what to measure for the time & attendance software which an HR administrator is handling.
To make it clear let me ask you what is the final goal of the measurement with this KPI?
- If you need to track how efficiently and effectively your HR is using time and attendance software, then the basic metric would be the coverage related metrics. E.g. if time tracking software actually covers required percent of employees and if it covers required percent of jobs/processes in the company.
Then I would move into the direction of understanding the impact of this tracking. What does your company want to achieve with this time tracking software? What you have an answer to this question (=your business goal), then it will be much easier to come up with an appropriate indicator.