Managing Leave & Holiday Requests with TAMS Human Resource Solution

14 Feb Managing Leave & Holiday Requests with TAMS Human Resource Solution

Managing Leave & Holiday Requests with TAMS Human Resource Solution

Imagine an organisation with more than 50 employees, managing leave requests manually for such an amount of employee would be a source of constant worry, especially during peak holiday seasons and busy business spells. On the one hand, if you get work scheduling wrong you could find yourself short-staffed, and that could ultimately hurt your business, while on the other hand, managing holiday requests unfairly could give rise to disgruntled staffs or worse still, lose valuable members of your team. This is why more than 1000 Companies in Nigeria are using TAMS Human Resource Solution to effectively manage their workforce for productivity.

Here are some general rules and simple strategies you can put in place to ensure the system of booking and taking leave is operated consistently and fairly.

RELATED: Eradicate Employee Absenteeism with TAMS Human Resource Solution

Statutory Leave Entitlement

Almost all workers have the statutory right to annual paid leaves and others alike based on the company’s policies. Managing such request effectively requires just more than a manual process.

Implement a Leave Policy and Communicate it Clearly from the Start

It is really important to create a level playing field and that starts with making the leave policy clear as soon as a new employee start’s work. It is worth reminding existing staffs on a regular basis of the company policy as regards to holiday leave too. This is especially important if there are designated times when the business is closed (i.e. on public holidays declared by the government), or times when no leave is allowed. Clarity will avoid disappointment and misunderstanding.

Many companies operate a method of getting people in the same department/unit to present when they would be going on leave in order to avoid clashes.

Explain in your Policy the Method for Handling Conflicting Requests

Lay out clearly if there are any priorities, such as seniority, or how long the employee has been with the company. Also, be clear if there is a deadline for leave requests. Explain clearly in the policy how leave clashes will be dealt with.

Automate your Leave Request Process with TAMS Human Resource Solution

Automating your leave request process means you can view all leave applications monthly. You will have a convenient record of all leave activity, making it easy to analyse and spot arrangements. TAMS Human Resource Solution makes leave request easy and seamless. With TAMS Human Resource Solution, Staffs are constantly aware of their leave periods and can easily prepare for a hand-over.

 Reward Employees who don’t get the Leave they want

Consider rewarding your employees who sacrifice leave and work during peak times instead. A reward, such as allowances, could act as an incentive for someone who hasn’t been given priority. Letting your faithful employee leave early on a less busy day is a great way to say thank you for their commitment.

Track Patterns

If you are serious about managing leave fairly, you will need to track leave requests and look for patterns. If one staff member always gets the Christmas holidays off, you will need to be mindful to make other requests at that time a priority next year. Having TAMS HR Software to manage leave requests and track patterns will also help you identify problems, such as too many ‘emergency’ days off (casual leaves). It will give you the information you need to nip things in the bud.

Be Aware of Employees who don’t want Time Off

It’s easy to pay little attention to those who aren’t rattling your cage about time off. Get towards the end of the leave year, however, and you could have a holiday dispute on your hands. Employees may assume they can take all of their leave late in the year if annual leave policy is not clearly communicated. Avoid disgruntled employees losing their leave because they have not bothered to take it.

TAMS Human Resource Solution is designed to effectively manage leaves and vacation with a simple workflow for approvals and the ability to support complex multi-branch organizations.

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Employee Absenteeism, Tams human resource solution

06 Feb Eradicate Employee Absenteeism with TAMS Human Resource Solution

Eradicate Employee Absenteeism in the Workplace with TAMS Human Resource Solution

Employee absenteeism is the intentional or habitual absence from work. While employers expect workers to miss a certain number of work days each year, excessive absences can equate to decreased productivity and can have a major effect on company finances, morale and other factors. Just as a Doctor’s absence poses threats to the life of a patient or patients during in a life-threatening emergency, so also is the effect of employee absenteeism to an organization.

Employee Absenteeism can be caused by many factors, the situation is nevertheless new to organisations and several panaceas like the TAMS Human Resource Solution is what many organisations have employed to eradicate this problem.

 

RELATED: BENEFITS OF TRACKING TIME AND ATTENDANCE WITH TAMS

 

Causes of Employee Absenteeism

Causes of absenteeism in the workplace can be grouped into two…

Personal Factors

  • Burnout, stress and low morale: Too many workloads, stressful meetings/presentations and a feeling of being unappreciated can cause employees to avoid going to work.
  • Children and eldercare: Employees may be forced to miss work in order to stay home and take care of a child-elder when normal arrangements have fallen through or if Child/elder is sick.
  • Depression: This is one of the leading cause of absenteeism.
  • Disengagement: Employees who are not committed to their jobs. More likely to skip work simply because they have no motivation to go.

Workplace Factor

  •         Illness/Mental health
  •         Lack of job satisfaction
  •         Boredom on the job
  •         Poor working environment
  •         Poor supervision and inadequate leadership
  •         Low level of staff motivation
  •         Personal problems such as financial, children etc.
  •         Workload and stress

Ways TAMS Human Resource Solution can eradicate Absenteeism in the Workplace

1. Create Attendance Policy

Formalize the organization’s expectations for attendance by writing an attendance policy. Include in the policy the definition for being tardy and what constitutes excessive tardiness or absenteeism.

TAMS Human Resource Solution has an attendance policy which integrates with the payroll in order to penalize lateness and absenteeism. This policy then becomes a measure of good performance.

2. Set Clear Attendance Expectations

Excessive absenteeism can be caused by a number of things – personal problems, employee performance issues, lack of clear expectations or a dysfunctional work environment. Share the attendance policy with employees as part of the new employee orientation process and discuss what your expectations are for attendance.

Also discuss how to notify the organization, and who the employee should contact, when they will not be coming to work.

Employees should know and understand what is acceptable by the organization when it comes to unplanned absence. They should know specifically how many times of missing work crosses a performance line and what the consequences will be for excessive absenteeism.

For example, the employee performance appraisal form should have a dimension for attendance.

The shift Management module would calculate the total expected work hours and day of employees juxtaposing it with days and hours eventually worked by employees for a specified period

3. Reward Good Attendance

Some organizations reward good attendance by giving employees a bonus for having no unplanned absences in a 12 month period. And, when attendance is incorporated into the annual performance appraisal process, employees can also see rewards in the way of merit increase.

Another approach is to provide adequate paid time off so employees have the option of planning for absences by using a predetermined bank of hours.

Lastly, TAMS Human Resource Solution rewards good attendance from the metric generated from punctuality and productivity ambassador initiative. Such employee can also be celebrated when productivity complements the good attendance with the TAMS Ambassador initiative.

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