HRMS Attendance: 3 Tips for Scheduling & Job Allocation
Are you on top of scheduling and job allocation? It involves so many nuances and whether you rely on a fully-integrated HRMS solution or have two or more separate systems, your HRMS attendance data is key to success. Here are three tips to help you increase the efficacy of your scheduling and job allocation.
Automate HRMS Attendance Scheduling
Do your staff have low morale due to poor matching of employee preferences to scheduled work shifts? In the HR department, we often rely on the seasoned foreman who knows of individual employee preferences and who can attempt to juggle the scheduling permutations. However, automation is the key to truly get ahead of the scheduling curve. By soliciting employee feedback and inputting employee preferences into your HRMS attendance module, scheduling can become smarter. A computer who has a pool of five names may or may not make the right choice. A smartly programmed HRMS that is able to incorporate data such as employee’s preferences among shifts or shift premiums to travel to work locations further away, can potentially make an informed selection. While everyone will not always be happy with a schedule, as HR professionals it pays for us to keep employees happy and productive when possible.
Integrate Competency Data into HRMS Attendance Scheduling
Some employees just want a 9 to 5 stint while others would prefer the late shift for the premium. These preferences, although important, should not govern your scheduling policies.Competency data from your HRMS training module can provide an additional, useful dataset for job allocation. Do you have an expert at a certain assembly line task? This might be where you need to place your unskilled newbie to gain some on the job training. Rating employees on various tasks can help you to ensure a balanced roster and consistent teamwork rather than an overqualified shift in the morning but an underqualified one at night.
Incorporate Learning Goals into HRMS Attendance Scheduling
Do you seek feedback from your employees regarding their learning and training goals? By incorporating these goals into your HRMS and your job allocation process, you’re more likely to have an interested and focused employee on the job, thus increasing productivity. Many years ago as a software implementation consultant, I was presented with a list of possible areas of an application to learn: core HR, benefits, pension, reporting, etc. My choices were then compared against the company’s upcoming needs within the HRMS attendance module and I was assigned one of my top choices that met the company’s need to fill a skills gap. Engaging staff for feedback and acting on this feedback is a win-win situation and can expand your attendance scheduling processes to cover areas such as training, succession planning and more.
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