HRIS Built for Indian Manufacturing

An HRIS is the system of record for your workforce: employee data, onboarding, attendance and leave, payroll processing, claims, and compliance documents in one platform. InOps HRIS is built for Indian industrial employers — statutory-aware payroll, biometric attendance integration, and audit-ready records out of the box.

An HRIS manages your own employees; a CLMS governs contract workers supplied by third-party contractors — licences, gate compliance, CLRA registers, and contractor invoice verification, which an HRIS is not designed to handle. Most large plants run both. InOps is one of the few platforms where HRIS and CLMS share a single attendance and identity engine, so permanent and contract workforces are visible together without duplicate hardware or data stitching.

Yes — PF, ESI, PT, LWF, and TDS computations are built into payroll processing, with challan-ready outputs and audit trails. Statutory logic is maintained for Indian central and state requirements rather than adapted from a global product.

Yes. The same device estate that serves attendance — face terminals, fingerprint, CCTV-based capture — feeds HRIS time and attendance directly, and integrations cover common ERP and enterprise stacks. One hardware investment serves both HRIS and CLMS.

Yes — employee records, attendance, leave, and payroll consolidate across plants and offices with site-level and aggregate reporting, matching the multi-site architecture InOps runs for manufacturing clients across 163+ sites.

Typical HRIS implementations run 4–8 weeks depending on workforce size, data migration, and payroll complexity — faster when deployed alongside an existing InOps attendance estate.

Yes — that's the architecture. The same face terminals, fingerprint readers, and CCTV-based capture that clock permanent staff also record contract workers. One hardware estate, one enrollment per person, two workforce systems drawing from it. Plants running both avoid buying and maintaining duplicate device fleets.

Yes. Leave policies, accruals, and approval workflows are configured per category and site; claims and travel reimbursements run through the same approval chain and settle in payroll. Employees raise and track both through self-service.

Yes. Employees view payslips, apply for leave, submit claims, check attendance, and update records from mobile — which removes most of the routine queries that otherwise land on the HR desk.

TDS is computed per employee against declared investments and applicable slabs, with a tax planner for employees to model declarations. Statutory rate changes are maintained centrally so computations stay current without manual reconfiguration.

Yes. Migration of employee master data, historical attendance, leave balances, and payroll history is part of implementation, with validation before go-live. Data-migration volume is usually what determines whether implementation lands at four weeks or eight.

Yes — exit workflows cover clearance across departments, notice-period and leave-encashment computation, final settlement, and statutory documentation, with the audit trail retained after the employee leaves.

Standard statutory reports and challan-ready outputs, plus headcount, attendance, overtime, cost and attrition views by site, department, and category — with exports for management review. Multi-site plants get per-plant and consolidated views from the same data.

Yes. Shift patterns, rosters, week-offs, and site-specific policies are configured per location and applied automatically, which is the difference between an HRIS built for manufacturing and one built for offices.

A typical rollout is: data migration, payroll parallel run, policy configuration, and device integration where attendance hardware is involved. Your team's main input is validating policy rules and reconciling the parallel run — most of the rest sits with the implementation team.

Access is role-based with audit logging on record changes, and data handling aligns with DPDP Act obligations. On-premise deployment is available where data-residency requirements demand it.