HRMS Performance & Geo Attendance Modules
Budget: ₹12,500 – ₹37,500 INR
I’m extending our in-house HRMS with two fully-functional modules and need a developer who can take them from specification to production-ready code, integrate them cleanly into the existing stack, and hand over well-documented deliverables.
Performance Management
The new performance module must go far beyond simple reviews. It should give managers and employees a structured flow for setting goals, tracking progress, and closing each cycle with data-driven reports. Concretely, I need:
• Goal setting and tracking with bulk upload options for goals, reviews and 360-feedback questions
• Task assignment plus automated check-in reminders
• A complete CFR layer (Conversation, Feedback & Recognition)
• Goal, competency and questionnaire libraries to speed up cycle creation
• Assessment reviews with rating workflows, bell-curve normalisation and salary-hike / promotion recommendations
• PDP / PIP recommendations surfaced directly from review data
• Exportable performance reports in common formats (PDF, Excel)
Geo-Attendance Tracking
My workforce is distributed and parts of it are on the move, so accuracy and auditability are critical. The attendance module should deliver:
• Location-based clock-in/out backed by GPS
• Optional RFID integration for on-site swipes
• Customisable attendance schemes (e.g., different geofences or grace periods per group)
• Manager review workflows for exceptions
• Geo-swipe reports suitable for statutory or client due-diligence checks
Integration & Tech Expectations
Both modules must respect the current role/permission model and share look-and-feel with the existing UI. API endpoints should be RESTful and versioned; database migrations need to be idempotent. Source code will live in our private Git repo with CI hooks for automated testing.
Acceptance will be based on:
1. Feature parity with the bullet points above
2. Zero regression in existing HRMS functionality (we’ll run our test suite)
3. Code reviews passing internal standards and ESLint/StyleCop rules
4. Documentation covering setup, config options and an end-user quick guide
If you’ve built similar HR tech or attendance solutions, let’s talk timeline and milestones.
Performance Management
The new performance module must go far beyond simple reviews. It should give managers and employees a structured flow for setting goals, tracking progress, and closing each cycle with data-driven reports. Concretely, I need:
• Goal setting and tracking with bulk upload options for goals, reviews and 360-feedback questions
• Task assignment plus automated check-in reminders
• A complete CFR layer (Conversation, Feedback & Recognition)
• Goal, competency and questionnaire libraries to speed up cycle creation
• Assessment reviews with rating workflows, bell-curve normalisation and salary-hike / promotion recommendations
• PDP / PIP recommendations surfaced directly from review data
• Exportable performance reports in common formats (PDF, Excel)
Geo-Attendance Tracking
My workforce is distributed and parts of it are on the move, so accuracy and auditability are critical. The attendance module should deliver:
• Location-based clock-in/out backed by GPS
• Optional RFID integration for on-site swipes
• Customisable attendance schemes (e.g., different geofences or grace periods per group)
• Manager review workflows for exceptions
• Geo-swipe reports suitable for statutory or client due-diligence checks
Integration & Tech Expectations
Both modules must respect the current role/permission model and share look-and-feel with the existing UI. API endpoints should be RESTful and versioned; database migrations need to be idempotent. Source code will live in our private Git repo with CI hooks for automated testing.
Acceptance will be based on:
1. Feature parity with the bullet points above
2. Zero regression in existing HRMS functionality (we’ll run our test suite)
3. Code reviews passing internal standards and ESLint/StyleCop rules
4. Documentation covering setup, config options and an end-user quick guide
If you’ve built similar HR tech or attendance solutions, let’s talk timeline and milestones.