Dear Members
as we aware that we have a same constraint in our field to control the absenteesim in manufacturing company. Day to day we are facing this situation and also solve it by verbal discussion or orally if necessary.
But my doubt is, whether there is any particular way / Format to control the absenteeism for Staff & Workmen(Except LOP).
plz help me with this query.
Thnaks & regards
Prabhu
From India, Hyderabad
as we aware that we have a same constraint in our field to control the absenteesim in manufacturing company. Day to day we are facing this situation and also solve it by verbal discussion or orally if necessary.
But my doubt is, whether there is any particular way / Format to control the absenteeism for Staff & Workmen(Except LOP).
plz help me with this query.
Thnaks & regards
Prabhu
From India, Hyderabad
This is a hot potato topic across the board, however you may need to start of with by looking at your re-induction structure progamme, focus on your sick leave rate compare to your absenteesim...and if possible determine how much your sick leave rate contributes to this entire absenteesim problem that you facing.
From South Africa, Durban
From South Africa, Durban
Hello,
Absenteeism can happen due to various reasons. First of all, tell me whether your senior members of the hierarchy are punctual and regular in attendance. If not, then they have to set precedence and attend office punctually, leaders should be role-models for people down the line in any organisation. Another factor could be perhaps lack of proper rules and implementation thereof.
One can approach to resolve this problem in two ways - one with 'carrot' and another with 'stick'. Carrot approach could be that a person with least number of days of absence can be rewarded monetarily or in a non-monetary way. This will be a good motivation factor for others to follow. Stick approach could be to spare the Danda, punish with loss of pay, reduction in rewards and anything that will hit the person if he is very casual, lackadaisical in his approach to his job and discipline. If your organisation has an effective disciplinary system, I dont see any problem in plugging this problem. Commitment should emanate from the Top and should spread to the bottom with all seriousness.
Best wishes
From India
578Absenteeism can happen due to various reasons. First of all, tell me whether your senior members of the hierarchy are punctual and regular in attendance. If not, then they have to set precedence and attend office punctually, leaders should be role-models for people down the line in any organisation. Another factor could be perhaps lack of proper rules and implementation thereof.
One can approach to resolve this problem in two ways - one with 'carrot' and another with 'stick'. Carrot approach could be that a person with least number of days of absence can be rewarded monetarily or in a non-monetary way. This will be a good motivation factor for others to follow. Stick approach could be to spare the Danda, punish with loss of pay, reduction in rewards and anything that will hit the person if he is very casual, lackadaisical in his approach to his job and discipline. If your organisation has an effective disciplinary system, I dont see any problem in plugging this problem. Commitment should emanate from the Top and should spread to the bottom with all seriousness.
Best wishes
From India
If absenteeism is repeated by few employees then it can be countered initially by counselling, followed by written advice, warning and then disciplinary action, depending on the frequency of occurance after the above actions. If there is no improvement, it can lead to dismissal of the employee, provided it is properly handled. If group of people absent, due to say, whether there is any festival, or as a result of any unknown grievance, etc., the cause to be analysed and resolved.
Regards
M.Venkatraghavan
From India, Selam
Regards
M.Venkatraghavan
From India, Selam
Mr. Venkataraghavan,
Normally, tendency amongst employees is to link leave with holidays. It is always advisable for team heads to talk to their members about the loss in productivity due to long absence of a large number of employees at the same time. They should also explain to the employees how loss of production will lead to lesser turnover and poor profit margins and how poor profit will lead to reduced bonus. Excepting very few festivals, for which the company declares Holidays, other holidays are not relevant but it is mandatory as per Government rules. Therefore, employees should be asked not to club leave with other mandatory holidays like say Guru Nanak Jayanthi. It has no relevance in South, right ?
In such situations the team heads should, before hand, talk to their members and have a roaster made and find out who are planning to take leave combining declared holidays. Priority can be given to those employees who live away from family in a far away place. Next time, others can be given a chance. If this kind of rotation takes place there wont be unexpected absenteeism. All that is required is some kind of proactive initiative from Team Heads, sitting with the workers, in a conducive atmosphere and speak from the heart.
Anything is possible in this world, provided you have the right kind of resources, will power and 'can do it' attitude.
Best wishes
From India
Normally, tendency amongst employees is to link leave with holidays. It is always advisable for team heads to talk to their members about the loss in productivity due to long absence of a large number of employees at the same time. They should also explain to the employees how loss of production will lead to lesser turnover and poor profit margins and how poor profit will lead to reduced bonus. Excepting very few festivals, for which the company declares Holidays, other holidays are not relevant but it is mandatory as per Government rules. Therefore, employees should be asked not to club leave with other mandatory holidays like say Guru Nanak Jayanthi. It has no relevance in South, right ?
In such situations the team heads should, before hand, talk to their members and have a roaster made and find out who are planning to take leave combining declared holidays. Priority can be given to those employees who live away from family in a far away place. Next time, others can be given a chance. If this kind of rotation takes place there wont be unexpected absenteeism. All that is required is some kind of proactive initiative from Team Heads, sitting with the workers, in a conducive atmosphere and speak from the heart.
Anything is possible in this world, provided you have the right kind of resources, will power and 'can do it' attitude.
Best wishes
From India
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
EPFO MEMBERS BOOKLET.pdf