Dear All,
I am sharing three basic problem which I am facing
1.I am working in a manufacturing unit of Worker's capacity is around 200,generally April to June every year I have seen workers absenteeism percentage is always higher in comparison to all other month.Even I have discussed this problem with other surrounding industries,they are also facing the same problem,why this happen & how it can be controlled ?
2. Generally workers take leave without any pre intimation,next day once he join,simply say due to some medical or very urgent issue i could not intimate,few of the person having genuine & few are just telling lies but it become difficult for me distinguish...whether person is true or not.Please put your valuable comments how t can be controlled ?
3.Due to workers absenteeism & production we have to ask workers to do Over time but few of them don't want to work in over time duration.
Looking for valuable comments from all member's & I hope it is common problem in manufacturing industries.
From India, New Delhi
1I am sharing three basic problem which I am facing
1.I am working in a manufacturing unit of Worker's capacity is around 200,generally April to June every year I have seen workers absenteeism percentage is always higher in comparison to all other month.Even I have discussed this problem with other surrounding industries,they are also facing the same problem,why this happen & how it can be controlled ?
2. Generally workers take leave without any pre intimation,next day once he join,simply say due to some medical or very urgent issue i could not intimate,few of the person having genuine & few are just telling lies but it become difficult for me distinguish...whether person is true or not.Please put your valuable comments how t can be controlled ?
3.Due to workers absenteeism & production we have to ask workers to do Over time but few of them don't want to work in over time duration.
Looking for valuable comments from all member's & I hope it is common problem in manufacturing industries.
From India, New Delhi
Mr.Sushil
This is an all pervasive problem in the indutry.while absenteeism which is need based is inevitable , habitual absenteeism needs to be nipped in the budding stage itself, failing which the man hours loss will seriously hamper production over period cumulatively. The following steps may be of help.
1) Constatntly monitor and track the absenteeism of employees.This will enable you to identify as to whoa re habitual absentees.
2) then distinguish between employees whose absenteeism is need based and who are habitually absenting.Some may very regulat absent for first few days after recieving their salry on the 1st of the month.
3) Call the habitual absentees and try to know the reasons for their behaviourand advise them to be regular in future. Record the meeting.
4) If they still persist in their behaviour, issue them an advisory memo in writing.
5) If they still repeat their bad conduct, issue them show cause notice and warning letter.when things are getting in black and white, it sends amessage that the mangement is serious about their conduct .
6) If they still do not relent, issue them charge sheet and impose an appropriate penalty.
7) they should be marked absent and nowages shall be deducted on no-work-no pay basis befor etaking disciplinary action.this will sned approparitae message to others.
Youcan view blog ontalentmoon.com for a brief on handling late coming.
B.Saikumar
Mumbai
From India, Mumbai
This is an all pervasive problem in the indutry.while absenteeism which is need based is inevitable , habitual absenteeism needs to be nipped in the budding stage itself, failing which the man hours loss will seriously hamper production over period cumulatively. The following steps may be of help.
1) Constatntly monitor and track the absenteeism of employees.This will enable you to identify as to whoa re habitual absentees.
2) then distinguish between employees whose absenteeism is need based and who are habitually absenting.Some may very regulat absent for first few days after recieving their salry on the 1st of the month.
3) Call the habitual absentees and try to know the reasons for their behaviourand advise them to be regular in future. Record the meeting.
4) If they still persist in their behaviour, issue them an advisory memo in writing.
5) If they still repeat their bad conduct, issue them show cause notice and warning letter.when things are getting in black and white, it sends amessage that the mangement is serious about their conduct .
6) If they still do not relent, issue them charge sheet and impose an appropriate penalty.
7) they should be marked absent and nowages shall be deducted on no-work-no pay basis befor etaking disciplinary action.this will sned approparitae message to others.
Youcan view blog ontalentmoon.com for a brief on handling late coming.
B.Saikumar
Mumbai
From India, Mumbai
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ABSENTEEISM.doc
Average annual hours actually worked per worker.rar