The Top 5 Myths About BIR CAS-Ready Cloud Accounting Software: Debunked
By Johnny Kawa Introduction In recent years, cloud accounting software has gained…
While companies expect regular ongoing attendance from their respective employees in exchange for compensation, still, poor attendance is a common employment problem the human resource department must manage.
There are forms of absence that are considered and even stipulated in a basic employment contract such as vacation, sick leaves, and statutory holidays. Generally, they are beneficial to both parties because they are normally scheduled and the organization can adjust accordingly to the impact on its operation.
However, some absences are habitual and unscheduled, which are totally avoidable, disrupting workflow and causing lost profit. This is primarily the reason why absenteeism and tardiness at work should not be ignored because when lost minutes are added up, it also means lost productivity that will eventually hurt the business.
Managing employee attendance requires in-depth knowledge and overall consideration of the legal issues and schemes such as fair contracts and worker’s rights. But monitoring attendance is not easy and there are chances that companies are doing it the wrong way.
One of these mistakes is not having an attendance tracking plan in place. Implementing an attendance system can help in detecting the absenteeism trends and the incidence of related costs and management. To do this, the company must figure out how to collect the attendance data and assess what tools are at their disposal to address the issue.
The unclear or non-existing policy is also a reason for poor attendance management. It’s not always clear what counts as on time, especially in a remote or work-from-home setup. Is there a set time for employees to arrive, or is it flexible? Is the punishment for those who consistently arrive late or for those who dont show up at all? Many employers failed to establish or update a clear and consistent policy that leaves issues such as confusing well-meaning employees and incentivizing abuse by others.
As mentioned, the company needs to assess what tools are being used for attendance management. Failing to use the right tools may cripple the plan and policies in place. You need a system, but it has to be the right system.
Manual tracking may work, but the problem is, it’s not always accurate. Cloud-based attendance management like easyHR allows real-time attendance viewing and lightens the burden of inaccurate and time-consuming manual tracking to get a better analysis of the overall labor costs.
