Core HR
Simplify the administrative management of your human resources: new hires, positions, compensation, terminations, etc.
Innovative technological solution for human resources and OHS management for companies with more than 300 employees
With our HRIS: place the human capital at the heart of your company’s strategic decisions.
Simplify the administrative management of your human resources: new hires, positions, compensation, terminations, etc.
Optimize talent management: recruitment, annual evaluations, skills, training, career.
Efficiently manage work time while complying with legal obligations: work schedule, time off, absences, attendance, scheduling, etc.
Quickly generate your reports on Corporate Social Responsibility.
Easily manage business expenses and speed up the reimbursement process.
"The customization possibilities and ergonomics of SIGMA-HR have won us over. The centralization of all HR data allows us to save a considerable amount of time and avoid re-entering errors."
Jérôme P. HRIS Development Manager"With SIGMA-RH, we have better control over our employees' exposure to occupational risks. We also save a lot of time on the administrative management of work accident files."
Céline R. HR Development ManagerBlog
Discover our latest blog posts.
Faisons le point sur l’égalité hommes-femmes dans le monde du travail en 2024. Quelles sont les inégalités salariales? Que dit la loi en matière d’égalité professionnelle? Comment un logiciel RH peut-il aider à soutenir une politique d’égalité professionnelle?
In a transforming work environment, flexibility in schedule management is critical for businesses. SIGMA-HR supports its clients in this challenge by offering a highly efficient advanced collaborative planning software, "Workforce Labor Optimization".Insights from Renaud Grimard, Vice President of SIGMA-HR’s Workforce Management Suite.
Data is everywhere in the business, from marketing to financial analysis, to customer data. Many HR data are also available, but they are often underutilized. What HR data should be collected? How to use them and for what purposes? This is the challenge of People analytics: using relevant data to better manage your human resources strategy. Explanations.