Employee records
One profile per employee holding contract details, department, designation, documents and history — instead of a folder and three spreadsheets.
- Document storage
- Department and designation history
- Confirmation and contract dates
02HRM & payroll · Sri Lanka
HRM Software for Sri Lankan Companies
Employee records, attendance, leave, approvals and payroll in one system — configured to your company’s policies rather than to a vendor’s defaults. Built by Sydon Tech, and able to share data with your ERP so payroll cost lands in the accounts automatically.
- Attendance to payroll in one flow
- Your leave policy, not a template
- Employee self-service portal
- Parallel payroll run before go-live
Where HR time actually goes
In most companies we assess, HR is not short of policy — it is short of hours, and the hours go to the same four places.
- Collecting attendance from a machine, a book or a WhatsApp group, then re-typing it before payroll.
- Answering "how much leave do I have left?" one message at a time.
- Chasing approvals that are sitting unread in someone’s inbox.
- Rebuilding the same payroll spreadsheet every month, where one wrong formula is a real problem.
An HRM system removes the re-typing between those steps. Attendance feeds leave, leave feeds payroll, and payroll feeds your accounts — each figure entered once.
HRM modules we build
Start with records and attendance, or go straight to payroll. Modules are built in the order that pays back fastest for your team.
Attendance
Daily attendance captured against the shift the employee actually works, with late and short-hour visibility for supervisors.
- Shift patterns
- Late and absence reporting
- Period-end attendance summary
Leave management
Leave types, entitlements and balances with an approval route that follows your reporting lines.
- Entitlement rules by category
- Multi-level approval
- Live balances for staff and HR
Payroll
Salaries calculated from the same attendance and leave data already in the system, with your allowance, deduction and statutory formats configured in.
- Allowances and deductions
- Statutory report formats
- Payslip generation
Approvals and notifications
Requests reach the right approver and the requester is told what happened, so nothing waits in an inbox.
- Routing by role
- Status visibility
- Reminder notifications
Employee portal
Self-service access for the requests employees would otherwise ask HR to handle by message.
- Apply for leave
- View balances and payslips
- Access personal documents
Performance reviews
Review cycles recorded against the employee file so appraisal history survives staff changes in HR.
- Review cycles
- Rating capture
- History per employee
HR reporting
Headcount, attendance, leave liability and payroll cost reports produced from live data rather than compiled by hand.
- Headcount and turnover
- Leave liability
- Payroll cost by department
HRM inside a wider ERP
HR data rarely stays in HR.
When we build both systems, the HRM is not an island: payroll cost posts against the same accounts as the rest of the business, department structures are shared, and management reporting covers people cost alongside sales and stock. If you already run an ERP from another vendor, we scope the integration during the requirement study and confirm what its API can actually support before quoting it.
How an HRM implementation runs
Payroll is unforgiving, so the sequence is deliberately conservative.
Policy capture · Free
Your leave entitlements, shift patterns, approval routes and payroll rules are documented first — these differ per company and they drive everything else.
Fixed scope and quotation
A written module list and phase plan at a fixed price, before development starts.
Build and demo per phase
Employee records and attendance usually land first because they feed payroll. Each phase ends in a demo on your own data.
Payroll parallel run
For at least one cycle, the new payroll runs alongside your current method until both agree to the rupee. This is not optional in our process.
Training and rollout
HR staff and approvers are trained on the live system; employees get the portal once the internal flow is stable.
Ongoing support
Statutory formats and policies change. Updates and support continue after handover.
HRM questions answered
What does an HRM system do?
An HRM (Human Resource Management) system holds employee records and automates the repeating monthly work around them — attendance, leave, approvals and payroll — so HR is not rebuilding the same spreadsheet every month.
Does the HRM handle payroll?
Yes. Payroll is one of the modules we build, calculated from the attendance and leave data already in the system. Statutory deductions and report formats are configured to your company’s requirements during the requirement study.
Can the HRM connect to our ERP?
Yes. When we build both, HR data and payroll costs feed the same accounts as the rest of the business, so salary costs appear in financial reporting without a separate journal entry exercise.
Can employees access the system themselves?
An employee portal for viewing leave balances, applying for leave and accessing documents is part of our HRM feature set. Which self-service actions employees get is decided with you during scoping.
Can it handle shifts and multiple departments?
Yes — departments, roles and shift patterns are configured to your organisation rather than assumed. Bring your current roster and approval flow to the requirement study.
Related pages
Get your payroll off the spreadsheet
Send us your leave policy and payroll structure and we will show you how the same rules run inside an HRM system — then quote the build in writing.