<![CDATA[Background: Small educational institutions often rely on manual human resource management (HRM) despite having limited staff and increasing data demands. Objective: This study evaluates the feasibility of Odoo 17 as an Enterprise Resource Planning (ERP) system for HRM at Edu_Inst, a small Indonesian K–9 educational institution with two HR staff members serving approximately 150 employees. Methods: A single-case feasibility study was conducted using semi-structured interviews, observation, and document analysis, combining fit-gap analysis, technical assessment, cost-benefit analysis, and a risk matrix. The economic analysis applied an opportunity-cost approach, valuing staff time freed through automation rather than direct cash savings. Results: Odoo 17 supports most HRM requirements, particularly employee data management, recruitment, attendance and leave management, reporting, and workflow automation, while partial fits remain in payroll localization, tax and BPJS reporting, attendance integration, grievance handling, and employee self-service access. The Software-as-a-Service (SaaS) deployment is technically feasible, given adequate devices and redundant connectivity. Economically, the case is conditional: only the 100% full-displacement scenario yields a positive net benefit (IDR 571,500/year), whereas the 30%, 50%, and 70% scenarios do not cover the annual subscription cost. This scenario represents an optimistic upper bound rather than an expected outcome. External training results in an impractical 41.4-year payback period, whereas internal training shortens the payback period to approximately 7.4 years. Conclusion: Odoo 17 is operationally and technically feasible, but its economic justification depends on internalizing training costs, achieving substantial time savings, and recognizing non-financial benefits such as data quality, process reliability, and information governance.]]>
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