PT People Intelligence Indonesia
GreatDay HR is an Indonesian HRIS developed by PT Indodev Niaga Internet and, since 2018, managed by PT People Intelligence Indonesia. It reports more than 4,000 companies and over 1 million active users, and publishes sites in Indonesian, English, Thai and Vietnamese.
Pricing model
Custom quote
Deployment
Cloud
Platforms
Web, iOS, Android
Free trial
No free trial; free demo
Legal name
PT People Intelligence Indonesia
The route to a GreatDay HR price is a free demo, after which the sales team proposes a subscription package and supports implementation. There is no self-serve free trial on the site. That puts it with Darwinbox and Bayzat in this group, and apart from greytHR, Keka, Kakitangan and BrioHR, which all show at least some prices publicly.
The vendor promises stable pricing with no hidden fees and no sudden increases, which is worth writing into the contract as a renewal cap. Ask for the price per employee per month, the modules included and any implementation or hardware charges for kiosks and ITCS attendance machines.
Pricing last checked on September 25, 2026. View source
Editorial verdict
GreatDay HR is the system I would look at first for an Indonesian employer with a large field, shift or outsourced workforce: logistics fleets, retail and F&B outlets, construction sites, hospitals and outsourcing agencies. Its attendance tools (offline clock-in with later sync, liveness detection, a dedicated kiosk and live tracking) target the buddy-punching and remote-site problems those employers face.
It is less convincing as a regional payroll platform. The published statutory detail is Indonesian, and although the vendor sells in Thailand and Vietnam, I could not confirm local payroll compliance there from its own pages.
Buyers who want a published price should also note that GreatDay HR sells only through a sales conversation, unlike Kakitangan or greytHR.
The natural buyer is an Indonesian mid-sized or large employer where attendance drives pay and people work away from a desk. It also serves outsourcing companies that manage staff placed at client sites, with a dedicated outsourcing module.
The vendor publishes industry pages for logistics, construction and property, retail and F&B, outsourcing, technology, manufacturing, financial services, hospitality and healthcare, and names Standard Biosensor Indonesia among its customers. Office-based tech startups can use it too, but they will pay for field features they may not need.
Anti-fraud attendance is the reason to choose GreatDay HR. Face recognition with active liveness detection, GPS verification, offline punching that syncs later, on-call shift scheduling and live location tracking are all in the core product, and they flow straight into overtime and payroll.
The commercial pitch leans on service. GreatDay HR advertises its #BeraniJamin guarantee campaign and a responsive support team, and says the operating group has more than 25 years of experience. Buyers should turn those claims into service levels in the contract.
GreatDay HR is run from Tangerang Selatan, Indonesia, and its payroll calculates BPJS social security contributions and local income tax automatically. Mobile attendance uses face recognition with a liveness check plus GPS verification to stop buddy punching, which suits field and shift workforces. Pricing is by quote.
Still comparing? Dig deeper
Attendance runs online or offline with automatic sync, and uses face verification with liveness detection plus GPS to stop fake check-ins. Leave and overtime requests follow digital approval flows with automatic calculation.
A kiosk device and ITCS attendance machines support clock-in at a work site.
On-call and shift schedules are managed in the same module.
Payroll calculates pay from attendance, overtime, allowances and deductions, applies PPh 21 and BPJS, and distributes electronic payslips.
Salaries can go to many banks and legal entities in one run, and employees can split pay across several accounts by percentage.
Employees can draw earned salary early on a daily pro-rata basis, according to company policy.
Business travel requests and trip expenses are planned and recorded in one flow, and claims and reimbursements follow a digital approval path. Benefits by GreatDay HR adds earned wage access and a Top Up & Bill feature for paying bills from pro-rata salary inside the app.
GreatDay HR offers electronic signature for HR documents and letters.
The outsourcing module adds GPS geo-tracking and a Patrol feature where guards scan barcodes on assets during inspection rounds.
Activity recording and live tracking document field work. Core HR covers the org chart, ID cards, letter templates, feeds, announcements, surveys and employee self-service.
Performance management with 360-degree reviews and KPI measurement.
End-to-end hiring with an AI assistant for screening and OCR for candidate documents.
Evaluating GreatDay HR means separating what sounds strong in the demo from what holds up after implementation for HR software teams.
Where GreatDay HR earns its place for smb teams
Online and offline clock-in, liveness-checked face recognition, GPS verification, GreatDay Kiosk devices and live tracking cover field, shift and multi-site workforces.
Payroll calculates PPh 21 and BPJS contributions automatically, with tax reports kept current with Indonesian regulation, and issues electronic payslips.
Multibank salary transfers, multi-company payroll, employee loans deducted from pay, claims with balances and earned wage access (salary withdrawal before payday) sit in one system.
Patrol rounds with barcode asset checks, GPS geo-tracking and instant status notifications to asset owners make it usable by security and facility outsourcing companies without a separate guard-tour system.
End-to-end recruitment runs from manpower request to hire, with an AI recruitment assistant for screening and OCR for documents.
What to press on in GreatDay HR pricing calls before signing
Everything goes through a demo and a quote, so budget comparisons take longer than with vendors that publish rates.
The vendor has Thai and Vietnamese sites, but the statutory detail it publishes (PPh 21, BPJS) is Indonesian. Confirm local payroll before rolling out in another country.
Live tracking and activity recording suit field operations but may be more monitoring than an office-based company wants, and they add privacy policy work.
Leave your details and we'll connect you with GreatDay HR so they can share current pricing, packaging, and what the buying process looks like.
The feature set spans attendance, finance (payroll, benefits, claims with balance, loans, multibank salary), activity tracking and strategic modules such as performance, recruitment and engagement. Ask which are in the base package, because an attendance-only rollout will cost less than the full HRIS.
GreatDay Kiosk and ITCS attendance machines are physical devices, so ask for their price and support terms. The vendor says earned wage access costs the employer nothing, with withdrawals deducted automatically at payroll, and that inter-bank salary transfers carry no extra fee; confirm both in the contract.
Before you sign
GreatDay HR is sold through a free demo and a sales-led proposal, followed by assisted implementation.
Bring a real attendance scenario to the demo, such as a field worker clocking in offline at a remote site, because that is where GreatDay HR claims its edge.
Ask for the PPh 21 and BPJS outputs from a sample payroll, since those are the figures your tax consultant and BPJS will check.
Get kiosk and ITCS hardware itemised in the proposal, and ask for the no-fee terms on earned wage access and inter-bank transfers in writing, because those promises are on the website rather than in a price list.
Confirm payroll compliance for any country other than Indonesia in writing, because the published statutory material covers Indonesia only.
An HR budget template covering payroll, benefits, recruiting, L&D, and tooling so you can plan and track the full cost of people operations against actuals all year.
An employee records checklist covering every document a complete personnel file needs, where to store it, and how long to retain it so you stay organised and compliant.
An HR metrics dashboard template tracking headcount, turnover, time-to-hire, cost-per-hire, and engagement so you can report on people performance with real numbers.
Prices are not public; you receive a quote after a free demo.
It offers a free demo rather than a self-serve trial.
It was developed by PT Indodev Niaga Internet and has been managed by PT People Intelligence Indonesia since 2018.
Yes. Its payroll calculates PPh 21 income tax and BPJS contributions automatically.
It uses face recognition with a liveness check and GPS verification to block buddy punching and fake check-ins.
It publishes sites for Indonesia, Thailand and Vietnam plus an English site. Statutory payroll detail is published for Indonesia.
GreatDay HR is an attendance-first Indonesian HRIS. For other countries, or for a published price, look at the options below.
| Product | Pricing | Free trial |
|---|---|---|
| GreatDay HRThis tool | Custom quote | No |
| BambooHR | Per-employee pricing | Yes |
| HiBob | Custom quote | No |
| Rippling | Modular pricing | No |
| greytHR | Tiered pricing | Yes |
| Darwinbox | Custom quote | No |
BambooHR is the HR platform that most small and mid-sized teams encounter first when they outgrow spreadsheets.
HiBob, marketed as 'Bob', is the HR platform that mid-market companies choose when they want something more modern than BambooHR but less enterprise than Workday.
Rippling is the HR platform that refused to stay in its lane.
greytHR, from Greytip Software, is a rupee-priced HRMS and payroll system for Indian SMBs and mid-sized firms.
Darwinbox runs native Indonesian payroll alongside India, the GCC and four other Southeast Asian markets, which suits multinational groups.
Before you decide
The 2026 exempt salary threshold is $684/week federally, and higher in CA, WA, NY, CO, AK and ME. State-by-state table with sources.
Free HR manager job description template with duties, requirements, BLS pay data (May 2025), interview questions and how the role compares.
25 employee engagement activities grouped by the driver they improve, with time, cost and remote versions, plus how to tell if they work.
How to calculate employee turnover rate monthly and annually, with worked examples, the retention rate formula and 2025 BLS benchmarks.
