01
Employee management
One record per person from offer to exit: contract, role, reporting line, documents, history and assets issued, with self-service so employees update their own details and download their own letters.
03People & work · HRMS / HCM
HRMS and HCM software development.
An HRMS is the system of record for everyone who works at a company: who they are, what they are paid, when they worked and how they are doing.
We build it to order, around the way you work, or extend and connect the one you already have.
01What it is
In plain words.
An HRMS is the system of record for everyone who works at a company: who they are, what they are paid, when they worked and how they are doing.
HR without a system is a filing cabinet and a set of spreadsheets, and every question is a project. How many people do we have, what did overtime cost last quarter, whose probation ends this month: each answer takes a day and is slightly different the next time it is asked.
An HRMS keeps one record per person and lets everything else hang off it. An HCM system goes further into planning the workforce: skills, succession, development. A custom build is for the company whose pay rules, shifts or structure a product cannot express without workarounds.
02What it includes
Every part, explained.
7 parts. Each can be built by itself; together they are one system.
02
Payroll
Earnings, deductions, statutory contributions and tax calculated from attendance and contract terms, with payslips, bank files and filings produced to the rules of each country you employ in.
03
Attendance and leave
Clock-in by biometric device, phone or web, shifts and rosters, overtime rules, holiday calendars, leave balances and approvals, feeding payroll directly.
04
Performance management
Goals, check-ins, reviews and feedback on the cycle you actually run, with calibration for managers and a record that makes a promotion or a difficult conversation fair.
05
Workforce management
Headcount planning, scheduling against demand, skills and certifications, contractor and shift cover, so the right people are in the right place without constant overtime.
06
HR analytics
Headcount, cost, attrition, absence, hiring speed and diversity, cut by team and site, with the definitions fixed so the figures stop changing between meetings.
07
HR automation
Onboarding and exit checklists, document generation, reminders for probation and contract ends, and policy questions answered from the handbook: the paperwork done by the system.
Buy, extend or build?
Buy an HR product if your structure and pay rules are ordinary; there are good ones at every size. Build when shift patterns, allowances, multi-country payroll or union agreements make a product a compromise, when HR must tie tightly to project or production data, or when employee data has to stay on your own servers.
Where intelligence fits
Intelligence in HR is built for the administrative load: answering policy questions from your own handbook, drafting letters, and summarising feedback. Where models touch decisions about people, such as flagging attrition risk, we build them to inform a manager, show their reasoning and stay out of pay and promotion outcomes.
03What it works with
Never on an island.
A system is worth most when it shares its records with the ones beside it.
- Applicant tracking systemAn applicant tracking system follows every candidate for every job, from application to offer.
- Accounting and financial management systemsFinancial management software records every amount that comes in and goes out, and turns the record into reports a business can be run on.
- Project and work management systemsWork management software shows who is doing what, by when, and what is in the way.
- Professional services automationProfessional services automation runs a business that sells its people's time: the projects, who is on them, the hours, the invoices and whether each engagement made money.
- IT service managementIT service management is how an IT team takes requests, fixes what breaks, changes systems safely and keeps track of what the company owns.
Part of a family
People and work: Who is here, what they are working on, and what they need to do it.
04How we build it
Five steps, in the open.
- 01
Listen
You describe the work and where it hurts. We look at the systems and the data you have now.
- 02
Specify
A written specification: what the system does, what it does not, what it connects to and how we will know it works. A clear quote before any work starts.
- 03
Build in stages
A working piece at each stage, on real data, so you steer early. The part that matters most comes first.
- 04
Move the data
Existing records mapped, cleaned of duplicates and reconciled against the old system before anything is switched off.
- 05
Hand over
Training, documentation and the keys. Your team can run it, and we keep it working for as long as you want us to.
One set of records underneath
Customers, products, suppliers, people and stock are each defined once. A second system joins the first; it does not start a competing copy.
Runs where you decide
Your own servers, a private cloud or a cloud account that belongs to you. Customer, employee and financial data stays on infrastructure you control.
Yours to keep
You own the code, the data, the configuration and the documentation. There is no licence fee to us and nothing stopping another team from taking it on.
05Questions
Before you ask.
Questions about HRMS / HCM
What is the difference between HRMS and HCM?
The terms overlap. HRMS usually means the operational record: employees, payroll, attendance, leave. HCM adds the planning side: talent, skills, succession and development. A custom system covers as much of either as you need.
Can payroll follow our country's rules?
It is built to the statutory rules of each country you employ in, and those rules are written into the specification before work starts. Where a certified local payroll engine is the sensible choice, we integrate with it.
Does it work with biometric attendance devices?
Yes. Devices, mobile check-in with location, and web clock-in can all feed the same attendance record.
Guides
Plain-language guides on the problems this work solves.
- CRM, ERP, HRMS, CDP, PIM, WMS and the rest: thirty business systems explained in plain wordsBusiness systems · 8 min
- Custom software or off-the-shelf: how to decide whether to build, buy or extendBuild or buy · 3 min
- Custom CRM or off-the-shelf CRM: which does your sales team need?CRM · 3 min
- When does a company need a custom ERP?ERP · 3 min
- All 16 guides on this →
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