HR app Archives - Wifi Attendance

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.

Anayse productivity with wifi attendance ad banner

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 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 April 12, 2019 by Wifi Attendance Super Admin

Artificial intelligence is taking over power in almost all areas now and the case is no different in HR technologies. There are talks like AI is going to replace HR professionals making the technology redundant which is not true at least in a few upcoming years.

Of course, AI has changed the way HR professionals have been working over decades as it has extended human capabilities that made them even more effective.

Importantly, companies are taking the assistance of these technologies to automate many of the time consuming tasks. This in turn is helping the employees to work on more important areas and utilize the saved time effectively to improve the overall productivity.

If anyone says that AI is slowly redefining the functions of HR tech, it is more or less true to some extent.

Here we can have a look at some of the most important changes or benefits that are experienced in HR tech with the role of AI.

1. Personalized on boarding for employees

AI systems can make the on boarding session really helpful for a new employee. They don’t need to fumble just because the person at nearest desktop is from a different department or if they are short of training in the role. AI system can in fact speed up the process by answering the most critical questions.

They can flawlessly move on with the right set of information including the contacts, locations or even the training suggestions to easily get going. An AI engine can also connect them to the new hire web pages where they can get lot of relevant information.

2. Learning and development

AI assisted learning programs are helping employees to sharpen their skills and improve their performance. HR professionals can just focus on any additional learning needs or arrangement of training sessions while employees can get a standard learning platform through AI programs.

Many companies are now adapting game based programs where employees play games to improve their skills online without the need of any real time classroom. AI is shifting learning to a self service domain as employees can choose their relevant short duration digital courses to enhance their grades.

3. AI recruiters

The recruiting process is one of the most time consuming and tedious process according to HR professionals. Filtering a group of eligible candidates from thousands of applications and then going through several level of recruitment process can be a hectic task.

However, the AI recruiters can make the job easy for them as almost half of the task can be handled without human interaction.

The systems can almost offer custom experiences to candidates by automating of scheduling interviews and assisting with feedback to proposed candidates.

The applicants can even get their questions answered in real time. This makes way for human recruiters to utilise more of their time to convert candidates to hires.

4. Cognitive supported decision making

The day to day decisions at the work place can be triggered by involvement of cognitive AI. Many of the tasks handled by HR people can be now well integrated and collaborated without many hassles.

This can be handling vacation requests when too many employees opt for leaves in the same time frame, systematic approach for team training, assisting in hiring processes and even suggesting for a break by determining your mood.

Decisions for tomorrow are suggested based on the data from the past and smart algorithms provide AI with prescient and insightful abilities. Predictive quality and reliability is maintained with its brilliance of creating models and interpreting data sets.

5. Smarter people analytics

Companies have been trying hard to collect relevant data about their customers over years to build an insight of their future behaviour. However, AI can do smarter people analytics thus taking away the hardest part of this most time consuming area.

HR professionals just need to do their part by enabling these AI machines to determine what type of data to analyze, track, protect and manage.

Of course such innovative ways to attract top talent and deliver improved candidate experience help companies to stay different from their competitors.

6. Reduce human biases:

It is not quite surprising to know that human biases can be an important factor when it comes to decision making in various company processes.

This is especially evident in the recruitment process as they tend to shortlist or filter candidates based on their unconscious bias. This can include going for candidates who are more or like similar to them or based on languages.

However, the AI based recruitment and filtering can reduce this to a great extent as it can minimize these bias patterns which in turn enhance their hiring communications and receive varied applicants.

Moreover, the software can sift through thousands of candidate applications at a much faster rate.

7. Employee analytics & retention

The AI features and possibilities can not only track big data regarding employees like her past record but even their mood over a period. Their emails and browsing history can be tracked thus reporting to management for corrective actions.

Similarly, mood meters can figure out the sentiments of employees over the period and help organizations to build up strategies to improve employee retention rates. Such moves can easily identify the employees who are planning to move out and thus plan for talks and discussions to improve their employee experience.

8. Mechanizing repetitive tasks

There are lots of low value tasks that are repetitive in nature but unavoidable for which human effort and time is used every day. The AI assistance can automate these tasks which save the otherwise used up time which can be used productively for some other tasks.

Instead of routine administrative tasks, their focus can be instead shifted to some strategic areas where human involvement is mandatory.

HR teams can save the time for more value added tasks like continuous feedback and mentoring. Even electronic employee helpdesks can be created where automatic responses can be received for common queries.

9. Improved relationships with employees

In addition to hiring the right set of employees, the AI intelligence can even offer assistance to improve the existing employee relations. As common business processes are streamlined, the chances of human error are minimized and thus save many employees from mistakes due to burn out sessions.

Moreover, the engagement surveys and similar tools are being effective to figure out the employee characteristics and temperaments and match them to the right departments, roles and co-workers.

They also have more ‘people time’ to interact with employees and solve their insecurities with hands on approach which was not feasible in the past due to time constraints.

10. Expand HR as a resource

The AI involvement in many time-consuming tasks can in fact expand their role as a resource for the company. As they get more time and freedom to dedicate on performance management, they can grow and sharpen their skills to contribute more to company’s betterment.

Their focus can be diverted to employee growth and productivity as well as building a positive working environment. Moreover, they can have an eye on the working of AI and closely watch the trends to apply the same in their profile to make a difference from the competitors.

11. Smart assistants

Would you be astonished if you have a smart assistant at office that help you make decisions from data analytics rather than insights? The smart assistants approach from AI system is seriously making a difference in the way managers can make decisions about their team’s progress.

Such assistance can in fact drive appropriate and contextual alerts to managers. This will be based on conversations happening within a company to spot out what has to be addressed and when to be addressed without any second thought.

Proactively making decisions can surely save a lot of time and of course utilize the best of many valuable resources.

It is somewhat true that the HR departments are leaving some of the time consuming tasks to AI looking to streamline the tough operations and thereby enhance workplace efficiency.

Even surveys have pointed out that HR professionals believe that AI can transform their talent acquisition in some way or the other. Streamlining of day to day operations, round the clock support, and performance management has made the technology more relevant and widely accepted in comparatively a short time.

Instead of thinking AI as some alien that has come to steal their role in the near future, HR departments have warm welcomed it and are utilizing its features and options to improve their quality of work.

Moreover, as professionals work more closely with AI, they are exploring more and more options and potential of the technology. This is giving a clear hint of future HR being a working partnership of machines and human brilliance.

Posted on August 13, 2018 by Wifi Attendance Super Admin

Many companies are switching from biometric attendance systems to mobile enabled attendance apps.

There are many technologies that can be used to track employee attendance and WiFi technology is the latest of them.

The technology of WiFi is not new in itself but its application in attendance tracking is innovative.

WiFi Attendance apps uses your office WiFi network to mark employee attendance. It is simple and uses the infrastructure that you already have.

This revolutionary application is different from biometric systems in many ways.

Here are 7 Differences between biometric and WiFi attendance tracking.

1. Live Tracking

Live tracking of employees on premise is possible with WiFi technology. The system works by detecting the registered mobile devices as soon as they are in office WiFi range.

This is useful to track employees in the big campus with multiple building. HR can log-in and check the whereabouts of any employee at a given point in time.

2. Accuracy of records

WiFi attendance tracking is more accurate that biometric.

Although biometric requires the employee to be physically present for punching in, there is no record of whereabouts of the employee in between. Because of this there is a possibility to manipulate attendance in the biometric system.

Attendance records of WiFi attendance system are far more accurate. WiFi can track not only the in and out time of the employee but also record the number of hours in office.

With the help of complete records HR can also run reports like average hour spent in office, absenteeism, break hours, etc,. This can be run for a team of per employee.

3. Infrastructure

The biggest cost saver in WiFi Systems is the zero infrastructure required. Because all offices already have a WiFi and each employee has a smartphone, there is no need for additional equipments.

WiFi systems can be plugged into your current WiFi network and all the employees registered by the admin account. Once the employees download app to their smartphone you are good to go.

In contrast biometric systems need fingerprint scanning machines at multiple access point. Depending on the accuracy required, these can cost anywhere from $50 to $500 per machine.

Maintaininace and repair of these equipments is another burden that falls on your admin department.

4. Down-Time

Another difference between biometric system and WiFi attendance system is the absence of down-time in the later one.

Since there are no extra machines required in WiFi system there is no question of downtime. You are good to go as long as your WiFi is working.

Faulty equipment and downtime in biometric systems can be an interruption in your day to day HR activities. If a biometric machine is out of service, then employees miss on attendance marking.

This adds on to everyone’s work including employees, managers and HR. Besides, they also cause mistakes in payroll calculations and leave management systems.

5. Self-Service

WiFi system is pretty much self servicing once its set-up. There are minimum possibilities breakdown and the attendance data is recorded in cloud regularly. All the features can be accessed by HR and admin account through the web-portal.

There is no need to call an engineer because everything from customization of reports to historical data is available from the admin dashboard.

Also in case of any support required it can easily be provided remotely as the system is on the cloud.

In contrast making changes to biometric will require raising a request and mostly a visit by an engineer. Since the data importing and record is not on cloud, remote support is not possible.

6. Flexibility to Scale

Biometric systems cannot scale quickly to your requirement whereas WiFi attendance systems can easily do so.

No matter the number of employees in your company, the cost of installation is high because of the biometric equipments and software.

For this reason biometric is not a good option for startups and small companies. Also, the cost remains fixed even if you scale down your workforce.

On the other hand WiFi systems have a flexible monthly payment option that can easily be scaled down or up depending on the workforce size.

It also has a per employee payment so that you only pay for what you use. And in phases of growth you can simply add users in the next month without the hassle of equipment installations and new fingerprint records.

7. Integration with HR Functions

As WiFi app clocks in employee working hours accurately it is a useful application for other HR functions as well. For example, this attendance record can be used to automatically calculate paid off time, overtime and vacation time.

It can also be integrated with scheduling apps to maintain an hourly record of each employees work.

Some WiFi attendance apps have an inbuilt leave management and scheduling system that can be accessed through dashboard on login.

This kind of integration is not possible in a biometric system which remains just a means to record attendance.

Summary

There are many differences between biometric and WiFi attendance systems. From accuracy to cost savings, WiFi systems are definitely a better choice for small as well as big companies.

Rather that capturing data at two points, a WiFi system records data throughout the working hours in a day.

Data is power today. And you can only imagine how a detailed and accurate employee data can help companies take empowered HR decisions.

Posted on August 3, 2018 by Wifi Attendance Super Admin

Organizations now are opting, a tech oriented solution to every functionality. Marking attendance is one basic functionality unbiquitous across all sectors.

Conventional methods of registering the routine workforce turnout were laborious and time consuming.

The methods started off with paper based attendance marking and evolved to modern means like biometric systems and RFID cards.

The latest intruder is the wifi based attendance system.

What is a WiFi

WiFi based attendance systems are slowly propagating across the channels of establishments. The system offers a host of features that make employee management simple and effective.

Below are the highlights of the system that led to it being so popular and adored by the human resource departments:

1. Handy and efficient

The system is user friendly and works via multiple platforms. WiFi attendance works smoothly on any android or iOS device. The employees can mark their attendance once they are in the range set by the company.

The system is convenient for using – Basic requirement for the software is a mobile phone. The user interface of the systems is simple and hence makes it easy for any person to understand the working. The process is as simple as it can get. One tap and the employee is logged in.

2. More secured than conventional mode of attendance

The data is securely housed on azure cloud server. This platform is the most popular in business owing to the trustworthy features of secure storage. The concerns of security are ruled out right there.

3. Attendance information can be accessed 24X7

The best part about virtual records is that they are not bound by the confines of time in terms of availability. Your Human resource manager need go fishing through documents to retrieve data from a particular date.

All data is accessible on his computer. Primarily all he needs is the credentials to log in to the system and retrieve the information whenever needed.

4. Enhanced attendance evaluation

The process is automated to cumulate the data and calculates the number of hours the personnel have worked for a particular month.

The HR’s job is thus simplified for the purpose of calculating salary and overtime hours. The system requires zero human interference for maintaining records and computations.

5. Overtime observances

The easily accessible data makes it possible for the employees to check their number of work hours themselves. The readily available data makes it easier for the HR to restructure compensations and crank down unplanned leaves.

6. Time saving results

We can only imagine the amount of time that is saved owing to automated calculations in place of manual labor. The time saved can therefore be channelized towards improving infrastructure and workforce provisions.

7. Location Tracking feature

The system is supplemented with employee tracking feature. It is capable of tracing the location of the employee’s device. If an employee marks his attendance from anywhere outside the premises, the authority will be notified regarding the activity.

Not just that, but the HR can manage and track an employee’s location in real time.

Managing work place discipline will thus be a pushover!

Posted on June 25, 2018 by Wifi Attendance Super Admin

Most businesses focus on external growth and ignore the aspect of time and attendance management. An outdated attendance monitoring system that cannot accommodate flexible options and is difficult to use can negatively impact the growth of the company and its bottom line.

A business can be successful only when its managers look at the big picture. While sales are important, business owners must not ignore the development of efficient systems. HR and other internal teams must be able to productively coordinate and complete their tasks.

Here are 5 must –have features of an employee attendance app

1. Clocking In and Out

The most obvious feature, to begin with, is the ability to clock in and out. Employees must be able to record their working hours with the help of the app. Depending on the employee attendance app you choose, this feature may have its own style of use.

In certain apps, employees can remotely mark their time and attendance. In case of others, the employee needs to be in office wifi connectivity range.

2. Flexible Schedule Options

Some organizations allow flexible schedule options. This means that employees can start and end their day at different times. Time and attendance apps must be able to mark and monitor the working hours of employees accordingly.

A feature incorporating the different schedules and rosters must be inbuilt for improved functionality. This feature is a lot of times equipped with the option for notifications and alerts.

3. Management of Absenteeism

An employee attendance app must monitor absenteeism as well. Employee absence could be because of sickness, vacation or holidays, or paid leaves. In either case, the HR team must be able to track who’s in, who’s out, who is working overtime, and what are the allowances to be set for each.

4. Payroll Management

The process of payroll is automated in most organizations today. An integrated employee attendance app must seamlessly generate attendance data. This data is essential for calculations of payroll cycle, salary, and other benefits.

If your employee attendance app and payroll module are not appropriately integrated, you are missing out on these advantages.

In the absence of an integrated HRMS, chances of data loss in between the different steps are high. This is because different people are managing different activities from timekeeping to payroll.

An automated process ensures that information is at all times available to the employee, the Human Resources team, and the managers.

5. Mobile

The workforce today is generally scattered. They are working in the field, in the office premises, or even from home. An employee attendance module must have a mobile version that allows employees to remotely clock in and out, managing the number of hours the whole workforce has operated for.

This also includes data from those who are not on the premises. Some employee attendance apps also provide GPS tracking system keeping location monitoring and worker safety in mind.

One of the popular employee attendance apps that fulfill all features giving you the ability to manage your employee productivity better is Wi-Fi Attendance apps.

These apps are efficient solutions with all the necessary features to help you track your employees. There are two versions of the mobile app along with a web version.

1. Employee Attendance App

The app is for employees making it easier for them to mark attendance. All that employees need is an office wifi connectivity range. This feature ensures that any kind of fraudulent activities are eliminated and right tracking and monitoring of employees can be recorded.

2. HR App

This is for HR professionals. It makes their work efficient and allows them to make decisions on the go. Not just that, professionals can also focus more on strategic workforce instead of administrative work.

The web version offered for Wi-Fi Attendance apps has more features as compared to the mobile version. This can be accessed by both the employees and the HR teams.

Its dashboard is user-friendly and there are features for managing leaves, attendance, time, team preferences and more. Check out more details about the apps here.