Yes, flexitime is the answer. Specially in the IT industry.
Moreover, another brilliant idea is work from home. As long as the employee completes the work assigned to him, s/he is allowed to work from home, coming to office either once a week or on need basis. A lot of large multinationals are promoting this culture. In fact IBM has been successful in their NY office.
Best of luck.
Anupam
From United Arab Emirates, Dubai
Moreover, another brilliant idea is work from home. As long as the employee completes the work assigned to him, s/he is allowed to work from home, coming to office either once a week or on need basis. A lot of large multinationals are promoting this culture. In fact IBM has been successful in their NY office.
Best of luck.
Anupam
From United Arab Emirates, Dubai
Late coming in office is a problem in every company. However, a clear policy should be made. Before implementing any policy, take views of HOD and then finalise. I agree with the responses given by experties. However, while making a policy, you consider giving a grace period of 10 minutes and then upto 15 minutes late can be allowed on three occasions, since employees are travelling from distance places by train, bus,car etc. Prepare a monthly late attendance statement of each department and forward to the HOD of each department for their views. This will ensure that the late coming matter is known by the HOD of the concerned employee, before you take any actions as they are responsible for the department's achievement. It is not that since the employees sit late after office hours for completing their work, they should attend the office late in the morning. Timely attendance is must for each employee since now it is a performance based work everyone is handling, it is his duty to complete the same during his office hours or by working late but he should attend office in the morning on time.
From India, Mumbai
4From India, Mumbai
Hi all
Some really good suggestions in the above. However, just remember that as someone working in HR, you are NOT the employees' line manager. It is the line managers' responsibility to manage their staff; yours is to ensure that there is a reasonable, legal and workable policy in place and that it is being consistently and fairly applied. Also, why penalise someone for being 5 minutes late when they freely give 60 minutes at the end of the day? This is a common issue not just in India but in the UK as well. Here's a thought - set up the jobs so that employees are rewarded for outcomes - not inputs; does it then matter if they late!
From United Kingdom, London
Some really good suggestions in the above. However, just remember that as someone working in HR, you are NOT the employees' line manager. It is the line managers' responsibility to manage their staff; yours is to ensure that there is a reasonable, legal and workable policy in place and that it is being consistently and fairly applied. Also, why penalise someone for being 5 minutes late when they freely give 60 minutes at the end of the day? This is a common issue not just in India but in the UK as well. Here's a thought - set up the jobs so that employees are rewarded for outcomes - not inputs; does it then matter if they late!
From United Kingdom, London
Dear Priyanky
Am agreed with all the replies. Even if I am also following the same thing in my company.but first of all u have to make the flexi timing system i.e. you can make the timing from 9:30 to 10 am any body can come and accordingly 6:30 to 7pm anybody can go. that means if u r coming at 9:30 then u can go at 6:30 and if u r coming at 9:40 then u can move out at 6:40. and maximum 3 to 4 late coming for 10 minutes (one day in a week) in a month will be allowed without any deduction if more than that then for 1second more also the deduction will be 30 minutes.this you can apply in your organisation.
From India, Pune
Am agreed with all the replies. Even if I am also following the same thing in my company.but first of all u have to make the flexi timing system i.e. you can make the timing from 9:30 to 10 am any body can come and accordingly 6:30 to 7pm anybody can go. that means if u r coming at 9:30 then u can go at 6:30 and if u r coming at 9:40 then u can move out at 6:40. and maximum 3 to 4 late coming for 10 minutes (one day in a week) in a month will be allowed without any deduction if more than that then for 1second more also the deduction will be 30 minutes.this you can apply in your organisation.
From India, Pune
Dear
Please check first why they going late in evening. Is it for workload or showing that are working hardly. Asked them to submit the report on daily basis of there pending work.
This question will help you and they will come on write time from next day.
Bhaskar Rao
From India, Bangalore
Please check first why they going late in evening. Is it for workload or showing that are working hardly. Asked them to submit the report on daily basis of there pending work.
This question will help you and they will come on write time from next day.
Bhaskar Rao
From India, Bangalore
Dear Priyanka,
to motivate the employees for coming on time along with the late sitting (if needed), you can implement motivation schemes like monetary reward for say Rs. 500 or 1000 to an employee for coming on time for continous 1/2/3 months. what ever period is affordable to your management.
This really works and employees themselves wish to be on time.
or you can make a policy of rewarding (not in monetary terms ) the person having 0 late coming in the month. we can say punctual man/ lady of the month. and few appreciation words from the senior to the winner.
it will motivate the employees. being human being we always wants to win.
Regards
Rimpy
From India, Gurgaon
to motivate the employees for coming on time along with the late sitting (if needed), you can implement motivation schemes like monetary reward for say Rs. 500 or 1000 to an employee for coming on time for continous 1/2/3 months. what ever period is affordable to your management.
This really works and employees themselves wish to be on time.
or you can make a policy of rewarding (not in monetary terms ) the person having 0 late coming in the month. we can say punctual man/ lady of the month. and few appreciation words from the senior to the winner.
it will motivate the employees. being human being we always wants to win.
Regards
Rimpy
From India, Gurgaon
Dear Priyanky, You just go through with the sildes, here you see when we are deducting something from their salary then we are giving more than that also. This would help you.
From India, Calcutta
From India, Calcutta
Framing policy, management's approval prior its implementation is something that should suffice the purpose of rolling out the policy. However, I strongly feel it would be equally important what process of communication you would like to follow to introduce this policy with employees.
An open forum should be kept before enforcing the policy to understand the real reasons behind the delay. This would also help you to decide the degree of strictness of your policy.
Calculate the approximate losses and make the group aware of it from individual and company standpoint.
Introducing special clauses as not everyone wants to come late.
Delayed time slots for fining employees.
If there are behavioral issues, then involve training team as well along with respective supervisors after the policy is introduced keeping employee satisfaction in mind.
You can include this in supervisor's KRA's as well( like monthly acceptable delay hours from individual teams) or something on these lines which puts shared ownership in place.
From India, New Delhi
An open forum should be kept before enforcing the policy to understand the real reasons behind the delay. This would also help you to decide the degree of strictness of your policy.
Calculate the approximate losses and make the group aware of it from individual and company standpoint.
Introducing special clauses as not everyone wants to come late.
Delayed time slots for fining employees.
If there are behavioral issues, then involve training team as well along with respective supervisors after the policy is introduced keeping employee satisfaction in mind.
You can include this in supervisor's KRA's as well( like monthly acceptable delay hours from individual teams) or something on these lines which puts shared ownership in place.
From India, New Delhi
Dear Priyanka,
The Managements are having every right to demand the employee for performing, adopting the policies and procedures of the company. In that process, the employee should attend the office on time. The employees are not having the right to demand for leaving the office on time.
Because, in order to maintain office discipline, the Managements insists employees to come on time.
As a Manager HR, you follow the guidelines set by the Management. You also do not have any option to violate the guidelines. If any one ask about their out going time, please ask them to raise the issue in writing. The Management will answer appropriately
From India, Eluru
The Managements are having every right to demand the employee for performing, adopting the policies and procedures of the company. In that process, the employee should attend the office on time. The employees are not having the right to demand for leaving the office on time.
Because, in order to maintain office discipline, the Managements insists employees to come on time.
As a Manager HR, you follow the guidelines set by the Management. You also do not have any option to violate the guidelines. If any one ask about their out going time, please ask them to raise the issue in writing. The Management will answer appropriately
From India, Eluru
make the difference between h.o.d's & staff. make one policy as our friends said and add there is no fixed out timings to hod's & leave staff on time if there is any loadwork permission has to go through hr as well as hod.if it is routine recruit sufficient manpower/trainees.otherwise implete compensatory leave for their overtime instead of pay.
From India, Hyderabad
From India, Hyderabad
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LATE COMING.doc