Attendance, leave, payroll and compliance in one platform — with biometric capture feeding payroll directly. For Ayodhya, that most often means hospitality and retail — Uttar Pradesh's fastest-growing hospitality and pilgrimage economy.
Ayodhya employers are hiring quickly and often informally, with staff arriving from surrounding districts and turnover that is high while the market settles. Attendance and wage records are frequently a notebook, which is fine until there is a dispute, a labour inspection, or twenty staff instead of five.
Ayodhya has changed faster than any other city in the state. Visitor volume has driven rapid growth in hotels, guest houses, restaurants and organised retail along Ram Path and the Faizabad Road corridor, alongside a construction and real-estate boom and heavy investment in transport infrastructure.
Plants and multi-site operations across the region typically run attendance hardware and payroll as two disconnected systems joined by a monthly spreadsheet. Closing that gap is usually the fastest measurable return in the whole project.
Almost every operator here is scaling from a small, informal setup into something that needs real systems — often within a single year. The requirement is software that can be adopted quickly by staff without a technical background and still handle extreme demand spikes.
Ordered by what the Ayodhya economy actually runs on, not by our own preference.
Split shifts, service-charge distribution and heavy seasonal hiring mean the payroll population changes materially month to month. Onboarding needs to take minutes, not a form sent to head office, or the roster is always ahead of the system.
Part-time staff, outlet transfers, festival-period surges and attendance captured at several locations that has to roll up to one payroll. Store managers need to plan a roster without calling head office, which is a permissions problem as much as a scheduling one.
Site-wise headcount, daily-wage calculation and a workforce that changes between sites and weeks. Attendance capture has to work at a site office with no reliable connection, and feed payroll without someone transcribing a register.
Payroll is the process with the least tolerance for error and the most manual effort in most organisations. Attendance arrives from a biometric machine as a spreadsheet, someone applies shift and overtime rules by hand, and statutory deductions are calculated in a second sheet that only one person understands.
Biometric and card capture, multi-shift rosters, overtime and late rules encoded rather than applied by hand.
Policy-driven accrual, approval workflows and balances that employees can see without asking HR.
Salary structures, arrears, reimbursements and payslips generated from attendance data with a full audit trail.
PF, ESI, TDS and professional-tax calculation with the returns and registers you actually have to file.
Agency-wise rates, shift patterns and billing handled inside the system rather than as a month-end exception.
Mobile access to payslips, leave and attendance, which removes most of the queries HR spends its week answering.
We build HRMS platforms where the biometric device feeds attendance directly, shift and overtime rules are encoded once, and payroll is generated from that data rather than re-entered. Statutory deductions — PF, ESI, TDS, professional tax — follow from the same records.
For organisations with contract labour, multiple shifts or several locations, the value is greater still, because those are exactly the cases where manual reconciliation quietly breaks down.
We are vendor-neutral. The stack follows the requirement — including the parts of it you already run.
Every shift, overtime, leave and deduction rule written down in one place — often the first time that has happened. This is where most of the complexity actually lives.
We confirm your existing biometric hardware can be integrated before you are asked to sign anything, rather than discovering it afterwards.
The new system runs alongside your current process for a full month and the two are reconciled line by line before you rely on it.
Rate and threshold changes are configuration, not a change request, and they are covered by the support arrangement.
None of it has to be tidy. Discovering that your data is messier than expected is part of the job, not a reason to delay starting.
Understand goals, constraints and success metrics.
Map processes, data and integration surface.
Design intuitive, accessible enterprise interfaces.
Design for scale, security and future backend.
Build in modular, reviewed increments.
Automated, security and acceptance testing.
Ship to cloud, private cloud or on-prem.
Long-term partnership, SLAs and iteration.
Ayodhya is close enough to Lucknow for same-day travel, so new hospitality properties get on-site setup and staff training before opening rather than a remote handover.
To be clear about it: our engineering base is in Lucknow, and we do not maintain a separate office in Ayodhya. Every project there is delivered from Lucknow with planned on-site visits. It affects how you plan support, so we would rather you knew before the first meeting than after. Ask us anything about it.
The Ayodhya-specific questions first, then the ones that come up on any HRMS and payroll software project.
With attendance capture and a wage record per person — the two things a dispute or an inspection will ask for. Payroll structure can follow. Getting a reliable record in place first is worth more than a complete system implemented later.
It makes enrolment speed the thing that matters. If adding someone takes under a minute at the property, it gets done; if it needs a form sent to an office, the roster runs ahead of the record permanently and the data is never trustworthy.
In most cases yes. Common attendance devices expose their data through a standard interface or export, and we integrate against that. We check compatibility before quoting rather than after — and if a device genuinely cannot be integrated, replacing it is usually cheaper than working around it.
Yes, including rotating shifts, night-shift allowances, graded overtime and per-department variations. Encoding these once is the whole point; if the rules still need a human pass every month, the system has not done its job.
Yes — calculation, deduction and the registers and returns you file. Rates and thresholds are configurable so statutory changes are a settings update rather than a development request.
Yes. Self-service for payslips, leave requests and attendance is where most of the adoption comes from, particularly for staff who do not sit at a desk.
Billing and reservations, camera coverage of entrances and the front desk, a network that will carry guest wi-fi at full occupancy, and attendance for the staff you are hiring quickly. Retrofitting cabling and cameras after opening costs more and disrupts guests — the time to do it is before you open the doors.
By being designed for the peak, not the average. That means offline-capable billing, hardware sized for the busiest day rather than a typical one, and a tested plan for what happens when the connection or the power does not cooperate.
Yes, and in Ayodhya this is often the deciding factor rather than the feature list. We train on site, in Hindi, on the actual workflow the staff will run — and we design the interface so the common path takes the fewest possible taps.
Send us the problem in your own words. We will come back with what it takes, what it costs, and whether you actually need it.
