Attendance anytime, anywhere

Attendance management is important to every single organisation, it can determine whether or not a business will be successful in the future. Businesses will have to keep a track of employees, this being their main concern and a lot of other things. Monitoring attendance helps in the long term for a business, as an employer will be able to tell which employees arrive early, which arrive late and who has the most absences without any valid reason. This could help an employer in deciding which employees are most suitable to work in the business, having employees who arrive to work on time means that the day-to-day tasks of the organisation will be fulfilled. Employees within an organisation should know about their employer’s attendance and absence policy, so that they are aware of what is required of them. Attendance management is also a health and safety procedure something in which that has to be carried out. It is important because in case of an emergency that was to arise in a workplace like a fire, then if they register in the company they will know how many people are inside a building. It is important to manage a set of workforce as it can lead to higher profits as well as an increase in productivity. If you have a look on the other side of what will happen if a business does not manage their attendance, it will mean that they will have no sort of information to look back on in case if it is needed in the future. They also will not be able to keep a track on their employees on a day-to-day basis which means there is no leadership in place.

Managing Attendance Issues

Employees are expected to take leave as needed to recover from illness, maintain work/life balance, and manage their health and other personal needs. But when a pattern of absences results in lost productivity, or impedes the work of others, attendance can become an issue. Attendance problems may show up as:

• Unauthorized or unscheduled absences.
• A pattern of before and after weekend absences.
• Tardiness and early departures.
• Long or frequent breaks.
• Excessive leave use, resulting in the need to take leave without pay.
• in our application other features added like we can get location means from where employee attendance done.

 Strategies for Success

• Clearly define the problem. The goal is to improve performance, not just improve attendance. Clearly establish and understand the specific impact of missed work, such as:
• Lack of availability for customers.
• Lost productivity.
• Missed deadlines or deliverables.
• Impact on other employees’ deliverables, productivity, or morale.If a specific negative impact can’t be identified, review the position description. Perhaps a full-time position is not needed.
• Set clear standards. Supervisors often assume that employees understand their expectations about flexing their schedules, taking breaks, and submitting leave requests. Many issues can be resolved by simply communicating specific expectations.
• Monitor and document employee attendance. Analyzing attendance to determine whether a true pattern or problem exists, and intervene at the earliest possible opportunity.
• Consider requiring medical verification. If records indicate a pattern of sick leave abuse, consider requiring the employee to provide medical verification of their illness. 

Potential Challenges

• Shifting behavior. When confronted with one type of leave abuse (e.g., calling in sick every Monday after payday), some employees will stop that behavior but begin exhibiting another problem (e.g., tardiness or long lunch breaks). When responding to this kind of abuse, consider setting strong and comprehensive standards for the employee covering all aspects of attendance.
• Up / Down cycles. Some employees will correct attendance issues when first confronted, only to return to old behavior several months later. Consider implementing a performance improvement plan with a long monitoring timeframe during which the employee must demonstrate improvement.
• Concerns about treating employees differently. Some supervisors fail to take action because they believe they have to ‘treat everyone the same.’ It is appropriate to set stricter standards for employees with attendance problems. Treating them differently is not a punishment, it is a targeted strategy to help improve their performance.
• Employees who come to work sick. Also known as ‘presentee-ism’, Many employees choose to come to work sick rather than use up their sick leave or take leave without pay. Persuading or forcing employees to take leave can be difficult. Other options include requiring the employee to provide a doctor’s release before returning to work, or assigning the employee to work from home rather than infect other staff.