I have to prepare a policy for the Overtime. How we can reduce the overtime hours and how to measure employees overtime performance. If any policy & procedure is there then please share it.
From Oman, Muscat
7From Oman, Muscat
How many employees you have and how much of OT is being done?
What are the local rules regarding OT?
Is OT a permanent feature?
Why is OT being done?
Are production targets not being met in normal working hours?
Any reason for not meeting target-production bottlenecks, slow work,or any other issue.
OT rates are normally double the normal wage rates.
Company had better see whether it is ok to have OT or hire more staff.
Holistic look by bringing all relevant aspects needs to be done.
From India, Pune
What are the local rules regarding OT?
Is OT a permanent feature?
Why is OT being done?
Are production targets not being met in normal working hours?
Any reason for not meeting target-production bottlenecks, slow work,or any other issue.
OT rates are normally double the normal wage rates.
Company had better see whether it is ok to have OT or hire more staff.
Holistic look by bringing all relevant aspects needs to be done.
From India, Pune
Well it is a good move to reduce the ovetime because overtime creates a big impact on labour cost. Therefore it is obvious a concern for any management to restrict overtime. Before venturing into action you need to understand the basics and the ground reality.
1. Whether you have sufficient employee to undertake the day-to-day work?
2. Whether absentism is more in employee?
3. Why do your establishment goes for overtime and what work perform?
The answer to your qerry remains within the above three points. To measure employees overtime performance; you need to analyze the quantum of work done in comparision to cost on labour with reference to the average cost fixed for.
From India, Mumbai
1. Whether you have sufficient employee to undertake the day-to-day work?
2. Whether absentism is more in employee?
3. Why do your establishment goes for overtime and what work perform?
The answer to your qerry remains within the above three points. To measure employees overtime performance; you need to analyze the quantum of work done in comparision to cost on labour with reference to the average cost fixed for.
From India, Mumbai
Thanks and clarification
Why is OT being done? - For additional work or compensate absentees works
Are production targets not being met in normal working hours? - we are operation and maintenance department hence no production or target to reach
Any reason for not meeting target-production bottlenecks, slow work,or any other issue.
OT rates are normally double the normal wage rates. - Yes, 25% of basic salary and on weed end 50% of basic salary as this as per law.
Company had better see whether it is ok to have OT or hire more staff. - OT is ok if is is reasonable however the site mangers are writing more
From Oman, Muscat
Why is OT being done? - For additional work or compensate absentees works
Are production targets not being met in normal working hours? - we are operation and maintenance department hence no production or target to reach
Any reason for not meeting target-production bottlenecks, slow work,or any other issue.
OT rates are normally double the normal wage rates. - Yes, 25% of basic salary and on weed end 50% of basic salary as this as per law.
Company had better see whether it is ok to have OT or hire more staff. - OT is ok if is is reasonable however the site mangers are writing more
From Oman, Muscat
To Mr.Prabhat
1. Whether you have sufficient employee to undertake the day-to-day work? - Yes
2. Whether absentism is more in employee? - Not more but local employees take frequently leave
3. Why do your establishment goes for overtime and what work perform? - we are in operation and maintenance of government hospitals, water networks, buildings
From Oman, Muscat
1. Whether you have sufficient employee to undertake the day-to-day work? - Yes
2. Whether absentism is more in employee? - Not more but local employees take frequently leave
3. Why do your establishment goes for overtime and what work perform? - we are in operation and maintenance of government hospitals, water networks, buildings
From Oman, Muscat
Over time in a Factory as far I am concerned, is a chronic sickness in side a Factory. Once in practice, then it becomes a demand / deemed compulsory right of employees. From the beginning inculcate a habit of finishing the target numbers, whether in line concept of group concept.
The overtime comes only when there is sudden demand from customer. In normal synchronizing flow / Kaizan line once the cycle time all analysed and set, it becomes a manpower empowerment to achieve the daily goal set, unless there is a unfortunate machinery break down or deficiency in part numbers, which also could be avoided or diverted if proper supporting staff is made responsible. The leadership plays and important role.
Overtime influence favoritism inside the shop floor and spoils the work culture, of motivated employee group, to achieve the target numbers at the end of the shift. Encourage the motivated employee group, who can achieve more than the norms,by multi tasking , and recognize them with appreciation, / get together etc on every month end.
I had an opportunity, I removed the supervisor concept for this production line. identified one highly motivated worker made as leader and responsible for out put, in a Kizan line. Result was amazing and It was a record, both in out put and line rejection!
From India, Madras
The overtime comes only when there is sudden demand from customer. In normal synchronizing flow / Kaizan line once the cycle time all analysed and set, it becomes a manpower empowerment to achieve the daily goal set, unless there is a unfortunate machinery break down or deficiency in part numbers, which also could be avoided or diverted if proper supporting staff is made responsible. The leadership plays and important role.
Overtime influence favoritism inside the shop floor and spoils the work culture, of motivated employee group, to achieve the target numbers at the end of the shift. Encourage the motivated employee group, who can achieve more than the norms,by multi tasking , and recognize them with appreciation, / get together etc on every month end.
I had an opportunity, I removed the supervisor concept for this production line. identified one highly motivated worker made as leader and responsible for out put, in a Kizan line. Result was amazing and It was a record, both in out put and line rejection!
From India, Madras
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