HRM Software — the entire employee lifecycle in one place
Much more than payroll: talent management from recruiting to offboarding, biometric attendance, performance reviews, training, engagement surveys, employee self-service and people analytics. With full compliance for ISSS, AFP, ISR and Salvadoran labor regulations.
HRM (Human Resource Management) is the evolution of the classic "payroll system". While payroll only calculates wages, a serious HRM manages the complete employee lifecycle: how they joined, how they developed, how they performed, how much they grew and how they left. All people-related data — the most expensive asset of any company — in one integrated system.
Without an HRM, companies operate with scattered information silos: physical employee files, contracts in Word, evaluations in Excel, training in emails, payroll in a separate system, attendance in an isolated biometric clock. Every people decision takes hours and every labor audit becomes a nightmare. The right HRM solves all that.
Recruiting & Selection
Vacancy pipeline, ATS (Applicant Tracking System), publishing to job boards, candidate evaluation, AI-powered scoring.
Digital Onboarding
Structured welcome, online contract signing, equipment assignment, system access, initial training. First day without chaos.
Employee File
Personal information, contract, dependents, beneficiaries, complete digital history. Zero paper, instant search.
Attendance Control
Biometrics (fingerprint, facial, RFID), GPS for field staff, mobile clock-in, flexible schedules, rotating shifts, payroll integration.
Payroll & Compensation
Automatic calculation of wages, ISSS, AFP, ISR, vacations, bonuses, overtime, severance. Electronic pay stubs sent to employee email.
Performance Management
OKRs, KPIs, 360° reviews, semiannual or annual cycles, calibration between leaders, individual development plan.
Training Management
Course catalog, role-based assignments, integrated e-learning, hour tracking, certificates, training budget per area.
Engagement & Climate
Weekly pulse surveys, annual engagement, eNPS, sentiment analysis, early talent flight alerts.
Employee Self-Service
Web portal + mobile app. Pay stubs, vacations, leave, work certificates — without involving HR.
Dynamic Org Chart
Always-updated organizational structure, hierarchies, functional and line reporting, structural change management.
Compensation & Benefits
Salary bands, equity comp, performance bonuses, sales commissions, benefits (insurance, dental, meals), competitiveness analysis.
People Analytics
Executive dashboards: turnover, absenteeism, payroll cost, time-to-fill, training ROI, headcount per area.
- ISSS: employer and employee contributions, monthly payroll, official reports, reconciliation.
- AFP: integration with all administrators (Crecer, Confía, INPEP). Automatic payroll and reconciliation.
- ISR: withholding calculation per current tax brackets, monthly declarations, annual F-14.
- MTPS (Labor Ministry): contracts, payroll, labor forms, registration reports.
- Vacations: automatic calculation based on days worked, balance control, correct surcharge to payment.
- Annual bonus: calculation per years of service (10, 15, 18, 21 days), December payment or advance.
- Severance: correct termination calculation (30 days per year), differentiated benefits.
- Overtime: 100% day surcharge, 125% night surcharge, 200% on rest days or holidays.
- Father's Day, Mother's Day, Union Day, Christmas: legal holidays automatically reflected.
- When tables or rates change: automatic updates without client intervention.
One of the biggest productivity and money leaks in mid-size and large companies is attendance control disconnected from payroll: clock-ins on a device nobody reviews, absences not deducted, overtime paid without validation, tardiness undocumented.
Our HRM integrates the attendance module directly with payroll:
- Biometrics: fingerprint, facial recognition, RFID. Impossible to clock for someone else.
- GPS and geofencing: for field staff (sales reps, technicians, drivers). Clock-in only from the right location.
- Mobile clock-in: selfie + GPS for remote work or multiple locations.
- Flexible schedules: variable entry times, mandatory core hours, summer schedules.
- Rotating shifts: automatic scheduling, weekends, night shifts.
- Overtime approval: authorization workflow before payment. No payroll surprises.
- Absenteeism reports: by person, by area, trends, total cost to the company.
Annual evaluations as Excel surveys are a thing of the past. Today, performance is managed continuously with quarterly OKRs, frequent feedback and structured conversations.
Our performance module includes:
- Quarterly OKRs: objectives and key results per person, aligned with area and company.
- 1:1s: shared agenda between manager and report, agreement tracking and follow-up.
- 360° reviews: self-evaluation + direct manager + 2-3 peers + 1-2 reports (if applicable).
- Calibration between leaders: sessions where leaders align criteria so evaluation is fair across areas.
- Individual Development Plan (IDP): from each evaluation, concrete action plan with deadlines.
- Continuous feedback: kudos, recognitions, constructive feedback online — not just in formal review.
- Talent analysis (9-Box): performance × potential matrix, identifying high-potentials and PIP candidates.
Today's employee is not measured by salary alone: it's measured by the complete experience of working at your company. Well-done onboarding, clear communication, fast self-service, recognition, growth path.
- Mobile app for employees: pay stub, vacations, leave, certificates — from their phone.
- Internal communication portal: company news, benefits, events, birthdays, recognitions.
- Weekly pulse surveys: 1 question every Monday. Measures engagement without survey fatigue.
- eNPS (Employee Net Promoter Score): quarterly "would you recommend working here?", segmented by area.
- Peer-to-peer recognition: coworkers acknowledge achievements, management sees who's contributing.
- Visible benefits: employee sees the total value of their package (salary + ISSS + AFP + bonuses + insurance + etc.).
- Off-boarding: structured exit interview, honest feedback, pattern identification.
The most advanced HR areas operate like any business unit: with metrics and dashboards, not intuition. The HRM is the source feeding those analyses.
- Total payroll cost: per area, per month, evolution, % over revenue.
- Voluntary and involuntary turnover: overall and by area. Identifying problem areas.
- Average time-to-fill: days from opening to offer signed.
- Cost per hire: ads + recruiter hours + onboarding + time to productivity.
- Absenteeism: days lost per month, by area, associated cost.
- Training ROI: investment vs impact on performance and retention.
- Headcount planning: 6-12 month projection based on business goals.
- DEI (Diversity, Equity, Inclusion): gender, age, origin distribution, salary gap.
- ERP / Accounting:SAP, Oracle, Microsoft Dynamics, Odoo, custom systems — payroll cost generates automatic entries.
- Banks: automatic mass payment files for Salvadoran banks (Cuscatlán, Davivienda, Agrícola, Promerica, BAC, etc.).
- E-learning platforms:Coursera Business, LinkedIn Learning, Udemy Business — completed courses recorded in employee file.
- Slack / Microsoft Teams: birthday notifications, leave approvals, reminders.
- Google Workspace / Microsoft 365:SSO, calendar, email, automated account onboarding/offboarding.
- Job boards: automatic publishing to Tecoloco, Computrabajo, LinkedIn Jobs.
- Health insurance providers: automatic monthly add/drop/change file.
- Sales / commission systems:HRM receives commission data and includes them in payroll.
Custom HRM
Built specifically for your company, no per-user license, 100% adapted to your processes. Recommended for companies with 200+ employees, specific regulation or unique workflows. Scope is defined based on scope.
Configuration on commercial platforms
BambooHR, Personio, Workday, SAP SuccessFactors, Oracle HCM, Buk, Rankmi, Worky, Sesame HR. We help you choose the best one based on size, budget and country. Implementation + training + integration with your systems
Modernization of existing system
If you already have an old payroll system and want to expand it to a complete HRM, we evaluate what can be reused and what needs to be built. Phased modernization plan to keep operations running.
Basic HRM for SMB
Payroll + attendance + employee files + self-service. 3-5 months. Ideal for companies with 30-150 employees.
Complete enterprise HRM
All modules: recruiting, performance, training, engagement, analytics. 6-9 months. For companies with 150-1000 employees.
Custom HRM
No per-user licenses, 100% adapted, IP belongs to client. For large companies (500+ employees) or regulated industries.
SaaS platform configuration
BambooHR, Workday, SAP SuccessFactors, Buk implementations. Licenses separate.
Monthly maintenance and support
Regulatory updates, support, adjustments, new reports. Essential to stay current with legal changes.
What is the difference between a payroll system and a complete HRM?
A payroll system only calculates wages and deductions (ISSS, AFP, ISR). A complete HRM covers the entire employee lifecycle: recruiting, hiring, onboarding, attendance, payroll, performance reviews, training, engagement, offboarding. Payroll is just one module within an HRM. If your company has more than 50 employees, you need a complete HRM, not just payroll.
What determines the cost of implementing an HRM?
It depends on headcount and module scope: payroll, attendance and employee files are the base; performance, training, engagement and recruiting are additional modules. It also depends on whether a SaaS platform with per-employee monthly licensing is configured or a custom system is built with no licenses, and whether it integrates with the accounting ERP. Above 50 employees, you need a full HRM, not just payroll. We deliver a fixed quote after a scoping session, at no charge.
Does it comply with current Salvadoran labor laws?
Yes, fully. Calculation of ISSS (employer and employee), AFP (all administrators), ISR according to current tax brackets, vacations, December bonus, severance for termination, overtime (day and night surcharges), commissions, allowances. We update automatically when official tables or rates change.
Can the HRM integrate with our accounting ERP?
Yes. We integrate with any ERP — proprietary or commercial (SAP, Oracle, Odoo, Microsoft Dynamics, custom systems) — so payroll cost automatically generates accounting entries in your financial system. No manual re-entry, no monthly closing headaches.
Is there an employee self-service module?
Yes. Web portal and mobile app where employees access pay stubs, available vacation days, leave balances, work certificates, evaluations, pending training and request time off online. Reduces HR queries by 70-80%.
Does it work for multi-company or multi-location organizations?
Yes. Multi-company, multi-country, multi-location, multi-currency. Cost centers per branch, separate payroll per company but consolidated reporting for management. Supports employees in other Central American countries with their own regulations.
Ready to take your people management to the next level? Request a free demo and we'll show you how your HRM would look running with your operational reality. Detailed proposal in 7 business days.
