Dear Ayuub,
I do not agree with my peers that monetary benefits alone will be effective in controlling absenteeism. Along with this, some non-monetary benefits such as appreciation letters, coffee with the HR Manager, one-day picnics, and free meal passes are proving to be more effective.
Additionally, counseling employees to help them understand how absenteeism negatively impacts their career paths and the company's profits is crucial.
We should focus more on intangible benefits rather than solely on direct tangible benefits for our employees.
Thanks & Regards
Gaurav Agarwal
HR Department
Hindalco Industries Ltd
Aditya Birla Group
Hi, my second topic of discussion today is regarding absenteeism among workers. For your information, my company employs workers from various countries such as Vietnam, Myanmar, Bangladesh, and Nepal, each with different attitudes and cultures. Most of them are also in top positions in the production area. The issue we are facing is that they are struggling to control absenteeism among their subordinates. From a management perspective, HR must find a solution to address this issue. Can you guys help me with this? Thank you.
From India, Mumbai
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6I do not agree with my peers that monetary benefits alone will be effective in controlling absenteeism. Along with this, some non-monetary benefits such as appreciation letters, coffee with the HR Manager, one-day picnics, and free meal passes are proving to be more effective.
Additionally, counseling employees to help them understand how absenteeism negatively impacts their career paths and the company's profits is crucial.
We should focus more on intangible benefits rather than solely on direct tangible benefits for our employees.
Thanks & Regards
Gaurav Agarwal
HR Department
Hindalco Industries Ltd
Aditya Birla Group
Hi, my second topic of discussion today is regarding absenteeism among workers. For your information, my company employs workers from various countries such as Vietnam, Myanmar, Bangladesh, and Nepal, each with different attitudes and cultures. Most of them are also in top positions in the production area. The issue we are facing is that they are struggling to control absenteeism among their subordinates. From a management perspective, HR must find a solution to address this issue. Can you guys help me with this? Thank you.
From India, Mumbai
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Hi,
I like the idea of sending postcards to the villages. In my organization, we are already giving lots of liberty to employees, yet absenteeism is very high. I don't want to spend any money on them to prevent absenteeism. So, I guess the "postcard" idea will work in my company. I will give a notice in the first week of every month mentioning the names of the top 3 absentees and top 3 attendees.
From India, New Delhi
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I like the idea of sending postcards to the villages. In my organization, we are already giving lots of liberty to employees, yet absenteeism is very high. I don't want to spend any money on them to prevent absenteeism. So, I guess the "postcard" idea will work in my company. I will give a notice in the first week of every month mentioning the names of the top 3 absentees and top 3 attendees.
From India, New Delhi
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I have encountered a new issue where one of our production leaders, who has been with the company since 1995, did not come to work after taking a leave of 2 days. Additionally, he has not shown up for work without notice for 4 days previously. We have tried contacting him via phone call or SMS, but there has been no response. Upon speaking with his friend, it was mentioned that he has two wives, but both of their homes are empty. Can anyone advise on the next course of action?
From Malaysia, Batu+Caves
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From Malaysia, Batu+Caves
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