Solutions
Custom HRM Software Development
We build and extend human resource management systems that reflect your policies, automate HR administration and give employees and managers fast self-service on web and mobile.
HR Software That Follows Your Policies, Not the Other Way Around
A human resource management system covers the full employee lifecycle: recruiting and applicant tracking, onboarding, core employee records, organization structure, time and attendance, leave, payroll inputs, performance, learning and offboarding. Suites such as Workday, SAP SuccessFactors, BambooHR or Personio cover common needs, but organizations with shift work, multi-country entities, union rules or unusual approval chains often find that the critical parts of their process still run in spreadsheets and email.
Hanoi Technology builds custom HRM software and extends existing HR platforms. We deliver modular HR systems, employee self-service portals and mobile apps, integrations with payroll providers and identity systems, and AI features such as candidate screening support and HR policy assistants. Every system is designed with strict access control, because HR data is among the most sensitive information a company holds.
The Challenge
HR Technology Problems We Solve
HR teams usually struggle with fragmentation and manual work rather than a lack of software.
Policies That Software Cannot Express
Leave accrual rules, shift allowances, probation steps or regional holidays often do not fit configuration options. HR staff calculate them by hand, which is slow and error-prone.
Fragmented Employee Data
Recruiting, HR records, payroll, time tracking and learning sit in separate tools. The same employee is entered several times and reports never quite agree.
Slow Self-Service
Employees email HR for payslips, leave balances and letters because the portal is hard to use or unavailable on mobile. HR spends its day answering routine questions.
Compliance and Privacy Exposure
Personal, salary and health data spread across spreadsheets and inboxes is difficult to protect and audit. Data protection rules such as GDPR require clear control over who sees what.
Business Value
What a Well-Designed HRM System Delivers
One Employee Record
Hiring, contract, position, compensation and history live in one place. Every downstream system draws from the same data.
Automated HR Administration
Onboarding checklists, contract generation, leave approvals and document reminders run as workflows. HR focuses on people rather than paperwork.
Accurate Payroll Inputs
Attendance, overtime, leave and allowances flow to payroll automatically. Corrections after the payroll run become rare.
Self-Service Employees Actually Use
Mobile-friendly portals let employees request leave, update details and download documents in seconds. Managers approve requests from their phone.
Visibility for Leadership
Headcount, turnover, hiring pipeline and absence dashboards update in real time. Workforce planning uses current facts.
Protected, Auditable Data
Role-based access, field-level permissions and audit logs control sensitive information. Compliance reviews take hours, not weeks.
Integrate Payroll, Do Not Rebuild It
Payroll calculation is heavily regulated and changes every year in every country. In most projects we recommend integrating a specialist payroll provider rather than building tax logic from scratch, and focusing custom development on the workflows, data and experiences that make your HR operation distinctive.
Our Services
Hanoi Technology’s End-to-End HRM Software Services
We cover HR software from first analysis to ongoing support.
HR Process Discovery and Solution Design
We map HR processes, policies and data across the employee lifecycle, then recommend whether to build, extend or integrate. Requirements are prioritized with HR and finance.
- Process and policy maps
- Build, extend or integrate analysis
- Prioritized backlog
Core HR and Employee Records
We build employee master data, organization charts, positions, contracts and document management with full history. Changes go through approval workflows where required.
- Employee data model
- Org structure management
- Document and contract module
Recruiting and Onboarding
We develop applicant tracking, interview scheduling, offer approvals and onboarding workflows that assign tasks to HR, IT and managers. Candidates move into employee records without re-entry.
- Applicant tracking system
- Interview and offer workflows
- Onboarding task automation
Time, Attendance and Leave
We build shift scheduling, clock-in via web, mobile or devices, overtime rules and leave management with your accrual policies. Results feed payroll automatically.
- Shift and attendance module
- Leave policy engine
- Payroll export or API
Performance, Learning and Engagement
We deliver goal setting, review cycles, feedback, training records and surveys. Managers see team progress and development needs in one place.
- Review and goal module
- Learning records
- Survey and feedback tools
Integrations and AI Features
We integrate with payroll providers, accounting, identity providers and collaboration tools, and add AI features such as resume parsing, policy question answering and analytics. Every AI feature includes human review for decisions about people.
- Payroll and identity integrations
- HR policy assistant
- Resume parsing with human review
Our Approach
How We Build HRM Software
HR systems succeed when HR staff, managers and employees shape them together.
- 01
Understand Policies and People
We interview HR, payroll, managers and employees, and collect policy documents, forms and reports. Edge cases such as transfers or rehires are documented explicitly.
Deliverables: Policy and edge case catalog · User personas
- 02
Design Data and Experience
We design the employee data model, permissions and key screens, and test prototypes with HR staff and a sample of employees.
Deliverables: Data and permission model · Tested prototypes
- 03
Build in Prioritized Modules
Core HR is built first, followed by the modules with the biggest manual burden. Each sprint ends with a demo to HR users.
Deliverables: Working modules · Sprint demo notes
- 04
Migrate, Test and Launch
Employee data is migrated and validated, payroll parallel runs are performed where relevant and users are trained. Launch can be phased by entity or country.
Deliverables: Migration validation · Parallel run results
- 05
Support and Extend
We provide hypercare, then continue with enhancements and new modules through a dedicated team or managed service.
Deliverables: Support process · Module roadmap
Use Cases
HRM Solutions We Build
Examples of HR systems designed for specific workforces.
Shift-Based Workforce Management
A retail or logistics business schedules shifts, tracks clock-ins on mobile and calculates overtime by local rules. Store managers swap shifts in the app and payroll receives clean data.
Multi-Country Employee Hub
A company with entities in several countries keeps one employee record with local contract types, holidays and documents. Group HR sees global headcount while local teams keep local rules.
High-Volume Recruiting
A fast-growing company screens large applicant volumes with structured scoring, automated scheduling and recruiter dashboards. Hiring managers review shortlists rather than raw CVs.
Employee Self-Service App
Employees view payslips, request leave, update bank details and request letters from a mobile app. HR inbox volume drops and requests are tracked to completion.
HR Policy Assistant
An AI assistant answers employee questions about leave, benefits and procedures using the company’s own policy documents, with links to the source. Sensitive questions are routed to HR staff.
Performance Review Cycles
Managers and employees complete goals, self-assessments and reviews on a defined schedule. HR tracks completion and calibrates ratings across teams.
Technology
HR Technologies We Work With
We combine modern application stacks with integrations to established HR and identity platforms.
- React
- Next.js
- Angular
- Node.js
- .NET
- Java Spring Boot
- PostgreSQL
- Flutter
- React Native
- Microsoft Entra ID
- Okta
- Workday API
- BambooHR API
- Microsoft Teams
- Slack
- Power BI
Platforms
Deliver HRM Software on Your Preferred Platform
Why Hanoi Technology
Why Organizations Choose Hanoi Technology
Senior, Cross-Functional Teams
Strategy, data, AI, cloud and engineering specialists work as one team, so nothing is lost between hand-offs.
Proven Delivery
More than 50 projects delivered for clients in North America, Europe and Asia-Pacific.
Radical Transparency
A written update every week and a demo of working software every sprint, so you always know where things stand.
Cost-Effective Global Delivery
Experienced engineers from our Hanoi delivery hub, with working-hour overlap for every major time zone.
Success Story · HR tech
AI candidate screening and matching for an HR tech startup
An HR tech startup processing thousands of applications a month needed recruiters to spend less time screening CVs. We built resume parsing, job matching and an automated shortlisting workflow.
Read the Full StoryMore Success Stories
Education and EdTech
2×course completion rateAdaptive learning paths for a global online education platform
An online education platform had strong enrollment but only about 35% of learners finished their course. We built adaptive learning paths, a mobile app for short lessons and progress features that keep learners going.
Resources
Featured Resources
Industry trends and practical guidance to help you get more value from data, AI and technology.
FSMA 204 After the Delay: Using Shipment Monitoring to Get Traceability-Ready by 2028
The FDA Food Traceability Rule deadline moved to July 2028, but the data work is large. Here is how to use shipment monitoring and event data to get ready without wasting the extra time.
CSRD After the Omnibus: What the Revised ESRS Mean for Reporting From 2027
The Omnibus and the simplified ESRS reshaped EU sustainability reporting in 2026. Here is who is in scope, what changed in the standards and how to adapt your data and process.
OpenTelemetry in 2026: Building a Vendor-Neutral Observability Strategy
OpenTelemetry has become the default way to collect telemetry. Here is what changed in 2026 and a practical roadmap for a vendor-neutral observability stack.
Give Your HR Team Time Back
Book a free consultation to discuss your HR processes and the systems you use today. We reply within 24 hours and can suggest where custom software would remove the most manual work.
HRM Software FAQ
Should we build custom HRM software or buy an HR suite?
If your HR processes are fairly standard, a commercial HR suite is usually the faster and cheaper start. Custom HRM development makes sense when your policies, workforce model or compliance needs do not fit configuration options, when you need HR features inside your own product, or when integrating several point tools has become harder than replacing them. Many clients keep a suite for core HR and build custom modules or apps around it.
Do you build payroll calculation as well?
We can, but we usually advise against building country-specific tax and social security calculations from scratch, because rules change frequently and errors are costly. Instead we integrate with specialist payroll providers and focus on producing accurate payroll inputs such as attendance, overtime, allowances and leave. For simple internal calculations, such as allowances or bonuses, custom logic is practical.
How do you protect sensitive employee data?
We apply role-based and field-level permissions so salary, health or disciplinary information is visible only to authorized roles. Data is encrypted in transit and at rest, access is logged, and authentication uses single sign-on with multi-factor authentication. We design retention and deletion rules with your legal team to meet data protection regulations such as GDPR in the markets where you operate.
How long does it take to build an HRM system?
A core HR module with employee records, org structure, documents, leave and self-service can typically be delivered in a few months. Recruiting, time and attendance, performance and integrations are added in further phases. Timelines depend on the number of policies and countries, data migration and integration complexity. We work in sprints with demos so HR sees progress early.
Can AI be used safely in HR processes?
Yes, with care. We use AI for tasks such as parsing resumes, summarizing feedback or answering policy questions from approved documents, and we keep humans responsible for decisions about hiring, promotion or termination. Features are tested for consistency, logged for audit and designed to comply with applicable regulations on automated decision-making and AI in employment.
Can you integrate with our existing HR and payroll tools?
Yes. We integrate with payroll providers, HR suites, identity providers, accounting systems and collaboration tools through APIs or secure file exchange. Integrations include validation, error handling and monitoring, so failed updates are visible and can be corrected. This lets you modernize one part of the HR landscape without replacing everything at once.