Datahikes is a Zoho Consulting Partner implementing Zoho People for technology companies, product firms, global capability centres and funded startups across Bangalore, from the Outer Ring Road corridor through Whitefield, Electronic City, Koramangala, Manyata and Peenya. Our delivery team is based in Chennai and we travel to Bengaluru for discovery workshops, user training and go-live support, which is the model most of our Karnataka clients run. Choosing a Zoho People partner in Bangalore usually turns on technical depth rather than office address, so SAML single sign-on, provisioning, the REST API and data residency are all answered directly. For the full implementation method and migration steps, see our Zoho People Partner page.
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We do not have a Bangalore office and we are not going to pretend otherwise. Our delivery team works from Perungudi in Chennai, which is a fifty-minute flight or an overnight train away, and we travel to Bangalore for the parts of a project where being in the room genuinely changes the outcome. If your requirement is for a partner physically resident in the city every week, we are not the right fit and we would rather say so now. If what you want is depth, we are the right call.
In practice that means four visits on a typical engagement. Every Zoho People partner in Bangalore engagement we run is structured around these four, and they are written into the scope of work rather than offered informally.
A half day in Bangalore with your HR team, producing the configuration specification your HR head signs off.
Once the system is built, so you are seeing it take shape rather than waiting for a reveal at the end.
User acceptance testing plus separate sessions for HR administrators, managers and employees.
When questions arrive fastest, and when someone present resolves in minutes what a ticket queue resolves in days.
Everything between those visits runs remotely, which is how most software implementation works and works well. Configuration build, data migration and reconciliation, integration development and Deluge work all happen from our Chennai delivery office.
For a Bangalore client that arrangement is usually better than a local partner who visits more often but has less depth, and we would rather be straight about the trade-off than claim a presence we do not have. Choosing a Zoho People partner in Bangalore is a choice about technical depth, not about postcode.
The same three people, on every Bangalore engagement. When you engage Datahikes as your Zoho People partner in Bangalore, this is the team, not a bench you have never met.
Takes the scoping call, runs the on-site discovery workshop, owns the leave and attendance policy specification on every implementation, and verifies the pricing published on this page. Twelve years of Zoho experience, certified across Zoho People, CRM, Desk, Recruit and Expense. [CONFIRM: twelve years and the certification list]
Engagement structure, timelines, service levels and coordination across your stakeholders, from the HR sponsor through to finance and IT.
Owns the technical side: Deluge development, API integrations, single sign-on configuration and data migration. On a Bangalore technology client, Sai is usually the person your IT lead ends up talking to. [CONFIRM: pillar page names Mani in this role]
Datahikes employs no salespeople. The person who scopes your project is involved in delivering it, and your scoping call is taken by a founder rather than an account executive.
An HRMS purchase in most Indian cities is an HR decision with a finance sign-off. In Bangalore, particularly in software and product companies, it is a three-party decision.
Leave and attendance have become unmanageable, disputes cannot be settled with evidence, and payroll input is taking days rather than hours.
The per-employee licence cost is measured against a three-year headcount plan, not against this quarter, because the seat count is going to move.
It will hold employee personal data, connect to the identity provider, and sit inside a security posture that may already be under SOC 2 or ISO 27001 scrutiny.
That third reviewer is why most Zoho People partner pages fail here. They are written entirely for the first one. An IT lead reading a page of HR benefit statements learns nothing about whether the system fits their environment, and the evaluation stalls while someone goes to find the documentation themselves. This page exists partly to shorten that gap, which is the main reason to work with a Zoho People partner in Bangalore who employs a technical architect rather than an account manager.
The failure points are predictable and they arrive in a consistent order, and after enough Zoho People implementation projects in Bangalore you can more or less set your watch by them.
The leave spreadsheet stops reconciling and HR starts fielding disputes it cannot settle with evidence.
Payroll input becomes a multi-day assembly exercise because attendance, leave without pay and reimbursements live in three places, and the appraisal cycle becomes genuinely unmanageable over email.
The problem changes character entirely. Leadership starts asking questions the data cannot answer, such as attrition by tenure band, cost per hire by function, or utilisation by account, and nobody can produce a number anyone trusts.
Bangalore companies frequently move through all three bands in under three years, which is the real argument for choosing a configurable platform rather than the tool that solves today. The migration cost of moving HRMS at eight hundred employees is considerably higher than the configuration cost of building properly at a hundred and fifty. That is the calculation we walk through on almost every Zoho People implementation in Bangalore we scope.
Five configuration areas that generic HRMS copy does not touch. These are the decisions that separate a Zoho People partner in Bangalore who has configured Zoho People for engineering teams from one who has only read the feature list.
For services and product engineering organisations, knowing who is allocated, who is on bench and what utilisation looks like by team is an operational metric, not an HR report. Zoho People handles this through a combination of custom employee fields for allocation status, project assignment through the timesheet module, and reporting built either natively or in Zoho Analytics where the analysis needs to combine HR data with delivery or finance data.
Decide early whether allocation is tracked as an employee attribute or derived from timesheet entries. The two produce different numbers, and switching later means rebuilding the reporting layer.
Where time is billed to clients, the timesheet is a revenue document. Zoho People captures time against projects and tasks with billable and non-billable classification and an approval flow, and exports into Zoho Books or Zoho Projects for invoicing.
The work in implementing this is rarely the software. It is agreeing what constitutes billable time, who approves it, what happens when a timesheet is submitted late, and how corrections after invoicing are handled. We push clients to settle those rules during discovery rather than discovering them in month two.
Zoho People supports both KRA and OKR frameworks, continuous check-ins, 360 degree feedback, a skill matrix and rating normalisation. The configuration question for engineering organisations is usually whether to run a single appraisal model across the company or differentiate between engineering and commercial functions.
Engineering teams frequently want OKR-based goals with continuous check-ins and peer feedback, while sales wants target-linked KRAs. Zoho People can run both, but the design has to be deliberate, and rating normalisation across two different frameworks needs a decision before the first cycle rather than during it.
HRMS for startups in Bangalore has one distinguishing requirement above all others: Bangalore hiring is lumpy. A funded company in Koramangala may onboard forty people in six weeks and then three in the following quarter. Onboarding configuration should be built for the wave rather than the average: triggered checklists, document collection with e-signature through Zoho Sign, asset assignment, and IT provisioning tasks routed automatically rather than by email.
Where Zoho Recruit is in use, the candidate record converts to an employee record without re-keying, which removes a genuine failure point at volume.
Most Bangalore technology companies run hybrid, and attendance configuration follows from what you actually want to measure. If the requirement is compliance and leave accounting rather than presence monitoring, web check-in with IP restriction is usually sufficient and considerably less resented by employees.
Where office attendance days are mandated, geofenced mobile check-in works and should be configured with a sensible radius, because a tight geofence in a building like Ecospace on Outer Ring Road or Manyata Tech Park generates false negatives that HR then spends its week overriding. Where badge or access control data already exists, integrating it is generally better than adding a second capture mechanism. This is the configuration question we spend the most time on as a Zoho People partner in Bangalore, because it is the one employees notice every single day.
Every answer below starts with the answer. Zoho People API integration, SSO, provisioning and data residency are the four that decide most evaluations, and they are the four no competing Zoho People partner in Bangalore page addresses at all. If your IT lead is the person evaluating this, send them straight here.
Yes.
Zoho supports SAML-based single sign-on, which allows authentication to be handled by your existing identity provider rather than by a separate set of Zoho credentials. In practice this means employees reach Zoho People through the same login they use for everything else, and access is controlled centrally. Zoho People SSO integration is configured against the identity provider you already run, and the configuration itself is usually a short piece of work compared with agreeing the access model underneath it.
It depends on the direction and the tooling, and that is the honest answer.
The pattern most Bangalore clients want is joiner and leaver automation: a new hire in the HRMS triggers account creation in the identity provider and the tools around it, and an exit triggers deprovisioning on the last working day rather than whenever someone remembers. Depending on your stack, this is built through directory integration, through the Zoho People API, or through orchestration in Zoho Flow. We scope which of the three applies during discovery, because the answer changes materially between a Google Workspace shop and an Azure AD estate.
Manual deprovisioning is where access lingers after someone leaves, and it is an audit finding waiting to happen for any company pursuing SOC 2 or ISO 27001. This is usually what gets the project prioritised.
A REST API covering the major record types, with OAuth-based authentication.
That includes employee records, leave, attendance and the forms built on the platform. Employee data can be read into your own systems, records can be created or updated programmatically, and the HRMS can act as a system of record that other tools read from rather than a silo that people copy out of by hand.
What we build against it most often as a Zoho People partner in Bangalore: pushing employee master data into an internal application, pulling attendance or leave data into a data warehouse for reporting alongside delivery metrics, and synchronising employee records with a tool that has no native connector. Where the requirement is scheduled rather than event-driven, a scheduled Deluge function is usually simpler and cheaper to maintain than an external integration service.
Yes.
Workflow-triggered actions can call external endpoints, and Deluge custom functions can run on a schedule or in response to a record event. This is how most event-driven integration gets built: an employee record reaching confirmed status triggers a downstream action, a document approaching expiry triggers a notification, a leave request over a threshold routes to a different approver. Deluge also handles the calculations and conditional logic that configuration alone cannot express.
Where a requirement outgrows configuration entirely and becomes an application in its own right, the right answer is often a custom app rather than more scripting, which is work we take on through our Zoho Creator practice.
Zoho operates regional data centres, and the data centre your account sits in is determined at signup.
That matters if you have a customer contract or a compliance obligation specifying where employee data resides. It is worth settling before the account is created rather than after, because moving afterwards is not trivial. Within the system, access is controlled through role-based permission profiles, and permission design is the single most commonly rushed part of a self-implementation. Our approach is to design the permission model during configuration rather than at the end, because the model determines what every subsequent import and integration is able to write.
For companies under SOC 2, ISO 27001 or a customer security review, we document the configured access model as a deliverable, which is generally what the auditor asks for.
It is written in Deluge, it lives inside your account, and you own it.
We document what we build, hand over the code and the logic behind it, and your team can maintain or extend it without us. That last point is worth checking with any Zoho People partner in Bangalore you evaluate, because undocumented custom functions written by someone who has since left is the most common technical debt we are called in to unpick.
Every line below is an integration pattern we have built, not a logo wall. Zoho People Okta, Zoho People Azure AD and Google Workspace connections are the three we are asked for most often in this city. These are the connections that decide whether the HRMS becomes a system of record or another silo.
| Integration | What it does |
|---|---|
| Identity provider (Google Workspace, Azure AD, Okta) | Single sign-on, plus joiner and leaver automation so account creation and deprovisioning follow the employee record rather than a manual ticket. |
| Zoho Payroll | As a Zoho Payroll partner in Bangalore we configure attendance, leave without pay, overtime and reimbursements to flow into salary processing without a manual step, with Karnataka professional tax and statutory handling in place. |
| Zoho Recruit | A hired candidate converts to an employee record with no re-keying, closing the hire-to-retire chain. |
| Zoho Books and Zoho Projects | Billable timesheet data flows to invoicing, and employee cost posts to the right cost centre. |
| Zoho Analytics | HR data combined with delivery or finance data for utilisation, attrition and cost reporting that leadership will actually trust. |
| Zoho CRM | Employee and reporting-line data reaching sales operations, so territory, quota and incentive structures stay aligned with the org chart. We cover this in depth as a Zoho CRM partner. |
| Slack and Microsoft Teams | Approvals and HR announcements reach people in the tool they already have open, which materially improves manager response times. |
| Biometric and access control devices | Punch or badge data captured into attendance automatically, whether the device exposes an API, a database or a scheduled export. |
| Internal applications via REST API | Employee master pushed into in-house tools, or HR data pulled into a warehouse, using OAuth-authenticated API calls. |
| Zoho Flow or custom Deluge | Orchestration between systems where no native connector exists, chosen based on whether the requirement is event-driven or scheduled. |
Single sign-on, plus joiner and leaver automation so account creation and deprovisioning follow the employee record rather than a manual ticket.
Attendance, leave without pay, overtime and reimbursements flow into salary processing without a manual step, with Karnataka professional tax and statutory handling configured.
A hired candidate converts to an employee record with no re-keying, closing the hire-to-retire chain.
Billable timesheet data flows to invoicing, and employee cost posts to the right cost centre.
HR data combined with delivery or finance data for utilisation, attrition and cost reporting that leadership will actually trust.
Employee and reporting-line data reaching sales operations, so territory, quota and incentive structures stay aligned with the org chart. We cover this in depth as a Zoho CRM partner.
Approvals and HR announcements reach people in the tool they already have open, which materially improves manager response times.
Punch or badge data captured into attendance automatically, whether the device exposes an API, a database or a scheduled export.
Employee master pushed into in-house tools, or HR data pulled into a warehouse, using OAuth-authenticated API calls.
Orchestration between systems where no native connector exists, chosen based on whether the requirement is event-driven or scheduled.
Integration scope is the single largest driver of variance in what a Zoho People implementation in Bangalore costs. Any Zoho People partner in Bangalore quoting without scoping them is guessing. Identity provider automation and biometric hardware are the two that most often expand a project beyond its original band, which is why both are scoped explicitly in discovery rather than assumed.
The national statutory picture is covered on our Zoho People Partner in India page. This section covers what is specific to Karnataka, which no competing Zoho People partner in Bangalore page addresses at all.
Professional tax in Karnataka is levied at the state level with its own slab structure and its own filing calendar, and it differs from the neighbouring states many Bangalore companies also employ in. A company with its main office in Bengaluru, a team in Hyderabad and a few employees working from Chennai needs three separate professional tax configurations, not one.
Zoho Payroll handles this through location-based configuration, but each location has to be set up deliberately. Where the Telangana side of that picture is the larger one, our Hyderabad page covers that state's treatment in more detail.
This is the most commonly missed item we see on Bangalore implementations, and it usually surfaces when someone notices a Telangana employee has been deducted at a Karnataka rate.
Provident fund and ESI follow national rules, but the practical Bangalore issue is specific. Salary progression in technology companies pushes a meaningful proportion of employees across the ESI wage threshold partway through a contribution period. The treatment of an employee who crosses that line mid-period is a configuration decision rather than an automatic behaviour, and getting it wrong produces a contribution mismatch that typically surfaces two or three months after go-live rather than during testing. It is the single most common statutory misconfiguration we correct on Bangalore remediation projects.
The other decision worth making explicitly is which wage components form the provident fund base, and how employees above the statutory wage ceiling are treated. Technology companies with variable pay, joining bonuses and multiple allowance components need this defined rather than defaulted.
Registration requirements, working hours rules, leave entitlements and statutory register formats under the Karnataka Shops and Commercial Establishments Act are handled through configuration and document management in Zoho People rather than as packaged features.
Where a company has employees in multiple states, each state brings its own register formats and its own minimum leave entitlements, and the leave policy has to be configured to satisfy the most generous applicable requirement per location rather than a single company-wide rule.
Our approach on any multi-state configuration is to validate the whole setup against your last three completed payroll cycles before go-live, comparing line by line. That reconciliation against known-good output is the only reliable proof the configuration is correct, and it is the deliverable we would want to see from any Zoho People partner in Bangalore before signing off a go-live.
Sam, founding member and Zoho Solution Architect, Datahikes. Last reviewed August 2026.
Zoho People handles HR records, leave and attendance. Statutory calculation and filing is performed by Zoho Payroll, a separate Zoho subscription. Rates, slabs and thresholds are set by the relevant authority and change periodically. Confirm current figures with the Karnataka Commercial Taxes Department, EPFO and ESIC.
Not one competing Zoho People partner in Bangalore publishes a number. We publish both the subscription cost and the implementation range, with a named verifier and a review date.
Zoho People is licensed per employee per month, in rupees, with a free tier for very small teams and four paid editions. Zoho Payroll is a separate subscription where statutory payroll processing is required.
| Edition | Per employee, per month | What it unlocks |
|---|---|---|
| Free | Rs 0 | Core employee records for very small teams |
| Essential HR | Rs 105 | HR records, onboarding and employee self-service |
| Professional | Rs 170 | Adds attendance, leave tracking and timesheets |
| Premium | Rs 255 | Adds performance appraisal and case management |
| Enterprise | Rs 380 | Adds learning management, compensation and advanced analytics |
Figures are per employee per month on annual billing and exclude eighteen percent GST, which registered businesses can normally reclaim as input tax credit. Most Bangalore technology companies between fifty and three hundred employees land on Professional or Premium plus Zoho Payroll. Buying Enterprise on day one is usually money spent ahead of need, and we will say so during scoping rather than after.
Implementation is a one-time cost, separate from the subscription, and it is driven by scope rather than headcount alone. These are the bands we quote against as a Zoho People partner in Bangalore, and they are the same bands that appear in the written scope of work.
| Engagement | One-time implementation | Scope |
|---|---|---|
| Startup (under 50 employees) | Rs 65,000 | Single entity, one leave policy, clean data, two to three week go-live. Configuration, data import, user acceptance testing, training and two weeks of hypercare. |
| Business (50 to 500 employees) | Rs 65,000 to Rs 2.5 lakh | Multiple leave and attendance policies, payroll integration, historical data migration with full reconciliation, single sign-on setup, and thirty days of hypercare through the first payroll cycle. |
| Enterprise (500+ employees) | Rs 3 lakh and above | Multi-entity and multi-state programmes phased by entity, multiple statutory regimes, custom Deluge development, API integrations and identity provider automation. |
Pricing verified by Sam, Zoho Solution Architect and founding member, Datahikes. Last reviewed August 2026.
Zoho subscription pricing is set by Zoho Corporation and can change. Licence cost is identical whether purchased direct or through an authorized partner, and the current list is published on the official Zoho People pricing page. As a Zoho Consulting Partner we are notified of pricing changes and update this page accordingly.
Implementation figures are indicative ranges for the scope described and are confirmed in a written scope of work before any engagement begins. Travel for on-site sessions in Bangalore is included within the engagement ranges above.
Five things, in rough order of impact: the number of distinct leave and attendance policies you need configured; the number of legal entities and the states they employ in; the volume and quality of the historical data being migrated; the number of integrations, with identity provider automation and biometric hardware being the two that most often expand scope; and the amount of custom Deluge development required.
Headcount alone is a weak predictor. A two-hundred-person single-entity product company with one leave policy is a smaller engagement than a sixty-person group with three entities and a plant, which is why any honest Zoho People implementation cost in Bangalore is quoted against scope rather than against a per-employee multiplier.
The full phase breakdown with week counts and sign-off gates is on our Zoho People Partner page. What follows is the Bangalore-specific version: how the travel and the technical review fit around it. This is the delivery shape you should expect from any Zoho People partner in Bangalore worth engaging.
Headcount, entity structure, the states you employ in, what you are moving from, whether payroll is in scope, and what your identity and attendance environment looks like. If your IT lead wants to be on that call, bring them, because the technical scope is easier to settle at the start than to retrofit in week five.
RemoteTypically a half day at your office, producing the configuration specification your HR head signs off. This is the document everything downstream is built against, and it is the reason the workshop happens in the room rather than over a call.
On site in BangaloreTwo to four weeks from Chennai, with a mid-project review on site so you see the system taking shape rather than waiting for a reveal. Data migration and reconciliation run in parallel and you receive the reconciliation report as a document rather than an assurance.
Remote, one on-site reviewRuns alongside the build, with your IT team involved directly rather than through HR as an intermediary. This is where identity provider automation, API work and any biometric or access control integration gets done.
Remote, IT-ledUser acceptance testing and three separate training sessions for HR administrators, managers and employees, all run on site. Training a manager population over a video call is where adoption quietly dies.
On site in BangaloreScheduled at a natural boundary, ideally the start of a leave year or a payroll month, with someone present in Bangalore for the first payroll run. Where payroll is in scope we run a parallel cycle first and reconcile to the rupee against your last completed month, every employee and every component.
On site in BangaloreThe parallel payroll cycle is the step teams under deadline pressure ask to skip, and it is the one that catches a wrong provident fund base or a missing professional tax slab before it reaches every payslip. On every project we run as a Zoho People partner in Bangalore, it stays in scope and it is never quoted as an optional extra.
Bangalore buyers shortlist differently from the rest of India, with Keka appearing far more often than greytHR. Here is the honest version, weighted accordingly, including the cases where we would tell you not to buy Zoho People at all. A Zoho People partner in Bangalore who cannot name a scenario where a competitor wins is selling rather than advising.
| Platform | Where it wins | Where it does not | Best fit |
|---|---|---|---|
| Zoho People | Cost, configurability and a native ecosystem of more than forty connected applications | Needs deliberate configuration; it does not feel finished out of the box | Companies whose requirements will get more layered over three years |
| Keka | The better out-of-the-box employee experience and a more polished interface | Licence cost compounds per seat; adapts less well to unusual processes | Teams wanting something finished on day thirty with minimal setup |
| greytHR | Deepest native statutory handling of the three, free up to a low headcount | Comparatively narrow beyond payroll | Companies whose only real pain is payroll accuracy |
| Darwinbox | Enterprise depth and a serious contender above roughly a thousand employees | Total cost and elapsed implementation time in the mid-market | Organisations with a dedicated HR technology function |
Keka is the most common alternative in Bangalore, particularly among funded startups in Koramangala and HSR Layout, and it deserves a fair hearing. It has the better out-of-the-box employee experience, a more polished interface, and it packages HR, payroll and engagement into one product with less configuration required. If you want something that feels finished on day thirty with minimal setup effort, Keka often gets there faster.
Zoho People wins on cost, on configurability and on ecosystem. The licence difference compounds every month across every seat, the platform adapts to processes Keka was not built for, and it connects natively to more than forty other applications, which matters when HR data has to reach finance, delivery and reporting. Which of those matters more depends on whether your requirements will get more layered over three years or stay still.
In the fifty to eight hundred employee band where most Bangalore buyers sit, Zoho People delivers most of the outcome at a fraction of the total cost and roughly a third of the elapsed implementation time of an enterprise suite. If the shortlist is genuinely open, that is the conversation to have with a Zoho People partner in Bangalore before the pilot rather than after it. The full comparison including a side-by-side table is on our Zoho People Partner in India page, and companies weighing the wider suite rather than HR alone should start with our Zoho Partner in Bengaluru page.
The questions Bangalore HR heads and IT leads actually ask a Zoho People partner in Bangalore on a first call, answered the way we answer them on the call.
No. Our delivery team is based in Perungudi, Chennai, and we travel to Bangalore for discovery workshops, mid-project reviews, user acceptance testing, training and first payroll support. Configuration build, data migration, integration development and ongoing support run from our office. We would rather state that plainly than claim a local presence we do not have.
Yes. Zoho supports SAML-based single sign-on, so authentication is handled by your existing identity provider rather than a separate credential set. We configure this against the provider you already run, whether that is Google Workspace, Azure AD or Okta. The configuration work is usually short; agreeing the access model underneath it takes longer and matters more.
Yes, and the approach depends on your stack. The pattern most clients want is a new hire in the HRMS triggering account creation across your tools, and an exit triggering deprovisioning on the last working day rather than whenever someone remembers. Depending on your environment this is built through directory integration, through the Zoho People API, or through orchestration in Zoho Flow. We scope which applies during discovery, and it is usually the item that gets a project prioritised for companies under SOC 2 or ISO 27001.
Yes. Zoho People provides a REST API with OAuth-based authentication covering the major record types including employees, leave, attendance and custom forms. That lets the HRMS act as a system of record other tools read from, rather than a silo people copy out of manually. Where the requirement is scheduled rather than event-driven, a Deluge function is often simpler and cheaper to maintain than an external integration service.
You do. Deluge functions live inside your Zoho account. We document what we build, hand over the logic, and your team can maintain or extend it without us. This is worth asking any Zoho People partner in Bangalore you evaluate, because undocumented custom functions written by someone who has since left is the most common technical debt we get called in to unpick.
Zoho operates regional data centres and the one your account sits in is determined at signup, which matters if you have a customer contract or compliance obligation specifying data residency. Settle this before the account is created rather than after. Within the system, access is governed by role-based permission profiles, and we design that model during configuration rather than at the end.
Professional tax is handled through Zoho Payroll, a separate subscription that integrates natively with Zoho People. Karnataka has its own slab structure and filing calendar, so a Bengaluru company with employees in Telangana or Tamil Nadu needs separate configuration per state rather than one setting. This is the most commonly missed item on Bangalore implementations.
Yes. Time is captured against projects and tasks with billable and non-billable classification and an approval flow, and exports to Zoho Books or Zoho Projects for invoicing. For utilisation reporting that combines HR data with delivery or finance data, we usually build the reporting layer in Zoho Analytics. The configuration decision worth settling early is whether allocation is an employee attribute or derived from timesheets, because the two produce different numbers.
Subscription runs from Rs 105 to Rs 380 per employee per month depending on edition, with Zoho Payroll licensed separately. Implementation is a one-time cost starting at Rs 65,000 for a small single-entity rollout, Rs 65,000 to Rs 2.5 lakh for most mid-size projects, and Rs 3 lakh and above for multi-entity programmes. All figures exclude GST, and travel for on-site sessions in Bangalore is included. Final figures are confirmed in a written scope of work before any work begins.
Under fifty employees with clean data, two to three weeks. Fifty to five hundred employees covering core HR, leave, attendance and payroll, six to ten weeks. Multi-entity programmes run longer and are phased by entity. Timeline is driven by the number of distinct leave policies, statutory regimes and integrations rather than by headcount.
Usually yes, and the reason is configurability rather than price. Companies here frequently go from a hundred to eight hundred employees in under three years, and the migration cost of changing HRMS at eight hundred is far higher than the configuration cost of building properly at a hundred and fifty. Our advice at the smaller end is to implement core HR, leave and attendance first and add performance and learning once the first three are adopted.
Yes. A meaningful share of our Zoho People work is remediation rather than new implementation. We run a configuration audit covering organisation structure, permission model, leave policy logic, workflow design, statutory configuration and integration health, then give you a written remediation plan setting out what can be corrected in place and what needs rebuilding.
Yes. Zoho People training in Bangalore is delivered on site as three separate sessions for HR administrators, managers and employees during the implementation, and Zoho People support in Bangalore continues remotely afterwards under an agreed service level. Refresher training for a new HR hire or a new module is scoped separately. Where a company has grown enough that the original configuration no longer fits, we treat that as a fresh scoping conversation rather than a support ticket.
Yes. Zoho People migration work for Bangalore clients typically covers employee master data, leave balances, attendance history and document records, moving off spreadsheets, Keka, greytHR or an older HRMS. Every migration ends with a reconciliation report comparing source and destination record by record, which you receive as a document. Data quality in the source system is the single largest driver of how long this takes, and we assess it before quoting rather than after.
Yes, and it is the majority of what we configure here. HRMS for IT companies in Bangalore has a distinct requirement set: single sign-on against a corporate identity provider, project-linked timesheets that reconcile against client billing, bench and allocation visibility, and an access model that survives a security review. Those are configuration decisions rather than features you switch on, which is why we scope them explicitly during discovery.
Sam, our Zoho Solution Architect and a founding member, takes scoping and discovery. Sai, our Technical Architect, handles the technical review and will speak to your IT lead directly. Datahikes employs no salespeople, so the person who scopes your project is involved in delivering it.
Zoho People implementation for Bangalore technology companies, delivered by a Zoho People partner in Bangalore working from Chennai with on-site workshops, training and go-live support in Bengaluru. Book a scoping call and you will speak to Sam directly.
Bring your headcount, your leave policy, the states you employ in and an idea of your identity and attendance setup, and you will leave the call with a realistic view of scope, timeline and cost. Bring your IT lead too if you have one, because the technical scope is easier to settle at the start than to retrofit later.
No salesperson will call you. Datahikes employs none. The founder who scopes your project is involved in delivering it, which is the whole reason to choose a Zoho People partner in Bangalore on depth rather than on office address.
Implementing Zoho People, Payroll, Recruit, CRM, Desk and Books for clients across India, the UAE, the USA and more than twenty other countries.
Sam, Zoho Solution Architect and founding member, takes scoping and discovery.
Sai, Zoho Technical Architect, handles the technical review and speaks to your IT lead directly.
Second Floor, East Wing, RMZ Millenia Business Park, Campus 1A, Dr. M.G.R. Road, Perungudi, Chennai 600096, Tamil Nadu.
GSTIN 33CPOPV6780B1ZH
We respond to scoping enquiries within one working day.
