Attendance And Attendance Policy - Xls Download - CiteHR
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Hi Sylvia:

I agree with Bernard. He is absolutely right.

I believe in something like this:

Give the work and deadlines alongwith. Then don't bother to know how many hrs a day an employee works. Let him work at his own convenience and finish the work in stipulated time.

Ofcourse, there is one hitch inthis. If the person is working idividually and independently on a project then this suits fine but if a team works on a project and they are interdependent then it is a must that all of them are available during the decided work hours and no choice.

In our office there are all kinds of people working on various projects. Some independently, some in a team. So we are liberal with the indepent employees but for teams / groups, there is no choice. They are supposed to report to the office at 9.00 am and free to leave it at 5.30 p.m

I have been working for past 14/15 months in this office as HR professional but have so far not faced any problem with staff's late reporting or early leaving. Well, its a fact that we also some guidelines for them to follow. They are allowed to report late to office once in a month for a genuine reason and on repeated such reportings, a part of their paidleave will be debited. It works.

You need to frame these guidelines in relevance to your work style and system. You need to study it thoroughly and also the human behaviour of your employees etc.

I hope this information is of some help to you sylvia.

Shradha

if there can be fraud by tech ppl....u can have a guard for it. or u can place this electronic swipe card machine at the security gate.
or u cld have a register wer the employee has to sign and the guard can write the time.....
u can change the guard every 3-4 months so tht ther is no bribery. :wink:
and u can havw every dept send u a daily report or a register or something.
simple.

hi was browsing thru my notes n found this...hope it helps

It is more difficult to find employees who have a strong work ethic and are willing to put in a "good days work." A lot of people say, "I hire for attitude and train for skills." That philosophy is as outdated as carbon paper when you consider today's work environment.

Today, there are more jobs than people. Employers now say it's tough to find either the attitude or the skills.

First accept the fact, that we are going to have to manage people differently today. What worked yesterday is the very same thing that will get us in trouble tomorrow. Further complicating the matter is you can't treat everyone the same. With each new employee you hire they bring a totally new set of expectations, needs and problems. It takes more time and skill to manage today's workforce. Bad managers are the biggest cause of high turnover, low attendance and low morale.

If you have people with good attitudes and good work ethics... count your blessings and insure you take good care of them so they don't leave you for someone else.

Here are a few ideas to think about.

1. A Steel co. has a unique pay-for-performance compensation system. Employees earn money based on their individual productivity. Employees are paid a lower than industry average hourly rate. On top of that they receive an additional bonus if they exceed hourly quotas. For example the steel industry average says an individual should be able to straighten 10 tons of steel an hour. Therefore, company's goal is to straighten 8 tons an hour and for every ton over 8 tons they get an additional 5% bonus. However to qualify for the bonus they have to meet the following requirements.

If they are late to work they loose their bonus for the entire day.

If they miss a day of work during the week they loose their bonus for the entire week.

As a result, company's productivity took off like a rocket. Absenteeism rarely falls below 1.5% a year. The key strength of this program is employees see a direct correlation between what they do and their paychecks a major incentive. Employees were working so hard company decided to give them 4 non-forfeiture days a year. Even with this only half their employees use their 4 days.

2. Lottery System-One company uses a lottery system to reduce absenteeism. Only employees with no absenteeism during the month can participate. The lottery includes prizes such as a television, a bicycle and so on. They were able to reduce of absenteeism by 75% and reduce costs by 62%.

3.Play Poker-Another company improved attendance in a game of poker. Employees who came to work each day were allowed to draw one playing card. Those who attended all week owned five cards on Friday. The player with the best hand wins Rs. 500.

4.Try a Perfect Attendance Program-One large IT business has several excellent incentives for its 200 plus employees. Any employee who has perfect attendance during the year receives Rs 2000, a car ride to a restaurant for a free dinner with their spouse and a gift certificate worth Rs 1000/-

These ideas won't work in every situation and could backfire if you are not careful. Keep in mind that good employees don't need the carrot and stick approach and might find these ways offensive, unfair or unnecessary. The key is to know the individual needs of your workforce.

5.Be aware that workers who have child care responsibilities find it difficult, if not impossible, to have a perfect attendance record.

Flexibility may be the best strategy. A better attendance strategy may simply include flextime for people who have children or parental responsibilities. Some businesses give their employees 5 personal days in addition to normal vacation times to be used any way the person sees fit.

I recommend that you conduct organizational survey to find out the causes/reasons for absenteeism before you undertake the initaitives.

Hi, please find the attendance Format

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File Type: xls ATTENDANCE.xls (1.79 MB, 795 views)

Titan Industries had a good attendance policy in India in early stages. However, it was extremely stringent. It was diluted lateron.However the policy remains same
It says that an employee is eligible for annual increments only if he works for 240 days in a year.
Policies like this might help at all levels There should not be any deviation. Defining the number of days depends on industry, state or country
This may be of some use.
Siva


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