Attendance, leave, payroll and compliance in one platform — with biometric capture feeding payroll directly. For Gorakhpur, that most often means retail and healthcare — the commercial gateway to eastern Uttar Pradesh and the Nepal border trade.
Gorakhpur employers of any size have staff who are rarely in an office — field sales, service technicians, collection agents covering a wide district spread. Attendance for those people is currently a phone call or an assumption, and it becomes a payroll conversation at month end that neither side can support with evidence.
Gorakhpur is a distribution and services hub more than a manufacturing one. It supplies a very wide rural hinterland and the Nepal border trade, hosts a fast-growing healthcare cluster around AIIMS and BRD Medical College, and is building an industrial base at GIDA anchored by the fertiliser plant and agri-processing.
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.
Distribution businesses here run large, dispersed dealer and retailer networks with field staff who are rarely in an office. The recurring requirement is a mobile-first system that works on a patchy connection and still reconciles centrally.
Ordered by what the Gorakhpur economy actually runs on, not by our own preference.
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.
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.
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.
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.
Field-heavy Gorakhpur deployments are piloted with one territory before a full rollout, because the only reliable test of a field app is a real route on a real connection.
To be clear about it: our engineering base is in Lucknow, and we do not maintain a separate office in Gorakhpur. 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 Gorakhpur-specific questions first, then the ones that come up on any HRMS and payroll software project.
Mobile check-in with location capture, working offline and syncing later. It records where the day started and ended rather than requiring a branch visit, which for field-heavy employers here is usually the module that justifies the whole project.
Yes — territory assignment, travel allowance rules by distance or slab, and attendance that does not assume a fixed workplace. Travel claims are usually where the manual effort and the disputes concentrate, and they are entirely rule-driven once written down.
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.
It should be built assuming connectivity fails. For distribution clients across the Gorakhpur belt we build offline-capable apps that capture orders and collections locally and sync when signal returns — an app that needs a live connection to record an order is useless on most of these routes.
Yes. Territory and beat mapping, dealer-wise credit limits and outstanding, scheme and discount handling, and secondary sales visibility are the modules that matter. The value is usually in seeing secondary sales at all, which most distributors here simply cannot today.
Yes. Registration, OPD flow, diagnostics and billing under one record is the usual scope, and the growth of the healthcare cluster around AIIMS has made multi-centre reporting a common requirement rather than an unusual one.
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.
