hi
According to my view
discuss with the person personally,if he has reasonable reasons for late coming try to solve ,if not give heavy lode on him & simply ask him to submit this report before X time & tell him that its very importent.Daily u can't to but
upto the recovery u can follow.....
From India, Hyderabad
1According to my view
discuss with the person personally,if he has reasonable reasons for late coming try to solve ,if not give heavy lode on him & simply ask him to submit this report before X time & tell him that its very importent.Daily u can't to but
upto the recovery u can follow.....
From India, Hyderabad
Hi Arya,
As Sukhada very rightly quoted. We are HR's we need to see the Human aspect of a resource.
Arya, I hv a question for you. Did you notice this resource coming late from day one he joined the company or just started recently.
Did you happen to talk to him to find out the reason that he is coming late for? Did you notice his reply or reactions to the warning.
All these must be cited out first before you take any action.
Also, there is another angle to see through this problem. If this resource is giving a quality contribution from his end to the company then I think you must leave it as it is as long as the productivity doesn't suffer.
Else, if the company policy is such that there is no flexi hours, then you must try n make him undersatand that, this would have an retrospective effect on the other co-workers and the company inturn.
So, All the best Arya !!!
From India, Mumbai
As Sukhada very rightly quoted. We are HR's we need to see the Human aspect of a resource.
Arya, I hv a question for you. Did you notice this resource coming late from day one he joined the company or just started recently.
Did you happen to talk to him to find out the reason that he is coming late for? Did you notice his reply or reactions to the warning.
All these must be cited out first before you take any action.
Also, there is another angle to see through this problem. If this resource is giving a quality contribution from his end to the company then I think you must leave it as it is as long as the productivity doesn't suffer.
Else, if the company policy is such that there is no flexi hours, then you must try n make him undersatand that, this would have an retrospective effect on the other co-workers and the company inturn.
So, All the best Arya !!!
From India, Mumbai
Hi,
I have some suggestions for you......If you have an attendance register system.........
1) Make that employee in-charge/responsible for maintaining the attendance register.
OR
2) Give instructions that whoever comes late will have to sign the register infront of the reporting authority.
OR
3) If a person comes late, it should be, marked in RED and a small motivational monetary reward could be given to those who do not have any RED marks..
I have some suggestions for you......If you have an attendance register system.........
1) Make that employee in-charge/responsible for maintaining the attendance register.
OR
2) Give instructions that whoever comes late will have to sign the register infront of the reporting authority.
OR
3) If a person comes late, it should be, marked in RED and a small motivational monetary reward could be given to those who do not have any RED marks..
Hi Arya,
As simple as this. Circulate a permission policy to all stating that 1 hr permission for 2 occasions in a month allowed. Above which each late coming will attract 1/2 a day salary deduction.
Hope this works?
Priya Maran
From India, Madras
As simple as this. Circulate a permission policy to all stating that 1 hr permission for 2 occasions in a month allowed. Above which each late coming will attract 1/2 a day salary deduction.
Hope this works?
Priya Maran
From India, Madras
Hi,
With my personal experience, if we want to put control on people coming late to office, it definitely create unncessary hurdles in day to day job. Also, we cannot insist people to sit late in office. In today's business it is mandatory to sit late and complete work to deliver projects on time.
Only way to avoid this, is all Senior Management should come to office on time. So that, all other staff also get habituated to come to office on time. If we can build this culture, automatically all the staff try to come on time.
Murali.
From India, Hyderabad
With my personal experience, if we want to put control on people coming late to office, it definitely create unncessary hurdles in day to day job. Also, we cannot insist people to sit late in office. In today's business it is mandatory to sit late and complete work to deliver projects on time.
Only way to avoid this, is all Senior Management should come to office on time. So that, all other staff also get habituated to come to office on time. If we can build this culture, automatically all the staff try to come on time.
Murali.
From India, Hyderabad
Dear,
You can start a late marking method under which a person coming late after the grace period will be marked late (a circle is placed in the signature column). if reporting time is 9:30 give him 10 minutes grace and after that late mrking will happen.
In a given month 3 lates comings are allowed and a 4th late will result in 1/2 day salary deduction and like wise on 8th a full day leave and hence forth.
The day a person knows he is loosing money he will get back to normal mode.
Regards
Sandeep Bakshi
From India, Delhi
You can start a late marking method under which a person coming late after the grace period will be marked late (a circle is placed in the signature column). if reporting time is 9:30 give him 10 minutes grace and after that late mrking will happen.
In a given month 3 lates comings are allowed and a 4th late will result in 1/2 day salary deduction and like wise on 8th a full day leave and hence forth.
The day a person knows he is loosing money he will get back to normal mode.
Regards
Sandeep Bakshi
From India, Delhi
First of all try to learn the exact reason behind habitual late coming. Instead of giving warning, please talk to him personally and try to find the reason/s.
This might be because of :
1.Personal/family problems
2.Lack of motivation
3.Monotonous nature of job
4.Lack of proper transportation facility
Also what sort of attendance system you are following in your company? Is that automated or still using registers to monitor attendance.
Also please track his performance ( check with his manager) and find out whether this has affected his output? If not, i would say don't take this as so serious and you can talk to him personally and resolve the issue
Please post your experience...
From India, Bangalore
This might be because of :
1.Personal/family problems
2.Lack of motivation
3.Monotonous nature of job
4.Lack of proper transportation facility
Also what sort of attendance system you are following in your company? Is that automated or still using registers to monitor attendance.
Also please track his performance ( check with his manager) and find out whether this has affected his output? If not, i would say don't take this as so serious and you can talk to him personally and resolve the issue
Please post your experience...
From India, Bangalore
If you have made several vocal warnings to the person, I think it is time for you to send him an memo.
For that you should setup a policy on the memo. Many organisations have a policy that if an employee recieves three memos during his/her tenur, can lead to termination.
But first, as an HR professional, try and find out the reason for his late attendence. From what you have mentioned, I feel that this is a recent trend that has started with the employee. Maybe he has a genuine reason for coming in late which you maybe overlooking.
Ralston.
www.ralstonraz.com
From India, Mumbai
For that you should setup a policy on the memo. Many organisations have a policy that if an employee recieves three memos during his/her tenur, can lead to termination.
But first, as an HR professional, try and find out the reason for his late attendence. From what you have mentioned, I feel that this is a recent trend that has started with the employee. Maybe he has a genuine reason for coming in late which you maybe overlooking.
Ralston.
www.ralstonraz.com
From India, Mumbai
Dear All,
If all the above mention suggestion didn't work, then simply give him a email stating about that further late coming would not be tolerated and mark the mail 'cc' to your HOD as well as his HOD.
So that during performance appraisal and other such activity you have a back-up maintained.
Please revert for any clarification,
Thanks & Regards,
Zeeshan Attari.
From India, Mumbai
If all the above mention suggestion didn't work, then simply give him a email stating about that further late coming would not be tolerated and mark the mail 'cc' to your HOD as well as his HOD.
So that during performance appraisal and other such activity you have a back-up maintained.
Please revert for any clarification,
Thanks & Regards,
Zeeshan Attari.
From India, Mumbai
Hi Arya,
I am Ashok. Regarding your problem of late coming of worker, I want to suggest that first you issue him written warning for late coming. After that if he doesn't improve issue him show cause notice and call for explanation. If you found his explanation umsatisfactory, then conduct enquiry about the same after following proper disciplinary procedure.
Regards,
Ashok
I am Ashok. Regarding your problem of late coming of worker, I want to suggest that first you issue him written warning for late coming. After that if he doesn't improve issue him show cause notice and call for explanation. If you found his explanation umsatisfactory, then conduct enquiry about the same after following proper disciplinary procedure.
Regards,
Ashok
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No more working till late hours.doc