Do you know the common problems of employer's attendance? Employee attendance is an essential workflow of every company, but some companies have just been established and are not familiar with the process, so they will make the following mistakes. I have carefully sorted out the common problems of employer attendance for you, hoping to help you.

Frequently asked questions about employer attendance 1 1. Some employers have no attendance system.

Some companies are small in scale and just established, which leads to the blank period of enterprise attendance management; There are also some large enterprises with standardized management, which lack understanding of some special positions such as drivers, field sales personnel and 24-hour duty personnel, and think that such positions cannot be attended or are unnecessary, and do not implement attendance management, which directly or indirectly lays hidden dangers for employment risks.

Two, an employer, multiple attendance methods exist at the same time.

In order to reduce the errors of electronic attendance (such as missed punching, equipment damage, equipment errors, etc. ), individual employers have also added manual attendance methods, and it is likely that the record results are very different.

Many employers have no system regulations or contract stipulations on the identification standard of attendance time, which also leads to the fact that arbitrators or judges will consider it from the perspective of benefiting workers in actual dispute handling.

Third, the attendance record is not checked by signature.

Attendance record is a typical form of evidence in labor disputes, and the authenticity and relevance of this evidence is also the focus of debate among all parties. One of the most typical disputes is whether the attendance record without employee's signature has probative effect.

Therefore, in judicial practice, employers need to provide other evidence to prove the authenticity of printed electronic attendance records, such as making videos of the export process of attendance records to prove that the formation process of evidence is true, such as providing salary payment and viewing attendance records. If other evidence cannot be provided, or other evidence is contradictory, the employer will face litigation risks. From the perspective of risk control, the regular signature of employees is an important means to ensure the authenticity, legality and effectiveness of electronic attendance.

Frequently asked questions about employer attendance. Suggestions on strengthening attendance management.

1, the significance and importance of strengthening attendance management

The purpose of attendance is to accurately grasp the attendance of cadres and workers, the attendance rate of all departments, carry out effective management, grasp the flow of personnel, realize data statistics and improve the level of personnel management.

(1) Supervision is not in place.

In attendance management, it covers each other's superiors and subordinates, and attendance managers often pursue more than one thing and are willing to do a simple one. Registration, statistics, etc. Don't want to know, grasp the real situation. With the pursuit of the problem of justifying a fault, the retreat of solving the problem and the regret of dealing with the problem, the attendance system is difficult to realize.

(2) The scientific and standardized assessment system and system have not yet been formed.

At present, the assessment is to deduct points for departments that have reached a certain proportion of absenteeism. In this way, for the benefit of all departments, the accuracy of attendance has deviated. In order not to deduct points, some departments fail to truthfully declare a series of situations such as being late, leaving early and taking sick leave, which leads to the psychological imbalance of hardworking cadres and workers.

Suggestions and measures to strengthen attendance management

Some problems and obstacles in attendance management can be changed overnight, but it does not mean stagnation. The behavior of cadres and workers needs to be restrained, and managers have similar experiences. Strict attendance management will make the attendance of cadres and workers better. On the contrary, there will be lazy work and late arrival and early departure. How to deal with the relationship between individuals and attendance management and make it play a real role in the development process requires a management system, which fully considers the psychological endurance of cadres and workers, and the system itself is still moderately flexible. In fact, cadres and workers are often late, and non-human factors account for a certain proportion. Therefore, it is essential to give cadres and workers a more relaxed environment appropriately.

(1) All employees should raise awareness, and leading cadres should take the lead in observing discipline.

To strengthen study and education, it is necessary to strengthen the study and publicity of attendance management regulations and related systems, so that all cadres can raise their awareness of the importance of attendance management, regard attendance management as an important work to implement the "internal management and external image", further develop good habits of obeying rules and disciplines, and cultivate a more United, nervous, serious and vivid situation. All units should make clear the part-time attendance personnel and support their work ... Attendance personnel should also have a strong sense of responsibility, dare to adhere to principles, set an example, be unselfish, and be strict in attendance ... On the basis of fully understanding the importance of attendance management, leading cadres at all levels should adhere to their own obedience, be lenient with others, be ahead of others, be strict with themselves, and consciously take the "five leads", that is, take the lead in observing work and rest hours, stick to their posts, and take the lead in participating in collective activities. This can also better promote cadres and workers to consciously abide by various rules and regulations.

(2) Adhere to the people-oriented and humanized attendance management system.

1, cultural guidance, human resources. Adhere to humanistic care to unite people's hearts and cultivate people's uranium enrichment activities, so as to achieve the knowledge that "everyone is a window and all images are important", thus enhancing the discipline and belief of hard-working cadres and active workers. In the later period, the management of fake humanistic care such as sick leave, vacation, annual leave, etc. should be given a relaxed environment to some extent according to the actual differences of cadres and workers.

2. Establish a fair, open and just attendance management in an enterprising, harmonious and equal cultural atmosphere. In order to stimulate the team's sense of honor, eliminate the dissatisfaction of cadres and workers, and set an example for the perception effect, this department regularly publishes monthly attendance analysis and comparison tables.

3. Under the premise of guidance, restraint, cohesion and encouragement, it is clear that attendance is a form of managing employees in the management department. The two-factor theory put forward by Herzberg, an American psychologist, points out that people not only pay attention to material interests, but also pay attention to spiritual encouragement and communication to mobilize the morale of cadres and workers. In attendance management, pay attention to giving material rewards to the good performance of teams or individuals, such as setting up departmental attendance awards. Winning departments can appropriately increase activities, arrange activities funds, strengthen communication between departments, and create a more harmonious working environment. On the other hand, by rewarding departments or individuals with high attendance, all cadres and workers are called upon to learn, so that cadres and workers can realize the importance of attendance for achieving the goals and personal goals of the sub-bureau and set a good example.

(3) Effective implementation of strict standards and systems

Improve the attendance management system and regulations, and implement new meeting methods. According to the changes of the situation and some provisions of the system that are not applicable to the task, the evaluation methods are revised and improved in time.