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How do you think biometrics will change HR departments? Created by

Liam Smith

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Adopting biometrics in the field of clinical practice can, most of the time, affect how we do it in both positive and bad ways.

It all depends on how you adjust.

First of all, let me mention that in some targets the use of biometrics in the corporate and company processes has already been extended in the HR divisions.
When a robust HRMIS (Human Resources and Information System) with biometric authentication is implemented, those functions and associated operations manually taken care of by HR officers shall be entirely automated.

The HR department will obtain information from the Bioattendance System at an office where there is a Biometric clocking device to verify time monitoring for staff. This system eliminates the human aspect of manually monitoring who registered being employed today and who did not.
A biometrics optimized HR system requires workers to pay for overtime and enables the elimination of situations in which personnel demand overtime for hours during which they have not served. It also encourages overtime payment. All this makes it easier to collaborate with HR.
Biometrics help to track and handle days off. Few workers have pleasant assignments and frustration and overwhelm their peers with duties, while they make subtle reasons for getting out of work. HR will sit down with you, produce a Biometric Device report and show you how you refute your staff in your absence. Such reports will assist HR in addressing cases of chronic absenteeism.
When they return and when they leave Biometrics help monitor staff every day. You will also track people on vacation and take care of days off from staff accurately. This will ease the handling of human capital by HR officers.

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