Attendance, leave and multi-branch payroll
Biometric and geofenced check-in, live leave balances, and payroll runs per branch and currency — every hour worked flows straight into finance.
People & Support · Attendance, leave, appraisals & assets
Why HR belongs on the same database as sales
HR software is usually bought last and integrated never. The result is familiar: a rep closes a deal in one system while their attendance, leave balance and commission-eligible headcount live in another, and finance spends the last week of every month reconciling the two by hand.
Dolfin360 HRMS puts the employee record next to the commercial record. The person who owns a pipeline is the same person whose shift, leave and asset assignment you can see, and the same person whose expense claim you approve. For a multi-branch business that means one payroll run across jurisdictions, one attendance policy engine, and one place where a manager can answer both "is this deal closing" and "is this rep on leave next week".
Attendance that survives distribution
Device biometrics for offices, geofenced mobile check-in for field staff, shift rules and exception flags that feed straight into the payroll run.
One run, many branches
Per-branch salary structures and statutory rules, auto-generated slips, and a single consolidated cost view finance can actually reconcile.
The whole lifecycle, one record
Onboarding, leave with live balances, asset assignment and return, appraisal cycles and exit — all against the employee, not scattered across tools.
Attendance and shifts without the spreadsheet step
Biometric, geofenced and manual capture in one timesheet.
Office staff check in on a biometric device, field staff check in from the mobile app inside a geofence, and anyone else can be marked manually by a manager with a reason code. All three land in the same timesheet, evaluated against the shift pattern assigned to that employee.
Exceptions — late marks, short hours, missing punches, overtime beyond policy — are flagged for review rather than silently averaged away, so the number that reaches payroll has already been looked at by a human who could see why it was unusual.
- 01Shift patterns & rosters — rotating, split and fixed, per branch
- 02Geofenced mobile check-in — with GPS trail for field roles
- 03Exception review queue — late, short, missing and overtime flags
What is inside the HRMS Suite
Structured records, contract and document expiry tracking.
Device, geofenced mobile and manual capture in one timesheet.
Self-serve requests, accrual rules, approval chains, holiday calendars.
Per-branch structures, statutory rules, auto slips, consolidated costs.
Track what each employee holds, from laptops to SIM cards.
Structured review rounds with goals, ratings and manager sign-off.
Payroll that finance does not have to re-check
Structures, statutory rules and slips, consolidated across branches.
Each branch carries its own salary structure, allowance set and statutory deductions, so a single run can cover locations with different rules without anyone maintaining a parallel sheet. Attendance and approved leave flow into the calculation directly, and approved expense claims land as structured lines rather than reimbursement emails.
Slips generate per employee and are available in self-service. Finance gets one consolidated cost view across branches and cost centres, which is usually the report that made someone buy a separate BI tool at the last company.
- 01Per-branch structures — allowances, deductions, statutory rules
- 02Auto-generated slips — available in employee self-service
- 03Consolidated cost view — by branch, department and cost centre
From offer letter to final settlement
Onboard
Create the record once; onboarding tasks and asset assignment fire automatically.
Operate
Attendance, leave and expense flow in daily against the same employee record.
Pay
Run payroll per branch; slips publish to self-service and costs consolidate.
Review
Appraisal cycles read real activity, not a manager's memory of the year.
Where the time goes back
Platform facts and published rates — not customer-measured outcomes.
“Attendance, leave and payroll used to be three tools and a spreadsheet that reconciled them. The reconciliation step is the one we actually miss the least.”
Try the HRMS Suite free for 14 days
Import your employee master and run a parallel payroll before you commit.
HRMS Suite questions
Yes. Each branch carries its own salary structure, allowance set and statutory deductions, and a single run covers all of them. Finance gets one consolidated cost view across branches, departments and cost centres rather than a sheet per location.
Three ways feed one timesheet: biometric devices in offices, geofenced mobile check-in for field roles, and manual marking by a manager with a reason code. Shift rules are evaluated automatically and exceptions — late, short hours, missing punches, overtime — are queued for review before they reach payroll.
HRMS is metered per managed employee rather than per admin seat, so the whole HR team can have access without changing the bill. The per-employee rate is published in the pricing catalog alongside every other metric.
Try HRMS Suite free for 14 days
No credit card. It shares data with every other module the moment you turn it on.