Most employers know their company can benefit from the use of HR software, but more and more employers are figuring out ways to use the software more effectively. Go to http://pcrecruiter.net/site to learn more.
One problem many employers are encountering, according to an article by CRM Buyer, is that some employees are abusing time cards and accounting for false overtime. In addition, manual time and attendance record-keeping can often lead to costly errors in payroll accounting.
Because of these issues, many employers are beginning to use automated time and attendance programs, which can greatly reduce the costs associated with traditional record-keeping and cut down the chance of errors and falsities. The software also can help companies more efficiently use personnel resources.
According to a recent study from Nucleus Research, payroll error causes employers to overpay their workforce an average of 1.2 percent. In addition, employers have seen a .72 percent “payroll inflation rate” from workers who overstate their hours.
“Using T&A technology helps enterprises more efficiently manage what is probably the largest moving part of the business, and that is the payroll – especially for hourly workers,” Rebecca Wettemann, vice president for research at Nucleus Research, said in the article.
Nucleus Research determined that companies who invest in workforce management programs, especially those dealing with time and attendance, are more likely to increase efficiency and see a return on investment in less than a year.
Software is developing rather quickly, with companies moving from a paper punch card to electronic swipe cards to biometric employee identity programs, which recognize fingerprints. Time and attendance software also has the ability to increase worker safety.
“One significant development is managing fatigue in the workplace to reduce risk,” Kevin Choski, president of Workforce Software, said. “There are a number of industries with high-risk roles – such as airline pilots, truck drivers, and train or fleet operators – that are tightening the rules surrounding how many hours the employee can work and how many break hours the employee must have between shifts.
“Some of these rules will be highly complex, like nuclear power plant regulations, and these organizations will likely turn to workforce management technology to manage and enforce these regulations, and to maintain an audit trail of activity,” he added.