HRiQ™ Enterprise Talent Management System
Comprehensive HR Talent Management System to Drive Business Growth
One System for the Entire Employee Lifecycle
HRiQ™ Talent covers recruitment, onboarding, performance appraisal, training, e-learning and succession planning. Built on the same employee record as HRiQ™ Core payroll and leave, so talent data and HR data never drift apart.
HRiQ™ Training and Development System
Provide tailored training courses for your employees through HRiQ Training and Development. Monitor their growth and progress, and gather feedback from your employees and managers to improve your training course.
HRiQ™ Recruitment
Increase the visibility of your recruitment efforts with an individualised online job portal on your website through our talent management system in Singapore.
HRiQ™ Employee e-Learning
Recognise skill gaps and promote ongoing enhancement of your learning and development programmes, enabling employees and managers to give feedback after training.
HRiQ™ Onboarding and Workflow
Streamline processes with a structured and well-planned onboarding process while avoiding administrative nightmares with HRiQ™ Employee Onboarding and Workflow Software.
HRiQ™ Performance Management System
The performance of an organisation depends greatly on the performance of its workforce. Starting with a precise assessment of employee performance, HRiQ helps pinpoint top-performing talent for recognition and highlights individuals who may need additional support.
HRiQ™ Talent Development System
Utilising the proven 9 Performance Grid Matrix, cultivate your own talent bench by assessing current employees’ potential at their job roles. Bring it one step further with integration to HRiQ™ other modules, bringing together your talent management activities all in one system.
One Employee Record, Not Six Systems Pretending to Talk
The most common failure in talent technology is not a missing feature. It is a stack of separately purchased tools that each hold a partial version of the same employee. When recruitment, appraisal and learning sit in different platforms, HR spends its time reconciling records instead of using them. A promotion updates in one system and not another. Training completions never reach the appraisal form. Succession decisions get made from a spreadsheet exported three weeks earlier.
HRiQ™ Talent runs on the same employee record as HRiQ™ Core. Which means:
- A candidate hired through Recruitment becomes an employee in Enterprise HR with no manual data entry, and their onboarding workflow triggers automatically
- Confirmed probation dates flow into leave entitlement calculations and payroll without HR intervention
- Course completions recorded in e-Learning update the employee competency profile, which feeds the training needs analysis and appears inside the appraisal form
- Appraisal outcomes populate the 9-Box Grid assessment, which drives succession bench strength reporting
- Salary review recommendations arising from appraisal reference live remuneration data from Payroll
For organisations that already run other platforms, HRiQ™ integrates through the API capabilities under HRiQ™ Booster, including accounting and ERP systems, biometric and access control hardware, external learning content providers and global HRIS platforms where HRiQ™ handles the Singapore layer.
Configured Around Your Review Cycle, Not the Vendor’s
| Review cadence | Annual, half-yearly, quarterly check-ins, probation reviews, project-end reviews, or several cycles running concurrently for different employee groups |
| Rating scales | Numeric, descriptive, weighted composite or competency-band scales, defined per form |
| Form design | Different appraisal forms by grade, department, job family or employment type |
| Goal structures | Organisation goals cascading to department and individual level, with weighting and mid-cycle revision |
| Reviewer routing | Direct manager, skip-level, dotted line and matrix reporting structures, plus peer and self-assessment inputs |
| Calibration | Department and organisation-level score moderation before ratings are finalised and released |
| Workflow rules | Approval hierarchies, reminders, escalation on overdue reviews, and locking rules once a cycle closes |
Why Businesses in Singapore Choose HRiQ™ as Their Talent Management System
32 Years in the Singapore Market
IQ Dynamics has implemented HR technology for Singapore organisations since 1994. That is three decades of understanding how local organisations actually run appraisal, how manpower requisition works alongside MOM pass requirements, and where implementations usually stall. Est. 1994
One Vendor, One Contract, One Support Line
Organisations that assemble a talent stack from separate ATS, LMS and appraisal vendors end up with three renewal dates, three support queues and three integration projects. HRiQ™ Talent is one platform from one Singapore-based vendor. Single platform
Cloud or On-Premise
HRiQ™ is one of very few HR platforms in Singapore still offering genuine on-premise deployment alongside a hosted cloud option. This matters for financial services, healthcare and government-linked organisations where employee assessment data cannot sit on shared cloud infrastructure. Rare in this market
ISO 27001:2022 Certified
Certified to the international standard for information security management, maintained through annual third-party audit, and designed around Singapore’s PDPA obligations for the handling of employee personal data. ISO 27001:2022
Configured, Not Templated
Appraisal forms, competency frameworks, approval hierarchies, review cycles and reporting templates are configured to match your organisation. Businesses are not asked to redesign their performance process around software defaults. Fully configurable
EDG and CTC Grant Eligible
HRiQ™ qualifies under the Enterprise Development Grant. Eligible Singapore-registered businesses with at least 30% local shareholding can receive up to 50% co-funding on qualifying implementation costs, and IQ Dynamics manages the application end to end. Up to 50% co-funding
How HRiQ™ Talent Is Implemented
Talent modules are usually deployed after the operational HR layer is stable, and rarely all at once. IQ Dynamics sequences deployment around the problem the organisation is trying to solve first.
Frequently Asked HR Questions
What is a talent management system, and how is it different from an HRMS?
A talent management system manages how people are recruited, onboarded, assessed, developed and prepared for future roles. An HRMS manages HR operations: payroll, CPF and IRAS compliance, leave, attendance, claims and employee records. The simplest distinction is that an HRMS pays and administers your people, while a talent management system grows and retains them.
Both categories are frequently marketed under the same label, which is why evaluations stall. The practical dividing line:
- HRMS or HRIS handles transactions. Payroll runs, CPF contributions, IRAS AIS submissions, leave balances, attendance records, claims approvals. Accuracy and statutory compliance are the measures of success.
- Talent management handles decisions. Who to hire, whether probation should be confirmed, how someone performed, what they should learn next, and who is ready for the next role. Judgement quality and consistency are the measures of success.
- HCM is both layers on one database. This is the configuration most mid-size and large organisations end up wanting, because the decisions in the second layer depend on the data in the first.
The dependency runs one way. A talent management system without underlying HR data produces assessments disconnected from actual tenure, movement, absence and remuneration. An HRMS without a talent layer runs accurately but tells leadership nothing about capability or succession risk.
HRiQ™ delivers both. HRiQ™ Core provides the HRMS layer with Singapore statutory compliance built in. HRiQ™ Talent provides the talent management layer. Deployed together they operate as a full HCM platform on a single employee record.
Can HRiQ™ handle quarterly check-ins as well as annual reviews?
Yes. Review cadence is configured during implementation rather than fixed by the product. HRiQ™ supports annual, half-yearly, quarterly and monthly cycles, probation reviews and project-completion reviews, including several cycles running concurrently for different employee groups.
This is usually the point where rigid platforms fail. If the system cannot accommodate how an organisation actually runs performance, HR ends up running the real process in spreadsheets alongside the software, which defeats the purchase.
Configurable elements include:
- Cadence per employee group. Operations staff on quarterly check-ins and management on annual reviews can run simultaneously, each on its own schedule
- Rating scales. Numeric, descriptive, weighted composite or competency-band scales, defined per form rather than per system
- Form design. Different forms by grade, department, job family or employment type
- Goal structures. Organisation goals cascading to department and individual level, with weighting and mid-cycle revision
- Workflow rules. Approval hierarchies, automated reminders, escalation on overdue reviews, and locking once a cycle closes
A quarterly check-in for shift supervisors can therefore look nothing like an annual review for senior management, while both feed the same reporting and the same competency records.
Does HRiQ™ integrate with our existing HRIS or payroll system?
Yes. Where HRiQ™ Core is already deployed, integration is native because both layers write to the same employee record. Where an organisation runs a different HRIS or a global platform, HRiQ™ Talent integrates through the API capabilities under HRiQ™ Booster.
The distinction is worth understanding before comparing vendors, because “integrates with” covers a wide range of arrangements, from a genuine shared record through to a nightly file transfer that breaks whenever a field changes.
Integrations IQ Dynamics has delivered include:
- Accounting and ERP systems including Oracle, SAP, Workday Financials and Microsoft Dynamics 365, for cost allocation and financial reporting
- Biometric and access control hardware including fingerprint readers, facial recognition devices, card readers and GPS mobile check-in
- External learning content providers including LinkedIn Learning, Udemy, Coursera and SCORM-compatible content systems
- Global HRIS platforms where a regional group runs one system for consolidated reporting while HRiQ™ handles Singapore payroll, compliance and talent processes locally
That last arrangement is common among multinational subsidiaries in Singapore, where the global platform was selected at headquarters and does not handle CPF, IRAS AIS or Employment Act leave correctly.
Can employees and managers use the system on mobile?
Yes. Employee and manager self-service functions are available on mobile, covering the transactions people actually perform rather than a cut-down viewer.
Mobile access decides adoption in organisations with shift-based, field-based or deskless employees. A review that can only be completed at a desktop will not be completed by someone who does not have one.
Available on mobile:
- Viewing goals and objectives
- Submitting self-assessments
- Completing assigned learning
- Viewing training and certification records
- Approving items in the workflow queue
Manager functions including team review status and approvals are also available on mobile, which is what keeps appraisal cycles moving when line managers are on site rather than at a desk.
What makes HRiQ™ a talent management system Singapore organisations can rely on?
HRiQ™ is a talent management system Singapore organisations use to run recruitment, onboarding, appraisal, training and succession planning on one employee record. It is built and supported locally by IQ Dynamics, which has developed HR software in Singapore since 1994.
Local fit. Processes, terminology and reporting follow how Singapore employers actually run reviews, training records and approvals, with support from a team in the same time zone.
One employee record. When HRiQ™ Talent runs alongside HRiQ™ Core HRMS, tenure, movement, absence and pay data feed straight into appraisal and succession decisions.
Configured to how you work. Review cycles, competency frameworks and approval workflows are set up during implementation to match your organisation, rather than forcing a fixed process.
For 9-box grids, successor readiness and skill gap planning, see the HRiQ™ talent development system.
What does implementation involve on our side?
The main internal commitment is decision-making rather than technical work. Your team confirms competency frameworks and job role requirements, signs off appraisal form design and rating scales, defines approval hierarchies, and validates employee data before migration. IQ Dynamics handles configuration, migration, testing support and training.
Being direct about this: in three decades of implementations, projects almost never run late because of the software. They run late because internal decisions take longer than planned.
The decisions that most often hold up a project:
- Appraisal form and rating scale design, particularly where different departments want different approaches and no one has authority to decide
- Competency framework definition, where the organisation has never formally documented what each role requires
- Approval hierarchies, which frequently turn out to differ from the published org chart
- Employee data quality, where historical records are incomplete, inconsistent or spread across systems
- Scope changes after configuration has started, which is the single most expensive category of delay
The practical recommendation is to settle framework and form design before configuration begins rather than in parallel with it. Organisations that do this consistently finish inside the estimated timeline.
What support do we get after go-live?
Support is provided by IQ Dynamics’ Singapore-based team, which has operated locally since 1994. This is not an offshore ticketing service or a reseller arrangement.
What is included:
- A named account manager familiar with your configuration, your competency framework and your review cycles
- Local helpdesk support during Singapore business hours, from people who understand the Employment Act, CPF deadlines and IRAS filing requirements
- A dedicated support portal for logging and tracking issues
- Reconfiguration support as appraisal cycles, competency frameworks, approval hierarchies or reporting requirements change
- Regulatory update notifications where changes announced by MOM, the CPF Board or IRAS affect your configuration
The difference becomes apparent in the second year. Talent processes change more often than payroll processes do, because organisations restructure, introduce new review cycles and revise competency models. A support relationship that only handles faults is not sufficient. The team supporting an HRiQ™ deployment is the same team that configured it.
Can HRiQ™ be deployed on-premise rather than in the cloud?
Yes. HRiQ™ is one of very few HR platforms in Singapore still offering genuine on-premise deployment alongside a fully hosted cloud option. Most newer platforms are cloud-only.
This matters more for talent data than most buyers initially expect. Performance ratings, potential assessments and successor lists are among the most sensitive records an organisation holds, and some organisations cannot place them on shared cloud infrastructure.
On-premise deployment is commonly required by:
- Financial services firms with data residency requirements under MAS regulation
- Healthcare institutions with data sovereignty and separation requirements
- Government-linked organisations subject to whole-of-government IT security policies
- Enterprises with existing infrastructure investment that do not want to duplicate costs with cloud subscriptions
Both deployment models receive identical functionality, feature releases and local support. The deployment choice does not restrict what the system can do.
How do we know whether we need a talent management system yet?
If HR can produce accurate payroll but cannot answer questions about capability, readiness or succession risk without building a spreadsheet, the operational layer is working and the talent layer is missing.
Signals that consistently indicate an organisation has reached this point:
- Appraisal cycles run late, and ratings mean different things in different departments
- Nobody can say which critical roles have no ready internal successor
- Strong performers leave for progression the organisation could have offered but never made visible
- Training spend is reported as attendance and completion, with no link to capability
- Recruitment, learning and appraisal data live in separate tools that are reconciled by hand
- Promotion decisions are defended by tenure and manager advocacy rather than documented assessment
An honest counterpoint: organisations under roughly 30 employees rarely need a full talent management system, because leadership already knows every employee individually. The value appears when the organisation grows past the point where that personal knowledge scales, which in our experience is usually somewhere between 50 and 100 employees.