Put Site Attendance, Records and Approvals on One System
HR information in a project business is usually split between head office spreadsheets, site registers and messages on a phone. Our HR technology and automation services help you decide what a system must do for sites that move and sales teams that travel, and then configure it on the GullyHR platform or on a system you already own: employee records, attendance, leave, approvals, payroll inputs and reports.
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Share your requirementsThe starting point
Is Your HR Information Where Decisions Need It?
Technology fails in project businesses when it is built for an office. A system that expects a fixed gate, a stable network and a single approver does not suit a site that has none of these. Starting with how your sites actually work, and then choosing the configuration, avoids a costly mismatch.
We help you choose, configure and bring into use a system that fits how you work.
You may be experiencing:
- Employee data in separate spreadsheets for head office, sites and sales.
- Site attendance on paper and typed into a sheet at head office days later.
- Leave and regularisation requests sent by phone, with approvals not recorded.
- Payroll inputs assembled by hand from several sites each month.
- No single headcount by project, since transfers are not recorded.
- A system bought earlier that sites do not use.
- Contractor worker records kept apart from employee records, or not at all.
- Approvals delayed because the approver is on a different site.
What we can help with
Our HR Technology and Automation Services for Construction and Real Estate
Requirements Built From the Site
Document what each user type needs: site clerk, project manager, engineer, sales executive, HR and finance, and what they can do on a phone and with limited connectivity.
Employee Database and Records
Set up one employee record with project, cost centre, reporting manager, documents and history of transfers, and keep it current as people move.
Attendance, Leave and Roster Automation
Configure attendance capture for sites and offices, leave types and balances, regularisation routes and shift or roster rules, with approvals that reach the right person.
Payroll Input Workflows
Set up how attendance, overtime, allowances, advances and reimbursements flow into payroll inputs, with cut-off dates and reminders, so that sites submit on time.
Approvals and Self-Service
Set approval chains that respect your approval matrix, including deputies for approvers on leave or travelling, and give employees self-service for balances, requests and payslips.
Contractor Records on the System
Where you want it, hold the contractor register and the labour records by site beside employee records, with reports on headcount and verification status.
Performance and Training Records
Configure review forms, training records and certification renewals, so that these sit with the employee record.
Implementation and Data Migration
Plan the move from spreadsheets: clean the data, map the fields, test with a past month, train users and decide when to switch. Then configure reports on headcount by project, attendance, leave, hiring and attrition for project heads, HR and management.
The deliverables
What You Receive
Depending on your needs, your engagement can include:
- A requirements document built from site, sales and head office use.
- A recommendation on the GullyHR platform, your existing system, or a mix.
- An employee record structure and data migration plan.
- Configured attendance, leave, regularisation and roster rules.
- Payroll input workflows with cut-offs and reminders.
- An approval chain matching your approval matrix, with deputies.
- Self-service set up for employees and managers.
- User training, a go-live plan and a review after the first month-end.
Step by step
How We Work
Understand the Work
We review how HR work flows through sites, sales and head office today, and what you have in the way of systems.
Define What the System Must Do
We write requirements by user type, noting connectivity limits, devices and the approval matrix.
Configure and Test
We configure workflows, records, approvals, reminders and reports on the GullyHR platform or your own system, and test them on a past month of your data.
Migrate and Train
We bring over clean data, train site clerks, managers and employees, and agree the date on which the old process stops.
Review After Go-Live
We record where you stand before the change, then review use, errors and time spent after the first month-end.
The difference
Work From One Set of Facts
A system that fits the way you work helps you:
We do not promise outcomes. We record a baseline before work starts, covering time spent preparing payroll inputs, attendance data held outside the system, approval turnaround and records that are out of date, and report against it, so you can see what changed and what did not.
- Hold one employee record across sites and head office.
- Capture attendance at the site and see it at head office on the same day.
- Reach payroll cut-off with inputs in hand.
- Route approvals around a person who is travelling.
- Give employees access to their own balances and requests.
- Report headcount by project from the same data.
Find your fit
Who This Service Is For
Developers and Builders
Hold HR data across sites, sales offices and head office.
Construction and Infrastructure Companies
Run attendance and approvals across many project sites.
Contractors and Interior Firms
Keep records and approvals straight as teams move between sites.
Real Estate Agencies and Consultants
Manage attendance, leave and field work for sales teams.
Facility Management Companies
Run attendance and rosters across properties and shifts.
How it usually shows up in construction and real estate
Construction sites are far from desks, with poor connectivity and shifting crews. HR systems tend to cover head office staff and a few site engineers, leaving contractors' workers invisible. Attendance is written by hand in musters and totalled later. Tools that need a continuous connection fail on remote sites. Training records, certificates and expiry dates sit in separate files, so there is no single view of who is on site and what they are cleared to do.
Common challenges
Where it goes wrong in construction and real estate
Systems cover head office only
Site staff and contractor workers are not in the system, so the picture is incomplete.
Attendance is on paper
Musters are written by hand and totalled later.
Connectivity is poor
Tools that need a continuous connection fail on remote sites. A tool that fails on a remote site once is not tried again by the supervisors who saw it fail.
Training and certificates are in separate files
Each system holds a piece, and none gives the whole record.
A better process
What a working version looks like
- 01
Capture site attendance simply
A gate or app method that works offline and syncs later, covering staff, contractors and workers. The HR process automation work starts with attendance. A paper fallback for a day with no signal, entered later, keeps the record whole.
- 02
Put contractor workers on a light record
Name, identity, trade, employer and dates, so every person on site is in one list.
- 03
Link training and certificates
Safety training, certificates and expiry in one record per person.
- 04
Keep it phone-based and simple
Large buttons, local language and a short training. GullyHR software is configured for this.
What to check this week
- Ask how many people were on site yesterday and how long the answer takes.
- Check whether contractor workers appear in any system.
- Test the attendance tool on a site with poor signal.
- Find out where a worker's training record is held.
- List the tasks the site team will not do on a phone and leave them out.
What this looks like in construction and real estate
The parts of hr technology and automation that are specific to this sector, rather than general.
Systems That Work at Site
Head office software rarely survives contact with a site gate.
What this coversHide
Systems That Work at Site
Head office software rarely survives contact with a site gate.
What this coversHideConstruction HR technology fails when it is designed for an office. The capture has to happen at the gate, in conditions that include dust, sun, poor network and a workforce that changes weekly.
- Site-level attendance capture, offline-capable
- Gate pass and access control linked to the employee record
- Separate handling for own payroll and contractor labour
- Labour headcount by site, trade and contractor, live
- Site induction and safety training records held per person
- Demobilisation lists generated from site records
- Wage and advance reconciliation at site level
- Consolidated project-level reporting without re-entry
The own-payroll versus contractor-labour distinction has to be structural in the system rather than a note in a field, because every meaningful report depends on it.
Questions on this, in construction and real estate
No. We can configure workflows on the GullyHR platform or on a system you already own, and we recommend the one that fits. We do not suggest a change of system unless the current one is the cause of the problem.
That depends on the method and the system. We test the options for your sites, such as devices, offline capture and supervisor-entered attendance, and tell you what is possible before you commit.
We configure workflows, records, approvals, reminders, reports and self-service. We do not claim features beyond these. If your requirement goes beyond what a system can do, we say so and look for another way.
Yes, if you want it, as a separate register with headcount and verification status by site. What you should hold is a matter to confirm with a qualified professional, as GullyHR does not give legal advice.
It depends on the state of your data. Cleaning spreadsheets and matching sites and cost centres is usually the longer part. We agree a plan after looking at your data.
You do. We train named owners in HR and at sites, and leave documentation of the configuration so that you can run and change it.
Yes, where it is configured for it. Attendance is recorded against the site worked, the transfer is recorded with its date, and costs can be reported by project. We test this on a past month of your data.
By starting with what makes their work easier, such as marking attendance quickly and seeing their own balances, and by training site clerks personally. A system that adds work without giving anything back will not be used.
Headcount by project, attendance, leave, hiring and attrition, among others. We configure the reports you need on the platform or your own system, and we do not promise reports beyond what the data you hold can support.
Capture daily attendance for everyone on site, including contractors' workers, and link it to training and certificates. That gives a live picture of who is on site and what they are cleared to do.
Yes, if it works offline and syncs later. Attendance and registration are the two functions that most need this.
Yes, on a light record. You cannot manage what you cannot see, and a register of everyone on site helps with safety, payment and inspection.
Keep it simple, make it faster than paper and show that it saves them a call. A tool that adds work will not be used.
Bring Your HR Work Onto One System
If HR data lives in spreadsheets and site registers, start with the records and the attendance flow.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
Book an HR Technology Consultation
Tell us about your current tools and your sites.
The general method — what hr technology and automation covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the hr process automation page. What is above is the part that differs for construction and real estate.
To run this in a system rather than on paper, see gullyhr software.
Other HR topics for construction and real estate
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for construction and real estate, or another industry.