HR software for HR managers
You own the whole employee cycle, often alone. PeopleDeck puts payroll, attendance, leave, onboarding and compliance on one dashboard, so the month runs on approvals instead of follow-ups.
What HR managers get from PeopleDeck
One system for attendance, leave, onboarding and payroll, with PF, ESI, professional tax and TDS applied to every payslip and upload-ready return files generated from the run. Priced per employee, per month, so it fits before you have scale.
Built around your month
- ✓ Every approval (leave, attendance regularisation, reimbursements) in one queue
- ✓ Month-end payroll run from attendance that is already reconciled
- ✓ Onboarding-to-exit checklists that do not live in your head
- ✓ PF, ESI, PT and TDS applied to every payslip, with upload-ready files, never filed on your behalf
- ✓ Employee self-service for payslips, Form 16 data and leave balances
Your month, week by week
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1
Week 1 — requests, not chases
Leave and regularisation requests arrive in your queue with balances and coverage attached; you approve from context instead of reconstructing it. New-joiner checklists from last month's offers complete themselves (documents landing, IDs validating) while you review rather than collect.
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2
Week 2: the record stays current
Self-service updates flow through your approval into the master: bank changes, addresses, declarations. The org chart, cost centres and reporting lines you maintain here are quietly powering every approval route and report in the system.
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3
Week 3 — cut-off without ceremony
Attendance closes itself against rosters and approvals you have already given. You scan the exceptions view (missing punches, pending regularisations) and clear them in one sitting instead of hunting them through supervisors.
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4
Week 4: the run, previewed and approved
Payroll preview shows every payslip with workings and variances flagged. You approve; payslips publish to self-service; the statutory file set generates for the consultant. The month's HR administration closes in an afternoon, documented.
What this looks like in practice
Concretely: an HR manager running 180 employees solo fields a resignation on the 12th, three joiners on the 15th and a grid revision on the 20th. The exit opens offboarding with a computed settlement she reviews rather than builds; the joiners land payroll-ready through checklists; the revision applies as an effect-dated structure update with arrears computed in the next run. None of the three becomes a project, which is the difference between running HR and being run by it. The quieter change is attribution: when the auditor later asks why the settlement paid what it did, the answer is a stored computation with her approval on it, not a spreadsheet version she has to defend from memory. Multiply that across a year of exits, revisions and disputes, and the role's risk profile has changed along with its workload.
Built for you if
- ✓ You are the only HR person for 50-500 employees
- ✓ Your month is chasing (punches, documents, approvals) more than deciding
- ✓ Audits and inspections land on your desk with reconstruction work each time
Not the fit if
- ✕ You have a large HR team wanting deep enterprise workflow customisation
- ✕ You want HR outsourced entirely. This is a tool for you, not a replacement of you
Mechanism deep-dives: the payroll engine · attendance & leave · self-service
Ninety days in
Ninety days in, the shape of the job has changed more than the hours have. The first month is setup and mistrust; you run your old tracker in parallel and reconcile it against the system, and the system wins the arguments because it shows its working. The second month is the one where chasing stops: employees have learned that payslips, balances and declarations live in self-service, so the twenty-questions-a-day channel goes quiet, and supervisors have learned that unapproved regularisations block their own team's clean cut-off, so they clear them without you asking. By the third month you are doing the part of the job you were actually hired for — policy calls, exception judgment, the conversations a system cannot have, while the administrative layer runs underneath on rails you configured once. The honest measure is your inbox on the 28th: what used to be a wall of punch disputes and document requests is now a preview link and a handful of flagged variances.
Where PeopleDeck stops, deliberately
Where the system stops matters as much as where it starts. PeopleDeck gives you facts: attendance as it happened, balances as they stand, computations with their basis, but it renders no verdicts on people. There is no engagement score, no attrition prediction, no sentiment reading on anyone's leave pattern; those calls belong to you, made with context a system does not have. Likewise it prepares every statutory file and files none of them: the ECR reaches the portal because you or your consultant uploaded it, signed off. The division is deliberate: the tool owns arithmetic and evidence, you own judgment and authority, and it is why the audit trail reads as your decisions, documented, rather than a black box's outputs.
A different seat at the table?
Running a school or college? Staff payroll belongs inside your ERP: SchoolDeck staff payroll or CampusAlly payroll.
Frequently asked questions
Can one person really run HR for 200 employees on this?
That is the design goal: approvals, payroll and records are consolidated so a single HR manager runs the monthly cycle without spreadsheets or chasing.
Do employees stop emailing me for payslips?
Yes: payslips, Form 16 data, leave balances and holiday calendars sit on employee self-service, on web and mobile.
How is PeopleDeck priced?
One rate per employee per month, in rupees, covering the whole platform. Headcount is the only variable in the bill; there are no bundles, tiers or per-site charges to decode.
Does PeopleDeck file PF and ESI returns?
The system stops at generation: applied contributions on payslips, portal-format ECR and return files from the run. Filing is deliberately left with the employer and consultant, where the law puts it.
Can I delegate approvals when I'm on leave?
Yes — approval routing supports delegates with dates, so your own leave doesn't bottleneck everyone else's, and every delegated decision stays attributed.
What reports do I actually get?
Headcount, attrition, leave liability, attendance exceptions, salary registers, statutory summaries — filtered, exportable, and generated from live records rather than assembled monthly.
How long does implementation actually take for one HR person?
Typically two to four weeks part-time: employee master import, structure and policy setup, one parallel run against your current sheet. The parallel run is the confidence step — go live on the month it reconciles.
Does it help with policy rollouts, not just processing?
Yes — leave policies, attendance rules and approval routes are configuration you change with effect dates, so a new policy rolls out as a setting plus an announcement, not a re-training of everyone's habits.
Your month, minus the spreadsheets.
Per employee, per month: attendance to upload-ready returns.
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