Hai,
Ours is a Info Comm Company(Supplier to Nokia)where we are engaging the Casual labours. Currently we are having three contractors who's suppling the manpower to us. can we share the idea's to control the absenteesim ........ Attendance bonus scheme is there......production incentive scheme also is there......apart from this any there idea's.............Kindly share.....
Nithyanandam
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Ours is a Info Comm Company(Supplier to Nokia)where we are engaging the Casual labours. Currently we are having three contractors who's suppling the manpower to us. can we share the idea's to control the absenteesim ........ Attendance bonus scheme is there......production incentive scheme also is there......apart from this any there idea's.............Kindly share.....
Nithyanandam
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Hi all,
In my company, the following actions are taken to control absenteeism:
1. We choose 3 workers based on the recommendation of all department heads by giving ratings. Then, we consolidate all the recommendations into a list and announce it on the 4th of every month. (1st prize - 1001, 2nd Prize - 251, and 3rd prize - 101, along with certificates for the 1st, 2nd, and 3rd positions).
2. Employees who complete 3 months without taking any leave or being absent will be awarded Rs. 750. This will affect their salary, and no certificate will be issued.
3. We do not allow employees to perform their duties; instead, we provide only food for 2 to 3 days. The employee will then come to us and request to perform their duties.
4. We have a practice where if an employee comes late from leave or is absent from duty without informing the Head of Department (HOD) or Human Resources Department (HRD), we will instruct the security guards to sit at the security gate where everyone enters the duty. During this time, their colleagues will inquire about the reason for being late. If an employee sits at the gate for 2 to 3 days, they will automatically become frustrated and will not be absent from duty or take leave.
Please implement the above rules in your organization, and you will achieve peace.
Regards,
Lingaraju N.
Email: rajunhrd_1975@rediffmail.com
Phone: 9900552430
From India, New Delhi
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9In my company, the following actions are taken to control absenteeism:
1. We choose 3 workers based on the recommendation of all department heads by giving ratings. Then, we consolidate all the recommendations into a list and announce it on the 4th of every month. (1st prize - 1001, 2nd Prize - 251, and 3rd prize - 101, along with certificates for the 1st, 2nd, and 3rd positions).
2. Employees who complete 3 months without taking any leave or being absent will be awarded Rs. 750. This will affect their salary, and no certificate will be issued.
3. We do not allow employees to perform their duties; instead, we provide only food for 2 to 3 days. The employee will then come to us and request to perform their duties.
4. We have a practice where if an employee comes late from leave or is absent from duty without informing the Head of Department (HOD) or Human Resources Department (HRD), we will instruct the security guards to sit at the security gate where everyone enters the duty. During this time, their colleagues will inquire about the reason for being late. If an employee sits at the gate for 2 to 3 days, they will automatically become frustrated and will not be absent from duty or take leave.
Please implement the above rules in your organization, and you will achieve peace.
Regards,
Lingaraju N.
Email: rajunhrd_1975@rediffmail.com
Phone: 9900552430
From India, New Delhi
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Dear,
You can issue them a charge sheet or warning letters for their unauthorized absences and take some stringent disciplinary actions against them.
Apart from that, if you can help them understand the adverse effects of remaining absent in the long term such as becoming ineligible for yearly increments, not generating earned leave, experiencing salary/PF deductions, etc., then things might change.
Regards,
Tanmay Chauhan
AM-HR, JSL Limited
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You can issue them a charge sheet or warning letters for their unauthorized absences and take some stringent disciplinary actions against them.
Apart from that, if you can help them understand the adverse effects of remaining absent in the long term such as becoming ineligible for yearly increments, not generating earned leave, experiencing salary/PF deductions, etc., then things might change.
Regards,
Tanmay Chauhan
AM-HR, JSL Limited
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Hi,
For controlling absenteeism, we have the following policy in our organization:
Rs. 250 per month for no leave for three consecutive months, so he/she gets Rs. 750 for three months. Just try such a kind of monetary benefit; it works.
Regards,
Rekhaba
From India, Aurangabad
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For controlling absenteeism, we have the following policy in our organization:
Rs. 250 per month for no leave for three consecutive months, so he/she gets Rs. 750 for three months. Just try such a kind of monetary benefit; it works.
Regards,
Rekhaba
From India, Aurangabad
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Hi,
Options suggested by Ms. Shweta are really commendable. But I would like to add one more option to the list.
Besides rewarding employees for coming on time, you can ask the latecomers to provide the actual reason in writing for being late to the office.
This would pose a challenge for those who are habitually late because after a week or so, they would not have any false reasons. On the contrary, it would not be a problem for those who are late for genuine reasons.
Regards,
Dev
Hi,
I think that you should follow the below-mentioned ways. You will see that your employees are coming on or before time. Also, these ideas will help you reduce absenteeism. The ideas include monetary and non-monetary solutions. Many companies have also experienced this problem, and we have developed measures that have succeeded to a large extent but not 100%.
1. You can introduce a cash award (Rs100-150) scheme along with an appreciation letter for the workers who do not have any LOP during that year, and you can give this to them on the eve of 26th Jan every year.
2. It has yielded results. Alternatively, you can introduce a 3-year cash award (Rs300) per worker who does not have any LOP during the 3 years. The strength is also increasing.
3. You can give a silver article on the eve of 26th Jan and have their name and awarded photo displayed in the gallery to those employees who have not availed any CL, SL, EL, PL, etc.
4. Lastly, you can adopt various counseling measures for them and their family members with the help of the union. Also, you can apply these ways not only for absenteeism but also for latecomers.
Regards,
Shweta :) :) :)
From India, Delhi
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Options suggested by Ms. Shweta are really commendable. But I would like to add one more option to the list.
Besides rewarding employees for coming on time, you can ask the latecomers to provide the actual reason in writing for being late to the office.
This would pose a challenge for those who are habitually late because after a week or so, they would not have any false reasons. On the contrary, it would not be a problem for those who are late for genuine reasons.
Regards,
Dev
Hi,
I think that you should follow the below-mentioned ways. You will see that your employees are coming on or before time. Also, these ideas will help you reduce absenteeism. The ideas include monetary and non-monetary solutions. Many companies have also experienced this problem, and we have developed measures that have succeeded to a large extent but not 100%.
1. You can introduce a cash award (Rs100-150) scheme along with an appreciation letter for the workers who do not have any LOP during that year, and you can give this to them on the eve of 26th Jan every year.
2. It has yielded results. Alternatively, you can introduce a 3-year cash award (Rs300) per worker who does not have any LOP during the 3 years. The strength is also increasing.
3. You can give a silver article on the eve of 26th Jan and have their name and awarded photo displayed in the gallery to those employees who have not availed any CL, SL, EL, PL, etc.
4. Lastly, you can adopt various counseling measures for them and their family members with the help of the union. Also, you can apply these ways not only for absenteeism but also for latecomers.
Regards,
Shweta :) :) :)
From India, Delhi
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Hi,
Absenteeism is one of the persistent problems to tackle from personnel administration to HR evolution. I feel the employee should feel interested and motivated to come to the workplace. That interest can be created only by HR. Conducting team-building activities, considering employee suggestions, providing a stress-free environment, offering employee-owned workspace, involving employees in key decisions, and enhancing team bonding should be prioritized within the organization. Last but not least, try to address the personal life issues of employees to tackle absenteeism.
Regards,
Chandrasekhar
From India, Hyderabad
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Absenteeism is one of the persistent problems to tackle from personnel administration to HR evolution. I feel the employee should feel interested and motivated to come to the workplace. That interest can be created only by HR. Conducting team-building activities, considering employee suggestions, providing a stress-free environment, offering employee-owned workspace, involving employees in key decisions, and enhancing team bonding should be prioritized within the organization. Last but not least, try to address the personal life issues of employees to tackle absenteeism.
Regards,
Chandrasekhar
From India, Hyderabad
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Absenteeism can be controlled by counseling and finding out the reason for being absent. It is not necessarily due to a money problem, but there are other reasons as well that can be solved through counseling.
From India, Bengaluru
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From India, Bengaluru
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Abseentiesm can be control through introducing various facilities to the employees like organizing games and other entertainment activities ,lta policy ,conducting outside genearl tarining programs
From India, Jaipur
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From India, Jaipur
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To control the latecomers, our company is using the method mentioned below:
The reporting time in the office is 9:30 a.m. If any employee arrives after 9:45 a.m., it will be considered late attendance. After three instances of late attendance, for every subsequent late arrival, you will be marked as half-day absent.
From India, Jaipur
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The reporting time in the office is 9:30 a.m. If any employee arrives after 9:45 a.m., it will be considered late attendance. After three instances of late attendance, for every subsequent late arrival, you will be marked as half-day absent.
From India, Jaipur
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Hi Ayyub,
Maybe the cultural differences result in absenteeism. You can conduct activity-based training for the employees to create cohesiveness among them. If they have a sense of belonging, it may decrease absenteeism levels. If the issue persists, you can try counseling for the employees.
From India, Madras
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Maybe the cultural differences result in absenteeism. You can conduct activity-based training for the employees to create cohesiveness among them. If they have a sense of belonging, it may decrease absenteeism levels. If the issue persists, you can try counseling for the employees.
From India, Madras
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