One more "Education" I would recommend is to include Educate Supervisors and Line Managers. Unless they buy the value of coming on time, this will not work Regards. Mohan NC
From India, Gurgaon
From India, Gurgaon
Actually this problem should be solved by the work boss and senior persons like Production Manager and others. For example, as I am working as Divisional Manager HR I will stand at Gate at 8.30am to watch the workers and staff movements. By this the result found very good. Try to follow it. My suggestions are little bit hard, but give full results. Don't forget to make record. If there is any signing system, the muster should go to the table of HRM in 5 mts and they should sign infront of them by saying proper reason. If you are a production oriented HR, please think this problems comes under INVISIBLE LOSS of AVAILABLE MAN HOURS. Calculate the percentage and discuss with your seniors. I am having 30 yrs of experience handling a large force of workers and staffs.
From India, Madras
From India, Madras
Dear Vaishali,
You can follow a systematic approach to resolve this issue. You may carry-out an action plan wherein, ppl participation would be of core importance.
1. You can have brain storming sessions with case studies related to the perils caused by late coming (gve 2 instances of the hapngs in ur work place and the way it has affected busiess/productivity/co workers/benefits, etc.)
2. After the brain storming session you may formally have a meeting of the work force (together or in batches as the strength permits) and read-out the leave policy.
3. Post the announcement, pass a circular for the signature of all the attendees, those who are absent their respective head should be briefing the same to the absentee on the next (present) working day and signature on the circular to be taken accordingly.
4. Also, explain the leave application form to the employees, how is to be filled, when it is to be filled, the criteria for leave sanctioning, who has the authority to santction the leave so on and so forth. (As silly as it may sound, many employees may not be knowing the actual process thus avoiding the procedure.)
5. You may also devide ur days in quarter days (2hrs) and after 3 late marks quarter day leave to be deducted from the annual leave.
6. Furthermore, you can include a variable in the salary called attendance allowance may be an nominal amount, but an amount worth earning for 100% Attendance (no late marks allowed, but sanctioned leaves will be considered.). Thus, the employees can earn the extra amount. If paying extra is a concern, then u may think of adding such a head in the present variable salary structure.
7. Also, you may put up a board and star against the employee's coming on time and red mark for the one's who don't and pin-up on the notice board.
Hope, the suggestions can cme to some help.
All the Best for better attendance and retarding tardiness;)
Mugdha Mitbawkar.
From India, Mumbai
1You can follow a systematic approach to resolve this issue. You may carry-out an action plan wherein, ppl participation would be of core importance.
1. You can have brain storming sessions with case studies related to the perils caused by late coming (gve 2 instances of the hapngs in ur work place and the way it has affected busiess/productivity/co workers/benefits, etc.)
2. After the brain storming session you may formally have a meeting of the work force (together or in batches as the strength permits) and read-out the leave policy.
3. Post the announcement, pass a circular for the signature of all the attendees, those who are absent their respective head should be briefing the same to the absentee on the next (present) working day and signature on the circular to be taken accordingly.
4. Also, explain the leave application form to the employees, how is to be filled, when it is to be filled, the criteria for leave sanctioning, who has the authority to santction the leave so on and so forth. (As silly as it may sound, many employees may not be knowing the actual process thus avoiding the procedure.)
5. You may also devide ur days in quarter days (2hrs) and after 3 late marks quarter day leave to be deducted from the annual leave.
6. Furthermore, you can include a variable in the salary called attendance allowance may be an nominal amount, but an amount worth earning for 100% Attendance (no late marks allowed, but sanctioned leaves will be considered.). Thus, the employees can earn the extra amount. If paying extra is a concern, then u may think of adding such a head in the present variable salary structure.
7. Also, you may put up a board and star against the employee's coming on time and red mark for the one's who don't and pin-up on the notice board.
Hope, the suggestions can cme to some help.
All the Best for better attendance and retarding tardiness;)
Mugdha Mitbawkar.
From India, Mumbai
Well. If you have such a system then i presume it works more or less like this:
they write their logging out time in from: to: format with date. then get it signed first by their immediate superior then by someone in HR for gate permission. and they drop this at security on way out.
well may differ but all it matter is you can physical lay hands on each every slip by month end. Go through each slip and create a tracker in below format.
it wont be to tough i have done for upto 450 employees in half hour.
in a excel
Sl no Emp No Name Total Early/Late Hours
that would do.
you can further add process centre or department in tracker to find department frequency or most commonly which days.
for mandays lost, you can divide the total yo got in your tracker sheet by your avg shift hours (8 hours). that will give you how many mandays lost.
cheers.
if you worked it up, let me know.
and make a convincing write up and add some pretty table along with this and submit for an approval for early late comings policy.
for instance 3 fifteen minutes late coming or early leave as a half day.
:)
From India, Gurgaon
they write their logging out time in from: to: format with date. then get it signed first by their immediate superior then by someone in HR for gate permission. and they drop this at security on way out.
well may differ but all it matter is you can physical lay hands on each every slip by month end. Go through each slip and create a tracker in below format.
it wont be to tough i have done for upto 450 employees in half hour.
in a excel
Sl no Emp No Name Total Early/Late Hours
that would do.
you can further add process centre or department in tracker to find department frequency or most commonly which days.
for mandays lost, you can divide the total yo got in your tracker sheet by your avg shift hours (8 hours). that will give you how many mandays lost.
cheers.
if you worked it up, let me know.
and make a convincing write up and add some pretty table along with this and submit for an approval for early late comings policy.
for instance 3 fifteen minutes late coming or early leave as a half day.
:)
From India, Gurgaon
Thanks guys..for such a wonderful response..
Mugdha i really liked the point of highlighting those who are on time with a star and those who are coming late with a red mark..i discuss this with my boss..
Really thanks everyone...i appreciate u all...
From India, Nagpur
Mugdha i really liked the point of highlighting those who are on time with a star and those who are coming late with a red mark..i discuss this with my boss..
Really thanks everyone...i appreciate u all...
From India, Nagpur
Hi Curious ,
As manpower strength in our organisation is around 10000, so In our organisation, there is a rule which is followed for late comer on the basis of total late minutes in entire one month , which is as under :
1. 0-30 minutes late - No deduction
2. 30-60 minutes late - One hour salary deduction
3. 60-120 minutes late - Half day salary deduction.
This rule is applicable to all employees & if any employee comes late and if company deducts his salary, its as per the company rules.
So, In our organisation, most of the employees reach company premises before the due time.
Regards,
Sandeep Sharma
From India, Delhi
As manpower strength in our organisation is around 10000, so In our organisation, there is a rule which is followed for late comer on the basis of total late minutes in entire one month , which is as under :
1. 0-30 minutes late - No deduction
2. 30-60 minutes late - One hour salary deduction
3. 60-120 minutes late - Half day salary deduction.
This rule is applicable to all employees & if any employee comes late and if company deducts his salary, its as per the company rules.
So, In our organisation, most of the employees reach company premises before the due time.
Regards,
Sandeep Sharma
From India, Delhi
Dear Sir,
Late coming to duty and not submitting leave applications for their absence for duty is a
serious misconduct on the part of employees.
First of all, you issue a circular to all the employees to desist such practice and follow discipline.
Still, they continues the same misconduct, you mark them absent half day for late coming and deduct wages from them. or Don't allow them to duty when they comes late.
Regarding non submission of leaves for their absence - mark absent and prepare salary for the days
they actually attended for duty.
D.Gurumurthy
HR/IR Consultant
From India, Hyderabad
Late coming to duty and not submitting leave applications for their absence for duty is a
serious misconduct on the part of employees.
First of all, you issue a circular to all the employees to desist such practice and follow discipline.
Still, they continues the same misconduct, you mark them absent half day for late coming and deduct wages from them. or Don't allow them to duty when they comes late.
Regarding non submission of leaves for their absence - mark absent and prepare salary for the days
they actually attended for duty.
D.Gurumurthy
HR/IR Consultant
From India, Hyderabad
Dear friend, make a all new policy for employees in cordination with your top management, also take an intiative to persue your employees personaly. Mukesh Chaurasia HR Manager Diwanka,Nagpur
From India
From India
hi
if your employee is not come on time and not submitting the leave application .Than you just simply issue a circular duly signed by the hr manager and the v.p or g.m .In which it was clearly mentioned that if an employee is not coming on time and not submitting his leave form before going to leave than he was mark absent .And you must strictly follow this rule ,the positive result will come after marking absent of two or more employees.
Regard
Anshul
From India, Delhi
if your employee is not come on time and not submitting the leave application .Than you just simply issue a circular duly signed by the hr manager and the v.p or g.m .In which it was clearly mentioned that if an employee is not coming on time and not submitting his leave form before going to leave than he was mark absent .And you must strictly follow this rule ,the positive result will come after marking absent of two or more employees.
Regard
Anshul
From India, Delhi
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