May 2019 - wifiattendance

Posted on May 27, 2019 by Wifi Attendance Super Admin

What is Employee turnover

Employee turnover is the number of employees that leave the organization and are replaced by new employees. A high attrition rate means that the Employee turnover calculation will produce a larger number.

It is essential for an organization to timely calculate the Employee turnover to understand its attrition rate and create and implement corrective measures.

Higher Employee turnover is a great concern to organizations since there is a cost involved in hiring, training, and retaining an employee.

This money is washed down the drain when the employee decides to let go of the organization.

Types of Employee turnover

There are different reasons why an employee would leave an organization. The kind of Employee turnover depends on the reason why the employee was let go.

1. Involuntary Employee Turnover

Involuntary termination of an employee for reasons such as poor performance, not adhering to company policies, extensive absence from work, etc.,

2. Voluntary Employee Turnover

When an employee voluntarily releases themselves from the organization for reasons such as joining a different company, relocating to a different city, higher studies, etc.,

3. Desirable Turnover

This is one of those instances where Turnover is not considered as a negative factor. In occasions where an underperforming employee is replaced with an employee that exceeds the expectation of the organization, it is regarded asa Desirable Turnover.

4. Undesirable Turnover

When a company is losing employees, who have always exceeded the company expectation and have shown potential work throughout their career.

How is Employee turnover calculated?

There are different calculations to derive the Employee turnover percentage. The simplest and widely used options are mentioned below. All we need are 3 data points:

The number of employees in the beginning (B)
The number of employees in the end (E)
The number of employees that left during this period (L)

Number of employees who left the organization

Employee turnover % = ————————————————————— X 100

(Number of employees in Beginning + Ending) / 2

Tips to reduce the Employee turnover percentage

1. Hiring

Select the right candidate for the right role. All’s well that begins well. Choosing a candidate that is not the perfect fit for the role will obviously make it harder for the employee and employer to function appropriately.

2. Recognizing candidate potential during interviews

Stressing, on the first point, does not mean that makes the hiring process so narrow that you miss out hiring talented candidates. Remember, if not for the programme you are currently hiring, you may use the candidate for a different programme in your organization.

It is also possible that you may train the candidate to suit the requirements of the programme. As long as this works, well and good. It is a call you as a recruiter need to take during the hiring process.

3. Compensation

One of the main reasons for Employee turnover is compensation. It is important to provide the right compensation to the right employee.

Compensation does not necessarily mean only the basic salary. There could be options such as Incentives, Bonus, Health benefits, etc., that can work as both compensation and motivation towards working better.

There are also surveys that show that many Millennials refrain from taking up jobs that do not pay them well. They seem to have learnt the lesson from their parent’s careers. Decent remuneration quals reduced Employee turnover.

4. Buddy system

Every organization has a training programme and dedicated trainers to perform these pieces of training. While this is a definite winner, it will also help if employees can share knowledge with their peers through the training session or buddy system.

This will help employees improve their knowledge through discussions and mutual help.

Buddy system or assigning older employees to monitor newbies will also instil a sense of satisfaction in their minds since monitoring over the new-hires is more like a progression within the organization and employees think that they are being recognized for their talents.

5. Respect employees

It is vital for the managers to show their respect towards their subordinates. Realize their potential and include them in the decision-making process.

Employees are not a fan of the idea of conclusions being made for them. They are the most integral part of the programme and hence will have more ideas and feedback about the programme. As a manager, it is crucial that you implement their feedback and suggestions.

It is also easier to create proactive processes to ensure that negative customer impacts, such as customer dissatisfaction and complains, does not arise.

Employees tend to stick around longer when they know that their voice is heard.

6. Positive feedback

Everyone is all about giving constructive criticism and feedback when something isn’t going right. However, it is also important to share feedback when the employee is doing it right.

Positive feedback works as praise and appreciation. A 2-minute casual talk with an employee on how they are doing it right will go a long way.

Recognition is one of the significant ways to retain an employee and reduce Employee turnover.

7. Fun at work

A great way to retain employees is having fun at work. It is often seen that the Employee turnover percentage is lower in organizations that have regular fun activities at work when compared to those who don’t.

Considering that they spend most of their time in the office, it is ideal for the organization to invest time and effort in conducting programme / individual-centric fun activities.

Some employees state that compensation takes a back seat in companies that takes time and effort to improve the employee’s happy quotient.

8. Work-Life balance

Spending most of their time at work is not some anyone enjoys. It is vital for any organization to understand and act on it.

Flexible hours, Work from Home options,etc., are some of the policies an organization could have. Remember, their child’s fancy dress competition is just as important as work.

9. Rewards and Recognition

Employee turnover is higher in organizations that do not follow a regular Rewards and Recognition Plan. It is vital for employees to know that the organization recognizethem.

It is also vital to ensure that undeserving employees do not receive rewards from upper management. This will impact employees more negatively than not receiving any rewards at all.

10. Bonus according to corporate bonus

There is no harm in following a limitless bonus programme. As a matter of fact, this opens up various opportunities to the employees. They also understand that you, as an organization, trust them.

When there is a business profit, a part of it can be paid to the employees. This will only motivate them better to work towards the organization’s vision; meaning, more business profits.

It will also help to celebrate achieving such organizational milestones with the employees. This does not have to be a costly affair; buying breakfast for your employees would do too.

11. Forecasting

Overtime is one of the significant issues employees face in an organization. Forecasting and staffing accordingly will ensure such situations does not come up. Even if it does, you can explain it to the employees so that they are prepared.

If it is absolutely required for the programme to get employees to work overtime, ensure that you compensate them well for the work overload. Nobody wants to work for free, let alone work extra for free. You are sure to lose employees in this case.

12. Career growth

Employee turnover is linked with a lack of carrier growth more often than you think. Internal Job Postings is vital for the employee’s growth, and each organization need to have an ongoing plan to move employees internally according to their skills.

An organization can either train employees for the movement or ask the employees to train themselves. It is, however, held at high praise if employees receive help from organizations to improve their skill sets.

We understand that this is a time and money consuming process for any company, however, it is essential to understand that the money spent on these training these employees are invested in the company itself when the employee implements the training in their new role.

Also, it is easier to hire and train entry-level employee than to hire a management level employee and educate them on the company policies and procedures.

13. Work culture

Having a tight-knight, and casual work culture will enable employees to build friendships within the organization. Employee turnover may not seem much of a problem when friends work with friends.

These are some of the top tips and tricks that we curated for you to bring down the Employee turnover numbers. Following even one of these processes will make huge differences. Don’t believe us? Try it for yourself; thank us later.

Posted on May 23, 2019 by Wifi Attendance Super Admin

What is Family leave

The leave of absence taken to attend a family member is called Family leave. It’s there right in the name. It could be a leave taken to take care of a child, illness of spouse, parents, siblings or other immediate family members. Family leave is usually unpaid leave.

Leave balance will be deducted from the employee’s account; they will face Loss of Pay.

Some companies, however, do provide paid Family leave.

Well, good for you if you are employed in one of these organizations. Paternal leave is an example of paid leave.

Some organizations have finally come to believe that paternal leave should be considered paid leave, and all are expecting mothers are given up to 6 months leave to tend to their new-born.

Some organizations also provide up to a month’s paid leaves to fathers of new-borns. Paid leave is not a facility available in most organization. However, the Human Resource does sanction Family leaves for those who require it.

Things HR Manager Must Consider When Dealing With Family Leave

Now that we are aware of what Family leave is, let’s look at this topic from the Human Resource point of view.

Irrespective of the organization’s policy of paid or unpaid leave, expecting parents will definitely need to take leaves for an extended period.

An emergency in the family would also lead the employees to take up Family leaves on an unplanned basis.

Let us look at how the Human Resource team can possibly prepare for such situations and what the Human Resource team needs to keep in mind which sanctioning the Family leaves:

1. Understand the law

Different countries and different organizations follow a different set of rules for Family leave. It is essential that the Human Resource team is aware of the set rules in the first place.

Multiple employees will have multiple questions when they are planning on taking Family leave. Human Resource team should be in a position to explain the policies clearly to the employees.

There have been cases where organizations have been sued based on incorrect information shared by the Human Resource team. Being aware of the policies and rules is the best practice.

2. Documentation of Family leave policy

How will you explain the Family leave policy to your employees if you have doubts yourself? It is important to have documentation of the company’s approved Family leave.

The Family leave document can be shared with all employees and also used as a reference by the Human Resource while explaining the procedure to employees.

You can always make exceptions to the Family leave policy as per employee requirement if needed; however, it is best to adhere to the policy.

3. Prepare for the workflow

In cases where you know that the employee is expected to go on Family leave, enable managers to distribute work among the other team members.

It is the Human Resource team’s responsibility to ensure that the hand over document is collected from the employee. This needs to be verified with the team manager before the employee is let go on the Family leave.

Human Resource teams can enable managers to cross train each team member to avoid bottleneck situations not only during Family leaves but also during the emergency absence of any employee.

4. Respect the employee’s privacy about the reason for Family leave

Employees may not want the whole firm to know the reason for their absence. Human Resource needs to respect this and be discreet about this information.

All is well and good if employees themselves want to share personal information with their colleagues. Ensure that you are not the one doing so.

5. Benefits made accessible

Explaining the policies and procedures to employees does not mean that they have it all sorted. Employees would have technical doubts even after they go on leave.

How to apply for the insurance, what costs are covered by the insurance, can the Family leave be extended, etc., are some common examples. It is important for the Human Resource to be available for the employees while they are on Family leave to clear their clarifications.

Creating an online portal with consolidated information of all leave policies would also work well for both you and the employee.

Setting up an Employee Assistance Program – EAP is also an idea that will work well for both parties. This will work as a separate dedicated line for employees to contact during crisis while on Family leave.

It is also important that Human Resource does not provide additional information and invade employee privacy or confuse them about what they already know. Additional stress is not something the employees need to go through at the time of an emergency.

6. Flexibility

Being a new parent is a huge change. The Employee would like it if the organization they work in is flexible about their work timings and the other mini little things.

Human Resource can play a huge role in enabling this for the employee. It’s okay if they turn about a little late or if they want to bring their baby to work because their house help did not turn up that day. Don’t sweat about these minor things.

However, it is important to ensure that employees do not take advantage of this flexibility. Human Resource team have to know where to draw the line.

Some companies bring in employees part-time after Family leave. This benefits both the employee and employer alike.

7. Contingency plan

It is often seen that parents may want to switch their job profile or work timings to suit the needs of the children. This includes male and female parents alike. Human Resource needs to ensure that they are prepared for such a possibility when the employee goes on Family leave.

Employees may want to continue on the same project with different work timings or role or may want to change the project in itself if they feel that the project does not allow them to be flexible according to their need.

Human Resource team needs to identify a backup person for the job, should the employee return with issues in continuing in the role.

8. Change in employee benefit policies

With all the budding excitement of new parents, it is possible that they forget to add their baby as a dependent on their policy. Human Resource needs to follow up with the parents and explain the dates within which these forms need to be filled.

The additional changes in the policies need to be explained to the employees.

9. Being sensitive

An employee returning from Family leave may not always be bearing happy news. Family leave could have been taken due to a death in the family, illness or other unfortunate instances. Human Resource team needs to ensure that the employee’s situation is handled with the utmost sensitivity.

Human Resource needs to guide employees through a difficult time to make them comfortable and have a smooth transition time.

10. Celebrate when needed

Just like helping an employee through tough times, it is also important to celebrate when they have great news. Gifts could be sent to hospitals in case of childbirth.

11. Post birth accommodations

There may be cases where the organization would have to make few accommodations for employees that have a new-born in their family. Human Resource needs that they assist employees in such cases.

Change in their insurance plan, work timings, etc., are some examples of changes that may be expected. Human Resource needs to be prepared for these.

12. Additional childcare benefits

Though not a necessary option, it is helpful when employers accommodate additional child benefits such as in-house daycare or providing subsidies for the employees.

It is seen that organizations that provide one such option so employees can retain these them for longer than in other organizations.

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13. Work-Life balance

It is not right for the managers to bombard the employees with work as soon as they get back from Family leave. Human Resource needs to ensure that these employees have a proper work-life balance after they return to work and don’t spend most of their time at the office and not with their children.

This occurs when there is lack of planning. Having a backup while the employee is on Family leave is essential to ensure that they do not be burdened when that get back. It is seen that attrition is higher in programmes that fail to provide work-life balance to a returning employee.

14. Changes in pay discussion

It is possible that an employee may want an increase in their income, considering there is a newcomer in the family. Human Resource needs to anticipate this discussion when an employee returns.

Most people don’t realize how expensive hospitals can be. Once most of every penny is spent from the savings, they would like to get back to the organization and discuss redefining their pay structure.

15. Connect employees with other new parents

Human Resource does not have to carry all burdens on their shoulders. They can always connect the employees and have them discuss their experiences. A lot can be learnt from such sessions, and this will also work as moral support.

So, these are some of the tips about things an HR must have in her consideration list while sanctioning family leave.

Posted on May 17, 2019 by Wifi Attendance Super Admin

We have witnessed a major recent trends in human resource management industry for the past few years. If you look back, everything from the hiring process, people analytics to software systems has evolved.

Instead of just engaging the employees and giving an upper hand to their satisfaction level, today’s trends are more inclined to enlighten the overall HR culture.

The HR department has moved far forward than just mere recruitment, benefits management, professional development and time and attendance.

Here let us have a look at some of the most recent trends in human resource management that can change the overall working scenario of a daily office.

1. Employee experience

More than the engagement of employees at workplace, the focus has shifted to employee experience. More than mere engagement, concentration is now given to enhancement of company culture, and performance management.

The main roles of the HR department now covers enhancing employee’s journey map and giving a greater exposure to feedback tools, employee wellness apps, productivity tools and advanced communication tools.

Moreover, they are analyzing the employee data to address the need of staff and enhance productive office atmosphere. They can even use its possibilities to ease the implementation of the HR process and improve the employee’s career.

2. Advanced people analytics

Companies have moved far ahead from just the back office data to utilizing the best of people analytics. Reporting through the dashboards has outdated in most of the companies and focus is more on predictive models.

SAP Success Factors, ADP, Visier, Cornerstone and Oracle are among the most widely used HR tools to enhance the possibilities of HR sector to improve the overall effectiveness of employees.

Most of these tools come with advanced features like employee retention predictors. They can even help build strategies like making job moves to get higher performance.

3. Learning management systems

Despite the position of the employees or their experience, learning new skills is important to stay updated. That is why constant learning is now a novel trend in the HR sector. Providing learning opportunities to employees is the key for any company that is eyeing for progress.

An improved skill set can help employees to deliver their best at workplace that reflects in the overall productivity of the enterprise. Learning management systems are playing the crucial part in tracking the employees learning process and even to collaborate between various departments effectively.

4. Augmented reality

One can undoubtedly say that VR and AR are the key trends in today’s HR market which offers an upper hand for learning market and performance support for organizational staff.

The simulation process is the highlighted feature that aids employees in preparing themselves to how to respond to real life situations.

It has a huge influence on proper recruitment process as candidates are given exposure to real-life work situation.

Moreover, there are options for candidates to take a virtual tour of the company and get an exposure to the organizational culture personally.

5. Productivity of HR process

Earlier the focus was covering the automation of areas like record keeping, performance appraisal, resume capture, interview and hiring, compensation and assessment.

However, the focus is now shifted to productivity of the overall HR process than just automating sections.

https://www.youtube.com/watch?v=IJ5jJabbE2o

So significance is now given on the techniques to enhance productivity like quality people, considering people analytics, team-centric companies, and optimal usage of hired employees as well as agile workforce.

Now the key role will be to sort out employee’s focus, engagement and burnouts and build strategies accordingly.

6. Digitized rewards and recognition

Receiving praise and recognition is the key to help employees to trigger their performance level and these are undoubtedly true motivators for most of them. However, the present trend has taken this a step forward as rewards and recognition is now becoming digitised.

Digital recognition is helping them excel one step higher and peer to peer recognition for their contribution through social media platforms is evidently improving their performance scale.

7. Online skill assessments

The trend of using online skill assessments is now seen in companies as it is proving effective as an optimal talent management tool.

It comes in the form of surveys, quizzes, tests, and exams that offers a platform for companies to learn what their employees actually know and even a chance for self assessment for employees.

8. Biometric time tracking and security

This is another recent trends in human resource management that offers a lot of room for minimizing attendance fraud risk by using biological markers to recognize employees. Companies are now using facial or iris recognition and fingerprint scanning.

Minimizing time theft through these means help companies to save their funds to a great extent. Employees are blocked from doing unwanted fraud actions outside the office hours as system access will be tracked. This additional layer of security also offers an advantage of tracking business property.

9. Enhanced employee engagement

When it comes to employee engagement, it has moved forward a lot from mere basic activities. The scenario is now digitized and employees are offered lots of wellness and fitness apps. The goal is to ensure proper work and life balance.

Building a sustainable workforce by balancing professional and personal lives helps them to be more productive and then end result will be a profitable enterprise. Companies are now taking initiatives to set up seminars and sessions like yoga, dietary counselling, and counselling on improved work-life balance.

10. Transformation of leadership

Unlike in the past, leadership is not always about leading a team or managing them. The digitalised world has put forward possibilities of networked organisations than bring more success than with just delegation of authority.

Individual employees are enabled to initiate leadership on their own and sometimes even without proper formal authority. The shift of leadership goals have changed from simply leading people to overall coordination of the ecosystem of work.

11. Targeted recruitment

One of the mostly discussed trends in HR sector is targeted recruitment which is processed through social media and cognitive assessment.

Companies are utilizing the possibilities of cognitive technologies that come in the form of predictive algorithms, natural language processing and self-learning.

At time of recruitment, they use tools that consider career experiences and skills to provide a fit score to see if the candidate matches the organizational requirements.

Moreover, reputation checks of organizations and their competitors are now easy with social listening that is possible in the form of public reviews.

12. Wearable Tech

Work place health can be monitored more systematically through this emerging HR trend. These wearable tech possibilities can make a huge impact on employees working on high pressure situations.

These devices are designed to track several features like heart rate, pupil dilation, body temperature, and similar areas. Management can analyze these points to get a deeper insight into stress and pain points of employees. They can reframe the strategies accordingly to improve their workplace experience.

13. Performance management

Unlike in the past when the performance was evaluated through monthly meetings or quarterly reviews, the present trend shows the shift of focus to real time feedback.

Apart from logistic benefits, this instant feedback can help managers to put up conversations about personal and professional development.

The real time open-dialogue conversations in fact help employees to benefit from constructive criticisms that give them a large room for improvement on the go.

VR can work closely with real time feedback for effective performance management and assessments.

Experts have advised not to react blindly to any of the emerging trends but to learn, understand and analyse it before applying to your particular business scenario.

As AI and technological advancements are emerging every day, we can expect even more dramatic changes in the HR trends in the near future, as well.

However, experts in the field are more or less sure that technology is not going to replace any of the jobs or HR department but it is sure to better the way how jobs are done.

Posted on May 10, 2019 by Wifi Attendance Super Admin

HR Management challenges and solutions are one of the most integral parts of any organization considering they ensure the structural function of the company and the employees in it. They indeed are one of the pillars on which an organization is built.

There are multiple hurdles an HR team goes through on their day to day work that vary from an employee level to the organizational level.

Let’s get an insight into what their major hurdles are and how we could possibly improve the situation for the betterment of the employees and the organization alike.

1. Compliance with Laws and Regulation

It’s the Human Resource team’s job to ensure that all employment rules and regulations of the government and company regulations are maintained by the employees. This is easier said than done.

Getting all employees to abide by the company policy is a mammoth of a task, especially in Multi-National Companies consisting of 1000s of employees.

It is ideal for the Human Resource to deploy multiple teams in charge of each location to monitor the employees closely. Retraining on the corporate policies in a timely manner will help too. It is also vital to practise new-hire training to ensure fall out do not occur.

2. Change management

In a world where change is constant, it is not an unknown entity in the corporate world too. Some employees have great difficulties in coping with structural or fundamental changes that are implemented in the organization.

It is Human Recourse’s job to ensure that all employees adapt to each project they take on irrespective of how different it is from their comfort zone.

This is a difficult task considering there is no training provided for the HR team to guide employees through the transition.

It would be ideal if the HR team received training on how to help employees cope up with their stress during organizational realignments so that the Human Resource team can in turn help the other employees through the transition.

Also, regular meeting with the entry-level and leadership employees will help in embracing the ongoing change.

3. Leadership Development

It is crucial for any organization to have great leaders to guide their teammates. HR Management challenges and solutions will help in improving employee satisfaction and morale. It is seen that companies that have below par management training programme have got higher attrition.

It is required to identify a suitable candidate for the leadership position keeping in mind the requirements of the program and provide adequate training to the candidate so that they are enabled to guide the group of employees to success. This is the responsibility of the Human Resource management team.

The best practice is to incorporate such training modules into the work culture. Goals set on day to day activities will also help motivate them.

4. Workforce Training and Development

Training is given not only to the leadership team but also the new hires. It is essential to impart knowledge to the new hires on the organizational policies and structure. Also, it is essential to conduct periodic re-training to the entry-level employees to develop their skills.

The training does not have to be time and money consuming, executed well. A team of trainers could be hired to provide training to all employees year long. One could also consider online training since they are the next big thing now and are relatively cheaper than having a team of in-house trainers.

5. Adopting to Innovation

Innovation is an everyday occurrence in today’s world. Getting employees to learn and adopt new technologies are essential. Companies may even stand the risk of being yesterday’s news if the latest technologies of their field are not incorporated.

Constant training will help the employees keep pace with the why, how and when.

6. Compensation

It’s all for the money at the end of the day and employees are prone to shift jobs if they find the grass greener at the other end of the fence. It is difficult especially for small organizations to compete with the pay scale of larger corporates.

The HR team can help by introducing other benefit plans for the employees such as Employee reward points or an Incentive for performance.

7. Understanding Benefits &Packages

Earnings are not the only priority that makes an employee stay longer in the organization. It is seen that companies that have below par Work-Life balance tend to lose more employees. It is another important and challenging task at the hand of Human Resource.

Options like Vacation time, Flexibility in time, Free snacks, Wellness programs, etc will help keep the employees happy with the organizations.

8. Looking After Health and Safety

Workplace harassment and stress release are major concerns Human Resource deals with when it comes to employee safety. It is highly essential to ensure that all employees feel safe at the office and this task befalls on the HR Management challenges and solutions.

Having strict policies against harassment in the workplace is mandatory. Also, workshops on stress management and tips to keeping good health through a mailer will go a long way with the employees.

9. Recruiting Talented Employees

Attaining candidates for the programme is one of the most cost-effective and time-consuming processes a company goes through.

HR Management challenges and solutions takes care of the whole process and this puts them in an awkward position by default. There is no proven way of understanding if the candidate will actually stay long in the programme or if the candidate is actually a 101% right for the position.

A lot of companies these days rely on external recruitment organizations for hiring candidates. This eliminates the company’s task of investing time and money in keeping records of the employee.

Also, temp-to-hire solutions are provided by these recruitment services that let the Human Resource team worry only about the training for the candidate.

10. Retaining Talented Employees

Retaining employees is another one of those tasks that make the Human Resource team’s life miserable. It is crucial for any organization to retain its talented employees for all the right reasons.

All organization spends time and money in improving the talents of an employee and would not want to see the money be washed in the drain when the employee leaves them.

Rewards and Recognition is an idea Human Resource swear by, to ensure that talented employees are rewarded for their achievements.

On-boarding process plays a major role in employee retainment too and it would help the Human Resource team if they focus on these aspects.

11. Workplace Diversity

People of many cultures, ages and background work under the same roof in every organization. Ensuring a healthy and ongoing rapport between all employees is a constant challenge faced by Human Resource team.

Conducting a diversity training programme has proven to be helpful in many organizations and this will help employees to understand people with different ideologies.

It is important to lead by example in such scenarios and also have an accountable system to ensure no fall outs happen.

12. Ensuring Data Privacy

In an era where Privacy is easily becoming a thing of past, it is extremely important for Human Resource to ensure data security.

Data security can only be attained on a large scale when all employees are trained on best practices. Also, a monitoring system to ensure no data transfer is conducted has to be in place along with a system that holds accountability for all employee and organization information.

13. Transparent Work Culture

It is crucial for an organization to make its employees feel that they are part of the system too and this can only be achieved with transparent workplace culture in place.

Human Resource has to go the extra mile to ensure that all policies and procedures are transparent and made with keeping employees in mind. It has to be made a practice to incorporate this in all employees from leaders to entry level agents.

14. Career Advancement Opportunities

It is important to ensure that employee talents are recognized and career advice is given accordingly. It is difficult for Human Resource to ensure this happens with all employees.

A lead in every team can be placed to ensure that employee’s talents are recognized and career advancements are offered accordingly. Human Resource team can in turn monitor the leads to ensure that the system is functioning.

15. Balanced Employee Productivity

It is important to keep employee productivity at a balance in terms of productivity. This could lead to employees having too little or too much on their plate. This imbalance would definitely cause employee dissatisfaction.

HR Management challenges and solutions has to warrant an automated procedure in place that will ensure equal distribution of work among all employees in the programme.

Also, monitoring this process is an important task that should not be left out.

16. Employee satisfaction

Attaining employee satisfaction is by far one of the most difficult tasks handled by Human Resource. Satisfaction is to each; it is own and is impossible to have global processes to ensure complete employee satisfaction.

Human Resource needs to have an ongoing process that ensures feedback collection and monitoring of employee’s satisfaction. This has to be done on a team level basis.

17. Employee – Manager conflicts

Handling employee – Manager conflict is a critical and crucial task taken care of by the Human Resource.

Employee and manager have to continue working along with each other post this mishap and Human Resource has to ensure that there are no miscommunications on the discussion and an unbiased decision is taken.

Posted on May 6, 2019 by Wifi Attendance Super Admin

Absence of a documented procedure for leave management can cause businesses more than just loss of capital. Lack of validation of acquired leaves is an important element of data that helps to understand the current scenario and affects imminent scheduling and other decision making in terms of human resource.

Companies that do manage to keep tab of employee absenteeism but are at the mercy of paper trails get penalized for maintaining incomplete or distorted records.

Hence it is important that they resort to automated means of leave management to safeguard the credibility of the firm and dodge unnecessary trouble caused due to poor leave management.

Inadequate leave management can have serious impacts on your business. Have a look:

1. Manpower crunch during important deadlines

2. Legal problems due to Non-compliance to employee leave policy

3. Worker compensation penalties if employees are over worked and call sick

4. Financial liabilities of unused leaves

5. Impeding Employee productivity

6. Discouraged employee morale due to lack of leave management