Run the Whole Employee Lifecycle in One HR System
GullyHR software is an HR platform that holds the employee lifecycle in one place: employee records, recruitment, onboarding, attendance, shift and leave, payroll inputs, performance, learning, engagement, documents, exits, self-service and reporting. It is configured to the process your company runs and the roles your people hold, rather than sold as a fixed product you fit yourself around.
GullyHR Software in brief
GullyHR software is an HR platform that holds the employee lifecycle in one place: employee records, recruitment, onboarding, attendance, shift and leave, payroll inputs, performance, learning, engagement, documents, exits, self-service and reporting. It is configured to the process your company runs and the roles your people hold, rather than sold as a fixed product you fit yourself around.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- The platform runs the lifecycle end to end, from a manpower requisition through joining, attendance, payroll inputs and appraisals to a full-and-final settlement.
- Configuration follows the process you have already agreed. Where that process still needs settling, the same team does that work first.
- Employees and managers act on their own requests under role-based access, which is what takes routine follow-up off HR's desk.
- Implementation, data migration, role setup and training are part of taking the platform on, not a separate purchase you arrange yourself.
The starting point
How Many Files Does It Take to Answer One Question About a Person?
HR usually starts in spreadsheets and chat groups, and that is fine at a small size. It stops being fine when one simple question needs three of them checked and the answers do not agree.
We configure one system around the process you have agreed, so a question about a person has one answer.
You may be experiencing:
- Headcount depending on which file you open, with payroll, the ID list and the attendance register each giving a different number.
- A leave request approved in a chat weeks ago that neither of you can now find.
- Payroll inputs rebuilt every month from an attendance register, a leave sheet and a memory of who took an advance.
- A new joiner's laptop, email login and induction depending on whoever happened to be free.
- An employee who changed department months ago, with half the records still showing the old one.
- Probation confirmation dates passing unnoticed until the employee raises them.
- A request from an investor or customer for headcount, cost and attrition, costing a working day to assemble.
- A new HR hire or a new manager asking where the current policy, the latest letter template or the approval route lives, and getting three different answers.
- Records for a leaver, a joiner and a transferred employee held in different places, so the lifecycle has to be pieced together by hand.
- A system or tool bought for one task, used for that task alone, with the rest of HR still running outside it.
- A decision about which HR process to automate first, with nothing to show which one costs the most effort today.
What we can help with
What the Platform Holds
Employee Records
One record per employee covering personal, statutory, salary, reporting and document details, which every other module reads rather than keeping its own copy.
Recruitment and Onboarding
Requisitions, openings, applicants, interviews and offers, then a joiner's checklist covering pre-joining tasks, documents and induction, so a first week runs to a list.
Attendance, Shift and Leave
Attendance capture, shifts and rosters, and leave routed to the actual reporting manager, closing on a date rather than being chased.
Payroll Inputs
Attendance, leave, salary components, reimbursements, incentives and deductions assembled as one input pack instead of several files.
Performance and Learning
Goals and appraisals that start because the system starts them, and training plans, sessions and attendance held as a record rather than a recollection.
Engagement and Documents
Structured channels for feedback and concerns with an owner and a closing date, and a version-controlled place for policies, letters and forms.
Exits and Self-Service
Resignation, notice tracking, clearance and asset return on a checklist, with employees and managers raising their own routine requests.
Reports and Roles
Standing reports on headcount, cost, attendance exceptions and attrition, with role-based access set during configuration and changed when your structure does.
The scope
What the Platform Covers
The platform is made of modules that read one employee record. Each item below is something a person in your company does in it. You choose which modules go live first, and the scope is agreed with you.
Employee Records and Structure
Keep one record per employee with personal, statutory, salary, reporting and document details, and set up departments, locations, designations and reporting lines to match your structure.
Recruitment
Raise a manpower requisition, open the position, move applicants through screening, interview scheduling, evaluation and offer, and see open positions and pipeline without asking the recruiter.
Joining and Movement
Run a joiner's pre-joining tasks, document collection and induction from one checklist, and raise a single change request for probation confirmation, transfer, promotion or role change.
Attendance, Shift and Leave
Capture attendance, assign shifts and rosters, route leave to the reporting manager and correct a missed punch through a regularisation request.
Payroll Inputs
Consolidate attendance, leave, salary components, reimbursements, incentives, deductions and mid-year revisions into one input pack each cycle.
Performance
Set goals, KPIs and KRAs against business targets, run self-appraisal and manager review cycles, record feedback and improvement plans, and carry appraisal records into the increment discussion.
Learning
Build training plans and calendars tied to roles or skill gaps, track sessions and attendance, and read participation and feedback beside performance data.
Engagement and Concerns
Give employees structured channels for feedback and workplace concerns, routed to the person responsible and tracked to a recorded outcome.
Policies, Letters and Forms
Publish version-controlled policies, letters and forms with access set by role, department or location, and keep a record of who has acknowledged which revision.
Exits
Take a resignation through notice-period tracking, departmental clearance, asset return, exit interview and settlement inputs, ending in relieving and experience letters from an approved template.
Employee and Manager Self-Service
Let employees raise leave, regularisation, document and change requests themselves and let managers approve them from their own view.
Reports
Read standing reports on headcount, cost, attendance exceptions, attrition, open positions and pending approvals, built from the fields the daily workflow already captures.
Working together
How We Take You Live
Demonstration and Scoping
A walkthrough of the platform against your current process, then an agreed scope covering which modules, which locations and which data.
Configuration and Phased Rollout
Modules configured and brought live in an agreed order, so the business absorbs one workflow change at a time.
Training and First-Cycle Support
Role-specific sessions for administrators, managers and employees, and support through the first live cycle of each module.
Ongoing Support
Continued support for configuration changes, new users, additional locations or further modules.
You do not have to switch everything on at once. A common start is whichever process costs the most manual effort, with others added as you are ready.
The deliverables
What You Receive
Depending on the modules in scope, you receive:
- A configured platform covering the modules agreed, matched to your approved HR processes.
- Migrated employee, attendance and leave data, checked against your existing records before go-live.
- Defined roles and permissions for owner, HR administrator, manager and employee users.
- Configured approval routes, leave entitlements, letter templates and report definitions.
- Role-specific training sessions for administrators, managers and employees.
- Reference documentation covering how to run each configured module.
- Go-live and adoption support through the first live cycle of each module.
- A review after go-live, with recommendations for the next modules or refinements.
- A recommended order of modules, with what each depends on stated, so the rollout sequence is chosen rather than assumed.
- A list of data gaps and discrepancies found during migration, for you to close before go-live.
- Where the platform needs to connect to another system, a written note of what has been assessed and what would be scoped separately.
Step by step
From First Conversation to Live
See It Against Your Process
A demonstration built around how your HR runs today, so you judge the platform on your own approvals, forms and records rather than on a generic tour.
Agree What Comes First
We recommend a sequence based on where manual effort and risk are worst, and show what each module depends on, so the order is chosen rather than assumed.
Configure and Migrate
Structure, workflows, entitlements, roles, letter templates and reports are set up and tested against real cases. Your data is loaded and checked against source records before go-live.
Train Each Group
HR administrators, managers and employees are trained on the part of the system each will actually use, rather than on the whole platform.
Run the First Cycle Together
We stay reachable through the first live cycle of each module, then review what people actually did and adjust the configuration. Where set-up support is included in your engagement, we also help your HR administrator through the first live cycle of each module.
The difference
What One System Gives You
A configured platform helps you:
We do not promise outcomes. We record a baseline before work starts, covering how long routine HR tasks take today and how many files a typical question needs, and report against it, so you can see what changed and what did not.
- Keep employee, attendance, leave and payroll information in one system, so a question about a person has one answer.
- Have employees and managers raise and approve routine requests themselves, so HR is chased for status less often.
- Get payroll inputs out of the system on a known date instead of assembling them from several sources.
- Match approval routes, entitlements and reporting lines to what management agreed, because that is what was configured.
- Read headcount, cost, attendance and attrition from a standing report rather than a one-off file.
- Receive a probation confirmation or an appraisal cycle as a task, not something to remember.
- Choose which module to switch on first against where manual effort and risk are worst, rather than against the loudest complaint.
- Bring a new joiner, a transfer and a leaver through the same record, so nothing about a person is entered twice.
- Give employees, managers and HR each a view limited to what their role needs to see, enter or approve.
- Retire a manual workflow on an agreed go-live date instead of running it alongside the system indefinitely.
Find your fit
Who the Platform Is For
Companies Running HR on Spreadsheets
Businesses using spreadsheets, a chat group and a filing cabinet, where a simple question needs three of them checked.
Multi-Site Businesses
Companies where attendance and leave are captured differently at each site and reconciled at head office.
Companies With Settled Processes
Businesses that have agreed their HR processes on paper and now need a system that runs them.
Stretched HR Teams
Businesses where one HR generalist is doing payroll, administration and joining formalities at once.
Founders Asked for Numbers
Owners who assemble headcount, cost and attrition by hand each time a board or investor asks.
Companies Outgrowing a Single-Module Tool
Businesses on a payroll-only tool that now want the rest of the lifecycle in the same place.
HR Administrators Taking Over Several Processes
People who now hold records, attendance, joining and exits together and want one place to work from rather than five files.
Businesses Adding Locations or Teams
Companies opening a new site or a new department who want it set up once in the structure rather than copied from a spreadsheet.
Good to know
How It Fits Your Workflow
Day to day, by role
- Employees look at their own record, apply for leave, raise regularisation, document and change requests, and read the current policy.
- Managers see their own team, approve requests in their own view and read the status of what is waiting on them.
- HR administrators maintain records, run the joining checklist, oversee approvals and collect the payroll input pack each cycle.
- Owners and senior management read the standing reports instead of asking HR to assemble them.
Across the cycle
- Attendance and leave are closed before payroll inputs open, and payroll inputs come out as one pack on a known date.
- A probation confirmation or an appraisal cycle starts as a task.
- A concern raised by an employee goes to an owner and is tracked to a closing date.
- An exit runs on one checklist, from resignation to relieving letter.
The work arrives as tasks rather than as things to remember.
Good to know
What You Can Track
Standing reports
- Headcount and cost.
- Attendance exceptions.
- Attrition.
- Open positions.
- Pending approvals.
The platform carries reports on the following, so management reads them rather than asking for them:
Where the numbers come from
Reports read the fields the daily workflow already captures, so no separate reconciliation is needed and two reports on the same subject draw on the same records. A report is only as complete as the modules and records feeding it, so we tell you which reports your chosen modules can support.
Good to know
What It Is and Is Not
What it is
- An HR platform that holds the employee lifecycle in one place and is configured to your process and your roles.
- A set of modules you can switch on in an agreed order rather than all at once.
- A system that holds the decisions management has made: entitlements, approval limits and who may see salary.
What it is not
- It does not make a business compliant. It keeps records complete and retrievable, and statutory positions should be confirmed with a qualified professional.
- It does not make your decisions for you. Entitlements, approval limits and access remain management's calls.
- It is not a substitute for settling your process. Where the process needs redesigning first, that is process consulting, which is separate and optional.
- Payroll inputs are assembled here. The software does not require you to buy consulting or services.
Good to know
Getting Started
What you bring
- Current employee records from spreadsheets, files or another system.
- Attendance and leave history, and opening leave balances.
- The reporting structure as it really is, and the process documents or working practice as it stands.
- The decisions only management can make: entitlements, approval limits and who may see salary.
- The approval routes you want configured, and the roles for owners, HR administrators, managers and employees.
What we do with it
We recommend which module to start with, specify the data format, load your data and check it against your own files before go-live. Where implementation support is included in your engagement, we also configure the modules, set up roles and train each group. Whether that support is part of your scope is settled in the proposal.
Good to know
Access and Data
Who sees what
Access is role-based and set during configuration for owner, HR administrator, manager and employee users. An employee sees their own record, a manager sees their team, and salary is visible to the roles you nominate. It is changed when your structure changes.
Before your data is loaded
Migrated data is checked against your source records before go-live. If you have questions on how your data is held and handled, raise them during scoping so they are settled before anything is loaded.
Everything in this section
All gullyhr software
Attendance, Shift and Leave Software
Core Employee Management
Employee and Manager Self-Service
Engagement and Employee Relations Software
Exit and Offboarding Software
Reports, Analytics and Automation
HRMS Implementation Services
Learning and Development Software
Onboarding and Employee Movement
Payroll Input Management
Performance Management Software
Policy and Document Centre
Recruitment Management
Good to know
Frequently asked questions
It is an HR platform that holds the employee lifecycle in one place: records, recruitment, onboarding, attendance, shift and leave, payroll inputs, performance, learning, engagement, documents, exits, self-service and reporting, configured to your own process rather than sold as a fixed product.
Not if it is switched on in stages. A small business usually starts with employee records and one process, such as attendance and leave, and adds more as it is ready. Configuration is sized to the modules you take rather than to the whole platform.
Yes. Employee, attendance and leave data is consolidated, loaded and reconciled against your source records before go-live. Gaps and inconsistencies found along the way are listed for you to close, since loading messy data only moves the mess.
We assess what each can export and bring the data across where that is genuinely possible, and say plainly where it is not. Existing devices and payroll packages do not have to be replaced to use the platform.
Only the roles you decide. Access is role-based and set during configuration: an employee sees their own record, a manager sees their team, and salary is visible to the roles you nominate. It is changed when your structure changes.
Employees and managers can raise and approve routine requests without going through HR. We confirm during the demonstration exactly what is available on a phone for the modules you are considering, rather than describe it in general terms.
No. Modules are configured and brought live in an agreed sequence, so the business absorbs one workflow change at a time. A common start is whichever process costs the most manual effort.
No. The platform can be implemented around processes you have already settled. Where the process itself is not settled, GullyHR also offers process consulting, and designing the process first usually makes the configuration simpler.
Software records and routes what you configure; it does not make a business compliant, and we do not state a legal position. Please confirm statutory requirements with a qualified professional. The platform helps by keeping records complete and retrievable.
HR administrators, managers and employees each get a session on the actions that group will perform, followed by support through the first live cycle of each module. Ongoing support is agreed as part of the rollout or after it.
After a demonstration and a look at your current process and data, we agree which modules, users and data are in scope, how migration and configuration will run, and the training and rollout plan. The proposal sets that out before work starts.
Pricing depends on the modules, the number of employees and the set-up support you need. Share your requirements and we will send a tailored proposal.
Your current employee data, the reporting structure, your process documents or working practice, and the decisions only management can make, such as entitlements, approval limits and who may see salary. We specify the data format and check what you supply against your source records.
It assembles payroll inputs as one pack each cycle from attendance, leave, salary components, reimbursements, incentives and deductions. Where you run a payroll package, we design the input format around it.
We stay reachable through the first live cycle of each module, review what people actually did, and adjust the configuration. Continued support covers changes to entitlements, roles or workflows, new users, additional locations or further modules.
You do, on the basis of options we set out. We configure the structure, approval routes, entitlements, roles, letter templates and reports to the process your management has approved.
Run the Employee Lifecycle From One Record
See the platform configured around your own process, then decide which module to start with and which to add next.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
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Tell us how HR runs today and which module you would start with.
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