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Staff records, attendance, shifts, leave, advances and payroll — with a self-service portal so HR stops being a queue at a desk.
HR software is judged on one day a month: payroll day. Everything before it — attendance capture, leave approvals, advance records, overtime — exists so that salary can be calculated in an hour instead of three days, and so nobody has to defend the numbers afterwards.
Which means the design priority is capture. If attendance is entered from a register into a spreadsheet, or leave is approved on WhatsApp, payroll will always be reconstructed rather than computed.
Contracts, documents, salary structure and history in one file per employee.
Biometric, mobile or manual capture with roster planning, including rotating and night shifts.
Entitlements, accrual, carry-forward, an approval chain, and loan recovery from salary.
Allowances, deductions, overtime and tax as rules you can change without a developer.
Payslips, leave applications, attendance history and requests, handled without visiting HR.
Every manual attendance mark, approval and payroll adjustment recorded against a user.
The full employee lifecycle, though most clients start with attendance and payroll.
Biometric devices are the most reliable source where staff work at a fixed site, and we integrate with the common ones. For field staff, a mobile app with location capture at check-in is the practical answer, with a clear policy on what is recorded — staff should know exactly what the app captures and when.
Manual entry stays available for exceptions, but every manual mark records who entered it, because that is where attendance disputes get settled.
Every organisation's salary rules are slightly unusual: a specific overtime multiplier, an attendance-linked allowance, a deduction after a certain number of late arrivals. Those rules are configured rather than coded, so a policy change is a settings update rather than a development request.
Payslips are generated per employee and available in the self-service portal, which removes the monthly queue at the HR desk.
Straight answers, including the ones that rule us out.
The pages people read next, and the products that connect to this one.
The systems we build most often, each described by the workflow it manages rather than by a feature list — because the workflow is what decides whether it fits.
Read more“ERP” is a label, not a requirement. Most businesses that think they need one need three connected modules and a good report.
Read moreEach of these has its own page on where the money actually leaks in that kind of business, and which systems cover which part of it.
Describe your operation and we will come back with a written scope, a fixed price and a delivery date.