Top HR Reporting Software Reviewed for Enterprise Teams in 2026
Key Takeaways
- brioHR is the best all-in-one HR reporting software for Malaysia and Singapore teams that want analytics connected to payroll, leave, attendance, and performance in one system, starting from RM3 per employee per month.
- Workday HCM is best for global enterprises that need predictive analytics and workforce planning at scale and can absorb the cost and rollout time.
- Payboy is best for Singapore SMEs that want tight payroll-to-attendance reporting without a full HRMS.
- QuickHR is best for Singapore teams that want a mature report builder with ISO 9001:2015 credibility behind it.
Most HR teams do not have a data problem. They have a scattered data problem.
Payroll sits in one tool, attendance in another, and engagement results in a spreadsheet someone forgot to update. Pulling a single headcount or attrition report turns into a half-day job.
The good news: strong HR reporting software for Malaysia and Singapore already exists, and you do not need an enterprise budget to get it.
This guide compares seven HR reporting tools on analytics depth, dashboards, statutory reporting, pricing, and best-fit use cases, so you can pick the right one with confidence.
Top 7 HR Reporting Software in 2026: A Quick Look
Here is the short version before we go deeper on each tool.
| Tool | Best For | Standout Feature | Price Starting Point |
|---|---|---|---|
| brioHR | All-in-one HR reporting and analytics (MY/SG) | Reporting connected to payroll, performance, and the full employee record | From RM3 per employee per month |
| Workday HCM | Global enterprise people analytics (10,000+ employees) | Predictive analytics and workforce planning at scale | Premium enterprise, custom quote |
| Employment Hero | Reporting inside a broad HR ecosystem (AU/MY) | Wide feature breadth with early predictive reporting | From USD $10 per employee per month (min USD $100/mo) |
| Payboy | Singapore payroll and attendance reporting | Tight payroll-to-attendance sync with people analytics | Custom quote |
| QuickHR | Structured HR reporting (SG) | Mature custom report builder with ISO 9001:2015 certification | From S$5 per employee per month |
| altHR | Malaysian SMEs reporting on leave and performance | Performance dashboards bundled with leave | From RM8 per employee per month |
| Swingvy | Lightweight, mobile-first HR reporting (MY/SG) | Clean mobile experience with core HR reports | From RM10 per employee per month |
Most teams in the region land on one question: do you want reporting bolted on, or reporting that is connected to the rest of your HR data? If it is the latter, brioHR’s HR reporting software is the most direct path.
If you want smarter HR reporting without adding another disconnected tool, brioHR is worth a look.
brioHR: Best for All-in-One HR Reporting and Analytics
brioHR is an all-in-one HRMS built for companies in Malaysia and Singapore that want one connected system across the full employee lifecycle. Today, more than 1,000 organizations across 50 countries use it.
For reporting specifically, that connection is the whole point. Your headcount, attrition, payroll, and performance numbers come from the same source, so there is nothing to reconcile.
Key Features
Here is where brioHR stands out for HR reporting and people analytics.
Custom Report Builder and People Analytics Dashboards
brioHR ships with a custom report builder plus ready-made people analytics dashboards covering headcount, attrition, and performance trends.
You can slice data by department, grade, or tenure without exporting to a spreadsheet first, and scheduled report emails push the numbers to leadership on a set cadence. Most local tools at this price tier stop at standard reports. brioHR goes further, which is what makes it usable as true people analytics software and not just a reporting bolt-on.
Reporting Connected to the Full Employee Record
This is the feature standalone reporting tools cannot match.
In brioHR, every report draws from the same digital employee file. Payroll history, leave and time off data, time and attendance records, claims, and performance reviews all sit under one profile.
So a turnover report and a payroll cost report agree with each other, because they are built on the same data. Your managers stop pulling numbers from three systems and hoping they line up.
Statutory and Payroll Reporting for Malaysia and Singapore
Compliance reporting is where regional context beats global breadth.
brioHR generates EPF, SOCSO, EIS, PCB, EA Form, and CP8A reports for Malaysia, plus CPF, SDL, IR8A, and IR21 reports for Singapore, natively. Statutory updates roll out automatically, and every report exports to Excel, CSV, or PDF. That removes the most error-prone part of HR reporting: rebuilding statutory files by hand every cycle. See how brioHR’s payroll feeds these reports automatically.
Pricing
| Plan | Details |
|---|---|
| Modular pricing | Per-employee pricing based on modules and company size, from RM3 per employee per month |
| Custom quote | Tailored to headcount, workflows, and rollout needs |
See full plans on the brioHR pricing page.
brioHR customer reviews
- One connected system: Payroll, leave, claims, attendance, performance, and reporting live together, so reports never need stitching across tools.
- Native MY and SG statutory reporting: EPF, SOCSO, EIS, PCB, CPF, SDL, IR8A, and IR21 are handled in-platform, with automatic statutory updates.
- Reporting depth at an SME price: Custom report builder, attrition analytics, headcount dashboards, and scheduled emails sit in the same tier most rivals reserve for standard reports only.
- A partner, not just software: Sub-three-minute support response times and a 96% positive feedback rate mean you are not left decoding a dashboard alone.
Where brioHR Falls Short
- No predictive AI analytics yet: brioHR reports on what happened and what is happening, but it does not forecast attrition the way Workday does. For most SMEs that is fine. For data science teams it is a gap.
- Better as a long-term investment than a quick fix: The platform is built for teams committing to a proper HR system, not a one-off report for a single quarter.
Customer Reviews
brioHR holds 4.7 stars from verified G2 reviews, and Capterra reviewers consistently highlight easy implementation, strong analytics, and responsive support.
Mid-Market (51-200 emp)
Health and Wellness (51-200 emp)
Who brioHR Is Best For
- Growing SMEs: Teams replacing spreadsheets or several disconnected tools who want one reporting source.
- Mid-sized companies in MY and SG: Businesses that need local compliance reporting plus headcount and attrition analytics in one place.
- HR teams moving toward strategic HR: Those who want to spend less time building reports and more time acting on them.
See it on real data with a quick brioHR demo, or browse brioHR customer stories first.
Workday HCM: Best for Enterprise-Grade People Analytics
Workday is a full Human Capital Management (HCM) platform trusted by Fortune 500 companies. On pure analytics, it is the most capable tool on this list.
Key Features
Workday is the only tool here with mature predictive analytics built in. It models attrition risk, runs scenario-based workforce planning, and powers custom report builders and headcount dashboards at enterprise scale.
HR, payroll, recruitment, performance, learning, and finance data all live in one platform, with multi-entity, multi-currency, and multi-language support. For a global business, that breadth is hard to beat.
Pricing
| Plan | Details |
|---|---|
| Enterprise HCM | Premium custom pricing, often six figures or more annually, commonly cited around USD $35 per employee per month at scale |
| Model | Annual or multi-year subscription, custom-quoted only |
Where Workday Shines
- Unmatched analytics depth: Predictive insights, attrition modeling, and workforce planning go well beyond standard reporting.
- Built for global complexity: Multi-entity and multi-currency reporting hold up across thousands of employees and many countries.
- Stability and trust: One of the longest-standing enterprise HCM platforms, with a deep Fortune 500 client base.
Where Workday Falls Short
- Premium pricing: Annual contracts often reach six figures, far above what most Malaysian or Singaporean businesses can justify for reporting alone.
- Long rollouts: Implementation commonly takes 12 to 24 months before reports are fully live.
- Local statutory reporting is configured, not native: EPF, SOCSO, and CPF work through configuration, but EA Form and LHDN e-filing are only partially supported, and there are no dedicated local support hours.
Customer Reviews
Workday rates well on G2 and Capterra. Reviewers praise its unified platform and real-time reporting, while the steady criticism is complexity and a steep learning curve, especially for advanced reports.
Positive: a Capterra reviewer describes a “clean, modern interface and a unified platform for HR, payroll, and talent management.”
Negative: on G2, reviewers flag complexity, limited customization, and too many clicks for routine tasks.
Retail (1000+ emp)
Who Workday Is Best For
- Large global enterprises: Companies with 10,000 or more employees and dedicated HRIS, IT, and analytics teams.
- Data science-led HR functions: Teams that genuinely need predictive modeling, not just historical reports.
Employment Hero: Best for Reporting Across a Broad HR Ecosystem
Employment Hero is an HR and payroll platform built around a wide ecosystem of features. It is a fit for companies that want reporting as part of a broad HR stack rather than a focused, regional system.
Key Features
Employment Hero covers standard HR reports, custom report builders, people analytics, headcount dashboards, and attrition analytics. It also offers early predictive analytics, which most regional SME tools do not.
A strong employee self-service layer keeps records current, which keeps reports accurate. Recruitment, onboarding, and performance data all flow into the same reporting view.
Pricing
| Plan | Details |
|---|---|
| HR Premium | From USD $10 per employee per month, subject to a USD $100 minimum monthly contract |
| Malaysia guidance | Around RM8 to RM12 per employee per month |
Where Employment Hero Shines
- Wide feature breadth: Recruitment, onboarding, performance, payroll, and engagement reporting in one place, with more horizontal coverage than most SME tools.
- Early predictive reporting: Some forecasting capability that sits a step ahead of basic local tools.
- Modern employee experience: Clean self-service that helps keep underlying data clean.
Where Employment Hero Falls Short
- Payroll and HR are not fully unified: Payroll was acquired separately and uses a separate login, which can fragment payroll reporting.
- Weaker local depth: As an Australia-based platform, Malaysian and Singaporean compliance reporting and support can be less consistent than regional specialists.
- Longer setup: Implementation typically takes around six months.
Customer Reviews
Employment Hero holds 4.4 out of 5 on Capterra from 239 reviews.
Positive: “The platform is user-friendly and makes managing HR tasks much more efficient.”
Negative: “The employee portal appears to be malfunctioning.”
SME (11-50 emp)
Who Employment Hero Is Best For
- HR-first organizations: Teams that want broad HR reporting with payroll included as part of the ecosystem.
- Teams anchored in Australia or the UK: Where its localization and support are strongest.
Payboy: Best for Singapore Payroll and Attendance Reporting
Payboy is a Singapore-first HR and payroll platform focused on core operations. Its reporting strength comes from the tight link between payroll and attendance data.
Key Features
Hours, overtime, and leave sync directly into payroll, so cost and time reports reconcile automatically. That removes a lot of manual rework before each cycle.
Payboy also includes a custom report builder, people analytics, headcount dashboards, and attrition reporting, which is uncommon at this price level. It is a credible reporting choice for a Singapore SME that does not need a full HRMS.
Pricing
| Plan | Details |
|---|---|
| Pricing | Custom quote based on team size and modules |
Where Payboy Shines
- Native Singapore payroll reporting: Full CPF, SDL, IR8A, and IR21 workflows with bank direct credit and statutory deadline tracking.
- Tight payroll-to-attendance link: Shift schedules, overtime, and timesheets feed payroll runs directly, reducing reconciliation.
- Analytics above its price tier: Custom report builders and attrition reporting that many SME tools lack.
Where Payboy Falls Short
- No Malaysia payroll reporting: Payboy is Singapore-first, so Malaysian headcount needs a separate solution for local statutory files.
- No engagement or performance data: Without pulse surveys or performance reviews, those signals never reach your reports.
- Single-entity only: No multi-entity reporting, which limits regional or group-company use.
Customer Reviews
Positive: “Reliable payroll system. Does exactly what we need for our Singapore team.”
Negative: “User experience could be more modern, but the core payroll functionality is solid.”
SME (51-200 emp)
Who Payboy Is Best For
- Singapore SMEs: Teams that need accurate payroll and attendance reporting without performance or engagement modules.
- Operations-led buyers: Companies that value payroll accuracy and admin simplicity over feature breadth.
QuickHR: Best for Structured HR Reporting in Singapore
QuickHR is a Singapore-first HR platform with broader module coverage than most payroll-only tools. Its ISO 9001:2015 certification adds credibility for procurement teams with stricter audit requirements.
Key Features
QuickHR offers a custom report builder, people analytics, and headcount dashboards, which is strong for its mid-market price band, and its standard and statutory reports are reliable for Singapore payroll.
Leave, claims, attendance, document management, and contract management feed clean, structured records into reporting, with multi-level approval flows throughout.
Pricing
| Plan | Details |
|---|---|
| Modular pricing | From S$5 per employee per month, custom-quoted by company size and modules |
Where QuickHR Shines
- Native Singapore payroll reporting: Full CPF, SDL, IR8A, and IR21 workflows, with multi-currency payroll and PSG-grant eligibility for Singapore SMEs.
- ISO 9001:2015 certified: Useful credibility for compliance-sensitive procurement and audit processes.
- Solid analytics for the tier: Custom report builder and headcount dashboards out of the box.
Where QuickHR Falls Short
- Partial Malaysian coverage: Malaysia is delivered through a partner, so EPF, SOCSO, and LHDN reporting is less native and slower to update than a MY-first tool.
- No performance reporting: Without review cycles, OKRs, or 360 feedback, performance data never reaches your reports.
- Light engagement data: No pulse surveys or recognition, so sentiment is missing from the picture.
Customer Reviews
On Capterra, QuickHR reviewers consistently praise how easy it is to set up and use, along with responsive support. The most common request is more advanced and customizable reporting.
Positive: a Capterra reviewer found it “easy to use and setup,” needing no additional training.
Negative: another reviewer asks for more report flexibility, including wider date ranges and custom report options.
Information Technology (11-50 emp)
Who QuickHR Is Best For
- Singapore SMEs standardizing HR: Teams that want structured reporting across daily HR operations.
- Procurement-driven buyers: Companies that value ISO certification and audit-ready reporting.
"Some organisations are going to do people analytics very, very quickly. And they'll be successful."
Reduce the small frictions that slow your team down.
From approvals to payroll to performance tracking, keep everything aligned with how people actually work.
altHR: Best for Malaysian SMEs Reporting on Leave and Performance
altHR is a Malaysian HR platform that pairs leave management with a genuine performance suite, including OKRs, 360-degree feedback, KPI tracking, and performance dashboards. That gives it better performance reporting than most local tools at its price.
On core reporting, altHR is more basic. Its custom report builder, people analytics, and headcount dashboards are partial rather than full, and it has no built-in attrition analytics. It also has no Singapore payroll, so reporting is Malaysia-only.
For a Malaysian SME that mainly wants to report on leave and performance in one place, it is a reasonable fit. Pricing starts from RM8 per employee per month.
Swingvy: Best for Lightweight, Mobile-First HR Reporting
Swingvy combines core HR and payroll in a clean, mobile-first package. Its iOS and Android apps make leave, claims, and clock-in easy for employees, which keeps the underlying data current.
For reporting, Swingvy covers standard HR reports and statutory payroll reports well, with full MY and SG compliance. The trade-off is depth: its custom report builder, people analytics, and headcount dashboards are partial, and there is no attrition analytics.
It is a solid pick for smaller teams that want clean basic reporting without complexity. Pricing starts from RM10 per employee per month.
How to Choose the Best HR Reporting Software
The right tool depends less on the longest feature list and more on three practical questions. Here is how to think through each.
Is Your Reporting Data Actually Connected?
A report is only as trustworthy as the data behind it. If payroll, leave, attendance, and performance live in separate tools, every report becomes a reconciliation exercise, and the numbers rarely agree. Look for a single source of truth, where one employee record feeds every report. This is where brioHR pulls ahead: because brioHR’s reporting draws from the same record as payroll and performance, a headcount report and a payroll cost report always match.
Can Non-Technical HR Build Reports Without IT?
Plenty of platforms have analytics that only an admin can configure, and that bottleneck kills adoption. Check whether a regular HR user can build a custom report, filter by department or grade, and schedule it without raising a ticket. brioHR’s custom report builder and scheduled report emails are designed for exactly this, so leadership gets the numbers on a set cadence with no manual export.
Does It Handle Local Statutory Reporting Natively?
For Malaysia and Singapore, this is where global tools quietly fall down. Generic platforms often configure statutory reports rather than build them natively, which means more manual checking and slower updates when rules change. brioHR generates EPF, SOCSO, EIS, PCB, CPF, SDL, IR8A, and IR21 reports natively, with automatic statutory updates, so local compliance reporting is not a quarterly fire drill.
Still weighing your options? These guides go deeper: what to look for in HR software, what functions your HRIS should have, and how to justify the cost of HR software to your leadership.
"HR teams that really dig into analytical questions — is performance management really working? is compensation really fair? — will be the ones that transform the business."
Everything HR.
One login
From payroll to onboarding, brioHR gives you everything you need in one place. Built for busy teams. Backed by people who care.
Conclusion
- brioHR is the most direct path from scattered spreadsheets to decisions you can defend — reporting connected to payroll, leave, attendance, and performance in one place, starting from RM3 per employee per month.
- Workday HCM is the right choice for enterprises with 10,000+ employees that need predictive analytics at scale.
- Payboy is the strongest pick for Singapore SMEs that need tight payroll-to-attendance reporting.
- QuickHR serves Singapore teams that want structured HR operations with ISO-certified credibility.
- Employment Hero, altHR, and Swingvy each serve specific niches — broad ecosystem, MY performance, and mobile-first simplicity respectively.
Manage HR, Payroll, and Reporting in One Platform With brioHR
If you only need a dashboard, almost any tool here will do. If you want reporting you can trust, because it is connected to payroll, leave, attendance, and performance in one place, the shortlist gets short fast.
For data-driven HR teams in Malaysia and Singapore, brioHR is the most direct path from scattered spreadsheets to decisions you can defend.
Next step: request a brioHR demo and run a report on your own data, or read our guide to HR digitalization for SMEs to plan the move.
