated HRM 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 the scope of employee management, module choices, and preparation for using the system.
HRM software supports Human Resource Management activities. Depending on the modules selected, it can cover administration, employee services, payroll, hiring, appraisals, and development.
Sigma HRIS offers the Core Module, ESS, mobile, Recruitment, Performance Management, Learning and Development, and Business Travel. These options support HR operations and development within the company's chosen scope.
Smaller companies also need to manage employees. Modules are selected according to the work, user numbers, and company readiness, so the system does not have to cover every function at once.
No. Sigma HRIS is modular. Companies can choose the modules they need and discuss adding coverage as the processes they want to manage evolve.
HRM is the practice of managing people, while HRIS and HRMS describe supporting systems. Their software functions can overlap. Sigma HRIS uses the same module options to address these needs.
Yes. Companies can choose On Premise or Private Cloud according to infrastructure, data management, and user access requirements.
Yes. Sigma HRIS is ready-to-use software. For certain needs, it can be prepared within one day once master data and requirements are ready. Setup time depends on the modules, infrastructure, and settings required.
The support team is ready to respond promptly to questions and operational issues. A ticketing system records and tracks user needs to help manage follow-up effectively.
What are your company's employee-management priorities today? Discuss administration, services, or development needs to identify the relevant Sigma HRIS modules.