From employee requests to payroll reviews, each team has responsibilities that connect to the next. Sigma HRIS offers modules to organize HR processes, clarify services and approvals, and support employee development.
Managing people requires clear processes, relevant information, and well-defined working relationships between users.
An HRMS, or Human Resource Management System, helps companies manage human resources activities and processes. Depending on the system's scope, these can include employee administration, work schedules, attendance, payroll, self-service, and employee development.
Day-to-day HR involves many people. Employees submit requests, managers handle approvals, HR reviews the administration, and payroll teams prepare salaries. When each part uses a different channel, information has to be collected and reconciled before work can move forward.
An HRMS helps organize these workflows. Each user handles their part, and information from one stage supports the next. Teams have a clear process for handling employee requests and following up on them.
Sigma HRIS stands for Human Resources Intelligence System and offers modules for managing people and HR operations. The Core Module provides the foundation for HR, attendance, payroll, and PPh 21. ESS, mobile, and other modules extend the services available, allowing companies to define their HRMS scope around operational needs.
Connected workflows help clarify the responsibilities of employees, approvers, HR, and payroll teams.
Data administration, attendance reviews, leave requests, and payroll preparation are recurring activities. An HRMS helps companies establish workflows they can use consistently to handle these needs.
Related processes and information are managed in the same system, reducing the need to gather scattered documents. Teams can focus on checking that information is complete and following up on employee needs.
Employee requests need to reach the people authorized to handle them. Request and approval features help organize this process, including the administrative follow-up once a decision has been made.
Companies still define their workflow and access requirements. Clear settings help everyone understand their responsibilities and the information to check before a transaction moves forward.
Schedules, attendance, leave, and overtime can affect payroll results. Connections between functions help teams check source records and transactions before using them in salary processing.
If discrepancies appear, teams can trace the relevant records and check them. Payroll results can then be reviewed alongside the HR records used in the calculation.
Beyond routine administration, companies may need systems for recruitment, appraisals, or employee training. A modular HRMS helps them prepare that coverage around their process requirements.
Companies can start with essential functions, then add relevant modules. Priorities can reflect data readiness, users, and the processes they intend to run.
Choose the functions needed to connect administration, employee services, and workforce development.
The Core Module helps companies manage employee information and administration. Master data provides a reference for HR work and related processes that use employee information in the system.
Companies prepare their data and configuration requirements before operational use. An organized foundation gives teams relevant information for administration and following up on employee needs.
Rosters, shifts, attendance, leave, authorized absences, and overtime support day-to-day operations. HR can review transactions alongside the schedules employees follow.
This information supports checks before administration or calculations continue. Rules and processes are prepared around the company's operations to provide a clear basis for system use.
Sigma HRIS payroll connects to HR and attendance within the Core Module. Companies can manage earnings components, deductions, PPh 21, and BPJS requirements as part of payroll processing.
Teams prepare data and settings, then review calculations and the outputs they need. Connected functions help organize the work from source information through to payroll results.
ESS provides a dedicated employee portal for personal information, payslips, attendance, and HR requests. Mobile extends access through phones according to the company's chosen scope.
The employee area is separate from admin data-entry menus but remains connected to administrative processes. Authorized users handle approvals through the configured workflows and access rights.
The Recruitment module extends system support to the hiring process. Companies can discuss its use based on recruitment workflows, the users involved, and the information they need to manage.
Modules are selected around the processes the company intends to run. HRMS coverage can therefore include recruitment as well as administration for existing employees.
Performance Management is an optional module for managing employee appraisals. Companies can discuss evaluation processes and the information needed to support them.
The module is prepared around company requirements. Appraisals become part of a broader HR management scope that can develop alongside other HR functions.
Learning and Development supports the management of employee training and development. Companies can select this module when they need system support for developing their workforce.
Preparation focuses on processes, information, and the users involved. Companies can align the module scope with operational needs and employee development priorities.
Business Travel is an optional module for managing business trips. Companies can discuss its scope based on the work-related travel processes they use.
This module adds to employee operational services within Sigma HRIS. Companies can select it according to their requirements, keeping system coverage relevant to the work they manage.
HR requests need to be checked before they are used in the next process. A leave request, for example, follows the approval workflow before being reviewed for attendance records. Overtime requests are also checked against schedules and attendance records before being used in related calculations.
Sigma HRIS brings these processes into the same environment. Employees use self-service, authorized users make decisions, and HR reviews information for administrative purposes. Each party has a distinct role while the process remains connected.
The Core Module connects HR, attendance, and payroll, while ESS and mobile provide access to requests and information. Recruitment, Performance Management, Learning and Development, and Business Travel can extend coverage according to company needs.
Companies need to prepare data, workflows, and user access so the system fits their operations. With ready-to-use software, discussions can focus on usage and configuration rather than starting application development from scratch.
Sigma HRIS can serve as a Human Resource Management System because its modules support day-to-day HR work. Employee information is used for administration, attendance, payroll, employee services, and development activities, depending on the modules selected.
The Core Module provides the foundation for HR, attendance, payroll, PPh 21, and BPJS. Companies can manage data while carrying out routine tasks such as scheduling, attendance reviews, leave and overtime administration, and payroll. This scope makes the system an operational tool for managing HR.
ESS and mobile bring employees and approvers into these processes. Employees access information and submit requests within the available services, while authorized users handle approvals. The Core Module, ESS, and mobile connect employee needs with HR's administrative work.
Recruitment supports hiring processes. Performance Management supports employee appraisals, while Learning and Development offers training and development management. These modules allow Sigma HRIS to extend beyond routine administration into a wider range of HR management processes.
Business Travel supports business-trip operations. Companies can choose it alongside other modules when they need to manage those processes through the system. Each module has a distinct role within the range of Sigma HRIS solutions.
Sigma HRIS, or Human Resources Intelligence System, can serve as an HRMS through the modules and processes your company needs. You do not have to purchase every module at once. Choose the modules you need, then prepare the workflows and data connections during setup.
Sigma HRIS is modular. Companies can purchase the modules they need, keeping costs more affordable and usage focused.
Start with frequent tasks such as employee administration, attendance, and payroll. Map the information used and the checks required so the initial scope delivers clear value to the team.
Define employee services, approvers, and HR administration requirements. This preparation helps align the Core Module, ESS, and mobile with each participant's work.
Companies can expand into Recruitment, Performance Management, Learning and Development, or Business Travel. Each addition is discussed around the intended processes and user readiness.
Explore Employee Self ServiceHRMS and HRIS are often used to describe human resources systems, and their scope can overlap. When choosing a system, companies should examine the available functions and processes rather than relying on the category name alone.
HRIS requirements may focus on employee information and data connections across functions. HRMS requirements may examine how that information is used to run daily administration, services, and people management processes.
Sigma HRIS provides a foundation for data and processes through its available modules. Companies can discuss concrete needs, such as payroll connected to attendance or employee requests linked to approvals.
Reviewing module coverage and workflows helps companies identify the right system for their needs. The choice should reflect the work to be managed and the information users require.
Sigma HRIS is ready-to-use software with HR, attendance, payroll, and employee service modules already available. Companies can prepare an integrated HRMS 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 options, connected processes, and the preparation involved in using an HRMS for your company.
HRMS stands for Human Resource Management System, a system that helps manage HR processes. It can cover administration, attendance, payroll, employee services, and workforce development according to the modules used.
Sigma HRIS provides the Core Module for HR, attendance, payroll, and PPh 21, with optional ESS, mobile, Recruitment, Performance Management, Learning and Development, and Business Travel modules. Companies choose their scope according to their needs.
No. Sigma HRIS is modular. Companies can select the modules they need and discuss expanding coverage as process requirements grow.
In Sigma HRIS, payroll is part of the Core Module, connected to HR and attendance. Teams can prepare calculations and review results based on company data and settings.
Yes. ESS and mobile provide self-service within the scope configured by the company. Requests and approvals follow the company's workflows and access rights.
Yes. Sigma HRIS offers On Premise and Private Cloud options. Deployment is discussed based on infrastructure, data management, and user access needs.
Sigma HRIS is ready-to-use software. For certain needs, it can be prepared within one day once requirements and master data 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.
Map the processes you want to organize, the people involved, and the approvals required. Work with our team to define the right HRMS scope for your company.