Svsrana
Hr Head With Pmi
Paromita26
Hr Professional
K.Ravi
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Vinove
Talent Acquisition Manager
Pratibharathi
Hr Manager
Deepak Admin
Management
Ram_strikes
Hr Consultant
Mvsnarendra
Hr-executive
Suresh Ramarathnam
Manager-training
+2 Others

Thread Started by #ram_strikes

Dear Friends,
I'm astonished by the fact that almost every organization is affected by the overstaying of leaves and also other modes of absenteeism, most of the HRs were bogged down by the lame excuses of their employees.
I hope the formal/stringent procedures(warning letter/show cause notice/LOP) will never be an effective solution to control absenteesim.
I know some of the organizations which have implemented innovative/funny solutions to control absenteeism and they very well succeded in it with out losing the trust /loyalty of the employee.
As a HR person you'll also have lot of innovative ideas in your mind regarding this. This is the place you can share all innovative ideas/new initiatives. It will be great value add for all the cite-hr members
Please contribute your innovative thoughts here.
P.S: Dont post any formal ideas/policies...please
Regards,
Ram
14th November 2007 From India, Madras
Dear Ram,
Even I face the same problem with my employees but honestly have never come across an innovative idea to control it.
But after reading your post, it has motivated me to think of some. I will definately share any idea that comes to me, in the meanwhile it would be great if others also share their view points on the same.
Regards
Bhavna
www.vinove.com
15th November 2007 From India, Delhi
Dear friend,

I would like to share my exp.as under.

We have also experienced this problem and we have devoloped a measure to bring it down succeeded to a large extent but not 100%.

1.We have introduced a cash award(Rs125/) scheme along with appr.letter for the workmen those who do not have any LOP's during that year and this is being given to them on the eve of 26th Jan every year.

2.It has yeilded results.Then we have introduced 3 year cash award(Rs300/-) per workmen those who do not put in LOP during the 3 years.

The strength is increasing as well.

3.We have got a clause in wage agreement for attendance bonus per month.i.e.,those who do not have any LOP duding the month he gets this.

4.Last year we found a guy who has not availed any cl,el,sl,during the past three years,we have given good silver article on the ewve of 26th Jan.and we have displayed his name and awarded photo in gallery and he was quite delighted.

5.Lastly,we have conducted a trg pro on consequences of absenteeism for those who absent etc., and we also adopt various counselling measures to him and his family members,with the help of union.

S.Sudheer Reddy

Ast.Manager-HR

9866234587
15th November 2007
Dear Bhavna
Thanks for your response.I 'm glad that my post has induced think of new ideas. I once thank you for the time u spent in responding my query.
Dear Sudheer
That was really an good idea. Consutructive mechanism to control absenteeism. The noteable point in ur idea is that the employee is appreciated in front of other fellow employees. You pretty well included both monetary & non-monetary award to motivate ur employees. Kudos.Keepgoing.
Thanks & Regards,
Ram
15th November 2007 From India, Madras
Dear Friends,
I know some companies (especially the companies who deals with the endusers) they provide 5 points to the employees for their attendance n punctuality .The total points earned by individual employee will be calculated at the year end, an attractive tour package (similar to that of LTA) will be provided for the high scoring employee + 2 dependents. They successfully reduced the absenteeism rate.
Regards,
Ram
15th November 2007 From India, Madras
Dear Mr.Sudheer,
Thanks for sharing your experiences and explaining your implementations to reducing absenteeism.
I really need some suggestions to prevent late comnig in my organization !!!!!!
Kindly contribute !!!!
Regards,
Paromita
16th November 2007 From India, Bangalore
I agree with sudheer .. I think unless you have a wage /leave relationship the problem will be never ending. It is the pinch in the pocket which can make amendments
17th November 2007 From India, Mumbai
I would like to share one idea that accidentally worked out to be positive. We had to alter our office timings as we had to stop giving off on saturdays. We altered it from 8:30 to 8 am and surprisingly it changed the habit of few people who were regularly irregular means were coming late till 9 am actually started coming at 8 am or before. Now we have changed the time again from 8 to 8:30 and now habit of late coming is changed with those who were chronic latecomers.
I believe it all lies in commitment and becomes the habit if gets unnoticed for certain period or due to some other reasons. HR should take a call and make them aware about the benefits of early rising from a bed and coming on time. People should respect their time and other's too.
Thanks & Regards
Pratibha
8th April 2009 From India, Calcutta
why do you take leave?
Even if you dont have leave quota why do you take leaves?
The same blah blah, this happened , that happened, sick , relatives, etc etc etc,,,,
so dear HR the same problems every employees have, so they need to take leaves,
why are you hell bent on forcing them to come to office, people like you ,,, :-x:-x:-x:-x:-x
why dont u understand that employees do have personal commitments and are not ur slaves, :x:x:x
hope u got the point,, ,u HR ,, that employees ko leave lene ka shauk nahi hota,, understood :x:x:x:x
8th April 2009 From India, Pune
COPC has certain suggestions for the same
a) coming late or leaving early is not an offence, it is only unscheduled leaves which affect the bottomline.
ie let people take a short leave rather than forcing them to come up with excuses n staying away from work.
imagine you are the sincere employee, you will do your best in balancing manage work/timelines and yet shoulder personal obligations too.
very efw cases that people will take advantage
b) hv an attendance allowance
c) if the immediate senior visits the sick employee even in 1 out of 10 incidents then cooking reasons for leave will reduce
d) make this a toll gate for appraisal ie if you take x nos of unsched leaves in a quarter then not applicable for incentives/ increment etc
e) make counselling mandatory if unsched leaves exceed a certain nos in a quarter/ use it as a positive tool.
lastly absences could be a indicator for employee dissatisfaction with his work role or immediate senior or cos polices etc ie attrition indicator
10th April 2009 From India, Delhi
Dear Ram,
Same problem I am facing with my employees. But one day what I did is, everyone who got late to office, in the morning itself we ordered a 5 kg cake and we made all late comers to cut the cake in front of the staff which made them feel embarassed and after that incident everyone is coming on time to avoid that embarassment.
Try it once I am 101% confident that it will work out.
Regards,
Drop
29th November 2009 From India, Delhi
hi friends,
Pressently we dont have a proper time office mgmt in our company,we are basied on a register which will be looked after a security person who is on the shift.but due inter releations the timings are put wrong irrespective of there timimgs.
Please can u pls tell me that what type of implementation can i do and good formats of the outgoing permission slips
29th November 2009 From India, Bangalore
We can apply this policy if employees coming late.
If employee came late on the day, he/she have to contribute 100 rs to the Contribution box. At the end of the month small party should be arrange from that contribution..
This will help to reduce late mark those who are regularly coming late.
Aarti Junnare
Assistant HR
8th November 2013 From India
#Anonymous
K. Ravi good you showed sense...

There are some Essential Services Really risky for employee to attend but such job are not scarce.

H.R. besides compeling Staff not to take leave . . . These highly paid HR gurus.. why not Make Work that interesting which make employee to do it willingly. . . I think the basic reason for leaves (besides personal reasons) are lack of Innovative/ interesting JD.

Merely deducting staff salaries and drafting showcase should not be what HR Depart must do.

Staff J.D's and Staff personal grooming and interest should be considered from the very first day of Shortlisting candidates. . .

Work is meant for us We are not meant for it (in most of the case)

In my opinion H.R. depart should be more social rather Dictator AND Organisation must not yeild work against just salary but there should be some recreational activities, staff nurturing programs, Training (inhouse/ online), debates, liabraries (doesnot matter if not well established), etc.

AND Organizations market position and achievements must be known to all and STAFF should OWN it. Not all responsibilities are on part of H.R. and Management ofcourse.

Thanks

F.H.
20th November 2013 From Pakistan, Karachi
Ravi,
I think this topic is very serious in any company & no employee is slaves but every employee want to leave office on time whether comes on time or not. If everybody will come late so it's all effect goes to company in the other side if every employee will come on time & no late sitting in company type policy implement in company then employee can spend time with his/her family also.
If any co. will follow some rewards or gift in front of all company on monthly, quarterly or yearly basis then everybody will motivate.
Thanks
Deepak
20th November 2013 From Japan
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