Outlets staffed, roster attendance live, payroll right every shift. 247HRM runs HR and payroll across every outlet on one record: full-time, part-time and hourly staff on rotating shifts. Geo and face attendance per outlet feeds hourly pay, tips and incentives. PF, ESI, PT and TDS are computed with no extra hardware and zero manual sign-in sheets.
What restaurant HR teams get when shifts, outlet attendance, hourly staff and statutory all live in one suite.
Onboard staff fast and capture outlet attendance. Hold part-time and full-time together, feed hours and incentives into pay, and keep statutory clean across outlets. Those five jobs are what HRMS and payroll software for restaurants has to cover, and 247HRM does all five from one record.
New hires are added in bulk and self-onboard from their phones. A busy outlet staffs up quickly, without paper forms.
Geo, face and biometric attendance marks staff at each outlet. There is no new hardware to buy and no vendor lock-in.
Rotating, split and weekend shifts are planned per outlet. Patterns are assigned to part-time, hourly and full-time staff.
Attendance, hours and incentives flow straight into payroll. Hourly and attendance-linked pay are settled without re-keying.
PF, ESI, PT and TDS are computed with wage registers. Compliance keeps pace with high churn across many outlets.
Click through to see how 247HRM handles fast onboarding and outlet attendance. Part-time and full-time staff, hourly payroll and statutory all run from one record.
Add new hires in bulk. They complete their own details, documents and bank information from a phone. A high-attrition, fast-hiring outlet staffs up in hours, not days. Every new joiner lands on the same employee record.
Staff mark attendance at each outlet with face recognition, geo-fencing or biometric capture. There is no extra hardware to buy and no device lock-in. Marks are matched to the rostered shift. Late or absent staff are flagged to the outlet manager in real time.
Full-time, part-time and hourly staff sit on a single employee record. Each group carries its own attendance and pay rules. Headcount, compliance and pay never split across two systems.
Attendance, hours and incentives flow into full-cycle payroll. Hourly and attendance-linked pay settle without re-keying. PF, ESI, PT and TDS are computed with wage registers, Form 16 and Form 24Q. A high-churn, multi-outlet workforce stays compliant.
247HRM marks attendance at each outlet with face recognition, geo-fencing or biometric capture. Full-time and part-time staff mark the same way. There is no proprietary device to buy and no vendor lock-in. Every mark feeds shift, hours and pay calculations.
Shifts sit in a spreadsheet, outlet attendance on a paper sheet and hourly hands in a separate file. Statutory lives in another tool, so the same person is entered again and again. Hours are missed and registers drift. Here is the difference 247HRM makes.
What restaurant HR teams report when systems are split.
Onboarding, outlet attendance and statutory in one suite.
Three connections do the work: roster in, outlet attendance in, pay and statutory out.
The published shift roster and outlet attendance feed a single payroll calculation. As part of Complete HRMS, the restaurant setup shares one employee record. Headcount, hours and pay never drift apart across outlets.
New hires are added in bulk and self-onboard from their phones, then use employee self service to view shifts, payslips and apply for leave. Outlet managers mark and approve from the app, so high-churn staffing stays in step with the rest of the business.
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Verified themes from teams running outlets, attendance and payroll on 247HRM.
According to an operations manager at a 600-employee QSR chain: "Geo attendance at each outlet replaced the sign-in sheet, and hourly hands stopped being a month-end argument. The hours just flow into pay now."
According to an HR manager at a 900-employee cloud kitchen group: "With this much churn, bulk onboarding and phone self-set-up changed everything. New hires are on the record and clocking in the same day."
According to a payroll manager at a 1,500-employee restaurant group: "Part-time and full-time across many outlets used to mean separate files. One record gave us a real headcount and clean registers."
Compared on the things outlet HR teams feel every shift and every cycle.
| Capability | 247HRM | Standalone device + tool | Sign-in sheets / spreadsheets |
|---|---|---|---|
| Outlet attendance | ✓ Geo, face, biometric · no lock-in | ~ Proprietary hardware | ✕ Manual sheet |
| Rotating & split shifts | ✓ Rostered per outlet | ~ Limited rules | ✕ By hand |
| Part-time + full-time | ✓ One record, grouped | ✕ Separate system | ✕ Separate files |
| Hourly & incentives to payroll | ✓ Auto from attendance | ✕ Re-key into payroll | ✕ Manual |
| Bulk onboarding | ✓ Phone self-onboard | ~ Manual entry | ✕ Paper forms |
| Cross-outlet headcount | One record | Per-outlet silos | Heavy |
Restaurant HR is a churn problem before it is a payroll problem: people join fast, work rotating shifts and leave often. These five situations decide what you need.
Bulk onboarding is the test, not the feature list. Ask how long it takes to get twenty joiners onto the record with documents and bank details, and who does the typing. If the answer is HR, the outlet opens late.
Pay rules differ by group and must live on one record. Hourly, part-time and full-time staff each carry their own attendance and pay logic. Two systems means two headcounts and a reconciliation at month end.
The roster has to reach attendance, not sit beside it. Ask whether a marked shift is checked against the rostered one, and what a manager sees when someone does not turn up.
Measure the exit, not just the hire. Final dues, hours worked and any incentives should come off one record. A slow settlement is what a departing server tells the next ten applicants.
Professional Tax and the welfare fund differ by state, and a chain crosses several. One record with per-state rules beats one payroll file per city, which is how registers drift apart.
Seven questions separate a demo from a decision. Ask all of them, of every vendor you shortlist, including us.
Manufacturing or packaging food rather than serving it? HRMS and payroll for food and beverage covers plant shifts, contract labour and multi-unit statutory.
Statutory references used across the attendance, payroll and compliance modules:
The compliance rules described on this page come from the primary sources below. 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 service.
A product specialist sets up your shift patterns, outlet capture and state profile, and walks your team through a full cycle, from onboarding to payslip.