Attendance, leave, payroll and compliance in one platform — with biometric capture feeding payroll directly.
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.
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.
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 are vendor-neutral. The stack follows the requirement — including the parts of it you already run.
The sectors where this work most often lands, and what specifically changes for each.
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.
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.
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.
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.
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.
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.
Straight answers, including the cases where our answer is that you should not buy this from us.
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.
Each page covers local context — the sectors, the constraints and the questions specific to that market.
Describe the problem in your own words. We will tell you what it takes to solve — and whether it is worth solving this way.
