Employee information, work schedules, payroll, and HR services are closely connected. Sigma HRIS helps businesses organize people management in a modular system, covering everyday administration and employee development needs.
Employee records change, attendance needs reviewing, and employee requests continue as the business operates.
HR software helps businesses manage their people. Depending on the functions available, it can cover employee records, attendance, payroll, employee requests, and development activities. Teams can keep information organized and follow clearer working processes.
In a single working period, HR may update employee records, check leave, review overtime, and prepare payroll information. Each task involves different checks but often draws on the same employee data. When records are scattered, teams have to find and reconcile the same information repeatedly.
HR software helps organize these tasks around user responsibilities and operational needs. HR maintains administrative records, authorized users handle approvals, and employees use the services provided for them.
Sigma HRIS stands for Human Resources Intelligence System. Its Core Module provides the foundation for HR, attendance, and payroll, with optional Employee Self Service, mobile, and modules for recruitment, performance, training, and business travel. Companies can choose the functions relevant to their work.
An HR information system connects data management with the work that depends on it. Employee information is more than a stored record: it becomes a reference for attendance reviews, payroll preparation, and administrative services.
For example, a leave request needs to follow the approval process and be reflected in attendance administration. Overtime information needs reviewing alongside schedules and attendance records before it is used in related calculations. These connections require clear data, operating rules, and responsibilities.
Sigma HRIS provides functions for these needs. The Core Module handles HR, attendance, and payroll administration, while ESS and mobile extend employee access to information and transactions. The scope of services is set up around the company's processes.
HR software and HR information systems can therefore describe closely related needs. What matters is the work supported, the information available, and how well the system fits the people using it.
Plan system use around the real needs of HR teams, approvers, and employees.
Core employee information supports many tasks. Managing it in a system helps teams maintain records and organize administration around the company's requirements.
When questions or changes arise, users can review the relevant information before taking action. Work has a clearer basis than relying on scattered documents.
Attendance records need to be considered together with working patterns, leave, authorized absences, and overtime. The system helps teams manage this information according to the company's operational settings.
These reviews form part of administrative and payroll preparation. Teams still check that the data is complete and appropriate before using the results.
Employees can use a dedicated portal for personal information, payslips, and requests within the available services. Requests follow the workflows and access permissions set up for them.
HR handles administration in its own workspace, while employees access the services they need through a dedicated portal.
Companies can start with their most important functions, then add recruitment, performance reviews, or training when the relevant processes are ready.
A modular approach keeps system use relevant. Module selection takes account of the work required, data readiness, and the people involved.
Build on core administration and employee services with modules for people management and development.
The Core Module supports the HR information used throughout an employee's time with the company. Master data and the required settings form the basis of related processes.
Teams prepare, maintain, and update information so that administration has a reliable reference. System use is discussed in line with company requirements and each user's role.
Manage rosters, shifts, attendance, and leave, absence, and overtime requests as part of daily operations. Work schedules provide a reference for reviewing attendance.
These connected records help teams carry out checks before continuing with administration or payroll. Settings are prepared to suit the company's working patterns.
Payroll in the Core Module is connected to HR and attendance. Companies can prepare earnings components, deductions, and requirements for PPh 21 and BPJS.
Payroll teams check the data and calculation results before using them. If there are discrepancies or details that need clarification, they can refer back to the source records.
ESS is a dedicated employee portal, separate from HR's administrative data-entry menus. Its services include personal information, payslips, and HR transactions according to the scope set up.
Mobile adds access from a phone. Employees and approvers carry out their roles according to the company's services, workflows, and access permissions.
Recruitment offers a module for hiring processes. Performance Management adds functions for managing performance reviews.
The two modules serve different purposes and can be selected according to company priorities. Workflows and information requirements are discussed for each area separately.
Learning and Development supports employee training and development management. Business Travel is available for managing business trips.
Choose modules for the activities you want to manage. Identify the data needed and the people involved so the functions support your team's work.
At the start of a period, the company prepares the employee data and schedules it will use. As work continues, leave, absence, and overtime requests are processed as needed. HR reviews this information alongside attendance records.
When preparing payroll, the team uses the relevant data alongside earnings and deduction settings. They check that the data is complete, review the calculations, and resolve any questions before using the results.
ESS adds information access and self-service to this process. Employees can view payslips and use the services provided by the company, while HR continues to handle administration through the relevant functions.
This example shows that HR software is more than an employee directory. Sigma HRIS connects information, transactions, and user responsibilities in everyday work.
Sigma HRIS is modular. Companies can purchase the modules they need, keeping costs more affordable and the scope of use focused.
Identify tasks that frequently require data reconciliation or manual follow-up. Employee administration, attendance, and payroll can provide a starting point for discussing the Core Module.
Map the needs of employees and approvers. ESS and mobile can extend services based on the transactions, information, and access permissions required.
Discuss recruitment, performance management, learning and development, or business travel when the company needs these functions. Module choices follow the readiness of processes and users.
Sigma HRIS comes with HR and payroll functions already available. Preparation can focus on data, settings, and intended use without building a new application from scratch.
Setup can move more quickly once requirements, master data, and infrastructure are ready. For certain needs, the system can be prepared in one day. Preparation time depends on the modules and settings the company requires.
Once the system is in use, the support team is available for questions and operational issues. Responsive support helps users address everyday needs with clear follow-up.
Understand the available functions and the preparation your company will need.
HR software supports people management, including employee information, attendance, payroll, self-service, and development, depending on the modules used.
HR software can provide the tools for running an HR information system. Companies organize data, processes, and user roles through the available functions according to their people management needs.
Yes. The scope is adapted to company needs. Sigma HRIS is modular, so companies can choose relevant functions without using every module at once.
Yes. Payroll is available through the Core Module and connects with HR and attendance, including PPh 21 and BPJS requirements based on company data and settings.
ESS and mobile provide self-service within the selected scope. Employees can access information and submit requests according to the workflows and access permissions set up.
Yes. Deployment options are discussed based on infrastructure, data management, and user access requirements.
For certain needs, Sigma HRIS can be prepared in one day once master data and requirements are ready. Timing depends on module scope, settings, and infrastructure readiness.
Yes. The support team provides responsive, focused help with questions and operational issues. A ticketing system records and tracks user support requests.
Software SDM is the Indonesian term for software that supports human resources management. HRIS commonly refers to an HR information system. Both may describe the same needs, with the scope determined by the product's functions and the modules used.
In Sigma HRIS, this foundation is provided by the Core Module, ESS, and mobile. Additional modules cover recruitment, performance reviews, training, and business travel. Companies choose the scope based on the work they want to organize.
The choice should therefore start with user needs, rather than the category name alone. Whether used as HR software or an HRIS, Sigma HRIS remains the same product: Human Resources Intelligence System.
Explore HRIS SoftwareTell us which tasks you want to improve, from employee administration to payroll and self-service. Our team can explain the module options and what is needed to prepare Sigma HRIS for use.