I want to discuss on one issue : There are various departments in Company, with Head of departments.
Every HoD is the authority to give leave to their subordinates.
Now, suppose on the given day, there is shortage of manpower to do the assigned work.
Then who should held responsible : HoDs or HR Manager for the 'more absenteeism rate?'
Kindly answer my query.
From India, Amravati
9Every HoD is the authority to give leave to their subordinates.
Now, suppose on the given day, there is shortage of manpower to do the assigned work.
Then who should held responsible : HoDs or HR Manager for the 'more absenteeism rate?'
Kindly answer my query.
From India, Amravati
As regards the absence of a subordinate is a concerned, the primary responsibility is that of his boss, but if there is a problem low morale or alienation or unsatisfactory working conditions among the employees the HR has to own the problem and take corrective action. In short, for isolated individual cases of absenteeism HR cannot be held responsible, may be it is for genuine reason or may be due to bad superior subordinate relations but where it affects more number of employee and becomes a matter of concern for the organisation, HR has to look at the issue in a professional manner and take proactive steps.
From India, Mumbai
From India, Mumbai
Thanks @ KK!HR
The absenteeism is due to individual reasons.
You said : "..but where it affects more number of employee and becomes a matter of concern for the organisation, HR has to look at the issue in a professional manner and take proactive steps."
What are those steps?
From India, Amravati
The absenteeism is due to individual reasons.
You said : "..but where it affects more number of employee and becomes a matter of concern for the organisation, HR has to look at the issue in a professional manner and take proactive steps."
What are those steps?
From India, Amravati
Dear Mr Gaurav,
" on the given day, there is shortage of manpower to do the assigned work" HOD should have a look at Man Power Planning, HR Should look at reasons for Absenteeism, put proper measures to control absenteeism.Please do not focus on "Whose Responsibility"
"Do not find Fault,Find remedy-Henry Ford"
From India, New Delhi
" on the given day, there is shortage of manpower to do the assigned work" HOD should have a look at Man Power Planning, HR Should look at reasons for Absenteeism, put proper measures to control absenteeism.Please do not focus on "Whose Responsibility"
"Do not find Fault,Find remedy-Henry Ford"
From India, New Delhi
@Srinath Sai Ram Sir,
Thanks for suggestion. But not agree with you.
The reason of absenteeism considered here is ; Due to personal reasons, like marriage, functions etc.
This is not about fault finding, but when it comes to designing KRA, this point of responsibility is important.
From India, Amravati
Thanks for suggestion. But not agree with you.
The reason of absenteeism considered here is ; Due to personal reasons, like marriage, functions etc.
This is not about fault finding, but when it comes to designing KRA, this point of responsibility is important.
From India, Amravati
Dear gauravji, your initial question was How to control Absenteeism,Sanctioning of Leave, Responsibility of HOD/HR
Now, you are talking about "Designing KRA"
Can you Please elaborate, what is the rate of absenteeism? are you issuing memo, counselling Employees
From India, New Delhi
Now, you are talking about "Designing KRA"
Can you Please elaborate, what is the rate of absenteeism? are you issuing memo, counselling Employees
From India, New Delhi
Dear colleague,
Absenteeism is either authorised or unauthorised. Authorised absenteeism is known as leave is granted by the HOD.
It is sudden absence from work with or without intimation that is a matter of concern and the role of HR is important in putting proper rules and disciplinary action in place to curb such productivity affecting tendencies of workers. To that extent it is clearly HR's responsibility and is part of his KRA.
Controlling granting of leave as per leave policy /rules is the responsibility of the HOD and and therefore, effective manpower utilization is HOD's KRA.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
Absenteeism is either authorised or unauthorised. Authorised absenteeism is known as leave is granted by the HOD.
It is sudden absence from work with or without intimation that is a matter of concern and the role of HR is important in putting proper rules and disciplinary action in place to curb such productivity affecting tendencies of workers. To that extent it is clearly HR's responsibility and is part of his KRA.
Controlling granting of leave as per leave policy /rules is the responsibility of the HOD and and therefore, effective manpower utilization is HOD's KRA.
Regards,
Vinayak Nagarkar
HR- Consultant
From India, Mumbai
As regards your query regarding the common causes of absenteeism, it is axiomatic that low morale is reflected in high absenteeism rate. So the first step is to determine the real causes of absenteeism. Some of the common causes of mass absenteeism among employees are :
1. Poor or unsafe working conditions like high pollution say like cement, mica, stone industry etc.Many of the traditional industrial units abounds in such issues.
2. Unprofessional superior-subordinate relations or unhealthy supervision. ,Bullying. Do you have a bullying or harassment problem? ...
3. Alienation (Disengagement) and Low Workplace Morale. Employees who are not committed to their jobs tend to find excuses not to come in. ...
4. Nature of job, Stress, Burnout etc
A proper diagnosis of employee attitudes is called for. Now there are so many measuring instruments are available. Hold a proper survey and based on results design an appropriate action plan.
From India, Mumbai
1. Poor or unsafe working conditions like high pollution say like cement, mica, stone industry etc.Many of the traditional industrial units abounds in such issues.
2. Unprofessional superior-subordinate relations or unhealthy supervision. ,Bullying. Do you have a bullying or harassment problem? ...
3. Alienation (Disengagement) and Low Workplace Morale. Employees who are not committed to their jobs tend to find excuses not to come in. ...
4. Nature of job, Stress, Burnout etc
A proper diagnosis of employee attitudes is called for. Now there are so many measuring instruments are available. Hold a proper survey and based on results design an appropriate action plan.
From India, Mumbai
Controlling Absenteeism and reducing it to manageable levels could be the BSC of HR function as such. Individuals responsible for the work area could be given specific KRA on designing the Absenteeism Diagnostic Survey, administering the survey and evolving the corrective steps.
From India, Mumbai
From India, Mumbai
Dear Gaurav,
In short and simple terms it is the responsibility of HR to curb excessive absenteeism in coordination with HODs,as they are the sanctioning authorities for their respective team members.
Ultimately it is a team work for the HR as well as Operational HODs for achieving common organizational goals beyond individual goals.
From India, Hyderabad
In short and simple terms it is the responsibility of HR to curb excessive absenteeism in coordination with HODs,as they are the sanctioning authorities for their respective team members.
Ultimately it is a team work for the HR as well as Operational HODs for achieving common organizational goals beyond individual goals.
From India, Hyderabad
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