Skhadir
Strategic Business Management Includes Revenue
Belciya.hr@gmail.com
Hr - Executive
Cite Contribution
Community Manager
Vkokamthankar
Asst. General Manager - Hr
VENKAT48
Hr Consultant
Anjali Sarin
Hr Professional
Harison
Hr And Adm Mgr
Gpi.ashwani@gmail.com
Mba- Human Resource
Annevidhya
Hr Operations
Aswaleraj
Rti2005
+8 Others

Our HR department have to come up with Improvement plan to reduce abseenteesm rate from 3% to @ %. Appreciate your input on this
Greetings,

Please consider my suggestions:
  • Absenteeism is an effect . Take a root cause analysis and identify the causes. Brainstorm best resolutions for them.
  • Most of them would be operations oriented. Such as High work volume, lower number of employee, work allocation and etc.
  • Segregate the reasons:
  1. Structural -operations based reasons with heavy work load, bad managers, etc
  2. Cyclical - Employees taking leaves during celebrations and festival
  3. Organizational - Employees don't feel motivated enough to show up at work due to low promises or opportunities for progress.The overall environment is gloomy and discourages performance , presiding with fear. There are distance and locational issue for employees. the cab or even the bus facility doesn't respond to their needs.
  • Proactively calculate a base absenteeism data to allocate work. Make sure there is a risk analysis done by your managers every month.
  • Design rewards and punishments accordingly. The program should not award employees to come to work but rather maintaining a dependability. At the same time, please build responsibility and not fear. Deducting pay will only make them barter a day at office to something more important outside. Design the punishment for unscheduled leaves accordingly. They need to own the tasks which have been allocated to them. On an event of their absence , they should support the manager to evenly manage it with the team. Build cohesion and not friction.

Finally , at the end of the day the program would be as good as the ones who owns it. please make sure its an equal concern for HR & Operations. One should not push it at the other. Blog your queries. Allow all of us to contribute to resolve this.

Regards,
(Cite Contribution)



Hi (Cite Contribution),
I agree with your views/suggestion. In addition to motivation I think incentive for 0% absenteeism would help.
Employee who is abscent in spite of the above then we need to call for explanation in writing from such employee.
Regds
BLN
we can announce some extra percentage (1-10%) on annual increment for the persons who all are following proper attendance and leave policy Regards, Sudha
Dear Mr.Harison,
I personally don't agree with some of the responses like " providing incentive" for 0% absenteeism. That might work out in a school or college, but not in an organisational setup. Hence, try to concentrate on some non-monetary incentives, like
1) Arranging for retreats / get together programs
2) Enrollment for Training programs/ Seminars etc
These are some sort of programs that would enhance a special quality in them by the name "OCB", called Organisational Citizenship Behaviour. Putting it in very simple words, this refers to some voluntary behaviours exhibited by them, that is benefitial to the organisation. 0% absenteesim is also one such kind of OCB, because no such organisation can force this on their employees.
You may get more material on OCB through google. Try to find out ways of acheiving it, and then you would start moving towards your goal of acheiving 0% absenteeism.
Regards
K.Rajesh Kumar
One of the reason's why an organization has high absenteeism rate is that the employees don't feel engaged or challenged. There are several ways of reducing absenteeism. You may make the job profile interesting. In an earlier company where I had worked, we gave opportunity to senior operators (workmen) to fill-in for supervisor whenever the shift supervisor went on leave. Our experience was that these operators did a very decent job of managing a particular department. Another way of tackling absenteeism is that you can pay scholarship to the employee or his children, where he does not miss a single day the year (not counting his earned leave/public holidays).
B/R
K.S.Venkatachalam
[QUOTE=1979;1450454]Greetings,

Please consider my suggestions:
  • Absenteeism is an effect . Take a root cause analysis and identify the causes. Brainstorm best resolutions for them.
  • Most of them would be operations oriented. Such as High work volume, lower number of employee, work allocation and etc.
  • Segregate the reasons:
  1. Structural -operations based reasons with heavy work load, bad managers, etc
  2. Cyclical - Employees taking leaves during celebrations and festival
  3. Organizational - Employees don't feel motivated enough to show up at work due to low promises or opportunities for progress.The overall environment is gloomy and discourages performance , presiding with fear. There are distance and locational issue for employees. the cab or even the bus facility doesn't respond to their needs.
  • Proactively calculate a base absenteeism data to allocate work. Make sure there is a risk analysis done by your managers every month.
  • Design rewards and punishments accordingly. The program should not award employees to come to work but rather maintaining a dependability. At the same time, please build responsibility and not fear. Deducting pay will only make them barter a day at office to something more important outside. Design the punishment for unscheduled leaves accordingly. They need to own the tasks which have been allocated to them. On an event of their absence , they should support the manager to evenly manage it with the team. Build cohesion and not friction.
Finally , at the end of the day the program would be as good as the ones who owns it. please make sure its an equal concern for HR & Operations. One should not push it at the other. Blog your queries. Allow all of us to contribute to resolve this.

Regards,
(Cite Contribution)
Good one, appropraite startergy.
It is difficult to reach 0% absenteeism because of unforeseen problem which may forces individual to remain absent. It would be more practical to keep alternative arrangement. A. Rajendra
Zero Absenteeism is unrealistic target. Are you counting authorized Leaves as Absenteeism ? better not. You have to allow some leaves. Canceling or not allowing Leaves is both inhuman and illegal.
Hi,
i feel 3% is good enough for healthy organization.
You can never expect 0% absenteeism. Practically it is difficult.
The employee may have to do some function, marraige, fall sick, etc. In such case they have to take leave.
How you an avoid expect them to present for duty under such circumstances?
The suggestion given by the members might bring down to some extent but not to 0%.
Regards
Raghav
Dear Raghav,
The percentage is considered to be nil when your business risk is mitigated. In an operation or production team , if the predictive analysis shares 3 out of 45 team members would be absent in a week. The work allocation gets balanced to cover the log-in period or the minimum volume delivered by the minimum number of billable employees. Under such circumstances, if the real absenteeism is 3 or less, it is almost close to 0 as the work have already been managed and the dashboard doesn't run in red.
This may sound as a technical advice , but this is how we used to leverage on the manpower for managing attendance.
Please do share how are you managing it in your environment and the best practices that you would suggest.
Regards,
(Cite Contribution)

Raghav and (Cite Contribution) both are correct in their respective views, first let us know from the OP harison what industry they are in, what they do, the nature of work, employee strength, and what exactly he meant by 3% whether it was according to s calculation or raghavs .
As per my opinion 3% is a really good percentage. and very very good, let me give a one example .....
When i was working in a manufacturing company we used to pay the canteen contractor daily food at a rate of 200 people whereas the real strength was 210, when i told my HR manager that why this is he told that assumed out of 210 , 10 are absent daily because of some or other reason , so this way it works ;) ..
Dear Nambomita,
thanks for sharing your views.
In our company we have taken soem action which is helping us to control absentteism to soem extent -
1. Our total strenght is approx 280
2. We have linked incentives to his attendance for the month
3. The accumulated PL can be encashed once a year if it exceeds 90 days
4. If an emp remains absent for more than 7 days without prior notice, he will be given a show cause notice.
in some cases we have terminated him also.
Regards
Raghav
Dear Raghav,

Thankyou for that excellent input . It reminds me of an extreme measure that we had taken for a duration we predicted to have the highest rate of absenteeism.

We re-defined the eligibility for the 'pay for performance' , and made it directly dependent on the minimum number of leaves taken. This dependability ensured that if an employee takes more than 3 days of un-scheduled leave in a month, he/she would not be eligible for the PI irrespective of their productivity score. This did have a backlash . The moment an employee crossed that limit, it used to have a direct impact on their productivity. They worked only to score the minimum Productivity percentage, to sustain their jobs. The impetus to excel remained clearly absent from their deliveries.

This was later removed and the scheme for the yearly bonus was introduced with a percentage to be calculated from the attendance of the employee. This had a far more positive impact . They were not eligible for leaves till they were confirmed. Even if after that, the employees took few unscheduled leaves , they would work and remain dependable towards the later part of the year.

Regards,

(Cite Contribution)


Dear All,
In our organisation there are around 1500 employees, of which 90% of the employees falls under the CATEGORY of TECHNICIANS, ASST. TECH, LABOURS, HANDYMAN, CARPENTERS, PAINTERS and HELPERS.

As per Qatar Law, we get 7 NATIONAL HOLIDAYS in a year besides ONE AND HALF DAY WEEKLY OFF for STAFF at H.O and ONE DAY WEEKLY OFF at all SITES. We are maintaining ABSENTEEISM ratio not more than 3%. Besides employees working OT, still they do manage to present themselves next day. To appreciate their PUNCTUALITY and ATTENDANCE we had announced QR100 incentives for all those giving their 100% ATTENDANCE in 3months without SPOILING THEIR HEALTH. Some times based on requirements, with prior approval and based on circumstances, employee is allowed to work flexibly to get things done in time.

Sometimes depending upon the work timings, we do provide them FOOD on site so that they carryout their responsibilities with full energy.

Its very difficult to satisfy employee needs 100% and achieve 100% ATTENDANCE because we feel that HEALTH is WEALTH. Compelling employee to deliver beyond his capacity is NOT ADVISABLE and it will have adverse effects on their health. If is so then company need to take care of complete medical expenses.

With profound regards
Hello Seniors,
I am looking out for some help in the area of absenteeism.
Want to know how i can control unapproved leaves and can i deduct 2 days salary for 1 unapproved leave? (is there any law concerning to this or it is as per the company norms)
Please suggest..
Regards
Anjali Sarin
Hi,

I would suggest you to go for some mild and moderate actions before going for a salary cut. Salary cut is the last thing one can expect in a job. This measure can be used for a habitual employee.

You can issue warning letters mentioning the date and by how many minutes/hrs an employee is late. Warning letters will give a message that management is serious regarding this issue.

After that, you can issue a charge sheet mentioning how the absenteeism of that employee affected company's benefits and how it caused loss to the company.

Even after issuing charge sheet, u can go for a salary cut or ultimately termination. Charge sheets will give you a weapon to defend yourself against employees' accusation that he is being exploited.

Straight forward salary cut will create disturbance and may create further problem for yourself.

And salary cut is at the sole discretion of company but it should be backed by solid reason otherwise labor laws may charge you for exploitation.

I hope this helps.
Thanks for the information
I agree with you and i am also in favor of taking mild actions.
But as in this case the employee has taken the company for a ride and just in case if i want to regulate the 2 days salary cut against 1 unapproved leave. Can i do this?
Does the policy differs from company to company or there is any legal obligation?
Regards
Anjali Sarin
if
Dear Ms. Anjali Sarin,
in response to your query, i agree with Ms. Ashwani.
Go ahead and deduct one day salary and issue WARNING LETTER stating valid reason. If you find employee violating company regulations then you need to build a file against him so that you can terminate him without any hurdle on genuine grounds.
Please follow procedures while initiating action against employee else it will definitely cost to the company. Please do study labour laws applicable.
You can prepare a circular regarding increase in absenteeism ratio and get it signed by all your employee. You should define everything including actions to be initiated if employee is found guilty or violating norms.
With profound regards
In the HR policy of most of the companies, it is clearly written that company can take any action against an employee who is working against the company's benefits. So, you can take action against habitual absentees but this should be done through proper set of steps. Company has full right to take such action if any act of employee is affecting company's health.
Hi Can I know what should be the Leave policy for Pvt Ltd firm having 60 nos strength of employees including 15 field engineers, 20 field sales Executives & rest back office staff
First of all,I feel HR should focus on thewell being ofthe employees rather than focus on operation areas. An employee is entitled to leave n its also necessary that they take those leave else they will burn out.
In a typical call centre, the operation team always hires buffer which may be between 5-8% of the total strength. Hence scheduled absenteeism is managed by these buffer staff without disrupting the work flow.
You as HR should rather focus on retrenchment n not on 0% absenteeism.
Regards
sasha
Hi Nabomitha,
Thanks for your message.Its so helpful for me.here, i would like to get one more clarrification.
I've joined with an buddy concern so initially we cant go for extra payment for 100% attendance, so please suggest me is there any non monetary benefits could be offer?
Belciya.J

from my pointview if u want reduce Absenteeism rate in your Organization there should be make procedure to avoid absenteeism step should be taken in following manner.
1. Link with Performance Appraisel.
2. Declare full attendance insentive.
3. Never link production insentive with absenteeism.
4. Declare additionl isentive for absenteeism.
5.Long termbenefit for lees absenteeism.
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.

Prime Sponsor: TALENTEDGE - Premium Professional Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™