Dinesh Divekar
Business Mentor, Consultant And Trainer
Natraj@sakthimanagement.com
Head - Outsourcing
Bensimo
Coaching Managers To Improve Their Skills
Nashbramhall
Learning & Teaching Fellow (retired)
+2 Others

Thread Started by #Baisam

How to reduce abseentism of the labourers in packaging manufacturing unit.Kindly guide with your valuable strategies be taken for the same.
3rd August 2015 From India, Delhi
Dear Baisam,
Issue of workers' absenteeism comes up for discussion time and again. Have you done analysis of the workers' absenteeism? If yes, then on what parameters? I have given exhaustive reply in similar post to yours. Click the following reply to go through it:
https://www.citehr.com/448902-absent...e-welfare.html
Do the analysis on the points mentioned in the above post. Make a action plan to control the absenteeism. Come back after 3-4 months to confirm what went right and what went wrong.
All the best!
Dinesh Divekar
Bangalore - 560092

3rd August 2015 From India, Bangalore
Dear Mr Baisam
Pl try alternate methods - like offering good monthly attendance incentive or engaging contract labour where ever possible (also on piece-rate basis). You may also try to engage technical & non-technical Apprentices - who will be regular for training unlike permanent workers.
N Nataraajhan, Sakthi Management Services (HP : + 91 94835 17402 ; e-mail : )
3rd August 2015 From India, Bangalore
Hi Baisam, Thanks for ur query reg. reducing Absenteeism in packing workers.
Labourers/workers/employees skips work for various reasons. Only when they are not present, their necessity is felt. It is not only if packing but in many Mfg.operation, labourers/workers do absent; some for their personal/urgent work, some due to dislike of work due to monotony nature of work. As they are also Human being; their reason for absenteeism tobe studied.
Absence of leave rules can lead to absenteeism. Attendance Incentive can be tried. Contract labourers can also be put for urgency; if there are 3 shift working. Job rotation from other similar nature of work can also be tried. Manpower requirement to meet time-bound packing & dispatch to be studied & workers tobe organised to meet clients commitment.
Thanks
c.neyimkhan@gmail.com HR Consultant & Advocate. 4.8.2015
4th August 2015 From India, Bangalore
Absenteeism is just one of many signs that management, from the top down, is treating employees as if they are not respected, valued, or cared about. This 'leads' employees to not respect, value, or care about their work -- thus absenteeism instead of dedication. If management changes how they act toward employees, employees will change. The process is really very simple. What actions by top management will be effective? I can provide exactly what to do if top management is interested.
Best regards, Ben
www.bensimonton.com
4th August 2015 From United States, Tampa
Dear Baisam,
You had asked a question in your other post as follows:
"I have a problem that there are several managers who are very arrogant and dominant of their position and discriminating and misbehaving the juniors making a herdle for team work and unwanted working atmosphere,what sirs suggest, how to communicate and make the atmosphere a best working place,please..."
Are you still with the same firm? When bloggers do not give enough details about the scenario people can only give general suggestions and make comments based on their PERCEPTION of the situation. So, kindly give more information about your role in the organisation, etc.
4th August 2015 From United Kingdom
How to control absenteeism is really challange but it can be controlled by knowing the fact/actual reason of absenteeism.

Reason can be

1) organization culture like employee treatment, facility at work, management value system, adherence to grievance, non availability of action plan for immediate issue, company policy, non availability of continuous development plan, no time for recreational activity, work pressure etc.

2) No plan for Earned Leave at the beginning of the year.

3) Ratio of the manpower localize vs far distant.

4) workman mode to attend duty like bus, bike, cycle and other etc.

5) Distance from company to home.

6) Company geographical atmosphere.

7) Unionize culture

8) less adherence towards employment law.

9) Avg age of the employee/workman.

10) Poor grievance handling mechanism.

11) Identification of employees take more leave and in habit of LWP.

How to control

To resolve the problem we need to collect statistical data of previous three year, data will help to know the trend in terms of above points. Execution plan can be made to resolve the issue step by step.

Regards
7th August 2015 From India, Chandigarh
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