Dear all, I am facing a problem of absenteesim among workers. Can anybody suggest some measures to reduce absenteesim . regards reebi
From India, Pune
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1From India, Pune
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Hi Reebi,
Please maintain the attendance register in your organization. Ask each employee to enter the login and log out times and dates. Develop a policy for absenteeism, leave, attendance, etc., and implement it so that everyone will follow the procedure accordingly. If you have already done this, send an attendance report of absentees to your manager and call the employees for counseling. As an HR professional, you need to know the reasons behind this absenteeism to help out the employees as well.
Thanks,
Tejaswini
From India, Bangalore
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Please maintain the attendance register in your organization. Ask each employee to enter the login and log out times and dates. Develop a policy for absenteeism, leave, attendance, etc., and implement it so that everyone will follow the procedure accordingly. If you have already done this, send an attendance report of absentees to your manager and call the employees for counseling. As an HR professional, you need to know the reasons behind this absenteeism to help out the employees as well.
Thanks,
Tejaswini
From India, Bangalore
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Hi Tejaswini,
Thank you for your reply. I am following everything you have mentioned but I fail to reduce absenteeism rate among workers. We are giving an attendance bonus also. Can you suggest some other measures to reduce the absenteeism rate?
Regards,
reebi.
From India, Pune
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Thank you for your reply. I am following everything you have mentioned but I fail to reduce absenteeism rate among workers. We are giving an attendance bonus also. Can you suggest some other measures to reduce the absenteeism rate?
Regards,
reebi.
From India, Pune
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Hi Reebi,
As per the above problem, my suggestion is to present an absenteeism memo to those workers who have been continuously absent. Warn them for three days, and then you have the power to replace them at management's discretion. Additionally, recruit new workers before replacing them. This approach will be beneficial based on my concerns.
Regards,
Ram
9879844475
From India, Ahmadabad
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As per the above problem, my suggestion is to present an absenteeism memo to those workers who have been continuously absent. Warn them for three days, and then you have the power to replace them at management's discretion. Additionally, recruit new workers before replacing them. This approach will be beneficial based on my concerns.
Regards,
Ram
9879844475
From India, Ahmadabad
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Dear Jose,
Please educate the absentees and explain the loss of benefits due to absence:
01. To earn leave, they must work for 240 days.
02. Being absent will reduce their PF accumulations.
03. Failure to complete 240 days in a year will result in the loss of one year's eligibility for gratuity.
04. They will not qualify for increments and promotions.
05. You may take disciplinary action against them in accordance with the guidelines of the Certified Standing Order or Model Standing Order.
06. Arrange counseling with their spouse or family members.
07. Recognize employees who are not absent during the month and provide them with some form of recognition.
Best of luck.
Regards,
Alphonse
09443625359
From India, Madras
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Please educate the absentees and explain the loss of benefits due to absence:
01. To earn leave, they must work for 240 days.
02. Being absent will reduce their PF accumulations.
03. Failure to complete 240 days in a year will result in the loss of one year's eligibility for gratuity.
04. They will not qualify for increments and promotions.
05. You may take disciplinary action against them in accordance with the guidelines of the Certified Standing Order or Model Standing Order.
06. Arrange counseling with their spouse or family members.
07. Recognize employees who are not absent during the month and provide them with some form of recognition.
Best of luck.
Regards,
Alphonse
09443625359
From India, Madras
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If they are an educated lot, then the following will come in handy. Otherwise, use the earlier suggestions posted for a blue-collar environment.
Leaving early or coming late is okay; only unscheduled leaves affect the bottom line. So, ask every department to create a roster and then compare the roster to actual attendance in terms of deviations. For example, shift changes, root causes of leaves, patterns of leaves, etc. Deviation indicates a lack of planning from the HOD's point of view and a lack of reliability among the particular employees.
From India, Delhi
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Leaving early or coming late is okay; only unscheduled leaves affect the bottom line. So, ask every department to create a roster and then compare the roster to actual attendance in terms of deviations. For example, shift changes, root causes of leaves, patterns of leaves, etc. Deviation indicates a lack of planning from the HOD's point of view and a lack of reliability among the particular employees.
From India, Delhi
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Dear Sir,
I just read your answer to Mr. Josh regarding absenteeism, and I am also facing the same problems with our employees as well as my boss. Please help me.
Problem outlined below:
Dear Sir,
I recently (Before 6 months) joined a small-scale industry where there are no defined HR roles. We handle production as well as HR activities. I have been in this role for the last 6 months, and I have received a letter from my boss regarding manpower issues. They have raised the following points:
1. Replacement of workers who have left the company.
2. Controlling absenteeism to a maximum of 5%.
3. Fulfilling requirements as and when needed.
4. Daily monitoring of absenteeism, issuing letters to the concerned individuals, and submitting reports to the boss.
In my opinion, THE MAIN REASONS ARE:
1. Lack of seating arrangements for female workers (working 8-10 hours standing jobs).
2. Absence of fans in the production floor during the summer season.
3. Workers marked absent for being 5 minutes late.
4. Mandatory overtime for workers as per company needs.
5. Company located 15 km away from the main city with no available transportation; workers rely on lifts from other employees, cycles, or autos if available.
6. Poor company reputation as perceived by the workers.
I have already discussed these issues with my boss, and they have requested a justified written response by next month.
I aim for my response to ensure the safety of my job and to satisfy my boss.
Any assistance in this matter would be greatly appreciated.
Please contact me via email at latarana1975@gmail.com.
Thanks,
PREM L.R
From India, Chandigarh
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I just read your answer to Mr. Josh regarding absenteeism, and I am also facing the same problems with our employees as well as my boss. Please help me.
Problem outlined below:
Dear Sir,
I recently (Before 6 months) joined a small-scale industry where there are no defined HR roles. We handle production as well as HR activities. I have been in this role for the last 6 months, and I have received a letter from my boss regarding manpower issues. They have raised the following points:
1. Replacement of workers who have left the company.
2. Controlling absenteeism to a maximum of 5%.
3. Fulfilling requirements as and when needed.
4. Daily monitoring of absenteeism, issuing letters to the concerned individuals, and submitting reports to the boss.
In my opinion, THE MAIN REASONS ARE:
1. Lack of seating arrangements for female workers (working 8-10 hours standing jobs).
2. Absence of fans in the production floor during the summer season.
3. Workers marked absent for being 5 minutes late.
4. Mandatory overtime for workers as per company needs.
5. Company located 15 km away from the main city with no available transportation; workers rely on lifts from other employees, cycles, or autos if available.
6. Poor company reputation as perceived by the workers.
I have already discussed these issues with my boss, and they have requested a justified written response by next month.
I aim for my response to ensure the safety of my job and to satisfy my boss.
Any assistance in this matter would be greatly appreciated.
Please contact me via email at latarana1975@gmail.com.
Thanks,
PREM L.R
From India, Chandigarh
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Absenteeism a Leakage for Lack of Employee Engagement & Unproductivity in India.pdf
Employee Engagement Study.doc