What are the most accurate timekeeping methods for off-site employees?

1 Manual Timekeeping

Manual timekeeping is the simplest and most traditional method of recording work hours. It involves employees filling out timesheets, either on paper or online, and submitting them to their supervisors or HR for approval. Manual timekeeping is easy to implement and does not require any special software or hardware. However, it also has many drawbacks, such as human errors, delays, fraud, and lack of visibility. Employees may forget to log their hours, make mistakes, or exaggerate their work time. Managers may not be able to verify the accuracy or quality of the work done. HR may have to spend a lot of time and resources processing and reconciling the timesheets.

3 Project-Based Timekeeping

Project-based timekeeping is a more flexible and outcome-oriented method of measuring work hours. It involves setting clear goals, deliverables, and deadlines for each project or task and evaluating employees based on their results rather than their time spent. Project-based timekeeping encourages autonomy, creativity, and collaboration among off-site employees. It also aligns with the agile and dynamic nature of many modern work environments. However, project-based timekeeping also has some limitations, such as complexity, variability, and accountability. Employees may have to deal with multiple projects, priorities, and stakeholders. HR may have to adjust the compensation and benefits schemes accordingly. Managers may have to provide regular feedback and support to ensure quality and consistency.

4 Hybrid Timekeeping

Hybrid timekeeping is a combination of different methods that suits the specific needs and preferences of each organization, team, and employee. It involves customizing the timekeeping system based on factors such as the type of work, the level of supervision, the degree of flexibility, and the legal requirements. Hybrid timekeeping allows for more adaptability, diversity, and innovation in managing off-site employees. It also enables HR to balance the trade-offs and benefits of each method. However, hybrid timekeeping also has some risks, such as confusion, inconsistency, and discrimination. Employees may not understand or follow the rules and expectations of the system. HR may have to deal with conflicts and disputes arising from different timekeeping practices. Managers may have to ensure fairness and transparency in evaluating and rewarding employees.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?