OTG HRMS is an HR and payroll system for Singapore small and medium businesses in any sector. It handles leave, expense claims, payroll and payslips, benefits, employee records, policy acknowledgements and meeting rooms. Hosted, the first five employees are free; self-hosted, it is free outright, 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.
Payroll: calculated, and checked by you
OTG HRMS runs monthly Singapore payroll: CPF, SDL and Self-Help Group contributions, approved claims reimbursed with salary, approved unpaid leave deducted, and an itemised payslip for every employee. An earlier version was withdrawn because its CPF arithmetic had never been checked; this one was rebuilt from CPF Board's published rules and tested case by case.
What it has not had yet is a check against CPF Board's own online calculator. Payroll arithmetic that is *nearly* right produces confident, plausible, wrong numbers, and the employer wears the underpayment — so every pay run states that the rates are unverified, and the approver must confirm they checked the figures before anything is issued.
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 because 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 rostering
No clock-in/clock-out, no shift rostering, no timesheets, 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.