Multi-site attendance. Group transfers without breaking tenure. KRA/KPI that measure floors poured and km laid. Statutory compliance that knows the difference between a head-office accountant in Mumbai and a daily-wage labourer in Hyderabad. Built since 1996 — used by 900+ Indian construction firms, including teams of 5,000+.
A senior manager moves from your developer arm to your contracting arm to your batching plant — three different group companies. Their PF account, their gratuity clock, their leave balance, their End-of-Service liability all stay continuous. Generic HRMS treats this as three separations and three new joinings.
Your QC engineer is at the Mumbai site Monday and Tuesday, the Pune site Wednesday, and the head office Thursday. Attendance has to capture which site, when, with what shift policy, and roll up to the right project's labour cost. Face recognition + GPS, on a phone, no biometric kiosks needed.
"Improve customer satisfaction" doesn't help a site engineer. Farvision's OKR templates are construction-native — slabs poured, km laid, units handed over, RA-bill-clearance days, defect-rate-at-handover. Goals that the site team and finance team can both see in the same numbers.
From job code creation to offer letter. AI-powered CV-to-data conversion, candidate & recruiter portals, automated screening, interview workflow, fitment, offer.
Fitment, offer rollout, BGV (background verification), drop-out tracking, joining confirmation. Pre-empts no-shows by flagging risk patterns early.
Appointment letter, ice-breaking, bank account opening, asset issue (laptop, ID card, visiting cards, PPE), buddy assignment, orientation. Day-1 ready.
Multi-site attendance, leave, expense claims, advances, helpdesk, payroll, statutory. Where Employee Hub does most of its work.
Construction-grade KRA/KPI, 360° reviews, performance moderation, increments, promotions, succession planning. Linked to project outcomes, not abstract goals.
Resignation workflow, full-and-final settlement, exit interview, attrition analytics, alumni network. With group-transfer awareness — exit means leaving the group, not switching companies inside it.
From the day a hiring manager raises a requisition to the day the candidate accepts the offer. The full funnel — job-code creation, careers-page publishing, candidate & recruiter portals, AI CV parsing, automated screening, interview workflow, feedback capture, fitment, offer rollout. The recruiter spends time on judgment, not data entry.
Half the recruiting battle is fought after the offer is signed. Background verification, salary fitment alignment, last-minute counter-offers, the 60-day silence before joining day. Farvision treats this as a workflow with measurable risk — not a hope.
The first week defines the first year. Farvision orchestrates onboarding as a checklist with owners, deadlines, and visibility — appointment letter, bank account opening, asset issue, ID/business cards, IT setup, mandatory training. No more "I never got my laptop" emails to the CEO three weeks in.
This is where 80% of HR happens — and where the Employee Hub does most of its work. Multi-site face-recognition attendance with GPS, full leave management with country-specific entitlements, expense submission with receipt scan, advance & loan workflows, full salary cycle, and every statutory filing the country requires. Below is just the surface — see Pillar 8 for the full Employee Hub.
The construction-grade OKR library is one of our biggest differentiators. A site engineer's goal isn't "improve customer satisfaction" — it's "complete 12 slabs by Q3, defect rate under 2%, RA bills cleared in under 14 days." Farvision ships 15+ pre-built OKR templates that link directly to project P&L. Plus full appraisal workflow — 360°, moderation, calibration, increments, succession.
The exit isn't where the relationship ends — it's where you learn the most. Resignation workflow, full-and-final settlement with last-paisa accuracy, exit interview with structured analytics, attrition patterns by manager & site & role, and an alumni network that keeps the door open for boomerangs and referrals.
Employees don't know whether their question is HR, IT or admin. They just have a problem. Farvision's helpdesk routes intelligently — payslip queries to HR, laptop issues to IT, travel bookings to admin. SLA-tracked, sentiment-aware, with AI auto-resolution for the 40% of repeat queries.
Employee Hub is our flagship mobile app — the most popular thing we've ever shipped, by a wide margin. Everything in the employee portal, plus what only a phone can do: face-recognition attendance, GPS-tagged punches, expense receipt scanning, push-notified approvals. Loved by 5,00,000+ users across our customer base.
The CHRO's quarterly board prep used to be a 3-week project. With Farvision, it's a click. Headcount by entity / site / band, attrition trends, manager scorecards, payroll cost vs project P&L, hiring funnel health — all from the live database.
The HRBP's job is to be the project head's HR brain. Farvision puts the project's people data on their screen — open requisitions, attendance health, upcoming PIPs, leave-during-critical-milestones, attrition risk by team.
Payroll is the most error-intolerant function in the company. Farvision orchestrates the cycle — attendance cut-off, leave reconciliation, increment effects, statutory updates, validation, processing, GL posting, statutory filings. The payroll manager reviews, approves, signs off — doesn't compute.
For the 5,000 employees who use it every day, Employee Hub is HR. Punch in, apply leave, claim expense, see payslip, raise helpdesk ticket, check KRA/KPI, ask the AI assistant. No portal, no email chains, no "let me get back to you."
EPFO & ESIC — UAN allocation, monthly ECR generation, KYC seeding, transfer claims, member portal sync. ESIC monthly contribution and benefit registration.
Section 192 — TDS computation, IT proof submission, Form 16 generation, 24Q quarterly returns, annexure-II. Old vs new regime · employee-elected.
State-wise PT slabs, monthly deduction, return filing — Maharashtra, Karnataka, Tamil Nadu, West Bengal, Andhra and others. Auto-corrected when slabs change.
State-wise LWF computation and remittance · half-yearly or annual as applicable.
Payment of Gratuity Act · group-aware tenure, FAS-15 / Ind-AS 19 actuarial provisioning, Bonus Act computation.
POSH committee setup, complaint workflow, annual reporting. Code on Wages compliance · minimum wage, OT, equal remuneration.
WPS-compliant payroll for all employees. Monthly SIF file generation, MoHRE/SDA submission. Salary cards, salary-card holders, exception handling.
Computed per UAE Labour Law (post-Feb-2022 amendments). Linked to tenure, basic salary, reason for separation. Group-aware: tenure preserved across group companies.
For UAE / GCC nationals · 5% employee + 12.5% employer contribution. Saudi GOSI for KSA operations. Automated computation and filing.
Visa expiry, Iqama validity, labour-card status — flagged before lapse. Camp accommodation register where required.
Annual leave per UAE Labour Law, sick leave, maternity, Hajj leave. Housing allowance, transport allowance, education allowance — coded per CTC structure.
DHA / HAAD / SEHA-compliant insurance enrollment, renewal tracking, dependent coverage workflow.
We had three HR systems before Farvision — one for our developer arm, one for the contracting subsidiary, one for the batching plant. Group transfers were a nightmare. Now it's one tenant, one tenure clock, one payroll cycle. The CFO sees payroll cost per project. The CHRO sees attrition by site. They're finally looking at the same numbers.— CHRO, Top-15 Indian construction group · 5,200 employees
The 4-pager module handout in both India and GCC editions. Share with your evaluation team, leave behind after a demo, or use as the brief that informs the deeper conversation.
30 minutes. We'll demo a live system with construction-grade KRA/KPI, multi-site attendance, group-transfer workflow, and Employee Hub on a phone. Bring your CHRO, your payroll manager, your CFO — they all get to see what they need.