One Record, With History
Changes are recorded as a sequence of facts, not written over the last one.
HRIS System
One Employee Record You Can Actually Trust
An HRIS is the answer to who works here, on what terms, and what proves it. TimeTrax holds that record once — with history, documents and structure attached — so every report and every process is reading the same version.
Trusted by 500+ Active Organizations across Multiple Industries
30th Year of Excellence
1 Million+ Employees Managed
Enterprise-Grade Security
Cloud & On-Premise Deployment
The Basics
What is an HRIS?
An HRIS — a Human Resource Information System — is the system of record for people data. It holds who works here, on what terms, in which part of the organization, with which documents and which history, and it is the thing every other HR process resolves against. Its job is accuracy rather than throughput.
That focus is why an HRIS is judged differently from the rest of HR software. The useful questions are whether a change is recorded as history or written over the top of what was there, whether one employee can exist twice, and whether a report run twice gives the same answer. A system that moves work quickly but cannot answer those is not a record you can rely on.
Why TimeTrax
Why Choose TimeTrax HRIS
Master data that the rest of the system reads, rather than copies.
Structure as Master Data
Entities, locations, departments and reporting lines held once and shared.
Documents on the Record
Contracts and certificates filed against the person they belong to.
Reporting You Can Repeat
Headcount and movement reports drawn from the record rather than rebuilt.
The Problems
Common HRIS Challenges We Help You Solve
Two records for the same employee, both partly right
A headcount that differs depending on who ran the report
Documents in a shared drive nobody is responsible for
No history: the system only knows today’s version
Department and cost centre lists that finance does not recognise
Certificates and contracts expiring with nobody watching
Capabilities
Key Features of TimeTrax HRIS
What a system of record has to hold before anything is built on it.
Employee Master Data
Personal, employment and contractual detail on one record.
Employment History
Transfers, promotions and status changes kept as a sequence.
Organization Structure
Entities, locations, departments, designations and reporting lines.
Document Management
Contracts and certificates stored against the employee record.
Reporting and Analytics
Headcount, movement and composition drawn straight from the record.
Access and Audit
Who may see a record, and what was changed on it.
Choosing a System
How to Choose an HRIS
An HRIS is bought for the years after go-live, not the weeks after it. Judge it on what it can still tell you in three years.
Personnel files and a spreadsheet
The honest version of this is better than it sounds: a well-kept folder per employee is a real record, and small organizations run on it for years. What it cannot do is answer a question about all of them at once without somebody reading every file.
A standalone HRIS
A records-only system is the right purchase when the processes genuinely live elsewhere - a separate payroll bureau, for instance. It is the wrong purchase if you expect it to also run leave and attendance, because that is an HRMS and you will be buying twice.
The record inside a wider platform
TimeTrax holds the record as master data that its other modules read, so there is one version rather than a master and several copies. That only pays off if those modules are in scope; as a pure filing system it is more than you need.
Industries
Built for Every Industry Ready for Digital Transformation
Whether you’re replacing manual processes or upgrading from a legacy system, TimeTrax provides the technology, expertise and support to help you succeed.
Manufacturing
Manage large workforces, multiple shifts, overtime, attendance, leave and payroll with greater accuracy while improving operational efficiency.
Retail & FMCG
Support distributed teams across multiple branches with centralized employee management, real-time tracking and streamlined HR processes.
Healthcare
Simplify workforce scheduling, credential management, shift planning and compliance while ensuring uninterrupted healthcare operations.
Education
Manage faculty, administrative staff and support teams through a centralized HR platform with automated attendance, leave and payroll.
Logistics & Supply Chain
Track employees across warehouses, distribution centers and field operations while improving workforce visibility and productivity.
Textile & Apparel
Handle complex workforce structures, production shifts, attendance and payroll efficiently across factories and manufacturing units.
IT & Technology
Create a modern employee experience with digital HR processes, self-service, performance management and workforce analytics.
Hospitality
Manage shift rotations, seasonal staffing, attendance, leave and payroll while delivering a seamless experience for employees and HR teams.
Connected Ecosystem
Integration Capabilities with Your Existing Systems
Connect HR processes with the systems your business already relies on.
- Biometric Attendance Devices
- ERP Systems
- Payroll & Finance Software
- Accounting Platforms
- Microsoft Active Directory & SSO
- Email & SMS Gateways
- Document Management Systems
- REST APIs & Third-Party Apps
Implementation
Simple & Hassle-Free Implementation
From initial planning to post-go-live support, our specialists work closely with your team to configure the system around your business processes, migrate existing data and ensure a smooth transition.
01
Discover & Plan
We understand your specific business requirements to recommend the best implementation approach.
02
Configure & Integrate
Our team configures workflows, policies, user roles and integrations to align the platform with your existing operations.
03
Data Migration & Testing
Employee records and historical data are securely migrated, followed by thorough testing to ensure everything works as expected.
04
Training & Go Live
We train HR teams, managers and employees before launching the system, backed by continuous support for a successful rollout.
We not only meet but exceed expectations
Dedicated implementation consultants
Secure data migration
User training and onboarding
Integration assistance
Post-launch technical support
Continuous product enhancements
Unleashing the Power of Data with TimeTrax
30th
Year of Excellence
35+
Countries covered
2000+
Implementations
1 Million+
Users
Ready to Hold the Record Once?
Bring us the reports that currently disagree with each other, and we will show you what one employee record does to them.
Terminology
What else is HRIS System called?
HRIS, HRIS system, HRIS software and human resource information system are one term, and employee database software is the plainer way of saying it. The neighbours matter more than the synonyms here: an HRMS is this record with the processes added, and human capital management software is both of those with hiring, development and planning on top. Vendors use the three names loosely, so the question to ask is which of the layers you are actually being sold.
The record itself is Personnel Management, the structure around it is Organization Management, and the filing sits in the Document Management System. The umbrella category is HR software.
Frequently Asked Questions
Everything you need to know about HRIS systems and how TimeTrax holds the record.
What is an HRIS?
An HRIS, or Human Resource Information System, is the system of record for people data: who works here, on what terms, where they sit in the organization, and which documents and history support that. Every other HR process resolves against it.
What is the difference between an HRIS and an HRMS?
An HRIS is the record; an HRMS is the record plus the processes run against it, such as attendance, leave and payroll. The names are used loosely in the market, so it is more reliable to ask what a system does than to trust which acronym it is sold under.
Is an HRIS the same as an employee database?
An employee database is the plain description of the same idea. The difference in practice is history and structure: a database can hold the current values, while an HRIS is expected to keep how they changed and where the person sits in the organization.
Why does employment history matter?
Because most HR questions are about change rather than the present - what someone was paid before the promotion, when a transfer took effect, how headcount moved over a year. A system that overwrites the old value cannot answer any of them.
Can we store contracts and certificates on the record?
Yes. TimeTrax includes document management, so contracts and certificates are filed against the employee rather than in a separate drive with its own naming convention.
Does an HRIS handle payroll?
Not by definition. A records-only HRIS feeds payroll but does not run it. In TimeTrax the record and payroll sit on the same platform, which is what removes the export between them.
Who should be allowed to see a record?
That is an access control decision rather than a product one, and it is worth settling before implementation. TimeTrax applies access rules to records and keeps an audit of changes.
Can the record support more than one company or location?
Multi-entity and multi-location structure is part of what organization management in TimeTrax holds. Confirm the specific arrangement you need with the team before implementation.
Now, what's stopping you?
Data You Can Still Trust in Three Years
The value of a system of record shows up late: in the audit, the restructure and the report somebody has to defend. All three are easier when there was only ever one version of the record.