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

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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

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

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

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

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

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

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
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

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

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


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