OTG HRMS is a self-hostable HR management system for Singapore small and medium businesses. It handles leave, expense claims, benefits, employee records, policy acknowledgements and meeting rooms. It is free, and the source is yours to read, run and change.
Most software marketing works by implying the product does everything. That approach fails badly for HR software, because the gap between what you thought you bought and what you actually got is discovered at the worst possible moment — the week payroll is due, or the day someone asks for their data. So here is the boundary, stated plainly.
It does not do payroll
There is no CPF calculation, no pay runs, no payslip generation, no IRAS filing. This is not a roadmap item that has not landed yet — payroll was built, reviewed, and deliberately removed before this release.
The reason is specific. The CPF calculation existed but had never been verified against CPF Board's own figures across the full matrix of age bands, residency statuses, PR graduation years, ordinary-versus-additional wage ceilings and self-help-fund contributions. Payroll arithmetic that is *nearly* right is worse than no payroll at all: it produces confident, plausible, wrong numbers, and the employer wears the underpayment. Shipping that in software anyone can download and point at real employees would have been indefensible.
It is Singapore-only
Leave entitlements follow Singapore statute and company-policy norms. The holiday calendar is the Singapore gazette. There is no second jurisdiction, and an earlier partial Malaysia implementation was removed for the same reason payroll was: half-correct statutory rules are a liability, not a feature.
The jurisdiction seam is still in the code. Adding a country means writing one rules module and one holiday seed — but it means writing it properly, against the actual statute, with tests.
It is not attendance or recruitment
No clock-in/clock-out, no shift rostering, no timesheets, no applicant tracking, no performance-review cycles beyond a place to store review documents. If your primary problem is shift scheduling for hourly staff, this is the wrong tool.
What it is good at
- Leave, done carefully — pro-rated entitlements, public-holiday-aware day counting, one-click approvals from email, and a shared calendar.
- Claims, with receipts attached and benefit caps enforced at submission rather than at approval.
- Records you can defend — encrypted identifiers, audited access, and a real audit log.
- Data ownership — it runs on your infrastructure, against your database. Nobody else holds your employees' data, and there is no vendor who can change the terms, raise the price or shut down.
Who it suits
A Singapore company of roughly 5–200 people that has outgrown a leave spreadsheet, has someone technical enough to run a Next.js app and a Postgres database (or is willing to pay someone to), and wants to hold its own HR data rather than rent it.
If nobody in the organisation is comfortable managing a database and its backups, self-hosting is a poor fit. Read Where your data lives before committing — that decision matters more than any feature on this site.