Dependability and Attendance Objectives
Every business needs employees who are dependable and who abide by the company's attendance policy. Businesses need punctual, present and dependable employees in order to meet strategic objectives and generate revenue. Attendance and dependability policies are created to ensure that the company can accomplish its strategic objectives, while taking the needs of its employees into consideration.
A business develops a strategy along with short-term and long-term objectives in order to reach the goals it sets for the organization. The business's strategy takes into account its human resource capital and whether this will allow the business to accomplish its goals. When attendance and dependability objectives are being established, the business managers or HR personnel understand that external factors may cause occasional tardiness or extended absence, but will design the objectives to ensure that the company can still meet its goals. When employees are aware of what the company's strategic objectives are, they will be more inclined to live up to the expectations of the dependability and attendance policy.
Organizations take dependability and attendance into consideration when evaluating an employee's job effectiveness. A business evaluates whether the employee is at work on a consistent and timely basis, and is able to meet commitments with minimal supervision. Conscientiousness, accuracy, reliability and thoroughness may also be taken into consideration in evaluating an employee's job performance. As a business grows, it may use an employee's performance measurement as an indicator of whether that employee should be promoted to a higher position or be rewarded for superior performance. Dependability and attendance objectives also help companies determine when coaching and feedback or termination may be necessary.
Many businesses have formal reward and recognition programs in place to aid in employee retention and engagement. Dependability and attendance objectives help companies determine when employees should be rewarded and recognized for stellar performance. An employee who has never been tardy and completes assignments on time with minimal supervision might be considered for a promotion or given an end-of-year bonus for performance that meets or exceeds the company's expectations. Dependability and attendance objectives should be closely tied to your company's reward and recognition efforts.
Some companies may implement a point system that tracks tardiness and triggers specific actions if an employee exceeds a certain number of points within a given period. Other companies discourage tardiness with strong verbiage in an employee policy manual, and make employees aware that disciplinary action may be pursued if the behavior impacts performance. Your organization must determine how it will measure dependability and attendance objectives in order to meet its goals.