Obviously attendance is part of performance. In normal scenario, it is team together to perform and achieve the targets, one person is not punctual and due to this his part is delayed and because of this the team is unable to clear the task. More over attendance is discipline and attitude, time management related issue, normally in recruiting the basic and important thing what any organization HR will look for is more of Behavioral part rather than technical part which can be improved by imparting training.
In considering the attendance also you should consider the leave with pay with proper intimation. Late coming and bunking cannot be entertained, then it will be difficult for you to control.
Important thing need to be looked in to is one employee who is completing his task 100% with 80% attendance means you are not utilizing his services to the fullest of his capability, this is a major loss to the organization.
As an motivational and encouragement part the leave encashment needs to be introduced and also encourage all the employees to avail a minimum of 10 leaves a year so that they will work with rejunovated strengths.
regards - kameswarao
From India, Hyderabad
30In considering the attendance also you should consider the leave with pay with proper intimation. Late coming and bunking cannot be entertained, then it will be difficult for you to control.
Important thing need to be looked in to is one employee who is completing his task 100% with 80% attendance means you are not utilizing his services to the fullest of his capability, this is a major loss to the organization.
As an motivational and encouragement part the leave encashment needs to be introduced and also encourage all the employees to avail a minimum of 10 leaves a year so that they will work with rejunovated strengths.
regards - kameswarao
From India, Hyderabad
Dear Swati,
I totally agree to Asha on her point. Why not to take a very relevant example concerned to software industry??
Have a look at this:-
Today almost everyone has a laptop. Now if we take a case into consideration of a person who might go on leave for 15 days. But his laptop has all softwares and programs installed so as to allow him to work at home even.
Now he might want to develop a product innovatively and he might be comfortable working at his home sitting in garden or in a pub or what ever the case might be!!
The company likes his product and the innovativeness in the product and plans to launch it in the market.
When the product is launched it becomes a big hit and than who is going to remember how many leave he took or what he did??
What matters ultimately is the performance that he has given and how effective it is and how much it helps organization to obtain its objectives.
So attendance has got NO HARD relationship with performance Appraisal..
Also the "adherence to company policies" cannot lead to KRA's. It is the Knowledge, Performance and Ability to perform a particular task that matters while going through KRA's...
KPA's are directly responsible for KRA's...
I hope this would help you further to clear up the confusion.
Regards,
Zalak Dave,
Human Resource,
Ph No:- +91-9725933139
Mail me on:-
From India, Madurai
I totally agree to Asha on her point. Why not to take a very relevant example concerned to software industry??
Have a look at this:-
Today almost everyone has a laptop. Now if we take a case into consideration of a person who might go on leave for 15 days. But his laptop has all softwares and programs installed so as to allow him to work at home even.
Now he might want to develop a product innovatively and he might be comfortable working at his home sitting in garden or in a pub or what ever the case might be!!
The company likes his product and the innovativeness in the product and plans to launch it in the market.
When the product is launched it becomes a big hit and than who is going to remember how many leave he took or what he did??
What matters ultimately is the performance that he has given and how effective it is and how much it helps organization to obtain its objectives.
So attendance has got NO HARD relationship with performance Appraisal..
Also the "adherence to company policies" cannot lead to KRA's. It is the Knowledge, Performance and Ability to perform a particular task that matters while going through KRA's...
KPA's are directly responsible for KRA's...
I hope this would help you further to clear up the confusion.
Regards,
Zalak Dave,
Human Resource,
Ph No:- +91-9725933139
Mail me on:-
From India, Madurai
Yes Attendance status included in appraisal system, Based on we can bring discipline, punctuality in a structured line to the organization
From India, Madras
From India, Madras
Hi Debasish
In my view linking PMS to Employee attendance might provide a catalyst to Jobs where adherence to ‘Time’ schedules is seen as a critical factor for accomplishment.
If you rate a few jobs (e.g. KPO’s, BPO’s, etc) wherein the time devoted is directly proportional to the Leads generated and hence Target accomplishments. In such cases we cannot deny the PMS linked to attendance. Think about a Key Consulting position, where a Key Account Person is attached to a Client’s Place to provide regular & uninterrupted service to its customer. How can we figure out the effectiveness of such Job’s without physical presence.
For an effect, all those Tangible and Intangible factors contributing Performance should be clearly listed out and the weightage should be proportionatively allocated. As regarding the weightage as some of our CHR friends have quoted, the attendance / Punctuality will generally vary between 0 to 10 on a scale depending upon the Job Criticality. Other Tangiable factors (e.g. Targets Achieved, Quality of Deliverables etc.) should be given more weightage. This will provide a favorable assessment & Net worth of the employee concerned.
Further if you are keen on implementing the attendance linked PMS structure it is important to define the word ‘Attendance’ and care to be taken that it should not vaguely expressed. In my view only Loss Of Pays (LOP / LP)and Habitual Late comings should be taken into account rather than blindly adding up all Leaves Taken, since I Believe when a Company Provides a leave as a benefit to its employees, the company should never question it on the same ground unless there is some gross violation.
But again, there are some companies which promote ‘Work from Home’ Culture particularly to Married women Executives, where on the contrary, have shown excellent results in performance. If the company is internally evolved and the work culture promotes such practices where a success is seen not only as Job achievement but a balance in work-life aspects as well, then I will not mind in giving up the ‘compulsory attendance’ practice.
With regards,
Jayesh Yohannan
HR – Maytas Infra Limited
In my view linking PMS to Employee attendance might provide a catalyst to Jobs where adherence to ‘Time’ schedules is seen as a critical factor for accomplishment.
If you rate a few jobs (e.g. KPO’s, BPO’s, etc) wherein the time devoted is directly proportional to the Leads generated and hence Target accomplishments. In such cases we cannot deny the PMS linked to attendance. Think about a Key Consulting position, where a Key Account Person is attached to a Client’s Place to provide regular & uninterrupted service to its customer. How can we figure out the effectiveness of such Job’s without physical presence.
For an effect, all those Tangible and Intangible factors contributing Performance should be clearly listed out and the weightage should be proportionatively allocated. As regarding the weightage as some of our CHR friends have quoted, the attendance / Punctuality will generally vary between 0 to 10 on a scale depending upon the Job Criticality. Other Tangiable factors (e.g. Targets Achieved, Quality of Deliverables etc.) should be given more weightage. This will provide a favorable assessment & Net worth of the employee concerned.
Further if you are keen on implementing the attendance linked PMS structure it is important to define the word ‘Attendance’ and care to be taken that it should not vaguely expressed. In my view only Loss Of Pays (LOP / LP)and Habitual Late comings should be taken into account rather than blindly adding up all Leaves Taken, since I Believe when a Company Provides a leave as a benefit to its employees, the company should never question it on the same ground unless there is some gross violation.
But again, there are some companies which promote ‘Work from Home’ Culture particularly to Married women Executives, where on the contrary, have shown excellent results in performance. If the company is internally evolved and the work culture promotes such practices where a success is seen not only as Job achievement but a balance in work-life aspects as well, then I will not mind in giving up the ‘compulsory attendance’ practice.
With regards,
Jayesh Yohannan
HR – Maytas Infra Limited
Hi Debashish,
In the example you have given; it would be unfair to judge the employee who has 80% attendance with 80% productivity (higher efficiency) at the same level as one who has 100% attendance with the same 80% productivity; only if weightage for attendance and other performance parameters is the same. If say weightage for target achievement is 50% and attendance is 5%, then obviously efficiency has been given due consideration.
Where revenue is based on employee's hourly or daily contribution; to factor it into their performance is but natural for the benifit of the company as well as the employee.
Regards,
Kavitha
From India, Bangalore
In the example you have given; it would be unfair to judge the employee who has 80% attendance with 80% productivity (higher efficiency) at the same level as one who has 100% attendance with the same 80% productivity; only if weightage for attendance and other performance parameters is the same. If say weightage for target achievement is 50% and attendance is 5%, then obviously efficiency has been given due consideration.
Where revenue is based on employee's hourly or daily contribution; to factor it into their performance is but natural for the benifit of the company as well as the employee.
Regards,
Kavitha
From India, Bangalore
Dear All
It is a common system to consider Attendance Records as part of Appraisal System. Their is no abnormality
In our company during Perfomance Appraisal System we are considering this fact in mind and we have incorporated Attendance Records as part of Appraisal System.
I have personal experience though employees perform well their are many cases where they are very irregular in their attendance.
They come late , go early , frequent leaves.
I fully agree that as Performace Appraisal system is evaluated jointly & scope of P&A department we should always take Attendance System as part of Evaluating Performance of any employee
Regards
Abhijeet sawant
From India, Ahmadabad
It is a common system to consider Attendance Records as part of Appraisal System. Their is no abnormality
In our company during Perfomance Appraisal System we are considering this fact in mind and we have incorporated Attendance Records as part of Appraisal System.
I have personal experience though employees perform well their are many cases where they are very irregular in their attendance.
They come late , go early , frequent leaves.
I fully agree that as Performace Appraisal system is evaluated jointly & scope of P&A department we should always take Attendance System as part of Evaluating Performance of any employee
Regards
Abhijeet sawant
From India, Ahmadabad
Hi Debashis,
I am of the opinion that attendance and punctuality should hold notable status in appraisal cycle.
It should be one of the requisite in the appraisal system .
No matter how efficient or over performing an employee is, he/she has to maintain discipline which includes proper log in and regularity. If we start considering the efficiency of an employee and overlook his/her irregularity, this practice will percolate very fast among other employees and may result in total indiscipline.
To avoid this, Attendance has to be given weightage in the appraisal system, so that employees take it seriously and work accordingly.
regards ,
Richa singh.
From India, Nagpur
I am of the opinion that attendance and punctuality should hold notable status in appraisal cycle.
It should be one of the requisite in the appraisal system .
No matter how efficient or over performing an employee is, he/she has to maintain discipline which includes proper log in and regularity. If we start considering the efficiency of an employee and overlook his/her irregularity, this practice will percolate very fast among other employees and may result in total indiscipline.
To avoid this, Attendance has to be given weightage in the appraisal system, so that employees take it seriously and work accordingly.
regards ,
Richa singh.
From India, Nagpur
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.
Status repeport template.pdf
HC MAD_ESI STATUS QUO.jpg
Attendance sheet.xls