Radna evidencija
Employee time tracking software: what works when your people are not at desks
Employee time tracking software gets chosen in the office and killed in the field. I have introduced it in dozens of companies — construction, cleaning, trades, small production — and the pattern never changes: systems survive when the worker has to do one thing a day, and die when they have to do three. This guide covers how to pick software your people will actually use, what the numbers look like when it works, and what it should cost.
You will meet the same product under many names: time and attendance software, a clock in clock out app, timesheet software. The label matters less than three questions. Can a worker punch in with one button? Does an entry survive a dead zone? And what happens with the worker who refuses, or cannot afford, a smartphone? Everything else — reports, exports, approvals — is easy once the punch itself is reliable.
- One-button clock-in and clock-out with location logged at the punch
- QR check-in at the location for old phones and GPS dead spots
- Kiosk tablet with a PIN per worker — no personal phones required
- Offline entries that send themselves when the network returns
- Automatic regular/overtime/weekend split and labor cost per internal rate
- Excel and PDF exports for payroll and the accountant
- Leave requests with approval; worker documents with a 30-day expiry warning
- PWA — no app store, added straight to the home screen
- Interface in Serbian and German — each user picks their own language
The real cost of paper and spreadsheets
Most companies come to software from paper timesheets or a shared spreadsheet. Both fail the same way: hours are written down at week's end, from memory, by the person who benefits from rounding up. Across the companies I have measured, the gap between recorded and actual hours runs 6–10% of the monthly hour fund. For a 20-worker company at an average internal rate, that is a real monthly amount nobody sees, because it leaks one half-hour at a time. Add the office side: collecting sheets, deciphering handwriting, retyping into payroll — one to two working days a month. Software does not have to be brilliant to beat this. It has to capture the hour at the moment it happens, at the place it happens.
One action per day: clock in, clock out
The worker opens the app and presses one button on arrival, one on departure. Location is logged at the moment of the punch. That is the entire daily interaction, and it is the reason the system survives — training takes five minutes and there is nothing to forget. For places where GPS is weak or phones stay in lockers, two additions cover the gaps: a QR sticker at the location that the worker scans to confirm they are physically there, and a kiosk tablet with a PIN per worker for teams that do not use personal phones at all. All three kinds of punches land in the same record, so the office never merges lists by hand.
Offline is not a feature, it is the baseline
Any vendor will show you a demo on office Wi-Fi. Ask what happens in a basement. The honest answer must be: the entry is saved on the device and sent automatically when the network returns, with no action from the worker. The app described here is a PWA — added to the phone's home screen without an app store — which removes the single biggest onboarding obstacle for field staff. No accounts typed on a small screen, no updates to manage, no failed store installs. If the software you are evaluating needs a store install and a live connection to record an entry, it was not built for people who work outside.
What the office gets out of it
Hours split automatically into regular, overtime and weekend. Labor cost is computed per worker from an internal hourly rate, so you finally see what a project or a location costs in people, not just in invoices. At month end the accountant gets Excel or PDF exports instead of a folder of paper. Leave requests go through the app with an approval step, so the planner always shows who is actually available. Worker documents — permits, medical certificates, contracts — sit in one place with a warning 30 days before expiry, which quietly kills the annual scramble when an inspection or a border crossing surprises you.
How to run the rollout so it sticks
Two weeks of parallel running: paper and app side by side, then compare. The difference between the two numbers convinces owners better than any pitch, and it convinces foremen too. First month: no sanctions for entry mistakes — punish early and the system becomes the enemy, and workers are inventive enemies. Explain what is recorded and when: location at the punch, not tracking all day. In every rollout I have done, the turning point is the first payroll where nobody argues, because every worker saw their own hours all month. After that the workers defend the system, not the office.
A scope that scales with headcount
We do not publish a price here, because it depends on how much of the work we automate and how many people use the system. After a short conversation and a look at your workflow you get a concrete quote for your company, with no obligation. There are 21 modules in six groups, but you buy a package of 5 or 10 and extend later; nobody sane starts with everything. Time tracking, payroll calculation and exports are the usual first package. You can see everything that exists at /moduli, how it looks at real companies at /rezultati, and request a process analysis for your own company at /kontakt.
Your process is different. That is fine.
None of these systems is a template. Show us how the work runs at your place and we will tell you what can realistically be connected.
Request a process analysisFrequently asked questions
What should employee time tracking software cost?+
Per-worker pricing is the norm and the only model that scales down fairly. We do not publish a price here, because it depends on how much of the work we automate and how many people use the system. After a short conversation and a look at your workflow you get a concrete quote for your company, with no obligation. Compare that against the 6–10% hour gap paper carries and the calculation ends quickly. You can see everything that exists at /moduli, how it looks at real companies at /rezultati, and request a process analysis for your own company at /kontakt.
Does the software track workers all day?+
No, and it should not. Location is logged at the moment of clock-in and clock-out — the punch proves the worker was at the site at that time. Between punches nothing is recorded. The QR sticker option confirms presence without GPS at all: scanning a code physically glued to the location. Tell workers exactly this during rollout, in plain words. In my experience the resistance to time tracking is mostly fear of all-day surveillance, and it disappears once people understand only the punch is recorded.
Do workers need to install anything from an app store?+
No. The application is a PWA: the worker opens a link and adds it to the home screen, where it behaves like a normal app. This matters more than it sounds — in field companies, store installs fail for banal reasons: full storage, forgotten store passwords, ancient Android versions. A PWA sidesteps all of it. Workers who do not use a personal phone at all punch in on the site kiosk tablet with a PIN, or scan the QR sticker, so nobody is left out.
Can office staff and field workers use the same system?+
Yes — the point of one system is one set of records. Roles are separated: workers see their own hours and tasks, foremen see their crew, the office sees everything and runs payroll. The interface is available in Serbian and German and each user picks their own language, which matters for mixed crews and for companies working on German-speaking markets. Reports and exports cover everyone in one pass, so the accountant does not merge two systems at month end.
How long does a rollout take?+
For hours alone: one day of setup, five minutes of training per worker, and two weeks of parallel running with paper until everyone trusts the numbers. Real habit takes two to three weeks. Add modules only after the first one sticks — leave, documents and cost reporting typically come in the second month. Companies that switch everything on at once drown people in novelty and give up. From a signed decision to a stable first payroll, plan roughly one month.