Evaluation of HRIS: Best HRMS SG Features

Many SG employers are ramping up human resources information technology investments, with the Singapore HR analytics market projected to grow by 16%, from USD 40.8 million in 2022 to USD 133.3 million by 2030.

But whether these investments pay off depends on choosing the right HR system. A poor choice during the evaluation of HRIS can lead to failed investments, resulting in both inefficiency and non-compliance.

To avoid this, your evaluation of HRIS solutions must go beyond basic features like a centralized database, payroll management, and time and attendance tracking. While these are important, they’re not enough to ensure success, especially for modern, growing Singapore businesses.

What often gets overlooked are critical Singapore-specific compliance features, such as withholding state-mandated contributions in payroll and offering local language support. Equally important are integration capabilities, which directly impact how effectively your HR technology connects with other business systems to streamline processes and support automation. 

In this article, we’ll walk you through how to conduct an evaluation of HRIS solutions, highlight essential HRMS SG features, and show how Omni delivers as an all-in-one solution.

Importance of HRMS SG Evaluation

Southeast Asia businesses, particularly Singapore, are adopting digital solutions to streamline HR processes more and more—including payroll processing, employee performance tracking, recruitment, and talent development. But how much do these digital solutions support compliance with Singapore’s regulations?

Accordingly, your evaluation of HRIS should include being able to meet critical SG compliance requirements, like the Ministry of Manpower (MOM) laws regulating employment conditions and rights.

For example, your HRIS should go beyond basic salary processing to automate tax and payroll calculations that include CPF, SDL, IR21, FWL, and other IRAS-related deductions that the software must calculate and process accurately.  It should also generate compliant reports and send reminders for important submission deadlines, reducing the risk of errors or missed obligations.

CPF Calculator

Not to mention, compliance doesn’t stop at payroll. Your evaluation of HRIS should also consider the Personal Data Protection Act (PDPA), ensuring the system has strong data security measures to protect sensitive employee information and meet privacy requirements.

The cost of choosing the wrong HR system

Researching compliance requirements may feel tedious, but skipping this step can be costly. Without them, you risk implementing a system that fails to support your core HR functions and payroll processes.

The result? Inaccurate payroll calculations, unpaid or delayed statutory contributions, or non-compliant tax forms result in compliance risks, fines, penalties, legal action, reputational damage, and lower employee satisfaction and retention rates.

With stakes this high, careful evaluation of HRIS options is critical. HRIS is never one-size-fits-all; the right choice depends on how well the system aligns and scales with your needs.

As Vinay Varma, Head of IT at Siemens, puts it: “Emerging tech allows HR to move from a ‘one-size-fits-all’ approach to genuinely employee-centric strategies.” 

So while every business depends on core HR functions, your organization also needs HRMS SG features and customized capabilities designed around your workforce.

Core HRIS Features for Singapore compliance

For a rounded evaluation of HRIS, you first need to understand which features are non-negotiable for Singapore compliance.

Regulatory compliance

Native compliance with local regulations is a must-have in any HR software. This ensures compliant and automated payroll processes, reports, and record keeping. 

With Omni, you get built-in Singapore compliance from the start, eliminating costly customizations and manual workarounds. Our platform automates CPF, MOM, and IRAS statutory filings like IR8A, ensuring payroll and HR processes are always up to date and free from errors. 

“We want HR to be innovative. We don't want them to be stuck in the rut and think that this is the only way a function looks like. Omni has evolved to allow HR to play around in the ‘HR software sandbox,’ yet keeping that compliance and governance in the system itself that’s so essential.”
— Wenna Lee, HR Manager at IHRP

Payroll integration

Payroll is considered one of the most crucial aspects of core HR functions, and it’s important to get it right each time. Assess whether the HR system syncs seamlessly with payroll to reduce errors and save hours on manual reconciliation. 

Omni’s payroll module does exactly this—automating statutory calculations like CPF and cutting payroll cycles in half.

"Payroll calculations that used to take three to five working days can now be done in half the time with Omni." 
— Tengku Mohaizad, Group Head of HR Asia at Inspire Brands Asia

Multi-language and local support

An HR system serving Singapore must accommodate a multilingual workforce and provide responsive local support. 

Omni supports 10+ languages, and our award-winning local support team works within your time zone, ensuring smooth and timely adoption right from the start.

Singapore-specific analytics

HR analytics should do more than report hours and track leave; they should monitor compliance risks and workforce health. 

Omni’s report and analytics tracks CPF contributions, employee time-off usage, headcount, and more, helping HR teams to identify patterns and prevent risks before they escalate.

“Reports that used to take 12 hours can now be generated in minutes.” 
— Lovely Tan, Philippines Country Head of People at Qashier

Advanced Features That Separate Leaders in HRIS Evaluations

To go beyond surface-level functionality, it’s important to learn how to spot standout solutions in your evaluation of HRIS. The differentiators come from features that empower HR to drive strategy instead of administrative work.

Predictive analytics

Predictive analytics help HR anticipate turnover, engagement risks, and workforce needs.

With Omni’s reporting capabilities, HR teams can turn data into actionable insights, enabling proactive and data-driven decisions.

“Omni’s data allows us to be more proactive in identifying signs of burnout or disengagement.”
‍— Rhoanne Therese Jamelo, HR Generalist at ScaleForge

Employee experience platforms

According to Microsoft, “an employee experience platform is software that supports people and teams by helping organisations improve connections, gain insights, find shared purpose, and encourage growth”— all advantages contributing to employees’ overall wellbeing.

The chosen HRMS SG should be more than a database; it should enhance employee engagement and experience. Omni unifies the employee lifecycle with onboarding, self-service portals, and engagement tools like pulse surveys in one intuitive platform.

Integration capabilities

As highlighted above, integration with payroll systems is a necessity, but the best HRMS Sg connects with the wider tech stack, including communication and collaboration tools. 

Omni integrates seamlessly with your team’s well-loved tools like Slack, Google Suite, Microsoft Teams, Xero, and more, ensuring accurate HR data flows wherever you need it. 

Mobile-first design

Your preferred HRMS SG system should empower employees on the go. Omni’s mobile app makes approvals, time-off requests, and payslip access a one-tap experience. 

“Once I get a notification, I can just approve from the app. Straight away, I click approve, and it’s done.” 
— Wenna Lee, HR Manager at IHRP

Scalability

Your evaluations of HRIS should assess whether the system adapts to your needs instead of holding you back. 

With Omni, we meet you where you are and also where you want to go. From startups to enterprises, Omni scales effortlessly with customizable fields, automated workflows, and pricing designed for your unique needs at every stage.

"What differentiates Omni is how tailored it is to Southeast Asian market needs. The platform's flexibility and the team's responsiveness have been crucial in supporting our growth journey. As we look toward expansion into the US and UK markets, we're confident that Omni will continue to evolve with us." 
— Derek Tan, Head of HR at Milieu Insight

Your HRIS Decision Matrix

To make your evaluation of HRIS more structured, use this decision matrix to fairly assess each HR system and determine which best fits your needs.

Technical criteria

Since HRIS is a software solution, the first step in your evaluation of HRIS is to examine its technical capabilities. Using the basic and advanced features discussed above, create a tailored list of must-have features that align with your business needs.

Local support

In your evaluation of HRIS, it’s important to go beyond just selecting a global HRMS. What you really need is an HRMS SG-focused solution with a support team that understands your market and can communicate easily with you.

With local support, your vendor has a dedicated team or strong presence in Singapore, giving them deep knowledge of local compliance regulations, unique business practices, and communication styles. This ensures issues are addressed quickly and accurately, without the delays that often come with offshore teams.

Track record

How well has the HR system served businesses in the past? To get your answer, your evaluation of HRIS should include online case studies, reviews, and ratings. You can also ask for references. Pay extra attention to the customer experience of similar businesses to yours in terms of needs and size.​

Even more important is the vendor’s compliance track record. Have there been any non-compliance issues with the IRAS or lawsuits in the past? A positive digital footprint is crucial. 

See why modern teams choose Omni

Future-proofing

With expansion plans, employees’ changing needs, and rising technological trends, your evaluation of HRIS should help you determine the software solution fit for your current and future needs so that you don’t have to switch to a different vendor later on.

Consider these questions to assess scalability:

• Can you configure the system easily, or do you need the vendor to intervene and alter the system’s coding?
• Does it have an open API facilitating connections with other systems, or are the integration capabilities limited?
• Do the platform’s features get enhanced often, or are the updates rare and disruptive?
• Can you customize the user interface to the changing roles and needs, or is it fixed?

Vendor stability

An evaluation of HRIS vendor stability tells you how reliant the vendor is as a long-term solution. To assess vendor stability, you can consider the following factors:​

• Scaling: Good products tend to have well-sized customer bases (at least proportionally), so search for data on the number of customers, web traffic, revenue value, and the number of employees.
• Retention: Retention is typically a sign of satisfaction, meaning that you want high retention rates (if the data is available).
• Financial stability: During your evaluation of HRIS, check the software’s annual revenue growth rate and profitability margin. Their sum should be over 40% (the rule of 40).
• Demo: The demo is when you get to ask the hard question to assess how reliable the vendor truly is, so do your research and book a free demo. During the call, we’ll answer all your questions and help you determine if we’re the right fit for you.

Why Omni Leads Singapore HRIS Evaluation

When it comes to the evaluation of HRIS, Omni is the clear choice for Singaporean businesses seeking a solution that balances compliance, efficiency, and employee experience. Designed with a Singapore-first approach, our HR system natively supports CPF, MOM, and IRAS requirements, ensuring compliance is built in rather than just an afterthought.

Omni’s HRMS SG platform has a proven track record with leading companies across Singapore and Asia, helping HR teams streamline payroll, talent management, and compliance reporting. Our local expertise means you get the support you need from a team that understands Singapore’s regulations and culture, ensuring smooth adoption and accurate compliance. Paired with transparent and flexible price structures, Omni offers unparalleled value for modern, growing teams in Singapore and beyond.

Find the pricing plan for your needs

For HR leaders serious about their evaluation of HRIS, Omni delivers a future-ready HR system built for the realities of Singapore. Book a demo with our team today and learn more.