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Services
HR software modules in Myanmar for attendance, leave, payroll support, and employee records.
My HR brings core HR records, attendance, approvals, payroll support, reporting, and people development into one structured operating system for Myanmar teams.
Platform modules
Choose the operating layer your team needs first.
Some companies start with employee records. Others need attendance discipline, clearer approvals, or payroll-ready review. My HR is designed so each part can add value on its own and work better together later.
Attendance Operations
Manage rosters, shifts, correction flows, attendance review, overtime checks, and related operational follow-up.
Leave & Approvals
Configure leave policies and keep approval queues transparent with histories that are easier to review and trust.
Payroll & Claims
Prepare cleaner payroll inputs, track claims, and bring finance coordination into a more organized monthly process.
Analytics & Insight
Monitor headcount movement, leave pressure, people trends, and workflow signals without losing the operational detail.
Talent Lifecycle
Support recruitment, onboarding, training, performance programs, and broader engagement across the employee journey.
How to choose your first module
Start where daily HR friction is already costing time.
Most companies do not need to bring every workflow online at once. The better starting point is usually the process already causing repeated follow-up or unreliable monthly preparation.
Start with Attendance
Choose this first when late review, shift confusion, manual corrections, or daily attendance visibility are the biggest operational pain points.
Start with Leave
Choose this first when leave balances, approval queues, or policy exceptions are creating friction between HR, managers, and employees.
Start with Records
Choose this first when employee information, reporting lines, documents, or org visibility are still scattered across too many places.
Every module is designed to cooperate with the others.
Attendance informs payroll preparation. Leave activity affects approvals. Employee records support reporting. The result feels less fragmented and more operationally coherent.
Service FAQ
Questions teams usually ask when comparing modules.
These questions come up when companies want to start with one HR workflow first and expand later without choosing the wrong platform.
Which module should a company usually start with first?
Most teams begin with the workflow that is causing the most daily friction, such as attendance review, employee records, or leave approval control.
Can My HR roll out one module first and connect more later?
Yes. Companies can start with one urgent workflow first, then add payroll support, claims, insight, and talent modules later without changing platforms.
Do the modules share the same employee and approval data?
Yes. Employee records, approval flows, and operational activity are designed to support one another so teams do not need to manage separate disconnected tools.
Can My HR support custom leave, attendance, or payroll-related policies?
Yes. Workspaces can be configured to reflect company-specific rules, approval layers, and policy behavior so the module rollout matches the way the business actually operates.
What if we are not sure which module should go first?
That is common. If you share your main pain point, current process, and team structure, we can suggest the most practical first module before the rollout expands.
Compare modules
Start with the module your team needs most.
Some companies begin with attendance software. Others start from leave approval, employee records, or payroll preparation. My HR is built so each module can stand alone first, then connect smoothly as your rollout grows.