Dear Hosmani,
To maintain the discipline & decorum of any organisation, it is important to follow the timings. Whether a senior executive or a junior....A rule is a rule even for a fool..!!!
This even spoils the culture of the Organisation if people are not following the rules....
Please note that deductions can be made and there is no legal rule which can stop you.
Also note that you have to strictly make rules for employees to also leave office on time... Only when the work life & personal life is balanced you can get the optimum productivity of employees...
Being an HR its your responsibility to make sure that employees are coming on time and are leaving on time to ensure their welfare. Of course..!! Employee welfare is also an important aspect. Train your employees regarding Time Management & to complete the said works on said time and also to enjoy life...
Teach your employees to take PLEASURE even under PRESSURE... This will automatically set things right & people will fall on to the right track..
Regards,
Bharghavi
From India, Bangalore
125To maintain the discipline & decorum of any organisation, it is important to follow the timings. Whether a senior executive or a junior....A rule is a rule even for a fool..!!!
This even spoils the culture of the Organisation if people are not following the rules....
Please note that deductions can be made and there is no legal rule which can stop you.
Also note that you have to strictly make rules for employees to also leave office on time... Only when the work life & personal life is balanced you can get the optimum productivity of employees...
Being an HR its your responsibility to make sure that employees are coming on time and are leaving on time to ensure their welfare. Of course..!! Employee welfare is also an important aspect. Train your employees regarding Time Management & to complete the said works on said time and also to enjoy life...
Teach your employees to take PLEASURE even under PRESSURE... This will automatically set things right & people will fall on to the right track..
Regards,
Bharghavi
From India, Bangalore
A small suggestion: You have to strictly enforce/ follow whatever late coming policy laid down by you, after in depth debate with your senior management. Than this YOU will become THEY (including senior management).
Confront the problem honestly and no round abouts like relaxations for seniors, biometric, recording time with signatures at arrival/ departure etc etc. Because anything you do, finally moot question will arise- how to tackle late comers.
HRM never means that you compromise on disciplinary norms......
From India, Delhi
Confront the problem honestly and no round abouts like relaxations for seniors, biometric, recording time with signatures at arrival/ departure etc etc. Because anything you do, finally moot question will arise- how to tackle late comers.
HRM never means that you compromise on disciplinary norms......
From India, Delhi
Sir,
We are also following same practice in our organisation and the sole purpose of this was to find out the black jacks in such cases but they were smart enough to find, adjust and balance there office time by SITTING LONGER NOT WORKING LONGER.
From India, Jodhpur
We are also following same practice in our organisation and the sole purpose of this was to find out the black jacks in such cases but they were smart enough to find, adjust and balance there office time by SITTING LONGER NOT WORKING LONGER.
From India, Jodhpur
I agree with Jawahar Lal, still I would say nothing can happen if the attitude of people does not change. The place where I work every thing so call above mentioned efforts have failed as they feel let 1/2 day sal be deducted no problem.
From India, Calcutta
From India, Calcutta
You are right!!!
weak managements eventually leads to such negative attitudes. If things have reached to the level of frequent deductions and lost its impact I think that change the man at the helms of affairs, identify habitual defaulters and take strict action may be suspending or removing them and rest will fall in line.
This situation mainly is saying management is week, lacks spine how so ever big they may be talking on time discipline. Please bear me out if situation is different....
From India, Delhi
weak managements eventually leads to such negative attitudes. If things have reached to the level of frequent deductions and lost its impact I think that change the man at the helms of affairs, identify habitual defaulters and take strict action may be suspending or removing them and rest will fall in line.
This situation mainly is saying management is week, lacks spine how so ever big they may be talking on time discipline. Please bear me out if situation is different....
From India, Delhi
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