HR software for operations managers
Your problem is coverage: who is on shift, at which site, and who covers the gap when leave lands. PeopleDeck runs rosters and multi-site attendance, and the hours feed payroll without a handover.
What operations 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
- ✓ Shift rosters with coverage view across sites
- ✓ Leave requests checked against shift coverage before approval
- ✓ Hours and overtime feeding payroll with no month-end handover
- ✓ 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
Plan coverage, not chase it
Rosters lay the week across sites with gaps visible at planning time. Leave approvals check coverage before you say yes: the Friday-night scramble becomes a Tuesday decision.
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2
See the floor in numbers
Who punched in, which sites run thin, where overtime is accumulating, live, per location. Your walk-the-floor instinct gets a dashboard that agrees with it.
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3
Overtime with a trail
OT is roster-planned or approved after the fact, attributed and priced. When finance asks why overtime rose, the answer is sites and shifts, not shrugs.
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4
Hours become pay without you
Approved hours flow to payroll untouched. The monthly ritual of compiling attendance for HR disappears from your calendar entirely.
What this looks like in practice
Concretely: an ops manager running four sites sees Thursday's roster short two people at one warehouse, approves a shift swap and one OT slot from the coverage view, and clears a leave request against next week's plan. At month-end she compiles nothing: the hours she already approved became the payroll input the day she approved them. At month-end the site comparison writes itself: hours, overtime and coverage rates per location, from the same records the payslips used. The site that looked busiest turns out to be the worst-rostered, an insight that changes next month's plan rather than next year's.
Built for you if
- ✓ You run shifts across two or more sites
- ✓ Leave approvals routinely create coverage surprises
- ✓ Month-end attendance compilation is currently your job
Not the fit if
- ✕ You want workforce forecasting and demand planning. This runs the roster you decide, it doesn't predict demand
- ✕ You want productivity surveillance; this is punches and coverage, not activity monitoring
Mechanism deep-dives: the payroll engine · attendance & leave · self-service
Ninety days in
Ninety days in, the floor runs a week ahead of you instead of a day behind. The first month is roster-building: encoding the shift patterns, differentials and site rules you currently hold in your head and your supervisors hold in theirs, which surfaces a few contradictions worth settling anyway. The second month the coverage view starts paying: gaps appear at planning time, swaps happen inside the system with their pay consequences attached, and the Friday scramble quietly stops recurring. By the third month the numbers arrive before the questions do; you see overtime accumulating at one site mid-month rather than discovering it on a payslip, and the conversation with that site's supervisor happens while it can still change the outcome. Month-end, meanwhile, has been abolished as an event: hours you approved during the month became payroll input the moment you approved them, and the compilation ritual has simply ceased to exist. What the ninety days actually bought is lead time: every operational surprise now announces itself early enough to be a decision instead of a cost, which is the whole job, done better. Keep one discipline as you scale sites: review the differential and OT rules quarterly with payroll, because rates renegotiated on the floor have a way of living in supervisors' heads for a month before anyone updates the configuration, and the system can only price the rules it has been told.
Where PeopleDeck stops, deliberately
The system's reach ends where operational judgment begins. It shows you coverage; it does not decide who covers; assignments, swaps and OT allocations are supervisor calls, recorded with owners. It counts hours and prices differentials; it does not rate anyone's productivity, monitor screens or score performance, because punches are facts and judgments are yours. And while approved hours flow straight into payroll, the pay policies they flow through (differential rates, OT multipliers, grace rules) are set deliberately, in configuration, not inferred from behaviour. You keep the authority; the system keeps the receipts.
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 I see coverage across sites in one view?
Yes — rosters roll up across locations, so gaps and double-booking show up when you plan the week, not during it.
Do approved hours flow to payroll automatically?
Yes: attendance, overtime and shift differentials land in the same system that runs payroll, so there is no export-import step to get wrong.
How is PeopleDeck priced?
Simply: active employees times a per-employee monthly rate, in rupees. Everything is included for everyone, and the current rate appears at sign-up rather than in a sales call.
Does PeopleDeck file PF and ESI returns?
No. It applies the contributions to every payslip and generates upload-ready ECR and return files; the uploads themselves stay with you or your consultant, so nothing reaches a portal without sign-off.
Can supervisors manage their own sites only?
Yes; role-based scope limits each supervisor to their locations while you see across sites; approvals route accordingly.
How do shift swaps stay clean?
Swaps are recorded roster edits with owners, so coverage stays true and the differential pay follows whoever actually worked the shift.
Can it handle rotating shifts and night differentials?
Yes: rotation patterns are first-class roster objects and differentials are priced rules, so a worker moving through morning, evening and night weeks accrues the right pay without anyone recomputing it.
What do workers without smartphones or desks do?
Kiosk and biometric punches cover the floor; the roster and approvals live with supervisors. Nobody's pay depends on owning a device: the capture method fits the workplace, not the other way around.
Your month, minus the spreadsheets.
Per employee, per month: attendance to upload-ready returns.
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