Respected seniors i am a HR executive in textile division in my establishment absenteeism is very high. Please suggest me how can i prevent him.
From India, Ghaziabad
3From India, Ghaziabad
absenteeism can be controlled but cannot be eradicated as a whole. you need to counsel absentees and prefer strict disciplinary action if your counseling fails.
From India, New Delhi
From India, New Delhi
Dear Rajmsw,
you have to except 10% absenteeism at lest ( vary from industry to industry )
if it is more than 10 % try to find out by interviewing them or by employee survey ( include question related to working condition and health issues etc)
on the basis of that you can find out the reason of absenteeism. some time solving employee small problem can give you god result .
Regards
Anurag
From India, Hyderabad
you have to except 10% absenteeism at lest ( vary from industry to industry )
if it is more than 10 % try to find out by interviewing them or by employee survey ( include question related to working condition and health issues etc)
on the basis of that you can find out the reason of absenteeism. some time solving employee small problem can give you god result .
Regards
Anurag
From India, Hyderabad
Dear Raj,
Have you done analysis of the absenteeism? If yes, then on what parameters? Please check my following reply to the previous post:
https://www.citehr.com/448902-absent...ml#post2020155
In the above post, I have given causes for employee absenteeism also. You need to fix those causes first. Come up again and confirm how suggestions have worked for you.
Thanks,
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
Have you done analysis of the absenteeism? If yes, then on what parameters? Please check my following reply to the previous post:
https://www.citehr.com/448902-absent...ml#post2020155
In the above post, I have given causes for employee absenteeism also. You need to fix those causes first. Come up again and confirm how suggestions have worked for you.
Thanks,
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
Follow the proper disciplinary procedure (Oral Warning, Advisory note, Written Warning, Show Cause why not to be charge sheeted, Charge Sheet, Inquiry, Show Cause - why not to impose punishment, Impose punishment).
From India, Mumbai
From India, Mumbai
This true absenteeism cannot be eradicated but can be controlled by
1. Counselling and individual or in team
2. Understanding some persons personnel problem
3. Restructuring payment to workers...i.e. you split their salary on 7th, attendance bonus on 15th, incentive on 24th best worker cash award on 27th etc...so for the sake of money worker will come...
4. Conduct employee support assitance programme i.e.welfare programmes
any more information please contact me
R. R. Inamdar HR/IR Consultant in Vadodara 09376229117, r_inamdar@rediffmail.com
From India, Mumbai
1. Counselling and individual or in team
2. Understanding some persons personnel problem
3. Restructuring payment to workers...i.e. you split their salary on 7th, attendance bonus on 15th, incentive on 24th best worker cash award on 27th etc...so for the sake of money worker will come...
4. Conduct employee support assitance programme i.e.welfare programmes
any more information please contact me
R. R. Inamdar HR/IR Consultant in Vadodara 09376229117, r_inamdar@rediffmail.com
From India, Mumbai
Dear Friends,
No doubt, a disciplinary action is a legal instrument to control the absenteeism.
Based on my experience, I would like to share that, such absenteeism might be due to unattractive wage structure/ compensation as well as their casual nature of job. In such circumstances, an attractive incentive scheme based on attendance may be fruitful.
From India, Rourkela
No doubt, a disciplinary action is a legal instrument to control the absenteeism.
Based on my experience, I would like to share that, such absenteeism might be due to unattractive wage structure/ compensation as well as their casual nature of job. In such circumstances, an attractive incentive scheme based on attendance may be fruitful.
From India, Rourkela
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ABSENTEEISM.doc