How to reduce abseentism of the labourers in packaging manufacturing unit.Kindly guide with your valuable strategies be taken for the same.
From India, Delhi
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From India, Delhi
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Dear Baisam, The issue of workers' absenteeism comes up for discussion time and again. Have you done an analysis of the workers' absenteeism? If yes, then on what parameters? I have given an exhaustive reply in a similar post to yours. Click the following reply to go through it: https://www.citehr.com/448902-absent...e-welfare.html Please do the analysis on the points mentioned in the above post. Make an 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
From India, Bangalore
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8072Dinesh Divekar
Bangalore - 560092
From India, Bangalore
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Dear Mr. Baisam,
Please try alternate methods, such as offering a good monthly attendance incentive or engaging contract labor wherever possible (also on a piece-rate basis). You may also want to consider engaging technical and non-technical apprentices, who will be regular for training unlike permanent workers.
N. Nataraajhan, Sakthi Management Services
(HP: +91 94835 17402; email: natraj@sakthimanagement.com)
From India, Bangalore
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Please try alternate methods, such as offering a good monthly attendance incentive or engaging contract labor wherever possible (also on a piece-rate basis). You may also want to consider engaging technical and non-technical apprentices, who will be regular for training unlike permanent workers.
N. Nataraajhan, Sakthi Management Services
(HP: +91 94835 17402; email: natraj@sakthimanagement.com)
From India, Bangalore
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Addressing Absenteeism in Packing Workers
Thanks for your query regarding reducing absenteeism among packing workers. Laborers, workers, or employees skip work for various reasons. Their necessity is often felt only when they are absent. This issue is not limited to packing but is prevalent in many manufacturing operations. Some workers are absent due to personal or urgent matters, while others may dislike the work because of its monotonous nature. As they are human beings, their reasons for absenteeism need to be studied.
The absence of leave rules can lead to absenteeism. Attendance incentives can be tried. Contract laborers can also be utilized for urgent needs, especially if there are three shifts working. Job rotation to other similar types of work can also be attempted. The manpower requirement to meet time-bound packing and dispatch needs to be studied, and workers need to be organized to meet client commitments.
Thanks,
Regards
From India, Bangalore
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Thanks for your query regarding reducing absenteeism among packing workers. Laborers, workers, or employees skip work for various reasons. Their necessity is often felt only when they are absent. This issue is not limited to packing but is prevalent in many manufacturing operations. Some workers are absent due to personal or urgent matters, while others may dislike the work because of its monotonous nature. As they are human beings, their reasons for absenteeism need to be studied.
The absence of leave rules can lead to absenteeism. Attendance incentives can be tried. Contract laborers can also be utilized for urgent needs, especially if there are three shifts working. Job rotation to other similar types of work can also be attempted. The manpower requirement to meet time-bound packing and dispatch needs to be studied, and workers need to be organized to meet client commitments.
Thanks,
Regards
From India, Bangalore
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Addressing Absenteeism Through Management Practices
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 resulting in absenteeism instead of dedication. If management changes how they act toward employees, employees will change. The process is really very simple.
Effective Actions by Top Management
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
From United States, Tampa
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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 resulting in absenteeism instead of dedication. If management changes how they act toward employees, employees will change. The process is really very simple.
Effective Actions by Top Management
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
From United States, Tampa
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Understanding and Controlling Absenteeism
How to control absenteeism is really a challenge, but it can be managed by understanding the actual reasons behind it.
Reasons for Absenteeism
- Organizational culture, such as employee treatment, workplace facilities, management values, adherence to grievance procedures, lack of immediate action plans for issues, company policies, absence of continuous development plans, lack of recreational activities, and work pressure.
- Lack of a plan for Earned Leave at the beginning of the year.
- Ratio of local vs. far-distant manpower.
- Modes of transportation for employees to attend work, such as buses, bikes, cycles, etc.
- Distance from home to the company.
- Company's geographical location.
- Presence of a unionized culture.
- Lack of adherence to employment laws.
- Average age of employees/workers.
- Inadequate grievance handling mechanisms.
- Identifying employees who take excessive leave and have a habit of Leave Without Pay (LWP).
To control absenteeism, we need to collect statistical data from the previous three years. This data will help understand trends related to the points mentioned above. An execution plan can then be developed to address the issue step by step.
Regards
From India, Chandigarh
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How to control absenteeism is really a challenge, but it can be managed by understanding the actual reasons behind it.
Reasons for Absenteeism
- Organizational culture, such as employee treatment, workplace facilities, management values, adherence to grievance procedures, lack of immediate action plans for issues, company policies, absence of continuous development plans, lack of recreational activities, and work pressure.
- Lack of a plan for Earned Leave at the beginning of the year.
- Ratio of local vs. far-distant manpower.
- Modes of transportation for employees to attend work, such as buses, bikes, cycles, etc.
- Distance from home to the company.
- Company's geographical location.
- Presence of a unionized culture.
- Lack of adherence to employment laws.
- Average age of employees/workers.
- Inadequate grievance handling mechanisms.
- Identifying employees who take excessive leave and have a habit of Leave Without Pay (LWP).
To control absenteeism, we need to collect statistical data from the previous three years. This data will help understand trends related to the points mentioned above. An execution plan can then be developed to address the issue step by step.
Regards
From India, Chandigarh
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