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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
35 practical guides to the work of HR and payroll in India, what each practice is, why it matters, how to run it and the mistakes to avoid. No statistics, no case studies: just the practice.
Hours, shifts, leave and the records payroll is built on.
Salary, statutory deductions and running a payroll month.
Goals, reviews, conversations and development.
From the offer letter to the final settlement.
Engagement, recognition, policy and how HR itself runs.
HR work makes most sense as a sequence. Each stage depends on records created in the one before it, so a gap early on tends to surface later as a payroll or exit problem.
01
Hiring ends with an offer, but the HR work starts there: documents, statutory registrations, bank and tax details, and the first day's induction. Getting these right on day one decides whether the first salary is paid on time and correctly.
02
Every month after that runs the same loop: attendance and shifts are recorded, leave is applied and approved, inputs close, and payroll processes with statutory deductions. Most HR effort in a smaller company sits in this loop, and most employee queries come from it.
03
Alongside the monthly cycle runs a slower one: setting goals, regular one-to-ones, reviews, increments and promotions, and, where needed, improvement plans. These decisions feed back into pay and letters, so they need to be recorded as carefully as attendance.
04
Policies set the rules for all of the above, and compliance work keeps registrations, registers and filings current. At exit, every earlier record is used once more: leave balance for encashment, service period for gratuity, notice terms for the last working day, and documents for relieving and experience letters.
The topics in this section follow that order, so you can read the stage you are working on and see what it depends on.
Practical guides to the work of HR and payroll in India, each covering what the practice is, why it matters, how to run it and the mistakes to avoid.
Five areas: time and attendance, pay and compliance, performance and growth, the employee lifecycle, and people and culture.
No. They contain no statistics and no case studies, just the practice.
Yes. They are written for HR and payroll in India, including statutory deductions and running a payroll month.
Yes. The employee lifecycle area runs from the offer letter to the final settlement.
Topics explain a practice plainly. The HR guides are longer, chaptered and end in a checklist for someone doing a specific task.
The HR and payroll glossary defines Indian HR and payroll terms.
The features page shows where each practice is handled in the platform.
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