Attendance, leave, payroll and compliance in one platform — with biometric capture feeding payroll directly. For Kanpur, that most often means manufacturing and education — the industrial and commercial capital of Uttar Pradesh.
Kanpur factory payroll is dominated by contract labour and by shifts that vary with order flow. Headcount moves with the season, agencies bill on their own terms, and overtime is significant enough that a small error in the rule compounds into a real number by month end. The biometric machine is usually already there, feeding a spreadsheet.
Kanpur remains the state's manufacturing heart: leather and footwear around Jajmau, chemicals and engineering in Panki, Dada Nagar and Fazalganj, plus a substantial defence and public-sector presence. Alongside that sits an old, high-volume trading economy and a large student population around IIT Kanpur and CSJMU.
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.
Kanpur businesses are frequently exporters, which changes the requirement: documentation, batch and lot traceability, multi-currency invoicing and compliance paperwork are not optional extras. Systems that only handle domestic billing get outgrown quickly here.
Ordered by what the Kanpur 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.
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.
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.
Kanpur is under two hours from our Lucknow base, so on-site work here is routine rather than exceptional — plant surveys, shop-floor training and month-end support all happen in person.
To be clear about it: our engineering base is in Lucknow, and we do not maintain a separate office in Kanpur. 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 Kanpur-specific questions first, then the ones that come up on any HRMS and payroll software project.
Yes — graded overtime, department variations, night-shift allowances and holiday rates all get captured in a policy workshop before configuration. If the rules still need a human pass every month afterwards, the system has not done the job it was bought for.
Yes, and it is usually where the return shows up first. Agency invoices reconciled against captured gate attendance rather than accepted on trust — a check almost nobody performs manually, because by hand it takes longer than the discrepancy is worth.
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. Export-oriented units around Jajmau and Panki need lot traceability from raw hide through finished goods, buyer-wise specification handling, and the export paperwork generated from the same records rather than re-typed. That is a design decision made at the data-model stage, not a report added later.
For a single-plant deployment, expect a first working module in weeks and a full cut-over across a cycle rather than a weekend. The pace is usually set by data cleanliness and shop-floor training, not by development — and we would rather say that up front than discover it at go-live.
Yes. Kanpur is close enough to Lucknow that scheduled on-site support is practical, and we plan the first month-end close on site because that is when the real questions surface.
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.
