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Attendance is the concept of people, individually or as a group, appearing at a location for a previously scheduled event. Measuring attendance is a significant concern for many organizations, which can use such information to gauge the effectiveness of their efforts and to plan for future efforts.
In both classroom settings and workplaces, attendance may be mandatory. Poor attendance by a student in a class may affect their grades or other evaluations. Poor attendance may also reflect problems in a student's personal situation, and is an indicator that "students are not developing the knowledge and skills needed for later success". [1]
For students in elementary school and high school, laws may require compulsory attendance, while students at higher levels of education may be penalized by professors or the institution for lack of attendance. Daycare providers tend to use iPad applications to take attendance throughout the day or when the children are move locations.
In entertainment and commercial settings, attendance is often measured to determine the success of an event as a form of entertainment. Attendance at sporting events is particularly well examined, as sports teams with attendance too low to generate revenue may be shut down or relocated. "Attendance figures, average attendance, and percentage of stadium capacity filled are important indicators of fan support and how much advertisers and partners are willing to invest in a team". [2] Attendance of other events, such as films, plays, and other performances, may similarly determine whether the production was a commercial success, and may influence the determination to make sequels or similar works. The expectation of certain levels of attendance at a particular kind of event is a significant factor in determining the seating capacity to be built into venues constructed for such events, and the distribution of events or performances. [3] If an event repeats, as with a series of games in a sports season or performances of a concert or show, "the aim though should be to spread attendance across less popular days, or extend performances over a longer period of time". [3]
Attendance is also measured and reported for a wide variety of other social events ranging from political rallies to religious services. [4]
Attendance management is the act of managing attendance or presence in a work setting to minimize loss due to employee downtime. [5]
Attendance control has traditionally been approached using time clocks, timesheets, and time tracking software, but attendance management goes beyond this to provide a working environment which maximizes and motivates employee attendance. [6] Recently it has become possible to collect attendance data automatically through using real-time location systems, which also allow for cross-linking between attendance data and performance. Organizations must deal with compliance issues, payroll errors, and more with a reliable employee attendance management system. Organizations can save time, reduce administrative work, maintain accurate attendance records, and eliminate process bottlenecks by replacing paper-based timesheets with attendance management software. Attendance management takes place in all educational campuses be they university, college or school.
Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, labor-power, or personnel.
Team building is a collective term for various types of activities used to enhance social relations and define roles within teams, often involving collaborative tasks. It is distinct from team training, which is designed by a combination of business managers, learning and development/OD and an HR Business Partner to improve the efficiency, rather than interpersonal relations.
Performance improvement is measuring the output of a particular business process or procedure, then modifying the process or procedure to increase the output, increase efficiency, or increase the effectiveness of the process or procedure. Performance improvement can be applied to either individual performance, such as an athlete, or organisational performance, such as a racing team or a commercial business.
A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.
Management by objectives (MBO), also known as management by planning (MBP), was first popularized by Peter Drucker in his 1954 book The Practice of Management. Management by objectives is the process of defining specific objectives within an organization that management can convey to organization members, then deciding how to achieve each objective in sequence. This process allows managers to take work that needs to be done one step at a time to allow for a calm, yet productive work environment. In this system of management, individual goals are synchronized with the goals of the organization.
Business performance management (BPM) is a management approach which encompasses a set of processes and analytical tools to ensure that an organization's activities and output are aligned with its goals. BPM is associated with business process management, a larger framework managing organizational processes.
S.M.A.R.T. is an acronym used as a mnemonic device to establish criteria for effective goal-setting and objective development. This framework is commonly applied in various fields, including project management, employee performance management, and personal development. The term was first proposed by George T. Doran in the November 1981 issue of 'Management Review', where he advocated for setting objectives that are Specific, Measurable, Assignable, Realistic, and Time-bound—hence the acronym S.M.A.R.T.
Absenteeism is a habitual pattern of absence from a duty or obligation without good reason. Generally, absenteeism refers to unplanned absences. Absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer. It is seen as a management problem, and framed in economic or quasi-economic terms. More recent scholarship seeks to understand absenteeism as an indicator of psychological, medical, or social adjustment to work.
A performance indicator or key performance indicator (KPI) is a type of performance measurement. KPIs evaluate the success of an organization or of a particular activity in which it engages. KPIs provide a focus for strategic and operational improvement, create an analytical basis for decision making and help focus attention on what matters most.
A timesheet is a method for recording the amount of a worker's time spent on each job. Traditionally a sheet of paper with the data arranged in tabular format, a timesheet is now often a digital document or spreadsheet. The time cards stamped by time clocks can serve as a timesheet or provide the data to fill one. These, too, are now often digital. Timesheets came into use in the 19th century as time books. To record time in a more granular fashion, time-tracking software may be used.
Time-tracking software are computer programs that allows users to record time spent on tasks or projects.
Workforce management (WFM) is an institutional process that maximizes performance levels and competency for an organization. The process includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.
Workforce productivity is the amount of goods and services that a group of workers produce in a given amount of time. It is one of several types of productivity that economists measure. Workforce productivity, often referred to as labor productivity, is a measure for an organisation or company, a process, an industry, or a country.
Control is a function of management that helps to check errors and take corrective actions. This is done to minimize deviation from standards and ensure that the stated goals of the organization are achieved in a desired manner.
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.
Organizational behavior management (OBM) is a subdiscipline of applied behavior analysis (ABA), which is the application of behavior analytic principles and contingency management techniques to change behavior in organizational settings. Through these principles and assessment of behavior, OBM seeks to analyze and employ antecedent, influencing actions of an individual before the action occurs, and consequence, what happens as a result of someone's actions, interventions which influence behaviors linked to the mission and key objectives of the organization and its workers. Such interventions have proven effective through research in improving common organizational areas including employee productivity, delivery of feedback, safety, and overall morale of said organization.
A strategic technology plan is a specific type of strategy plan that lets an organization know where it is now and where its wants to be some time in the future with regard to the technology and infrastructure in the organization. It often consists of the following sections.
Human resource metrics are measurements used to determine the value and effectiveness of human resources (HR) initiatives, typically including such areas as turnover, training, return on human capital, costs of labor, and expenses per employee.
Performance rating is the step in the work measurement in which the analyst observes the worker's performance and records a value representing that performance relative to the analyst's concept of standard performance.
A human resources management system (HRMS), also human resources information system (HRIS) or human capital management (HCM) system, is a form of human resources (HR) software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data. Human resources software is used by businesses to combine a number of necessary HR functions, such as storing employee data, managing payroll, recruitment, benefits administration, time and attendance, employee performance management, and tracking competency and training records.
Guide About Online Attendance Management System for Employees
