HR & PayrollModule 166 apps
Pay people right, on time Coming by Holi
Salaries and output-based earnings in one register, with attendance driving both — whether people are on a monthly wage, an hourly rate or paid by what they finish.
Reads fromManufacturing
Writes toAccounting & GST
Part of People
| Person | Basis | Days / units | Earned | State |
|---|---|---|---|---|
| A. Deshpande | Monthly | 26 | ₹64,000 | Approved |
| S. Kulkarni | Monthly | 24 | ₹41,500 | Approved |
| Unit 3 contractors | Per unit | 1,240 | ₹1,86,000 | To check |
| R. Nair | Hourly | 168 h | ₹52,300 | Approved |
6 apps in HR & Payroll
Staff & Contractors
Attendance, effective-dated salary and output-based earnings in a single register, whoever is on it.
Time-off & Advances
Leave, festival advances, and exactly how they change this month’s payout.
Appraisal & Hiring
Performance reviews and a hiring pipeline that ends in an employee record.
Recruitment
The pipeline before someone becomes an employee — an opening, the people who applied for it, a trial piece where the work itself is the interview, and the decision with its reason kept. It matters more in a skilled trade than in most: a person is taken on for skill at one particular kind of work, and the trial output is the evidence, so it is recorded against that work and the rate that would apply rather than remembered as an impression. A candidate who is not taken on now stays findable when the same skill is needed in a busy month, and their personal documents are held under the same consent and retention rules as anyone else’s, not in a folder on somebody’s phone.
Payout Execution
Where the calculation in the earnings register actually turns into money leaving the business — bank batch, UPI, cash against a signed receipt — with the method and the reference recorded against every payout, so the register’s total and the money that actually moved can always be checked against each other.
Employee Engagement & Surveys
Asking the people who work here how it is going, and keeping the answers where a pattern can be seen rather than in one manager’s memory. Anonymity has to be real to be worth anything: a survey that quietly identifies its respondents produces polite answers and no information, so where a response is promised anonymous it is stored unlinked from the person, and the system cannot re-join them afterwards even for an administrator.