What Actions To Be Taken For Improving Employee Disciplines - CiteHR
Sriramwarrier
Recruitments, Training, Couselling &
Rakesh Pd Srivastav
Chief Manager - Hr (plant Head Hr)
Hardiksalat
Working As Executive-human Resource
+1 Other

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Dear Seniors,
Pl advise me on what steps to be taken in following indiscipline.
1. Workers & staff employees are not coming on time even they are assigned shift and time schedule.
2. If we take action for that they are always trying to find out problem and directly complain to higher authority that HR Dept. is not taken any action even after our complains no. of time. Mean if we take any action against them they find out very small individual problem and directly complain to higher authority.
And higher authority also shouted upon HR Dept.
Now what we can do?
3. we request to super moderator and HR Experts like Madhu T.K. pls give your suggestions on this topic.

Dear Friend,

I sense you don't have a effective mechanism to tackle this problem. There is nil information on whether you have a biometric / punching system to record the attendance of the employees. The advantage of such a system is to monitor the In Out timings of the employees and link it to the policy of late comings and permissions existing in your company.

I would advice you to take the help of your management to install a Biometric system and record the finger prints of all the employees. They should be directed to record the attendance at the time of entering and exiting the shift.

Once the above process is completed and streamlined, you can discuss with your management and initiate a policy on the late comings and permissions limits for employees in a month. Any deviations in the form of exceeded late comings and permissions should either be treated a LOP or Deductions from existing leave. Clear definitions on Grace Period allowed, Late time and permission duration & limits to be specified.

Before implementing the above a clear intimation to be given to the employees through mail or notices on the public board.

With regard to employees countering HR Dept with small problems, i would put the blame on your department. This can happen only if there is some discrepancy or lag from HR Dept. When you planning to come up something new policy which might attract lot of opposition from employees, be always perfect in your other park of work and service delivery of HR activities.

Hope the info is clear, do revert if any help desired

Dear Hardik,,
In present situation you have to options...
Firstly either be strict
or
Convince the concerned authority to support the initiators to change the culture of late coming.
..........................
Once we were facing the same, the culture is to come late in morninig & work till late evenings to show that they are working till late hours.
We started monitoring thier log in & log out timings first manualy & later on instroduced biometeric system...
Released a circular to come on time...
circular was released after each 15 days on trial basis & to intimate employees what the management is going to do...
Even after 2 months we were not succeed as much though few employees started to come on time.
Then we started to put penalties on employees coming late for consecutive 3 days by 10 minutes.
within next 2 months most of the employees started to come on time except (C suit & GM's)
It has taken time but atlast we succeed...

Dear Hardik,

Firstly, you install sufficient number of Bio Matrix Attendance Capturing Machines at the enterance of the respective departments /work places. It is important that workers report to their work place in time (not at Main Gate).

Secondly, issue a circular that late coming is not allowed w.e.f....... and Main Gate will be closed five minutes after beginning of each shift. You may allow a five minutes grace period for entry. However, proportionate deduction of wages to be incorporated in the software based upon the late attendance being marked at the Bio Matrix System. Afterwards, no relaxation to be given even when there is a genuine reason for late coming. If you allow somebody even once, it will give opportunities to other late comers to quote and allowing late comers for genuine reasons will become a precedent. If you follow this system, you shall be able to enforce discipline for late comers. It is pertinent to mention that workers do the production, hence their reporting to time is very very imperative.

In most of the progressive companies, there is followed a system of flexi timing for white collar employees. As such, you should not enforce the same system on white collar employee which you would implement for blue collar emeployees. The white collar employees, many a time, work beyond their working hours due to business demands and that too without any monetary benefits, hence enforcing above practice will tantamount to causing injustice to them. However, a late coming report sent to the HODs followed by counseling by their respective HOD will discourage the habitual late comers.

Rgds,

Rakesh Pd Srivastav

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