There was once a time when time and attendance system can be managed properly by using little more than a few sheets of paper. However, for all but the smallest of businesses, those days are long gone and relying on paper-based time and attendance system can obsolete expensive business costs, and in a variety of ways.
Currently, there are sophisticated systems that incorporate the highly accurate, convenient and suitable method of data capture carried out in a manner that more accurately reflects the nature of modern business and the way in which employees operate.
Businesses have seen dramatic changes in operating practices over the past few years, mainly as a result of the manner in which communication technologies have been developed to provide a wider range of more flexible ways, flexible and economical operation. You may navigate the website- www.timeandattendance.com.au/pages/fingerprint-time-clocks and know more things about the biometric attendance system.
But with every new advance in communications technology and the practice of business operations come new challenges as far as the existing time and attendance system is concerned.
A paper-based attendance system will take a lot of time to complete each day, week or month, and for any business operating across multiple sites, this will require a team of staff to compile and consolidate this information.
Typically, at the time, this has been achieved the information was out of date and almost certainly far from being accurate. A paper-based attendance system will require staff to be honest about their presence, and unfortunately, this will rarely reflect the true practice.
Often people tend to raise their working hours, and although this may be just a few minutes every day, a few minutes multiplied by several hundred staff into a few hours each week, and a few weeks per year that businesses pay for actually fabricating work hours.
Paper-based time and attendance systems make it extremely difficult for the various departments that need access to this information to extrapolate the data they need. For example, the personnel department or the HR department may need access to data for matters of discipline, and accounting departments may need access to the data in order to accurately calculate leave entitlements.