Hi anyone can help me. i need to prepare a memo to one employee who has late because of personal reason, she must come to office at 7:30
From Saudi Arabia
From Saudi Arabia
Issuing memo is not a big thing but as a personnel/HR person the main responsibility is retaining the employee.
Typical solutions:
1. Discuss with the employee about her late coming
2.Advice her to keep punctuality, discuss the matters which affects her punctuality and ask her to overcome the same.
3.If you are not satisfied with her resumption in punctual time, give oral warning that the company/organisation would initiate action if not correct herself.
Then think about memo.
From India, Madras
63Typical solutions:
1. Discuss with the employee about her late coming
2.Advice her to keep punctuality, discuss the matters which affects her punctuality and ask her to overcome the same.
3.If you are not satisfied with her resumption in punctual time, give oral warning that the company/organisation would initiate action if not correct herself.
Then think about memo.
From India, Madras
Dear Rosei,
This is in addition to what process Ramachandran has outlined.
Issue of memo to employee is the basic job of HR. I recommend you writing on your own and then uploading it here. Some senior like me will correct it. Don't worry, nobody will laugh at you if you commit mistakes.
If you do not attempt then you will never improve.
Ok...
DVD
From India, Bangalore
This is in addition to what process Ramachandran has outlined.
Issue of memo to employee is the basic job of HR. I recommend you writing on your own and then uploading it here. Some senior like me will correct it. Don't worry, nobody will laugh at you if you commit mistakes.
If you do not attempt then you will never improve.
Ok...
DVD
From India, Bangalore
Dear Rosie,
How many times she repeated the same mistake?
If she repeated, did you spoke(may be oral warning can also do the job) to her stating not to repeat the same in the nearest future?
If she repeated the same, you can issue her memo or if the attempts are more than 3, you may deduct ONE DAY CL or ONE DAY SALARY. Ensure that, OPERATIONAL HR POLICIES are in PLACE.
Instead of being an ORTHODOX HR, rather being HARSH and dictating our terms, we can educate our employees and make themselves feel that,
1) they had committed a mistake and
2) they must punish themselves before HRD initiates appropriate ACTION.
If your employees fail to correct themselves, there is no point in PUNISHING THEM because they will keep repeating it again and again. Its better to get rid of such employees before organisation starts incurring loss.
With profound regards
From India, Chennai
How many times she repeated the same mistake?
If she repeated, did you spoke(may be oral warning can also do the job) to her stating not to repeat the same in the nearest future?
If she repeated the same, you can issue her memo or if the attempts are more than 3, you may deduct ONE DAY CL or ONE DAY SALARY. Ensure that, OPERATIONAL HR POLICIES are in PLACE.
Instead of being an ORTHODOX HR, rather being HARSH and dictating our terms, we can educate our employees and make themselves feel that,
1) they had committed a mistake and
2) they must punish themselves before HRD initiates appropriate ACTION.
If your employees fail to correct themselves, there is no point in PUNISHING THEM because they will keep repeating it again and again. Its better to get rid of such employees before organisation starts incurring loss.
With profound regards
From India, Chennai
Dear Rosie
according to organizational perspectives you must have to keep in mind the following points,
1) Memo or warning letter should be issued at that time when you realize that the employee's personal action are against the organizational code of conduct. Although their are positive impacts of such kind of steps but on the other you may have to face tedium (boredom).
2) As a good manager you should have to take care of your employees, autocratic approach in such conditions will be harmful for the organization.
3) Table talk is conventional style of resolving such type of inconsequential matters.
Regards
Liaqat Ali Khan
From Pakistan
according to organizational perspectives you must have to keep in mind the following points,
1) Memo or warning letter should be issued at that time when you realize that the employee's personal action are against the organizational code of conduct. Although their are positive impacts of such kind of steps but on the other you may have to face tedium (boredom).
2) As a good manager you should have to take care of your employees, autocratic approach in such conditions will be harmful for the organization.
3) Table talk is conventional style of resolving such type of inconsequential matters.
Regards
Liaqat Ali Khan
From Pakistan
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INTIMATION FOR CHANGE IN SHIFT DUTY .docx