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
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
Dear Aparna,
As far as i know....This early going can be reflected during their time of appraisal...coz all these factors are counted during the appraisal time and this leads to their over all rating and performance.......
Regards
Ankit
09869851356
From India, Mumbai
As far as i know....This early going can be reflected during their time of appraisal...coz all these factors are counted during the appraisal time and this leads to their over all rating and performance.......
Regards
Ankit
09869851356
From India, Mumbai
The record keeping is vital in the event that the employee becomes a habitual absentee. Willful and deliberate absence is a very serious offence 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
From India, Mangaluru
Dear Aparna
In todays 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.
There are people who use 80 % of the time and do 20% of the work
There are pople who are time to time eg. 10 am to 6 pm but ont do any work.
So what is most important is the productivity asnd the efficiency. Unfortunately India still lies far behid to understand this concept.
But if your company feels that time is very important then give 20 % weightage to attendance during the appraisal or deduct pay every month.
Regards
Sonali Wagle
From India, Thana
In todays 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.
There are people who use 80 % of the time and do 20% of the work
There are pople who are time to time eg. 10 am to 6 pm but ont do any work.
So what is most important is the productivity asnd the efficiency. Unfortunately India still lies far behid to understand this concept.
But if your company feels that time is very important then give 20 % weightage to attendance during the appraisal or deduct pay every month.
Regards
Sonali Wagle
From India, Thana
i AM AGREED WITH SONALI, HOWEVER, PUNCTUALITY AND DISCLIPLINE MUST BE MAINTAINED NOT ONLY DUE TO I.D. ACT AND I.E.(STANDING ORDERS) ACT, BUT ALSO TO MAINTAIN THE HARMONIUS INDUSTRIAL RELATIONSHIP. THREE TIMES/ MONTH LATA COMING AND EARLY LEAVING CAN BE ACCEPTED...AFTER THAT, PERSONAL COUSELLING, WARNING BEFORE DEDUCTION FROM GROSS SALARY.
From India, Ahmadabad
From India, Ahmadabad
Monitoring is a good habit... keep check on and call randomly some one to find the reason that he/she is leaving early... check 2 to 3 times the reason and than give them counseling.. see the effect... if not or same thing is being repeated than warn them...
after that if some one goes 2 times after 4 pm to home than record it and put half day leave.. that is what i am following in my company...
if you start doing it than employee wont go early to home unless they some important reason to leave early...
From India, Ahmadabad
after that if some one goes 2 times after 4 pm to home than record it and put half day leave.. that is what i am following in my company...
if you start doing it than employee wont go early to home unless they some important reason to leave early...
From India, Ahmadabad
hi
i agree with the 80:20 thing(by sonali). if the person is able to complete things before time, its good, he is ready for more. But he should be told that his going early is noticed by all and has impact on others behavior. (which can be assessed in his behaviorial assessment sheet
i agree with the 80:20 thing(by sonali). if the person is able to complete things before time, its good, he is ready for more. But he should be told that his going early is noticed by all and has impact on others behavior. (which can be assessed in his behaviorial assessment sheet
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
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
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 has a bad history in work attendance. Make sure that your company only hire people who are willing to work in your company's location & working hours (esp 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
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 has a bad history in work attendance. Make sure that your company only hire people who are willing to work in your company's location & working hours (esp 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
In my opinon 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 is no issues pls let them go as their reporting manager would be responsible incase of any mishappening....Or else ask them to get their reporting manager approval for their early going or else be prepared to get half day salary deducted. Ensure their senior is responsible for their early going rather than HR getting involved in this issue.
From United Kingdom
From United Kingdom
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