```json
{
    "title": "HRMS Implementation for a Leading Ice Cream Manufacturer in Gujarat",
    "url": "https://aavatto.com/case-studies/hrms-implementation-for-a-leading-ice-cream-manufacturer-in-gujarat/",
    "datePublished": "2026-06-17",
    "dateModified": "2026-08-12",
    "language": "en-US",
    "description": "HRMS Implementation for a Leading Ice Cream Manufacturer HRMS Implementation for a Leading FMCG Manufacturer in Gujarat Automating attendance, shift planning, payroll, and workforce operations across multiple manufacturing locations through…",
    "author": "Aavatto",
    "publisher": "Aavatto - Frappe & ERPNext Experts | Custom Development, Implementation & Support"
}
```

# HRMS Implementation for a Leading Ice Cream Manufacturer in Gujarat

HRMS Implementation for a Leading Ice Cream Manufacturer

# HRMS Implementation for a Leading FMCG Manufacturer in Gujarat

Automating attendance, shift planning, payroll, and workforce operations
across multiple manufacturing locations through a centralized HRMS.

## Client

Leading Ice Cream Manufacturer (Name Withheld Under NDA)

## Region

Gujarat, India

## Industry

Food & Beverage Manufacturing

## Workforce

1300+ Employees Across Plants & Corporate Offices

## Operations

Multi-Plant Manufacturing with Multi-Shift Workforce

Talk to an HRMS Support

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## Why They Came to Us

They were looking for a team that actually understood how HR works on the ground. Specifically, they needed people who knew:

### Frappe HRMS inside out

### How multi-location shift setups actually behave ?

### Biometric-based attendance in active plants.

### Real-world HR rules, not simplified versions.

### Automation-first HR design.

Earlier HRMS attempts failed because vendors tried to force standard workflows. What they wanted was a system that followed their policies, not one they had to bend their policies around.

Things We Take Care Of

## The Problem

HR operations were spread across locations, and nothing was truly connected.
They were dealing with:

- Attendance being tracked separately at each site
- Biometric logs pulled manually every month
- Payroll errors caused by mismatched data
- No single view for the HR leadership team
- Shift patterns that changed by department but did not fit the system
- Leave rules that differed from one location to another
- Payroll cycles that took far too long every month

Most of the work was being done through spreadsheets and older tools that did not scale well. As the workforce grew, the gaps became harder to manage. They needed one HRMS that could bring everything together and remove the constant corrections.

Book a Consultation

![Circle-Shape](https://aavatto.com/wp-content/uploads/2023/04/circle-1-1.svg)

![img2](https://aavatto.com/wp-content/uploads/2026/05/img2.svg)

![hrms-svg1](https://aavatto.com/wp-content/uploads/2026/05/hrms-svg1.svg)

![image](https://aavatto.com/wp-content/uploads/2026/05/hrms-svg2.svg)

![center-img](https://aavatto.com/wp-content/uploads/2026/05/center-img.svg)

The Aavatto Way

## What We Implemented

We set up Frappe HRMS to match how the company actually works. Everything follows their day-to-day HR routines, with no generic assumptions or extra features that aren’t used.

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### Attendance & Shift Automation

Managing attendance across multiple plants and rotating shifts was slowing operations. We automated biometric attendance, shift scheduling, and exceptions to create one reliable workforce tracking system.

#### Key capabilities

- Biometric attendance synchronization
- Multi-shift workforce planning
- Automated overtime calculation
- Exception-based attendance approvals

#### Result

- Reduced attendance errors and improved workforce visibility across every location.

### Leave & Holiday Policies

Different plants followed different leave rules, creating inconsistencies. We centralized leave
policies while preserving location-specific holidays, approvals, accruals, and compliance
requirements.

#### Key capabilities

- Location-wise holiday calendars
- Automated leave accruals
- Configurable approval workflows
- Loss of Pay automation

#### Result

- Standardized leave management without changing existing business policies.

### Payroll Automation

Manual payroll depended on spreadsheets, attendance adjustments, and repeated
validations. We automated salary processing by connecting attendance, overtime, statutory
compliance, and payroll approvals into one workflow.

#### Key capabilities

- Attendance-driven payroll
- Statutory compliance automation
- Salary structure management
- Automated payslip generation

#### Result

- Accelerated payroll processing while improving calculation accuracy every month.

### Employee Self-Service

Routine HR requests consumed valuable time. Employees received a self-service portal to
manage leave, attendance, payslips, and personal information without relying on HR teams.

#### Key capabilities

- Online leave requests
- Attendance visibility
- Digital payslip access
- Employee profile updates

#### Result

- Reduced HR workload while improving employee experience and responsiveness.

### Role & Permission

Management

Sensitive HR information requires controlled access across departments. We implemented
role-based permissions so every user accessed only the information needed for their
responsibilities.

#### Key capabilities

- Role-based access control
- Department-wise permissions
- Approval hierarchy management
- Secure employee records

#### Result

- Strengthened data security while simplifying day-to-day HR operations.

## Key Customizations

Built around real manufacturing challenges, we customized ERPNext HRMS to automate complex workforce policies without changing existing business operations.

- Automated attendance across multiple plants with different shift timings.
- Configured rule-based overtime approval aligned with company HR policies.
- Automated leave deductions and attendance policy compliance.
- Enabled department-specific HR workflows and policy exceptions.
- Customized plant-wise clock-in and clock-out regulations.
- Implemented hierarchy-based approvals for leave, attendance, and overtime requests.

![Circle-Shape](https://aavatto.com/wp-content/uploads/2023/04/circle-1-1.svg)

![image](https://aavatto.com/wp-content/uploads/2026/05/hrms-svg2.svg)

![img1](https://aavatto.com/wp-content/uploads/2026/05/img1.svg)

![img3](https://aavatto.com/wp-content/uploads/2026/05/img3.svg)

![center-img](https://aavatto.com/wp-content/uploads/2026/05/center-img.svg)

## The Impact

After rollout our solutions made tangible business impact in the following areas:

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### Manual HR work dropped by around 70 percent because attendance flowed straight into payroll.

### Payroll errors almost disappeared; the system replaced inconsistent spreadsheets.

### HR leadership could see attendance, leave, and payroll across all locations in real time.

### Payroll that used to take days now takes just a few hours.

### Shift patterns of all kinds are handled automatically, so no one has to calculate them manually.

### Now all staff are using the features through a self-service platform that reduces frantic communication over mails, calls, and WhatsApp messages.

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## Technologies Used

We combined ERPNext HRMS with tailored customizations to automate complex manufacturing HR processes while ensuring scalability, security, and seamless workforce operations.

### Frappe HRMS Platform

### Custom Server-Side Business Logic

### Role-Based Access Control

### Biometric Attendance Device Integration

### Custom Multi-Level Approval Workflows

### Automated Background Job Processing

Automation delivers maximum value when technology aligns perfectly with business processes.

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