Hey Nancy
If the automated attendance is working fine, then dont wrk manually. First, U r increasing the extra work 4 u.. Second, Employees knw tht if they dont mark it there, then u will mark it manually. So anyways they r safe.
U have done ur job by informing them the consequences n reminding them few times.
Now this is the time to tk action. Calculate their per day salary, n start deducting the salary for the number of days they dont mark their attendance in the automated machine..
Believe me, They will nt repeat it again. N its ur job.. so dont feel shy or smthing.. just do it..
From India, Delhi
2If the automated attendance is working fine, then dont wrk manually. First, U r increasing the extra work 4 u.. Second, Employees knw tht if they dont mark it there, then u will mark it manually. So anyways they r safe.
U have done ur job by informing them the consequences n reminding them few times.
Now this is the time to tk action. Calculate their per day salary, n start deducting the salary for the number of days they dont mark their attendance in the automated machine..
Believe me, They will nt repeat it again. N its ur job.. so dont feel shy or smthing.. just do it..
From India, Delhi
Hi Nancy
You have only 30 people working in your unit ,you say.The process of marking attendance is also looking very simple -Just register your finger print for attendance to be done while entering and leaving workplace..And you have many people violating this process for like 10 days in a month.
Before setting up a process one should look into all aspects of the process.For eg what is the adherence level expected, validity of reasons for failure tolerance,etc.Please check what's making people violate the process either consciously or unconsciously.
At the outset I would go with the steps mentioned by Mr Sardar.However between Step 4 &5 please have a discussion with repeat offenders on non adherence with tracking data for last 3 months.Agree on step 6-8 and then proceed.
It is a question of self discipline and those who do not have integrity to adhere need not be in a system ,however qualified they may be.On the same hand only adherence and no contribution does not help.Only difference is we can help those who adhere.But the the people who fail to adhere ...God help them.
Best Regards
KayBee
From United States
You have only 30 people working in your unit ,you say.The process of marking attendance is also looking very simple -Just register your finger print for attendance to be done while entering and leaving workplace..And you have many people violating this process for like 10 days in a month.
Before setting up a process one should look into all aspects of the process.For eg what is the adherence level expected, validity of reasons for failure tolerance,etc.Please check what's making people violate the process either consciously or unconsciously.
At the outset I would go with the steps mentioned by Mr Sardar.However between Step 4 &5 please have a discussion with repeat offenders on non adherence with tracking data for last 3 months.Agree on step 6-8 and then proceed.
It is a question of self discipline and those who do not have integrity to adhere need not be in a system ,however qualified they may be.On the same hand only adherence and no contribution does not help.Only difference is we can help those who adhere.But the the people who fail to adhere ...God help them.
Best Regards
KayBee
From United States
Dear Madam,
When we are working in a HRD we have to think of a way out in the same principle, unlike IR Department . what i mean is not to think of any punishive way. You award/reward the good resources......
You have to identify certain measurable factors like prompt attendance marking, obtaining advance leave sanction, good dress code etc and link it with some special pay, which you may pay ( even some advance pay, loan pay etc) once in a year/ 6 months/ 3 months. These measurable factors may be performance based or attitude based. Those who scores more will have to be awarded the best. Try this way. You will get success if not immediately atleast in long run.
Sridharan
From India, New Delhi
When we are working in a HRD we have to think of a way out in the same principle, unlike IR Department . what i mean is not to think of any punishive way. You award/reward the good resources......
You have to identify certain measurable factors like prompt attendance marking, obtaining advance leave sanction, good dress code etc and link it with some special pay, which you may pay ( even some advance pay, loan pay etc) once in a year/ 6 months/ 3 months. These measurable factors may be performance based or attitude based. Those who scores more will have to be awarded the best. Try this way. You will get success if not immediately atleast in long run.
Sridharan
From India, New Delhi
Hi Nancy,
I personally believe that no process can be completed if shortcuts are made. Plus it sends wrong signals to those who adhere to the rules. I fully agree with Mr. Joseph and Mr. M. Peer Mohamed Sardhar and the steps they have suggested. There are other good suggestions apart from their's.
The question are... are you willing to go all the way and take action? Do your organization leaders support you in implementing the process or are you alone in this decision?
The IT professionals are doing their jobs to get paid. You have to do your job to get paid. There is nothing personal involved in the steps that you have to take for the benefit of the organization.
All the best :-)
I personally believe that no process can be completed if shortcuts are made. Plus it sends wrong signals to those who adhere to the rules. I fully agree with Mr. Joseph and Mr. M. Peer Mohamed Sardhar and the steps they have suggested. There are other good suggestions apart from their's.
The question are... are you willing to go all the way and take action? Do your organization leaders support you in implementing the process or are you alone in this decision?
The IT professionals are doing their jobs to get paid. You have to do your job to get paid. There is nothing personal involved in the steps that you have to take for the benefit of the organization.
All the best :-)
Hi Nancy,
I too came across the same situation, we are 200 + employees. We sent them notifications to use their access card and Biometric ( finger print) system. If we notice that they are not following the system we marked them as absent for the day. We did it for some time in a month and from next month everything got streemlined. People may have a simple reason saying that i forgot to do, when it effected their pay checks they are following the system perfectly. some times we have to be hard when employees are not following the system implemented by company.
Regards
Vamsi
From India, Hyderabad
I too came across the same situation, we are 200 + employees. We sent them notifications to use their access card and Biometric ( finger print) system. If we notice that they are not following the system we marked them as absent for the day. We did it for some time in a month and from next month everything got streemlined. People may have a simple reason saying that i forgot to do, when it effected their pay checks they are following the system perfectly. some times we have to be hard when employees are not following the system implemented by company.
Regards
Vamsi
From India, Hyderabad
Hi Nancy,
This happens in almost many companies. Besides BPO, our company has a marketing division which is into Biometric products. Inspite of that also the marketing members forget to finger print. So we installed it near the security wall, wherein the guard will remind the staff to register the in/out time.
In the event of the staff failing to do so for 'ON DUTY', you have to copy the default time manually and export it while preparing attendance report. True... a double work.. What to do!
Regards,
Chandru
From India, Madras
This happens in almost many companies. Besides BPO, our company has a marketing division which is into Biometric products. Inspite of that also the marketing members forget to finger print. So we installed it near the security wall, wherein the guard will remind the staff to register the in/out time.
In the event of the staff failing to do so for 'ON DUTY', you have to copy the default time manually and export it while preparing attendance report. True... a double work.. What to do!
Regards,
Chandru
From India, Madras
Hi,
Its well known that people always find it difficult to accept the changes. You can't have both automated and manual process.Stick to the automated process. Send repeated mails everyday on this new process and guide them sometimes people may not know how to do that. Stick on the Office Notice Board. Send the weekly status to the Heads with a copy to all. This will make them understand how serious it is and if you feel still there are people who do not register the attendance you can send a mail that following... who have not registered their attendance LOP will be process and am sure these steps will definitely bring a change as desired. All the best.
Regards
From India, Madras
Its well known that people always find it difficult to accept the changes. You can't have both automated and manual process.Stick to the automated process. Send repeated mails everyday on this new process and guide them sometimes people may not know how to do that. Stick on the Office Notice Board. Send the weekly status to the Heads with a copy to all. This will make them understand how serious it is and if you feel still there are people who do not register the attendance you can send a mail that following... who have not registered their attendance LOP will be process and am sure these steps will definitely bring a change as desired. All the best.
Regards
From India, Madras
I agree with different mild opinion given by freinds. I would suggest that any person not following the proceedure especially not marking their attendance. have to be marked as abcent. This would definetly improve the situation. Please do take necessary sanction from the concerned before taking the action and i belive that they accept it in the larger interest of the organisation.
Srinivasan
Srinivasan
Hi Nancy,
I too came across the same situation, we are 120+ employees.
I am sending the missed punch details to each & every employee for every completed 15days and asked to give written approval from head of the department saying that missed punch format.
We have to take the print outs of attendance details and put to the management these are irregular not doing their punchs. Recently i have implemented and got success.
Regards
satish
From India, Hyderabad
I too came across the same situation, we are 120+ employees.
I am sending the missed punch details to each & every employee for every completed 15days and asked to give written approval from head of the department saying that missed punch format.
We have to take the print outs of attendance details and put to the management these are irregular not doing their punchs. Recently i have implemented and got success.
Regards
satish
From India, Hyderabad
Nancy,
I suggest attendance finger print machine should be connected to the main access door. It develops into enforced finger print for every access.
Since this an automated system this can capture the entire staff movements. You can generate various reports for the day/week/month. I hope this could help you in monitoring attendance & movement.
You can present score card for your seniors on attendance, latecomer and leave management.
Please call me, if you need further assistance.
Harish Srinivas
9008003041
From India, Bangalore
I suggest attendance finger print machine should be connected to the main access door. It develops into enforced finger print for every access.
Since this an automated system this can capture the entire staff movements. You can generate various reports for the day/week/month. I hope this could help you in monitoring attendance & movement.
You can present score card for your seniors on attendance, latecomer and leave management.
Please call me, if you need further assistance.
Harish Srinivas
9008003041
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Working with communities.ppt
Hello Seniors.doc
Occupational Safety, Health & Working Conditions Code 2019.pdf