HR technology for manufacturing plants and shop floors
Plant records break when a supervisor moves or a shift changes. We set up HR software around your processes, so rosters, attendance, skills and payroll inputs live in one place and survive people.
What this covers
- Employee database
- Biometric and gate integration
- Shift rosters
- Attendance and overtime
- Leave
- Contract labour records
- Skill matrix
- Payroll inputs
- Performance
- Training records
- Safety records
- Employee self-service
- Plant HR dashboards
Where this goes wrong on the shop floor
- Rosters live in a spreadsheet owned by one supervisor, and nobody else can edit it safely.
- Biometric punches are exported by hand each month and corrected on paper.
- Contract labour records sit with the vendor, and HR has no plant view of who is on site.
- The skill matrix is a poster on the wall, out of date by the next quarter.
- Payroll inputs are retyped from three registers, and errors appear on payslips.
- A change of plant HR officer means starting the registers again.
How we set it up with your plant
Decide the scope with the plant
We list the registers and reports the plant actually needs and rank them. The first phase can cover employee data, roster, attendance and overtime. Skills, training and safety follow.
Design the process before the system
Roster rules, attendance rules, approval steps and grade structure are written first. This gives the software clear rules to apply, and avoids copying a muddled paper process.
Configure the software
We set up the employee database, shifts, rosters, leave, approval flows, roles and access, so supervisors, HR and the plant head each see the right screens.
Connect gate and biometric data
We map the output of your existing biometric and gate devices into attendance, with a fixed correction step for missed punches, so the monthly number is reached once and signed off.
Load data and test
We help clean and load employee, contract worker and skill data. Supervisors and clerks test with a real week of rosters before go live, and we fix issues found.
Train users and set up reports
We train supervisors, clerks and HR on their own tasks, and set up plant reports and a payroll input export. We stay available through the first monthly cycle.
Records and registers this produces
- Scope and priority list
- Process and rule document
- Role and access matrix
- Employee master data sheet
- Roster and attendance configuration note
- Data load and test checklist
- User guide by role
- Monthly plant HR report pack
What good looks like
- The roster is built, changed and approved in one place with a history of changes.
- Biometric and gate data reach attendance without manual re-entry.
- The plant head can see who is on site, including contract workers, at any time.
- Payroll input is exported from the system and not retyped.
- A new HR officer can find any record without asking the previous one.
Questions plant teams ask
Not necessarily. Operators can be recorded through gate and biometric devices, and supervisors and clerks can use shared screens or a phone. We design for the access that your plant really has.
Yes, since most devices can export punch data. We check what your devices produce and design the mapping into attendance. Where a device cannot export, we recommend a practical alternative.
We set up payroll inputs and reports from the HR system. Payroll filings and statutory computation are outside our service and remain with your professionals, who can use the export we design.
Software applies rules. If roster and attendance rules are unclear, the software only makes the confusion faster. Writing the rules first costs little and avoids reconfiguring the system later.
We keep the setup simple and train a nominated plant user to manage routine changes. Hosting and support arrangements are agreed at the start, so the plant knows who to call.
We set up the interview and hiring process for manufacturing
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.