Attendance and work hours
Do recorded in and out times match the shifts, and where are the gaps?
Move beyond workforce metrics. Understand the patterns behind the work
HR systems, attendance records and performance processes tell you important things about your workforce. When performance differs across teams, the reasons may need a closer look. Mera Work gives HR and business leaders an added view of configured digital work patterns and time use, alongside existing metrics and professional judgement.
Attendance ReportMonitor attendance records for all employees from this page
Riya Mehta's Calendar
October 2026
SUNMONTUEWEDTHUFRISAT1In: 09:47 AMOut: 10:59 PM+1 more2345In: 07:01 AMOut: 10:50 PM+1 more6In: 10:10 AMOut: 12:24 AM+1 more7In: 10:18 AMOut: 12:32 AM+1 more8In: 10:02 AMOut: 10:09 PM+1 more9In: 09:41 AMOut: 06:48 PM+1 more10In: 10:50 AMOut: 02:21 AM+1 more11In: 10:27 AMOut: 12:11 PM+1 more12In: 08:28 AMOut: 09:42 PM+1 more13In: 08:24 AMOut: 10:38 PM+1 more14In: 09:26 AMOut: 11:14 PM+1 more15In: 08:23 AMOut: 11:30 PM+1 more16In: 09:05 AMOut: 07:49 PM+1 more17In: 09:46 AMOut: 10:08 AM+1 more18In: 02:48 PMOut: 07:45 PM+1 more19In: 09:33 AMOut: 10:49 AM+1 more2021In: 09:58 AMOut: 08:53 PM+1 more22In: 09:10 AMOut: 01:10 PM+1 more232425262728293031
The measures a CHRO answers for
HR reports show the headline. The work record adds the day to day pattern behind it, to be read with employee feedback and human review.
Workload balance and overtime
Who is consistently over or under loaded compared with the rest of the team?
Engagement and retention
Has a person's work pattern changed in a way that deserves a conversation?
Time to productivity for new joiners
How quickly does a new person's recorded activity settle into the pattern of their team?
Patterns by person and team, with the context to act
What an HR leader can open, and what each report is for.
Productive time, by person and team
Productivity Breakdown lists productive time and the productivity percentage for each person, grouped by team, so a coaching conversation starts from a record and not an impression.
- Productive, neutral and idle time as you categorise it
- Team and person views, subject to permissions
See the reports. Productivity Reports →
Productivity BreakdownActive working hours compared with idle time, to measure efficiency and optimise productivity
All LocationAll DepartmentTop ProductiveExport
Showing: All members
NameProductiveProductivity %Action
RRiya Mehta112:18:5061% 20% 18%View More
KKavya Iyer110:04:0587% 7% 3%View More
IIsha Verma106:08:1285% 10% 4%View More
AArjun Nair89:51:4674% 12% 13%View More
KKaran Malhotra87:19:5388% 7% 5%View More
LLiam Carter62:15:4037% 2% 59%View More
NNeha Kapoor04:14:1241% 6% 49%View More
Showing 1 to 7 of 7 entries1
Changes in a work pattern, for a manager to look into
Anomaly Analysis reads time, activity and screenshots together and highlights changes in a person's pattern. It points a manager to what changed. It does not judge the employee.
- Completed analyses listed for review
- Read by a person before anything is decided
Anomaly AnalysisIdentify and analyse unusual activity patterns and behaviours to help detect potential anomalies and risks within your team
06/10/2026QAIsha VermaSchedule Job
Target UserAnalysis DateRequested OnStatusAction
Kavya Iyer30/09/202606/10/2026COMPLETEDView Analysis
Nikhil Bansal30/09/202606/10/2026COMPLETEDView Analysis
Ananya Bose30/09/202606/10/2026COMPLETEDView Analysis
Isha Verma30/09/202606/10/2026COMPLETEDView Analysis
Showing 1 to 4 of 4 entries1
Use the record fairly
Clear purpose, transparency and human review matter as much as the data. These controls are built in.
- Employees know what is recorded
- The consent date is kept for each member.
- Roles decide who sees what
- A manager sees the reports an admin has granted Report Access to.
- Screen views are logged
- Capturing and viewing screenshots are separate permissions, downloads go through a request, and each view appears in the Tracker audit.
- People make the decisions
- Reports point to patterns worth a conversation. They do not give a verdict.
Compliance and governance
What you decide from the record has to stand up to review. Mera Work keeps an audit trail of consent dates, setting changes and views of a screen, and you choose where the data is hosted.
From a workforce question to a reviewed result
The same route each time, so results can be compared.
01
Pick the team or question
Identify a specific team or performance question and agree a baseline.
02
Run a controlled proof of value
Look at the work patterns for that group over an agreed period.
03
Evaluate the evidence
Decide what the evidence supports, with the managers and employees involved.
04
Decide whether to expand
Widen the use only where the evidence justifies it.
Responsible workforce intelligence
Time spent on a device does not, by itself, measure productivity, commitment, capability or work quality. Use work pattern information as a signal for investigation, not as a standalone verdict.
Talk to our Enterprise Team
Tell us your role, the size of your workforce and the challenge you want to address. We reply within a working day.
Other executive priorities
Each role has its own page. Return to Mera Work Enterprise.
