Business Mentor, Consultant And Trainer
Executive Human Resource At Emcure Pharmaceuticals
Hr & Ir Professsional
you have to except 10% absenteeism at lest ( vary from industry to industry )
if it is more than 10 % try to find out by interviewing them or by employee survey ( include question related to working condition and health issues etc)
on the basis of that you can find out the reason of absenteeism. some time solving employee small problem can give you god result .
4th June 2015 From India, Hyderabad
Have you done analysis of the absenteeism? If yes, then on what parameters? Please check my following reply to the previous post:
In the above post, I have given causes for employee absenteeism also. You need to fix those causes first. Come up again and confirm how suggestions have worked for you.
Bangalore - 560092
4th June 2015 From India, Bangalore
1. Counselling and individual or in team
2. Understanding some persons personnel problem
3. Restructuring payment to workers...i.e. you split their salary on 7th, attendance bonus on 15th, incentive on 24th best worker cash award on 27th etc...so for the sake of money worker will come...
4. Conduct employee support assitance programme i.e.welfare programmes
any more information please contact me
R. R. Inamdar HR/IR Consultant in Vadodara 09376229117, email@example.com
6th June 2015 From India, Mumbai
No doubt, a disciplinary action is a legal instrument to control the absenteeism.
Based on my experience, I would like to share that, such absenteeism might be due to unattractive wage structure/ compensation as well as their casual nature of job. In such circumstances, an attractive incentive scheme based on attendance may be fruitful.
6th June 2015 From India, Rourkela