MAVRO HRMS: Run Your Whole HR Function on a Single Platform
From the day a candidate accepts an offer to the day their final settlement clears, MAVRO handles it. Employee records, attendance, leave, payroll, performance, and statutory compliance live in one system, on one database, with one source of truth.
Employee lifecycle · cycle 08/2026
STEP 4 / 5Most HR Teams Aren't Running One System. They're Running Six.
Attendance sits in a biometric tool. Leave lives in a shared sheet. Payroll runs in a separate application. Employee documents are in a shared drive. Performance reviews happen over email. Every month-end becomes a reconciliation exercise instead of a payroll run.
Your current stack · disconnected
6 Systems · 0 Shared Data— Swipe to explore all 6 —
Attendance punches trapped on the device vendor's own tool.
Manual CSV exportBalances, accruals and carry-forward tracked by hand, per location.
No version controlAttendance and leave data re-keyed in every single cycle.
Re-entry riskOffer letters, ID proofs and contracts scattered across nested folders.
No access logPerformance reviews, approvals and regularisations buried in inboxes.
UntrackedPF, ESI and PT returns assembled outside your systems, after the fact.
Off-systemThe compounding costSix tools mean six versions of the truth. Every reconciliation, every audit query, and every payroll correction starts by deciding which system to believe.
The MAVRO Approach
One DatabaseMAVRO removes the gaps between those systems by removing the systems.
Every change is logged once. One employee master, one field-level audit trail, and one set of numbers that HR, finance, and your auditor are all reading from.
The Modules Every HR Team Actually Needs
Eleven modules on one employee master. Every one of them is live today — not a roadmap item, not a paid add-on. Data written in any module is immediately available to every other.
— Swipe to explore all 12 —
Employee Database Management
A single, structured record for every employee covering personal details, employment history, compensation, documents, and reporting line. Custom fields for anything your business tracks that a template doesn't.
Custom fields · shop floor · licence no. · PPE size
+ 6Attendance & Time Tracking
Capture attendance through biometric devices, mobile check-in, web punch, or geo-fenced location. Regularisation requests, overtime capture, and exception reports flow straight into payroll without a manual export.
Biometric & Geo-Fencing Attendance
Integrate existing biometric hardware or run mobile attendance with GPS boundaries for field teams, site staff, and distributed sales forces. Photo capture and device binding stop proxy punching.
Leave Management
Configure unlimited leave types, accrual rules, carry-forward caps, encashment policies, and approval hierarchies per location or grade. Employees see live balances. Managers approve from mobile.
Shift & Roster Management
Build rotating shifts, night shifts, split shifts, and week-off patterns. Publish rosters in advance, handle swaps and coverage gaps, and let shift differentials calculate themselves in payroll.
Payroll Processing
Salary structures, earnings and deductions, arrears, loans, reimbursements, and full and final settlements. Bank disbursement files for every major Indian bank. Payslips delivered to the employee portal automatically.
Bank disbursement file · 3 banks
GeneratedOnboarding & Offboarding
Digital offer letters, pre-joining document collection, day-one checklists, asset allocation, and induction workflows. Exits run the same way in reverse, with clearance tracking across IT, finance, and admin.
Employee Self-Service Portal
Payslips, tax declarations, leave applications, attendance regularisation, document downloads, and profile updates. Web and mobile. HR ticket volume typically drops sharply within the first quarter.
Document Management
Central, permission-controlled repository for offer letters, contracts, ID proofs, appraisal records, and policy acknowledgements. Expiry alerts for documents that need renewal.
Organisation Chart & Reporting Structure
Live, auto-generated org chart driven by the employee master. Reporting changes update approval routing everywhere at once, so workflows never break after a restructure.
Statutory Compliance Reporting
Registers, returns, and challans generated in the formats authorities expect, across every state you operate in. Compliance calendar with deadline alerts.
One Licence · All Eleven
Start with four modules or run all eleven. Nothing here is a paid add-on and nothing needs a second vendor. Add modules as your organisation grows, without changing systems.Built for Indian Statutory Reality, Not Localised After the Fact
Indian payroll compliance is not a settings toggle. It's PF, ESI, professional tax that changes by state, TDS with two tax regimes, gratuity, and welfare fund rules that differ across every establishment you run. MAVRO handles it natively.
State rule sets applied by work location
12 / 12Bring us your hardest state. We'll configure it live on the call.
Book a demoStatutory coverage
12 Areas · NativeUAN integration, ECR file generation, and EPFO-ready outputs produced directly from the live payroll run.
Eligibility tracking, contribution calculation, and return preparation, with wage-ceiling movements picked up automatically.
State-wise slabs applied automatically by work location, so a transfer between states changes the deduction without an HR ticket.
Quarterly Form 24Q filing support with Part A and Part B generation, reconciled against every payroll cycle in the financial year.
Investment declarations and proof submission workflow with HR verification, so approvals and rejections are logged against the employee record.
Regime selection with a side-by-side comparison employees can run themselves in the portal, which removes the annual wave of HR queries.
Accrual tracking through service and settlement computation at exit, so the liability on your books is current rather than estimated annually.
Contributions computed across applicable states on their own cycles, including the half-yearly and annual variations that catch most systems out.
For organisations running establishments in more than one state, with group-level consolidated reporting sitting on top of per-location rules.
Registers and record-keeping maintained in the formats each state's inspectorate expects, generated from live workforce data.
Contractor registers, licence tracking, and principal employer obligations managed inside the same system as your direct workforce.
Festival and regional holidays configured per location, not forced into one national list that leaves half your workforce mis-marked.
All twelve run off the same payroll data. There is no separate compliance module to reconcile against, and no consultant assembling returns after the fact — EPFO, ESIC, professional tax, Form 24Q, LWF, Shops and Establishment, and CLRA outputs are all generated from the run you have already approved.
Talent, Performance and Employee Experience
Records, attendance and payroll keep the organisation running. These thirteen modules are what let you hire, develop, retain and hear from the people inside it — running on the same employee master, so a promotion, a rating, or an exit updates everywhere at once.
Recruitment & Joining
Requisition to day oneEnd-to-end recruitment: requisitions, sourcing, resume parsing, interview stages, and offer management. An accepted offer opens the employee record directly — no re-entry between hiring and HR.
Identity verification at the pre-joining stage, cutting document collection and manual checking before day one. Verified details flow into the employee master and the document repository.
Performance & Development
Goals, reviews, progressionObjectives cascade from leadership through the live org chart, so every goal has an owner and progress rolls up without a status meeting.
Structured review cycles with configurable rating scales, manager and skip-level input, and appraisal records filed against the employee document vault. Ratings can drive increment workflows in payroll.
Multi-rater input from managers, peers, reports and cross-functional stakeholders, with anonymity settings that hold up in practice.
Identify successors for critical roles, track readiness, and see where a single departure would leave a gap across the reporting structure.
Employee Experience
Support, voice, accessibilityEmployee queries raised from the self-service portal, routed by category with SLA tracking — so HR workload becomes measurable rather than anecdotal.
Pulse and annual surveys with anonymised results segmented by location, function and grade, so a problem in one plant doesn't disappear into a company-wide average.
Answers routine employee questions on leave balances, policy and payslips from live system data, escalating anything it shouldn't answer to the helpdesk.
Payslips and key communications issued in regional languages — material on a shop floor or a distributed field team where English isn't the working language.
Analytics & Governance
Insight and accountabilityHeadcount, attrition, cost-to-company, absenteeism and overtime trends for HR and leadership — drawn from the same records payroll runs on, so the board deck and the payroll register agree.
Confidential workflows with restricted access, Internal Committee handling, and the statutory recordkeeping the framework requires. Access is logged, not just limited.
Leave travel allowance claims, block-year tracking, and exemption handling wired into the same tax declaration workflow as Form 12BB.
One Licence · One Employee Master
Twenty-four modules. One system of record. Nothing here is a bolt-on with its own database. A rating written in a review cycle, a ticket raised in the helpdesk, and a deduction computed in payroll all reference the same employee — which is why the numbers reconcile without anyone reconciling them.Built for Teams Where HR Complexity Outgrew the Spreadsheet
The moment an organisation runs more than one shift pattern, more than one state, or more than one category of worker, generic HR software starts asking for workarounds. These are the environments MAVRO was configured for.
Manufacturing & Plant Operations
Multi-unit · Shift-drivenShift rosters, contract labour registers, multi-unit compliance, and biometric attendance across factory gates. Direct and contract workforce sit in the same system, so principal employer obligations don't depend on a contractor's paperwork arriving on time.
Roster coverage · Unit II · Week 34
PublishedIT & Professional Services
Distributed · Project-basedDistributed teams, project-based cost allocation, mobile attendance, and clean integration with your finance stack. Employee cost maps to the project it was incurred against, so utilisation and margin come from payroll data rather than a parallel timesheet.
Cost allocation · Aug 2026
Posted to ERPRetail & Multi-Location Businesses
Store-level · State-wiseStore-level rosters, geo-fenced attendance, state-wise compliance, and centralised payroll across every outlet. Each store follows its own state's rules while head office runs a single payroll cycle and one consolidated register.
Outlet compliance · 3 states
42 / 42 SyncedDelhi NCR · 14 outlets
PT · DL SlabsMaharashtra · 18 outlets
PT · LWFKarnataka · 10 outlets
PT Due 21 SepHealthcare & Logistics
Round-the-clock · Inspection-readyRound-the-clock shift patterns, night shift differentials, and workforce records that hold up under inspection. Every roster change, swap and overtime hour is logged at field level, which is what an inspector or an accreditation audit actually asks to see.
24-hour coverage · today
No gapsNot On This List?
The complexity is the pattern, not the industry. Education, hospitality, construction, BFSI and NBFCs run on the same underlying problems — multiple shifts, multiple states, contract workforces, and statutory registers someone is assembling by hand. Tell us your setup and we'll show you the configuration.Live in 30 Days
Five stages, one of which is a full parallel payroll run — your numbers are proven before you cut over, not after. Select any stage to see what happens in it.
Rollout progress
Hyper-care support for the first two payroll cycles after go-live.
— Tap a stage above to switch —
Stage 01 · Discovery
We map what you're running today
We map your current HR processes, policies, salary structures, and systems. Nothing is configured until this is signed off — including the exceptions your team handles manually every month, which is usually where the real complexity lives.
Process walkthrough with HR, payroll and ops
4 SESSIONSSalary structures and grade-wise CTC mapping
ALL GRADESLeave, shift and attendance policy inventory
PER LOCATIONExisting systems, exports and integration points
SCOPEDOutput: a signed process document. Every policy exception is written down before build starts, so configuration isn't discovering your rules halfway through.
Stage 02 · Data Migration
Your history moves with a reconciliation report
Employee master, leave balances, payroll history, and documents are migrated with a reconciliation report you approve. If a balance or a YTD figure doesn't tie back to your existing records, it's flagged rather than absorbed.
| Data set | Source total | Migrated | Status |
|---|---|---|---|
| Employee master | 1,284 | 1,284 | Tied |
| Leave balances | 14,806 days | 14,806 days | Tied |
| YTD payroll history | ₹19.4 Cr | ₹19.4 Cr | Tied |
| PF / ESI contributions | ₹2.18 Cr | ₹2.18 Cr | Tied |
You sign the reconciliation, not us. Migration isn't complete until your finance and HR leads have both approved the tie-back report.
Stage 03 · Configuration
Your rules, built into the system
Leave policies, shift patterns, approval hierarchies, statutory settings per state, and integration with your ERP or accounting system. Configuration overlaps migration deliberately — the two run together to keep the thirty days realistic.
Leave policies
11 types · per grade & locationShift patterns
Rotating · night · splitApproval hierarchies
Driven by live org chartStatutory settings
PF · ESI · PT · LWF per stateBiometric devices
4 sites · existing hardwareERP integration
Finance stack · REST APINo policy rewriting required. The system is configured around how your organisation already works, including the state-specific rules that differ between your establishments.
Stage 04 · Parallel Run
One full cycle, side by side
One full cycle alongside your existing process, so numbers are proven before cutover. Both runs are compared line by line, and any variance is explained before anyone signs off on the switch.
| Comparison | Existing process | MAVRO run | Status |
|---|---|---|---|
| Gross payroll | ₹4.82 Cr | ₹4.82 Cr | Matched |
| PF contribution | ₹41.6 L | ₹41.6 L | Matched |
| TDS deducted | ₹38.2 L | ₹38.2 L | Matched |
| Net disbursement | ₹4.11 Cr | ₹4.11 Cr | Matched |
This is the stage most implementations skip. A parallel cycle costs a week and removes the risk of discovering a payroll error in front of 1,200 employees.
Stage 05 · Rollout & Training
Three audiences, three sessions
Admin training, manager training, and employee self-service onboarding. Hyper-care support for the first two cycles, which is when the questions that never came up in training actually arrive.
Admin training · HR and payroll team
FULL SYSTEMManager training · approvals and rosters
88 MANAGERSEmployee self-service onboarding
WEB & MOBILEHyper-care · first two payroll cycles
DEDICATEDGo-live isn't the handover. The implementation team stays on through two complete payroll cycles before support transitions to standard.
Timeline Reality Check
Thirty days is the single-entity standard. Multi-entity or multi-state rollouts typically run six to ten weeks, and we'll tell you which one you are on the first call rather than at week four. The parallel run stays in scope either way.Point Solutions vs. MAVRO HRMS
The difference isn't feature count — most point solutions do their one job well. The difference is what happens between them, which is where HR teams lose their month-end.
— Swipe the table to compare —
| Requirement What you need | Legacy Approach Separate tools | Single Platform MAVRO HRMS |
|---|---|---|
| Attendance to payroll CMP-01 |
Manual export and import
Punch data leaves the biometric tool as a CSV, gets cleaned in a spreadsheet, then re-enters payroll. Every step is a place a figure can change without a record of who changed it.
|
Automatic flow
Biometric, mobile and geo-fenced punches write directly to the attendance module, which payroll reads at run time. Zero exports between capture and payslip.
Attendance · Payroll modules
|
| Leave balances CMP-02 |
Tracked in spreadsheets
Accruals, carry-forward caps and encashment are calculated by hand, usually per location, and employees can't see a balance without asking HR.
|
Live and policy-driven
Unlimited leave types with accrual rules, carry-forward caps and approval hierarchies configured per grade and location. Employees see live balances; managers approve from mobile.
Leave Management module
|
| Employee records CMP-03 |
Split across systems
The same employee exists in the biometric tool, the payroll application and a shared drive, each with a different version of their grade, location or bank details.
|
Single master record
One structured record covering personal details, employment history, compensation, documents and reporting line, with custom fields for whatever a template doesn't hold.
Employee Database module
|
| Statutory filings CMP-04 |
Assembled manually
PF, ESI and professional tax returns are compiled after the payroll run, often by an external consultant working from exported figures rather than live data.
|
Generated from live data
PF ECR files, ESI returns, state-wise professional tax, Form 24Q and LWF outputs are produced from the payroll run you already approved. Nothing is re-keyed.
EPFO · ESIC · Form 24Q
|
| Organisation changes CMP-05 |
Updated in each tool
A restructure means editing reporting lines separately in every system, and approval workflows silently break wherever someone forgot.
|
Updated once, applied everywhere
The org chart is generated from the employee master, so a reporting change re-routes leave approvals, attendance regularisation and review cycles at the same moment.
Org Chart module
|
| Audit trail CMP-06 |
Partial or missing
Each tool logs its own changes, if it logs them at all. Spreadsheets and email approvals leave no trail an auditor or inspector can follow.
|
Complete and field-level
Every record change is logged with the field, the old and new value, the user and the timestamp — with role-based access control determining who could make it.
DPDP Act aligned
|
| Employee queries CMP-07 |
HR email and calls
Payslip requests, leave balance checks and tax declaration questions all arrive as individual messages, and none of that workload is measurable.
|
Self-service portal
Payslips, tax declarations, leave applications, regularisation and document downloads on web and mobile, with anything unresolved routed to the HR helpdesk with SLA tracking.
Self-Service · Helpdesk
|
For the record
MAVRO HRMS is an integrated human resource management system built by SaiSatwik Technologies Pvt. Ltd. for Indian organisations. It covers the employee lifecycle from recruitment through full and final settlement on a single database, with native statutory handling for EPFO and UAN-linked provident fund, ESIC, state-wise professional tax, Form 24Q and Form 16, Form 12BB declarations, gratuity, Labour Welfare Fund, Shops and Establishment Act registers, and Contract Labour (CLRA) obligations. It integrates with SAP S/4HANA, SAP Business One, Oracle Fusion, Tally Prime, Zoho Books and Microsoft Dynamics 365 Business Central, and is available on cloud or on-premise deployment.
The Honest Version
A point solution isn't wrong — it's just alone. If you run one location, one shift pattern and one state, a good standalone payroll tool may be all you need. The maths changes the moment a second establishment, a contract workforce, or a second state enters the picture."
The month-end that finally runs itself
From the people who feel HR operations the most. The CHROs who own the function, the plant heads who staff it, and the CFOs who sign off on every rupee of it.
010203 / 03
Results from MAVRO HRMS implementations by SaiSatwik Technologies · client names shared on request during your demo
MAVRO HRMS: Common Questions
Ten questions that come up on almost every evaluation call, answered directly. Open as many as you need — anything not covered here, ask us on the demo.
An HRMS (Human Resource Management System) is software that manages the complete employee lifecycle in one platform, covering employee records, attendance, leave, payroll, onboarding, performance, and statutory compliance. It replaces the mix of spreadsheets and standalone tools most HR teams accumulate over time.
An HRIS focuses on employee data and records. An HRMS adds operational modules like attendance, leave, and payroll. An HCM extends further into talent strategy such as succession and workforce planning. MAVRO covers the HRMS scope fully, with HCM capabilities including succession planning and 360-degree feedback already live.
Yes. Payroll is a native module, not a separate integration. Attendance and leave data feed payroll directly, and statutory calculations for PF, ESI, professional tax, TDS, and gratuity are built in.
Yes. Professional tax slabs, labour welfare fund rules, holiday calendars, and statutory registers are configured per location. Group-level consolidated reporting sits on top, so head office runs one cycle while each establishment follows its own state's rules.
Yes. MAVRO integrates with the major biometric hardware vendors used in India, so existing gate and shop-floor devices stay in place. Mobile and geo-fenced attendance is also available for field and remote staff.
Around 30 days for a single-entity mid-sized company, including data migration and a parallel payroll run. Multi-entity or multi-state rollouts typically run 6 to 10 weeks. The parallel run stays in scope either way, so your numbers are proven before cutover.
Yes. The platform is modular, so smaller teams can start with employee records, attendance, leave, and payroll, then add modules as they grow, without changing systems. Nothing needs a second vendor or a migration later.
Both. Cloud deployment is the default. On-premise deployment is available for organisations with data residency or internal policy requirements. Security includes role-based access control, encryption at rest and in transit, and handling aligned with the Digital Personal Data Protection Act.
Yes. The employee self-service portal works on web and mobile, covering payslips, leave applications, attendance regularisation, tax declarations, and document access. Managers approve leave and regularisation requests from mobile too.
Yes. Contract labour registers, contractor licence tracking, and principal employer obligations under the CLRA framework are supported natively — inside the same system as your direct workforce, so coverage and compliance are visible in one place.
Still Deciding?
The eleventh question is always about your own setup. Bring your shift patterns, your leave policies, your states and your salary structures to a 30-minute call, and we'll answer it against the actual system rather than a slide.