In my previous role, I once had to process attendance records for over 500 employees within a week. I managed the workload by prioritizing tasks, breaking down the process into smaller, manageable steps, and utilizing Excel for data sorting and filtering. I also communicated with my supervisor to ensure I had the necessary resources and support. By maintaining focus and organization, I successfully completed the task on time and with a high level of accuracy.

I ensure accuracy by double-checking all data entries and cross-referencing attendance records with other relevant documents, such as timesheets and leave requests. I also utilize automated systems and software to minimize human error and regularly update my knowledge of any new tools or processes. Additionally, I maintain open lines of communication with employees to address any discrepancies promptly.

I handle inquiries and disputes by first listening to the employee's concerns and gathering all relevant information. I then review the attendance records and any supporting documentation to ensure accuracy. If a mistake is found, I correct it immediately and inform the employee. If the dispute is valid, I escalate the issue to the appropriate manager for further review. I always aim to resolve disputes in a fair and timely manner, keeping both the employee and the company's interests in mind.

I stay organized by using a combination of digital tools and traditional methods. I maintain a detailed calendar to track deadlines and prioritize tasks based on urgency and importance. I also create checklists and use project management software to keep track of ongoing projects. Regularly updating my supervisor on progress and any potential delays helps me stay on top of my responsibilities.

In such a situation, I would first review the company's attendance policy and gather all relevant records to ensure there is a pattern of violations. I would then schedule a meeting with the employee to discuss the issue, providing clear evidence of the violations and explaining the consequences. If the behavior continues, I would escalate the matter to HR or a higher authority for further disciplinary action, ensuring that the process is fair and consistent with company policies.