Plain-English definitions for attendance, payroll & field tracking

Selfie attendance is the practice of marking employee work attendance by capturing a live selfie from a phone (verified by AI liveness) instead of using a fingerprint or face-scan hardware terminal.

A selfie attendance app captures a live face image at clock-in, runs an AI liveness check to ensure the face is real (blocking photos, screenshots, masks and printed faces), and matches the selfie against the employee's enrolled face template. Combined with GPS and geofence enforcement, it produces an audit trail equivalent to or stronger than a fingerprint reader.

Selfie attendance became the dominant Indian SMB pattern after 2022 because it removes the Rs. 7,000-15,000 typical per-site cost of Indian SMB biometric terminals (plus AMC and install), scales to any number of branches with zero hardware, is hygienic (no shared touch surface), and is harder to game than fingerprint-sharing.

AI face liveness is an anti-spoofing technique that uses micro-movements, depth and texture analysis to verify a live human face is in front of the camera — blocking photos, screenshots, masks and printed images.

Plain face match compares an image to an enrolled template; it cannot distinguish a real face from a photo of that face. Liveness detection adds an active check — typically analysing skin texture, head micro-movement, blink dynamics and 3D depth — to certify that a real, present person produced the image at the moment of capture.

In production attendance systems, liveness reduces false-accept rates to under 1%. It is the single feature that makes phone-based attendance more fraud-resistant than fingerprint readers, which are routinely defeated by physical print sharing.

Kiosk mode is an attendance setup in which one shared tablet at a fixed location (reception, store entrance, factory gate) handles selfie + face-match punches for the entire team — replacing per-employee phones.

Kiosk mode is the preferred deployment for retail stores, factories, schools and clinics where employees do not carry company phones or where BYOD is restricted. The tablet runs the attendance app in a locked single-app session; staff queue up, face-match in 2-3 seconds and walk in. The same kiosk handles dozens of staff per shift at no additional hardware cost.

Kiosk attendance preserves all the data quality of phone-based selfie attendance (AI liveness, GPS at the kiosk location, audit trail), at lower per-employee setup cost. Many businesses run hybrid: kiosk for in-store staff, phone-based for field reps.

Biometric attendance is the use of unique biological signatures — fingerprint, palm vein, face scan or iris — to verify employee presence at clock-in, traditionally via a fixed-site hardware terminal.

Biometric attendance was the dominant Indian workplace pattern from roughly 2008 to 2020, anchored by fingerprint readers at office and factory entrances. Each terminal typically costs Rs. 7,000–15,000 in India for SMB-grade units (plus annual maintenance), requires a network drop and power, and serves one physical site.

Since 2022, phone-based selfie attendance with AI liveness has displaced biometric machines in the Indian SMB segment. The economics (published software tiers for office headcount — starting from ₹2,100/year for 7 on attendance — versus roughly Rs. 2–4 lakh in hardware alone for a 28-store rollout at typical Indian terminal prices), hygiene (post-COVID), and superior fraud resistance (liveness blocks buddy punching; fingerprints get shared) have made software-only attendance the default for new rollouts.

Buddy punching is the practice of one employee clocking in for an absent colleague — historically the largest source of attendance fraud in fingerprint, card and PIN-based systems.

Estimates from US and Indian payroll surveys place buddy-punching losses at 2-7% of total payroll cost across affected workforces. Fingerprint sharing, card lending and shared PINs are all common buddy-punching vectors that the underlying hardware cannot prevent.

The only attendance methods that materially block buddy punching are (a) AI liveness selfie + GPS geofence (mobile), and (b) iris or palm-vein scanners with anti-spoof (enterprise hardware). The mobile approach has won in SMB because it achieves comparable fraud resistance at one to two orders of magnitude lower cost.

A geofence is a virtual perimeter drawn on a map around a physical site (store, office, customer location) — used by attendance and field-tracking apps to enforce presence at the right place at the right time.

Geofences are typically circular (centre + radius) but can be polygonal for irregular sites. When an employee's device GPS enters the perimeter, the app fires an event — auto check-in, attendance acceptance, visit-form prompt — and a corresponding exit event when they leave.

Geofence enforcement is what makes mobile attendance defensible: a selfie taken at home is rejected because the device is outside the office geofence. Geofences also power visit dwell tracking and beat-plan compliance for field sales and service teams.

Anti-spoof GPS is a layered set of detection techniques — mock-location flag, rooted-device detection, emulator signatures and physics-based checks — that prevent fake-GPS apps from feeding false coordinates into a tracking system.

Free Play Store apps like Fake GPS Location can set a device anywhere on the planet. Without anti-spoof detection, a tracker accepts whatever the device says; with anti-spoof, the tracker flags suspect events for review or rejection.

Production anti-spoof systems combine four signals. (1) The Android OS mock-location flag, which apps using location-mock APIs set automatically. (2) Rooted-device and emulator detection, since spoofing typically requires elevated privileges. (3) Physics-based checks — impossible speed, suspicious accuracy stacks, point-to-point teleportation. (4) Device-fingerprint cross-checks across recent events.

A route polyline is the connected line drawn on a map by joining a sequence of GPS points captured during an employee's shift — used to visualise where a field rep travelled and to compute total distance for reimbursement.

Field-tracking apps capture sub-minute GPS positions, filter out noise (low-accuracy and jittery points), and run map-matching to snap the line to actual roads. The resulting polyline gives managers a complete day-route at a glance and allows precise distance computation, typically accurate within 5% of vehicle odometer for runs over 30 km.

Polylines are the data primitive behind auto km-reimbursement: total polyline distance × per-km rate → reimbursement line item, flowing into Expense and Payroll without manual estimates.

A beat plan is a pre-planned daily route of customer visits assigned to a field sales representative, distributor MR or service technician — used to ensure territory coverage and predictable customer touch-points.

Beat planning has roots in FMCG sales (the daily distributor 'beat'), pharma medical representative coverage and last-mile delivery dispatch. Modern beat plans assign each rep a sequence of geofenced customer locations with target visit time and KPI per stop.

Tracked beat plans turn intent into measured outcome: beat coverage % (visits completed vs planned), beat sequence adherence, average visit dwell, and conversion per call. Combined with anti-spoof GPS, beat plans become auditable rather than self-reported.

DSR stands for Daily Sales Report — a structured end-of-day record from each field sales rep covering visits made, orders booked, customer feedback and follow-ups, traditionally submitted as a typed message and now captured as a phone-based dynamic form with photo + GPS proof.

In FMCG, pharma, B2B distribution and field service, the DSR is the daily operational dataset that rolls up to coverage, conversion, pipeline and territory KPIs. Manual DSRs (WhatsApp message at 9 PM) suffer from latency, omission and embellishment.

Mobile DSR forms address these problems with structured fields (customer, products discussed, order amount, follow-up date), in-context capture (the form opens automatically on geofence entry to the customer site), and proof-of-visit (photo, GPS pin, signature, voice note). The output flows into operational dashboards and reimbursement.

Visit dwell time is the duration an employee spends inside a customer's geofence — a proxy for whether the visit was a real meeting or a drive-by, calculated automatically from geofence entry and exit events.

Dwell time separates productive coverage from inflated coverage. A rep claiming 12 visits is interesting; a rep with 12 visits averaging 18 minutes dwell is real coverage; 12 visits averaging 90 seconds dwell is likely drive-by tagging.

Visit dwell becomes powerful when paired with DSR forms (was an order or follow-up captured?) and conversion data (did the visit produce revenue this month?). Together they give managers a defensible picture of field productivity beyond raw visit counts.

PF (Provident Fund / Employees' Provident Fund / EPF) is a mandatory Indian retirement-savings contribution — currently 12% of basic wage from the employer and 12% from the employee, administered by the Employees' Provident Fund Organisation (EPFO).

PF applies to establishments with 20 or more employees and is calculated on basic + DA + retaining allowance up to a statutory wage ceiling. The employer's 12% splits between EPF (3.67%) and the Employees' Pension Scheme (8.33%). Voluntary Provident Fund (VPF) lets employees contribute more.

Compliant payroll software computes PF per employee per cycle, generates the ECR (Electronic Challan-cum-Return) file for upload to the EPFO portal, and reconciles employer and employee contributions for monthly remittance.

ESI is an Indian social-security and health-insurance scheme administered by the Employees' State Insurance Corporation (ESIC) — applicable to employees earning up to the statutory wage threshold, with contributions of 3.25% from employer and 0.75% from employee on gross wages.

ESI covers medical care, sickness benefit, maternity benefit, disablement benefit, dependants' benefit and funeral expenses for covered employees and their families. It applies to non-seasonal establishments with 10 or more employees in most states.

Compliant payroll software identifies ESI-eligible employees by wage threshold per cycle, computes employer and employee contributions, generates the ESI challan and reconciles the monthly remittance to the ESIC portal.

Professional Tax (PT) is a state-level Indian tax on professions, trades and employment — deducted by the employer from monthly salary and remitted to the state government, with slabs and rates varying per state.

PT is not a central tax; each Indian state sets its own slabs (typically Rs. 0–Rs. 200 per month). States with PT include Maharashtra, Karnataka, West Bengal, Tamil Nadu, Andhra Pradesh, Telangana, Gujarat, Madhya Pradesh, Kerala, Odisha, Assam, Tripura, Sikkim, Meghalaya, Nagaland, Manipur and Puducherry. Several northern states have no PT.

Multi-state employers need payroll software that applies the correct slab automatically by employee location of work. PT challans are filed on a per-state basis through each state's commercial tax / labour portal.

TDS on salary is the income tax withheld by an employer from each employee's monthly salary and remitted to the Indian Income Tax Department — computed on projected annual income under the Income-tax Act, with old and new tax regimes available per employee.

TDS computation depends on the employee's tax regime election (old vs new), declared investments and exemptions (80C, HRA, LTA, home-loan interest under the old regime; flat slabs with most exemptions removed under the new regime). Payroll software projects annual income, applies the chosen regime, and computes the monthly withholding.

Quarterly TDS returns (Form 24Q) and annual Form 16 issuance to employees are mandatory. Compliant payroll generates both, plus Form 12BA for perquisites where applicable.

Labour Welfare Fund (LWF) is a state-level Indian contribution that funds welfare schemes for workers — applicable in some states and computed at a fixed monthly or annual amount from both employer and employee.

LWF rates and remittance schedules differ per state. Some states collect annually, some semi-annually; some apply only above a wage threshold; some exclude certain categories of workers. Multi-state payroll must apply the correct LWF rule per employee per state.

Compliant payroll software maintains current LWF rates and remittance windows for all applicable states and produces challan-ready output for upload to each state's labour-welfare-fund portal.

Wage Protection System (WPS) is a UAE Ministry of Human Resources and Emiratisation programme that mandates electronic salary payment to employees through approved banks — using a Salary Information File (SIF) uploaded each cycle.

WPS applies to almost all private-sector establishments in the UAE. Employers upload a SIF containing employee labour-card IDs, salary amounts, accommodation and transport components per pay cycle to their bank, which then disburses salary to each employee's bank account. Names, IDs and salary components must match labour-card data exactly or the file is rejected.

Compliant payroll software generates the SIF in the format accepted by major UAE banks (Emirates NBD, ADCB, FAB, DIB, Mashreq and others), with optional accommodation/transport splits and built-in checks against labour-card data.

UAE end-of-service gratuity is a mandatory lump-sum payment to a private-sector employee on termination of employment — calculated under the UAE Labour Law at 21 days' wages per year for the first five years of service and 30 days' wages per year thereafter, capped at two years' total wages.

Gratuity is paid on completion of one year of continuous service. For limited-term contracts that end early at employee request, gratuity may be reduced. The calculation uses last drawn basic wage (allowances generally excluded) per the UAE Labour Law.

Compliant UAE payroll calculates gratuity automatically alongside leave salary, leave encashment, repatriation tickets and final-settlement amounts on exit. The numbers must match the labour-card data and the Wage Protection System (WPS) remittance log.

Attendance-based payroll is a salary-computation workflow in which days worked, overtime hours, late marks, leave and holidays flow directly from the attendance system into payroll — eliminating manual re-entry and the errors that follow from it.

Without attendance integration, payroll runs require monthly transcription of attendance data into a spreadsheet, where shift rules and overtime calculations are re-applied manually. Each transcription step is a source of error, and reconciliation against statutory contributions becomes painful.

With attendance-based payroll, the single attendance dataset is the single source of truth. Days, OT, late, comp-off, leave and approved expense are computed once and used everywhere — payslip generation, statutory filings and dashboards all draw from the same number.

Payslip on WhatsApp is the delivery of each employee's encrypted monthly payslip PDF directly to their WhatsApp number — eliminating the need for portal logins, email checks and physical handover, and matching the channel Indian and GCC workers actually open.

Email-based payslip delivery has a structural problem in blue-collar and field workforces: many workers do not use email actively, and those who do often have employer-managed addresses that lapse on exit. WhatsApp-based delivery has near-universal open rates in these workforces.

Implementation typically encrypts the payslip PDF with a per-employee passphrase (PAN-last-4 or DOB pattern), and sends a year-end pack at financial-year close for tax filing. Multilingual payslip templates (Hindi, regional, Arabic) further improve comprehension.

Daily-wage payroll is salary computation for workers paid per day worked rather than a fixed monthly amount — common in construction, agriculture, manufacturing and seasonal industries, and required to coexist with monthly-salaried staff in one payroll cycle.

Daily-wage workers' pay per cycle = days worked × daily rate, plus statutory contributions where applicable (typically PF and ESI). Attendance accuracy matters more here than for monthly staff, because every absent day directly reduces salary.

Compliant payroll software runs daily-wage and monthly-salaried staff in the same cycle, producing one payroll register, one statutory file and one bank-transfer batch. Mixed cycles are essential for construction firms, factories and large retail chains with both blue-collar and front-office staff.

Form 16 is the annual TDS certificate that an Indian employer issues to each salaried employee — summarising salary paid, tax deducted and tax deposited to the government across a financial year, and used by employees to file their income-tax returns.

Form 16 has two parts. Part A (issued via the TRACES portal) shows the employer's TAN, the employee's PAN, the total tax deducted per quarter and the challan details. Part B is generated by the employer and shows the salary breakup, exemptions claimed, deductions allowed (Chapter VI-A) and the final tax liability.

Compliant payroll software generates Form 16 in PDF, delivers it to each employee at year-end (commonly via email and WhatsApp), and produces the matching Quarterly Form 24Q for filing.

Leave accrual is the rule that grants employees a fixed amount of leave per period worked — typically monthly, quarterly or annually — and pro-rates the grant for partial-cycle joiners and exits.

Accrual rules vary by leave type and policy. Earned leave (EL) often accrues monthly (e.g., 1.5 days/month), casual leave (CL) and sick leave (SL) often grant annually. Accrual stops or pauses during unpaid leave in some policies and continues in others.

Modern leave management software runs accrual nightly at scale, applies pro-rata for mid-cycle joiners and exits, and maintains an auditable balance per employee per leave type. Carry-forward and encashment rules then operate against these accruals at year-end or exit.

Carry forward is the policy of allowing unused leave at the end of a leave cycle to roll into the next cycle — typically capped at a maximum number of days per leave type, with surplus either lapsing or moving to encashment.

Carry-forward rules are the single largest source of year-end leave disputes in Indian HR. The fix is making both the cap and the calculation explicit and automatic: per-leave-type cap, month-of-effect for the cap, and pre-defined treatment of surplus (lapse vs encashment).

Compliant leave-management software runs the entire carry-forward calculation on cycle close (typically December 31 or March 31 depending on policy), produces a transparent per-employee statement, and feeds any encashment into the next payroll cycle.

Leave encashment is the conversion of accrued unused leave into a cash payment to the employee — either at year-end (if policy permits) or at separation, computed at the per-day basic-pay equivalent.

Year-end encashment is a policy choice; separation-encashment of earned leave is mandatory in most Indian states under shops-and-establishment acts. UAE Labour Law mandates leave salary and leave encashment on exit.

Compliant payroll computes encashment automatically against the per-leave-type carry-forward and accrual rules, and produces a payslip line item or final-settlement statement.

A GPS-stamped receipt is an expense submission in which the receipt photograph carries the device's live GPS coordinates, timestamp and device fingerprint at the moment of capture — turning a self-reported expense claim into an auditable, location-verified record.

Without GPS stamping, expense claims are accepted on trust: a tea claimed at a customer site could have been bought from home. With GPS stamping, the receipt photograph is anchored to a real location and time, with mock-location detection blocking spoof attempts.

Combined with OCR receipt scanning (vendor, amount, date, GST/VAT auto-extracted) and multi-level approval, GPS-stamped expense flow gives finance the audit quality of a corporate-card transaction without issuing corporate cards.

Auto distance reimbursement is the automatic calculation of an employee's daily kilometres travelled — from the GPS-tracked route polyline — and the application of the policy per-kilometre rate to produce a reimbursement line item, without manual estimation.

Manual distance reimbursement is a perennial monthly argument: reps round up, managers round down, neither side has objective data. Auto distance turns the negotiation into arithmetic — the GPS route is the route, the kilometres are the kilometres, the rate per km is policy.

When wired into the expense and payroll modules, auto distance produces a same-cycle reimbursement on the payslip. Typical Indian field workforces see field-cost reduction of 10-15% in the first month, mostly from removing inflation rather than removing claims.

Workforce KPI scoring is the automatic computation of per-employee performance metrics — completion rate, on-time rate, photo-proof rate, attendance rate, beat coverage — that roll up to weekly leaderboards and feed performance reviews.

KPI scoring closes the loop between operational data (attendance, tasks, visits, expense) and management feedback. The metrics most worth scoring are the ones tied to evidence: completion with photo proof, visits with dwell time, attendance with anti-spoof, expense with GPS-stamping.

Effective KPI dashboards group scores by role, branch and team, surface anomalies automatically and deliver leaderboards on WhatsApp at a weekly cadence — the channel managers and reps actually open.

Anomaly AI is the automated detection of significant deviations from a metric's rolling baseline — attendance drops, late spikes, expense outliers, geofence breach clusters — surfaced as alerts to managers when they are still cheap to fix.

Static thresholds ("alert if absenteeism > 15%") create false positives and dead alerts. Anomaly AI compares each metric to its own rolling baseline so a branch with chronic 12% absenteeism only alerts when it drifts to 19% — the deviation, not the absolute number, is the signal.

In production, anomaly AI runs daily per branch, per metric, and ships alerts on the same channel as routine reports (WhatsApp PDF, dashboard banner). The combination of routine and anomaly delivery keeps managers engaged without overwhelming them.

Offline-first attendance is a design pattern in which attendance and visit data are recorded locally on the device first, with a tamper-resistant timestamp, and synced to the server when the network becomes available — used at construction sites, mines, basements, tunnels and rural beats where connectivity fluctuates.

Offline-first is not just a feature; it is a posture. The device is the system of record at capture time, and the server is the system of record at audit time. Both must agree, and the reconciliation must be auditable across the gap.

Production implementations sign each event with a per-device key at capture, queue events in a write-ahead log, batch-upload on reconnect, and reject any retroactive edits to local events. The result is attendance data that survives multi-day outages without loss or tampering.

A master distributor is a channel partner appointed by an OEM to hold exclusive distribution rights to a defined territory (typically one city), recruit and manage sub-dealers in that territory, and earn an override commission on every sub-dealer sale in addition to direct margin on their own sales.

The master-distributor model has been the dominant Indian channel structure for two decades — used by Tally Solutions for accounting software, Quick Heal and Norton for antivirus, and the major FMCG and consumer-electronics brands. In SaaS, the same shape pays a master distributor 40% direct margin plus a 20-25% override on every sub-dealer sale, with lifetime renewal commission as customers renew year on year.

Appointing one master per city aligns incentives: the master has a single throat to choke for the OEM, and the master has full motivation to recruit sub-dealers because there is no competing master inside the city boundary.

A sub-dealer is a city-level reseller who buys software subscriptions from a master distributor (or directly from the OEM), sells them to SMB customers in their local market, and earns a fixed margin per subscription with recurring commission on every renewal.

Typical sub-dealer profiles for the WappBlaster Master Distributor programme are computer shops, biometric machine resellers, Tally / Busy / Marg dealers, CA and CS firms, HR consultants, IT integrators and telecom resellers — businesses with existing SMB relationships and the trust capital required for software-recommendation sales.

Sub-dealer margin in the WappBlaster channel is a fixed 40% on every Attendance, Field Tracker and Taskgati subscription, with the same percentage carried for the lifetime of every renewal.

Override commission is a percentage paid to a master distributor on every sale made by sub-dealers within the master's territory, in addition to the sub-dealer's own direct margin — compensating the master for recruitment, training, channel management and territory exclusivity.

In the WappBlaster Master Distributor programme, override commission is 20-25% of the subscription value, paid monthly against a GST invoice on the 10th of the following month. The exact percentage inside the 20-25% band is set on the onboarding call based on city size and the master's volume commitment.

Override is paid for the lifetime of every customer — every renewal regenerates the override at the same percentage. Over a 3-year cohort, override income typically compounds to 2-3x the year-one figure as renewals stack on new acquisitions.

Channel margin is the share of subscription revenue paid to the distribution channel (sub-dealer plus any master-distributor override) by the OEM, in exchange for customer acquisition, on-the-ground demos, training and renewal management.

Industry trade press places Indian channel margin in the 20-30% band for Tally Certified Partners and the 25-30% band for Quick Heal regional distributors. The WappBlaster Master Distributor programme deliberately ships a higher recurring channel margin — 40% sub-dealer + 20-25% master override — to recruit the right partners during the 2026 build-out.

Healthy channel margin is the price the OEM pays not to build a direct field-sales operation in every city. The recurring renewal nature of SaaS means the OEM keeps paying that margin every year, which keeps channel partners aligned with the OEM's long-term success.

Recurring SaaS commission is the percentage paid to a channel partner on every annual renewal of a customer they originally signed — typically at the same rate as the new-sale margin, paid for the lifetime of the customer.

Recurring SaaS commission is the structural reason a SaaS channel business is materially more valuable than a one-time hardware-resale business. A Rs. 18,000-per-year subscription with 85% retention and 40% sub-dealer margin generates roughly Rs. 7,200 in Year 1, Rs. 6,120 in Year 2, Rs. 5,202 in Year 3 — and continues compounding while the partner keeps acquiring new customers.

Master distributors compound a second layer of override on top of the sub-dealer commission, making city-level distribution one of the highest-LTV channel structures in Indian software.

Exclusive city rights is the contractual appointment of a single master distributor per city, giving that partner first-refusal on every OEM-generated lead, every sub-dealer application and every direct enquiry from inside the city boundary.

City exclusivity is what makes the master-distributor commitment rational. Without it, masters cannot invest in long-cycle sub-dealer recruitment and demo training without fearing a competing master will harvest those efforts. With it, the master's incentives line up with the OEM's: the larger the city's customer base, the larger the override.

WappBlaster's exclusivity contract is renewed annually based on minimum volume and minimum sub-dealer count. Master Distributors who hit targets retain the city; failure to maintain commitments triggers a 60-day cure period before re-appointment.

Dealer KYC is the document and verification pack collected by an OEM before appointing a master distributor or sub-dealer — typically GST certificate, PAN, address proof, cancelled cheque or bank-verification letter, and (for UAE) trade licence plus VAT certificate.

Dealer KYC protects both sides. For the OEM, it confirms the channel partner is a registered business able to raise GST-compliant invoices and accept B2B payments. For the partner, the signed appointment letter documents commission rates, territory and exclusivity terms in a form admissible if disputes arise.

WappBlaster's Master Distributor KYC pack is typically completed inside 72 hours, after which demo accounts, the partner dashboard and the recruitment kit are released.

A master reseller is a partner appointed with rights to recruit and earn override commission on a network of sub-resellers within a defined territory — functionally equivalent to a master distributor in the SaaS channel context.

Indian software trade usage often treats master distributor, master dealer and master reseller as near-synonyms; the legal appointment letter is what defines the actual rights and commission structure. In the WappBlaster channel, all three labels point to the same appointment: one partner per city, 40% direct + 20-25% override, lifetime renewal commission.

Master reseller is the preferred label in markets where dealer carries hardware-distribution connotations and the OEM wants to emphasise the software-and-services nature of the channel.