HRM Software Solution for Attendance, Leave and Payroll Without the Paperwork

An HRM software solution is a central system for everything about your staff, from joining to exit. It records who works for you, when they work, what they are paid and what they are owed.

Most small Indian firms run HR across a muster register, a biometric machine, an Excel salary sheet and a WhatsApp group for leave. Each month someone spends days matching these to calculate salaries. Mistakes lead to arguments and lost trust.

Our HRM solution is built by the parent team at Shivah Web Tech, who run their own in-house employee management system. We set it up for your rules, your shifts and your salary structure.

Any business with more than a small team, or with staff in more than one place, gains from HR management software. The need grows quickly with shifts, field staff and branches.

• Salary calculation takes more than a day every month
• Leave is asked and approved on WhatsApp with no record
• Late arrivals and half days are counted by hand
• Staff documents are in files, folders and personal phones
• Field staff attendance cannot be checked
• Staff often ask HR for salary slips and leave balance

The HRM covers the full staff cycle. We switch on the modules you need now and keep the rest ready for later.

Indian payroll rules built in

Salary heads, PF and ESI fields, professional tax by state and TDS deduction fields can be set up as per your CA's advice. We do not file returns for you, but the reports make filing much easier.

HR data can also flow into your ERP solution for cost reports and into accounts through our integration solutions.

Payroll software only calculates salary. HRM software manages the inputs to salary, like attendance and leave, plus the rest of the staff record. Excel does neither reliably at scale.

Staff open the app or web page, tap check-in, and the system records the time and location. Managers can see who checked in, from where and when.

This suits field sales, service technicians and staff who work across sites. You can allow check-in only within a set distance of the office or a client site. A photo at check-in can be added to stop proxy attendance.

Field visit logs can also link to a lead management solution so managers see visits and follow-ups together.

Set-up takes a few clear steps and usually two to five weeks, depending on staff count, attendance devices and payroll rules.

1. 1

   Write down your HR rules

   We help you list shifts, grace time, late rules, leave types, holidays and salary heads in one document.

2. 2

   Configure the system

   We set up departments, designations, approval flows, shifts and salary structures.

3. 3

   Import staff data

   Employee details, documents, leave balances and salary structure are imported from Excel.

4. 4

   Connect attendance

   We connect biometric devices that support export, or roll out mobile check-in.

5. 5

   Run a test payroll

   We run one month in parallel with your old method and match every salary.

6. 6

   Train and go live

   Short training for HR, managers and staff, then support during the first payroll cycles.

Many firms add automation later, such as birthday wishes, document expiry reminders and monthly reports sent to the owner.

After go-live we stay with you through the first payroll cycles, then move to a support plan. Most changes after that are small rule updates, not new software.

The first three months

• We check every salary run with HR before slips go out
• We adjust late, half-day and overtime rules if real cases show gaps
• We add missing leave types or holidays as they come up
• We help new joiners get set up on self-service

Common additions later

Each addition uses the same staff records, so nothing is typed twice. Staff cost reports can also go into business analytics dashboards for the owner.

HRM cost depends on staff count, modules, attendance method and how complex your salary rules are. You get a clear quote after a free call.

• Number of employees and branches
• Modules needed: attendance only, or full payroll and performance
• Biometric device integration or mobile attendance
• Number of shifts, salary structures and approval levels
• Links with accounting, ERP or bank salary files
• Hosting, training and support plan

The most common HRM mistake is buying software before agreeing on HR rules. Software cannot fix a policy that nobody has written down.

• Turning on every feature at once and confusing staff
• Not testing payroll in parallel before trusting it
• Using biometric devices that cannot export data
• Giving everyone access to salary data

Questions to ask

• Can you set up my exact late, half-day and overtime rules?
• How are PF, ESI and professional tax fields handled?
• Can staff use it on low-cost Android phones?
• Who can see salary data, and is every change logged?
• Can I export all staff data if I move away?

See our other software solutions or contact us to book a free call with our Mohali team.

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