Attendance, leave, payroll and compliance in one platform — with biometric capture feeding payroll directly. For Bareilly, that most often means manufacturing and education — the centre of India's menthol trade and a Rohilkhand commercial hub.
Processing plants around Parsakhera run seasonally, so the workforce arrives together, works intensively, and leaves. Enrolment happens in bulk at the start of a season and deprovisioning frequently never happens at all — which is how a plant ends up with several hundred active credentials for people who left two seasons ago.
Bareilly is the global centre of the mint and menthol trade, with processing and export units around Parsakhera and Bhojipura. Around that sits furniture and wood working, zari-zardozi craft, and a broad agri-trading economy serving the Rohilkhand region, plus a growing education and healthcare presence.
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.
Agri-commodity businesses face price volatility and quality variation that fixed-price systems handle badly. What they need is lot-wise costing, moisture and grade capture at intake, and a stock valuation that reflects what the material is actually worth today.
Ordered by what the Bareilly economy actually runs on, not by our own preference.
Permanent staff on fixed shifts are straightforward. Contract labour — different agencies, different rates, different shift patterns, changing headcount — is where the manual reconciliation lives. If the rules are not encoded, month end stays a spreadsheet exercise regardless of what you installed.
Academic staff have workload and period allocation; administrative and support staff have conventional shifts. Treating both with one rule set produces a system one group tolerates and the other quietly works around.
Round-the-clock rostering, on-call allowances, night differentials and staff who move between departments mid-week. Attendance rules here are genuinely complicated, and the payroll consequence of getting them slightly wrong is a monthly argument.
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.
Commodity clients are onboarded outside peak procurement season, since intake is the part of the process that cannot pause for a training day.
To be clear about it: our engineering base is in Lucknow, and we do not maintain a separate office in Bareilly. 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 Bareilly-specific questions first, then the ones that come up on any HRMS and payroll software project.
Yes — bulk enrolment with the season end recorded at the point of joining, so access ends automatically rather than depending on a memory that will not survive the intervening months. That single field prevents the credential accumulation almost every seasonal site has.
Yes. Daily-wage, piece-rate and hybrid arrangements are configured as rules and applied to captured attendance, with the record available to the worker. For seasonal labour, a wage query settled from a record instead of an argument is most of the value.
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.
Yes, and for Bareilly processors it is the core requirement rather than a refinement. Intake lot, grade, moisture and yield need to be captured at weighment and carried through processing, so that costing and stock valuation reflect what actually came in rather than an assumed standard.
Yes. Batch traceability from intake to shipment, buyer-wise quality specification, and export documentation generated from production records — the same pattern as our Kanpur and Agra export work, applied to a very different commodity.
Yes. Plant environments around Parsakhera need industrial-grade cabling and switching that survives dust and heat, while the office side is conventional. We survey and design both, then commission them as one network with a clear boundary between them.
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.
