Human Resource Information System (HRIS)
HR data is the most permission-sensitive data in most companies. An HRIS is as much an access-control problem as a records problem, and we build it that way.
Employee records, attendance, leave, payroll inputs and approval chains, with the role permissions and audit trail that HR and finance both need.
What we do
Human Resource Information System (HRIS)
Employee records, attendance, leave, and the inputs payroll needs are modelled together, so a leave approval and a payroll cut-off cannot disagree with each other at the end of the month.
Approval chains follow your real org structure, including the acting-manager and delegation cases that break generic products. Every change to a record keeps who changed it, when, and what the previous value was.
Permissions are scoped per role and per scope of employees, so a branch HR admin sees their own people and no one else's, and finance sees the numbers without seeing the personal files.
Human Resource Information System (HRIS)
What you get
Employee master records with document storage and an audit trail per field
Attendance and leave with approval chains that match your org structure
Payroll input exports in the format your payroll process already consumes
Role and scope based permissions, reviewed with HR before go-live
Self-service screens for employees, on web or mobile
Our Expertise
Typical stack
How we work
How a project starts, and how it is priced
Tell Us The Problem
Reach us by email or WhatsApp and describe what is broken or what you want built. We reply with our reading of the problem and the options.
Get Scope And Price
You receive a written scope, a timeline and a fixed price, including what is explicitly not included. No surprise line items later.
We Build And Hand Over
We deliver on the agreed timeline, with documentation and a working deployment. You can keep us on for support, or take it in-house.
How pricing works
The price follows the scope. Once we understand the problem, you receive a written quotation that states what is included, what is explicitly not included, the timeline and the price.
If something outside that scope turns up during the work, we write it down and tell you before anything changes. Extra work is quoted separately and only starts once you agree to it.
You can also stop after the quotation. Reading our scope does not commit you to building with us.
FAQ
Questions buyers ask us
How much does an HRIS cost?
It depends on which parts you need (records, attendance, leave, payroll inputs, self-service), how complex your approval chains are, and how many employees and branches it covers. The price arrives with a written scope and a list of exclusions, before anything is built.
How long does an HRIS take to build?
The timeline is written into the quotation. The org structure and its approval rules usually decide it, so we review them with HR first, including the acting-manager and delegation cases that break generic products.
Who owns the code and the employee data?
Ownership of the source code and of the infrastructure is agreed in the quotation before work starts. Employee data stays yours, with permissions reviewed with HR before go-live. At handover you receive documentation and a working deployment.
What support is there after launch?
Managed service covers monitoring, deployments, security patching, incident response and a monthly change budget for small requests such as a new field or a new report. If you would rather run it yourselves, the handover documentation is written for that.
How does the HRIS work with our payroll?
The HRIS prepares what payroll needs: attendance, leave and the other inputs, approved and consistent with each other at cut-off. It exports them in the format your payroll process already uses, so that process keeps working as it does today.
Start with one conversation
Describe the problem and you get our reading of it, a scope and a price. If we are not the right fit, we will say so.