KormoHR is a cloud-based human resource management system designed to help organisations manage employees and everyday HR processes in one place. Its modules cover areas such as employee records, attendance, leave and payroll, subject to the features available in your selected plan.

KormoHR is designed for businesses and organisations, including SMEs, corporate teams, NGOs and service providers. The best configuration depends on your workforce size, locations and HR policies.

Yes. Small businesses can use an HRMS to centralise employee information and reduce manual attendance and leave tracking. Review the current plans to choose the appropriate employee capacity and modules.

KormoHR can be assessed for larger organisations with multiple departments and approval levels. Capacity, reporting, access controls and integration requirements should be confirmed before rollout.

Routine tasks are designed to be straightforward, but administrators and managers may benefit from an onboarding session. Training requirements can be discussed during implementation.

It can reduce reliance on spreadsheets by centralising supported HR records and workflows. Existing spreadsheet data may require review and formatting before import.

Yes. Contact the KormoHR team to discuss your organisation and request a demonstration of the relevant modules.

Many HR rules depend on organisation-specific settings. The team can review your requirements and advise which rules are configurable and which need paid customisation.

KormoHR is presented as an HRMS, which typically includes employee information alongside operational processes such as attendance, leave and payroll. The exact capabilities depend on the active product version and plan.

Visit the Features page for an overview of modules and contact sales to confirm the current availability of any specific workflow.

Yes. KormoHR is offered through monthly and yearly SaaS plans. See the Pricing page for the current published rates, limits and inclusions.

Billing periods differ, and published plans may have different pricing or benefits. Check the current Pricing page before subscribing.

No. KormoHR is a subscription-based SaaS platform. Access to the service depends on maintaining an active subscription under the applicable terms.

Standard subscription fees cover the services and features listed in the chosen plan. Client-specific development is quoted separately unless explicitly included in a written agreement.

Agreed customisation work is generally charged as a separate, one-time, non-refundable fee, subject to the signed agreement and applicable law.

Cancelling or ending a monthly or yearly subscription does not ordinarily entitle a client to a refund of separately agreed customisation fees, subject to the contract and applicable law.

A customisation fee does not by itself transfer ownership of the KormoHR platform or its source code. Any special ownership or licensing rights must be stated in a separate written agreement.

Contact the team or review your account billing options for available plan changes. Timing and any price adjustments depend on the current subscription terms.

Hardware and device installation are separate unless a specific offer explicitly includes them. Ask for a device and integration quotation.

Consider employee count, required modules, office locations, reporting needs and any device integrations. Compare the published plans and request advice if needed.

Employee profiles can bring together relevant employment and organisational details. The available fields and document handling options should be confirmed against your plan.

Organisational structures such as departments and designations are part of typical HR administration workflows. Confirm the exact configuration options in your KormoHR environment.

Role-based permissions can be used to restrict access according to responsibilities, where supported and configured. Your implementation should be reviewed to ensure the intended access boundaries.

Employee self-service capabilities depend on the enabled modules and plan. Ask for a demonstration of the employee-facing functions you need.

Multi-company and branch requirements should be assessed during setup. Available structures, data separation and permissions depend on the current SaaS configuration.

Data migration may be possible from a prepared spreadsheet or another system after mapping, validation and a scope review. Migration work may be quoted separately.

Document management requirements, including permitted file types and storage limits, should be checked against the active product configuration.

Approval needs can vary by department or organisation. The team can assess which approval paths are available through configuration and which require customisation.

Attendance records can be used to review check-ins, check-outs and related HR reports. The data source and attendance rules depend on your configuration.

Late arrival tracking depends on configured working times, grace periods and available attendance data. Minute-wise salary deductions may require additional policy configuration or customisation.

Late deductions can be scoped around the organisation’s approved policy and payroll rules. Confirm whether your required calculation is included in your current plan or needs a change request.

Hourly short-leave requests and approvals can be considered as a custom workflow. Availability should be confirmed for your deployment before relying on it.

Leave application and approval workflows are part of the intended HRMS experience. The specific employee portal and approval options depend on your plan.

Manager approval workflows can be configured or customised based on organisational policies and available features.

Policy differences may require separate leave types, eligibility rules or approval paths. Share your rules for a configuration assessment.

A consolidated leave report can summarise leave records for a selected period. Confirm whether the report is enabled in your version or requires a custom report.

Shift scheduling and weekly off-day requirements can be reviewed for your organisation. Advanced calendar-based duty rosters may be delivered as a custom feature.

A café roster dashboard can be developed for shift assignments, weekly holidays and calendar views. It should be scoped around your staffing rules and attendance process.

Different schedules may be supported through shift or attendance configuration, depending on the version. Confirm complex rotating-shift requirements before rollout.

Attendance and approved leave records can inform payroll calculations where the relevant integration and policies are configured and tested.

Payroll software helps HR and finance teams prepare salary calculations, track relevant adjustments and produce payroll records according to configured rules.

Salary structures can be assessed for components such as basic salary, house rent, medical and conveyance allowances. The exact breakdown available depends on the payroll setup.

Payslip availability and layout depend on the enabled payroll module. Request a demonstration of the current payslip format.

Attendance-related deductions can be integrated when the deduction policy, approval process and payroll calculation rules have been agreed and implemented.

Meal deductions, including adjustments for company subsidies, can be added through a scoped payroll enhancement where not already supported.

Transport cost and employer subsidy adjustments can be incorporated into payroll through configuration or customisation, depending on the existing setup.

Employee-specific salary arrangements may be supported by the payroll configuration. The team should verify your required component rules and effective dates.

Do not assume automatic statutory compliance without checking the current product and configuration. Tax rules change, and payroll calculations should be verified by your finance or tax adviser.

Export requirements, file formats and permissions should be confirmed for your selected payroll and reporting modules.

Yes. Share a sample report and required calculations so the team can assess feasibility, delivery time and any additional cost.

KormoHR can supply compatible biometric attendance devices as a separate hardware offering. Contact sales for available options and a quotation.

Potentially. The technical team must assess the installed device’s model, firmware, API or SDK, connectivity and available attendance data before confirming compatibility.

Third-party integration can be considered where a suitable API, SDK or supported data-access method is available and meets the integration requirements.

No. Compatibility cannot be guaranteed for every device. Some devices have closed protocols, restricted APIs or unsupported firmware.

Facial recognition terminals may be eligible for integration if they provide a compatible method of accessing attendance records. Compatibility must be checked first.

Share the manufacturer, device model, firmware version, connection method, API or SDK documentation if available, and a description of your existing attendance workflow.

Not necessarily. If your current device can reliably provide the required records through a supported method, integration may be possible without replacing it.

Multi-device integration may be possible depending on device connectivity, employee ID mapping and the agreed architecture. It requires technical assessment.

Device purchase, installation, networking and integration may be separately priced. Request a written scope and quotation.

This depends on the device and integration design. Ask the technical team to document exactly what data is collected, transferred and stored before deployment.

KormoHR is offered as a SaaS platform accessed through an internet connection. Hosting and service details are governed by the applicable plan and agreement.

Remote access depends on user permissions, internet availability and any access restrictions configured by your organisation.

Security should be evaluated through the actual deployment controls, access permissions, hosting arrangements and contractual commitments. Request the current security documentation for details.

Sensitive payroll information should be restricted through appropriate roles and permissions. Confirm and test the required access rules during onboarding.

Data export options, timing, formats and any associated charges depend on the subscription agreement and applicable policy. Clarify these terms before subscribing.

Onboarding and training can be discussed with the KormoHR team. The included services, delivery format and any fees should be confirmed in the quotation.

Use the official KormoHR contact channels or your agreed customer support process for assistance.

Yes. The team can assess custom HR workflows, reports and integrations and provide a separate scope, timeline and one-time development quotation.

The timeline depends on the requested functionality, existing code, approvals, testing and integrations. A project-specific schedule is provided after requirements review.

Prepare your employee list, organisation structure, attendance and leave policies, salary rules, approval roles and any biometric device details. This helps identify configuration and migration needs.