Question 1

How much does custom HRMS development cost?

Accepted Answer

From $3,500 to $18,000 USD, or A$5,000 to A$25,000. The spread is decided by payroll complexity, not by headcount. A single-country payroll with fixed monthly salaries sits near the bottom. Multi-country tax rules, shift-based attendance from biometric hardware, and loan or advance tracking push it up. We quote after a scoping session, and we will say when an off-the-shelf product would serve you better at a fraction of the price.

Question 2

Why build custom instead of buying Zoho People or BambooHR?

Accepted Answer

Buy if your HR process is ordinary. Custom makes sense when it is not: payroll rules specific to Bangladeshi tax and provident fund practice, attendance tied to factory shift rotations, or grading structures an off-the-shelf product cannot express without paying for enterprise tiers. We will walk through your requirements against a standard product first. Sometimes the honest answer is that you should buy, and we have said that to clients.

Question 3

How long does a HRMS build take?

Accepted Answer

Three to five months for the full set of modules, launched in stages. Employee records and leave usually go live in month two, payroll in month three, and appraisals later once the data underneath them is trustworthy. Payroll needs a full parallel run against your existing spreadsheet for at least one complete pay cycle before we switch over. That parallel month is not optional, and we build it into the plan.

Question 4

Can it connect to our biometric attendance devices?

Accepted Answer

Usually. Most ZKTeco, Suprema and eSSL devices export attendance logs or push them over a local API, and we write a collector that pulls punches into the database on a schedule. If your device is older or has no network interface, someone has to export a file and upload it, which works but adds a manual step. Send us the model number and we will confirm before quoting.

Question 5

Where is the data hosted, and who can see salary information?

Accepted Answer

Your choice of cloud region, or your own server if internal policy requires it. Salary fields are restricted at the field level, so an HR officer can update an address without seeing pay, and every view of a salary record is written to the audit log with a user and timestamp. For Australian clients we host in Sydney by default to keep data onshore.

Question 6

Who owns the system and the source code?

Accepted Answer

You own both outright, on the first payment. That includes the database schema, the application source, the deployment scripts and the technical documentation. There is no licence fee, no per-employee charge and no lock-in. If you later hire an in-house developer, they get the same repository access we had.

Question 7

What happens after go-live?

Accepted Answer

Three months of defect support is included, since that period catches the edge cases: a mid-month joiner, a retroactive salary revision, a leave request covering a public holiday. After that, support runs as a monthly retainer or hourly, your choice. Statutory changes, such as a new tax slab or a change to provident fund rules, are treated as new work because the rules genuinely changed.

HRMS development