Hello Seniors,
One query of Absentism, some employees are going early from the offices by 4 or 5 o’clock, that time we can’t remark a half day but we maintain a data for those employee , but how we measure a performance so for that any rating system is there in the appraisal form or any other form
Suggest me Some Ideas!!!!!!!!!!!
From India, Mumbai
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2One query of Absentism, some employees are going early from the offices by 4 or 5 o’clock, that time we can’t remark a half day but we maintain a data for those employee , but how we measure a performance so for that any rating system is there in the appraisal form or any other form
Suggest me Some Ideas!!!!!!!!!!!
From India, Mumbai
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Dear Aparna,
As far as I know, this early performance can be reflected during their appraisal time, as all these factors are considered during the appraisal process. This ultimately affects their overall rating and performance.
Regards,
Ankit
09869851356
From India, Mumbai
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As far as I know, this early performance can be reflected during their appraisal time, as all these factors are considered during the appraisal process. This ultimately affects their overall rating and performance.
Regards,
Ankit
09869851356
From India, Mumbai
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The record-keeping is vital in the event that the employee becomes a habitual absentee. Willful and deliberate absence is a very serious offense because the employee has chosen to ignore his/her contractual duty to present himself/herself for work and is therefore in breach of contract. This type of absenteeism calls for severe discipline. Obviously, proper disciplinary procedures must be followed.
From India, Mangaluru
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From India, Mangaluru
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Dear Aparna,
In today's virtual world, monitoring employees' timings is unwelcome, according to me. Remember the 80:20 rule. There are people who use 20% of the time and do 80% of the work. Conversely, there are individuals who use 80% of the time and do only 20% of the work. Additionally, there are people who are present from 10 am to 6 pm but do not accomplish any work.
Therefore, what is most important is productivity and efficiency. Unfortunately, India still lags far behind in understanding this concept. However, if your company deems time crucial, consider giving 20% weightage to attendance during appraisals or implementing pay deductions monthly.
Regards,
Sonali Wagle
From India, Thana
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In today's virtual world, monitoring employees' timings is unwelcome, according to me. Remember the 80:20 rule. There are people who use 20% of the time and do 80% of the work. Conversely, there are individuals who use 80% of the time and do only 20% of the work. Additionally, there are people who are present from 10 am to 6 pm but do not accomplish any work.
Therefore, what is most important is productivity and efficiency. Unfortunately, India still lags far behind in understanding this concept. However, if your company deems time crucial, consider giving 20% weightage to attendance during appraisals or implementing pay deductions monthly.
Regards,
Sonali Wagle
From India, Thana
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I agree with Sonali. However, punctuality and discipline must be maintained not only due to the Industrial Disputes (I.D.) Act and Industrial Employment (Standing Orders) Act but also to maintain harmonious industrial relationships. Lateness three times a month from Lata, and leaving early, may be acceptable. Beyond that, personal counseling and a warning should be given before any deductions from gross salary.
From India, Ahmadabad
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From India, Ahmadabad
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Monitoring is a good habit. Keep checking and randomly call someone to find out the reason they are leaving early. Check 2 to 3 times for the reason and then give them counseling. See the effect. If the issue persists or the same thing is being repeated, then warn them.
After that, if someone leaves early for home after 4 pm twice, record it and consider it as half-day leave. This is the protocol I am following in my company.
If you implement this, employees won't leave early unless they have an important reason to do so.
From India, Ahmadabad
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After that, if someone leaves early for home after 4 pm twice, record it and consider it as half-day leave. This is the protocol I am following in my company.
If you implement this, employees won't leave early unless they have an important reason to do so.
From India, Ahmadabad
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Hi,
I agree with the 80:20 rule (by Sonali). If a person is able to complete tasks before the deadline, it's good because it shows readiness for more responsibilities. However, the individual should be informed that their early completion is noticed by everyone and influences others' behavior. This impact can be evaluated in their behavioral assessment sheet.
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I agree with the 80:20 rule (by Sonali). If a person is able to complete tasks before the deadline, it's good because it shows readiness for more responsibilities. However, the individual should be informed that their early completion is noticed by everyone and influences others' behavior. This impact can be evaluated in their behavioral assessment sheet.
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Dear Aparna
You can review while evaluating their performance appraisal, yu can have a item called Punctuality and time sense.. there you can rate their timings. which shows bad impact on their attendance and punctuality. so that they can realise and accordingly change the attitude.
One more thing as HR you have to council them for their doings and explain how they are going to loose because of that habitual going irresponsibly.
Hope the above things will workout for you.
Happy weekend
Regards
Srinivas Karamcheti
09392470619
\
From India, Visakhapatnam
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You can review while evaluating their performance appraisal, yu can have a item called Punctuality and time sense.. there you can rate their timings. which shows bad impact on their attendance and punctuality. so that they can realise and accordingly change the attitude.
One more thing as HR you have to council them for their doings and explain how they are going to loose because of that habitual going irresponsibly.
Hope the above things will workout for you.
Happy weekend
Regards
Srinivas Karamcheti
09392470619
\
From India, Visakhapatnam
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Hi!
Work attendance is a very critical aspect of corporate life. It can have a serious impact on the productivity and profitability of business organizations if mismanaged. Absenteeism, tardiness, and undertime are very common phenomena in corporate environments. Managing them successfully requires good management and labor relations skills.
During my employment years, I have successfully controlled rampant attendance abuse involving thousands of plant and office employees. Try the following steps:
1. Make your policy clear on the matter.
1.1 Let employees know that they were hired to work within the official working hours stipulated by the company. Hence, if they have problems reporting for work on the given schedule, talk to them and tell them that if they can't follow the company's working hours, they should resign or run the risk of being dismissed.
1.2 Never hire people who have a bad history in work attendance. Make sure that your company only hires people who are willing to work in your company's location & working hours (especially if shifting). Include these conditions in their Employment Contract.
1.3 Penalize excessive unauthorized absences, tardiness, and undertime. Be prepared to terminate abusive and repeat offenders after implementing a step ladder discipline system and complying with the due process procedure mandated by your Labor Law.
2. Implement the maxim "NO WORK NO PAY" strictly.
2.1 Make sure that employees are required to register their "time in" and "time out" at all times.
2.2 Make sure also that your attendance monitoring system can track and record the exact work hours of your employees every day.
2.3 Unauthorized absences, tardiness, undertime are all unworked hours, and therefore, should NEVER be paid.
2.4 During payroll processing, make sure that all unworked hours are deducted from the concerned employee's pay.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
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Work attendance is a very critical aspect of corporate life. It can have a serious impact on the productivity and profitability of business organizations if mismanaged. Absenteeism, tardiness, and undertime are very common phenomena in corporate environments. Managing them successfully requires good management and labor relations skills.
During my employment years, I have successfully controlled rampant attendance abuse involving thousands of plant and office employees. Try the following steps:
1. Make your policy clear on the matter.
1.1 Let employees know that they were hired to work within the official working hours stipulated by the company. Hence, if they have problems reporting for work on the given schedule, talk to them and tell them that if they can't follow the company's working hours, they should resign or run the risk of being dismissed.
1.2 Never hire people who have a bad history in work attendance. Make sure that your company only hires people who are willing to work in your company's location & working hours (especially if shifting). Include these conditions in their Employment Contract.
1.3 Penalize excessive unauthorized absences, tardiness, and undertime. Be prepared to terminate abusive and repeat offenders after implementing a step ladder discipline system and complying with the due process procedure mandated by your Labor Law.
2. Implement the maxim "NO WORK NO PAY" strictly.
2.1 Make sure that employees are required to register their "time in" and "time out" at all times.
2.2 Make sure also that your attendance monitoring system can track and record the exact work hours of your employees every day.
2.3 Unauthorized absences, tardiness, undertime are all unworked hours, and therefore, should NEVER be paid.
2.4 During payroll processing, make sure that all unworked hours are deducted from the concerned employee's pay.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
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In my opinion, instead of HR getting involved in this, let their reporting managers take this call. If their reporting manager is approving their early going, then there are no issues. Please let them go as their reporting manager would be responsible in case of any mishap. Otherwise, ask them to get their reporting manager's approval for their early departure, or else be prepared to have half a day's salary deducted. Ensure their senior is responsible for their early departure rather than HR getting involved in this issue.
From United Kingdom
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From United Kingdom
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Dear Aparna,
Even I was facing the same problem in my company. Later, we made it very clear to the employees that any employee going on permission for 2 hours twice would be considered as half-day leave. If they don't have leaves, then it will be considered as Leave Without Pay (LOP). As we are all human beings, we have to consider permissions within the correct rules.
Please include "Attendance" and "Punctuality" in the performance appraisal forms so that you can evaluate the same.
Regards,
Chitra
Signal Networks
From India
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Even I was facing the same problem in my company. Later, we made it very clear to the employees that any employee going on permission for 2 hours twice would be considered as half-day leave. If they don't have leaves, then it will be considered as Leave Without Pay (LOP). As we are all human beings, we have to consider permissions within the correct rules.
Please include "Attendance" and "Punctuality" in the performance appraisal forms so that you can evaluate the same.
Regards,
Chitra
Signal Networks
From India
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Hi,
It's good that you keep track of early-going staff, but there must be some action taken to streamline these activities. These actions can include:
1. Warning Letters
2. Penalty Leave
3. Below Rating in Appraisals
You can include a section for punctuality rating in the appraisal form. Punctuality is essential when appraising performance as it directly impacts productivity.
Regards,
Anurag
From India, Jaipur
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It's good that you keep track of early-going staff, but there must be some action taken to streamline these activities. These actions can include:
1. Warning Letters
2. Penalty Leave
3. Below Rating in Appraisals
You can include a section for punctuality rating in the appraisal form. Punctuality is essential when appraising performance as it directly impacts productivity.
Regards,
Anurag
From India, Jaipur
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Hi Aparna,
Why don't you come up with policies wherein there has to be a cut-off time before which if any employee leaves, no matter what, it will be considered as half a day (our office timing is till 6:30 PM so we have mentioned in our policy that any early leaving before 5:00 PM will be considered as half a day leave), and more than three early departures can be considered as a half day leave? This way, you will be able to control it.
Hope this helps.
Regards,
Bindhya
From India, New Delhi
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Why don't you come up with policies wherein there has to be a cut-off time before which if any employee leaves, no matter what, it will be considered as half a day (our office timing is till 6:30 PM so we have mentioned in our policy that any early leaving before 5:00 PM will be considered as half a day leave), and more than three early departures can be considered as a half day leave? This way, you will be able to control it.
Hope this helps.
Regards,
Bindhya
From India, New Delhi
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Employee Performance with attendance.xls
Employee Performance.pdf