Key Takeaways
- Core HR, attendance, leave and payroll are the foundation.
- Self-service apps reduce HR workload significantly.
- Analytics on attrition, cost and productivity help leadership decisions.
A Human Resource Management System covers the employee lifecycle from hiring to exit. Here are 15 modules to consider.
The 15 modules
- Core HR: employee records, documents, org chart
- Attendance and shifts
- Leave and holidays
- Payroll
- Statutory compliance
- Recruitment / ATS
- Onboarding
- Employee self-service app
- Performance and OKRs
- Learning and training
- Expense claims and reimbursements
- Assets and IT equipment
- Helpdesk / HR queries
- Exit and full-and-final settlement
- HR analytics
Prioritise by stage
| Company stage | Start with |
|---|---|
| 10–50 employees | Core HR, attendance, leave, payroll |
| 50–500 | + self-service, recruitment, performance |
| 500+ | + learning, analytics, multi-entity |
See employee self-service portals and HR software cost.
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Frequently Asked Questions
What is HRMS?
A Human Resource Management System is software that manages employee data, attendance, leave, payroll, recruitment, performance and other HR processes.
What is the difference between HRMS and payroll software?
Payroll software focuses on salary and statutory deductions; HRMS covers the full employee lifecycle.
Do small companies need HRMS?
Even small companies benefit from digital attendance, leave and payroll.
Can HRMS integrate with accounting?
Yes, payroll journals can post to Tally or ERP.
