Dear All,
Please help me how to prevent absenteeism when we organise training to shop floor people. and if they absent how we can plan those few people in the next training. there is lots of difficulties to organise trainings for production employees. they might have absent due to heavy production. please help me.
Thanks & Regards
Arockia Jeniffer J

From India, Madras
Hello Arockia Jeniffer J
Their are two choices
1. Make it compulsory. those who dont attend put some penalty or mark 1/2 day absent.
2. Tell management to give workers one hour relaxation for shift.
if shift is for 8 hours let them work for 7 hours and keep 1 hour for training. They will happily attend the training.
For second option can be used only where; management gives same importance to training as compared to production.
Arun J.

From India, Hyderabad
Thank you for your valuable suggestion. I have some more questions related to training if you wish to give suggestion to my queries please give your mobile no. If you could help me it will be more helpful to my carrier.
Thanks & Regards
Arockia Jeniffer J

From India, Madras
How good are you in PLANNING, ORGANIZING & SCHEDULING TRAINING PROGRAMS without affecting ROUTINE ACTIVITIES/WORK?
How relevant is this training to all those TRAINEES - NOMINATED?
Did you succeed in arranging employees(REPLACEMENT) in place of TRAINEES so that, work does not get affected?
Have you got their consent and acknowledgement from those NOMINATED TRAINEES?
With profound regards

From India, Chennai
Hi Arockia,
To prevent absenteeism, it is important to make the team members feel an important part of the organisation ie their sense of belongingness. this can be done by emphasising that the trg provided will help them to grow to the next level in the organisation & the trg is actually an investment on the part of the company to increase the skills of the team members.
Regards
Geeta
09953987624

From India, Delhi
Dear Jennifer,
Your query generates a few questions; answers to those will determine the solution that you are seeking.
For example, what is the reason for the people to be absent. You have indicated one reason: absent due to heavy production. I think Mr. Khadir has already given a solution to that. Are any absent due to being off on that day, due to sickness, etc.?
As others have queried, have you made sure that the people think that training given is relevant for their work and needed by them? Many a time, organisations arrange training that is neither relevant nor useful or both. I have had my share of such training during my working life. As I was not paid any bonus, i attend those. But if your workers are on production bonus, how are you compensating them for the loss of earnings? Are you paying them just the basic wages for the time spent or are you paying them the average wages that they normally earn?
I can keep on asking such questions, as my wont, but will not.

From United Kingdom
Thanks for your valuable suggesstion well Wishers,
My People dont have awareness about the training eventhough the management planned to improve set of peoples skills through training they are not at all interested to attend the training. Due to these kind of reason my absenteeism percentage increasing to half of the plannned no.
Due to sick and off too also the problem.
give suggestion to improve awareness of the training and reduce the absenteeism rate.
Thanks & Regards
Arockia Jeniffer J

From India, Madras
Hello Jennifer,
I would suggest you can include some games prior and between trainings. This will arouse interest of the participants and they won't miss out further sessions. You can even show small clips / films related to the subject to make it more interesting. Also try to make it more interactive, funful so that learning process will be enjoyable.
It will be a good idea if your Management addresses in an open forum why training is essential and benefits of it to the organisation vis-a-vis individuals.
Hope it helps.
With regards,
Vaishalee Parkhi

From India, Pune
Dear Jennifer,
Let me join a bit late.I suggest that you arrange trainings during lean periods of production.Every company has its peak and lean seasons.Secondly ensure that the participants are formally released from their sections to attend the training and the same is confirmed to you.Do not take more than 10% staff from any section so that work is not hampered.Last but the least make training interesting by spending some amount on good food after or during the training.Convince your seniors that this is essential for generating interest among the participants.Also see that a provision is made in the Annual Appraisal Reort of an employee for the different trainings attended by him/her.
S.K.LIMAYE/MBA(HRM)

From India, New Delhi
Absence from organized training is an issue prevailing in many organizations. I had a chance to analyse & address this issue. My analysis had revealed that defaulters in most cases were the managers/ supervisors who were not sparing their subordinates to participate in training. The reason given for the same was shortage of manpower for routine work on the floor. Managers refused to realize that two trained persons will be able to do the work of three not spared for training. Thus the Line managers were found to be less sensitive to the development needs of their subordinates. But when it came to their own development & growth, they had a tendency to fight with HR for their nomination on different programs. And once nominated, they will leave all responsibilities at the shop floor & rush to register their presence.

Such an attitude of the managers had to be curbed. The solution was simple & was introduced with approval of the CEO. A communication was sent to all & also displayed on the Notice board that for those employees detailed on any training program, attendance will be counted based on the attendance report from the program manager & not from the Line manager/ Supervisor. The attendance management software was suitably modified & was integrated with the training management system.

The obvious outcome was 100% attendance on training programs. The CEO remained firm in not accepting any cries to the contrary. The employee satisfaction index also improved in the next survey.

From India, Delhi

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