As an HR manager, your role is pivotal in shaping the workforce of your company. Beyond hiring, your tasks span employee integration, payroll management, and facilitating continuous growth through performance evaluations and feedback. To navigate these duties effectively, embracing HR automation is key; it converts manual, error-prone processes into a digital and seamless experience, thereby liberating you to focus on strategic activities that enhance employee engagement and cultivate a strong company culture.

Singapore’s marketplace offers a variety of HR software solutions tailored to these needs, yet selecting the perfect fit, and the best HR software Singapore can offer your organization demands careful consideration. A smarter choice empowers you to maximize your HR efforts, ensuring that the software you adopt not only addresses your immediate requirements but also scales with the evolving dynamics of your business.

What is HR Software?

HR software, or a Human Resources Information System (HRIS), revolutionizes your Human Resource management. It centralizes employee data and automates processes, such as:

• Payroll & Attendance: Simplify calculations and tracking
• Recruitment: Enhance your hiring with an Applicant Tracking System (ATS)
• Performance Management: Streamline reviews and feedback
• Employee Self-Service: Empower your team with access to personal records

This cloud-based software integrates HR and payroll for seamless operations, adapting to your needs with learning management systems for continuous upskilling.

Why do organizations need HRIS?

Simplified Employee Records

There are many benefits to investing in an all-in-one HR software, like saving an average of 30% on administrative costs and deepening your employee engagement.

HRIS centralizes and secures employee data, eliminating the need for multiple spreadsheets. This centralization offers simplified access to information such as addresses, visa statuses, payroll, and performance data, ensuring data accuracy and swift updates. It also streamlines workforce management by controlling access to sensitive information.

Reduced Administrative Tasks

By automating tasks like updating addresses, calculating payroll, and distributing employee handbooks, HRIS significantly cuts down on the administrative workload. This automation allows HR teams to reduce errors associated with manual entry and focus on strategic initiatives.

• Automated Workflows: Streamline processes for efficiency.
• Employee Self-Service: Empower employees to manage their own records.
• Template Building: Save time with ready-made documents.

Data-driven Decision-making

Your decisions in areas like talent management and team performance are backed by insights and analytics. HRIS delivers reports on key HR metrics, aiding in workforce planning and talent acquisition, optimizing your organizational strategy.

• Insightful Analytics: Understand your workforce at a glance.
• Informed Strategies: Base your decisions on solid data.
• Performance Evaluation: Directly link insights to employee performance reviews.

Increased Employee Engagement

HRIS enables employees to independently apply for vacation, access payslips, and monitor their performance reviews. This self-management promotes the efficient use of benefits, directly contributing to stronger employee engagement.

• Self-management: Employees handle their updates and requests.
• Benefits Utilization: Encourage active participation in company-offered benefits.
• Time Savings: Less waiting for HR to perform simple tasks.

Streamlined Onboarding Processes

HRIS ensures every new employee receives consistent support, vital for employee retention. Automating welcome emails and tracking training progress, HRIS transforms the employee onboarding experience into one that is efficient and standardized.

• Consistent Experience: Each new hire gets the same level of attention.
• Reduced Workload: HR focuses on more than just administrative onboarding tasks.
• Training Tracking: Follow new hires’ progress and address gaps promptly.

Nurtured Employee Growth

Leverage HRIS to identify potential leaders using performance data, assess skill gaps, and develop tailored growth plans. A proactive approach supports a smooth transition into leadership roles and minimizes talent gaps.

• Leadership Development: Use data to prepare employees for future roles.
• Skill Assessment: Identify areas for development effectively.

Goal Setting: Implement SMART goals for focused employee growth paths.

The 7 Best HR Software Singapore Has to Offer in 2023

When it comes to HRIS, Singapore businesses rely on these trusted providers to manage their HR needs. Let’s take a look at the 7 best HR software Singapore has to offer in 2024.

1. Omni 

Omni is an all-in-one HR management software that combines the full suite of essential tools businesses need to automate and streamline their HR functions. By digitizing the entire end-to-end employee lifecycle, Omni helps simplify your processes such as effortlessly hiring, onboarding, managing, and compensating employees through one user-friendly platform. With localized support, competitive pricing, and the capability to integrate with your team’s favorite tools, Omni comes in at number 1 on our list of best HR software Singapore.

Powering some of Asia’s fastest growing modern businesses, Omni’s customers have experienced time savings, deepened engagement, and increased visibility through leveraging Omni’s intuitive platform.

Omni enables complete workflow automation throughout the entire employee lifecycle. With its intuitive dashboard, businesses can gain a holistic view of employee performance, attendance, leave management, payroll, and more.

Key benefits of Omni 

Allows quick and secure employee data storage

Omni provides a fully secured and customizable employee database to organize and access all your crucial employee data, like visa status, compensation records, and performance profiles, all in one place.

Provides the best onboarding experience to new hires

Omni helps provide a great first-day experience with customizable onboarding workflows. You can create your own templates and sequences and send out tasks to your team while effortlessly tracking their progress. Moreover, with continuous growth in hybrid workspaces, the virtual onboarding experience with Omni helps you provide a comprehensive remote onboarding experience to support your hybrid or remote workforce.

Localized support for South East Asia

With localized customer support you can rely on, automated payroll in the various countries you operate in, and collaboration with some of the best partners in the region — Omni is an HR software Singapore can rely on.

All-in-one processes

Centralize all of your employee activities along the talent lifecycle. Easily update, sync, customize, and share information as your business grows. No more data entry errors, disjointed systems, or complicated spreadsheets.

Supports flexible leave policies

Omni’s automation capabilities eliminate the chances of error due to complex spreadsheets. The leave management system is particularly helpful for those with flexible leave policies, as Omni allows you to create as many time-off policies as needed across your organization, and automatically routes time off requests to the appropriate manager or approver.

Affordable employee management solutions

The platform remains suitable for growing small to medium-sized businesses looking for an affordable employee management solution that provides everything you need to manage and grow. With plans starting at $3/employee, Omni offers support in an HRIS Singapore can rely on.

Provides seamless integration with your favorite apps

With seamless integration with all your favorite apps like Slack, Microsoft, and Google, Omni ensures your processes won’t be disrupted and your employees will adapt to the system without missing a beat.

Is there a free trial available?

Yes, Omni provides a free 14-day trial to experience the benefits of our platform first hand. Book some time with our team for a 30-minute demo call to discuss how Omni can suit your business.

Pricing plans

Omni provides various pricing options starting at $3 per employee per month. It covers all your fundamental requirements like maintaining employee records, onboarding, e-sign, workflow automation, and more.

Who should use Omni?

Omni is suitable for modern, growing businesses looking for an all-in-one HR management software to streamline the entire end-to-end employee lifecycle. Omni’s affordable pricing and wide variety of features make it a one-stop solution for HR software Singapore businesses can trust.

2. BambooHR

BambooHR helps streamline employee management processes and saves time spent handling tasks manually. Automated workflows and reports simplify how you manage HR processes and enable you to make better decisions based on real-time information.

Key benefits of BambooHR

Eliminates manual processes

BambooHR tracks working hours and calculates payrolls accordingly, eliminating the manual hassle of managing working hours and avoiding double entries, simplifying the payroll process.

Streamlines hiring and onboarding processes

When it comes to onboarding, BambooHR handles all crucial tasks like reviewing candidates, interviewing, and administering offer letters in one place, making hiring and onboarding easy for managers.

Helps generate custom reports 

BambooHR makes it easy to gather employee data and generate a variety of custom reports to streamline decision making and provide accurate analysis of business information.

Is there a free trial available?

Yes, BambooHR provides a free trial with limited features for 30 days.

Pricing plans

BambooHR provides two pricing plans — Essentials ($5.25) and Advantage ($8.75). The essentials plan includes all basic features like employee records, time-off management, and standard workflows.

Who should use BambooHR?

BambooHR is suitable for small to medium-sized businesses for analyzing employee data and managing performance.

3. peopleHum

peopleHum is an innovative Human Resources platform offering various HR solutions to simplify and optimize workforce management. It remains highly efficient in streamlining the overall application to offer letter experience.

Key benefits of peopleHum

Digital information storage 

The platform allows storing and organizing all crucial employee data, managing leave, allocating shifts, and more, in one system. peopleHum eliminates the need to manually enter employee data and helps digitally manage employee information.

Easy performance management

Their performance tracking feature helps to recognize your top-performing employees and provide regular feedback and coaching.

Data-driven decision-making 

PeopleHum provides robust analytics to ensure your team takes all crucial actions based on data rather than guesswork.

Is there a free trial available?

Yes, peopleHum offers a free trial to inquiring customers.

Pricing plans

PeopleHum offers services starting at $2/employee per month, though their website does not indicate what those services include.

Who should use peopleHum? 

peopleHum is suitable for small to medium organizations searching for AI-based data analysis.

4. QuickHR

QuickHR provides all the necessary tools for managing employee records, attendance, payroll, and performance reporting and offers many integrations to ensure smooth functioning.

Key benefits of QuickHR 

Streamlined employee self-service

With user-friendly features, employees can conveniently check their leave balances, submit leave applications, download pay slips, and perform other essential HR-related functions.  

Provides an intuitive interface

The platform’s interface caters to users with varying experience levels in employee management software. Its user-friendly design ensures that even individuals with minimal exposure to such systems can easily navigate and utilize its features. 

Comprehensive all-in-one solution

From biometric attendance tracking to payroll and leave management, the platform aligns essential HR processes in one place. This eliminates the need for multiple software, causing confusion and requiring additional investment.

Is there a free trial available?

Yes, the platform provides a 14-day free trial.

Pricing plans

QuickHR provides three different plans — Essentials ($5), Enhanced ($10), and Enterprise ($15) per employee per month. All crucial features like attendance tracking, timesheets, key integrations, recruitment, and learning management system are included in the Enhanced and Enterprise plans only.

Who should use QuickHR?  

QuickHR covers all fundamental features small to medium organizations require for employee management. However, crucial features like payroll, timesheet, and reporting are lacking, making it a less preferred option for HR software Singapore businesses may want for complete automation of their HR functions.

5. Keka

Keka automates various people processes, making it an efficient HR software Singapore choice. With its wide array of options tailored to businesses of all sizes, Keka offers an extensive range of features for HRIS Singapore needs.

Key benefits of Keka 

Effortless employee tracking

Keka’s employee tracking tool updates managers and HR with leave summaries, special events like birthdays, and task progress for effortless tracking. 

Enhanced communication

Managers can easily track progress, provide feedback, and schedule one-on-one meetings with direct reports through their platform. 

User-friendly dashboard

The dashboard provides all the vital information employees need at their fingertips, and allows HR to control who sees specific information for security purposes.

Is there a free trial available?

Yes, Keka provides a 7-day free trial.

Pricing plans

Keka has various pricing plans, with HR & Payroll ranges from $84-$169, and customized plans for specific requirements.

Who should use Keka?

As Keka’s pricing remains on the higher end, it’s more suitable for medium to enterprise businesses.

6. Employment Hero 

Employment Hero is a cloud-based, all-in-one HR and payroll software that gives HR the flexibility to access your employee data from anywhere, at any time.

Key benefits of Employment Hero 

Applicant tracking

Their applicant tracking system (ATS) enables you to post job openings across multiple job boards, then manage all applicants through each stage of the hiring process. You can view and share applicant data with HR seamlessly, all from within the platform.

Onboarding tools

Onboard new employees quickly and compliantly with paperless onboarding. Virtual contracts and digital policy acknowledgements reduce onboarding time and decrease administrative tasks.

Employee Self-Service

Employees can maintain their own employee records, submit leave requests and timesheets, as well as access certifications, policies and more via their mobile app, without the need to contact HR.

Is there a free trial available?

Yes

Pricing plans

Employment Hero’s ‘Hiring Essentials’ recruitment software is free, and paid plans start at $6/employee/month. Prices go up from there depending on the features, location, and size of your team.

Who should use Employment Hero?

SMEs can access the tools and modules they need to run their business in Singapore. With customizable options and localized support, it’s a good option for growing businesses. However, pain points such as integrating with payroll and lack of support for surrounding APAC countries such as Indonesia and Philippines makes it a less-than-ideal platform for dispersed teams.

7. BrioHR

The cloud based HR software enables HR teams and business owners to focus on their people by automating repetitive tasks, and engaging employees for maximum productivity.

Key benefits of BrioHR

Simple user interface

Brio HR’s intuitive platform is easy for employees and managers to navigate. With dedicated managers to help handle everything for you and answer all your questions.

Scalability 

The platform is built to adapt with ever-evolving business’s needs, making it a great option for growing businesses.

Customer support

BrioHR’s customer support team is available to Singapore businesses in the timezone they need, making it convenient to connect during business hours.

Is there a free trial available?

Yes

Pricing plans

Brio HR’s pricing models are caategorized as ‘Essential’ and ‘Enterprise’ with add on options for additional modules like time sheets and performance management. Specific pricing details are not available on their website, you must contact their sales team to learn more.

Who should use BrioHR?

BrioHR is a good option for small to medium enterprises of any industry, maturity or location that want to digitize all HR processes and raise HR’s strategic function via our modular all-in-one solution.

Omni, the HR Software Singapore Businesses Rely On

Affordable, functional, and suitable for modern businesses — Omni is an HRIS Singapore HR teams can count on.

Omni’s fully automated HR platform allows HR teams and managers to create customizable templates that grow alongside your business, molding to each employee’s unique needs and reducing the administrative burden that comes with managing the employee lifecycle. Set up training modules, send automatic reminders, and build personalized communication practices to keep your employees engaged and supported during and beyond their onboarding experience.

Join the 83% of Omni customers who have unlocked new, actionable insights after using our performance modules.

Frequently Asked Questions

What features should be considered essential when selecting the best HR software Singapore has to offer?

When choosing HR software, ensure it includes the following essential features:

• Employee Database: Centralized record-keeping for all employee information.
• Payroll Management: Accurate and compliant salary processing.
• Benefits Administration: Management of employee benefits packages.
• Attendance and Leave Tracking: Systematic recording of employee absences and time off.
• Performance Management: Tools for evaluating and improving employee performance.
• Self-Service Portals: Access for employees to view and manage their HR-related tasks.

How does HR software improve employee management for Singaporean companies?

HR software can enhance employee management in several ways:

• Streamlined Processes: Automating routine tasks reduces paperwork and human error.
• Better Data Analysis: Provides insights for informed decision-making regarding employees.
• Enhanced Communication: Facilitates easier information dissemination and feedback collection.
• Employee Empowerment: Self-service options increase engagement and permit employees to manage their profiles.

What are the cost considerations when implementing HR software in Singapore?

Consider these cost factors:

• Subscription vs. One-Time Fees: Understand whether the software has ongoing costs or a single purchase price.
• Customization and Integration: Additional expenses may arise for tailoring software to specific needs.
• Training and Support: Evaluate costs related to training staff to use the software effectively and the availability of customer support.
• Updates and Maintenance: Factor in the potential costs for software updates and maintenance to ensure longevity and security.

What are the top-rated HR software solutions currently available in Singapore?

The leading HR software solutions include:

• Omni, providing a user-friendly interface and robust features.
• Employment Hero, offering a range of tools suitable for diverse business needs.
• PeopleHum and BrioHR also make the list with their extensive functionality tailored to the Singaporean market.

How do payroll and HRMS integrations affect the efficiency of HR software in Singapore?

Integrated payroll and HRMS (Human Resource Management System) can greatly boost efficiency by:

• Consolidating Data: Reducing data entry and the likelihood of errors.
• Automating Payroll: Ensuring employees are paid accurately and on time.
• Providing Real-Time Insights: Immediate access to financial and workforce analytics for better decision-making.
• Simplifying Compliance: Assisting with adherence to local tax laws and regulatory requirements.

Artificial intelligence (AI) has emerged as a game-changer across nearly every industry, revolutionizing processes and enhancing decision-making powers. It’s rocking the boat in a big way — and in every industry, people are scrambling to ride the AI wave.

Although the HR industry has been relatively slower in adopting AI compared to other fields, the landscape is rapidly changing. According to Society for Human Resource Management, HR functions will integrate generative artificial intelligence (GenAI), invest in employee experience (EX) technology, and adopt robust predictive analytics and skills technologies. Aside from that, research suggests that 66% of technology decision-makers will increase investment in EX or human resource technologies in 2024.

In the realm of HR, organizations are beginning to recognize the tremendous potential of AI tools as valuable additions to their existing HRIS and performance management systems. As organizations strive for greater efficiency, accuracy, and employee experience, AI tools in HR are becoming increasingly vital. Here’s how the inclusion of AI into your HR technology stack can impact your organization.

Role of AI Tools for HR Management

From talent acquisition to performance management, learning and development, and employee engagement, AI tools have the potential to transform your HR practices and drive organizational success. With AI tools for HR, you can streamline processes, make data-driven decisions, and create personalized experiences for employees.

Talent acquisition

AI tools have transformed the way organizations attract and identify talent. Traditional recruitment processes involve manually screening dozens (sometimes hundreds) of resumes, making it time-consuming and prone to bias.

AI-powered algorithms can quickly analyze resumes, match candidate profiles with job descriptions, and identify the best-fit candidates. Plus, this automation not only saves time but also ensures a more objective and efficient recruitment process, removing the chance for internalized bias in recruiters.

Robotic process automation (RPA)

HR departments often face a multitude of repetitive and mundane tasks that consume significant time and effort. AI-driven RPA enables HR professionals to automate these processes.

From data entry to form processing and employee record updates, RPA minimizes errors, reduces administrative burden, and allows your HR team to focus on more strategic initiatives, such as talent development and employee engagement.

Performance management

AI tools for HR provide People departments with the ability to collect and analyze large amounts of data to gain actionable insights into employee performance. By leveraging AI, HR professionals can establish objective performance metrics, identify skill gaps, and provide personalized feedback.

AI-powered performance management systems enable real-time monitoring, continuous evaluation, and data-driven decision-making, leading to more effective performance management practices.

Learning and development

AI-driven employee performance data allows organizations to tap into the unique needs of their workforce, enabling them to offer personalized and adaptive training experiences. By analyzing your employee data and preferences in real-time, HR can offer timely and precise learning and development (L&D) opportunities to promote employee growth. This not only enhances employee skills and knowledge but also promotes a culture of continuous learning within the organization — a cornerstone of employee engagement and retention.

Employee engagement

Maintaining high levels of employee engagement is fundamental to your organization’s success. AI tools for HR, such as chatbots and sentiment analysis, enable your HR department to better understand employee needs and concerns.

AI tools for HR allow for personalized communication, provide timely support, and address employee queries. By leveraging AI to streamline impactful processes such as employee onboarding, HR teams can provide consistent and engaging experiences while saving considerable time for strategic matters. In turn, this results in improved employee satisfaction, higher engagement levels, and a positive work environment.

How AI Benefits HR Departments

In addition to the specific use-cases we mentioned above, AI tools for HR bring several other benefits to HR departments, allowing you to pursue your goals of efficient and effective workforce management.

Better decision-making

AI tools provide data-driven insights, allowing you to make informed decisions across many different HR functions. From recruitment to talent development, AI-powered analytics support strategic and impactful decision-making, free from human error and bias.

Faster and personalized talent management

AI automates time-consuming manual tasks, such as candidate screening and welcoming new employees to your work culture, resulting in faster and more efficient talent acquisition processes.

Plus, AI tools for HR enable more personalized experiences — something that would require unsustainable time and maintenance for most HR departments. This better caters to individual employee needs and preferences, which enhances employee satisfaction and retention.

More efficient and effective employee training

AI-powered insights allow HR to offer targeted training content, personalized recommendations, and adaptive learning experiences to their employees.

This ensures that employees receive the right training at the right time, leading to improved skills development, increased productivity, and better performance outcomes.

3 Key Features of AI Tools for HR

When it comes to incorporating AI into your HR practices, choosing the right tools for your organizational needs is the first step. To help you navigate the wide array of options available, we’ll highlight three key features to consider when determining the right AI tools for HR management.

These features offer your organization the opportunity to streamline processes, enhance performance, and develop a culture of engagement.

1. Onboarding automation software: This software automates the onboarding process, including document management, task assignments, and employee orientation. It ensures a seamless and consistent onboarding experience, reduces administrative burden, and fosters early engagement and productivity.
2. Performance management software: AI-powered performance management software facilitates goal setting, real-time feedback, and performance evaluation. It provides a comprehensive view of employee performance, enables ongoing communication, and supports data-driven performance reviews, resulting in fair and transparent performance management practices.
3. Employee engagement platforms: These platforms leverage AI to monitor employee sentiment, facilitate employee feedback, and provide personalized communication channels. They promote a positive work environment, encourage collaboration, and strengthen employee engagement, fostering a sense of belonging and loyalty within the organization.

How to Implement AI into Your HR Practices

Implementing AI into your HR practices requires careful planning and a structured approach. By following these key steps, you can ensure a smooth integration and maximize the benefits of AI tools for HR.

Assess your needs and pain points

Before implementing AI into your HR practices, it is crucial to assess your HR department’s needs and pain points.

Take time to identify areas where AI can bring the most significant value, such as automating repetitive tasks, improving data analysis capabilities, or enhancing employee engagement. By understanding your specific needs, you can align AI tools with your HR objectives and ensure a targeted implementation.

Educate and train staff 

To ensure a successful integration of AI into your HR practices, it’s important to educate and train your HR staff on the technology you’ll be leveraging and its potential benefits.

Offer training programs or workshops to familiarize HR professionals with the tools, their functions, and how they will benefit your organization and shape HR workflows.

Start with small-scale pilots

When integrating AI tools for HR, start with small-scale pilots. Select specific HR functions or processes to pilot AI tools and assess their effectiveness in a controlled environment. It’s best to choose functions that are less consequential, such as sending an automated email or creating a test performance review, before leveraging the system for higher HR functions.

This allows you to test the feasibility, understand the impact, and gather feedback from HR professionals and employees. By starting small, you can mitigate risks, optimize implementation strategies, and build confidence in the capabilities of AI tools before scaling up across the entire HR department.

4 AI Tools for HR Management

AI-powered tools offer immense potential for HR departments. Let’s delve into these transformative AI tools for HR and discover how each can empower your HR department to thrive in the digital age.

Omni

Omni is an all-in-one HR tool that frees HR teams from administrative cycles by automating the entire end-to-end employee lifecycle, allowing HR to redirect their time to strategic work that drives business growth.

With Omni’s AI algorithm, you can gain access to data-driven insights that empower informed decision-making on talent acquisition and performance management. Aside from that, integrate your existing employee favoured systems seamlessly, making your entire onboarding and employee engagement process more efficient.

Eightfold AI

Eightfold AI is an AI-powered talent intelligence platform that helps organizations optimize their talent acquisition process. Leveraging machine learning and natural language processing, Eightfold AI automates candidate sourcing, screening, and matching.

The platform uses AI algorithms to analyze resumes, identify relevant skills and qualifications, and provide personalized recommendations for job openings. With Eightfold AI, HR departments can streamline their talent acquisition efforts, improve candidate quality, and make data-driven hiring decisions.

Culture Amp

Culture Amp is an employee feedback and engagement platform that uses AI and sentiment analysis to gather real-time feedback from employees. Through pulse surveys and other feedback mechanisms, Culture Amp enables organizations to understand employee sentiments, identify areas of improvement, and foster a positive work environment.

With Culture Amp, HR departments can enhance employee engagement, drive organizational culture, and make data-backed decisions to improve employee satisfaction.

Degreed

Degreed is an AI-driven learning experience platform that offers personalized employee training and development. By leveraging AI algorithms, Degreed analyzes employee skills, preferences, and learning history to curate personalized learning paths.

With Degreed, organizations can provide tailored training content, recommend relevant courses, and empower employees to continuously upskill and grow professionally.

Revolutionize Your HR Management

Embracing AI tools for HR management is a powerful strategy to enhance efficiency, accuracy, and employee experience within organizations. By integrating AI into HR practices, organizations can optimize talent acquisition, streamline performance management and promote employee engagement.

If you’re after efficiency in your HR processes, but not quite ready to take the leap into AI, check out Omni’s free and easy to use Onboarding for Company Culture template for a fully customizable guide to increasing employee engagement, or our comprehensive Performance Review Kit to champion employee performance management.

If you’d like to learn more about how Omni’s all-in-one HR software automates the entire end-to-end employee lifecycle, saving People leaders from administrative tasks and increasing organizational innovation,

Onboarding has become a clear differentiator for companies looking to gain a competitive edge in today’s modern business world. In addition to attracting talent and boosting engagement, effective employee onboarding is vital for organizations to quickly and efficiently set their new hires up for success.

As it stands, 61% of employers are struggling with employee retention, and 73% are having difficulty attracting talents. However, as noted in PR Newswire, “82% of employers have seen improvement in retention with a strong onboarding process. Re-imagining the onboarding experience is critical for success”.

It is clear that to adapt to this changing landscape, businesses must make changes to their attraction and retention strategies, specifically the onboarding process. Thanks to employee onboarding software, HR teams can leverage technology to streamline and perfect their onboarding processes, and help retain your top talent while you’re at it.

What is Employee Onboarding Software?

Employee onboarding software is a digital solution designed to automate and optimize the onboarding process for new hires. It replaces manual paperwork, administrative tasks, and email exchanges with a centralized platform that seamlessly integrates multiple aspects of onboarding, such as document management, task tracking, compliance training, and employee communication.

Simply put, employee onboarding software facilitates a smoother onboarding experience, reduces administrative burden, and improves overall efficiency.

Core Features and Functions of Employee Onboarding Software

Before diving into the evaluation process, let’s take a closer look at the core features and functions typically offered by the best employee onboarding softwares:

1. Document management

Modern onboarding software allows you to digitize, store, and access essential documents, such as employment contracts, tax forms, and company policies. This feature ensures easy access, eliminates paperwork, and enhances data security.

Learn more: 8 Key Onboarding Documents for Your New Hire Journey

2. Task automation and tracking 

Onboarding involves a series of tasks and deadlines. Employee onboarding software automates task assignments, sends reminders, and tracks progress, ensuring that no crucial steps are missed during the onboarding process.

3. Compliance and training

Compliance training is a critical part of onboarding. Onboarding software can provide a platform to deliver training modules, track completion, and generate compliance reports. This feature ensures that new hires are well-versed in company policies, regulations, and safety procedures.

4. Employee communication

Effective communication is key to successful onboarding. Employee onboarding software can facilitate seamless communication between new hires, HR personnel, managers, and team members, helping create an environment of collaboration and engagement.

Benefits of Adopting an Employee Onboarding Software for Your Business

Implementing an employee onboarding software can bring a wide range of benefits to your organization, facilitating an engaging and memorable onboarding experience for your new hires. From streamlining processes to enhancing compliance and improving the overall employee experience, here are the advantages you can expect:

Streamlined processes

Manual onboarding processes are time-consuming and prone to mistakes. Onboarding software automates tasks, reduces paperwork, mitigates human error, and streamlines the entire onboarding process, saving valuable time and increasing efficiency.

Enhanced compliance

Compliance with legal requirements and internal policies is crucial. Employee onboarding software ensures that new hires receive the necessary training, complete mandatory forms, and comply with regulations, thus reducing compliance risks. Automated reminders and task follow ups facilitate increased diligence and help ensure all training and paperwork is completed by their assigned deadline.

Improved employee experience

A positive onboarding experience sets the stage for long-term employee engagement. With onboarding software, new hires feel welcomed, supported, and informed from day one, leading to higher satisfaction and retention rates.

Data centralization

Employee onboarding software stores all onboarding-related data in a centralized location. This enables easy access, simplifies auditing, and offers valuable insights for process improvements.

Free Employee Onboarding Tools

While you’re looking for the best employee onboarding tool, it’s worth considering low-cost options available on the market. Some software providers offer free versions of their tools, which can be suitable for small businesses or organizations with limited onboarding needs.

For templates and guides to refer to as you develop your own onboarding process, check out the resources Omni has to offer to help equip your team with the tools they need to run a comprehensive onboarding process.

• The Onboarding Kit for Company Culture
  Everything you need to know for adopting onboarding best practices that set the tone for a positive company culture.
• 38 In-Depth Onboarding Survey Questions for New Hires
  Understand your new employees’ perspectives to effectively address any areas for improvement early on, and increase employee engagement and satisfaction.
• New Hire Training Plan Template
  Kick off your new hire experience with consistent and relevant training programs to provide your new hires with the training and onboarding they need to be successful in their role.
• 9 Professional Employee Onboarding Email Templates
  Utilizing employee onboarding email templates makes sharing information with new hires and ensuring they feel welcome easy, and helps reduce the overwhelming nature of an employee’s first days at a new job.
• The Comprehensive 30-60-90 Day Plan Template
  Maximize employee productivity and identify goals with our customizable template for the first 30, 60, and 90 days of your new hire experience.
• The Complete Employee Onboarding Checklist
  Consistency is key to the onboarding experience. Our employee onboarding checklist offers a comprehensive framework for your onboarding process, helping you run a smooth and uniform onboarding to boost employee engagement.

When and Why Should You Upgrade to Employee Onboarding Software?

If you’re still using manual onboarding processes or outdated tools, it may be time to upgrade to employee onboarding software. Consider the following situations that indicate the need for a more advanced solution:

1. Your organization is growing 

As your business expands, the complexity of your onboarding processes should increase. With a growing number of new hires, departments, and locations, manual onboarding becomes overwhelming and inefficient. Employee onboarding software provides the scalability and flexibility needed to handle a larger workforce and streamline the onboarding experience.

2. Increasing compliance requirements

Compliance regulations are constantly evolving, and staying up to date can be challenging. Employee onboarding software helps ensure that your organization remains compliant by providing standardized training modules, tracking completion, and generating compliance reports. This reduces the risk of non-compliance and potential penalties.

3. Onboarding a remote workforce

With the rise of remote work, onboarding employees who are geographically dispersed is a logistical challenge. Employee onboarding software enables seamless communication, document sharing, and training delivery regardless of physical location, ensuring a consistent onboarding experience for all employees.

4. Enhancing employee experience

Your employee’s experience during their onboarding sets the tone for their entire journey with your organization. Outdated or inefficient onboarding processes can leave new hires feeling disengaged and undervalued. Employee onboarding software provides a modern, user-friendly interface that enhances the onboarding experience, promotes engagement, boosts employee morale, and ultimately has a long-term positive impact on employee retention.

How to Choose the Best Employee Onboarding Tool for Your Organization

Now let’s evaluate and choose the best employee onboarding tool for your organization. Consider the following questions when you’re deciding which onboarding software is right for you:

Does it meet the needs of your organization?

Start by identifying your organization’s specific onboarding requirements. Consider the number of employees, onboarding process complexity, integration with existing systems, and any unique compliance or industry-specific needs. Also, ask whether the software you’re considering provides sufficient analytics and reporting capabilities to gain valuable insights and measure the effectiveness of your onboarding process. This will help you narrow down the options and focus on solutions that meet your specific needs.

Does it have a user-friendly interface?

Employee onboarding software should be intuitive and easy to navigate for both HR teams and new hires. Look for a tool with a clean, user-friendly interface that requires minimal training and allows for a seamless onboarding experience. A visually appealing and well-organized interface enhances the user experience and reduces the learning curve, facilitating seamless onboarding.

Does it integrate with existing systems?

You’ll need to evaluate how well the employee onboarding software integrates with your existing HR systems, such as applicant tracking systems (ATS), human resource information systems (HRIS), and learning management systems (LMS). Proper integration eliminates data silos, minimizes duplicate entry, and improves data accuracy.

Learn more: What is HRIS? Why HR Needs Automation in 2023

Is it customizable (and will it scale?)

Every organization has unique onboarding requirements. Consider whether the onboarding tool you’re interested in allows customization that enables you to align with your organization’s branding, policies, and culture. The ability to tailor workflows, templates, and forms ensures that the onboarding process reflects your organization’s unique identity. Also, evaluate the scalability of the software and make sure it’s able to keep up with your organization’s future growth and evolving onboarding needs.

Does the platform offer support and training?

Consider the level of customer support and training offered by the software vendor. Look for providers that offer responsive customer support, comprehensive documentation, and training resources to ensure a smooth implementation and ongoing support.

Employee Onboarding Software Revolutionizes Employee Engagement

Employee onboarding software represents a significant shift in how organizations approach the onboarding process. By leveraging technology to automate tasks, streamline workflows, and enhance communication, this software revolutionizes employee engagement from the very beginning of an employee’s journey. New hires feel supported, connected, and empowered, leading to increased productivity, satisfaction, and retention.

Omni makes it easy to recruit, onboard, and guide your employees with secure information storage, automated communications, and fully customizable employee profiles that amplify your employee brand and ensure an accurate and efficient onboarding experience.

With seamless integration with your favorite employee management tools, Omni makes it easy for employees and HR teams to interact with our system with minimal training required.

Get ready to create a remarkable first impression with Omni’s superior onboarding experience. Whether your new hires are in-office or remote, Omni enables you to craft a modern, virtual onboarding journey that amplifies your employer brand and leaves a lasting positive impact.

Ready to end the headache of manual onboarding practices? Download our free tools to get started, or if you’re ready to take it to the next level,

Over the years, technology has transformed the way we live and work, and the HR industry is no exception. With the rise in remote and hybrid workplace models, there is a greater reliance on smart and advanced HR technologies.

Moreover, the adoption of all-in-one HR software— also referred to as HRIS — has become crucial in streamlining processes and enhancing efficiency in this evolving landscape. It is estimated that there will be a 12.8% increase in businesses adopting HR software from 2024 to 2030.

Whether for a large-scale industry or a smaller enterprise, optimizing workflows and processes should be prioritized. In this context, leveraging all-in-one HR software offers a comprehensive and agile approach to meet the demands of today’s dynamic business environment. Here’s why:

1. It makes employee management easier

Businesses today are still using excel sheets to handle employee data management. This manual process is extremely time-consuming and potentially exposes crucial information to errors.

There may be a possibility of accidentally deleting a text in a cell, messing up a formula, or incorrect data entry. These types of mistakes can be costly to the business if it goes unrecognized and unrectified.

However, with an all-in-one HR software, these can be avoided. There is no need for HR to manually key in information as employees can log in and provide all their information, minimizing the chances of errors.

2. It saves time

An all-in-one HR software helps simplify and automate manual HR tasks, reducing administration time. This allows HR to focus its time on strategic planning and execution.

For example, managers receive instant notifications for any time-off requests submitted by employees. They can easily review the number of leaves requested, the remaining balance, and swiftly approve or disapprove the requests with a simple push of a button.

The software also addresses common administrative queries like “How many leaves do I have?” or “Can I have the pay slips in PDF format for the last two months?” Through an intuitive employee self-service portal, all relevant information, including payslips, salary history, and remaining leave balances, is readily accessible. This empowers employees to manage their own HR-related queries seamlessly.

Furthermore, small businesses often invest considerable time in manual payroll preparation. Automating this process enables HR teams to swiftly calculate and review payroll variations, distribute payslips, and generate payroll reports effortlessly.

3. It improves productivity

An all-in-one HR software boosts overall productivity. By centralizing various HR functions into one platform, the software allows for a streamlined and automated process, saving valuable time and minimizing the risk of errors.

This efficiency extends to tasks such as payroll processing, leave management, and employee data tracking. With instant access to real-time data, HR professionals can make informed decisions swiftly. Additionally, the self-service features empower employees to manage their HR-related queries independently, reducing the burden on HR teams.

The streamlined workflow and automation capabilities of an all-in-one HR software frees up time for HR professionals to focus on strategic initiatives, fostering a more productive and agile work environment.

4. It provides real-time updated data

An all-in-one HR software serves as a dynamic tool in providing real-time and updated data crucial for informed decision-making. By automating various HR processes, employees can seamlessly update their personal records and documents in the employee-self service portal. All-in-one HR softwares are able to maintain an accurate employee database including employee records, attendance, and leave balances, ensuring access to relevant statistics for both current and former employees.

Preserving employees’ private information, employment contracts, performance appraisals, and other records in a secure, cloud-based database is also an invaluable aspect. Ideally, HR should maintain direct access to these records to respond effectively in the event of a former employee bringing a claim against the organization.

Furthermore, easy-access to current data allows HR professionals and decision-makers to stay informed about the existing status and performance metrics of employees. Real-time updates create a more agile and responsive approach, enabling quick reactions to upcoming trends or potential issues. This not only enhances operational efficiency but also empowers organizations to make timely, data-driven decisions that are consistent with their business goals and adapt to the changing needs of their employees.

5. It reinforces data security

Efficiently managing employee files, which often contains sensitive and confidential employee information such as salaries, addresses, and social security numbers, has become a challenging task, especially when it comes to complying with data privacy laws such as the Personal Data Protection Act (PDPA). Incorporating data management features into your HR software equips you to meet these demands, thereby addressing the increasing incidents of workplace disputes.

With advanced encryption techniques, secure access protocols, and multi-factor authentication, these HR software initiatives safeguard private employee information from unauthorized access. Regular system audits can also be performed to further bolster the security, promptly identifying and addressing potential vulnerabilities, as compared to storing data on paper or hard drives that can be easily destroyed in the event of a flood, fire or a ransomware attack that leads to complete data loss.

In the event of data loss, recovering the data manually is extremely difficult to manage. However, with cloud-based HR software, disaster recovery is a swift and effective process for both the employees and HR. Data stored on the cloud gets backed up and saved in multiple designated locations. Thus, even in times of a system failure or other issues, you can safely restore all information with just a few clicks.

The Versatile HR Software for Your Needs

Adoption of an all-in-one HR software would be advantageous for all stakeholders in the organization. Businesses across various industries and scales are increasingly embracing automation and digitization to maximize productivity. HR software stands out as a pivotal avenue through which corporations are undergoing digital transformation.

By leveraging a comprehensive HR solution like Omni, you gain access to data-driven insights that empower informed decision-making, as well as seamless integrations that effortlessly connect with your existing employee favored systems, making your entire engagement process more efficient and modern.

With a full suite of modules to support every aspect of your business, Omni’s platform offers an intuitive and fully customizable platform that integrates with your team’s favorite tools for a seamless and timely adoption.

If you’d like to learn more about how Omni’s all-in-one HR software automates the entire end-to-end employee lifecycle,

In the last few years alone, the HR industry has undergone drastic changes. From pivoting to remote environments and weathering massive layoffs and resignations, the role of HR has been more essential than ever. But many HR professionals find themselves caught in time-consuming administrative cycles that, while essential to People management, take attention away from the more impactful, strategic work of Human Resources.

The emergence of HR automation has opened a new world of possibilities for the effectiveness of People management by offloading repetitive administrative tasks to streamline HR workflows and bring consistency to employee relations.

What is HR Automation?

With the use of software to automate and streamline tasks such as onboarding, leave management, and performance reviews — HR automation has revolutionized the way Human Resource teams operate. HR automation uses Human Resources Information Systems (HRIS) to digitize and program the repetitive yet time-sensitive administrative tasks that are crucial to managing HR initiatives (and often prone to error when done manually).

5 Key functions of HR automation

Onboarding

When it comes to onboarding — a top driver of employee engagement and retention — HR automation helps bring consistency and efficiency to the process. Because HRIS stores templates, you can build out your unique onboarding program, complete with welcome letters, employee handbooks, and training materials, within the system to easily route incoming employees through your onboarding cycle with just a few clicks.

When a new employee joins your organization, you simply build them a profile in your HRIS which can include custom fields for the information relevant to your business such as position and reporting details, Visa status, and payroll information. Their information will automatically be generated into each relevant document, and HR can track the completion status of forms and training all under one platform for a uniform and seamless onboarding experience.

Leave management

Managing time-off is another essential function of HR. Leave benefits are a common acquisition tool and help promote work-life balance as well as combat employee burnout. But managing leave requests manually can cause a headache for HR and managers with bottlenecks, lack of visibility, and inaccurate leave calculations.

HR automation makes leave management tools possible to facilitate:

• At-a-glance visibility to easily view and assess your entire team’s availability in real-time
• Allows employees to submit their time off requests and automatically route to the correct party to review
• Tracks and calculates time accrued so employees can manage their leave balances
• Generates reports for accurate accounting such as payroll, benefits reimbursements for unused time, and personnel budget analysis

Performance management

Managing, measuring, and improving employee performance is done through intentional, ongoing communication with employees. And as a central strategy for employee engagement — 48% of employees care more about their work when they receive feedback in the workplace — it’s a task that HR and management can’t afford to overlook.

Performance management system software utilizes HR automation to facilitate goal setting, 360 degree performance reviews, feedback and communication, and tap into performance metrics and analytics so HR can have a firm grip on performance management.

Rather than set and track goals on paper, HR automation allows you to set goals that you can digitally track in real-time, making the performance review cycle more accurate and targeted. Performance review cycles can be scheduled and digitized allowing managers to schedule reminders and automatically track completion so no review goes unfinished or behind deadline, all without having to manually track or email a single employee.

Reporting and analytics

Generating reports to inform payroll, personnel budgets, performance metrics, employee leave accrual, and other HR functions such as employee equipment distribution can be time consuming and prone to error when handled manually through disjointed spreadsheets. An HRIS leverages HR automation to house all of the important data surrounding your business and people practices to generate months of reports in a matter of minutes. For recurring reporting needs, you can create custom templates to pull any relevant data to easily replicate whenever necessary.

An added bonus? HR automation facilitates communication between departments, meaning whenever you update any information on an employee’s profile, such as an employee’s offboarding date, relevant stakeholders receive the same information so final benefits can be paid out on time, security accesses can be set to expire, and company property such as computers can be collected all in a timely manner.

Employee self-service

There’s a lot of middle-manning that gets done with managers and HR leave their people processes to manual efforts. From tracking employee leave to updating personal information, these tasks can be a constant distraction pulling managers away from their more strategic initiatives and frustrating employees by slowing down the process to simply request time off.

HR automation empowers employees to manage and access their own benefits, as well as strengthens communication between your workforce and their supervisors. With tools like employee self-service, managers and HR can be relieved of the administrative burden of updating employee records and managing leave requests.

With highly customizable security controls, leadership can determine exactly what employees see and access, allowing for company-wide information sharing such as org charts and important dates, while protecting sensitive information like payroll and Visa information for employees.

6 Advantages of HR Automation

HR automation frees up extensive time and resources for leadership and employees to focus on more strategic initiatives that drive progress and profitability. Let’s examine the various ways in which HR automation contributes to the overall effectiveness of your HR workflows and business operations.

Time and cost savings

HR automation helps save significant time and reduce costs associated with the various manual tasks performed every day by HR and leadership. Studies have shown HR automation can decrease administrative costs by 30% for HR professionals and 49% for employers.

Routine HR workflows, such as data entry, employee onboarding, leave management, and payroll processing, are streamlined and automated, freeing up HR teams to focus on more strategic and value-added activities that drive productivity and profitability for your organization.

Increased efficiency and accuracy

HR automation enhances efficiency and accuracy. Manual data entry and paper-based systems are prone to errors and can be incredibly time-consuming. HR automation eliminates these issues by automating data collection, storage, and retrieval, ensuring data integrity and reducing the likelihood of errors. Additionally, automated HR workflows enable faster and more streamlined processes, reducing bottlenecks and improving overall efficiency.

Improved employee experience

HR automation enhances the employee experience by providing self-service options and reducing administrative burdens. Employees can access HR systems to update personal information, view pay stubs, request leave, and access other HR workflows without relying on HR teams or managers to facilitate these simple yet time-consuming tasks. This empowers employees and gives them greater control over their HR-related activities, leading to increased satisfaction and employee engagement.

Enhanced compliance and data security

Many HR workflows involve sensitive employee information such as payroll and visa information, and compliance with data protection regulations is crucial. HR automation systems often incorporate built-in security measures, ensuring that employee data remains secure and confidential. HR automation can also help organizations stay compliant with labor laws, regulatory requirements, and internal policies by enforcing consistent processes and providing audit trails for HR workflows.

Data-driven decision making

HR automation generates a wealth of data that can be leveraged for strategic decision making. Automated systems provide comprehensive reports and analytics on various HR metrics, including employee performance, turnover rates, training needs, and workforce demographics. These insights enable HR teams and organizational leaders to make data-driven decisions, identify trends, and develop effective HR strategies that align with your organization’s goals.

Scalability

As your organization grows and evolves, your HR needs also expand. HR automation provides scalability by accommodating increased employee numbers, organizational structures, and geographic locations without significant additional resources. Automated HR systems can handle a larger volume of employee data, manage complex workflows, and scale up to support the needs of your growing organization. This ensures that your HR workflows can adapt to changes and effectively support your organization’s expansion, without requiring a proportional increase in HR staff or resources.

Which HR Workflows Can Be Automated?

While there are many benefits to HR automation, it’s not intended to replace Human Resource professionals. HR brings personalization, empathy, and warmth to your organization, and that human touch can not be replicated or replaced by technology.

That said, when used strategically, HR automation can actually improve the human-likeness of HR workflows.

To do so, we must distinguish between two forms of HR workflows: those that require human involvement and those that do not. HR automation should be used when a person is not required to perform the task.

HR workflows without human involvement

Typically, these tasks share at least one of the following traits:

Frequent and/or repetitive – involves following the same steps each time

Simple – does not require strategic thought or analysis

Scheduled –  occurs regularly at the same time or day

Predictable – routine workflow or process

Examples of these tasks include:

• Submitting employee leave requests
• Performance review deadline reminders
• Releasing weekly or monthly payroll
• Generating reports

HR workflows with human involvement

There is still room for HR automation even in tasks that demand human involvement, such as problem-solving, communication, and collaboration.

For example, a member of the HR team must complete a number of touch points in a typical employee onboarding workflow, such as:

• Contacting new hires to extend a warm welcome
• Conducting orientations
• Providing clarification and addressing concerns
• Assisting new hires with any unforeseen challenges
• Creating schedules

Although these duties are dependent on people, these same activities also require a lot of repetitive and supporting tasks that can be automated, such as:

• Creating and sending welcome letters
• Delivering notifications
• Status updates
• Capturing signatures
• Sending documents to the appropriate department
• Sending calendar invitations

For teams with large workforces, or businesses planning to scale recruitment efforts, automating these kinds of HR workflows can make a huge difference in terms of workload for your HR team and create a positive employee experience. When paired with integration, the amount and types of tasks that can be automated increases.

10 Step Guide to Implementing HR Automation

1. Assess your HR workflows

Before implementing HR automation, assess your current HR workflows to identify areas that can benefit from automation. Focus on routine and time-consuming tasks that can be streamlined or eliminated through automation, and refer to the guide in this article to help identify which tasks can be automated.

2. Set clear objectives

Define clear objectives for HR automation, such as improving efficiency, reducing errors, enhancing your employee experience, or achieving specific business outcomes. Having clear goals will guide your automation efforts and help you measure success.

3. Choose the right automation tools

Research and select HR automation tools, such as HRIS, that align with your organization’s needs and objectives. Consider factors such as ease of use, scalability, integration capabilities with existing systems, and vendor support. For more information, check out our previous blog on How to Choose the Right HR Software for Your Business!

4. Involve HR stakeholders

It’s imperative that you involve your HR team and other relevant stakeholders throughout the automation process. Seek their input and gather insights about pain points, challenges, and opportunities to ensure that the HR automation solution addresses their needs effectively.

5. Streamline and standardize processes

Before automating, streamline and standardize your HR workflows as much as possible. Simplify processes, eliminate redundant steps, and establish clear guidelines to ensure that automation is built on optimized processes.

6. Ensure data accuracy and security

Implement robust data management practices to ensure data accuracy, integrity, and security. Define access controls, data encryption measures, and regular data backups to protect sensitive employee information.

7. Provide adequate training and support

Offer comprehensive training and support to the HR and leadership teams who will use the automation tools, as well as your employees. Familiarize them with the system functionalities, provide documentation or tutorials, and offer ongoing assistance to ensure they can utilize the automation effectively. Many HRIS providers will include staff training in the implementation process.

8. Monitor and evaluate performance

Continuously monitor the performance of your HR automation processes. Track key metrics, such as processing time, error rates, and employee satisfaction, to assess the impact of automation and identify areas for improvement.

9. Stay agile and adapt

As your organization evolves, regularly assess the effectiveness of your HR automation. Be open to making adjustments, updating processes, and adopting new technologies to stay aligned with changing needs and industry best practices.

10. Embrace continuous improvement

Encourage a culture of continuous improvement within your HR department. Foster a mindset that embraces innovation and identifies opportunities for further automation, optimization, and enhanced HR workflows and operations.

Free Tools to Streamline Your HR Workflows

Not quite ready to take the leap into HR automation yet still looking for ways to improve your HR workflows? Check out these free resources to help improve your manual processes:

• Total Performance Review Tool Kit

Whether you’re a manager looking for the right words to inspire your employees or an HR professional aiming for a streamlined review cycle, this kit provides you with new and encouraging ways to communicate feedback and champion performance conversations.

• The Onboarding Kit for Company Culture

Create a seamless and impactful onboarding experience that boosts retention rates and equip your new hires with the necessary skills and knowledge to excel in their roles with Omni’s comprehensive onboarding kit.

• Employee Handbook Template

Omni’s employee handbook template offers a customizable guide that helps you communicate all the essentials — while also building your company culture — to ensure a positive onboarding experience that’s sure to boost retention and enable employee engagement.

• The Comprehensive Employee Offboarding Checklist

Utilizing offboarding checklists help aid in a smooth and positive offboarding experience that promotes a positive employer brand for both the existing and departing employees. Start facilitating a smooth transition that keeps company goals on track with our employee offboarding checklist.

• Employee Time-off Request Form Template

HR teams and managers need a system to easily track and manage time off requests for their employees. This time off request form makes it easy to gather the information you need to manage employee time and attendance.

Automate Your HR Workflows with Omni

Omni frees HR teams from administrative cycles by offering HR automation for the entire end-to-end employee lifecycle — from recruitment and onboarding to employee engagement and payroll — allowing you to redirect your time to strategic work that drives business growth.

Powering Asia’s fastest-growing, modern companies, Omni scales alongside your company so you can customize and leverage the system to meet your business exactly where you are — as well as where you’re going.

With a full suite of modules to support every aspect of your business, Omni’s platform offers an intuitive and fully customizable platform that integrates with your team’s favorite tools for a seamless and timely adoption.

Want to see for yourself?