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GullyHR

Industries

HR Solutions Built for Your Industry

Every industry manages people differently. That is why HR cannot be one-size-fits-all.

People working along an Indian business street with a workshop, retail store and offices

Built for your world

Industries we serve

The workforce is different in each of these, and so is the HR system it needs. Open any industry to see the business types it covers.

Know your kind of business already? Search all 829 business types.

22 of 22 industries

Healthcare

A hospital manages doctors, nurses, technicians, front-desk teams and shift-based employees.

Manufacturing

A manufacturing company manages operators, engineers, supervisors, plant teams and administrative employees.

Software

A software company manages developers, project teams, managers and knowledge workers.

Retail

A retail company manages store staff, sales teams, supervisors and frontline employees.

We help organisations design, implement and improve structured HR systems based on their industry, workforce, operating model and growth plans.

Build a complete HR system for your organisation

We help organisations manage the complete employee lifecycle — from workforce planning and recruitment through to performance, payroll, compliance, engagement, HR technology and analytics.

  1. Plan
  2. Structure
  3. Hire
  4. Onboard
  5. Manage
  6. Pay
  7. Perform
  8. Develop
  9. Engage
  10. Retain
  11. Exit
  12. Improve

The foundations

Our complete HR framework

Eighteen areas covering the whole HR function. Most engagements take a few of them, in an order decided by what is costing you most.

HR Strategy and Workforce Planning

An HR function aligned with your business goals.

What this covers (9)
  • HR strategy
  • Workforce planning
  • Manpower planning
  • Headcount planning
  • Workforce budgeting
  • Employee cost planning
  • Future skill requirements
  • HR roadmap
  • Business growth workforce planning

Organisation Design

A clear structure with accountability.

What this covers (11)
  • Organisation structure
  • Departments
  • Functions
  • Reporting hierarchy
  • Roles and responsibilities
  • Job descriptions
  • Job levels
  • Designations
  • Span of control
  • Authority structure
  • Approval matrix

Recruitment and Talent Acquisition

A structured hiring system.

What this covers (15)
  • Manpower requisition
  • Hiring approvals
  • Job descriptions
  • Candidate sourcing
  • Screening
  • Interview process
  • Interview scorecards
  • Assessments
  • Candidate evaluation
  • Reference checks
  • Background verification
  • Salary approval
  • Offer management
  • Joining follow-up
  • Recruitment dashboards

Employee Onboarding and Probation

A consistent joining experience.

What this covers (15)
  • Pre-joining communication
  • Employee documentation
  • Appointment letters
  • Employee profile creation
  • Policy acknowledgement
  • IT and system access
  • Asset allocation
  • Induction
  • Department orientation
  • Role orientation
  • 30-day plan
  • 60-day plan
  • 90-day plan
  • Probation reviews
  • Confirmation process

Employee Administration

Structured day-to-day HR operations.

What this covers (17)
  • Employee master data
  • Employee records
  • Attendance
  • Leave
  • Shifts
  • Rosters
  • Overtime
  • Holidays
  • Work from home
  • Travel
  • Expense claims
  • Employee letters
  • Certificates
  • Asset allocation
  • Employee requests
  • Approvals
  • HR helpdesk processes

Compensation, Payroll and Benefits

A reliable salary and benefits system.

What this covers (16)
  • Salary structures
  • Compensation bands
  • Payroll inputs
  • Payroll processing
  • Incentives
  • Variable pay
  • Bonuses
  • Overtime payments
  • Reimbursements
  • Deductions
  • Payslips
  • Employee benefits
  • Insurance
  • Statutory contributions
  • Full-and-final settlement
  • Compensation reviews

Performance Management

A culture of accountability and performance.

What this covers (15)
  • Company goals
  • Department goals
  • Individual goals
  • KRAs
  • KPIs
  • Performance scorecards
  • Monthly reviews
  • Quarterly reviews
  • Annual appraisals
  • Manager feedback
  • Employee feedback
  • Performance ratings
  • Performance improvement plans
  • Promotion recommendations
  • Increment recommendations

Learning and Development

Employee skills and capabilities, built deliberately.

What this covers (15)
  • Skill matrix
  • Competency framework
  • Training-needs analysis
  • Training calendar
  • Induction training
  • Functional training
  • Technical training
  • Behavioural training
  • Sales training
  • Customer-service training
  • Manager development
  • Leadership development
  • Assessments
  • Certifications
  • Training effectiveness measurement

Career and Succession Management

Clear growth routes for employees.

What this covers (10)
  • Career paths
  • Promotion criteria
  • Role progression
  • Internal mobility
  • High-potential employee identification
  • Succession planning
  • Critical-role succession
  • Leadership pipeline
  • Promotion readiness
  • Development plans

Employee Engagement and Experience

A workplace people stay connected to.

What this covers (12)
  • Employee communication
  • Employee surveys
  • Pulse surveys
  • Employee feedback
  • Recognition programmes
  • Rewards
  • Employee events
  • Team engagement
  • Employee experience improvement
  • Culture initiatives
  • Values reinforcement
  • Employee wellbeing programmes

Employee Relations

Fair, structured handling of what goes wrong.

What this covers (10)
  • Grievance handling
  • Complaint management
  • Employee-manager conflict resolution
  • Disciplinary procedures
  • Warning processes
  • Escalation mechanisms
  • Investigations
  • Employee counselling processes
  • Workplace conduct management
  • Employee relations documentation

HR Policies, Compliance and Governance

Policies, controls and documentation that hold.

What this covers (18)
  • HR policy manual
  • Employee handbook
  • Code of conduct
  • Leave policy
  • Attendance policy
  • Work-from-home policy
  • Travel policy
  • Expense policy
  • Information-security policies
  • Confidentiality processes
  • POSH framework
  • Disciplinary policy
  • Grievance policy
  • Statutory HR compliance
  • Compliance calendar
  • Employee documentation
  • HR audits
  • Governance processes

Health, Safety and Employee Wellbeing

Protecting employees and improving wellbeing.

What this covers (11)
  • Workplace safety
  • Occupational health processes
  • Safety training
  • Incident reporting
  • Accident reporting
  • Safety audits
  • Employee wellness programmes
  • Mental wellbeing initiatives
  • Ergonomics
  • Workplace health practices
  • Emergency-response processes

Employee Retention and Attrition Management

Why people leave, and how to keep the ones who matter.

What this covers (10)
  • Attrition analysis
  • Retention strategy
  • Employee-risk identification
  • Stay interviews
  • Employee satisfaction analysis
  • Manager-related retention issues
  • Compensation-related retention issues
  • Career-related retention issues
  • Critical talent retention
  • Retention action plans

Exit and Alumni Management

A professional, controlled exit.

What this covers (15)
  • Resignation process
  • Resignation approval
  • Notice-period management
  • Handover
  • Knowledge transfer
  • Exit clearance
  • Asset return
  • Exit interview
  • Exit feedback
  • Full-and-final settlement
  • Relieving letter
  • Experience letter
  • Rehire eligibility
  • Alumni management
  • Employee referral relationships

HR Technology and Automation

Digitised HR, with less manual dependency.

What this covers (18)
  • Employee records
  • Recruitment
  • Onboarding
  • Attendance
  • Leave
  • Rosters
  • Payroll
  • Employee requests
  • Approvals
  • Performance reviews
  • Training
  • Employee documents
  • HR workflows
  • Employee self-service
  • Manager self-service
  • HR dashboards
  • HRMS implementation
  • HR system integration

HR Analytics and Management Reporting

Visibility into people and workforce performance.

What this covers (20)
  • Headcount
  • Department-wise employees
  • Employee cost
  • Recruitment pipeline
  • Time to hire
  • Cost per hire
  • New joiners
  • Attendance
  • Absenteeism
  • Leave
  • Overtime
  • Payroll
  • Attrition
  • Employee retention
  • Performance
  • Training
  • Employee engagement
  • Grievances
  • HR compliance
  • Workforce productivity

HR Operations and Governance

An HR function that runs the same way every month.

What this covers (15)
  • HR SOPs
  • HR checklists
  • HR calendar
  • HR annual plan
  • HR monthly plan
  • HR budget
  • HR service levels
  • HR approval matrix
  • HR responsibilities
  • HR team structure
  • Management review meetings
  • HR MIS
  • HR audits
  • Process reviews
  • Continuous improvement

How our industry HR approach works

1

Understand your industry

Before anything is designed, we learn how your business actually runs.

  • Business model
  • Workforce structure
  • Employee categories
  • Operational model
  • Locations
  • Shifts
  • Skill requirements
  • Hiring patterns
  • Employee challenges
  • Growth plans
2

Conduct an HR audit

An assessment of what exists today, from evidence rather than a questionnaire.

  • Current HR structure
  • Existing processes
  • Policies
  • Documentation
  • HR systems
  • Employee lifecycle
  • Management practices
  • Compliance
  • HR reporting
  • Workforce challenges
3

Identify HR gaps

Each gap is traced to what it costs the business, not listed as a shortfall.

  1. Current state
  2. Gap
  3. Business impact
  4. Recommended process
4

Design your HR blueprint

What the HR function should look like, and in what order to build it.

  • Organisation structure
  • HR processes
  • Policies
  • SOPs
  • Job descriptions
  • KRAs
  • KPIs
  • Competencies
  • Approval workflows
  • Dashboards
  • Technology
  • Implementation priorities
5

Implement the HR system

Design that is never implemented changes nothing, so this is the longest step.

  • Processes
  • Policies
  • Templates
  • Checklists
  • Forms
  • Dashboards
  • HR systems
  • Training
  • Management reviews
6

Measure and improve

What gets reported monthly is what continues to work.

  • Hiring
  • Employee productivity
  • Attendance
  • Employee cost
  • Performance
  • Training
  • Attrition
  • Retention
  • Engagement
  • Compliance
  • HR effectiveness

What you receive

Depending on the engagement. Scope is agreed after the audit — no fixed package.

  • HR Audit Report
  • HR Gap Analysis
  • HR Strategy
  • HR Organisation Structure
  • Manpower Plan
  • Job Descriptions
  • HR Policy Manual
  • Employee Handbook
  • HR SOPs
  • Recruitment Process
  • Onboarding Process
  • Performance Management Framework
  • KRA and KPI Framework
  • Competency Framework
  • Training Framework
  • Employee Engagement Framework
  • Retention Framework
  • Exit Framework
  • HR Forms and Templates
  • HR Dashboard
  • HR MIS
  • HR Calendar
  • HR Compliance Calendar
  • HR Automation Roadmap
  • HRMS Implementation Plan

Where does your HR stand today?

Not sure how strong your current HR function is? We assess every major HR area against a maturity scale, so management can see where HR stands and what to improve first.

Book a free consultation
  1. 1

    No defined process

    It happens, but differently each time and only when someone remembers.

  2. 2

    Informal, person dependent

    It works because one person knows how. It stops when they are on leave.

  3. 3

    Documented

    Written down and findable, though not yet followed consistently.

  4. 4

    Implemented and measured

    Followed as written, with a number reported each month.

  5. 5

    Automated and continuously improved

    Runs in a system, reviewed regularly, and changed deliberately.

Build an HR function that supports business growth

HR should not only manage attendance, leave and payroll. A strong HR function helps the business:

  • Get the right people
  • Put people in the right roles
  • Build accountability
  • Improve employee productivity
  • Develop managers
  • Develop future leaders
  • Improve employee experience
  • Retain critical employees
  • Reduce attrition
  • Reduce people-related risks
  • Improve workforce visibility
  • Support business expansion
  • Build a strong organisation
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Your next chapter

Let’s make HR work better.

Tell us what is slowing your team down. We’ll help you find a practical way forward, starting with a conversation.

  • A free first conversation with an HR practitioner
  • A clear scope and fee before any paid work
  • A practical next step for your business
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