Attendance Policy - Doc Download - CiteHR
Ayonadehr
Human Resources
Bus2perf
Director
S K Shukla
Service
Mehwish
Senior Executive Hr

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Dear all,
My compnay comprises of 300+ plus employees, and we have implemented "hand punch" attandance system, thus the check in time and the out time is recorded on a daily basis.
now i am interested to develop an attandance policy so as to the late commers can be monitored as well the rate ofabsentism can be reduced.
can any body help me with his/hr valuable idea.......
i have researched alot on this, but what exactly i am looking for a policy which does'nt effect the salary of the employee i.e. to make them observe the rule without taking any strict action.
i look forward to your assistance.
regards
mehwish
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dear mehwish
regardign attendance policy and to reduce absenteeism the u can introduce following policy :-
- give the employees grace time of 5 minutes.
- you can deduct half PL if they late more than twice in a month(after grace time)
- you can deduct half day PL if employees come late on any day.
- you can provide 15 minutes grace period trice in a month and if there are more than 3 occasation u can deduct half day salary.
- to reduce absenteeism top management can motivate them by coming themselves on time at office.
If you need more clarification please mail
Hope this help you.
Sant shukla
dear mehwish
regardign attendance policy and to reduce absenteeism the u can introduce following policy :-
- give the employees grace time of 5 minutes.
- you can deduct half PL if they late more than twice in a month(after grace time)
- you can deduct half day PL if employees come late on any day.
- you can provide 15 minutes grace period trice in a month and if there are more than 3 occasation u can deduct half day salary.
- to reduce absenteeism top management to set example by way of reaching office at right time.
If u need more clarification please mail
Hope this help you.
Sant shukla
Hello Mehwish, I commend your desire to avoid financial punishments. Having a written and well-communicated policy is one thing – and very important. Changing people’s behavior is another thing. The key person in making this successful is the frontline supervisor. When there is a late arrival, the supervisor will need to meet face-to-face with the employee and find out why the person is late and to help that person overcome any barriers to arriving early. This is not a soft approach, because if the person continues to arrive late after assistance is given, the supervisor will need to begin the formal disciplinary process. During this all-important discussion, the supervisor will need to impress on the employee the importance of their on-time arrival and how late arrival impacts the organization.

The other aspect is employee engagement. Absenteeism is low in those organizations where employees find their work fulfilling and challenging, can see the big picture, have a personal relationship with their supervisor, is supplied with the appropriate resources to do the job well, and so on and so on. All of these factors depend on the capabilities and attitude of the supervisor. Having a purely punitive approach without tending to the factors that lead to work satisfaction will have, at best, a short-term positive impact.

Vicki Heath

Human Resources Software and Resources

http://www.businessperform.com
Hello,
Please see the attached for the details regarding the attendance policy that is followed in my company.
I never support financial penalisation as a measure to control absenteeism.
We can make a flexi work timing and can put the late comers in different shifts on a rotational basis, to check which shifts they are comfortable in.
Direct face to face interaction with the immediate reporting boss could also unfold the plausible causes for which he/she is not being able to make it at the right time.
Thanx and regards,
Ayona

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