Over the last three decades, Multiable deploys and implements numerous HRIS for over 6,000 companies in Australia, Bangladesh, Hong Kong, Korea, Mainland China, Macau, Malaysia, Singapore, Taiwan, Thailand, Vietnam and other countries.

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    Over the last three decades, Multiable deploys and implements numerous HRIS for over 6,000 companies in Australia, Bangladesh, Hong Kong, Korea, Mainland China, Macau, Malaysia, Singapore, Taiwan, Thailand, Vietnam and other countries.

    Trusted by

    Contact us

      What is HR System (HRIS, HRMS, and HCM)?

      In today’s digital age, businesses in Singapore rely heavily on technology to streamline their operations and enhance efficiency. Human resources (HR) is no exception, as HR systems have become an integral part of managing a company’s workforce. HR systems, such as HRIS, HRMS, and HCM, have revolutionized the way organizations manage their human capital. In this blog post, we will explore the definitions, features, and benefits of each of these HR systems.

      HRIS (Human Resource Information System)

      HRIS, or Human Resource Information System, is a software solution that helps organizations manage employee data and streamline HR processes. It serves as a centralized system that stores and organizes information related to personnel, performance, payroll, benefits, and more. HRIS provides tools and functionalities for various HR tasks such as recruitment, onboarding, time and attendance tracking, and employee self-service.

      Key features of HRIS include:

      • Core employee record management

      • Payroll and benefits administration

      • Time and attendance tracking

      • Employee self-service portal

      • Reporting and analytics

      HRIS offers several benefits to organizations, including:

      • Improved data accuracy and efficiency

      • Streamlined HR processes and reduced administrative workload

      • Increased visibility into employee data and analytics

      • Enhanced compliance with labor laws and regulations

      One thing worth HR practitioner to notice is need for local labor laws compliance. From leave entitlement, roster planning restriction to payroll (compensation), a good HRIS shall be well complied with local regulations.

      Global brands are often badmouthed by HR system users in this area. For HR managers in Singapore business, in particular, a reasonable choice shall be an HRIS which is capable of handling CPF, CDAC. As ties with Malaysian offices are common, calculation of EPF, SOCSO etc. shall also be in the radar of HRIS requirement in HR system selection process.

      HRMS (Human Resource Management System)

      HRMS, or Human Resource Management System, is an integrated HR solution that goes beyond the functionalities of HRIS. It encompasses a broader range of HR functions, providing a more comprehensive approach to managing human capital. In addition to the capabilities of HRIS, HRMS typically includes modules for talent management, performance management, training and development, and workforce planning.

      Key features of HRMS include:

      • HRIS functionalities

      • Talent acquisition and recruitment management

      • Performance management and appraisal

      • Learning and development management

      • Succession planning and career development

      HRMS offers additional benefits to organizations, including:

      • Holistic management of the employee lifecycle

      • Enhanced talent acquisition and retention strategies

      • Improved performance management and employee development

      • Better workforce planning and succession management

      When talent acquisition is on top of agenda for most HR managers in Singapore and Malaysia, no HR manager can afford to ignore the need of a comprehensive HRMS.

      HCM (Human Capital Management)

      HCM, or Human Capital Management, is an advanced HR system that takes a strategic approach to managing human capital. It integrates HR processes with overall organizational objectives and becomes a key tool for aligning HR strategies with business goals. HCM extends beyond the scope of HRMS by focusing on strategic workforce planning, talent management, and employee engagement.

      Key features of HCM include:

      • HRIS and HRMS functionalities

      • Strategic workforce planning

      • Compensation and benefits management

      • Talent acquisition and management

      • Employee engagement and retention

      HCM offers significant benefits to organizations, including:

      • Better alignment of HR strategies with overall business objectives

      • Improved workforce planning and talent management

      • Enhanced employee engagement and retention

      • Increased productivity and organizational effectiveness

      In conclusion, HR systems have evolved from basic HRIS solutions to more comprehensive HRMS and HCM platforms. The choice of the HR system depends on the organization’s specific needs and priorities. HRIS is a good starting point for managing employee data and streamlining HR processes. HRMS expands those functionalities to include talent management and performance management. Finally, HCM takes a strategic approach by aligning HR with overall business goals. Implementing the right HR system can transform HR operations, enhance employee experiences, and drive organizational success.

      Why is HR System Important?

      Human resource management is a crucial aspect of running a successful business, but it can be a complicated task. An HR system plays a crucial role in facilitating and streamlining various HR processes. From recruitment to employee data management, it’s essential to have an efficient HR system in place to manage the entire process smoothly. An HR system is essential for organizations as it simplifies HR processes, enables self-service capabilities for employees and managers, facilitates cost analysis, and provides valuable workforce analytics. By leveraging an HR system, companies can efficiently manage their workforce, make informed decisions, and foster a productive and engaged workforce.
      A company needs to know on a cost level how many employees they have and the related costing, along with turnover rates and analytics to help them make decisions and understand the essential talent that makes the organization successful.

      What Kinds of Business Need HR System?

      An HR system is a valuable tool for businesses of all types and sizes, especially those that prioritize the development and alignment of their workforce with their overall business objectives. Whether it’s an SME or an enterprise, an HR system streamlines workforce management, ensures compliance, and supports talent development.

      These HR System modules can help managers handle workforce management processes across functional areas—such as government regulations. Multiable HCM system provides built-in Hong Kong, Macau and PRC labor laws compliance and there is a flexible interface for users to develop tailored labor law compliance if needed. Multiable HCM system is a valuable tool for businesses looking to optimize HR processes, improve efficiency, and drive organizational success.

      We provide HRIS for SME and enterprise.
      Click to know more about Multiable HCM or contact us for further information.

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      Multiable HR System

      Cutting Edges @ HR System

      • Biometric enabled HR system
      • IoT enabled
      • Rule-based workflow engine, A.I. ready and fully customizable.
      • Cutting approval related customization cost by over 95% in comparison with traditional HR system.
      • Conventional HR systems just deploy easy-to-crack application level encryption.
      • M18 HCM store HR system data with built-in TDE protection.
      • Unlimited dimensions of headcount
      • Fully customized payroll formula.
      • Over 95% customization required in traditional HR system can be catered at zero cost.
      • Fully customized attendance formula.
      • Powerful payroll engines (Execute 1.2 millions payroll formula with retrospective calculation in 18 minutes)
      • Back-dated calculation / reporting
      • Interface for custom labour law compliance development
      • Leveraging social media

      Personnel Management @ HR System

      • Headcount management
      • Custom privacy policy
      • Unlimited concurrent employment
      • Probation management
      • Undertaking agreement
      • Blacklist management

      Labour Law Compliance @ HR System

      • Interface for user to develop tailored labour law compliance
      • Built-in Hong Kong , Macau, PRC labour laws compliance

      Leave @ HR System

      • Unlimited leave types
      • Unlimited leave entitlement algorithms
      • Interface with payroll and roster
      • Accrual management
      • Leave circle

      Attendance Roster @ HR System

      • Unlimited leave types
      • Unlimited leave entitlement algorithms
      • Interface with payroll and roster
      • Accrual management
      • Leave circle

      Payroll @ HR System

      • Unlimited user-defined algorithm
      • Fully integration with personnel, leave and attendance modules
      • Automatic final payment and other event-specific payroll calculation
      • Cost allocation
      • Bank autopay
      • Social security / pension fund
      • Taxation

      Performance Management @ HR System

      • Unlimited appraisal forms
      • Department / position / grade sensitive appraisal
      • Unlimited appraisers per appraisal
      • Unlimited appraisal cycles
      • User-defined KPI
      • User-defined competence
      • Social media leverage

      Employee Self-Service @ HR System

      • E-Personnel
      • E-Leave
      • E-Payroll
      • E-Attendance
      • E-Appraisal
      • Branch / Shop express management kit