Gate attendance live, field sales tracked, payroll right at every site. 247HRM runs HR and payroll for the whole F&B business on one record. That covers plant, warehouse and field sales, permanent and contract. Gate and shift attendance feeds overtime and wages, and field sales use geo attendance. PF, ESI, PT and LWF are computed with no extra hardware and zero manual registers.
What F&B HR teams get when shifts, gate and field attendance, contract labour and statutory all live in one suite.
Schedule shifts and capture gate and field attendance. Hold contract and permanent workers together. Feed overtime into wages, and keep multi-state statutory and registers clean. Those five jobs are what HRMS and payroll software for food and beverage companies has to cover, and 247HRM does all five from one record.
Rotating and night shifts are planned per plant and warehouse. Patterns are assigned to permanent and contract workers.
Face, geo and biometric attendance marks workers at the plant gate. Field sales mark with geo attendance on route. No new hardware, no lock-in.
Permanent staff and contract or temporary labour sit on one record. Headcount and wages are never tracked in two systems.
Attendance and approved overtime flow straight into payroll. Attendance-linked wages and OT are paid without re-keying.
PF, ESI, PT and LWF are computed across states, with wage registers. Compliance keeps pace with labour record requirements.
Click through to see how 247HRM handles shift scheduling and gate and field attendance. Contract and permanent workers, attendance-fed payroll and statutory all run from one record.
Build shift patterns for every plant and warehouse. Then assign permanent and contract workers to rotations, weekly offs and night cycles. The roster carries straight into attendance. What is scheduled is exactly what is checked at the gate.
Plant and warehouse workers mark at the gate with face, geo-fencing or biometric capture. Field sales staff mark with geo attendance on their route. There is no extra hardware to buy and no device lock-in. Late or absent workers are flagged to the supervisor in real time.
Permanent employees, contract workers and temporary hands sit on a single employee record. Contract labour is grouped by vendor, with its own attendance and wage rules. Headcount, compliance and pay never split across two systems.
Attendance and approved overtime flow into full-cycle payroll. Attendance-linked wages and OT are paid without re-keying. PF, ESI, PT and LWF are computed across states, with wage registers, Form 16 and Form 24Q. A large mixed workforce stays compliant.
247HRM marks attendance at the plant gate with face recognition, geo-fencing or biometric capture. Field sales staff mark with geo attendance on their route. There is no proprietary device to buy and no vendor lock-in. Every mark feeds shift, overtime and wage calculations.
Shifts sit in a spreadsheet, gate attendance in a standalone device and field sales on a call sheet. Statutory lives in another tool, so the same worker is entered again and again. Overtime is missed and registers drift. Here is the difference 247HRM makes.
What F&B HR teams report when systems are split.
Shifts, gate and field attendance, statutory in one suite.
Three connections do the work: roster in, gate and field attendance in, wages and statutory out.
The published shift roster and gate attendance feed a single payroll calculation. As part of Complete HRMS, the F&B setup shares one employee record. Headcount, overtime and wages never drift apart across plant and field.
Contract and temporary workers are grouped by vendor on the same record as permanent staff. Field sales mark with geo attendance from the app. Supervisors mark and approve from one place. Contract labour compliance and registers stay in step with the rest of the business.
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Verified themes from teams running plant, field and payroll on 247HRM.
According to a plant HR lead at a 1,100-employee food manufacturing business: "Face attendance at the gate replaced the muster roll, and overtime stopped being a month-end argument. The hours just flow into wages now."
According to a sales HR manager at a 1,800-employee beverage distribution business: "Field sales used to mark on a call sheet. Geo attendance on one record put plant and field in the same payroll without any reconciling."
According to a compliance head at a 2,600-employee F&B manufacturing business: "PF, ESI, PT and LWF across states used to mean reconciling registers by hand. Now they come out of the same payroll run."
Compared on the things F&B HR teams feel every shift and every cycle.
| Capability | 247HRM | Standalone device + tool | Muster rolls / spreadsheets |
|---|---|---|---|
| Gate & field attendance | ✓ Face, geo, biometric · no lock-in | ~ Proprietary hardware | ✕ Manual roll |
| Rotating & night shifts | ✓ Rostered per site | ~ Limited rules | ✕ By hand |
| Contract + permanent | ✓ One record, vendor-wise | ✕ Separate system | ✕ Vendor files |
| Overtime to payroll | ✓ Auto from attendance | ✕ Re-key into payroll | ✕ Manual |
| PF, ESI, PT, LWF (multi-state) | ✓ Computed with registers | ~ Separate tool | ✕ Manual |
| Plant + field headcount | One record | Per-site silos | Heavy |
One food-sector customer is published with a signed case study, so you can check it rather than take our word for it.
200 employees across 10 outlets, a customer since 2023. Kitchen, counter and delivery staff sit on one schedule. Outlet shift swaps and overtime are reconciled in real time. FSSAI training and certification is tracked per employee. The statutory close moved inside one working day.
Read the published case studies for the signed PDF and the full before-and-after.
Magson is food retail, not a manufacturing plant, and that distinction is worth holding on to. A store network's problem is shift swaps and outlet coverage. A plant's problem is gate capture, night cycles and contract labour through vendors. 247HRM runs both on one employee record, but ask any vendor to show you the deployment that matches your own shape, not the one that demos best.
F&B HR is an attendance and overtime problem before it is a payroll problem: shifts rotate, contractors come and go, and half the workforce is never at a desk. These five situations decide what you actually need.
The roster is the system of record, not the attendance device. Ask whether a marked punch is checked against the rostered shift, what happens to a night cycle that crosses midnight, and who sees the exception. A device that only stores punches leaves that reconciliation with your HR team.
Overtime has to be computed from attendance, not typed in. Ask where approval happens and which rate applies to which worker group. Then ask whether an approved hour reaches the payslip without anyone re-keying it. This is the single biggest source of month-end disputes on a plant floor.
Contract workers belong on the same employee record as permanent staff, grouped by vendor. That is what makes a Contract Labour (Regulation and Abolition) Act register produceable on demand. Separate vendor files mean two headcounts and no single answer to "how many people were on site".
One workforce, two capture methods. Plant staff mark at a gate; route staff mark where they are. If those land in different systems, you reconcile them every cycle. The pay run then waits on the slower one.
Professional Tax and the Labour Welfare Fund are state laws. Each site may file against a different schedule. One record with per-state rules beats one payroll file per site. Separate files are how registers drift apart in the first place.
Seven questions separate a demo from a decision. Ask all of them, of every vendor you shortlist, including us.
Running restaurants or a QSR chain? HRMS and payroll software for restaurants covers bulk onboarding, outlet rosters, hourly pay and statutory across outlets.
Statutory references used across the attendance, payroll and compliance modules. Rates and thresholds change, so check the source before you rely on a figure:
Quick reference for the terms used across the attendance, payroll and compliance modules for food and beverage.
A product specialist sets up your shift patterns, gate and field capture, and state profile. They then walk your team through a full cycle, from roster to wage register.