What Is Leave Tracking Software?

Leave tracking software (employee leave management) centralizes time-off requests, approvals, balances, and policies. Employees submit requests on web or mobile; the system checks eligibility, shows team coverage, routes approvals, updates balances automatically, and syncs with calendars and payroll.

How Is It Different From Our HRIS Or Payroll Tool?

An HRIS stores people data, and payroll calculates compensation. Leave software enforces day-to-day policy rules—eligibility, accruals, carryover, approval workflows, and visibility—while integrating with HRIS and payroll to keep records and pay codes in sync.

Can It Handle Complex Policies And Regional Rules?

Yes. Modern platforms support multiple leave types (PTO, sick, parental, bereavement, unpaid), tenure-based accruals, probation rules, carryover caps, blackout periods, and localized public holidays, with policies configurable by country, state, or location.

How Does It Improve Compliance?

Policies are encoded and applied consistently, with a full audit trail of requests, approvals, and balance changes. Required documentation is captured, reports are available for audits, and payroll integrations ensure paid versus unpaid time is reflected accurately.

What About Security And Privacy?

Choose vendors that provide encryption in transit and at rest, role-based access controls, SSO/MFA, detailed audit logs, and clear data retention options. Ask about certifications, data residency, and protections for sensitive notes or attachments.

Will It Work For Remote, Global, Or Shift-Based Teams?

Good systems are time-zone aware, include localized holiday calendars, and support different approval chains by location or department. For shift operations, they surface coverage conflicts before approval and integrate with scheduling or workforce management tools.

How Do Approvals And Calendar Visibility Work?

Managers see real-time team calendars, overlapping absences, and headcount impacts before deciding. Once approved, time off syncs to Google or Microsoft calendars and sends notifications, making coverage planning proactive.

How Hard Is Implementation And Change Management?

Core rollouts typically complete in weeks. Success depends on clear policies, clean starting balances, manager-first training, piloting with representative teams, and a firm cutover away from email or DM requests, followed by a short review and tuning period.

Where do reliable HR stats come from and how do I vet them?

Use multiple sources—government labor bureaus, academic research, reputable vendor reports, and internal systems (HRIS, ATS, payroll). Check methodology, sample size, dates, geography, and definitions, and prefer longitudinal studies over one-off snapshots.

How often should I refresh benchmarks?

Refresh quarterly for fast-moving metrics (hiring funnel, time-to-fill, acceptance rate), twice a year for engagement and turnover, and annually for compensation and benefits. Reset baselines after major org changes such as reorgs or M&A.

How do I compare metrics across industries or regions?

Normalize by role family and level, adjust for local labor markets and regulatory context, and build a peer basket of 3–5 comparable companies or markets rather than relying on global averages.

What’s a sensible sample size for engagement or pulse surveys?

Target a 60–70% overall response rate and at least 8–10 responses per slice (team, location, manager) to protect anonymity and reduce noise. If a slice is too small, roll it up to the next level.

How do I keep surveys anonymous yet actionable?

Collect only the demographic slices you will act on, enforce minimum reporting thresholds, and restrict access to verbatim comments. Share clear “we heard / we’re doing” updates so the loop closes without exposing individuals.

How do I tell correlation from causation in HR data?

Look for temporal sequence (the change precedes the outcome), use control groups where feasible, replicate results, and triangulate with qualitative inputs such as interviews or listening sessions when experiments are not possible.

When should I run experiments in people programs?

Run A/B tests for low-risk, measurable changes (interview scorecards, onboarding tweaks, recognition cadences). Define success metrics upfront, time-box the test, monitor equity impacts, and publish results—even if they are null.

How do I build an executive-ready HR dashboard?

Limit to 8–10 metrics tied to business outcomes (hiring speed and quality, regretted attrition, internal mobility, engagement, PTO utilization). Show trendlines and targets, and include a brief narrative with actions and owners.

Category: Company

Pros and Cons of Using a Leave Tracking Software
Managers often struggle to process leave requests accurately and on time while staying compliant with company policies and local labor laws. Each request requires checking history, balances, eligibility, coverage, and sometimes complex rules like carryover caps or prorated accruals. Doing this manually invites delays and errors. Leave tracking software, sometimes called an employee leave management system, replaces spreadsheets and email threads with a consistent, auditable workflow that works for managers and employees alike.

This expanded guide strengthens each point from your original article, adds practical detail, and includes new sections to help you evaluate, implement, and scale a modern leave program.

Why Manual Leave Processing Breaks Down

On paper, leave management looks simple: submit, review, approve. In reality, requests must be evaluated against policy nuances (probation periods, leave types, region-specific holidays), team coverage, and payroll implications. When managers rely on siloed calendars and HR relies on spreadsheets, three things happen: decisions take longer, mistakes multiply, and employees lose trust in the process. Over time, that undermines productivity and morale. A modern system centralizes the rules and context so decisions are fast, fair, and visible.

What Leave Tracking Software Actually Does

Think of a leave management system as the operating layer for time off. Employees request PTO, sick leave, parental leave, or other absence types via web or mobile. The system automatically checks eligibility and balances, surfaces any conflicts on team calendars, and routes the request to the correct approver. Once approved, it updates balances, syncs to calendars, and sends the necessary signals to payroll. The result is a consistent, auditable trail with fewer handoffs and far less manual calculation.

Why It Helps Both Sides

A solid leave program is good for business and good for people. Managers get predictable coverage and fewer last-minute surprises. HR gains compliance, accuracy, and reporting without constant chasing. Employees can plan time off confidently because the rules are clear and balances are always up to date. In short, productivity and trust rise together.

Pros of Using Leave Tracking Software

Ease of Use

Modern systems are built for everyday use, not just end-of-month admin. Employees can request leave from anywhere; managers can approve from a phone on the move. Self-service reduces tickets to HR, while dashboards give everyone a live view of balances, upcoming absences, and approvals in progress. The best tools quietly handle the complexity in the background so the experience feels simple.

Policy Clarity Without the Paperwork

Instead of burying rules in PDFs, policies are encoded in the system: accrual rates by tenure, carryover limits, minimum notice periods, cooldowns after long leaves, and region-specific holidays. The software enforces these rules consistently, which makes decisions more defensible and reduces “exception fatigue” for managers.

Clear Authorization and Coverage

Authorizations are about more than yes/no. A good system shows who else is off, key deadlines, and potential coverage gaps before the manager decides. With cloud access, requests don’t stall when leaders travel or work remotely. Calendar integrations ensure approved time off is visible to the team, preventing double-booking and last-minute firefighting.

Accuracy You Can Audit

Automated accruals and proration remove the mental math that causes most mistakes. Each change, request, approval, edit, is timestamped and attributed, creating an audit trail useful for compliance inquiries and internal reviews. Accuracy isn’t just about numbers; it’s about transparency when someone asks “why was this rejected?” or “how was this calculated?”

Organization-Wide Transparency

Transparency builds trust. Employees can see balances, request status, and policy explanations in one place. Managers and HR can view department-level patterns to plan ahead. When information flows freely, rumors and frustration fade.

Reliable, Self-Serve Information

People plan their lives around time off. A shared calendar with holidays, blackouts, and important company events helps employees pick dates that work for everyone. Because balances update automatically after approvals, no one is guessing whether they have days left.

Integrated Operations

Leave data doesn’t live in isolation. When connected to payroll, the system ensures paid vs. unpaid days are reflected correctly. With HRIS integrations, employee changes (new hires, transfers, terminations) are synced automatically. Project tools and calendars reflect who’s actually available, making resource planning realistic.

Strategic Insights

Beyond day-to-day processing, analytics highlight patterns: teams with chronic understaffing, uneven leave utilization that hints at burnout, or policy rules that unintentionally create bottlenecks. Leaders can adjust staffing, reassign work, or tune policies based on real data.

Cons to Consider (And How to Mitigate Them)

Security and Privacy

Leave systems store sensitive data (health-related notes, identifiers). Poor security puts people and the company at risk. Mitigate this by choosing vendors with encryption at rest and in transit, granular permissions, SSO/MFA, audit logs, data residency options, and clear retention controls. Train administrators on least-privilege access.

Cost and Ongoing Spend

Licenses, implementation, and support add up, especially if you’re replacing multiple tools. Control costs by piloting with a subset of teams, selecting modules you’ll actually use, and negotiating usage-based tiers. Free tiers can be a smart start for small teams; just ensure the upgrade path won’t force a disruptive switch later.

Note: Platforms like Day Off offer a free tier suited to small and midsize teams, with optional upgrades as needs grow. Evaluate any free plan for policy flexibility, user limits, and integrations you’ll need down the line.

Scalability

What works for 20 people can buckle at 200 across regions and shifts. Validate scalability early: multi-location holiday calendars, varying accrual rules by country, and performance under higher loads. Ask about data migration tools and sandbox environments for testing changes safely.

Change Management and Adoption

The best system fails if people don’t use it. Resistance often shows up as “just Slack me the request.” Prevent backsliding by setting a clear go-live date, shutting off old channels, training managers first, and communicating benefits for employees (faster approvals, clear balances). Leaders must model the behavior.

Data Migration and Edge Cases

Historical balances, negative days, special agreements, these edge cases complicate migration. Plan a one-time normalization: define how to convert legacy rules, decide what history to keep, and run parallel testing for a full cycle before cutover.

Vendor Lock-In

If your leave system is the only place certain data lives, switching later becomes painful. Prefer tools with export capabilities and open APIs, and keep your HRIS as the system of record where possible.

New: Key Features to Look For

Configurable Policies: PTO, sick, parental, bereavement; accrual by tenure; carryover caps; minimum notice; blackout periods; probation rules.

Calendar & Collaboration Integrations: Google/Microsoft calendar sync; Slack/Teams notifications; visible team calendars.

Mobile Experience: Full request/approve flows on iOS/Android, not just read-only dashboards.

Globalization: Local public holidays, multilingual UI, time-zone awareness, and region-specific compliance notes.

Role-Based Access & Delegation: Coverage when approvers are on leave; proxy approvals; granular permissions.

Reporting & Alerts: Forecasting for under-staffing, leave liability reports, policy breach alerts.

Payroll/HRIS Connectivity: Automatic updates to pay codes; synced employee status changes.

Accessibility & Inclusivity: WCAG-aware design; clear policy language; private notes for sensitive requests.

(Use this as a checklist when comparing vendors.)

How to Implement Successfully

Define the Policy Before the Tool. Clarify categories, accrual rules, eligibility, and approval SLAs. Write examples for common scenarios so decisions are consistent.

Clean Your Data. Reconcile current balances, resolve negatives, and document exceptions. The cleaner the start, the smoother the rollout.

Pilot With a Representative Group. Include different departments, managers, and locations. Capture feedback on UX, edge cases, and training gaps.

Train Managers First, Then Employees. Managers set the tone. Equip them to answer “why” questions and to model proper use (including their own leave).

Go Live With a Clear Cutover. Turn off legacy pathways. Share a short “how to request leave” guide and where to get help.

Run Parallel for One Cycle if Needed. For payroll-critical environments, validate calculations by running the old and new processes side by side for a pay period.

Review and Iterate. After 30/60/90 days, assess adoption, approval times, and accuracy. Tweak policies or configurations as necessary.

Special Considerations for Global and Shift-Based Teams

Global companies juggle public holidays, statutory entitlements, and cultural norms that vary widely. Your system should localize rules while maintaining consistent principles of fairness and clarity. For shift-based operations, align leave approvals with workforce management so coverage meets service levels. Time-zone aware notifications prevent requests from languishing while approvers sleep.

Measuring Success Beyond “It Works”

Track a short set of signals that reflect both experience and operations:

Employee Experience: Time to approval, clarity of balances, survey comments about fairness.

Manager Experience: Fewer scheduling conflicts, fewer manual overrides, reduced time spent on approvals.

Compliance & Accuracy: Audit findings, payroll adjustments attributable to leave errors.

Business Impact: Under-/over-staffing incidents, overtime due to poor planning, utilization of leave (too low can signal burnout).

Share results openly; transparency reinforces trust in the system.

Free vs. Paid: Choosing What Fits Today, and Tomorrow

Free plans can be perfect for small teams if they cover core needs: policy configuration, balance tracking, approvals, and calendar sync. As you grow, you may need richer features like multi-policy support by region, advanced accrual rules, deep integrations, and analytics. If you start on a free tier (for example, Day Off), confirm the upgrade path is smooth and that historical data and configurations carry forward intact.
Frequently Asked Questions

What Is Leave Tracking Software?

Leave tracking software (employee leave management) is a system that centralizes time-off requests, approvals, balances, and policies. Employees submit requests via web or mobile; the system checks eligibility, shows team coverage, routes for approval, updates balances automatically, and syncs with calendars and payroll so everything stays accurate and visible.

How Is It Different From Our HRIS Or Payroll Tool?

An HRIS is the system of record for people data, and payroll calculates pay. Leave software focuses on policy enforcement and day-to-day workflows, eligibility rules, accruals, carryover caps, approvals, and calendar visibility. The best setup connects all three, so data flows cleanly without manual double entry.

Can It Handle Complex Policies And Regional Rules?

Yes. Modern platforms support multiple leave types (PTO, sick, parental, bereavement, unpaid), tenure-based accruals, probation rules, blackout periods, and country/state holidays. You can localize policies by location while keeping consistent principles of fairness and transparency across the company.

How Does It Improve Compliance?

By encoding policies and maintaining an audit trail of every request, approval, and balance change. The system applies rules consistently, captures required documentation, and produces reports for audits. When integrated with payroll, paid vs. unpaid time is reflected correctly, reducing compliance risk.

What About Security And Privacy?

Choose vendors with encryption in transit and at rest, role-based access, SSO/MFA, detailed audit logs, and clear data retention controls. Ask about certifications, data residency options, and how sensitive notes (e.g., medical or personal reasons) are protected and permissioned.

Will It Work For Remote, Global, Or Shift-Based Teams?

Good tools are time-zone aware, include localized holiday calendars, and support different approval chains by location or department. For shift work, they surface coverage conflicts before approval and integrate with scheduling/Workforce Management so service levels are maintained.

How Do Approvals And Calendar Visibility Work?

Managers see real-time team calendars, headcount impacts, and any overlapping absences before deciding. Once approved, events sync to Google/Microsoft calendars and collaboration tools, making coverage planning proactive rather than last-minute.

How Hard Is Implementation And Change Management?

Most teams roll out core functionality in weeks. Success hinges on clear policies, clean starting balances, manager-first training, and a firm cutover date away from email/DM requests. Piloting with a representative group helps refine edge cases before company-wide launch.

Can We Migrate Historical Balances And Special Cases?

Yes. You can import current balances, prior entitlements, and exceptions, then validate via a short parallel run. Document how you’ll treat negative balances, partial accruals, or one-off agreements so the new system starts from a trusted baseline.

What Integrations Should We Expect?

Calendar (Google/Microsoft) for visibility, HRIS for employee records, payroll for accurate pay codes and deductions, and chat tools (Slack/Teams) for notifications. Open APIs matter, they future-proof your stack and prevent vendor lock-in.

How Do We Measure ROI?

Track time-to-approval, payroll corrections due to leave errors, scheduling conflicts avoided, overtime linked to poor planning, employee satisfaction with the process, and actual leave utilization (very low usage can signal burnout). Share results and adjust policies or staffing where the data points.

Is A Free Plan Enough, Or Do We Need Paid Features?

Free tiers often cover requests, approvals, balances, and basic calendars, great for small teams. As you scale, you’ll likely need advanced accrual rules, multi-region policies, deeper analytics, and tighter integrations. Confirm the upgrade path is smooth and that your data and configurations carry forward.

Conclusion

Leave management isn’t just an administrative task, it’s a signal of how much your company respects people’s time and plans work responsibly. Manual processing strains trust and accuracy; a modern employee leave management system makes the process simple, fair, and transparent. Choose a tool that matches your policies and growth plans, implement it with the same rigor you bring to customer-facing systems, and measure outcomes you care about: faster approvals, fewer conflicts, accurate payroll, and a healthier, more predictable operation. When you get leave right, employees plan confidently, managers staff intelligently, and the company runs better, every week of the year.

Smarter time off tracking starts here.

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August 25, 2021
23 Statistics Every HR Manager Needs to Know

Great businesses are powered by great people. HR statistics help you see where your people strategy is strong, where it’s at risk, and where to invest next. Rather than listing numbers in isolation, this guide explains what each stat implies, why it matters, and how to turn it into action. We also add new sections, well being, HR tech, and hybrid work, so you can connect the dots across the entire employee lifecycle.

How to Use This Guide

Treat each section as a decision aid. Read the stat, then use the “why it matters” and “what to do” notes to shape your quarterly plans, budget proposals, and leadership updates. Remember that results vary by industry and region; use these benchmarks as a starting point and supplement with your own internal data.

Hiring & Recruitment Statistics

A strong hiring strategy finds qualified candidates faster and improves fit.

This isn’t just about speed; it’s about signal to noise. A defined process, intake, scorecards, structured interviews, and a tight feedback loop, reduces bias and produces better, more predictable hires.
What to do: Map a simple funnel with conversion targets per stage. Introduce structured interviews with shared rubrics and short, same day feedback notes. Track time to fill and quality of hire (first year performance or retention).

51% of candidates prefer online job boards.

Digital channels remain a primary discovery path, even when referrals are strong. The implication is your job ad quality and distribution materially affect your pipeline.
What to do: Standardize job descriptions, lead with impact and outcomes, and syndicate to the boards your target talent actually uses. Measure which channels produce not just applicants but qualified applicants.

53% research company reviews before applying.

Your employer brand shows up long before the screening call. Reviews signal culture, management quality, and growth prospects.
What to do: Keep profiles current on the major platforms, respond professionally to feedback, and showcase day in the life stories on your careers site. Use candidate NPS post-process to improve.

Compensation (67%) and benefits (63%) are top decision factors.

Fair, transparent pay and tangible benefits are table stakes. Candidates calibrate offers against market data.
What to do: Publish ranges when possible, explain total rewards (salary, bonus, equity, benefits), and eliminate “mystery math” from offers. A short, visual one-pager helps candidates compare apples to apples.

55% of applicants aged 35-44 have applied via mobile.

Mobile application isn’t just for Gen Z. Clunky flows shed qualified talent.
What to do: Test your apply flow on a phone. Aim for 5–10 minutes start to finish, support resume upload from cloud drives, and minimize mandatory fields until later stages.

Equity, Diversity & Inclusion (EDI) Statistics

The global workforce remains majority male, and women are underrepresented in leadership.

Representation gaps persist, especially at manager and executive levels. Diverse teams correlate with better decision making and financial performance.
What to do: Set representation goals per level, not just in aggregate. Audit promotion and pay decisions for equity. Build diverse slates and insist on structured evaluation criteria to reduce bias.

Men hold roughly 58–60% of leadership roles; Latino and Black workers are underrepresented in leadership.

Leadership homogeneity narrows perspective and opportunity.
What to do: Launch sponsorship (not just mentorship) programs, create transparent criteria for advancement, and track internal mobility by demographic. Review your job requirement lists, remove non essential “nice to haves” that screen out capable talent.

Gender diversity is tied to stronger performance; ethnic diversity even more so.

Multiple studies link higher diversity to outperformance. Causation is complex, but the pattern is consistent: varied experiences produce better strategies.
What to do: Treat EDI as a business capability. Budget for inclusive recruiting, interviewer training, and bias aware processes. Report progress in the same forum as other business KPIs.

Onboarding Statistics

About 25% of programs lack formal training.

Throw them in the deep end onboarding slows ramp and increases frustration.
What to do: Build a 30/60/90 plan that pairs role training with culture, tools, and relationships. Give every new hire an internal “guide” for their first month. Ship small early wins so confidence builds quickly.

20% of turnover happens within the first 45 days.

Early exits are costly and avoidable. They usually signal mismatched expectations or poor support.
What to do: Run a week two and week six check-in focused on clarity (“What’s confusing?”), enablement (“What’s missing?”), and connection (“Who do you still need to meet?”). Fix friction fast.

72% say 1:1 time with the manager is essential.

The manager relationship is the strongest predictor of early success.
What to do: Schedule recurring 1:1s before the start date. Use a consistent agenda: goals, help needed, context on what “great” looks like, and how success will be measured.

70% believe having a friend at work keeps the environment positive.

Relationships fuel engagement and resilience.
What to do: Facilitate introductions, buddy programs, and small group coffees. Rotate new hires through key cross-functional partners in their first month.

Employee Engagement Statistics

Managers influence engagement more than any other factor, yet many are not engaged themselves.

Disengaged managers propagate ambiguity and slow feedback, which drags on team performance.
What to do: Invest in manager capability: coaching skills, expectation setting, and feedback. Inspect engagement by team and treat it as an operating metric, not a once-a-year score.

Only ~30% of workers report being actively engaged.

That leaves enormous room to improve productivity and retention.
What to do: Make engagement tangible: tie daily work to a clear mission, remove friction (tools, approvals), and create visible growth paths. Recognize specific behaviors, not just outcomes.

Companies with higher engagement see ~21% more profits.

Engagement reduces waste, less rework, fewer handoffs, faster decisions, and that shows up in the P&L.
What to do: Build a simple engagement operating rhythm: monthly pulse, quarterly action plans per team, and public “we heard/we did” updates.

About a third of employees job hunt out of boredom or policy friction (e.g., rigid time off rules).

People leave when their work feels stagnant or inflexible.
What to do: Refresh roles with projects that stretch skills. Modernize employee leave management so time off is easy to request, fairly approved, and planned for, burnout drops when recovery is respected.

Nearly 9 in 10 employees cite networking as a foundation for future opportunities.

Internal networks drive learning and mobility.
What to do: Encourage cross-team projects, showcases, and internal talent marketplaces so opportunity isn’t limited to who you already know.

Employee Loyalty & Retention Statistics

Roughly half of HR teams rank retention as their top challenge, and about a third of workers will leave annually in some sectors.

Attrition is expensive, lost expertise, hiring costs, and ramp time.
What to do: Segment retention risk by role, manager, and tenure. Conduct stay interviews (“What keeps you here? What might cause you to leave?”) and act on the patterns you hear.

~27% leave voluntarily each year; voluntary turnover costs keep rising.

Even small improvements in regretted attrition yield outsized savings.
What to do: Flag regretted exits and analyze leading indicators: stalled pay vs. market, lack of growth, manager changes, or workload spikes. Intervene earlier with development moves or role redesigns.

Most exit surveys use weak methods.

If your questions are generic or not anonymous enough, you learn little.
What to do: Use consistent, behavior based exit questions and invite open text. Pair with post exit interviews a few weeks later, when feedback is often clearer.

Work environment and job design heavily influence turnover.

People don’t leave jobs so much as they leave the conditions around those jobs.
What to do: Improve team norms (focus time, meeting hygiene), clarify decision rights, and staff realistically. Make it normal to adjust scope when priorities change.

New: Well Being & Time Off Utilization

Unused PTO is a risk signal.

Low usage often indicates workload pressure or approval friction.
What to do: Publish PTO balance reminders, encourage planning at the team level, and ensure approvals are timely. With integrated employee leave management, sync time off to calendars so coverage is planned, not improvised.

Burnout shows up before it’s spoken.

Rising absenteeism, after hours activity, and error rates precede disengagement.
What to do: Watch the signals and rebalance work early. Train managers to spot and address burnout with realistic plans and recovery time.

New: HR Tech & Automation

Digitizing core HR reduces errors and speeds decisions.

Manual tracking of leave, performance cycles, and headcount planning introduces delays and mistakes.
What to do: Connect your HRIS, payroll, performance, engagement, and leave systems so data flows automatically. Fewer, better integrated tools beat a patchwork of spreadsheets.

New: Hybrid & Remote Work

Clarity and documentation matter more when people are distributed.

Lack of shared context erodes velocity and trust.
What to do: Write down how your team makes decisions, hands off work, and resolves conflicts. Use shared docs and async updates, and reserve meetings for decisions and connection.

Turning Stats into Strategy

Numbers don’t move on their own, habits and systems do. For each section above, pick one improvement, assign an owner, define how you’ll measure success, and review progress monthly. Share what you learned and what you changed. Over time, your stats will reflect a healthier, higher performing organization.

FAQs

Where Do Reliable HR Stats Come From And How Do I Vet Them?

Use multi source triangulation: vendor reports, government labor bureaus, academic studies, and internal system data (HRIS, ATS, payroll). Check methodology (sample size, dates, geography, definitions) and prefer longitudinal studies over one off snapshots before using a number in plans.

How Often Should I Refresh Benchmarks?

Quarterly for fast moving metrics (hiring funnel, time to fill, offer acceptance), twice a year for engagement and turnover, and annually for compensation and benefits benchmarks. Always reset baselines after major org changes like reorgs or M&A.

How Do I Compare Metrics Across Industries Or Regions?

Normalize by role family and level (e.g., SDR vs. Senior Engineer), and adjust for local labor conditions and regulatory context. Build a simple “peer basket” (3–5 comparable companies or markets) rather than relying on a generic global average.

What’s A Sensible Sample Size For Engagement Or Pulse Surveys?

Aim for 60–70% response rate overall and at least 8–10 responses per slice you plan to analyze (team, location, manager) to protect anonymity and reduce noise. If a slice is too small, roll it up to the next level.

How Do I Keep Surveys Anonymous Yet Actionable?

Collect only the slices you’ll genuinely act on, set minimum reporting thresholds, and communicate exactly who can access verbatim comments. Share “we heard / we’re doing” follow ups so employees see the loop close without exposing individuals.

How Do I Tell Correlation From Causation In Leave Tracker Dashboard?

Look for temporal order (did the change precede the outcome?), use control groups where possible, and replicate results. When you can’t run experiments, triangulate with qualitative inputs (interviews, listening sessions) to strengthen your inference.

When Should I Run Experiments In People Programs?

Use A/B tests for policy rollouts (e.g., interview scorecards, onboarding changes, recognition cadences) where outcomes are measurable and risk is low. Define success upfront, time box the test, and publish results, even if they’re null.

How Do I Build An Executive Ready HR Dashboard?

Limit to 8–10 metrics tied to business outcomes (hiring speed/quality, productivity proxies, regretted attrition, internal mobility, engagement, and time off utilization). Show trendlines, targets, and a brief “so what/now what” narrative on each review.

How Do I Handle Messy Or Missing HR Data?

Start with a data dictionary (fields, owners, refresh cadence), reconcile sources (HRIS as system of record), and log known gaps. Use consistent rules for imputing or excluding data, and flag caveats directly on charts so decisions aren’t made on shaky ground.

What Legal And Privacy Issues Should I Watch?

Treat HR data as sensitive: enforce least privilege access, SSO/MFA, audit logs, and regional compliance (e.g., GDPR/CCPA, local labor laws). For sensitive categories (health, demographics), collect only what you need, with clear consent and retention limits.

How Do I Use AI In Hiring Without Adding Bias?

Keep humans in the loop, audit models for disparate impact by demographic slices, and use structured, job related criteria. Document data sources and decisions, and offer candidates a clear explanation pathway if automated screening is involved.

How Can Small Businesses Apply HR Analytics Without Big Budgets?

Start with the basics you already collect (time to fill, acceptance rate, first-year retention, PTO Balance , eNPS). Use lightweight tools (spreadsheets + forms) and a quarterly review rhythm; sophistication can grow as your data maturity increases.

How Do I Communicate Sensitive Findings Without Eroding Trust?

Lead with context and accountability, not blame. Share the headline, the drivers you believe matter, the actions you’re taking, and the date you’ll report back. Keep individual teams’ feedback with their leaders to preserve psychological safety.

How Do I Blend Quantitative Metrics With Qualitative Insight?

Pair every key metric with 2–3 representative quotes or themes from interviews/listening sessions. Numbers show scale; stories reveal the mechanism together they make a compelling, actionable case.

How Do Big Changes (Reorgs, Layoffs, M&A) Affect Trendlines?

Expect discontinuities. Mark the event on charts, pause year over year comparisons for affected groups, and use new baselines. Focus on leading indicators (manager span, workload, engagement pulse) for the first two quarters post change.

How Do I Account For Seasonality?

Many metrics swing by quarter (campus hiring, retail staffing, holiday PTO). Compare period over-period (Q1 vs. last Q1) and use rolling averages to smooth noise before declaring a trend.

What Are Early Warning Signals Of Turnover Risk?

Watch for sustained dips in engagement, stalled internal mobility, rising after hours work, unused PTO, and manager changes. Use “stay interviews” to validate signals and act before a resignation letter arrives.

How Should We Govern Access To HR Data?

Create a simple data governance charter: who owns which datasets, who can see what, how long you retain records, and how requests are approved. Review access quarterly and remove stale permissions to reduce risk.

How Do We Connect Leave Data To Productivity And Well Being?

Track time off utilization alongside overtime, error rates, and engagement. Healthy employee leave management shows balanced usage and predictable coverage; low usage or approval delays often precede burnout and attrition, fix the process before it shows up in exits.

Smarter time off tracking starts here.

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August 24, 2021
How to Hire the Best HR Manager for Your Company
Hiring the right people at a company is the main reason behind any business’s success. HR Time Management and management is a crucial department in all companies, especially those of a large business. They carry out many essential duties such as recruiting or training, performance management, and employee leave management.

Hiring a professional HR manager will increase the effectiveness of your HR department and also greatly contribute to the overall success of your business therefore, you have to pay attention when recruiting your HR manager to ensure that you have employed the right person who’ll meet your company’s needs and goals.

Here, we are going to give you some tips that will help you with the process of choosing the best and most suitable HR manager for your company.

Determine the Skills That Your Company Needs the Most

Before hiring someone in any position, you need to know what exactly do you need in the first place. Of course, there are certain characteristics that all companies look for when searching for an HR manager like being a proficient problem solver and having high leadership skills, but each company will face different HR challenges that will require different roles from your HR manager.

Therefore, understanding the factors that are of most efficiency to your company’s growth processes is the first step for successfully choosing your HR manager. It will help you build a clear idea about what skills you are looking for in an HR manager and so makes the process of choosing the suitable one clearer and more organized.

Detailed and Specific Job Description

Your job description should be as clear as possible. Write down all of the responsibilities and duties expected from the HR manager in details. Mention if there is any previous experience needed to apply or if the candidate has to acquire certain skills or certificates. Make sure you also include an overview of your expectations from them and any long-term objectives.

This will ensure that no one, after employment, will complain when asked to do certain tasks, saying that they haven’t been previously informed about them, since everything was already laid out and agreed upon in the job description.

You should also mention in your job description the benefits of working for your company. A good salary and friendly working environment are what all people look for, but there are other things that companies can provide to satisfy their employees and helps make your job offer more attractive such as, flexible working hours, social and medical insurance and transportation.

Providing a detailed job description will make you attract those candidates that have the requirements and skills which you are looking for and so, you will be choosing your HR manager from the best pool of people available instead of going through hundreds of irrelevant job applications.

Choose Someone That is Familiar with Technology

Many technological innovations were introduced to the HR industry and lead to great exponential advancements that helped HR manager work much more productively. These technologies include performance management systems and leave manager software.

Hiring an HR manager with previous experience of working with HR tech is very crucial and will definitely make a difference with your business’s growth.

These new technologies greatly impacted the workstyle of HR managers and even other employees in the company. Leave tracking apps, such as Day Off, helps the HR managers keep track of the employees’ absence and presence in a much more efficient and easy way. Therefore, hiring an HR manager who has tech proficiency has many benefits like making employee leave management processes more accurate and ensure they run smoothly.

For example, a leave tracker software will offer many useful features to both the employees and managers. They improve the company’s decision making and greatly reduces the amount of paper work that employees do. They can also prevent pay errors, leaving employees satisfied.

A good HR manager is one that knows how to efficiently use these great technologies (such as PTO manager software, vacation tracker software and performance management software) and motivates his team to use them as well for a more flexible and simple work environment.

Pay Attention to Behavioral Traits During Interviews

Skills can be easily gained by most people with time and experience, but it is very hard to change someone’s behavior and traits. Therefore, when carrying out your interview pay attention to the way they talk and try to get a clear idea about their personalities.

Be honest with them during your discussion and tell them what you exactly need. Talk with them about your company’s strong points and weak points. See if they have any ideas or new approaches that may help your company.

Sharing with them these thoughts will show you who is motivated and if they are able to offer creative solutions to your problems. It will also help you know if that person will easily get along with your current teams and if they can fit with them.

HR expertise is important, but soft skills can be as important too. Here are some qualities and characteristics that are important to look for in an HR manager:

Fast and efficient decision making to be able solve problems fast with minimal losses.

Good communication skills to build a strong relationship with his team and other employees.

Good technical skills to be able to use apps like Day Off easily and know how to benefit from them.

Has the intention to continuously learn new things that will help with your HR management system.

Has the ability to multitask and so, leads to higher productivity of the company.

Conclusion

Hiring a professional HR manager will always be of great benefit to your company. It helps boosts your business growth and makes employees satisfied. Both expertise and soft skills are essential factors to take into consideration when choosing your manager.

Things like excellent work experience, ability to handle excessive workload, knowledge about hr assistant and being up to date with technology are all examples of traits you should look for to spot a great HR manager.
August 23, 2021
How to Get the Most Out of Your Remote Team

The pandemic has taken a great chunk of our lives both work and personal life related. With all the chaos going on worldwide, working from home might have been the best possible option. But is it? Employees Leave tracker have taken a toll on their mental health and productivity, not to mention their enthusiasm for any task has decreased drastically. While motivating and influencing your team while they work remotely may not be as easy as you wish it to be, there are a few basic methods through which you can get the most out of your remote team.

Initiate Daily Check ins

Interacting with your remote team is the way to begin monitoring them. Through frequent video conferences or one to one sessions, you’ll be able to keep tabs on whatever the employees are doing and if they are in the proper setting to work. Even though this may sound like a buzzkill to some, the daily check-ins will ensure that all the employees are fulfilling their due tasks on time and clearing any confusion. Furthermore, these shall encourage the employees to open up to you.

Communicate with the Team

On the topic of ‘opening up’, communication is key. In the pandemic work situation, employees already suffer from a lack of communication and interaction. What could be resolved in the workplace easily is taking a lot of time to decipher online, in a remote working scenario. To ensure this factor doesn’t affect the team and its overall performance. As a leader, you must communicate all the responsibilities and duties that they are assigned with. Not only does this enable the remote team to understand all the tasks properly, but it makes them feel important to the company.

Utilize Technology

Technology is a great tool once you master the art of it. With applications like Zoom, Google Meet, Discord, Microsoft Teams, and multiple others, it’s relatively easier to deal with remote teams now. Utilizing these applications shall gradually make your remote team accustom to the online working situation and enable them to work more productively. Aside from work related stuff, you can even use these platforms to engage and communicate with the team!

Formulate Rules of Engagement

Information sharing might be troublesome for a remote team. For this reason, general rules of engagement should be introduced to the workforce; the rules shall describe when and how the employees can connect to you or the other team members. Remember to approach any difficulties through proper team engagement.

Handle Expectations

Company goals and visions have changed due to the pandemic and the employees need to be made aware of that. The way of work that you expected them to do earlier might not align with the current scenario. Hence, regular communication regarding the expectations associated with the remote team will take you forward at a consistent pace.

Outcomes over Activity!

Monitoring every activity in a remote environment might not be the best decision, as it takes plenty of time and effort than in a normal scenario. Instead, focusing on the outcome of each task shall be a better choice to manage your remote team. This leaves a majority of the work responsibility to the team, enabling them to work as they please as long as they deliver the desired outcome. Furthermore, this method ensures that your remote team starts feeling important and that they matter to the company.

Make it Purposeful

For a remote team, having a consistent and defined purpose will drive the employees into being more productive. The work-from-home situation can make the employees lose their motivation and purpose quite easily, which is why a purpose is required to tie everything together. Ensure that your employees are going forward with a goal set in mind.

Enable Resources

Proper resources need to be made available to your remote team. Without a stable internet connection, laptop or PC, audible speakers, etc. a remote team cannot perform or operate to its full productivity. As a leader, it’s your responsibility that your team is fully resourced before getting on with the company’s visions and goals.

Omit Obstacles

Complexities regarding personal and work-life should be considered right now if it wasn’t already. Any difficulty that your employees might be facing should be taken seriously, considering the current pandemic. While everybody is prone to the same danger, not everyone is in the same boat. Keeping that in mind, any obstacles should be eliminated.

Time to Socially Interact!

Social interaction among the employees of your remote team should be encouraged. Any gathering via online platforms should be motivated; a games night, movie night, or any games that could be played online should be encouraged. The ray of hope from social interaction not only ignites a livelihood in your remote team but helps them refocus on their work as well.

Be Flexible

A pandemic isn’t an easy situation to get over, especially with people falling sick here and there. A flexible practice or day off can be introduced if your remote team is going through a hard time- it shows that you care for your team and their wellbeing.

An Empathetic Leader

The abovementioned points all tied up together comes to this it’s time to be an empathetic leader. Empathy and compassion will get your forward at an increasing pace during this hard time. Reaction to sudden problems can be managed by handling the stress and tension through empathy and calmness.

Mentor, not Manage

It’s crucial to remember that you cannot manage or discipline the remote team during a pandemic. It’s harsh and insensitive to some extent. Furthermore, the usual managing techniques would not work for everything now. Approaching as a mentor and motivator will help bring out the best from your remote team.

Conclusion

Handling a remote team is essential and not conventional at all. For that, it’s wise to be flexible and empathetic while being open to discussions that would not have occurred under normal circumstances. A remote team can take your company to paces, only if you manage to bring the most out of it.

August 22, 2021
6 Incredibly Useful Software Tools for Small Businesses

Navigating a small business toward success requires teamwork, a solid sense of direction, tremendous patience, and a handful of software. The right tools can make a big difference to the job. However, choosing the right software is a challenging feat. The secret is recognizing the proper software in combination with other tools to serve your nature of work is important. Check out some useful software tools to help you run your small business.

Wave: Best Accounting Software

Kirk Simpson and James Lochrie founded Wave Accounting in 2010 to bring an easy to use, free financial software to the market. In 2021, Wave’s employee base has crossed the 250 mark and they’re working to serve small businesses across the world. It lets companies track expenses and income, scan receipts, send invoices, track sales taxes, and much more for free!

Wave builds a network between credit cards and multiple bank accounts and helps set up profiles to keep track of finances. This free software organized payments, invoices, and accounts to make tax calculation easier. Users can make and send professional invoices from the dashboard as well as the mobile app. Wave can set automatic credit card payments and recurring invoices for repeat customers so they can get their invoice and payment details immediately.

Apart from their free services, Wave also offers premium, paid services, including bank payments, credit card payment, payroll setup for contractors and employers.

Wix: Best Website Builder

Frustrated with the high costs of making a website, three entrepreneurs joined forces to create Wix in 2006. Today, the company boasts a user base of 200 million spread across 190 countries. This is our pick because Wix lets users create professional websites without any required coding knowledge at a budget friendly rate.

On Wix, you will find many professional templates to personalize your website. Pair that with the convenient drag and drop editorial feature and anyone could make a functional website within a few hours. All websites are designed to look attractive on mobile devices and offer interesting effects like video backgrounds, animation, and scrolling.

As Wix features an advanced e-commerce feature, users can sell online as well. You can set up an online store, figure out conversion rates and revenue, manage inventory and more. Wix is compatible with PayPal, Wix Payments, and Stripe and can integrate with Facebook and Instagram.

MailChimp: Best Email Marketing Software

MailChimp was founded in 2001 and since then has been an affordable email marketing service perfect for small businesses. Now a diverse marketing platform, MailChimp offers websites, landing pages, postcards, and many more amazing features. Both free and paid plans will be a great choice for small business, but you can go a long way without paying a dollar – the best part of this service. You can easily start using the free email software.

On MailChimp, you can get pre made email templates, basic customization, opt-in sign up forms and popups, and audience segmentation. A mobile app is included as well to let you check campaign performance, send emails, and create reports with just a few clicks.

Using the drag and drop templates, you can create professional emails with little to no design skills on MailChimp. The software keeps track of clicks and open rates while segmenting data to let you know what’s working best for your small business.

Trello: Best Project Management Software

In 2011, Fog Creek Software introduced a project management tool prototype designed to provide high level planning solutions. Within just a year, the platform had more than 500,000 users and was named Trello. Trello impresses with its flexible, visual, and free options to manage projects.

Featuring a Kanban style board for project and task tracking, Trello makes project management extremely easy. The intuitive and simple interface lets users make customer lists and boards with a plethora of inclusions such as images, checklists, links, due dates, regular files, and more.

Trello can be integrated with Google Drive, Slack, Dropbox, as well as many other third party software. Integrate it with mobile apps to streamline workflows and collaboration.

Even with its free plan, the software has a lot to offer, including unlimited lists, cards, and boards. However, there is a 10MB per file attachment limit to be mindful of. It extends to 250MB with the paid plan.

Slack: Best Team Communication Software

With Slack, you can create channels revolving around a particular topic, project, team, or client. The channels can be public for all Slack account holders or it can be private and accessible via invitation only.

Apart from real-time communication, Slack offers a slew of fantastic features like poll creation, meeting scheduling, file sharing between teams, cloud storage, and connection to third party projects all through integrations. You get free voice and video calls and also spin off discussion threads in order to keep the larger conversation organized.

Small businesses that only require a single workspace, a handful of integrations, and one on-one video calls can benefit from a free Slack account. There is a 10,000-message search limitation on free accounts, though.

Day Off: Absence and Vacation Tracker

One of the most important tools for a business’ HR department is an employee tracker app. Productivity and efficiency depends largely on the availability of the employees, not to mention their satisfaction with their workplace. With Day Off, you save time and effort with employee absence. You can track individual and team absences from one place and it takes a few seconds to check up on leave applications and accept/deny them.

The convenient PTO calculator brings everything on one platform for the HRM. Requests are directed to the right person. HR can also define teams while setting available vacation days left for each person. The mobile app makes it easy for both employees and manager.

Conclusion

A software doesn’t necessarily have to be “premium” to deliver quality services. Small businesses can cut down on costs by looking into the more budget friendly options.

August 22, 2021
How to make your employees feel valued and engaged

An average person is estimated to work about one third of their life span as listed in conducted research, so he/she must be provided a comfortable environment amid others in which they provide the best work results without any complications due to their ease of working together. The most common things that make employees feel valued are always addressing growth, helping them in the start of their jobs, challenging them in healthy ways to break their limits, always encouraging them to do their best and telling them that they are doing a great job.

Getting to know the Working Team

Organized corporations try their best to let each employee be known to the others by making an announcement for the new employee on his/her first day, help him fit easily by introducing him/her to the rest of the employees. Bullying is common for newcomers to face so it is the duty of their bosses to watch over them and never tolerate it.

Another way of engaging employees with each other and their bosses is by often making a get together for the company outside of work boundary in order to create a friendly relationship between the employees, by doing this a tension free environment is provided and the employees know each other better making them work together smoothly. By doing this better work results are provided.

Payrolls and Benefits

The main forms of feeling valued by an employee are the payroll and the benefits received from the company. The payrolls must be equivalent to the amount of work given by the employee and equal to his degree as well. In this modern day world payrolls and benefits are monitored by employee self service software in which the employee can also monitor his/her schedule and change his/her benefits information.

Sick Leaves and Absences

It is expected at any moment that an employee gets sick and doesn’t attend his/her job for a day or more depending on his/her condition so an employee day off tracker must be present to keep track of the absent employees in order to have a good thought on the working power to maintain productivity.

Different companies have different absence policies so employee absence management must be present to inform the employee on how and when to inform his/her boss of his/her absence, also informs the employee of the pay arrangements in the case of an absence, and how to continue his/her work after the absence. All this is made to maintain the productivity of the company as possible and to limit the damages to the employee as well. Sick leave is a form of partial absence that result in a decrease in the working power as well, so an employee leave management application is needed to count for the gap of employees to try and maintain the productivity as possible.

Valuing Hard Work

In some cases, an employee is stressed or burnt out so he/she becomes in need of some time off the job and in order to make the request as organized as possible an employee time off manager must be provided to make the operation as smooth as possible both for the employee and the bosses. The request of some time off the job most of the time is approved when viewing the hard work of the employee, and as a form of valuing the employee and encouraging him/her to keep up the good work while being comfortable mentally. On the other hand, for keeping track of the employees an employee time off tracker must be present to keep track of the present employees.

Holidays and Vacations

Each company when hiring sets a specific number of paid time off days so that if the number of days increase than the number agreed on the employee faces disciplinary measures. It is not common sense that the whole working team takes their paid time off at the same time and this is when an employee PTO tracking software and employee PTO management systems do the work of tracking the present and absent employees and managing the number of present working power.

Holidays and vacations are important in making the employee recharge his mental state in order to give the best results in a job. for tracking the holidays and their time in the year an employee holiday tracker application must be present for everyone to have information on the holidays such as when are the holidays and how long are they. Most of the time employees stacks their paid time off to go on long vacations. Long vacations mean fewer working staff for a long period of time so to make it organized as much as possible an employee vacation tracker and employee vacation manager must be present in order to make those vacations as organized as possible in order to maintain the productivity. All this makes the process of holidays and vacations as smooth as possible

Work and Reward System

When the employees reach the target given to them and surpass it by a noticeable amount, as a form of appreciation and valuing their work the company gives them a reward. These rewards are materialized in many forms one of them is the pay raise. Another form of reward is a percentage paid vacation or a full paid vacation for the employees and their families and travel at the expenses of the company. These vacations are in a place chosen by the company, or they let the employees choose from a variety of places chosen by the company as well which are tracked by the company by an employee vacation tracker. This is an image of the work and reward system

The Employee’s Mentality

After all the employee is most important gear in the success of a company. The employee must have a stable mentality to provide best results, because at the end of the day he is a human being who wants to be recognized and valued for his work. When the employee is given some special treatment, it makes him feel valued and an important person in the job, so the employee becomes loving of his/her job and gives it his/her all, because he/she spends a big portion of the day at the job. In a way the employee after all this becomes so loving of the job that he cares for the company as if it was his own home.

August 18, 2021
The Ultimate Guide to Employee Performance Reviews

In this modern corporate era, employee performance reviews have become an important part of every business. As per the experts, it does not help in eliminating the efficiency or productivity issues but also helps the organizations in motivating their employees. Such valuations always provide HR managers with accurate and useful assessments of employee’s abilities, skills, job performance, knowledge, and more. Before carrying out the evaluation, you need to obtain all the relevant data, and for data related to employees’ attendance, you can use a good Leave Tracker Dashboard program, for example, Day off. Now, let’s discuss this in detail.

What do you mean by a performance review?

A performance review which is also known as an employee evaluation, performance appraisal, or performance evaluation, is a process of documenting and evaluating the performance and the behavior of the employees in a particular period. The review is carried out in general for 6 or 12 months.

As per the experts, discussing the performance in comprehensive review is a crucial factor for many companies’ employees’ feedbacks as well as the development process. On the other hand, keeping a proper record of performance review, considering the data from an employee leave tracker app, can also be a compliance requirement. It is the responsibility of the HR management to create and share constructive feedback.

What is the major purpose of performance reviews?

In most organizations, the line managers carry out a performance review as they know all the things about the employees. However, in some cases, HR managers can also do that. But why is it so important for every business? Well, keep reading to know more.

As per the experts, a perfectly conducted performance review can offer an instant and the most required lift to the businesses as well as the employees. This will prove the weaknesses and strengths. Some other benefits are:

A clear understanding of the current job roles

Performance management will empower the person to think seriously about the job role within the organization. When both the supervisors and employees understand their specific job duties, then they can eliminate the possible ambiguities in the company.

Aligning personal roles to the organizational goals

A good quality performance review will give a chance to ensure everyone can understand the company’s vision, as well as goals and they, can come up with different strategies to fit their work in the bigger picture.

Career development

A performance review can create the opportunity to plan and set new objectives that can help in the further development of the employees’ careers. With better performance management, they can explore additional training.

Getting regular feedback on the performance

It has been proved that regular feedback can greatly contributes to perfect all-around communication in the organization. With this, the HR Management can detect the strength and weaknesses of the employees, and the employees will be able to understand what the company is expecting from them.

How to prepare to create a good performance review?

If you’re an HR manager and you have been tasked with carrying out appraisals for real, you need to create a solid performance review process that can guide your approach. So, prepare yourself for the performance review by following the tips.

Clear the calendar

If you are planning to meet the members of your team one on one, then you need to make sure that other important tasks during the meeting will not distract you. So, before starting the review process, try to lower your commitments in the day to lower the risk of missing out on the appointments or having to change the date for the review.

Get accurate data about employees leaves

An employee’s performance can be ascertained by analyzing the leave patterns of that particular employee. But how to do that? Well, this is where you can use an Employee time off tracking. Such software programs are designed and developed in such a way that they can create a comprehensive report about the employees’ leave management.

Be ready to give as well as take feedback

While conducting performance reviews, make sure that you are allowing enough time for the employees to comfortably share their feedback with the HR management. Use a notebook or a laptop to record it. As a result, it will be easier for you to follow up on the data later.

Always stay prepared for the curveballs

Well, as a general rule, the management should not tell the staff anything that they don’t know about the performance. However, sometimes, you may face conditions where they may come up with some matters that will be new to you. As they are like a private exchange, sometimes reviews can be seen as a perfect opportunity to share news or raise any new issues. So, you should keep this thing in your mind and always prefer to schedule it for a later meeting if required.

A different way to collect feedback

360 feedback

In this, employees can receive feedback or suggestions not just only from managers but also from peers as well as junior members. Besides, they can also check their data, covering the leaves and more, through a Vacation tracker and review themselves. As a result, they can understand their opportunities and strength.

Continual feedback

Some organizations don’t like to go for a formal structure of a performance review. Instead of that, they share feedback with the employees on a continual ad hoc basis. For startups and small businesses, this can be a suitable option. But there can be a few risks of it. As there may not be any formal checkpoint, employees may lack clarity on how they should progress and what they need to do.

Employee pulse reviews

This can be considered as a happy medium for carrying out a performance review. This is a smaller scale review that is conducted on a more frequent schedule. It is generally associated with the engagement surveys of the employees.

If you want to make sure that your organization is all set to grow properly in the coming days, then don’t forget to carry out an employee’s performance review. And use advanced tools, like a Leave tracker and more to collect important data accurately.

August 17, 2021

2025 Public Holidays in UK

One of the favorite things for many of us is planning a Public Holiday . Nothing is better than a well-planned calendar with flight info and dinner reservations. But first you need to know when exactly to do it. These holidays not only mark moments of historical importance but also provide an opportunity for communities across the UK to come together, celebrate, and cherish the nation’s heritage.
Here is a list of the 2022 public holidays in the UK, where most of government offices, businesses, shops and banks will be closed:

Holiday	Date
New Year’s Day	Mon, Jan 3, 2022
Good Friday	Fri, Apr 15, 2022
Easter Monday	Mon, Apr 18, 2022
Early May Bank Holiday	Mon, May 2, 2022
Spring Bank Holiday	Thu, Jun 2, 2022
Platinum Jubilee bank holiday	Fri, Jun 3, 2022
Summer Bank Holiday	Mon, Aug 29, 2022
Boxing Day	Mon, Dec 26, 2022
Christmas Day	Tue, Dec 27, 2022

As the UK welcomes 2022, these public holidays or day off not only offer a break from the routine but also serve as a reminder of the country’s rich cultural tapestry and the spirit of unity that binds its diverse communities. Each holiday brings its unique traditions, making the UK’s public holiday calendar a colorful mosaic of celebrations, reflecting the nation’s identity and heritage.

August 16, 2021

2025 Public Holidays in USA

One of the favorite things for many of us is planning a vacation. Nothing is better than a well-planned calendar with flight info and dinner reservations. But first you need to know when exactly to do it. These Labor day reflect the spirit of unity and pride shared by Americans across the nation. Let’s explore the USA’s public holiday calendar for the year.
Here is a list of the 2022 public leave tracking in USA, where most of government offices, businesses, shops and banks will be closed on:

Public Holiday	Date
Martin Luther King Jr. Day	Mon, Jan 17, 2022
Memorial Day	Mon, May 30, 2022
Independence Day	Mon, Jul 4, 2022
Labor Day	Mon, Sep 5, 2022
Veterans Day	Fri, Nov 11, 2022
Thanksgiving	Thu, Nov 24, 2022
Christmas Day	Mon, Dec 26, 2022

These public holidays in USA are more than just day off; they represent the nation’s history, diversity, and shared values. Each holiday fosters a sense of community, reminding Americans of the strength found in unity and the rich tapestry of their collective heritage. As 2022 unfolds, these celebrations will continue to bind communities together, embodying the spirit of the land of the free and the home of the brave.

August 10, 2021

The best way to utilize your company leave management
There is no doubt that employees or staff leave management may look like evil to the overworked or stressed HR managers. However, a combination of a professional leave tracker and proper leave management policy will make sure that the company is running smoothly while offering the employees many opportunities to recover from stress, recharge the energy level and attend to their families. But maintaining a perfect balance between a happy team and business can be a little tricky. So, is there any option for this? Well, keep reading to know the answer and explore some best ways to use the leave management of your company.

What do you mean by leave management?

When it comes to an understanding of less productivity in your employees, the reason for this can be more. For example, it can be related to personal life or some official issues. As an employer or manager, you need to develop a positive environment for the employees to work together. As a result, they can complete the projects effectively and efficiently, and you will enjoy better as well as consistent results.

Speaking about employee leave management, it consists of the process as well as policies of managing time-off requests of your employees, for example, parental leave, sick leave, holiday, and vacation. By using a perfect leave management system and Vacation tracker, you can easily develop a safe as well as a healthy workplace environment. In simple words, the primary objective of leave management is to deal with leave requests accurately and fairly so your business can run smoothly without affecting the employees.

The scheduling system lets the employers effectively distribute the employee’s workload who is taking leave to keep the process easier and less messy for the team. Different tools like Day Off and more help avoid possible accident leave requests, and you can have better control.

Leave management is a major component or responsibility of the company’s HR management. As this is an important thing, there should be a clear leave management process in a company.

Understanding the importance of leave management

Perfect leave management can create a better employer experience. How? Well, the employers or HR managers can ask or encourage the staff to use the paid leaves properly. Besides, they can make sure that their employees are not feeling overwhelmed with the workload when they are planning for a leave. Here are some major benefits of leave management that can result in a better experience.

Employee satisfaction and better management of employees

Good leave management will make sure that your employees or staff are 100 percent satisfied with the workplace. Besides, it will ensure a stress-free as well as a comfortable environment in the office. What’s more? As per the experts, proper leave management will bring a maximum level of transparency between the employees and management. As a result, there will be fewer unexplained or unscheduled leaves.

Lowers the expenses

The absence and leave of the employees can contribute to around 40 percent of a company’s payroll. With the help of a leave management system, the organization can easily implement the paid leaves based on the policies. This will greatly lower the accidental allotment of paid leaves. As a result, you can witness a great impact on the organization’s finances.

Better employee wellbeing and confidence

If the employees know that they are enjoying a proper and fair leave policy, they will become more confident. Besides, they will always trust your company’s HR management. Good leave management always shows that the company is properly organized.

As a result, this will trigger the trust factors, and that will result in more engaged and happier employees who will always stay productive as well motivated to help your business succeed. On the other hand, if you have poor leave management, it can easily create resentments in the employees who have to deal with the workload as some employees are absent. So, come up with better leave management to deal with such issues.

Proper planning for leaves

Most of the modern leave management systems let the employees see the remaining leaves in real-time. It creates a great level of transparency. In the end, it triggers the sense of proper holiday or leaves planning among the employees. The employees can now plan their leave in advance, and the managers will have all the data to plan for the leave accordingly to ensure the company has a sufficient workforce to handle the project.

As per different studies, proper planning of leaves can help an organization in lowering the disruption at work, and you will not see any downtrends in productivity. As a manager, you can easily plan ahead. Furthermore, proper leave or holiday planning can enhance the employees’ morale. No employees will prefer to work for more hours just because there are some unplanned leaves.

You are obeying the law

As per the rules in the UK, a full-time employee can get 28 days’ holiday. Well, this may change based on the country and federal laws. The yearly leave entitlement for the part-time or remote workers can be proportionate to the time they work.

For example, if he/she works for three days a week, he/she can take 16 day’s leave per year. By ensuring that the employees are getting proper leaves based on the law will develop the trust factor, and they will respect their workplace. By using a Vacation tracker, you can easily manage the leaves of different teams.

Different ways to use the leave management

Identify with the required law

Within any business, employee leave management holds a significant place. Why? Well, the growth of the business will depend on this. So, one of the best ways to use leave management is to get familiar with the state or local labor and federal laws. The administration, as well as the policies of the enterprise, should conform to the law of the country.

It has been seen that some companies face various legal challenges quite frequently following poor leave management systems. Such conditions generally take place when an employer tries to consider the personal as well as private circumstances of the employee. This may sound good, but this can create a feeling of partiality in some employees, and others may not receive the same benefits.

However, you can avoid such circumstances. First of all, you will have to create clear policies. On the other hand, the HR managers should go through the training so that they can deal with the employee leave requests consistently and appropriately. Besides, they can use an advanced time off tracking to track the leaves.

Using a leave management software or tool

It is a fact that the process of leave management can take a lot of effort, time and it is also very complex. Furthermore, there will always be the scope for errors as you will be managing all the things manually. So, what is the best solution for effective leave management? The most effective solution is to invest in a well-developed PTO tracker. By using such a leave management system, you can effectively automate the process, eliminates possible errors, and boost the employee’s efficiency.

What’s more? This will make sure that there are no issues in the company’s payroll as you can integrate the attendance management in the existing payroll system. So, use leave management in this way, and you can create a better work environment.

Dealing with the extended leaves

In many cases, national or state laws and the policies of your company could make extended leaves compulsory. So, training all your line or HR managers in how to deal with such requests and demonstrate compassion becomes very important. Remember that approving a leave in case of an emergency is a decision that the manager will have to take.

On the other hand, the negative response can dissatisfy the employees, and such dissatisfaction can create a disconnection between the management and employee. So, make sure that your leave management has the required rules to deal with such leaves.

Create a clear and easy to understand leave policy

For effective leave management, you need to outline the company leave policies for the employees. Every employee may want to get guidance on different types of leaves and circumstances. While developing the policy guidelines, it is important to clear the following things:

How to ensure the time?

Which holidays are there in the policy, and how many holidays will you offer?

Whether can one use the unused leaves or time?

How to apply for a time off request?

What types of leaves does the company offer? And more

All these things should be clearly mentioned in the policy. Irrespective of what the company offer, an unrestricted leave policy, and benefits package will be beneficial. This will motivate all the employees to participate in the leave management system. To circulate the rules or policies among the employees, you can use the PTO tracking software programs, such as Day Off.

Corresponding the time off policies clearly

No matter whether it is a big or small business, they should jot down the important policies in the employee manual. However, as a manager, if you are unfamiliar with the meaning of the policies or where to discover them, then it will not bring benefits to the business as well as employees. You will have to come up with a way to communicate the policies effectively.

It is crucial for every business to make sure that all the employees understand the rights as well as benefits. And this can be easily done using a proper leave management system. On the other hand, to manage and ensure all these things, using the best Employee leave tracker app within a company is a must.

The tools or software programs come equipped with employee self-service features that one can use to apply for a leave. On the other hand, using the manager portals, the HR manager can grant or reject the leave. The time tracking and attendance management features of the program are also quite beneficial. Investing your money in a next-generation Time off app can help you automate the process.

To keep an eye on the unscheduled absences

Remember that unscheduled absences can negatively affect productivity. No matter what is the reasons, managing the unscheduled absence during the pick time can be very tedious and challenging. Well, the most effective way to manage this is by identifying such absences earlier and understand the real issue. This way, you can lower the occurrence of unplanned leaves.

For that, having a perfect leave management system integrated with the company’s attendance management system, such as web-based attendance, access card, or a biometric device, is very important. Notifying the company’s HR management about the absence can help you in mitigating the cost by assigning another employee to the task.

To lower the errors related to the payroll

Just imagine tracking all the leaves of the employees and then calculating the payouts manually. This will be very exhausting. Now just imagine if you have access to a leave management system that has been integrated into the payroll management system, and the payroll calculation happens automatically. Sounds great, isn’t it?

A cloud-based Free vacation tracker can empower you with such facilities. Such a system can be easily integrated into the existing software, and you can make sure that all the data is validated without any error. On the other hand, it will ensure that the inputs are accurate and seamless.

Some companies may think that setting a good policy and using a Day off app is the best thing. Well, the fact is it is not the end of the line. After setting the policies, you need to measure the effectiveness of the policy by setting KPIs, goals, ensuring maximum compliance, and measuring the employees’ ROW Return to Work rate. So, carefully monitor the effectiveness, use the best leave app and update the requirements accordingly to have better leave management in your company.
August 8, 2021
Top 5 Leave Tracking Software Tools
There is no doubt that HR management is a major function in a company as the employees can drive the business. Besides, the company needs to manage its employees in the best possible ways to maintain the smooth functioning of the company. This is where the leave tracking software comes to play.

However, when the leave management of an organization is poorly maintained, it can turn into a laborious and hectic process. If you fail to track the leaves, approved them properly, or forecast the human resource shortages, then you may end up with a shortage of human resources. So, how to deal with this effectively? The perfect solution is the PTO tracking software.

These advanced leave management tools have changed how companies used to manage the leaves or vacations of the employees. It has facilitated transparent leave management that will develop a good relationship between the employers and employees. Are you looking for the best employee leave tracker app or software programs for your business? Well, we have listed down the top five leave tracking tools that can help you a lot. However, before that, let’s talk about the importance of using a leave management tool.

Why should every organization use time off or leave management software?

It can lower the paperwork, and as a result, your employees and HR managers will save time. Applying leave requests writing a letter takes more time.

Such tools can accurately calculate the employees’ leave balances automatically. There is no need to use formulas or calculators to count the leave balances. It will offer you an auto generated comprehensive report on that.

You will be able to keep track of employees’ attendance. Absenteeism can greatly affect those who work. When you track the absence effectively, your employees will become more organized.

The software program will automate different tasks related to leave management. The calendar will be updated automatically, and the employees can easily check the leave availability. Besides, a leave taken will be deducted automatically, and the employees can see their leave balance.

As these are automated software programs, one can’t make any changes to the leave forms without getting approval from the manager.

Using a leave tracker app, you can enhance the collaboration process as it facilitates an effective communication process between the HR management and employees.

What features should a leave tracking software offer?

While buying one, you need to make sure that the program has all the required features to automate the task and offer you a smoother process. So, some of the major features that you should look for in a time off app are:

Supports for national holidays based in the locations.

Personalized leave policies.

Assign annual absence and leave types.

Push notifications and reminders.

Easy synchronization with payroll systems, Outlook calendar, and more.

Monitoring the leaves.

Offering leaves analysis reports and more.

Best leave tracking or PTO tracking software that you can use for leave management

Day Off

When it comes to using a reliable and well developed Time off app, one can always trust Day off. This professional leave tracking app is a fully featured leave management software program that is designed to serve small enterprises and startups. It is designed to offer end to end solutions.

When you use this leave tracker, you will enjoy analytics and reporting in one place. It comes with an easy to use mobile app for the employees as well as HR managers. As per the information mentioned on the website, more than 80 percent of their customers are now using this to effectively track leave requests.

It is a Free vacation tracker where employees can easily request their vacation and can automatically consider the weekends and public holidays. Besides, they will get notified about the vacation history as well as leave balance. Using this web app and its interactive and easy to use dashboard, HR managers can easily configure the data and import all the records.

Some amazing features of Day Off

One can create the company with a few simple clicks. All you need to enter the email id, password, company’s location, and name, and you are ready to go. Besides, it lets you add your teams, assigning different configurations for each team.

It will be very easy for the HR Management department to manage multiple leave requests. It shows you a comprehensive calendar view with the employees’ leave requests. Besides, you can also see the details like employees’ data, their leave duration, leave type, and more.

Want to send an urgent announcement to your employees instantly? When you are using the Day Off app, you don’t need to put the announcements on the notice board. Just type the required message and press the button. All the teams will be notified within a few seconds.

For the employees, not submitting a vacation request will become a lot easier. When using this app, you can send a leave request within a few seconds. All they need to choose the type of leave, start date, and end date. Once accepted by the HR manager, the app will notify employees.

What’s more? One can easily check the leave balance and manage them accordingly. It also shows the official holidays of the region.

Day off can be seamlessly integrated with your payroll or other leave management software programs. Together they will create a robust leave time management and work system that will be helpful for the accountants, project managers, team managers, and HR managers.

Speaking about its pricing, you can go for the free version as well as paid version. With this Free time off tracker, you will enjoy limited yet useful features, such as calendar view, management reports, unlimited employees’ registration, reports management, and customize leave types.

Why use Day Off?

It’s visual

The software offers a clear schedule view where all the absences can be shown. With the filtering option, you can choose the relevant information. View the report with beautiful and colorful charts.

It’s very simple

Day Off doesn’t require any training for using it. The intuitive interfaces and workflow will help you in creating a robust leave management process.

The program is highly customizable

You can customize it to adapt to the unique requirements of your company, creating different leave types, configuring the leave balances, rules, and more.

If you go for paid or Pro version, it will cost you USD 1 per user/month. However, apart from the core features, you will enjoy pro and advanced features. So, what are you waiting for? Give the Day Off app a try and enjoy a comfortable way of managing employees’ leaves.

ActiPLANS

This PTO tracking software program is designed to offer you a time-saving and transparent leave management process. The program supports different types of custom leave that can be easily configured to affect the sick day or PTO balance. Using this, you can easily get comprehensive reports that can show you the absence history of your team, leave balance changes, upcoming leaves, and more.

No matter what type of business you have, be it a large-scale business or a startup, you will benefit from its useful features. Just configure the tool based on the leave policy of your company, and you can enjoy a comfortable leave management process. Review, request, and approve the leaves with just one click.

It is important for every business to efficiently manage the absences as well as leaves of the workforce. Well, actiPLANS make sure that all the staff plans their leave schedule in such a way that it can benefit the employees as well as the employer. It offers a perfect centralized system to automate different processes. It also has an app that works on both Android and iOS devices. Some useful features are:

Leave tracking

Self-service portal

Approval process control

Leave policy management

Calendar management and more.

The cost of actiPLANS depends on the number of users and period length. You can also go for its free version that supports only 1 to 3 users. For 1 to 40 users, you may need to pay USD 1.5 per user. If you want to use it for 41 to 200 users, then per user, the cost will be USD 1.2.

Kissflow HR cloud

Are you looking for a professional and trusted Employee leave tracker app for your company? Well, you can always trust Kissflow HR cloud. This cloud-based modern leave management app can lower the effort and time companies spend on the employee’s time off process. It is a perfect online leave management system that will perfectly fit you.

As per the company, it has all the features to centralize the national holiday and leave lists to facilitate easy accessibility. As a result, it can lower the chances of leave abuse. You can increase the company’s productivity and keep the process transparent by using Kissflow HR cloud. Speaking about the features of this PTO tracker, these are:

Flexible leave management, covering balance tracking, leave history, and more.

Auto-updates about the holiday, leave requests, and more.

It facilitates an effortless API integration, and you can integrate it with GL Accounting, Payroll, and more.

It offers a self-service portal for the manager, employee, or project manager.

The best part is that this software is scalable. It will grow based on your company’s growth, teams, etc.

Speaking about the pricing, you will find it very flexible. While you can use its free trial to test the product, if you are satisfied with it, you can go for different plans. For example, USD 16 per user and per month. For the fully loaded features, you can choose the package that costs USD 30 per user. This package is for 50 users.

Timesheets.com

This web-based Vacation tracker helps the HR managers to monitor the employees’ attendance as well as status. As a result, they can know who is on the clock, who is working on what tasks, who is coming late, and more. It is designed to offer a maximum level of visibility as well as control while lowering costs.

The time tracking feature is easy to use, and you will find it quite effective for calculating the invoicing billable time and accurate payroll. Timesheets.com can easily handle supervisor approvals, employee requests, accurate calculations. It also offers you a place to keep all the documents of your employees in one place. Some of the key features of this software are:

A great time tacking tool

Real-time reporting

PTO based on the hours worked

Easy leave requests

Advanced security and features, and more.

For standard users, it can cost USD 4.50 per user. For non-profit organizations, per user, it can cost around USD 3.60.

ADP

ADP is a cloud-based leave management application that will offer users to enjoy highly customizable leave policies, easy integration with the company’s calendar, holiday groups. It also supports different types of leaves, covering personal, LOP, PTO, vacation, and more. ADP workforce comes with a well designed native mobile app for both iOS and Android users. Besides, it can be easily integrated into different HR solutions through advanced API integration.

It comes with a customizable homepage that functions as a comprehensive digital noticeboard that every company can utilize to share updates, notices, and policies across the organization. Apart from its customizable homepages, it is also popular for its pricing options and provides users with a free quote.

Final words

Streamlining the management process using a Free vacation tracker, like the Day off app, you can eliminate the manual paperwork, improve the communication, remove the manual process, real time visibility, and you can maintain perfect legal compliance.

The requirements will vary from one organization to another. So, while choosing leave tracking software, it will be better for you to choose a program that will perfectly cater to your basic requirements. This is where you can choose Day Off, and you can simplify your leave management process. This is a perfect app to monitor the most important resource of any company, i.e., Human Resources. So, get it now and get ready to take your business to a new height of success.
August 4, 2021
2025 HR Management Trends

A company can only become successful when it walks along with a large team. In fact, larger the team is, greater becomes the scope of its success. This is the reason that modern day businesses are so serious when it comes to boosting their workforce. In this context, they set effective HR management trends following the ongoing trends.

Through technological advancements, the HR departments of contemporary companies are clearly evolving. However, the ongoing COVID 19 pandemic has almost forced the HR professionals to quickly respond to their immediate business concerns and deal with the needful transformations in the offices. Through the process, they have evolved the technological scenarios as well.

It is not just about the HR team specifically; rather, the entire business domain in modern times is emphasizing the technological resources for handling, hiring, and operating with the employees. In this context, the use of AI, cloud, etc., has transformed things significantly. It is not just about large MNCs; the small companies are also emphasizing using optimized yet affordable tools. Apparently, the use of Day off apps has grown significantly. All these are meant for executing advanced corporate strategies and making things interactive on all levels.

Well, there are various trends going on, especially in HR management domain. The following abstracts throw more light into such significant HR management trends that are going to be enthusiastically implemented by companies in 2021.

Handling the globalization and diversity

Needless is to say, how much emphasis a corporate house has to give towards maintaining a proper culture for its employees. It is not only about large corporations; even the smaller companies in this globalized era also involve people from different religions, caste, ages, sex, and traditions. Keeping up with these people and taking the company forward is certainly a challenge. For example, people from different parts of the world have to take leaves on different occasions.

In such scenarios, specifically for smaller companies, it can be tough to handle leaves or set leave policies strategically to ensure the operation does not get disturbed. This can be cited as the foremost reason behind the popularity of leave tracker apps in modern times. Above all, the HR professionals have realized the importance of making the policies all-inclusive and setting an environment where the employees can feel free about expressing their ideas.

Noteworthy here is that according to research, cohesive work tradition excels the performance of employees by 56 percent. Most importantly, it cuts down the threat associated with a turnover by 50 percent. All these aspects certainly help employees in staying motivated towards working hard.

The remote working trend

The scenario of workplaces has tremendously ever since the global coronavirus has surfaced. It has compelled the organizations and their employees to work remotely from their place. This has forced the HR managements to change their strategies regarding leaves and all. With employees managing to cut down their needs of taking leaves in the lockdown scenarios, HR managers have to set explicit strategies regarding leave policies.

The role of PTO tracker applications has turned out to be highly significant in such scenarios. With the help of these tools, employers have to set new strategies for boosting productivity. All that the companies need to ensure is to keep the employees engaged with the company and maintain the enthusiasm well while not working in a team environment.

Evolving needs of skills

In terms of skills, it has become essential for the selected candidates to possess relevant skills like data analytics. Most importantly, checking out the digital literacy of the candidate has become crucial. Apart from these, the HR professionals are prioritizing about critical thinking ability of the candidates. Larger companies are equally serious about skills like conflict management as well.

Scenarios for selection criteria regarding soft skills have changed immensely as well. In this context, emphasis is being given to the emotional intelligence of the candidate. The terms like emotional intelligence were quite unknown even a few years past. Similarly, creativity was not a stringent criterion of selection in modern times. Selection of candidates based on their ability to learn and their aptitude is being emphasized a lot.

Specifically, this aspect is being given importance for the companies which function in an environment where a proper combination of maintaining technical and non-technical aspects is given importance. Apart from these, the recruiters are assessing the family responsibilities of the concerned candidates as well to get clarity about the chances of him or her taking leaves. This is the reason that a lot of emphasis is being given to the use of PTO tracking software.

Strategic ways for handling work balance of employees

Employee wellness is a term that is being emphasized a lot among modern-day employers quite a lot. The reason is that the employers have realized well about the importance of maintaining the psychological wellness of the employees, rather than loading them with works.

In this context, the HR professionals are considering various parameters to assess the stress level of these candidates. In fact, they are analyzing things from their side as well to know whether the employee is taking required amount of leave or offs from work. This has grown the demand for Employee time off tracker applications significantly.

It is not just about simply calculating the number of leaves; rather, importance is being given to check at the intervals of taking leaves as well. There are top-ranked companies those are emphasizing a lot about maintaining both work and family life. In general, the HR professionals take the data of the Employee leave tracker app into account.

Emphasizing on mental aspects

A whole range of efforts taken on these aspects creates a great impression in the mind of the employee towards the organization as well. It keeps them thoroughly motivated to put in greater efforts. Most importantly, the employees feel engaged with the company on all levels. HR managers can certainly expect more loyalty from the employees through such efforts.

Health is another aspect that contemporary employers are emphasizing a lot. In this context, they are launching various health campaigns and fitness classes. Explicit counseling sessions are organized in regular intervals to keep the candidates stay motivated.

Emphasis towards celebration and interactions

Festive celebration is another aspect that is being emphasized a lot among HR professionals in modern times. There are numerous advantages that HR professionals see with such activities. Interestingly, in these pandemic scenarios as well the companies are organizing various online events or over social media platforms to celebrate the festivities. Interaction through video calls during the weekends is also a part of it.

Advantage of the activities of such is that the employers and HR professionals can expect cutting down the requirements of leaves significantly. Interestingly, they are obtaining factual proof on this aspect using time off app. A minimum number of leaves is obvious to grow productivity of the company. At the same time, it takes care of the mental health aspects thoroughly as well. However, organizing explicit events for mental health awareness programs has become a part of such campaigns as well.

Artificial Intelligence playing an all inclusive role

Use of applicant tracking tools has grown immensely among HR managers in modern times. These AI-based tools, in combination with cloud computing tools, can be highly useful for HR professionals on many levels. It can especially streamline the process of recruitments and keep the overall workflow under control. Best part about the tools based on AI is that these do encourage the selections based on merits, thus removing a whole range of biases.

AI helps the HR professionals in integrating, providing training, managing payrolls, as well as conducting thorough data administrations. Best part is that these technologies enable conducting things in a thoroughly intuitive fashion. In fact, the recruitment process can be streamlined thoroughly as well. However, small companies may take the help of day off app as well.

High end technology being used in recruitment process

It is been a constant challenge among HR professionals to find competitive and talented candidates. Professionals are emphasizing more on adapting with the creative strategies of sorting the selection procedure and finding the best candidate. Though the tools based on high-end technicalities, like AI, have made things quite simpler, HR professionals have to rely upon specialist agencies on most occasions.

However, it has become even more important to have clarity regarding the policies for ensuring greater transparency. In this context, foremost emphasis is being given towards having clarity regarding the leave policies. HR professionals in modern times are emphasizing on usage of free vacation tracker apps. Most employers are prioritizing on use of learning management tools in this regard for facilitating the training processes in a better fashion.

Scenarios have changed significantly in modern times as far as recruitment policies are concerned. Those days were now history when only the education or academic record along with specific job-related training was the criteria for selection. A modern-day HR professional in 2021 has to look for a variety of other aspects to ensure that the person selected can fit well with the company. In this context, even the locality of the candidate has become a factor considering that someone who is not established at a certain location holds a maximum chance of taking leaves. HR professionals often have to take the help of vacation tracker apps in this regard.

Making the team accustomed to VRs, and ARs

Simply hiring is not enough. It is equally important to make the workforce thoroughly trained to expect a greater level of productivity. However, good news for HR professionals is that digital technologies have made things look incredibly simpler in this regard. Specifically, higher emphasis is being given towards the use of Virtual Reality and Augmented Reality in modern times. Practical training sessions in modern times are being emphasized to be conducted remotely and virtually for meeting well with the contemporary scenarios.

Emphasis on Gig Economy

There is no doubt among the modern-day HR professionals that the contemporary youth wants a perfect balance between their professional and personal life. It has thus become extremely important to set flexible schedules. Emphasis is being given towards telecommuting more than others.

Coming to the gig economy, those domains where employees would prefer to work in an independent way is growing with popularity. In fact, people are emphasizing a lot towards working on their own terms. In this context, HR managers are focusing on setting norms that can be useful for maintaining the productivity level, as well as in handling the work balance well.

Data literacy and other skills for HR professionals

When it comes to HR trends, providing needful training to HR professionals has become as vital as other aspects. The foremost emphasis being given is regarding the data literacy of the HR professionals. It has become crucial to ensure that the HR professionals have the ability of taking right decisions based on data.

Rising above the regular hiring aspects, it has become important for HR professionals to remain updated with the use of high-end technologies as well. They are expected to be having expertise in digital integrations. Not just for any specific professionals, rather, these upskilling aspects have become important for the entire HR department. Experience is certainly emphasized a lot when it comes to HR professionals.

Specifically, those candidates carrying experience in using the tools relevant for HR department are being emphasized. To be specific, HR professionals are expected to be well versed with popular tools like Daily Off app. The free time off tracker tools or simply the tools like Daily Off apps can significantly boost confidence of the HR professionals to work at higher levels.

Conclusion

All said and done; these are the most buzzed trends that the HR management trends should definitely remain aware of in 2025. Evidently, technology is playing the most vital role in all these trends. However, HR professionals must look for creative ways of using these tools for greater results.

August 4, 2021

Category: Company

Pros and Cons of Using a Leave Tracking Software

Why Manual Leave Processing Breaks Down

What Leave Tracking Software Actually Does

Why It Helps Both Sides

Pros of Using Leave Tracking Software

Ease of Use

Policy Clarity Without the Paperwork

Clear Authorization and Coverage

Accuracy You Can Audit

Organization-Wide Transparency

Reliable, Self-Serve Information

Integrated Operations

Strategic Insights

Cons to Consider (And How to Mitigate Them)

Security and Privacy

Cost and Ongoing Spend

Scalability

Change Management and Adoption

Data Migration and Edge Cases

Vendor Lock-In

New: Key Features to Look For

How to Implement Successfully

Special Considerations for Global and Shift-Based Teams

Measuring Success Beyond “It Works”

Free vs. Paid: Choosing What Fits Today, and Tomorrow

Frequently Asked Questions

What Is Leave Tracking Software?

How Is It Different From Our HRIS Or Payroll Tool?

Can It Handle Complex Policies And Regional Rules?

How Does It Improve Compliance?

What About Security And Privacy?

Will It Work For Remote, Global, Or Shift-Based Teams?

How Do Approvals And Calendar Visibility Work?

How Hard Is Implementation And Change Management?

Can We Migrate Historical Balances And Special Cases?

What Integrations Should We Expect?

How Do We Measure ROI?

Is A Free Plan Enough, Or Do We Need Paid Features?

Conclusion

Smarter time off tracking starts here.

23 Statistics Every HR Manager Needs to Know

How to Use This Guide

Hiring & Recruitment Statistics

A strong hiring strategy finds qualified candidates faster and improves fit.

51% of candidates prefer online job boards.

53% research company reviews before applying.

Compensation (67%) and benefits (63%) are top decision factors.

55% of applicants aged 35-44 have applied via mobile.

Equity, Diversity & Inclusion (EDI) Statistics

The global workforce remains majority male, and women are underrepresented in leadership.

Men hold roughly 58–60% of leadership roles; Latino and Black workers are underrepresented in leadership.

Gender diversity is tied to stronger performance; ethnic diversity even more so.

Onboarding Statistics

About 25% of programs lack formal training.

20% of turnover happens within the first 45 days.

72% say 1:1 time with the manager is essential.

70% believe having a friend at work keeps the environment positive.

Employee Engagement Statistics

Managers influence engagement more than any other factor, yet many are not engaged themselves.

Only ~30% of workers report being actively engaged.

Companies with higher engagement see ~21% more profits.

About a third of employees job hunt out of boredom or policy friction (e.g., rigid time off rules).

Nearly 9 in 10 employees cite networking as a foundation for future opportunities.

Employee Loyalty & Retention Statistics

Roughly half of HR teams rank retention as their top challenge, and about a third of workers will leave annually in some sectors.

~27% leave voluntarily each year; voluntary turnover costs keep rising.

Most exit surveys use weak methods.

Work environment and job design heavily influence turnover.

New: Well Being & Time Off Utilization

Unused PTO is a risk signal.

Burnout shows up before it’s spoken.

New: HR Tech & Automation

Digitizing core HR reduces errors and speeds decisions.

New: Hybrid & Remote Work

Clarity and documentation matter more when people are distributed.

Turning Stats into Strategy

FAQs

Where Do Reliable HR Stats Come From And How Do I Vet Them?

How Often Should I Refresh Benchmarks?