Is Time and Attendance Software the Answer to Your Problems?

People are debating about the increasing use of time and attendance software in the workplace: its helpfulness for employers and its impact on employee's human rights.

More and more, employers and managers are turning to Time and Attendance software to keep track of their employees. Using one or more physical traits, such as fingerprints, time and attendance software is the new wave of clocking in and clocking out. But some people are questioning if this technology infringes on basic human rights.

The first side of the issue is the real problem of time abuse in businesses. Employees who arrive late, take long lunches, or leave early, may get away with it under the manual clock-in clock-out system. Employers fear that wasteful and sneaky employees will cost them thousands of dollars. With Time and Attendance software, employers know the employee's every move. At a glance, the employer can see where any one employee is. Control of employees is increased, and arguably, employees will waste less time if they know a system is watching them.

However, studies show that employees who are trusted are in turn more trustworthy. When an employee feels their employer does not trust them, they may rebel and find new ways to waste company hours. Therefore, hire people who love their jobs, who you can trust. An employee who you can trust is golden. An employee who loves their job is less likely to spend time on non-job related activities.

Studies also show that productivity increases when employers allow employees to surf the web about non-job related interests. Microsoft incorporates this belief, encouraging their employees to surf on their own for a certain percentage of their work time. The belief here is that the brain will be more flexible and productive by balancing work with play. Letting your employees play can really help your company.

Many consultants recommend having a company policy about the amount of time employees may spend on personal web surfing. If the policy is 100% anti personal surfing, employees are likely to feel stifled and may rebel, even to the point of surfing websites inappropriate in the workplace, such as pornography. However, if no limit is set on personal surfing time, employees may abuse the privilege and become unproductive.

Some people are concerned that employees watched by time and attendance software are losing basic human rights. The surveillance potential of this software may make people vulnerable. What if hackers steal the person's fingerprints and exploit their identity? It is vital that any employer using time and attendance software buy from a company with a strong anti-hacking protection.

Balance is key in this issue. If you choose to use time and attendance software to watch your employees, be watchful for rebellious reactions in your employees. Compensate this chance of rebellion by communicating what freedoms you are willing to give to employees. It may be a flexible arrival time, or it may be a percentage of time they are allowed to do personal web surfing. And remember the bottom line: hire people you trust, and who love their job duties.