Personal and professional data, contracts, health insurance, authorisations, documents. What you enter once feeds every other module.
I want a demoIt goes well beyond civil status. It holds the contract, the position in the organisation, access rights, and the history of everything that has changed.
Contact details, family situation, disability recognition (RQTH), health insurance, dependants. Each item has its own access level, because not everything concerns everyone.
Contract type, amendments, working hours, applicable collective agreement, reporting line. The employee's status updates on its own on the scheduled dates.
Headcount, age pyramid, breakdown by contract or by site. Because data is entered only once, your indicators no longer depend on an export reworked by hand.
That is what sets an HRIS apart from a shared spreadsheet.
Nicoka HRIS does not calculate payroll. It prepares and transmits: variable items, absences, starters and leavers go to your payroll software through predefined interfaces. Your payroll specialist keeps their job, and you stop re-entering data.
Their documents filed automatically in their file
A staff photo board and a company directory
Data corrected once is corrected for everyone, no more double entry
More about the HRIS foundation
In most organisations, HR information exists in several copies: a headcount spreadsheet, a shared folder for contracts, a mailbox for supporting documents, and the memory of the person who has run HR for ten years. Each of these copies ages at its own pace. The HR foundation of an HRIS means keeping just one, and making sure every other module draws from it.
The value of an employee file does not lie in the number of fields it contains, but in the number of processes it triggers. A start date feeds the leave calculation. Part-time work changes pro rata accrual. A collective agreement applies its own rules. A reporting line determines who approves what. If this information lives in four different tools, someone spends their time copying it, and every copy is a chance to make a mistake.
With Nicoka HRIS, the file holds identity, contract, position in the organisation and access rights. The leave and absences, time and activities, reviews and training modules read from this same source. Correcting a piece of information corrects it for everyone.
No two companies follow exactly the same rules. Collective agreements differ, internal practices too, and an HRIS that imposes its own model ends up being bypassed with parallel files. That is why employee record fields are created, named and restricted according to your practices, with no custom development.
Collective agreements are imported in bulk from an Excel file, which avoids line-by-line entry at go-live. Employee status and position update automatically on the scheduled dates, and the org chart is rebuilt from current reporting lines.
HR data is among the most sensitive in any company. A manager has no need to see the family situation of their team, a payroll officer does not need review reports, and employees should only see their own file. Authorisation profiles are set screen by screen and field by field.
Anonymisation is configured by document type, which reconciles two obligations that seem contradictory: keeping what must be proven, erasing what must be erased. Data remains hosted in France, on servers backed up daily. See also our security page.
Nicoka HRIS is a solution developed and hosted in France, with teams in Angers and Paris, serving more than 250 customers in 30 countries, with 6,800 employees managed. To go further: employee data, HR documents, all features.
Our teams take your fields, your agreements and your organisation, then show you what a truly up-to-date employee record looks like.
I want a demo