Our HR department have to come up with Improvement plan to reduce abseenteesm rate from 3% to @ %. Appreciate your input on this
From Malaysia, Ipoh
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From Malaysia, Ipoh
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Greetings,
Please consider my suggestions:
- Absenteeism is an effect. Take a root cause analysis and identify the causes. Brainstorm the best resolutions for them.
- Most of them would be operations-oriented, such as high work volume, a lower number of employees, work allocation, and more.
- Segregate the reasons:
1. Structural - operations-based reasons with a heavy workload, bad managers, etc.
2. Cyclical - Employees taking leaves during celebrations and festivals.
3. Organizational - Employees don't feel motivated enough to show up at work due to low promises or opportunities for progress. The overall environment is gloomy and discourages performance, presiding with fear. There are distance and locational issues for employees. The cab or even the bus facility doesn't respond to their needs.
- Proactively calculate a base absenteeism data to allocate work. Make sure there is a risk analysis done by your managers every month.
- Design rewards and punishments accordingly. The program should not award employees to come to work but rather focus on maintaining dependability. At the same time, please build responsibility and not fear. Deducting pay will only make them barter a day at the office for something more important outside. Design the punishment for unscheduled leaves accordingly. They need to own the tasks that have been allocated to them. In the event of their absence, they should support the manager to manage it evenly with the team. Build cohesion and not friction.
Finally, at the end of the day, the program would be as good as the ones who own it. Please make sure it is an equal concern for HR & Operations. One should not push it onto the other. Blog your queries. Allow all of us to contribute to resolve this.
Regards,
(Cite Contribution)
Our HR department has to come up with an improvement plan to reduce the absenteeism rate from 3% to @%. Appreciate your input on this.
From India, Mumbai
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1872Please consider my suggestions:
- Absenteeism is an effect. Take a root cause analysis and identify the causes. Brainstorm the best resolutions for them.
- Most of them would be operations-oriented, such as high work volume, a lower number of employees, work allocation, and more.
- Segregate the reasons:
1. Structural - operations-based reasons with a heavy workload, bad managers, etc.
2. Cyclical - Employees taking leaves during celebrations and festivals.
3. Organizational - Employees don't feel motivated enough to show up at work due to low promises or opportunities for progress. The overall environment is gloomy and discourages performance, presiding with fear. There are distance and locational issues for employees. The cab or even the bus facility doesn't respond to their needs.
- Proactively calculate a base absenteeism data to allocate work. Make sure there is a risk analysis done by your managers every month.
- Design rewards and punishments accordingly. The program should not award employees to come to work but rather focus on maintaining dependability. At the same time, please build responsibility and not fear. Deducting pay will only make them barter a day at the office for something more important outside. Design the punishment for unscheduled leaves accordingly. They need to own the tasks that have been allocated to them. In the event of their absence, they should support the manager to manage it evenly with the team. Build cohesion and not friction.
Finally, at the end of the day, the program would be as good as the ones who own it. Please make sure it is an equal concern for HR & Operations. One should not push it onto the other. Blog your queries. Allow all of us to contribute to resolve this.
Regards,
(Cite Contribution)
Our HR department has to come up with an improvement plan to reduce the absenteeism rate from 3% to @%. Appreciate your input on this.
From India, Mumbai
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Hi Cite Contribution,
I agree with your views/suggestion. In addition to motivation, I think incentives for 0% absenteeism would help. An employee who is absent despite the above should be asked to provide a written explanation.
Regards,
BLN
From India, Bangalore
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I agree with your views/suggestion. In addition to motivation, I think incentives for 0% absenteeism would help. An employee who is absent despite the above should be asked to provide a written explanation.
Regards,
BLN
From India, Bangalore
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we can announce some extra percentage (1-10%) on annual increment for the persons who all are following proper attendance and leave policy Regards, Sudha
From India, Madras
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From India, Madras
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Dear Mr. Harrison,
I personally don't agree with some of the responses like "providing incentive" for 0% absenteeism. That might work out in a school or college, but not in an organizational setup. Hence, try to concentrate on some non-monetary incentives, like:
1) Arranging for retreats/get-together programs
2) Enrollment for Training programs/Seminars, etc.
These are some programs that would enhance a special quality in them by the name "OCB," called Organizational Citizenship Behavior. Putting it in very simple words, this refers to some voluntary behaviors exhibited by them that are beneficial to the organization. 0% absenteeism is also one such kind of OCB because no organization can force this on their employees.
You may find more material on OCB through Google. Try to find out ways of achieving it, and then you would start moving towards your goal of achieving 0% absenteeism.
Regards,
K. Rajesh Kumar
From India, Madras
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I personally don't agree with some of the responses like "providing incentive" for 0% absenteeism. That might work out in a school or college, but not in an organizational setup. Hence, try to concentrate on some non-monetary incentives, like:
1) Arranging for retreats/get-together programs
2) Enrollment for Training programs/Seminars, etc.
These are some programs that would enhance a special quality in them by the name "OCB," called Organizational Citizenship Behavior. Putting it in very simple words, this refers to some voluntary behaviors exhibited by them that are beneficial to the organization. 0% absenteeism is also one such kind of OCB because no organization can force this on their employees.
You may find more material on OCB through Google. Try to find out ways of achieving it, and then you would start moving towards your goal of achieving 0% absenteeism.
Regards,
K. Rajesh Kumar
From India, Madras
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One of the reasons why an organization has a high absenteeism rate is that the employees don't feel engaged or challenged. There are several ways of reducing absenteeism. You may make the job profile interesting. In an earlier company where I had worked, we gave the opportunity to senior operators (workmen) to fill in for the supervisor whenever the shift supervisor went on leave. Our experience was that these operators did a very decent job of managing a particular department. Another way of tackling absenteeism is that you can offer a scholarship to the employee or their children, where they do not miss a single day in the year (not counting their earned leave/public holidays).
B/R K.S.Venkatachalam
From India, Ahmadabad
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B/R K.S.Venkatachalam
From India, Ahmadabad
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[QUOTE=1979;1450454]
Greetings,
Please consider my suggestions:
Finally, at the end of the day, the program would be as good as the ones who own it. Please make sure it's an equal concern for HR & Operations. One should not push it onto the other. Blog your queries. Allow all of us to contribute to resolve this.
Regards,
(Cite Contribution)
Good one, appropriate strategy.
From India, Bangalore
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Greetings,
Please consider my suggestions:
- Absenteeism is an effect. Take a root cause analysis and identify the causes. Brainstorm the best resolutions for them.
- Most of them would be operations-oriented, such as high work volume, a lower number of employees, work allocation, etc.
- Segregate the reasons:
- Structural - operations-based reasons with heavy workloads, bad managers, etc.
- Cyclical - Employees taking leaves during celebrations and festivals.
- Organizational - Employees don't feel motivated enough to show up at work due to low promises or opportunities for progress. The overall environment is gloomy and discourages performance, presiding with fear. There are distance and locational issues for employees. The cab or even the bus facility doesn't respond to their needs.
- Proactively calculate a base absenteeism data to allocate work. Make sure there is a risk analysis done by your managers every month.
- Design rewards and punishments accordingly. The program should not reward employees to come to work but rather maintain dependability. At the same time, please build responsibility and not fear. Deducting pay will only make them barter a day at the office for something more important outside. Design the punishment for unscheduled leaves accordingly. They need to own the tasks that have been allocated to them. In the event of their absence, they should support the manager to manage it evenly with the team. Build cohesion and not friction.
Finally, at the end of the day, the program would be as good as the ones who own it. Please make sure it's an equal concern for HR & Operations. One should not push it onto the other. Blog your queries. Allow all of us to contribute to resolve this.
Regards,
(Cite Contribution)
Good one, appropriate strategy.
From India, Bangalore
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It is difficult to reach 0% absenteeism because of unforeseen problem which may forces individual to remain absent. It would be more practical to keep alternative arrangement. A. Rajendra
From India, Pune
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From India, Pune
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Zero Absenteeism is unrealistic target. Are you counting authorized Leaves as Absenteeism ? better not. You have to allow some leaves. Canceling or not allowing Leaves is both inhuman and illegal.
From India, Pune
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From India, Pune
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Hi,
I feel 3% is good enough for a healthy organization. You can never expect 0% absenteeism. Practically, it is difficult. An employee may have to attend to personal functions, such as a marriage, or may fall sick, etc. In such cases, they have to take leave. How can you expect them to be present for duty under such circumstances? Suggestions given by the team members might reduce the rate to some extent but not to 0%.
Regards,
Raghav
From India, Bangalore
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I feel 3% is good enough for a healthy organization. You can never expect 0% absenteeism. Practically, it is difficult. An employee may have to attend to personal functions, such as a marriage, or may fall sick, etc. In such cases, they have to take leave. How can you expect them to be present for duty under such circumstances? Suggestions given by the team members might reduce the rate to some extent but not to 0%.
Regards,
Raghav
From India, Bangalore
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