Hancock Ogundiya & Co., one of the leading Construction Firms in Nigeria has joined the TAMS trend. Hancock subscribed to the TAMS HRM attendance solution to monitor their staff attendance and manage the company’s human resources with payroll remittance system.
TAMS HRM provides human resources and payroll solutions for small, mid-sized and enterprise-level companies in every industry. It integrates information from employee records, payroll data and shift management as well as a history of appraisal, loan, leave, exemption and recruitment management.
Imagine this scenario. An employer is at a business conference or on a well-deserved vacation in a different part of the world. As he or she tries to focus on what is going on there, questions about what might be going on in the office keep interrupting that focus.“Are my employees at work today?” “Are they really doing the things necessary to keep the business going?” “Would they abandon the office before close of business?”
Without a doubt, one of the biggest challenges employers face as they manage their staff is the availability of an effective workforce monitoring system that supports the organization’s business goals.
In today’s fast growing world, an employer can leverage easily accessible technology to conveniently monitor his/her workforce remotely without stress. So, employers have no need to worry whether they are on vacation or have multiple office locations. Now, they can centrally monitor workforce attendance and timely dispatch of duties through their smart devices such as mobile phones, tablets and laptops.
The TAMS HRM is a complete smart human resources solution that comes with an assortment of human resources modules such as time attendance, shift management, direct remittance payroll system (Loan/Salary Processing), leave and exemption management, appraisal, recruitment (job cloud), Communication, and so much more.
Never assume that an approaching vehicle can see you, or will stop for you – wait until all vehicles have stopped before you cross
At intersections, check for turning vehicles before you leave the kerb, and while you are crossing the road
Avoid crossing between parked cars or at the front or back of buses
Wear bright, light coloured clothing at night or in reduced visibility conditions
Avoid using a mobile phone or portable media player (so you can hear vehicles and concentrate on crossing the road)
At traffic lights, make sure that vehicles stop before you start to cross, and don’t enter the road if vehicles are moving through the crossing or if the the red don’t walk signal shows. Pedestrian countdown timers show how many seconds you have left to finish crossing before oncoming vehicles will be given a green light. If you haven’t started to cross, the countdown timers can help you decide if it’s safe to do so.
Employees’ attendance at the place of work and time spent doing the work are critical to an organization’s operational efficiency. While it is a known fact that attendance can be affected by lateness, absenteeism, abscondment, laxity and the likes, most organizations are at a loss as to the most effective methods or tools to accurately record, store and process employee attendance.
Organizations that use manual log books often overpay employees due to manual calculations which become even more tedious when calculating total number of hours worked, lateness, absenteeism and so on, at the end of the month when salaries are being prepared.
However, the question often arises if time attendance systems really save cost. When one considers the research findings that up to twenty-five per cent of an organization’s salary bills are, in real terms, unjustifiable due to employees’ lackadaisical attitude towards punctuality.
A time and attendance system provides many benefits to organizations against the backdrop that a maximized and organized means of tracking operational time leads to a high rate of employee return on investment (ROI). This brings about growth as it enables an employer to have full control of and effectively direct employees’ working hours towards achieving organizational goals. Attendance tracking goes beyond having an automated clock-in but total human resource management system such as payroll, appraisal, leave, exemption among others. Therefore, having a time and attendance HRM system is invaluable for organizations of different sizes- small, medium or large scale- to effectively track performance.
Eat three meals a day (breakfast, lunch, and dinner); it is important to remember that dinner does not have to be the largest meal.
The bulk of food consumption should consist of fruits, vegetables, whole grains, and fat-free or low-fat milk products.
Choose lean meats, poultry, fish, beans, eggs, and nuts (with emphasis on beans and nuts).
Choose foods that are low in saturated fats, trans fats, cholesterol, salt (sodium), and added sugars; look at the labels because the first listed items on the labels comprise the highest concentrations of ingredients.
Control portion sizes; eat the smallest portion that can satisfy hunger and then stop eating.
Snacks are OK in moderation and should consist of items like fruit, whole grains, or nuts to satisfy hunger and not cause excessive weight gain.
Avoid sodas and sugar-enhanced drinks because of the excessive calories in the sodas and sugar drinks; diet drinks may not be a good choice as they make some people hungrier and increase food consumption.
Avoid eating a large meal before sleeping to decrease gastroesophageal reflux and weight gain.
If a person is angry or depressed, eating will not solve these situations and may make the underlying problems worse.
Avoid rewarding children with sugary snacks; such a pattern may become a lifelong habit for people.
Avoid heavy meals in the summer months, especially during hot days.
A vegetarian lifestyle has been promoted for a healthy lifestyle and weight loss; vegetarians should check with their physicians to be sure they are getting enough vitamins, minerals, and iron in their food.
Cooking foods (above 165 F) destroys most harmful bacteria and other pathogens; if you choose to eat uncooked foods like fruits or vegetables, they should be thoroughly washed with running treated (safe to drink) tap water right before eating.
Avoid eating raw or undercooked meats of any type.
Performance Appraisal is the systematic evaluation of employees performance and to understand the abilities of a person (employee) for further growth and development. Performance appraisal is generally done in systematic ways which are as follows:
The supervisors measure the pay of employees and compare it with targets and plans.
The supervisor analyses the factors behind work performances of employees.
The employers are in position to guide the employees for a better performance.
Objectives of Performance Appraisal
Performance Appraisal can be done with the following objectives in mind:
To maintain records in order to determine compensation packages, wage structure, salaries raises, etc.
To identify the strengths and weaknesses of employees to place right men on right job.
To maintain and assess the potential present in a person for further growth and development.
To provide a feedback to employees regarding their performance and related status.
To provide a feedback to employees regarding their performance and related status.
It serves as a basis for influencing working habits of the employees.
To review and retain the promotional and other training programmes.
Advantages of Performance Appraisal
It is said that performance appraisal is an investment for the company which can be justified by following advantages:
Promotion: Performance Appraisal helps the supervisors to chalk out the promotion programmes for efficient employees. In this regards, inefficient workers can be dismissed or demoted in case.
Compensation: Performance Appraisal helps in chalking out compensation packages for employees. Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a performance. Compensation packages which includes bonus, high salary rates, extra benefits, allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than seniority.
Employees Development: The systematic procedure of performance appraisal helps the supervisors to frame training policies and programmes. It helps to analyse strengths and weaknesses of employees so that new jobs can be designed for efficient employees. It also helps in framing future development programmes.
Selection Validation: Performance Appraisal helps the supervisors to understand the validity and importance of the selection procedure. The supervisors come to know the validity and thereby the strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this regard.
Communication: For an organization, effective communication between employees and employers is very important. Through performance appraisal, communication can be sought for in the following ways:
Through performance appraisal, the employers can understand and accept skills of subordinates.
The subordinates can also understand and create a trust and confidence in superiors.
It also helps in maintaining cordial and congenial labour management relationship.
It develops the spirit of work and boosts the morale of employees.