HRIS
A human resource information system that ties recruitment, attendance, leave, payroll, 201 files and government remittances together — with biometrics and employee self-service so your HR team stops chasing paper.
Overview
Most HR teams run on spreadsheets, paper 201 files and a payroll process that eats the last week of every cutoff. Attendance rarely matches the timesheets, records live in different places, and computing SSS, PhilHealth, Pag-IBIG and BIR by hand invites mistakes you only catch after the run is closed.
Our approach starts by mapping your real HR pain points and control points — your cutoff schedule, leave rules, shift patterns, approval chains and remittance obligations — then building the system around them. Biometric attendance feeds straight into payroll, and a self-service portal moves routine requests off your HR officer's desk.
Because the build is AI-aided, you get a working system measured in days, not months, with room to keep adding features — new pay rules, departments, reports — as your headcount and operation grow.
What's included
Pull clock-ins from fingerprint or face devices straight into timesheets. Shifts, overtime, tardiness and undertime are computed automatically, ending the manual logbook reconciliation.
Attendance, leave and adjustments become payslips in a single cutoff run. Pay rules, allowances, loans and deductions apply the same way every time, so payslips come out consistent.
Compute SSS, PhilHealth, Pag-IBIG and BIR withholding per employee and generate the contribution schedules and reports you file, taking the manual math out of every remittance.
Staff file leave, view payslips, check balances and update their own details online. Requests route through your approval chain instead of stacking up on one desk.
Every employee's records, contracts, certificates and history sit in one secure, searchable place, so onboarding, audits and clearances no longer mean digging through folders.
Define your own leave types, accrual rules and multi-level approvals. Balances update on their own and approvers act from any device, keeping requests moving.
How we work
We map your pain points and control points before a line of code is written — then AI-aided delivery turns that map into a working system in days, not months.
We sit with your HR and operations leads to document your cutoff schedule, shift patterns, leave rules, approval chains and remittance obligations — the control points the system has to respect.
We shape the attendance, payroll and self-service flows to fit how you already work, instead of bending your team around off-the-shelf software.
AI-aided development turns the agreed design into a working HRIS in days, not months, with biometrics, payroll and the portal wired together from the start.
We onboard your team and migrate existing records, then add new pay rules, reports or modules as your headcount and operation grow.
Why it matters
With attendance flowing into payroll on its own, your team spends the last week of the cutoff reviewing instead of re-keying.
Consistent pay rules and computed contributions cut the manual math behind wrong payslips and remittance corrections.
Self-service hands payslip copies, leave filing and detail updates to employees, giving HR time for hiring, people and policy.
Attendance, leave, payroll and 201 records sit in one system, so reports, audits and clearances pull from the same data.
FAQ
Yes. The system is designed to compute SSS, PhilHealth, Pag-IBIG and BIR withholding and generate the contribution schedules and reports you need to file. We confirm the exact rules and report formats with your team during the mapping stage so they match your obligations.
Often, yes. Many biometric devices export attendance data or connect through an API, and integration depth is our strength. During scoping we check your specific devices and define how their data flows into the system before committing to an approach.
Because our build is AI-aided, we deliver a working HRIS in days, not the months a traditional build takes. The exact timeline depends on how many modules you start with and how complex your pay and leave rules are, which we agree on up front.
Recon Innovations is newly launched, but led by an experienced systems architect with a team of integrators. We work pain-point-first: we map your rules, agree the scope, and build around your real cutoff and remittance obligations rather than handing you generic software. You can start small — often attendance and payroll — and expand once you see it working.
Tell us your pain points — we'll map the fastest path to a working system.