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KuzhuHRMS Software

Employees & Org Structure
software for Indian businesses

The employee master is the foundation of Kuzhu: one record per person that every other module reads and writes. Departments, designations, grades, branches and reporting lines live here once — so a transfer or promotion updates payroll, leave and attendance together, not one export at a time.

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Why it exists

What employees looks like when it works.

Every other module in an HRMS is only as good as the employee record underneath it. Employee database software that holds one clean profile per person — personal details, job history, statutory identifiers, bank account, documents — is what makes attendance trustworthy, payroll correct and reports worth reading. In Kuzhu that record is created once and read everywhere: there is no second copy for payroll to disagree with.

The org structure is not a drawing, it is data the system enforces. Legal entities, branches, departments, teams, designations and grades form a hierarchy that decides who approves whose leave, which holiday calendar applies, which professional tax slab is deducted, and who appears in whose team report. Change a reporting manager and every approval chain that referenced them updates the same minute.

HR teams moving off spreadsheets get a validated import: employees, salary structures and balances come in from Excel, and every row that would create a problem — a duplicate PAN, a missing date of joining, a branch that does not exist — is shown before anything is saved. The history of every change is kept, with who made it and when, because an employee master without an audit trail is just a spreadsheet with better fonts.

The outcome

“Every other system starts with a clean answer to "who works here".”

Feature by feature

What employees does, specifically

Start

01

Complete employee profiles — personal, statutory (PAN, Aadhaar, UAN, ESIC), bank and documents

02

Org chart built from reporting lines, always current, never drawn by hand

03

Custom fields for whatever your company tracks that ours does not

Outcome

How it works

From set-up to running, in 5 steps.

Most teams have this live inside the first month — the workspace exists on day one, and week three is a parallel run against whatever you use today.

Step 01Implementation

Create the structure

Add legal entities, branches, departments, designations and grades — or import them. This skeleton decides approvals, calendars and statutory treatment for everyone hung on it.

Next phase
Step 02Implementation

Bring people in

Import from Excel with validation, or add one at a time. Duplicates by PAN, Aadhaar or email are caught at the door, not discovered at payroll.

Next phase
Step 03Implementation

Attach what matters

Documents, bank details, statutory identifiers, emergency contacts, education and past experience — each on the profile, each visible only to roles that need it.

Next phase
Step 04Implementation

Hand people their own record

Employee self-service lets each person check and correct their own details, with sensitive changes routed through approval instead of applied silently.

Next phase
Step 05Implementation

Let everything else read it

Attendance, leave, payroll, recruitment and reports all read this one record. There is nothing to sync and no export-import loop to break.

Ready to run

Worth a closer look

The questions that usually decide the deal.

01Buyer question

One record, twenty consumers

The answer

The practical difference between an HRMS and a bundle of tools is what happens when somebody changes departments. Here it is one job-change entry: effective date, new manager, new cost centre. Attendance moves to the new shift calendar, approvals reroute, payroll picks up the new cost centre from the same date, and the old history stays attached to the person, not lost with the old team. Systems that hold five copies of an employee make that a five-ticket afternoon.

02Buyer question

The audit trail nobody thinks about until they need it

The answer

Every field change is recorded — previous value, new value, who, when. When an auditor asks why an employee’s basic pay changed in March, the answer is on screen in seconds, with the approval that authorised it. The same trail powers the change log HR reads on Monday morning to see what happened in their absence.

Questions

What buyers ask about employees.

Something else on your mind? +91 82093 73274 — a person answers, mon–sat, 10am–7pm ist.

Terms used here

The words behind employees, explained

UANUniversal Account Number

The UAN is a 12-digit number issued by the EPFO that stays with an employee across jobs and links all their PF member IDs.

Contract labour

Contract labour is workers employed through a contractor rather than directly, regulated by the Contract Labour Act, with the principal employer responsible if the contractor defaults.

Probation

Probation is the initial period of employment, commonly three to six months, during which performance is assessed before the employee is confirmed.

Notice period

The notice period is the time an employee or employer must give before ending employment, typically 30 to 90 days, with pay in lieu for any shortfall.

Exit interview

An exit interview is a structured conversation with a leaving employee about why they are going and what could have kept them, used to reduce attrition.

HRMSHuman Resource Management System

An HRMS is software that runs HR processes end to end: the employee record, attendance, leave, payroll, hiring, performance and employee self-service on one database.

POSHPrevention of Sexual Harassment

POSH refers to the Sexual Harassment of Women at Workplace Act, 2013, which requires every employer with 10 or more employees to have an Internal Committee, a policy, training and an annual report.

All 86 terms in the HR glossary

Yes — the importer takes your spreadsheet, maps columns to fields, validates every row and shows exactly what needs fixing before anything is written. Salary structures, leave balances and open loans come across the same way.

Yes. Entities, branches, departments, teams and cost centres form one hierarchy. Statutory registrations, holiday calendars and report roll-ups follow the structure automatically.

Only roles granted the sensitive-data permission. Everyone else sees the profile without them, and every access of a sensitive record is logged.

Nothing is deleted. The employee moves to an exited state, their history remains for audits and re-hire checks, and their licence stops being billed.

Yes, through self-service — with the fields you choose routed through HR approval, so a bank account change is verified before payroll pays into it.

Works best beside

One employee. More connected workflows.

Other people modules that share the same employee record, so information moves with the person instead of between spreadsheets.

01

Attendance

Biometric, web and mobile punches, regularisation requests, and a muster that reconciles itself.

Explore
02

Leave Management

Policies with accrual, carry-forward and encashment, and balances employees check themselves.

Explore
03

Shifts & Rosters

Rotating shifts, week-offs and night allowances planned ahead, not reconstructed afterwards.

Explore
KStart with your real workflow

Bring us the mess.
We'll show you what changes.

No polished slides. No imaginary employee data. Walk us through how your HR actually works today and see where Kuzhu can take the work off your team.

Book a demoTalk to the team

30 minutes · Your numbers · Your questions

What happens in the demo

01

Show us the current setup

Attendance, payroll, approvals — whatever is creating the most work.

02

We map it to Kuzhu

You see exactly how the workflows connect instead of hearing a feature list.

03

Decide if it fits

If Kuzhu is not the right answer, we will tell you.

A real conversation, not a sales script

Ready when you are.

Kuzhu HRMS