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Dear Sonal,
In your case, HR policy will be of no use because I feel your employees might be too young, without any household responsibility, and they might be taking leave without any valid reason. Your disciplinary action on them will also be of no use.
In such case, you have to call each employee and counsel them. Ask them the reason for their habitual absenteeism. Make a comparative statement of their salary for last 3 months highlighting their total loss including indirect benefits like leave, bonus, pf. etc.
Secondly, you can introduce different types of Attendance Bonus, like weekly Attendanc Bonus, Fortnight Attendance Bonus and Monthly Attendance Bonus. That is if an employee attendance full week he will get x amount as bonus in his salary or for fortnight or month. This will reduce absenteeism and there will be no production loss.
To conclude, I will only comment that if you have high absenteeism then you have recruited wrong people.
Regards.
Clement
From India, Pune
In your case, HR policy will be of no use because I feel your employees might be too young, without any household responsibility, and they might be taking leave without any valid reason. Your disciplinary action on them will also be of no use.
In such case, you have to call each employee and counsel them. Ask them the reason for their habitual absenteeism. Make a comparative statement of their salary for last 3 months highlighting their total loss including indirect benefits like leave, bonus, pf. etc.
Secondly, you can introduce different types of Attendance Bonus, like weekly Attendanc Bonus, Fortnight Attendance Bonus and Monthly Attendance Bonus. That is if an employee attendance full week he will get x amount as bonus in his salary or for fortnight or month. This will reduce absenteeism and there will be no production loss.
To conclude, I will only comment that if you have high absenteeism then you have recruited wrong people.
Regards.
Clement
From India, Pune
Dear Sonal,
As rightly mentioned by Mr. Bhaskar -- please have a proper HR policy documented. The same should be communicated to the employees during the induction.
You can restrict the no. of leaves taken in a month to 2 or 3 .
I need to understand -as you say most of them are new employees and leave policy is not applicable to them -- then how are they taking leaves ?
More over you need to find out why are all the employees keep taking leaves without proper reasons ? Do they lack motivation at the work place?
If the problems still persist its better to take disciplinary actions against them and look for better committed employees.
Now so far as to finish the task on time is concerned -- many organisation work for 5 days and finish the task on time . In your case you can think of increasing the working time by 1 hour a day (e.g 9am to 6.30 pm)
Regards
Sanjeev
Bangalore
From India, Bangalore
As rightly mentioned by Mr. Bhaskar -- please have a proper HR policy documented. The same should be communicated to the employees during the induction.
You can restrict the no. of leaves taken in a month to 2 or 3 .
I need to understand -as you say most of them are new employees and leave policy is not applicable to them -- then how are they taking leaves ?
More over you need to find out why are all the employees keep taking leaves without proper reasons ? Do they lack motivation at the work place?
If the problems still persist its better to take disciplinary actions against them and look for better committed employees.
Now so far as to finish the task on time is concerned -- many organisation work for 5 days and finish the task on time . In your case you can think of increasing the working time by 1 hour a day (e.g 9am to 6.30 pm)
Regards
Sanjeev
Bangalore
From India, Bangalore
Your employer is very open and expressed the in completion of work due to few reasons.
You can notice that every employee must work for 48 hours in week. However any employee can avail leave and necessary prior approval is required from Concerned authority. You can refer The A.P Shops & Establishment Act, 1988 or The Factories Act,1948 where in the rules are defined.
The other way evaluate the work performance of all employees and define job responsibilities / description. So that they will perform well and organization will be benefited.
You can also implement a well HR policy to protect and applicable rules as per law accordingly it will be easy to implement for better performance.
Mohanrao.
Enso Secutrack limited
From India, Hyderabad
You can notice that every employee must work for 48 hours in week. However any employee can avail leave and necessary prior approval is required from Concerned authority. You can refer The A.P Shops & Establishment Act, 1988 or The Factories Act,1948 where in the rules are defined.
The other way evaluate the work performance of all employees and define job responsibilities / description. So that they will perform well and organization will be benefited.
You can also implement a well HR policy to protect and applicable rules as per law accordingly it will be easy to implement for better performance.
Mohanrao.
Enso Secutrack limited
From India, Hyderabad
Dear Sonal,
I would like to suggest you that first talk to each employee and get the reason for availing of so many leaves. Try to convey the company updates to the employees i mean about the projects and the assigned time to complete their tasks and explain them clearly how would the company success(reaching the company goals is related to their personal life as well career).
And also try to prepare few following policies one by one to run the things in smooth manner
Leave policy (total number of leaves allotted and the usage of leaves every month according to your company policy)
working hours policy
Attire policy
As the head count of your company is less try to go with one to one discussion with your employees once or twice in a month so that you will come to know the issues or problems from the employees end.
Warm Regards,
Shirisha
From India, Hyderabad
I would like to suggest you that first talk to each employee and get the reason for availing of so many leaves. Try to convey the company updates to the employees i mean about the projects and the assigned time to complete their tasks and explain them clearly how would the company success(reaching the company goals is related to their personal life as well career).
And also try to prepare few following policies one by one to run the things in smooth manner
Leave policy (total number of leaves allotted and the usage of leaves every month according to your company policy)
working hours policy
Attire policy
As the head count of your company is less try to go with one to one discussion with your employees once or twice in a month so that you will come to know the issues or problems from the employees end.
Warm Regards,
Shirisha
From India, Hyderabad
Hi Sonal03,
Here are few suggestions.
Long run:
1. First and foremost you should have your own leave policy/rules and also Conduct and discipline Rules in place. If it is not there frame them and implement immediately.
2. Don't declare weekly holiday enmasse for all, these days could be given to them by rotation viz., Mr.X will avail on Monday/ Tuesday, Mr.Y on Friday/Saturday like that. Place a roster for every month in advance, so that not every body will be on leave or holiday.
3. Service conditions should be suitably modified to solve such problems.
4. Strictly implement performance appraisal system with a link to productivity.
Short run:
1. Issue a circular suitably, detailing "availing leave is not a right".
2. Any leave shall be availed only with prior approval, subject to official exigencies. Availing leave during probation should extend their probation automatically. (Many employer don't permit leave during probation period.)
3. In order to ensure work is completed in time -
Issue work allocation letter individually fixing time limit within which such work shall be completed. Any time over run will render either extension of probation or termination as dissatisfactory performance, not uptothe mark.
4. Review timely performance individually and implement incentives those who perform in time.
5. Form up teams /group together for specific work and allocate work with time schedule. Encourage competitive spirit among the groups. Implement credit rating for successful performers entitling incentives, increments, promotion.
6. Keep your communication mechanism clear and effective.
Above all review whether or not to continue the 5 days week system, revert to 6 days week work with suitable adjustment in working hours.
kumar.s.
bg.
From India, Bangalore
Here are few suggestions.
Long run:
1. First and foremost you should have your own leave policy/rules and also Conduct and discipline Rules in place. If it is not there frame them and implement immediately.
2. Don't declare weekly holiday enmasse for all, these days could be given to them by rotation viz., Mr.X will avail on Monday/ Tuesday, Mr.Y on Friday/Saturday like that. Place a roster for every month in advance, so that not every body will be on leave or holiday.
3. Service conditions should be suitably modified to solve such problems.
4. Strictly implement performance appraisal system with a link to productivity.
Short run:
1. Issue a circular suitably, detailing "availing leave is not a right".
2. Any leave shall be availed only with prior approval, subject to official exigencies. Availing leave during probation should extend their probation automatically. (Many employer don't permit leave during probation period.)
3. In order to ensure work is completed in time -
Issue work allocation letter individually fixing time limit within which such work shall be completed. Any time over run will render either extension of probation or termination as dissatisfactory performance, not uptothe mark.
4. Review timely performance individually and implement incentives those who perform in time.
5. Form up teams /group together for specific work and allocate work with time schedule. Encourage competitive spirit among the groups. Implement credit rating for successful performers entitling incentives, increments, promotion.
6. Keep your communication mechanism clear and effective.
Above all review whether or not to continue the 5 days week system, revert to 6 days week work with suitable adjustment in working hours.
kumar.s.
bg.
From India, Bangalore
Dear Sonal,
As per above discussion I felt that ur major concerned is the work has been done or completed with in stipulated period...
then just give one assignment to individual employee or u can assign project to any your Team of employee and you can ask them to finish with in the stipulated period only then you can allot employee leave and other HR benefit.
However your employee feel spirit to finish assigned quality work in given time.
Your feedback would appreciated.
Anant Karad
From India, Pune
As per above discussion I felt that ur major concerned is the work has been done or completed with in stipulated period...
then just give one assignment to individual employee or u can assign project to any your Team of employee and you can ask them to finish with in the stipulated period only then you can allot employee leave and other HR benefit.
However your employee feel spirit to finish assigned quality work in given time.
Your feedback would appreciated.
Anant Karad
From India, Pune
Almost all friends here use one word wrongly - LEAVES.... hahaha... There is no plural for the word Leave... Plural of leaf is leaves ! But here in HR jargaon, Leave is the act of leaving or absence. One can, at best, say "No. of days of leave" but not leaves ! Then we will have to assume that the leaves are on the trees and not in offices !
Kindly correct.
Best wishes.
From India
Kindly correct.
Best wishes.
From India
Dear Sir,
To control the heavy absenteeism we can introduced some monetory benefits as follows:
Assume If salary Rs.10000/ PM,
Basic, DA, HRA and others may be Rs. 7500/PM
Attendance Incentive may be Rs.2500/PM
Attendance Incentive policy may be as follows:
If present full day Rs. 2500/ PM as attendance incentive.
If one day leave/absent Rs. 2000/ PM
If two days leave/absent Rs. 1000/PM
If more than two day Rs.0/PM
This is one of the option only.
Best Regards,
Kamalarathinam.M
From India, Coimbatore
To control the heavy absenteeism we can introduced some monetory benefits as follows:
Assume If salary Rs.10000/ PM,
Basic, DA, HRA and others may be Rs. 7500/PM
Attendance Incentive may be Rs.2500/PM
Attendance Incentive policy may be as follows:
If present full day Rs. 2500/ PM as attendance incentive.
If one day leave/absent Rs. 2000/ PM
If two days leave/absent Rs. 1000/PM
If more than two day Rs.0/PM
This is one of the option only.
Best Regards,
Kamalarathinam.M
From India, Coimbatore
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