For your company’s HR and payroll requirements
Find an application that fits the way your company works. Discuss HR requirements, current difficulties, and priorities with Sigma Solusi Informatika before choosing a system.
Choosing HRIS involves more than comparing features. Your team needs to understand how the application works, which records it requires, and who will help when an issue occurs. Consultation addresses these questions in the context of your operations.
Employee records, attendance, and requests may be managed in separate files and conversations. The team must reconcile them before continuing its work.
We review shared records, responsibilities, and connected workflows through employee data management.
Allowance changes, deductions, and attendance may need repeated checks before payroll. A defined process from source records to calculation results can make preparation clearer.
Bring an example of your payroll process so we can discuss the right payroll application requirements.
The current application may no longer meet your needs, or its support may leave issues unresolved. A transition needs preparation for both records and users.
We review what needs improvement, what already works well, and the guidance required for the move.
Explain how your team works and share relevant examples. We help turn that information into clear requirements and practical next steps.
We review HR administration, attendance sources, payroll rules, and approvals. Sample forms and reports make the discussion specific.
Identify the most urgent requirements and the modules that support them. Plan use in stages where appropriate instead of starting every process at once.
IT can explain server, access, and integration policies. These guide the choice of on premises, private cloud, or cloud deployment.
Review record readiness, the users involved, and planned use. We explain preparation, training, and support contacts so your company knows what assistance is available.
Both products serve small businesses through large companies. Consider system management policies and operational requirements alongside the number of employees.
Choose Sigma HRIS for deployment on your company’s servers or in a private cloud. Consultation brings operational requirements together with infrastructure and IT management policies.
Learn More
Choose Forte HRIS for cloud deployment. We discuss modules, records, and user readiness so the application supports your HR team’s work.
Learn MoreSigma HRIS and Forte HRIS are modern applications with planned, regular development informed by customer feedback and market needs. Both include AI features that assist HR tasks. For specific requirements, we review existing configuration before discussing additional integration or enhancement.
The discussion gives your company a clearer basis for comparing application options. Outstanding decisions can be recorded for follow up with HR, payroll, or IT.
Understand the essential requirements, relevant modules, and tasks that need improvement first.
Identify the sample records, policies, and people needed before implementation.
Continue with a relevant demonstration, a review of specific requirements, or a proposal for the required scope.
We position Sigma Solusi Informatika around application quality, guaranteed support until resolution through clear escalation, and a positive user experience throughout continued use.
Customers have a dedicated Application Specialist, a dedicated WhatsApp number, and a group monitored by support. When needed, escalation involves the Support Manager or Project Manager and executive leadership. Learn about Sigma Solusi Informatika’s team and service approach before making your choice.
HRIS consultation helps identify why HR tasks are delayed or repeatedly corrected. Missing features are not always the cause. Records may arrive late, calculation rules may be configured incorrectly, or users may need guidance on an existing process. Sigma Solusi Informatika reviews these conditions before recommending an application and setup. Starting with the work that needs improvement makes the expected benefit clearer for HR, payroll, managers, and employees.
HR may receive information from spreadsheets, attendance devices, and messages from several branches. When records differ, the team must find the latest version and contact its owner. An employee may have changed branches while attendance still appears under the previous location. We map sources, responsibilities, and update procedures to prepare the right employee data management requirements. Attendance device synchronisation is also reviewed according to the devices and systems in use.
Payroll corrections may arise when overtime is not yet approved, allowance changes are missing, or deduction rules differ. Installing another application alone may not address the cause. We review each component’s source, record deadlines, and who checks the result. Your company’s calculation examples help define the required payroll application setup. Results are then checked together before operational use to confirm that the configuration follows company rules.
Different locations may use different schedules, attendance rules, or approval responsibilities. Applying identical settings everywhere can cause problems when actual processes differ. We identify common rules and the exceptions needed by each branch. For example, overtime may need approval from the local manager before entering central payroll. Mapping these requirements helps align permissions and approvals with the company’s operations.
A company may already have HRIS but still rely on extra files because features are unfamiliar, settings are unsuitable, or a process is not supported. When evaluating Sigma HRIS or Forte HRIS, we review these gaps alongside available configuration, training, and migration preparation. If integration or an enhancement is needed, the scope is clarified first. Your company can then distinguish what the application already covers from additional development requirements.
When payroll is due, HR needs an accessible team and clear next steps. Sigma HRIS and Forte HRIS customers receive a dedicated Application Specialist, a dedicated WhatsApp number, and a group monitored by support. Issues can progress to the Support Manager or Project Manager and executive leadership when needed. We prioritise application quality and guarantee support until resolution, with guidance continuing throughout use.
HRIS manages HR information and workflows such as employee records, attendance, and payroll. If the current system is not helping, start with three lists: recurring difficulties, processes that work well, and desired improvements. Distinguish record issues, settings, usability, and support concerns so the reasons for replacement are clear.
Sigma Solusi Informatika helps assess Sigma HRIS or Forte HRIS as a replacement. Preparation includes reviewing transferable records, company rules, and training needs. We support HRIS system migration and result checks before use. After launch, customers retain an Application Specialist, WhatsApp contacts, a support group, and escalation to executive leadership where needed. Application quality, resolution of issues, and the ongoing user experience remain central to our service.
You do not need a lengthy requirements document. Bring reports, approval examples, or calculations that regularly raise questions. Our implementation experience helps us map requirements through focused discussions that can take a few hours. We can then prioritise needs, prepare a relevant demonstration, and review Sigma HRIS for on premises or private cloud deployment alongside Forte HRIS in the cloud. The aim is a choice that fits company policies, is understandable to users, and has dependable support after implementation.
Sigma HRIS can be considered after assessing your company’s requirements. We review the tasks you want to improve, available records, migration preparation, and training. Sigma HRIS supports on premises and private cloud deployment; Forte HRIS runs in the cloud. Support continues after launch.
We discuss HR and payroll requirements, current difficulties, module priorities, and how the system will be managed. These guide the choice between Sigma HRIS and Forte HRIS, including implementation preparation and continued support.
No. Start with your current processes and frequent difficulties. Practical examples, company policies, and existing reports help us clarify what is needed.
Yes. Discuss application limitations, support concerns, unsupported processes, and replacement plans. We review records and user readiness before planning the transition.
Sigma HRIS supports on premises and private cloud deployment, while Forte HRIS runs in the cloud. Both serve small businesses through large companies. The choice depends on operations, IT readiness, and system management policies as well as workforce size.
Drawing on implementation experience across companies, our team can map requirements in a few hours. We focus on relevant policies and workflows to guide configuration. This is one preparation stage, not the duration of the complete implementation.
We first check whether existing configuration meets the requirement. Integration or additional functionality can then be discussed as an enhancement with an agreed scope and priority.
Customers receive a dedicated Application Specialist, a dedicated WhatsApp number, and a group monitored by support. Issues can be escalated to the Support Manager or Project Manager and executive leadership where needed. We guarantee support until resolution.
Start with the difficulties your team encounters most often. We will help assess application options, explain preparation, and introduce the support available.