HRMS Development
Recruitment to exit in one system: attendance, leave, payroll inputs, performance, and self-service — built around your policies instead of forcing new ones. A working HRMS platform backs the claim — we will walk you through it on a call.
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{ 01 } — HRMS process
Your policies, encoded — not replaced.
Every organization runs leave, shifts, and approvals differently — and the differences are usually there for good reasons. We encode your rules exactly, run the first payroll cycle in parallel with your current process, and switch over only when the two agree.
Codify
- Policy & approval mapping — as practiced, not as filed
- Shift & attendance rules, site by site
- Leave types, accruals & encashment logic
- Salary structures & the payroll calendar
- Compliance requirements — PF, ESI, PT, TDS
Build
- Employee self-service portal, mobile first
- Attendance & biometric sync across sites
- Payroll input engine with locking & audit trail
- Manager dashboards — team, leave, headcount
- Role & permission model for HR, managers, staff
Run
- Data migration from sheets, verified per employee
- Phased rollout, team by team
- Payroll-cycle parallel run, reconciled to the rupee
- Compliance outputs checked against actual filings
- Policy changes turned around in days, not quarters
Off-the-shelf HR tools handle the standard cases and leave your exceptions — the sandwich leaves, the site-specific shifts, the festival calendars — back in spreadsheets. The exceptions are exactly where HR spends its time, which is why the tool never quite pays off.
A custom HRMS makes the exceptions first-class: encoded once, applied automatically, and changed in days when policy changes. HR stops maintaining a shadow system of workarounds, and employees stop discovering their leave balance is whatever the last email said.
The riskiest month is the first payroll, so we refuse to gamble it. The new system runs in parallel with your existing process for a full cycle — every input, every deduction, reconciled line by line — and cutover happens only when the two agree. Payday is not the place for surprises.
{ 03 } — Modules we build
The full employee lifecycle.
Attendance & shifts
Biometric and geo check-ins, rosters, and overtime rules that match reality — including the site that runs differently.
Leave & approvals
Your leave types and approval chains — enforced by the system, not by email, with balances employees can actually see.
Payroll inputs
Attendance, leave, advances, and arrears compiled into clean, locked, audited inputs every cycle — no re-keying.
Onboarding & exit
Offer to ID card to full-and-final settlement — every step tracked, every document in one place.
Performance & self-service
Reviews, documents, payslips, and requests handled by employees themselves — HR stops being a helpdesk.
Compliance & audit
PF, ESI, PT, and TDS outputs from the same data payroll used, with an audit trail behind every figure.
{ 04 } — HRMS stack
Proven machinery under your policies.
The same foundation our working platform runs on, deployed in your cloud tenancy under your keys — with the device and channel integrations Indian workplaces actually run.
{ 05 } — Ways to engage
Three ways to start, matched to your payroll risk.
Attendance-first pilot
Attendance, shifts, and leave for one team or site, live in 4–6 weeks — the module where fit shows fastest, without touching payroll until trust is earned.
- One site or team, clearly bounded
- Biometric sync from day one
- Keep-or-kill decision on real usage
Build + handover
The full lifecycle — attendance to payroll inputs to compliance — built, parallel-run, and handed over. Your infrastructure, your data, your HR team trained.
- Payroll parallel run before cutover
- HR admin training before handover
- Documentation your team owns
HR operations retainer
Ongoing capacity for a live HRMS — policy changes encoded, new sites onboarded, compliance formats updated when the rules change.
- Monthly capacity, no re-scoping
- Policy changes in days
- Compliance format updates included
{ 06 } — What you receive
Everything HR needs to run without us.
The modules ship with the policy documents, reconciliation evidence, and training that make the system genuinely yours.
Your leave, shift, attendance, and approval rules written down and encoded — the single reference both HR and the system follow.
Biometric, geo, or web check-in; rosters; your leave types with balances employees can see — live across every site.
Salary structures, arrears, advances, and full-and-final settlements — computed, locked per cycle, and auditable.
The line-by-line evidence from the first cycle that the new payroll inputs match your existing process — before anything switches.
PF, ESI, PT, and TDS reports ready for filing every cycle, generated from the same data payroll used.
Self-service rollout guides, HR admin training, and documentation — so operating the system never depends on us.
{ 07 } — The symptoms
Signs HR is running on workarounds.
Each of these costs a few hours a week until, together, they cost a full headcount — and the errors land on payday.
{ 08 } — Before and after
HR before and after one system.
Before
Attendance in a register, leave in email, payroll in Excel.
After
One record per employee — attendance to payslip without re-entry.
Before
Payroll takes three days and a prayer.
After
Inputs lock, payroll runs, slips deliver — same day.
Before
Compliance filings assembled manually each quarter.
After
PF, ESI, and TDS reports generate from the same data payroll used.
Before
Nobody knows who is in office today.
After
Live attendance, shifts, and leave visibility per team.
Before
Policy changes take a quarter to reach practice.
After
Encoded once — enforced everywhere from the next cycle.
Where this applies
Often paired with
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Frequently asked questions
Yes — standard biometric and access-control devices sync attendance automatically, with geo check-in for field teams and web check-in where devices do not reach.
That is the point — non-standard accruals, encashment, sandwich rules, and site-specific calendars are encoded exactly rather than approximated. The exceptions are treated as requirements, not edge cases.
We generate audited payroll inputs and integrate with your payroll processor or accountant — full processing integrations are scoped per case. Either way, the inputs lock per cycle and carry an audit trail.
A full parallel run: the new system computes a complete cycle alongside your existing process, and the two are reconciled line by line before cutover. If they disagree, we find out why — before payday, not after.
Yes — rules are defined per site and per shift, so the factory that runs three shifts and the office that runs one live in the same system without either compromising.
Yes — a working HRMS platform covering the employee lifecycle, which we demo on consultation calls. It is a real build, not screenshots.
{ Sources }
Standards and regulators referenced here
- Ministry of Electronics and Information Technology — data protection framework — MeitY, Government of India
- Unique Identification Authority of India — UIDAI
- Ministry of Micro, Small and Medium Enterprises — Ministry of MSME