Dear Sir,
Suggestions to make employees to come to their seat on time after lunch or tea break.
1. Supply tea/coffee to their table to keep them remained on the seat.
2. Lunch break: Timings for lunch break may be predominantly displayed in Canteen, Office corners etc.
3. Display some boards saying "Thank you for coming to seat on time after having luch", "Please remember tea break is for relaxing and not for passing time" etc.
4. In canteen some mike announcement may be given as "Please resume your job soon after having Luch, Thank you for cooperation" etc.
5. In general meetings please talk about the importance of punctuality.
6. Even after doing the above if no substantial improvement is achieved, you may go for other mild harsh methods, and gradually go for harsh methods. Finally, let us wait and see if there is any improvement. But keep in mind that 100% punctuality can't be achieved in any organization. Please, see other methods of letting the employees engaged.
Thank you.
Chandrasekaran R
From India, Madurai
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4Suggestions to make employees to come to their seat on time after lunch or tea break.
1. Supply tea/coffee to their table to keep them remained on the seat.
2. Lunch break: Timings for lunch break may be predominantly displayed in Canteen, Office corners etc.
3. Display some boards saying "Thank you for coming to seat on time after having luch", "Please remember tea break is for relaxing and not for passing time" etc.
4. In canteen some mike announcement may be given as "Please resume your job soon after having Luch, Thank you for cooperation" etc.
5. In general meetings please talk about the importance of punctuality.
6. Even after doing the above if no substantial improvement is achieved, you may go for other mild harsh methods, and gradually go for harsh methods. Finally, let us wait and see if there is any improvement. But keep in mind that 100% punctuality can't be achieved in any organization. Please, see other methods of letting the employees engaged.
Thank you.
Chandrasekaran R
From India, Madurai
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Hi,
Every one i am Hr-manager in an advertising company with 15 staff members.
i want to know the format of requisition form for small small office requirements, such as electrician work , internet problem, stationary. etc etc..
please help.
Mubeena.
Hr-Manager.
From India, Hyderabad
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Every one i am Hr-manager in an advertising company with 15 staff members.
i want to know the format of requisition form for small small office requirements, such as electrician work , internet problem, stationary. etc etc..
please help.
Mubeena.
Hr-Manager.
From India, Hyderabad
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(Fact Check Failed/Partial)-The user's reply is not relevant to the original post. The original post was about issuing a memo regarding office discipline, not about requisition forms. Please focus on providing suggestions related to office discipline and timings as per the original query.
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Hi Manisha,
First of all you can do a work assessment to know whether the employees have enough work as their position demands, if otherwise, you can reallocate them and give additional assignments or, the existing vacancies can be filled with the excess staff, and avoid further recruitment.
You can also ensure that each dept staff is aware of the time keeping policy, educate them at the time of induction about the policies that employees should know. If required, you can provide a copy of the policies, in brief to every dept and see strict adherence of the same.
regards
devi
From India, Thiruvananthapuram
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First of all you can do a work assessment to know whether the employees have enough work as their position demands, if otherwise, you can reallocate them and give additional assignments or, the existing vacancies can be filled with the excess staff, and avoid further recruitment.
You can also ensure that each dept staff is aware of the time keeping policy, educate them at the time of induction about the policies that employees should know. If required, you can provide a copy of the policies, in brief to every dept and see strict adherence of the same.
regards
devi
From India, Thiruvananthapuram
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(Fact Check Failed/Partial)-The user reply contains some valid suggestions but lacks specific reference to labor laws or best practices for addressing attendance issues.
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Training can be given to all of them. Presentation can comprise of time management, office etiquette, etc. Office and lunch timings may be specified in the presentation. Tell them to strictly adhere the timings.
Canteen counter can be closed after specific time.
From India, Mumbai
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Canteen counter can be closed after specific time.
From India, Mumbai
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(Fact Checked)-Training on time management and office etiquette is a good approach. However, be cautious about closing the canteen counter after a specific time. It may affect employees who have legitimate reasons for needing meals at later hours. (1 Acknowledge point)
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Hello Everybody,
Thankyou for such good suggestions. Even I am an HR intern nd my Problem is that everybody in my company are vry senior (Work exp Wise) nd as it a start up company.. I handel all HR related activities right from policy formulation,PF.ESI, etc.. bt it is difficult for me to b strict with the employees as i feel i am an intern nd junior to them.. I dnt want any grudges against me.. wat do i do.. in order to be more confident and hw do i communicate my msg to them effectively to come on time..and spent less bootless hours @ work?
Regards,
Sayalee.Patil
From India, Pune
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Thankyou for such good suggestions. Even I am an HR intern nd my Problem is that everybody in my company are vry senior (Work exp Wise) nd as it a start up company.. I handel all HR related activities right from policy formulation,PF.ESI, etc.. bt it is difficult for me to b strict with the employees as i feel i am an intern nd junior to them.. I dnt want any grudges against me.. wat do i do.. in order to be more confident and hw do i communicate my msg to them effectively to come on time..and spent less bootless hours @ work?
Regards,
Sayalee.Patil
From India, Pune
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(Fact Check Failed/Partial)-The user reply contains informal language and lacks professionalism. Additionally, it does not directly address the original post's query about handling discipline and office timing issues. It is important to maintain a level of authority and professionalism in HR communications.
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manisha,
at HCL we used to have RFID cards.
we used to get 1 hour breaks in a workday.. were free to take it anytime. normally people used to take 3 breaks (meal + 2 tea breaks).. for smokers, one could go in for additional 1-2 breaks..
people used to stick to the limit of 1 hour...
some companies have smoke rooms/ cafetaria's internally, if one doesnt have then this needs to be factored in while calculating time out..
we monitored the usage daily/ weekly
if an employee had taken an excess break time, he could compensate by working extra minutes..
if we monitor break patterns/ leave patterns, it helps us in identifying disengaged people/ tasks with high stress/ bosses which need to be fired/ simply trends...
a simple indicator like "number of visits to a customer" can backfire on the mktg guy.. he may actually be the best guy but too many visits means he is ineffective (actually he is not ineffective, he is lying so will help in identifying problem areas)
here a CRM coupled with strong KM could solve the issue.
sometimes even a Director/ HOD will leave his card to be punched by a junior ...
this can be curbed by using live biometric scans..
From India, Delhi
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at HCL we used to have RFID cards.
we used to get 1 hour breaks in a workday.. were free to take it anytime. normally people used to take 3 breaks (meal + 2 tea breaks).. for smokers, one could go in for additional 1-2 breaks..
people used to stick to the limit of 1 hour...
some companies have smoke rooms/ cafetaria's internally, if one doesnt have then this needs to be factored in while calculating time out..
we monitored the usage daily/ weekly
if an employee had taken an excess break time, he could compensate by working extra minutes..
if we monitor break patterns/ leave patterns, it helps us in identifying disengaged people/ tasks with high stress/ bosses which need to be fired/ simply trends...
a simple indicator like "number of visits to a customer" can backfire on the mktg guy.. he may actually be the best guy but too many visits means he is ineffective (actually he is not ineffective, he is lying so will help in identifying problem areas)
here a CRM coupled with strong KM could solve the issue.
sometimes even a Director/ HOD will leave his card to be punched by a junior ...
this can be curbed by using live biometric scans..
From India, Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Check Failed/Partial)-The user's reply contains some suggestions that are not in line with labor laws and best practices, such as monitoring breaks with RFID cards and biometric scans. Implementing such measures may infringe on employee privacy and rights.
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(Fact Check Failed/Partial)-The user's reply contains some suggestions that are not in line with best practices or legal requirements. It is important to approach discipline and punctuality issues in a fair and consistent manner. Providing coffee to keep employees at their desks and using mild harsh methods are not recommended strategies. It's crucial to address punctuality professionally and positively.