HRMS, payroll and ATS FAQs: straight answers, quickly.

CollectivWork offers one-week onboarding: our team configures the platform around your policies, approval chains and organisation structure, imports your employee data and trains your HR team and managers.

CollectivWork provides 24×7 support, implementation help and HR advisory, so your team has help with both the software and the HR processes it runs.

Pricing is tailored to your team and the suites you choose, with a free trial on every suite. See the pricing page or talk to our team for a quote.

Yes. Policies, workflows, forms, approval levels and organisation structure are configured to match how your business works, without custom development.

HRMS software helps automate employee management, attendance, payroll, leave, and HR operations from one platform.

CollectivWork is one of the best HRMS software India.

Yes. We tailor workflows, approvals, attendance, leave policies, and HR processes to fit your business.

An HRMS simplifies everyday HR by managing employee data, attendance, payroll, leave, performance, and compliance through one connected platform, helping your business work more efficiently.

Look for HR software that offers customization, easy implementation, reliable support, employee self-service, payroll, attendance management, and the ability to grow with your business.

An HRMS keeps remote teams connected by centralizing employee management, attendance, leave, approvals, documents, and communication in one secure platform, making collaboration simple from anywhere.

Yes. Whether you prefer the flexibility of the cloud or the control of an on-premises solution, CollectivWork lets you choose the deployment option that works best for your business.

It depends on your business needs. Cloud HRMS offers flexibility and accessibility, while on-premises HRMS provides greater control over your infrastructure. CollectivWork supports both, so you can choose what works best for your organization.

Payroll software automates salary calculations using attendance, leave, and employee data while managing statutory compliance such as PF, PT, ESI, TDS, and other payroll requirements for accurate processing.

Yes. Our HRMS includes integrated payroll software to simplify payroll processing and improve accuracy.

An HRMS that is easy to implement, flexible enough to support evolving processes, and scalable as the team grows. CollectivWork provides a flexible HRMS with customizable workflows, quick implementation, and ongoing support to help startups.

It helps centralize employee information, streamline HR workflows, manage attendance and payroll, and create consistent processes as the team expands.

The right HRMS should be affordable, customizable, easy to use, and capable of supporting growing teams and evolving HR processes. CollectivWork offers flexible HR software that adapts to your workflows, supports your growing workforce, and helps you build more structured HR operations.

HR software helps create structured processes, improve efficiency, centralize workforce data, and support better people management as the business grows.

Enterprise HR software should support large workforces, complex workflows, multiple locations, advanced analytics, integrations, and scalable workforce management. CollectivWork provides detailed HR analytics and AI-powered reports to help enterprises make informed decisions and manage their teams effectively.

HR analytics helps organizations understand workforce trends, identify patterns, generate reports, and make better-informed workforce and business decisions.

An HR-Tech ERP is one system that runs every people and work process in a business — HR operations, recruitment, payroll, attendance, expenses, performance, learning and project delivery — on a shared employee record. Instead of stitching together separate HR tools, every module reads and writes the same data, so approvals, reporting and compliance stay consistent.

An HRMS (human resource management system) covers core HR: employee records, attendance, leave and payroll. An HR-Tech ERP like CollectivWork includes the HRMS and extends it to talent acquisition, performance management, learning, expenses and project management, all connected through one employee record and one workflow engine.

CollectivWork has seven suites and 50+ modules: CollectivHR (HRMS, attendance, payroll, expenses, onboarding and offboarding), CollectivHire (AI-powered applicant tracking system), CollectivPerform (performance management), CollectivLMS (learning management system), Project Management, Workforce & Geo Tracking (field force, visits and live location), and CollectivCRM (coming soon). A mobile app gives employees and managers access on the go.

Yes. Every suite works on the same employee record, so teams usually begin with the suites they need most — often CollectivHR and CollectivHire — and add performance, learning or project management as they grow, without migrating data again. Our team can help plan the rollout.

Yes. The CollectivWork mobile app covers attendance and geo-tagged check-ins, leave, payslips, approvals, expenses, goals and learning, so employees, managers and field teams can work from their phones.

Access is controlled by role-based permissions, every action is recorded in audit logs, and data is protected with encryption in transit and at rest. CollectivWork is certified to ISO 27001 and ISO 9001:2015 and aligned with GDPR and India's DPDP Act.

Yes. CollectivWork offers open APIs and connectors for finance, identity, communication and BI tools, so data can flow to the systems you already use.

Employee directory software is a solution that helps organizations organize and manage employee information in one centralized location. It typically includes employee profiles, contact information, departments, designations, reporting relationships, locations, and employment details.

An employee database is a centralized system used to store, organize, update, and manage employee information and records. An HRMS employee database can include personal details, employment information, organizational data, documents, attendance, leave, payroll, performance, and other relevant workforce information.

Depending on the organization’s configuration, an employee profile can include personal and contact information, employee ID, department, designation, reporting manager, work location, joining details, documents, attendance, leave, payroll, performance, and other employment-related information.

An employee directory provides HR teams with a centralized view of workforce information. It makes it easier to find employee records, understand organizational structures, manage employee information, and support everyday Core HR and workforce management activities.

Yes. CollectivWork supports organizations managing employees across multiple companies, locations, departments, and teams. A centralized employee directory helps organizations maintain workforce information while providing access based on organizational structure and permissions.

Yes. Employee information can serve as the foundation for connected HR processes including Core HR, employee onboarding, attendance management, leave management, payroll, performance management, document management, expense management, and project management.

Not exactly. An employee directory is primarily designed to help users find and view employee information, while an employee database is the broader system used to store and manage employee records. Within an HRMS, the employee directory can provide an accessible view of information stored in the centralized employee database.

Employee Onboarding Software helps organizations manage the process of bringing new employees into the organization, including employee information collection, document submission, joining formalities, onboarding tasks, approvals, and employee record creation.

Yes. CollectivWork supports both Employee Onboarding and Employee Offboarding, allowing HR teams to manage employee transitions throughout the employee lifecycle from one HRMS platform.

Yes. Pre-boarding activities can help HR collect information and complete relevant requirements before an employee's first working day.

Yes. Connecting Recruitment Management Software with Employee Onboarding allows organizations to move relevant candidate information into the onboarding process and reduce duplicate data entry.

Yes. CollectivWork supports Employee Exit Management, including resignation workflows, notice periods, handover, clearances, exit tasks, and other configured offboarding requirements.

Employee Self-Service can be used to support relevant employee-initiated exit activities and provide visibility into applicable offboarding requirements.

Yes. Knowledge transfer and handover activities can be incorporated into the employee offboarding workflow to help teams prepare for the employee's departure.

Yes. Employee lifecycle processes can connect with Payroll Management, attendance, leave, and employee records, helping HR maintain consistent information during joining and exit processes.

Attendance Management Software helps organizations record, track, and manage employee attendance, working hours, shifts, absences, overtime, and attendance-related requests from a centralized system. CollectivWork combines these capabilities with broader HRMS Software, allowing attendance information to connect with leave, payroll, employee records, and reporting.

Biometric attendance uses connected biometric devices to record employee punches. CollectivWork can integrate with existing biometric systems and synchronize attendance information with employee records.

Yes. CollectivWork supports GPS attendance tracking, allowing organizations to configure location-based attendance requirements for employees working in the field, remotely, or across different work locations.

CollectivWork supports face-based attendance tracking, giving organizations another way to manage employee attendance alongside biometric, mobile, IP-based, and location-based methods.

Yes. Employees can use authorized mobile attendance methods to mark attendance, making it suitable for remote employees, field teams, and distributed workforces.

Yes. CollectivWork connects attendance information with leave and payroll processes, helping HR manage payable days, overtime, attendance-related inputs, and payroll processing more efficiently.

Yes. Organizations can configure multiple shifts, shift timings, working hours, breaks, grace periods, shift assignments, and other attendance rules based on their workforce structure.

Attendance regularization allows employees to raise requests for missed punches, incorrect attendance entries, or other attendance discrepancies.

Yes. CollectivWork supports attendance management across offices, branches, client locations, field sites, remote employees, and other work locations while keeping workforce information centralized.

Timesheet and task management software helps businesses record employee work hours while also organizing the tasks those hours relate to and businesses can maintain better visibility into employee activities, task ownership, deadlines, workload, and time spent.

A timesheet records how employees spend their working time, while task management organizes what work needs to be completed, who is responsible for it, and its progress. Using both together can give managers a clearer picture of employee work and time.

Yes, Task management systems can provide managers with visibility into assigned work, ownership, deadlines, and progress. CollectivWork supports task management and workload visibility, helping managers maintain a more structured view of employee work.

Yes. When timesheet information is viewed alongside tasks and responsibilities, managers can better understand how employee time is being distributed. Timesheet systems are also commonly used for resource allocation and workforce planning.

Yes. Employees can update timesheets and task-related information from mobile devices. This is especially useful for remote, hybrid, field, or travelling employees who may not always have access to a desktop. CollectivWork can be configured to support timesheet and task updates through mobile devices as well as the web, helping employees record work and time wherever they are.

Attendance records when an employee is present or working, while a timesheet records how working time is spent across tasks or activities.

Expense management software helps businesses manage employee expenses, expense claims, approvals, reimbursements, policies, and reporting through one centralized system.

Employees submit their expense claims with the required details and supporting documents. The claim then moves through the configured approval workflow before being processed for reimbursement.

Depending on company policies, employees can submit claims for business travel, meals, accommodation, fuel, transportation, client meetings, and other approved business expenses.

Yes. CollectivWork can support customized expense approval workflows based on your organization's departments, roles, policies, approval levels, and business requirements.

Yes. Employees can have visibility into the status of their submitted expenses, helping them track pending, approved, rejected, and reimbursed claims without constant follow-ups.

Yes. Expense management can be part of an HRMS software platform, alongside employee management, payroll, attendance, leave, performance, and other workforce management processes.

A centralized expense management system reduces dependence on spreadsheets, emails, physical receipts, and manual follow-ups by bringing expense submissions, approvals, tracking, and reporting into one platform.

An employee expense management system can help businesses simplify expense claims, improve approval visibility, maintain expense policies, organize reimbursement records, and give HR and finance teams better control over business expenses.

An applicant tracking system is recruitment software that manages hiring from the job requisition to the offer. It posts jobs, collects applications from every source, screens and ranks candidates, schedules interviews, gathers feedback and tracks each candidate's stage. CollectivHire is an AI applicant tracking system that also connects hiring to budgets, approvals and your HRMS.

AI resume screening reads each resume against the job's requirements and ranks applicants by how well they match. In CollectivHire, every match score is explained with the candidate's strengths, potential gaps and the evidence in the resume, so recruiters can review a ranked shortlist instead of reading every application.

An ATS helps teams keep job requirements and candidate information organised as hiring progresses. Instead of relying on separate files and conversations to understand each application, recruiters can work from a more connected view of the process.

Yes. CollectivHire lets teams create one requisition for multiple job roles, helping them organise related hiring requirements together.

CollectivHire includes AI-powered candidate screening, interviews and assessments: AI resume screening with explainable match scores, AI screening calls that ask your questions and follow up on answers, AI-generated assessments and forms, and AI summaries of interview feedback. These features support recruitment teams as they review and evaluate applicants.

Yes. Its talent pool helps teams keep candidate and prospect information available for consideration when new requirements arise.

Yes. CollectivHire helps recruitment teams organise agency-related hiring activity alongside job requirements, prospects and candidate data. This gives your team a clearer view of agency involvement and keeps information collected during the hiring process in one place.

When a candidate reaches a stage you choose, the AI recruiter calls them, asks the questions you configured in the languages you set up, follows up where an answer needs more detail, and records the conversation. It then scores the call, writes a summary and can move the candidate to the next step of the workflow.

Yes. Workflows are built from triggers, conditions, AI actions, assessments, interviews, approvals, messages, document collection and offers. You can branch on scores, add steps for one team and reuse a standard workflow for the rest.

Yes. Requisitions are validated against the department's hiring budget before approval, utilisation alerts can notify the people you choose, and new requisitions can be blocked when the budget is exhausted.

Once the offer is accepted and documents are collected through the candidate portal, CollectivHire creates the employee in CollectivHR with the profile, offer and documents already filled in, so onboarding and payroll start without re-entering data.

A talent pool is a collection of candidates and prospects a recruitment team may consider for current or future roles. Maintaining one helps recruiters revisit people they already know when a relevant opening arises.

AI hiring tools can support tasks such as screening and assessment, but the final decision should involve review by the recruitment and hiring teams. In CollectivHire, AI-powered screening, interviews and assessments are positioned as tools that support candidate evaluation.

Start with the hiring work your team needs to manage: requisitions, open jobs, candidate tracking, talent pools and evaluation. If you also work with agencies or hire for several roles under one requirement, check how the ATS handles those workflows before choosing a platform.

Requisition management is how a business formally requests new hires before recruiting begins. A requisition records which roles are needed, how many openings each has, the department, location, hiring manager, target date and the reason for hiring, and is then routed for approval. In CollectivHire, approved requisitions become the jobs your recruiters work on.

Yes. CollectivHire lets you raise one requisition for several job roles, for example three Backend Engineers, two QA Engineers and one DevOps Engineer, with openings set per role. The whole request is reviewed and approved together, so related hiring stays organised under one plan.

Requisitions and jobs move through the approvers you configure, such as a hiring manager, department head and HR. Each approver can approve or disapprove with comments, and items waiting on a decision appear under Pending for Approval. A job only goes live once it has been approved.

Yes. With Agency Management, external recruitment agencies can submit candidates against the jobs assigned to them. Their submissions sit in the same pipeline as your other candidates, and User Management controls what each agency can access.

AI candidate screening reads each resume against the requirements of the job and suggests a fit score, highlighting the skills a candidate matches and the ones that are missing. In CollectivHire it helps recruiters decide who to review first in a large applicant list — the shortlisting decision always stays with your hiring team.

Yes. CollectivHire's Virtual Interview module lets recruiters, hiring managers and panel members interview candidates over live video directly inside the ATS portal. There are no separate meeting tools or links to manage, and the evaluation form sits right beside the call.

Interview evaluation forms are structured scorecards that interviewers complete for each round. In CollectivHire you configure the criteria, weightages and rating scale per job or round, every interviewer records their scores and feedback, and the results are saved to the candidate profile so the team can compare feedback side by side.

A talent pool is a central database of every candidate across jobs and sources. Recruiters can search it with keywords, match all keywords or exclude some, filter by hiring stage and use quick filters such as immediate joiners — so they can shortlist people already in the database before sourcing again.

Yes. Jobs can be published to job boards and your careers page from CollectivHire, and applications from job boards, the careers page, referrals and recruitment agencies flow back into the same job pipeline, so every candidate is tracked in one place.

Pre-onboarding is the work that happens between a candidate accepting an offer and their first day: confirming the joining date, completing documents, sending welcome communication and getting the laptop, workstation, ID card and buddy ready. CollectivHire tracks this as a pre-joining checklist with an owner for each task, so HR can see what is done and what is still pending before Day 1.

Instead of chasing documents over email, HR sends the candidate a collection form through a link or the candidate portal. The candidate fills in personal, education, experience and bank details and uploads documents such as ID proofs and previous employment letters. Each document arrives in CollectivHire with a status, and HR marks it Verified or requests a re-upload.

Yes. When a candidate moves to the offer stage, the offer can be routed through approvals, for example the hiring manager and then HR, before it is released. Once it is out, the team can track its status as Offered, Accepted, Declined or Joined.

CollectivHire's dashboard and reporting cover pipeline by stage, source effectiveness, time spent in each stage and offer-to-join, along with recruiter and agency performance such as candidates sourced, interviews, offers and joinings. Reports can be exported for sharing.

Yes. When a candidate joins, their details, joining date, verified documents and bank details carry into CollectivHR as an employee record, so HR does not need to re-key information collected during hiring. Onboarding then continues in CollectivHR.

Performance management software is a system that helps organizations set goals, track progress, gather employee feedback and run performance reviews in one place. Instead of appraisals living in spreadsheets and email, an employee performance management system keeps expectations, evidence, ratings and development actions on a single employee record — usually as part of a wider HRMS software platform.

At a minimum, look for goal management and OKR software capabilities, KRAs with weightage, configurable appraisal cycles, self and manager reviews, 360° and continuous employee feedback, performance improvement plans, incentive and recognition handling, and performance analytics. Configurable rating scales, approval workflows and role-based access matter just as much, because every organization evaluates performance differently.

It makes expectations explicit and progress visible. Employees can see their goals, KRAs and how they are tracking; managers get early warning when a goal is at risk instead of discovering it at year end; and feedback is captured through the year rather than recalled in one sitting. Because reviews are grounded in real delivery data, conversations focus on what to improve next.

Yes. CollectivPerform supports goals, KRAs, KPIs and OKRs together — organization objectives can cascade to teams and individuals, each goal can carry weightage and a measure, and progress can be updated as work happens. Goals can be cascaded from the top, owned by managers or selected from a governed KRA library per role.

Review outcomes become next steps: development areas recorded in the review, learning assigned against a skill gap, a structured performance improvement plan where one is needed, and recognition or incentives where targets are exceeded. Because performance sits alongside employee, project and learning information, development plans are based on the full picture of someone's contribution.

Yes. Review cycles, rating scales, performance forms, parameters and weightage, approval workflows, feedback processes and employee groups are all configurable — so engineering, sales, field teams and leadership can each run the appraisal structure that suits them while reporting into one performance management system.

Yes. Performance management software can help organizations define, assign, track, and evaluate employee goals, Key Result Areas (KRAs), and Objectives and Key Results (OKRs). By connecting individual goals with team and organizational objectives, it gives employees greater clarity on priorities while helping managers monitor progress and outcomes.

OKR management software helps organizations define objectives and the measurable key results that show progress against them. Objectives are set at company level and cascaded to departments, teams and individuals, so every employee can see how their key results roll up to a larger priority. Through the cycle it tracks progress, owners and check-ins, giving leadership a live view of which objectives are advancing and which need attention.

KRA management is how an organization defines and evaluates the Key Result Areas attached to each role — the core responsibilities an employee is accountable for and the outcomes expected from them. Each KRA carries an expected outcome, a weightage and a way of measuring progress, so different roles can be assessed against criteria that suit the work they actually do, rather than a single generic template.

An appraisal cycle is the defined period over which employee performance is evaluated, such as annual, half-yearly or quarterly. The cycle structures the evaluation using review forms, rating scales, self-appraisals, manager reviews, peer reviews and approval workflows, so every employee is assessed through the same documented process and the outcome is recorded against their performance history.

Yes. CollectivWork supports configurable performance processes based on organizational requirements, so review cycles, forms, rating scales, workflows and performance parameters can differ between employee groups. Teams that are reviewed quarterly can run alongside teams on an annual or half-yearly cycle within the same performance management system.

Performance management software helps improve employee performance by giving employees clear goals and expectations, enabling regular feedback, tracking progress, and identifying areas for improvement. Managers can use performance data to recognize achievements, address performance gaps, and provide timely coaching and development support.

Performance management software can turn performance data into actionable development insights by identifying employee strengths, skill gaps, and areas for improvement. Organizations can use these insights to support learning and development, upskilling, career growth, coaching, and personalized development plans, making performance management an ongoing employee growth process rather than a once-a-year review.

A Performance Improvement Plan is a structured process for addressing performance that needs attention. It records the specific performance gap, the expected outcome for each improvement area, a start date and review date, and the checkpoints along the way. Because progress is tracked against the plan rather than discussed informally, both the employee and the manager can see what is expected, what has improved, and what the outcome was at the review.

360-degree feedback gathers input on an employee from several stakeholders — their manager, peers, people they work with across teams, and the employee themselves through a self-appraisal. Because it draws on more than one perspective, it creates a broader view of employee performance than a single manager assessment, surfacing strengths and development areas that one viewpoint alone might miss.

Continuous performance management keeps performance conversations active throughout the year instead of relying only on an annual appraisal. Regular check-ins, ongoing feedback, goal updates and shorter review cycles mean progress is discussed while work is happening, so employees know where they stand and managers can recognize achievements or address problems when they arise rather than months later.