Dear Radhika,
First of all, it's not a case study... just kidding. Don't take it otherwise. Well, the office is like a battlefield. If he is not turning up, give him a warning or simply deduct from his payslip. Seeing him, others will also set a bad example.
Best regards,
Rahul
From Thailand, Bangkok
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1First of all, it's not a case study... just kidding. Don't take it otherwise. Well, the office is like a battlefield. If he is not turning up, give him a warning or simply deduct from his payslip. Seeing him, others will also set a bad example.
Best regards,
Rahul
From Thailand, Bangkok
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Quality performance stems from discipline. Distinction of quality performance and performance-based limited attributes need to be identified. How you analyze performance is guided by the organizational values, based on which the procedures evolve. I have come across some scenarios wherein the organization's values and operating procedures are divorced. In such situations, analytical evaluation fails, resulting in a distorted understanding of parameters like performance, targets, employee loyalty, etc. The net outcome affects the quality. Treatment of employee behavior must consider the work ethics of the organization.
Regards,
RR
From India, Delhi
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Regards,
RR
From India, Delhi
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Reading through the posts, I observe that "Talking into/through the problems" is the highest and first preference. Indeed, it sounds rational, but I feel an attitudinal analysis should precede this. Please guide me over the seasoned HR approach to it.
Regards, RR
From India, Delhi
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Regards, RR
From India, Delhi
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Put that employee in shifts, so that it will be easy to utilize that employee performance for that company.
From India, Hyderabad
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From India, Hyderabad
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Terminating him! WHY?
As it is difficult to find people who perform and deliver. What he needs is:
[1] Empathy
[2] Counseling
[3] Performance incentives to keep him engaged
[4] More responsibilities
Some people are wired differently. Accept it.
In many industries, there are production targets, and the personnel are allowed to do anything after that. Take, for example, a bank employee like a cashier who is free after his work shift, which could be 2 to 5 hours ahead of his colleagues. Or in a pharmaceutical plant where in the tableting department, the union and management have decided on a daily production of a determined number in the 1000s per worker. It could just be less than 5 hours of work.
Flexi Time is to add responsibility to an individual so that not only does he meet corporate targets but exceeds them in the time allotted to him. He may save on it if his ability and competence drive him.
It's time to have a different way of dealing with issues, as performers are at a premium!
From India, Surat
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As it is difficult to find people who perform and deliver. What he needs is:
[1] Empathy
[2] Counseling
[3] Performance incentives to keep him engaged
[4] More responsibilities
Some people are wired differently. Accept it.
In many industries, there are production targets, and the personnel are allowed to do anything after that. Take, for example, a bank employee like a cashier who is free after his work shift, which could be 2 to 5 hours ahead of his colleagues. Or in a pharmaceutical plant where in the tableting department, the union and management have decided on a daily production of a determined number in the 1000s per worker. It could just be less than 5 hours of work.
Flexi Time is to add responsibility to an individual so that not only does he meet corporate targets but exceeds them in the time allotted to him. He may save on it if his ability and competence drive him.
It's time to have a different way of dealing with issues, as performers are at a premium!
From India, Surat
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Talk to him,he might have issues at home,either he might have old parents whom he has to take them to DOC each month by himself or any other issue.
From India, Mumbai
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From India, Mumbai
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Just because he is a great performer does not give him immunity from following the rules and regulations of the company. I will not recommend any harsh action straightaway in a hurry. Like someone suggested, it would be in order for someone to talk to him, try to understand his problem, and help him resolve those issues. However, if the management is convinced that he is beyond salvage, then some harsh measures are in order.
Vasant Nair Director Karma-HR 09717726667
From India, Mumbai
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Vasant Nair Director Karma-HR 09717726667
From India, Mumbai
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Hi,
I believe that since the employee's performance is up to the mark, there is no point in giving him warnings for a trivial issue like this. Rather, this will create a feeling of bitterness in him towards the organization and the people around him.
As HR professionals, we should deduct his salary for the days he has been absent. Once his salary is deducted, if he retaliates, it will give us an idea about his behavior. If he does not retaliate but continues to take holidays, then there is a second way to approach this issue.
Here comes the role of the first-line manager:
- To identify the reasons for his frequent absences.
- To have a friendly conversation with him about his work, whether he is feeling over-pressured with any responsibilities, and if he is happy with the job profile assigned to him.
This conversation will help the management identify the real problem and take appropriate action.
You might be wondering about the role of HR if the first-line manager handles all the problem-solving.
The role of HR is crucial because a line manager may not always have the capacity to give extra attention to each employee, considering their existing responsibilities. It is the role of HR to facilitate communication between the line manager and their subordinates.
The direct involvement of HR typically occurs at the final stage when even line managers are unable to manage such employees effectively.
I hope I have articulated my thoughts clearly. Please feel free to provide feedback as I am eager to learn.
Thanks & Regards,
Shishir V Kumar
From India, Delhi
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I believe that since the employee's performance is up to the mark, there is no point in giving him warnings for a trivial issue like this. Rather, this will create a feeling of bitterness in him towards the organization and the people around him.
As HR professionals, we should deduct his salary for the days he has been absent. Once his salary is deducted, if he retaliates, it will give us an idea about his behavior. If he does not retaliate but continues to take holidays, then there is a second way to approach this issue.
Here comes the role of the first-line manager:
- To identify the reasons for his frequent absences.
- To have a friendly conversation with him about his work, whether he is feeling over-pressured with any responsibilities, and if he is happy with the job profile assigned to him.
This conversation will help the management identify the real problem and take appropriate action.
You might be wondering about the role of HR if the first-line manager handles all the problem-solving.
The role of HR is crucial because a line manager may not always have the capacity to give extra attention to each employee, considering their existing responsibilities. It is the role of HR to facilitate communication between the line manager and their subordinates.
The direct involvement of HR typically occurs at the final stage when even line managers are unable to manage such employees effectively.
I hope I have articulated my thoughts clearly. Please feel free to provide feedback as I am eager to learn.
Thanks & Regards,
Shishir V Kumar
From India, Delhi
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Hai Radhika, This is srinivas, just give him a chance. If u have shifts in your office just put him in the shifts. Talk with him personally.
From India, Hyderabad
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From India, Hyderabad
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Dear query,
Although the employee is good at his performance, he continues with his habit of taking leave without intimation even after a warning. This clearly shows his attitude. You will find a better performer than him. Get rid of him as quickly as possible before he spreads this attitude to other employees.
Thanks & Regards,
K. Baskaran
From India, Madras
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Although the employee is good at his performance, he continues with his habit of taking leave without intimation even after a warning. This clearly shows his attitude. You will find a better performer than him. Get rid of him as quickly as possible before he spreads this attitude to other employees.
Thanks & Regards,
K. Baskaran
From India, Madras
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Ascent - Attendance & Leave Management - Presentation.pp s
Communication Gap.jpg
LEAVE-ATTENDANC E POLICY.doc