What are the disadvantages of HR attendance?

Possible drawbacks of HR attendance:

1. There is no attendance system.

As the saying goes, "there are no rules, there is no circle", enterprises should manage and restrain employees in the process of employment, and the most effective means is to require employees to commute to and from work on time, so the attendance management system is essential. However, a small number of units do not implement attendance management due to their small scale, newly established or almost all employees are salesmen, which directly or indirectly bury hidden dangers for employment risks. In the event of a labor dispute, if the attendance record cannot be provided, the arbitration institution or the court may accept the employee's claim, which will cause the employer to suffer certain losses.

2. Attendance regulations are not clear.

An enterprise's attendance system often involves a working hour system, working time arrangement, overtime application procedures, etc., and if these contents are not clear or conflict with the labor contract, it will also lay hidden dangers for labor disputes. For example, corporate attendance regulations often ignore the criteria for determining overtime. Does overtime work have to be approved by superiors?

Is it a personal or corporate act for employees to work overtime? This aspect is often a very common point of contention in labor disputes. Therefore, it is advisable for employers to clarify the procedures for overtime work to be approved, so as to avoid the situation where employees can claim overtime pay for overtime due to personal reasons.

3. Improper handling of attendance discipline violations.

Some employees may violate discipline in the process of attendance, and the common ones are absenteeism, punching in and out, late arrival and early departure, etc. For "absenteeism", it is not generally believed that as long as the employee is absent without reason and does not make a report, it is not considered absenteeism. Therefore, the employer has the obligation to verify the reason for the employee's absence from work and to fulfill the obligation to provide reasonable notice.

Human resource attendance is an indispensable item in enterprise human resource management.

If there are drawbacks, there are also a few of them, as follows:

1.Not personal enough. (It seems to emphasize that during working hours, the amount of work must be done, but some work is done overtime or brought home.) )

2.Formalism, easy to passive.

3.Breed corruption, (e.g. punch cards, etc.).

4.Fairness. In general, the benefits far outweigh the disadvantages.

I once had a colleague ask me to take the punch in, and the manager knew that I was scolded during the meeting, hehe!!

1.form, 2Just limit late arrivals, early departures, 3It is not linked to performance and efficiency, 4It can only reflect the attendance rate.

Age. Degree.

Qualifications. Relationship.

Employee attendance management is a headache for almost every company's human resources department, and employee attendance is linked to employee salary, with employees on one side and bosses on the other. The human resources department plays a supervisory and coordinating role in the middle, and the slightest carelessness will lead to complaints and even dissatisfaction. Next, I sorted out the relevant content of how human resources can do a good job in attendance management, and I hope you like the article!

1. Formulate clear, fair and reasonable attendance rules and regulations, and bind all employees to abide by them.

When dealing with attendance, it is reasonable and well-documented to avoid mutual bargaining and prevarication. In the process of formulating the attendance management system, it should be combined with the actual situation, such as: transportation, company office address, personnel residence, etc.

Don't be rigid and tough, without reflecting humanity, so that employees are disgusted and full of complaints.

2. In the process of implementation of attendance management, if there are special circumstances, the human resources department needs to deal with it flexibly according to the rules and regulations.

For example, if an employee encounters a car accident, traffic control, heavy rain and snowfall on the way to work, these external factors are uncontrollable and irreversible.

3. For those who are repeatedly late for no reason. Employees, focus on interviews.

If the other party still does not change and continues to be late, the human resources department will take corresponding punitive measures if necessary.

4. The human resources department should negotiate with the boss from the perspective of the employee.

If the boss's request is unreasonable, it will be difficult for the employee to implement it. There used to be a company that required employees to have fingerprint punching in and out every day, and some employees went out to do errands, and after finishing their work during the day, they had to go to the company to get a fingerprint card at night, which led to employees' emotional dissatisfaction and did not like to go out to do things, which affected their work enthusiasm and work efficiency. The human resources department communicated with the boss many times, and the boss agreed to take out the employees to play the time card on their mobile phones.

5. All personnel shall be treated equally.

The human resources department should grasp the principles of the department, do not have a good relationship with an employee, and turn a blind eye to attendance; If you don't have a good relationship with an employee, you will be strict with attendance.

In short, the human resources department should maintain a peaceful mind, put more effort into attendance management, and balance the interests between employees and bosses.

Don't let employees be aggrieved, don't embarrass the boss, and at the same time embody humanized management.

The unity and harmony of a team affects the development of the organization as a whole, so whether attendance management is good or not directly reflects the harmony of personnel relations, because it is related to interests, and everyone will be more serious about this.

Theory is far from practice! That is, there is a separation between theory and practice.

The basic process of the Human Resources Department to review attendance is as follows:

1. Export attendance and clock-in data.

2. The department attendance clerk sorts out the attendance report of the department's personnel, and summarizes the abnormal attendance signing and approval documents such as leave, going out, and forgetting to punch in.

3. The attendance specialist of the human resources department checks the reports submitted by the attendance staff of each department and fills in the attendance summary form (which may include multiple small tables).

4. HR supervisor or manager review the attendance summary table and spot check the attendance of individual personnel.

5. Confirm the signature step by step, and generally the final general manager or deputy general manager in charge sign and approve, as an important basis for the payment of salary and benefits.

The questions are as follows:

1. If it is electronic attendance, it is good to analyze attendance, and the attendance records can be analyzed by importing them into the computer every month.

2. If it is paper attendance, it is necessary to conduct regular sampling inspections to ensure that the reported data and the actual error are about 1% to be qualified, and it can be analyzed by making excel.

3. Different industries require different attendance standards, including administrative staff attendance standards, technical personnel attendance standards, and production personnel standards.

I hope it will help you, if you have any questions, you can talk about it in detail!

Overall analysis, how many people commute on time, how many people arrive late and leave early, how many proportions, how many people are seriously late and leave early more than 3 times, the proportion, and the effectiveness of attendance. The sub-departments are analyzing, which departments are better, which departments have problems that need to be adjusted and improved, and so on.