High Absenteeism in Textile Division: How Can We Effectively Tackle This Issue?

Respected seniors,

I am an HR executive in the textile division, and in my establishment, absenteeism is very high. Please suggest how I can prevent it.

Absenteeism can be controlled but cannot be eradicated as a whole. You need to counsel absentees and prefer strict disciplinary action if your counseling fails.

Dear Rajmsw,

You have to expect 10% absenteeism at least (varies from industry to industry). If it is more than 10%, try to find out by interviewing them or by an employee survey (including questions related to working conditions and health issues, etc.). Based on that, you can find out the reasons for absenteeism. Sometimes, solving employees' small problems can give you good results.

Regards,
Anurag

Dear Raj,

Have you done an analysis of the absenteeism? If yes, then on what parameters? Please check my following reply to the previous post: https://www.citehr.com/448902-absent...ml#post2020155

In the above post, I have given causes for employee absenteeism as well. You need to address those causes first. Get back to me and confirm how the suggestions have worked for you.

Thanks,
Dinesh Divekar
Bangalore - 560092

Follow the proper disciplinary procedure: Oral Warning, Advisory Note, Written Warning, Show Cause why not to be charged sheeted, Charge Sheet, Inquiry, Show Cause - why not to impose punishment, Impose punishment.

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Controlling Absenteeism

True absenteeism cannot be eradicated but can be controlled by:

• Counseling individuals or teams.

• Understanding some personnel problems.

• Restructuring payment to workers. For example, splitting their salary on the 7th, providing attendance bonuses on the 15th, incentives on the 24th, and recognizing the best worker with a cash award on the 27th. This approach motivates workers to come for the sake of money.

• Conducting employee support assistance programs, such as welfare programs.

For more information, please contact:
R. R. Inamdar
HR/IR Consultant in Vadodara
Phone: [Phone Number Removed For Privacy Reasons]
Email: [Email Removed For Privacy Reasons]

Regards,

Dear Friends,

No doubt, disciplinary action is a legal instrument to control absenteeism. Based on my experience, I would like to share that such absenteeism might be due to an unattractive wage structure/compensation as well as the casual nature of the job. In such circumstances, an attractive incentive scheme based on attendance may be fruitful.