Custom HRMS software development
Most HRMS products on the Indian market are either ten years out of design, or built for global teams and clueless about PF, professional tax, and the way comp-off interacts with a sandwich leave. We've built ours from a place that knows both sides.
What's included in HRMS development.
The system covers attendance, leave, payroll prep, reviews, and 1:1s. Before we build, we document your actual leave rules, shift patterns, and payroll heads (usually split across an Excel sheet, a policy PDF, and one HR manager's memory) and agree them in writing. Employees then see a single portal: apply leave, see balance, download payslip, check their next review date. Managers see a single approval queue. HR sees a finance close that takes two hours, down from two days.
Indian SMBs with 50–500 employees across one or more offices, where HR is currently running on Excel plus an off-the-shelf HR tool (GreytHR, Keka, or similar) and the team has outgrown it. Especially good when you have non-standard leave policies, shift work, or a multi-state payroll.
- 01
Attendance
Biometric / RFID / IP-based / WFH check-in, with shift schedules, overtime rules, regularization workflow, and a daily-status board for the floor manager.
- 02
Leave engine
Multi-leave types, India-aware rules (sandwich leave, half-day, comp-off, LWP), per-grade entitlements, expiry policies, encashment, and holiday calendars by office.
- 03
Payroll prep
Earnings and deductions structure, PF/PT/TDS computation, LOP, bonus and arrears, payslip generation, and a sign-off workflow before bank file goes out.
- 04
Performance reviews
Configurable cycles (annual, half-yearly, quarterly), self-review + manager-review + skip-level, goal carry-forward, and a calibration screen for HR.
- 05
Self-service portal
Apply leave, view balance, download payslip, raise a query, see your goals, see your 1:1 notes. Designed so it doesn't need a training session to use.
- 06
Manager approvals
One unified queue covering leave, regularization, expense, and exit requests, with delegation when a manager is themselves on leave.
From paper leave forms to self-service HR.
Document the HR rulebook
We collect the leave sheet, the policy PDF and the rules your HR manager carries from memory, then work through every leave type, grade entitlement, shift pattern and payroll head with HR and finance. That rulebook is signed off before any design work begins.
Configure leave and payroll
We set up the leave engine, attendance device links and payroll heads from the signed rulebook, then run a trial payroll against a previous cycle. HR compares every figure with the old spreadsheet, and we trace each difference back to a rule before anything goes live.
Launch the portal
We load the employee master and opening leave balances for HR to verify, brief managers on their approval queue, and open the self-service portal to staff. After launch we update entitlements, holiday calendars and payroll heads whenever your policy changes.
Questions about HRMS development.
- Can an HRMS replace our leave Excel sheet and paper attendance register?
- Yes. Attendance moves from the register to biometric, RFID, IP-based, or WFH check-in, with shift schedules, overtime rules, and a regularization workflow. Leave moves from the Excel sheet to a leave engine that understands sandwich leave, half-days, comp-off, and LWP. Employees apply, check balances, and download payslips in one self-service portal, and managers approve everything from a single queue instead of email.
- Can the HRMS handle Indian payroll: PF, ESI, professional tax and TDS?
- Yes. Payroll heads are configured from your own policy: PF, ESI, professional tax by state, TDS, LOP, bonus and arrears, with payslip generation and a sign-off workflow before the bank file goes out. Which statutory heads and which states apply to your workforce is written into the scope during the requirement study, and HR checks a trial payroll against a previous cycle before go-live.
- Will the HRMS connect to our biometric devices, Microsoft 365, and Tally?
- Yes. Attendance devices connect through their biometric or RFID device API, and employees sign in with their existing Microsoft 365 accounts, so there is no separate password to manage. Payroll prep ends in a sign-off workflow before the bank file goes out. If accounts needs payroll figures posted into Tally, we map that sync during the requirement study, along with any device models we have not connected before.
- How does an HRMS project start, and what if our HR policy changes later?
- It starts with a requirement study with HR, finance, and a few line managers. We write down every leave type, entitlement by grade, sandwich and comp-off rule, shift pattern, and payroll head, including the exceptions, and agree that document before design begins. Timeline and cost are quoted against that written scope. Leave types, entitlements, and holiday calendars are configurable, so routine policy changes do not need a rebuild.
- How are employees and HR trained when the HRMS goes live?
- The self-service portal is designed so employees do not need a training session to apply for leave or download a payslip. HR and managers get role-based sessions on approvals, payroll prep, and review cycles. Before go-live we migrate the employee master and opening leave balances, and HR checks them against the old records. After launch we stay on for support, and a maintenance retainer covers new policies and requests.
Tell us what's slowing you down.
A 30-minute discovery call. We map the process, point out the easy wins, and outline a clear plan (no obligation).