Dear All,
Please help me understand how to prevent absenteeism when organizing training for shop floor employees. In the event of their absence, how can we incorporate those individuals into the subsequent training sessions? It can be quite challenging to coordinate training for production staff, particularly when they are absent due to heavy production schedules. Your assistance is greatly appreciated.
Thanks & Regards,
Arockia Jeniffer J
From India, Madras
Acknowledge(0)
Amend(0)
6Please help me understand how to prevent absenteeism when organizing training for shop floor employees. In the event of their absence, how can we incorporate those individuals into the subsequent training sessions? It can be quite challenging to coordinate training for production staff, particularly when they are absent due to heavy production schedules. Your assistance is greatly appreciated.
Thanks & Regards,
Arockia Jeniffer J
From India, Madras
Acknowledge(0)Amend(0)
Hello Arockia Jeniffer J,
There are two choices:
1. Make it compulsory. Those who don't attend should face a penalty or be marked as half-day absent.
2. Ask management to provide employees with one hour of relaxation during their shift. For an 8-hour shift, they can work for 7 hours and allocate 1 hour for training. This approach would encourage attendance at the training sessions.
The second option should only be considered if management values training as much as production.
Arun J.
From India, Hyderabad
Acknowledge(0)Amend(0)
There are two choices:
1. Make it compulsory. Those who don't attend should face a penalty or be marked as half-day absent.
2. Ask management to provide employees with one hour of relaxation during their shift. For an 8-hour shift, they can work for 7 hours and allocate 1 hour for training. This approach would encourage attendance at the training sessions.
The second option should only be considered if management values training as much as production.
Arun J.
From India, Hyderabad
Acknowledge(0)Amend(0)
Thank you for your valuable suggestion. I have some more questions related to training. If you wish to give suggestions to my queries, please provide your mobile number. Your assistance would be greatly beneficial to my career.
Thanks & Regards,
Arockia Jeniffer J
From India, Madras
Acknowledge(0)Amend(0)
Thanks & Regards,
Arockia Jeniffer J
From India, Madras
Acknowledge(0)Amend(0)
How good are you in PLANNING, ORGANIZING, & SCHEDULING TRAINING PROGRAMS without affecting ROUTINE ACTIVITIES/WORK? How relevant is this training to all those TRAINEES - NOMINATED? Did you succeed in arranging employees (REPLACEMENT) in place of TRAINEES so that work does not get affected? Have you got their consent and acknowledgment from those NOMINATED TRAINEES?
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
With profound regards,
From India, Chennai
Acknowledge(0)Amend(0)
Hi Arockia,
To prevent absenteeism, it is important to make the team members feel like an important part of the organization, i.e., their sense of belongingness. This can be done by emphasizing that the training provided will help them grow to the next level in the organization, and the training is actually an investment on the part of the company to increase the skills of the team members.
Regards,
Geeta
09953987624
From India, Delhi
Acknowledge(0)Amend(0)
To prevent absenteeism, it is important to make the team members feel like an important part of the organization, i.e., their sense of belongingness. This can be done by emphasizing that the training provided will help them grow to the next level in the organization, and the training is actually an investment on the part of the company to increase the skills of the team members.
Regards,
Geeta
09953987624
From India, Delhi
Acknowledge(0)Amend(0)
Dear Jennifer,
Your query raises several questions, the answers to which will determine the solution you are seeking. For instance, what are the reasons for the absences? You mentioned one reason, which is being absent due to heavy production. Mr. Khadir has already provided a solution for that scenario. However, are there other reasons for absences, such as being off on that day or due to sickness?
As others have inquired, have you ensured that the training provided is perceived as relevant to the employees' work and necessary for them? Often, organizations conduct training that is neither relevant nor useful, or sometimes both. I have experienced such training during my career, attending only because I was not paid a bonus. However, if your workers are on a production bonus, how are you compensating them for the loss of earnings? Are you paying them just the basic wages for the time spent, or are you compensating them with the average wages they normally earn?
I could continue posing such questions, as is my habit, but I will refrain from doing so.
---
I have corrected the spelling and grammar errors, ensured proper paragraph formatting, and preserved the original meaning and tone of the message. Let me know if you need any further assistance.
From United Kingdom
Acknowledge(0)Amend(0)
Your query raises several questions, the answers to which will determine the solution you are seeking. For instance, what are the reasons for the absences? You mentioned one reason, which is being absent due to heavy production. Mr. Khadir has already provided a solution for that scenario. However, are there other reasons for absences, such as being off on that day or due to sickness?
As others have inquired, have you ensured that the training provided is perceived as relevant to the employees' work and necessary for them? Often, organizations conduct training that is neither relevant nor useful, or sometimes both. I have experienced such training during my career, attending only because I was not paid a bonus. However, if your workers are on a production bonus, how are you compensating them for the loss of earnings? Are you paying them just the basic wages for the time spent, or are you compensating them with the average wages they normally earn?
I could continue posing such questions, as is my habit, but I will refrain from doing so.
---
I have corrected the spelling and grammar errors, ensured proper paragraph formatting, and preserved the original meaning and tone of the message. Let me know if you need any further assistance.
From United Kingdom
Acknowledge(0)Amend(0)
Thank you for your valuable suggestion, well-wishers.
My people don't have awareness about the training. Even though the management planned to improve the set of people's skills through training, they are not interested in attending. Due to these reasons, my absenteeism percentage is increasing to half of the planned number. Additionally, sickness and other reasons also contribute to the problem.
Please provide suggestions to improve awareness of the training and reduce the absenteeism rate.
Thanks & Regards,
Arockia Jeniffer J
From India, Madras
Acknowledge(0)Amend(0)
My people don't have awareness about the training. Even though the management planned to improve the set of people's skills through training, they are not interested in attending. Due to these reasons, my absenteeism percentage is increasing to half of the planned number. Additionally, sickness and other reasons also contribute to the problem.
Please provide suggestions to improve awareness of the training and reduce the absenteeism rate.
Thanks & Regards,
Arockia Jeniffer J
From India, Madras
Acknowledge(0)Amend(0)
Hello Jennifer,
I would suggest including some games before and between trainings. This will arouse the interest of the participants, and they won't miss out on further sessions. You can even show small clips/films related to the subject to make it more interesting. Also, try to make it more interactive and fun so that the learning process will be enjoyable.
It would be a good idea if your management addresses in an open forum why training is essential and the benefits of it to the organization vis-a-vis individuals.
Hope this helps.
With regards,
Vaishalee Parkhi
From India, Pune
Acknowledge(0)Amend(0)
I would suggest including some games before and between trainings. This will arouse the interest of the participants, and they won't miss out on further sessions. You can even show small clips/films related to the subject to make it more interesting. Also, try to make it more interactive and fun so that the learning process will be enjoyable.
It would be a good idea if your management addresses in an open forum why training is essential and the benefits of it to the organization vis-a-vis individuals.
Hope this helps.
With regards,
Vaishalee Parkhi
From India, Pune
Acknowledge(0)Amend(0)
Dear Jennifer,
Let me join a bit late. I suggest that you arrange trainings during lean periods of production. Every company has its peak and lean seasons. Secondly, ensure that the participants are formally released from their sections to attend the training, and the same is confirmed to you. Do not take more than 10% staff from any section so that work is not hampered. Last but not least, make training interesting by spending some amount on good food after or during the training. Convince your seniors that this is essential for generating interest among the participants. Also, see that a provision is made in the Annual Appraisal Report of an employee for the different trainings attended by him/her.
S.K. LIMAYE / MBA (HRM)
From India, New Delhi
Acknowledge(0)Amend(0)
Let me join a bit late. I suggest that you arrange trainings during lean periods of production. Every company has its peak and lean seasons. Secondly, ensure that the participants are formally released from their sections to attend the training, and the same is confirmed to you. Do not take more than 10% staff from any section so that work is not hampered. Last but not least, make training interesting by spending some amount on good food after or during the training. Convince your seniors that this is essential for generating interest among the participants. Also, see that a provision is made in the Annual Appraisal Report of an employee for the different trainings attended by him/her.
S.K. LIMAYE / MBA (HRM)
From India, New Delhi
Acknowledge(0)Amend(0)
Absence from organized training is an issue prevailing in many organizations. I had a chance to analyze and address this issue. My analysis had revealed that defaulters in most cases were the managers/supervisors who were not sparing their subordinates to participate in training. The reason given for the same was a shortage of manpower for routine work on the floor. Managers refused to realize that two trained persons will be able to do the work of three not spared for training. Thus, the Line managers were found to be less sensitive to the development needs of their subordinates. But when it came to their development and growth, they had a tendency to fight with HR for their nomination on different programs. And once nominated, they would leave all responsibilities at the shop floor and rush to register their presence.
Such an attitude of the managers had to be curbed. The solution was simple and was introduced with the approval of the CEO. A communication was sent to all and also displayed on the Notice board that for those employees detailed on any training program, attendance would be counted based on the attendance report from the program manager and not from the Line manager/Supervisor. The attendance management software was suitably modified and integrated with the training management system.
The obvious outcome was 100% attendance on training programs. The CEO remained firm in not accepting any cries to the contrary. The employee satisfaction index also improved in the next survey.
From India, Delhi
Acknowledge(0)Amend(0)
Such an attitude of the managers had to be curbed. The solution was simple and was introduced with the approval of the CEO. A communication was sent to all and also displayed on the Notice board that for those employees detailed on any training program, attendance would be counted based on the attendance report from the program manager and not from the Line manager/Supervisor. The attendance management software was suitably modified and integrated with the training management system.
The obvious outcome was 100% attendance on training programs. The CEO remained firm in not accepting any cries to the contrary. The employee satisfaction index also improved in the next survey.
From India, Delhi
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
ABSENTEEISM.doc
Absenteeism a Leakage for Lack of Employee Engagement & Unproductivity in India.pdf