From requisition to exit, on one record.
Hire-to-Retire is the full working life of an employee — from the moment a department raises a manpower requisition to the day Full & Final settlement closes the file. It runs across HR, line managers, finance and the employee directly, and it carries statutory weight at every step. Most ERPs split it into a recruitment tool, an attendance device and a payroll engine that never quite agree. Compreo runs it as one flow, so a hire approved in HR is the same record that gets paid, appraised, transferred and settled in finance.
The flow, end to end.
The spine runs from an open position to a closed settlement. Each stage hands the next a clean record — no re-keying, no parallel spreadsheet.
Manpower Requisition
A department raises a headcount request against budget; HR and finance approve before any role is advertised.
Recruit
Source, screen and shortlist candidates; track each through interview to offer with a clear audit trail.
Onboard
Convert the accepted offer into an employee master record — documents, statutory IDs, bank, grade and reporting line captured once.
Time & Attendance
Capture shifts, leave, overtime and site presence as the verified input that payroll will actually use.
Payroll
Run salary, statutory deductions and reimbursements straight from attendance; post the journal to finance without a hand-off.
Performance
Run appraisal cycles against the same employee record; feed ratings into increments and promotions.
Transfer / Promotion
Move people across departments, grades, sites or cost centres with effective-dating that payroll and finance respect.
Exit & Settlement
Process resignation or separation, recover dues, and compute Full & Final settlement with the finance posting attached.
Where it usually breaks.
The pain is rarely in any one stage — it is in the gaps between them, and in the statutory exposure those gaps create.
Attendance never matches payroll
Attendance lives in one system and payroll in another, so every cycle ends in a reconciliation: missed punches, unapproved leave and overtime that has to be argued back into the salary run. Errors surface only after pay-day.
Statutory compliance is a moving target
PF, ESI, professional tax and TDS change by state, grade and pay component. When the rules sit outside the payroll engine, every revision is a manual patch — and a penalty waiting to happen.
Site and contract labour fall outside the system
Project sites and contract workforces are tracked on registers and WhatsApp, not the employee master. Headcount on the ground never reconciles with what payroll and the cost centre actually carry.
Full & Final drags for weeks
At exit, notice recovery, leave encashment, recoverable advances and the final salary sit in different hands. The settlement waits on finance, and the finance posting waits on HR.
One record, every stage.
Compreo keeps a single employee master from requisition to settlement, so each stage reads from — and writes to — the same source of truth.
Approved requisition becomes the hire
The budgeted, approved manpower request is the document recruitment works against; nothing is filled that finance has not already signed off.
Attendance is the payroll input — not a separate file
Shifts, leave and overtime are captured and approved once, then consumed directly by the payroll run. No reconciliation step.
Statutory rules live inside payroll
PF, ESI, PT and TDS are configured against grade, component and location, so every salary run is compliant by construction and produces filing-ready output.
Site and contract workforce are first-class
Project-based and field-sales headcount sit on the same master, tagged to WBS and cost centre, so the people on a site reconcile with the books.
Payroll posts to finance automatically
The salary journal lands in FI as it is run — one ledger, not a monthly upload.
Exit closes cleanly
Notice recovery, encashment and advances roll into one Full & Final computation with its finance posting attached, so settlement clears in days, not weeks.
How the shape changes.
The spine stays the same; what changes is where attendance anchors, how heavy the statutory load runs, and how headcount ties back to cost.
Shift-based attendance and overtime drive a high-volume monthly payroll; statutory load is heavy and plant-specific. Compreo ties shift capture to the salary run and keeps PF/ESI registers filing-ready per plant.
For Construction & EPC, manpower is raised against a WBS and a site, not a fixed department. Headcount, attendance and labour cost are tracked per project and roll into project cost — so the people on site reconcile with the BOQ and the budget.
A distributed workforce marks attendance and submits expenses from the Field-Sales Portal, with performance measured on targets. Payroll, incentives and reimbursements settle against the same record managers already see.
The modules behind it.
Hire-to-Retire is run by a small set of modules working off one employee record. The process is the headline; the modules are the participants.
What changes.
See Hire-to-Retire running on your data.
From an open requisition to a closed settlement — payroll, compliance and finance on one record.