Indushri
Student
Ravi Ranjan
Mktg & Hr
Eunice17
Hr (still In Progress)
Sumoncpi
Graphic Design
+4 Others

Dear All,
I work as an HR in Maruti dealership.
My major concern involves employees Office timings. Our office timings are from 9:45 am - 6:30 pm, but there are hardly any employees who come on time, when asked they bluntly respond by saying we stay late in the night you cannot expect us to be on time. Some cases are really genuine & some just stay late to kill time. Among the employees who stay late, few are mandatorily required to be on time the next day but is not the case here.
My query here is what should we do to control such employees?
Please help!
Thanks & Regards
Maya

From United States, Greensboro
you can tell them to fill time sheet or work sheet and get it cross signed by the monitoring authourity or can use cctv camera if you want to geta stricter approach .But the best way is to motivate them as per the policies to keep care of their health . You can also ask supervisors to fill manpower extra burden or time requirement , if they require an person to stay long at night.
Hope it will help you a Bit I hope .
I will be waiting for your response over the same , in order to know if it's really feasible or not.

From India, Delhi
Dear Maya
U havent said about reporting hierachy., i.e., whom do u report to?
At first, U prepare a report neutrally & judiciously & submit to ur boss & CEO or MD of Dealership (if both are not same) & seek for their help, as to involve them in the process.
Regards,
Surajit

From India, Calcutta
Hello Maya,
It's the responsibility of the employees to complete their work on day to day basic. So we can't responsible for their late staying right. Try to implement late policy. The employees should be on time. If they didn't come on time , for every 5 or 6 ( Please decide this after discussing with your management) late comings you can deduct 1 day salary of them. After finalizing the late coming policy inform the to your employees officially. As it is a matter of money most of them will try to come except in emergency and unexpected cases.
Let me know your opinion about this.

From India, Secunderabad
Appreciate your quick response..
Thank you all.
To Vani : You are absolutely right. As explained I am planning to implement salary deduction, and shall see the response.
To Ravi : We do have worksheets maintained but its all futile and has not yielded any results.
To Surajit : CEO have asked me to intervene & resolve it.
Additionally am also planning to introduce some reward system for employees coming on time. Lets see if it helps...

From United States, Greensboro
Dear Maya

I appreciate your effort to find a solution to deduct salary.

But it might spoil the entire the situation & your effort might be sounded as “overprotected”.

In this Auto industry, customer can walk in at any point of time till the last minute of the closing of the door of the showroom.

And you have to understand the facts that these executives are there to convince the customer & sell; & if the sales volume go down any way then you as a HR would be the first person to get a good piece of mind from CEO.

I would suggests that at first, you may circulate a notice to all & cc to CEO stating that who comes late for three days in a month will bear one day off from leave (PL) & if any person who don’t have PL, then from salary directly.

This circulation would confirm the intensity of the action going to happen.

Moreover, a reward program like “Best employee for punctuality” implementation might convert the negative to the positive one. This you may add as one of the actions for employee engagement which will help you to score marks in Maruti Aduit in future.


Regards,

Surajit




From India, Calcutta
Hello Mayarajan,

There are number ways you can deal with this siatuation.

Maintain daily records using biometric scanners. Communicate to the concerned executives their number of mandatory work hours if they are falling short of the standard working hours.

Monitor the footfall of the customers in the opening hours, in the second half, & the last half. Are you aware which part of the day yeilds more sales? Do collect data.Do the executives have fixed sales targets? Are they acheiving them? Take a customer feedback about the service offered by the executives using feed back forms or sms or mails. Look for the most common time that the customers are coming to the showroom. Are the executives appointment letters specified with timings & the std working hours. Is there overtime system in the showroom for the executives & the support staff. Is there reward & punishment for punctuality in the showroom. What are the rules of the company? Look at the larger picture in terms of the cost analysis. Carry out a detailed analysis. How much are you all losing due to this behaviour of the executives? Please document & communicate this data to the executives. We have flexi timings where you can come in & go out as per the work targets & std working hours.

Hope this helps.

Regards

From India, Mumbai
Ask supervisors to fill manpower extra burden or time requirement , if they require an person to stay long at night.
From Bangladesh
There are various things to do to solve your problem.
1. Ask them to fill Time Sheet on daily basis.
2. For late stay, there must be approval from the supervisor or manager.
3. Prepare late coming policy document for your office. For example : Only 3 or 4 late coming for 1/2 hour are allowed in a month after that deduct one day leave or salary).
4. Install Bio Matrix Attendance recoding machine in the office.
5. Ask the supervisor to submit report for late stay employee with reasons.
Hope above points will help you to solve your problem.
Regards
PayrollSolutions
website : <link outdated-removed> ( Search On Cite | Search On Google )
Email :[email protected]

From India, Delhi
hi Maya,
To solve this problem you can also introduce attendance bonus , where a employee who reports to duty punctually without any late coming in a month should be rewarded with cash prize. and more than 5 late comings in a month you can deduct the PL/EL of the employee.
Regards,
Indushri

From India, Bangalore

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