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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
Every company on this page has the same statutory obligations. What differs is where the difficulty sits, and therefore which module is worth switching on first.
Software companies usually publish industry pages to widen a keyword net, and the pages end up identical apart from a noun. That is not useful to anybody choosing a system.
So each of the 14 below is written to answer one question plainly: if you are this kind of company, what is actually going to be hard, and what should you configure first? A startup's difficulty is that no policy exists yet. A manufacturer's is that the shop floor and the office are paid on different logic. A mid-market business discovers that its three branches are one company operationally and three compliance positions statutorily. Those are different problems.
Founders and first HR hires, roughly 10 to 100 people
Early-stage companies rarely fail at HR because their tools are bad. They fail because nothing has been decided, and every undecided rule becomes a precedent the first time someone asks.
Start with
Payroll , Because the statutory position compounds. Getting EPF, ESI, PT and TDS right from employee one avoids the one mistake on this list that really costs money.
Read the startups page
Owner-managed businesses with one location and no HR department
A thirty-person business does not need a people strategy. It needs salaries paid correctly on the same date every month, leave that is fair, and a record it can produce when somebody official asks for one.
Start with
Payroll , It is the thing with a deadline and a legal consequence. Everything else can wait a month; this cannot.
Read the small business page
Multi-branch, multi-state businesses, roughly 100 to 1,000 people
The defining difficulty of a mid-market Indian business is that its branches are one organisation operationally and several distinct compliance positions statutorily, and both have to be true at once.
Start with
HRMS , Because the entity, location and grade structure has to be right before anything configured on top of it will behave.
Read the small & medium enterprises page
Plants, production units and processing facilities
Rotating shifts, night differentials, overtime, comp-off, contract labour and an ESI population that changes as wages move, a manufacturing payroll is an exceptions engine wearing a payroll's clothes.
Start with
Attendance & Shifts , Everything downstream is wrong if the shift and overtime layer is wrong. This is the foundation on a plant.
Read the manufacturing page
Product companies, services firms and delivery centres
Technology companies were the first to abandon the assumption that work happens in one building, which makes attendance a design question, and makes goal alignment the thing that actually needs managing.
Start with
HRMS , Because reporting lines and grades change constantly here, and everything else is configured against them.
Read the it & technology page
Consultancies, agencies and firms billing client time
In a consultancy the same hour is simultaneously a payroll input and a revenue line. Capturing it once, accurately, against the right client is not administration, it is bookkeeping.
Start with
Attendance & Shifts , Because a mobile workforce needs geo-tagged capture before anything else can be reconciled.
Read the professional services pageStore chains, franchise operators and multi-outlet retailers
Retail HR is decided at the store, by a store manager with a roster and a queue of customers, and paid at head office by someone who has never seen either.
Start with
Attendance & Shifts , Because rotating weekly offs and store rosters are the input every later figure depends on, and they are where most retail payroll errors begin.
Read the retail pageHospitals, nursing homes, diagnostic centres and clinic chains
A hospital cannot close a ward for the night, so its rosters, its overtime and its credentials all have to work at three in the morning as well as they do at noon.
Start with
Attendance & Shifts , Rotating 24x7 rosters, night differentials and shifts that cross midnight are the foundation of a hospital payroll.
Read the healthcare pageHotels, resorts, restaurant groups and cloud kitchens
A hotel or restaurant works when its guests are awake, which means mornings and late nights, broken days, and a workforce that grows for the season and shrinks after it.
Start with
Attendance & Shifts , Split shifts, late closes and department-specific rosters have to be captured correctly before anything else is.
Read the hospitality pageWarehouses, 3PL operators, transporters and last-mile delivery fleets
Logistics runs on two workforces that never meet: warehouse teams working shifts at a fixed site, and drivers and field staff whose workplace is a route.
Start with
Attendance & Shifts , Warehouse rosters and geo-fenced mobile check-in for drivers are the two capture methods everything else depends on.
Read the logistics & warehousing pageStaffing agencies, manpower suppliers and flexi-staffing firms
A staffing firm is the legal employer of people it rarely sees, deployed to clients whose attendance rules, shifts and holidays are not its own.
Start with
Employee Management , Because each associate's current client, site and statutory identifiers have to be right before attendance or pay can be.
Read the staffing & recruitment pageSchools, colleges, coaching institutes and university departments
Educational institutions run on the academic calendar, with vacations, term-time loads and visiting faculty, while payroll and tax still run on the financial year.
Start with
Leave Management , Because separate leave schemes for teaching and non-teaching staff, aligned to the academic calendar, is where institutions most often improvise.
Read the education pageBuilders, EPC contractors, infrastructure firms and specialist subcontractors
A construction company's employees work on sites that open, run for a few years and close, alongside contract labour supplied by others, in states the head office may never have registered in.
Start with
Attendance & Shifts , Because geo-fenced site attendance is what makes payable days real when the workplace is a temporary project site.
Read the construction pageNGOs, trusts, foundations and Section 8 companies
A nonprofit's people are funded project by project, report to donors as well as managers, and often work in the field far from any office.
Start with
Payroll , Statutory payroll with cost reported by department or project is what both compliance and donor reporting depend on.
Read the nonprofits pageEvery company here runs the same statutory rules. What changes is how much of the work a person still has to remember to do.
The only claim this site makes about outcomes
These are not separate products. The HRMS, payroll, attendance and leave modules are identical in every case; what changes is which of them carries the weight, and which statutory obligations arrive first.
HR software for companies of any kind has to start from the same statutory floor, because it does not vary by sector. EPF and ESI applicability, professional tax registration in each state you employ in, TDS under Section 192, gratuity on completion of five years of continuous service, and maternity benefit as a statutory entitlement rather than a company policy. A startup and a foundry answer to the same legislation.
So does the record-keeping. Attendance and wage registers, evidence that a policy was issued and received, and the ability to reconstruct a specific person's specific day are requirements of the employment relationship, not of an industry.
For a startup, the hard part is that no policy exists yet, so every decision becomes a precedent. For a small business, it is that the person doing HR is doing three other jobs. For a mid-market group, it is that one company on the letterhead is several on the returns.
For a manufacturer, it is that the shop floor and the office are paid on different logic from the same run. For an IT services firm, it is that billable time and payroll time are separate measurements that get confused. For a professional firm, it is that partners, employees and trainees are three legal categories in one office.
That difference is the whole reason these pages recommend a different starting order. A manufacturer begins with attendance and shifts, because that is where the monthly cost is decided. A services firm begins with the employee record and self-service, because the administrative load is queries rather than hours. A multi-entity group begins with the record, because entity structure has to be right before payroll can be.
If none of the industry pages describes your company, the sensible order is almost always the record first, then whichever of attendance or payroll is currently costing you the most time.
Most companies are. The configuration questions that matter, how many states, how many entities, whether any part of the workforce runs shifts, cut across sectors entirely. A short conversation settles it faster than another page would.
Startups, small businesses, SMEs, manufacturing, IT and technology, and professional services each have their own page.
No. The HRMS, payroll, attendance and leave modules are identical in every case; what changes is which module carries the weight and which should be switched on first.
No. EPF and ESI applicability, Professional Tax in each state you employ in, TDS under Section 192, gratuity and maternity benefit apply to every Indian employer regardless of sector.
Attendance and shifts, because that is where the monthly cost is decided when the shop floor and the office are paid on different logic from the same run.
With the employee record and self-service, because the administrative load in a services firm is mostly queries rather than hours.
The employee record, because the entity structure has to be right before payroll can be.
The sensible order is almost always the record first, then whichever of attendance or payroll is currently costing you the most time. A short conversation with the team usually settles it.
Yes. A demo runs against your own payroll month, and the 14-day free trial gives full access to every module.
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