Keeping up with the needs of time, many organizations, especially the FMCGs and the manufacturing sector industries tend to hire seasonal employees to handle the extensive workload and keep the work patterns and performance up to the mark with market demand and the organization’s objectives.
Since seasonal employees are recruited for a definite period of time and with target-oriented job designs, many organizations tend to pay little attention to their efficient management as they do for their permanent employee base.
Investing too much of your time, effort, budget, and resources might sound as a dispensable not a profitable task, in the best interest of the organization. Here, we are going to share some smart tips for workforce managers, supervisors and human resource professionals to keep track of the timekeeping function of their seasonal employees and to leverage the magnitude of performance and productivity.
Automate the System of Seasonal Staff Management
Seasonal hiring is usually conducted at a time when all organizational departments are already experiencing an immense workload. If you choose to supervise your seasonal staff through manual patterns of management, this will turn out to be an additional task in your already extensive job responsibilities.
Automating time, attendance, and performance management through software and applications such as the time and attendance system is a smart approach to keep track of their working hours, attendance, and productivity.
Pay Due Significance to their Wage and Hours Functions
The wage and hour functions of seasonal employees are governed and defined by the state’s business regulatory agencies and labor welfare institutions such as the FLSA. Therefore, in order to minimize the probability of breaching a regulation and facing a lawsuit, keep a stringent check on the time entries as well as the work and productivity records of seasonal employees. The new rules that went into effect today are a good reason to need a smart workforce management systems such as a time and attendance software not only keep an accurate and error-free record of time, attendance, and overtimes, they also generate automated and accurate data through efficient wage and hour calculations.
Elaborate their Job Description and Standard Operating Procedures
To ensure that you meet your preset objectives of seasonal hiring and leverage the performance and productivity of seasonal employees, you need to devise proper and elaborate job descriptions for each employee. Seasonal hiring is conducted primarily for specific and limited time jobs.
The organization either chooses to deploy them in the prevalent operational capacities or creates new temporary designations. Whatever the case may be, make it a point to tell them the responsibilities specific to their job domain and also train them so that they know the organization’s standard operating procedures.
The patterned and compliant performance of seasonal employees makes it convenient for the organization to track their performance and efficiency to make better managerial decisions and to leverage the outcomes of seasonal hiring.
Archive their Performance Records for Future Concerns
It is a good practice to maintain a comprehensive record of your seasonal employees so as to make better recruitment decisions the next time your organization goes for seasonal hiring. Keeping an intricate record of the performance, productivity, and over time for each seasonal employee is essential to make a comparative analysis of the efficacy of each employee in the interest of the organization. In this way, the organization can make a better analysis of the profits and returns on seasonal hiring and can evaluate whether the employees have actually delivered to the organization or not.