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Hey guys,
Pl help me in area of Employee Absenteeism as m facing 30% Absenteeism daily which is huge & yet m daily keeping track of employees still it is not improving each time they reply with any reason for not attending work. It is case of staff employees.
Pl suggest any other way to work on it & reduce it.
Regards,
Rashmi K
From India, Jalgaon
The incidence of 30% absenteeism in a day, is not suggestive of normal absenteeism. The very fact that there is no improvement in the attendance despite monitoring it indicates that It is habitual among the employees to remain absent from the work.before deciding on any measure to remedy the situation you need to ascertain the causes for such behavior.The causes may vary. It may be cultural in the sense there is no culture permits frequent absenteeism and does not inculcate value of commitment and sincerity in the employees. It may be environmental.The work environment is depressing and not motivating. For example office politics or bad manager or rigid working hours.It may relate to job profile in that the work does not generate any interest in the employees.The absenteeism may also show some pattern. I used to observe a pattern of remaining absent on the days immediately following the day on which the salary was disbursed.Similarly in offices with a five day week work schedule, some employees find it too lazy to get to work on Monday after two consecutive days of slothing.

Therefore you need to diagnose the causes by talking to those employees who are remaining absent habitually.Thereafter you can decide on the appropriate course of action.In the mean time, you can initiate the following measures.

1)Draft policy and procedure to deal with absenteeism.

2)first call a meeting of the staff and put them on notice about your observations about absenteeism and advise them to be punctual and regular in attending office.

3) administer counselling to those that are habitually absenting.

4)If they do not show any improvement, issue them an advisory memo and cautioning them that their absence without prior sanction of leave/permission, will be treated as unauthorized and they will be liable for deduction of wages.

5) If they still persist n being abeset, issue them a show-cause notice and if their explanation is not satisfactory, issue them a letter of censure/ warning as per your policy.

6) The nest step will be initiating disciplinary action by issuing charge-sheet and conducting inquiry and passing appropriate penalty as per tour standing orders/ rules/policy

Thus you can proceed to deal with it stage by stage from the administrative point of view while simultaneously undertaking initiatives to deal with systemic causes like proper culture and environment building and employee engagement to motivate employees etc.

etc.

B.Saikumar

In-House HR & IR Advisor


From India, Mumbai
Dear ,
thanks for valuable guidance. M personally talking with all employees & they are facing problem with Working environment inside plant.How i could put in front of management as it is not visible factor???
From India, Jalgaon
When the effect(absenteeism) is visible, you must have figured out the cause for a bad work environment in the plant.The cause may not be seen but can be felt. You can discuss with your management about it and see what prudent steps can be taken.to correct it.
B.Saikumar
In-House HR & IR Advisor

From India, Mumbai
Dear Rashmi,
The subject comes up for discussion time and again. You may check my reply to the past post. The link is as below:
https://www.citehr.com/448902-absent...ml#post2020155
Do the analysis of that 30% absenteeism. Come up with your analysis and action plan to tide over the analysis. Productive suggestions can be given thereafter.
All the best!
Dinesh V Divekar

From India, Bangalore
Dear Rashmi,

I have no information about your Estt., its size, manpower, nature of business, surroundings & environment etc. However -

Friends have given you good suggestions. I may add, you might have some difficulties in putting across your observations into the causes of habitual absenteeism due to various reasons, may be your immediate boss is placed in a high position that it's not possible for you to approach him/her directly and so on. I have a suggestion, you take this aspect as a project of your own, collect responses sheets filledin by such of those concerned by hand, analyse the data, disseminate, categorise, and I'm sure you'll get revealing results from these data, a sample survey like. Place the report for consideration of your HOD/CEO together with your suggestions & recommendations which would be practical to implement whilst effective in short run and long run as well. Alternatively, if you are tightly placed, process a proposal to hire Industrial Engineers who are known for the task like NPC and entrust the matter to them. Many a time managements whole heartedly accept comments and suggestions comingforth from outside by incurring a cost rather than accepting suggestions coming up from rank & file in house. Try it out.
From India, Bangalore
Hi Rashmi,

Hope you had got lot of information, how you can go proceed further in controlling Absenteeism issue that you have come across..

all the Suggestions and measures that all have provide is absolutely correct,

But we can not implement same course of action to all the set of industries we work for..

It differs industries to industries and employees to employees that we are working with,

Exp: The employees we face in IT industries are different from the employees we face in Factories .

And the actions that you take on the employees would also differ, you can not be the same with employees working in Factories and other industries.

great tat you follow the suggestion given our dear friends,

Ultimately Its depends upon the work environment that we have created for the staffs, there should fun and work together make an employee feel good about working there, come out with few Employee engagement Activities, make staff get busy in some knowledge based activities, carry out some team building sessions, spend more time with staffs on the shop floor or office. come out with R&R and have regular meeting with staffs council them what all the benefits and growth etc.

I think this very general, but it will work out.

All the best,
From India, Bangalore
We have 40% absenteeism in our unit. The main causes are:

1. Cultural: Local people are lethargic. Alcohol consumption is in their culture.During marriage season or harvesting period, it increases tremendously.

2. Educational: Education level is poor and they do not understand the consequences of unauthorized absenteeism.

3. Work environment: It is underground coal mine and working condition is tough. Little can be done to improve the working condition due to inherent nature of underground mining.If they are allowed to remain in surface , their attendance improves tremendously but it will affect coal production and ultimately the industry.

Steps taken to control it:

1. Counseling: Every employee is counseled who absents from duty.

2. Disciplinary action: Disciplinary action are taken and penalties imposed against absenting employees.

3. Motivation: We have various reward schemes for employees having good attendance. We have good welfare measures comparable to the best in the industry.

Pl. suggest any other measures to control authorized absenteeism in a situation like this.
From India, Pune
Before attending to your problem, let me know the details of your establishment, viz. industry/sector, size of the organization,
brief details about organizational structure, organogram, your reporting relationship etc.
Thanks
R K Nair
From India, Aizawl
Dear Rkn61,
I'm talking about Coal India Limited, the largest coal producing company in the world. Our unit is an underground coal mine having 650 employes in roll. Its a watery mine having ventilation problem.The mine runs 24x365 days of the year. Mine is managed by mining engineers with due following of safety rules of Govt. authorities. If any other thing you want to know pl. clarify.
From India, Pune
Hi rashmi,

I can suggest you that the environment should be positive always in any office premises.So that it motivates the employee also and build coordination between employees which can be also possible as like MUSIC Engagaement activities for your Employees.

Need of Music Employees Engagaement:

Benefits of music:•

PHYSIOLOGICAL as coordination between mind and muscles, hands-eye coordination, development of fine motor skills

•MENTAL BENEFITS Encourages creativity, Concentration and focus, Use of left and right brain, Intellectual stimulation, Self control

•EMOTIONAL BENEFITS Aesthetic appreciation, Emotional expression, Self-confidence, Feeling of accomplishment, Spiritual experience

•SOCIAL BENEFITS Shared activity and communication, Performing for an audience, Music is an international language, A sense of pride and accomplishment

Several Studies have been conducted about effects of music on brain. Scientists says that children who are exposed to music or who plays a musical instrument performs better in academics than other students who don’t participate in musical activity. Music learning helps in IQ, Vocabulary and development of certain parts of brain. Music Training can enhance brain functions.

A research team exploring the link between music and intelligence reported that music training is far superior to computer instruction in dramatically enhancing children's abstract reasoning skills, the skills necessary for learning math and science.

The musician is constantly adjusting decisions on tempo, tone, style, rhythm, phrasing, and feeling--training the brain to become incredibly good at organizing and conducting numerous activities at once.



Broad Objectives of Guitar Program inside office -

•Recreation – Referring Stress Management, Engagement Activity and Entertainment for employees to lower the attrition rate.

•Health Benefits – Achieving Social, Psychological, and Physiological benefits associated to Music.





(We can provide you the Music Activities for your Employees as we offer specialise employees engagement activities for Corporates)
From India, Delhi
Following things can be initiated by you.
1) To arrange an "outing" for employees with their families if possible, on a weekly holiday so that
they are treated well by management. By this participative management method, employees
shall be motivated.
2) To form suggestion committee, inviting suggestions from employees.If possible, constitute
best suggestion award to employees on quarterly basis.
3) To constitute Best employee award. (award money should be attractived to employees).
4) To constitute Best attendance award for employees.
Try the above and feel the difference.
Thanks
R K Nair
From India, Aizawl
Dear Rnk61
I again reiterate that education level of absenting employees is very low. Mostly are illeterate and will not understand the employee participation techniques. They will rather enjoy a home gathering where alcohol will be available to them.We have a suggestion committe and suggestion do come but only from educated employee like supervisors where absenteeism is not a problem. We also organise best employee function in all category on quarterly basis.So bookish methods do not applies here. Only individual councelling may work to some extent. Kindly advise something else.
From India, Pune
Dear Gautam,

I know myself having worked with one of the deepest mines in the world, about the working conditions of a coal mine that too in India, and again around Bihar/ Jharkhand/West Bengal areas where the conditions are really bad. I also understand dewatering has to be carried out 24 x 7. I’m not sure whether your mine has got facilities of ventilation & pumping of fresh air or Airconditioned air to the work places/phases. It’s highly stressed that work environment should be human friendly especially where fumes and inflammable gases occupy everywhere. I’m sure your mine administration is taking enough care against flooding and fire which cannot be compromised in an underground mine. We used to address your problem with wider tunnels and winzes and raises well supported with railsets which also could enable you to install effective ducting of fresh/cool air to enable free movement of men and machinery, running pumping lines becomes easy. Your Mine designers are well aware of your own conditions, I hope. I don’t think others will have better solutions than what you people would have having been experienced all kinds of problems there. However I hope Design experts will have some novel ideas to tackle your problems. So if you don’t have in-house expertise you can appoint consultants to look into your problems to resolve the issues.

Secondly consumption of alcohol among miners, especially less literate is nothing uncommon. It's hard to deny them the pleasure after strenuous UG work in trying conditions. It's also understandable how difficult to convert them when they become addicted to. It's unfair for us to talk about their addiction in the era of IT boom where liquor use is not considered a bad habit at all (you know even female are increasingly into this) . We don't have any short term measure to tackle this, I only think of forming ideal groups consisting of a few tee-totallers alongside others and slowly they may wean away them towards other pass time efforts which should also give them soothing comfort. Alarm ! It shouldn't work the other way.
From India, Bangalore
I appreciate the reply by loginmiraclelogistics who understands UG mining very well. We have ventilation problem and excessive watery condition.Workers looses energy fast and cannot continue more than three days in a week. In my opinion this is the main reason of their absenteeism.Any way thanks for your suggestions.
From India, Pune
Mr.kumar's post has given an idea of hardships of working in coal mines.Apart from what he suggested to reduce stress, is it possible to involve agencies which deal with alcohol problems to educate the workers and then mitigate this problem as well as experts in family counselling to instill a sense of responsibility in the workers? or whether non-monitory incentives(cash incentives may encourage more drinking) can work to improve attendance.
B.Saikumar
In-House HR & IR Advisor
From India, Mumbai
Thanks for your posts. Having lived among them and toured many major mining companies all over India, including coal, copper, zinc, iron ore, aluminium, uranium, over 3 decades , the general psyche in mining population at the phase workers level more or less the same. The working conditions naturally very arduous that they exhaust before reaching the actual work phase. In some narrow mines they have to go trekking over 2-4 kms in Ug, by foot thru' the slushy pedestrian path like ways, sometimes climb up and down. By the time they reach the spot carrying instruments, explosives, safety equipment atleast they have to take rest for half an hour. No beverages served Ug. except when VVIP visit the spot. Oxygen levels are very low compared to surface. Immediate medical care hardly available any where near. Many a time braving mishaps and grievous to fatal accidents. All these put together drive them to seek some physical relaxation in alcohol. When it becomes routine addiction towards drinking is automatic. High % of absenteeism among these triggered by 'hangover' due to heavy drinking overnight. Unless we improve the working condition/environment it's very difficult to retrieve them. In some companies they have the scheme of attendance bonus. It's not possible to introduce promotions because next to phase workers a promotion means to a grade which requires that they should pass 'Competency Exams' conducted by the Dept.of Mines Safety and how these less literate persons could qualify these competency exams is practically not possible. As a part of 'Safety Week' celebration and competitions, which are compulsory event for all mines under Mines Regulations where themes propagating better, safe living are conducted. Hospitals attached to the mines also (should) play crucial roll in constantly monitoring them one to one on daily basis. Ofcourse any no.of counseling given to them may result in temporary change but the amount of physical strain push them back to good old drinking which also root cause of disturbance in their family relationships. I'm also sure drinking habits when it's addicted to is the main cause of many families on the surface as well. Unless all governments bring in total prohibition (now only Gujarat state has the prohibition policy) policy backed by very effective anti-spurious drinks/drugs substances in the form of country liquors like toddy, arrack, bong etc there won't be peace at our homes.
From India, Bangalore
Thanks for your posts. Having lived among them and toured many major mining companies all over India, including coal, copper, zinc, iron ore, aluminium, uranium, over 3 decades , the general psyche in mining population at the phase workers level more or less the same. The working conditions naturally very arduous that they exhaust before reaching the actual work phase. In some narrow mines they have to go trekking over 2-4 kms in Ug, by foot thru' the slushy pedestrian path like ways, sometimes climb up and down thru' man hole like ladder ways. We may imagine like what the defence personnel do during their field drills and for miners these drills are daily routine. By the time they reach the spot carrying instruments, explosives, safety equipment atleast they have to take rest for half an hour. No beverages served Ug. except when VVIP visit the spot. Oxygen levels are very low compared to surface. Immediate medical care hardly available any where near. Many a time braving mishaps and grievous to fatal accidents. All these put together drive them to seek some physical relaxation in alcohol. When it becomes routine, addiction towards drinking is automatic. High % of absenteeism among these resulted by 'hangover' due to heavy drinking overnight. Unless we improve the working condition/environment it's very difficult to retrieve them. In some companies they have the scheme of attendance bonus. It's not possible to introduce promotions because next to phase workers a promotion means to a grade which requires that they should pass 'Competency Exams' conducted by the Dept.of Mines Safety and how these less literate persons could qualify these competency exams is practically not possible. As a part of 'Safety Week' celebration and competitions, which are compulsory event for all mines under Mines Regulations where themes propagating better, safe living are conducted. Hospitals attached to the mines also (should) play crucial roll in constantly monitoring them one to one on daily basis. Ofcourse any no.of counseling given to them may result in only temporary change but the amount of physical strain push them back to good old drinking which also root cause of disturbances in their family relationships. I'm also sure drinking habits when they are addicted to is the main cause of many family problems on the surface as well. Unless all governments bring in total prohibition (now only Gujarat state has the prohibition policy) policy backed by very effective anti-spurious drinks/drugs substances in the form of country liquors like toddy, arrack, bong, ganja, opium etc there won't be peace at our homes. It's also taking its toll among schools and college students as well. Nowadays parties are hosted for now and then eveywhere, no matter to what time it should extend with free flowing drinks. A social sea change is the need of hour to reign in good moral character in every citizen of our country especially in youth to build a better tomorrow.
From India, Bangalore
Coming from some one who was privy to work life of miners, Mr.Kumar,thanks for expanding our understanding of the pathetic plight of mining workers.They live a very a hard life and allow their bodies to take the toll.No wonder they take to the cheapest escape route of drinking to forget the hardship for a while.I appreciate Gutam for showing concern for the plight of mining workers and their addiction to drinking.Trust, he will explore the possibility of trying suggestions made by you and other learned members as the workers need all the sympathy
B.Saikumar
In-House HR & IR Advisor

From India, Mumbai
Dear,
Talk to your Manager for once, let him formally announce that no one can get an absent without informing or so, ask him to empower you, because your employee might be taking you lightly. Ask your employees to submit a documented proof if they going to get an off e.g. medical prescription or exam schedule whatever the case may. Also write down the instructions on the notice board about your attendance policy. They will loose their annual leaves or salary cut down because at the end there should be a disciplinary action to be taken. For example: our 3 lates will be counted as 1 absent, that's how many people loose their leaves for just late comings.
You can also issue a warning letter to the employees individually, who have consecutive lates and offs.
Cheers!
From Pakistan, Karachi
Dear friends,
Here is one of the many works done w.r.t. problems of Coal mining in India. This is an article/paper of Dr.Rao, toeing the line of Hon'ble Supreme Court discussing the issues of coal mines. I'm sure the attached paper would throw more light on the issue and give better clarity to seekers of proper appraisal of the situation and what we should do and what not especially concerning some important factors causing 'Occupational Diseases' rampant in coal fields.
From India, Bangalore

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