Hi All
I am really happy to see so many help.. Well what I can zero down is
1) Check whether the employee is doing it for the first time or its a repeated action.
2) If its for the first time then check whether the case is genuine,
3) If its a repeated check if any memo was issued in th employee name, if yes the take action according to the policy if not issued then issue one.
4) If the case is not genuine then make the employee understand that he can come on to difficult situations.
Any Changes required, hope by these kinds of actions he/she will not have a complaint that HR are not friendly...
Thanks
Falguni
From India, Hyderabad
4I am really happy to see so many help.. Well what I can zero down is
1) Check whether the employee is doing it for the first time or its a repeated action.
2) If its for the first time then check whether the case is genuine,
3) If its a repeated check if any memo was issued in th employee name, if yes the take action according to the policy if not issued then issue one.
4) If the case is not genuine then make the employee understand that he can come on to difficult situations.
Any Changes required, hope by these kinds of actions he/she will not have a complaint that HR are not friendly...
Thanks
Falguni
From India, Hyderabad
hi Falguni......
from my side, as per the situation that u have stated in ur post, these following things should be done:
1. get the employee and his employement history whether he has done the same thing in his previous organizations that u can do by keenly observing his CV
2. get a peer feedback and supervisor's remark
3. consult him directly or pass the communication about the seriousness of his absconding to his references
4. issue a NO Show NO cause notice against him, if he/she does not reply
5. terminate him if he/she does not reply to such notice and forward the communication to his refernces too or his previous employers.
these are the basic thing we can do from side based upon the urgency of case.
Thanx n regards:
Suryakant
From India, Bangalore
from my side, as per the situation that u have stated in ur post, these following things should be done:
1. get the employee and his employement history whether he has done the same thing in his previous organizations that u can do by keenly observing his CV
2. get a peer feedback and supervisor's remark
3. consult him directly or pass the communication about the seriousness of his absconding to his references
4. issue a NO Show NO cause notice against him, if he/she does not reply
5. terminate him if he/she does not reply to such notice and forward the communication to his refernces too or his previous employers.
these are the basic thing we can do from side based upon the urgency of case.
Thanx n regards:
Suryakant
From India, Bangalore
Hi sonika...
I am working for an automobile industry and unscheduled absenteeism is an issue over here too.Unscheduled absenteeism is very much high amongst the contract workers particularly immediately after the salary disbursement. I had conducted exit interviews of almost 60 workers and the reasons for them taking leave and that too without intimating their production supervisors were as follows:
1. June is the harvest season for rice and they have to be in the fields.
2. Family problems such as illness
3. Marriage of family members.
All the above reasons require their presence as they must be the ONLY earning member of the family...
There is no way that we can make absenteeism vanish completely..but we can bring solutions to reduce high rates of absenteeism and that too unscheduled abseteeism...Thats the most irritating kind of absenteeism...
One solution could be counselling them wherein they could be communicated as to how important is their contribution to the company...this could boost up their morale...Other solutions are still yet to be elicited from my side...If you got any solutions,pls do communicate the same to me...I hope i could throw some light on the issue..
Waiting for replies..
TKS.
From Kuwait
I am working for an automobile industry and unscheduled absenteeism is an issue over here too.Unscheduled absenteeism is very much high amongst the contract workers particularly immediately after the salary disbursement. I had conducted exit interviews of almost 60 workers and the reasons for them taking leave and that too without intimating their production supervisors were as follows:
1. June is the harvest season for rice and they have to be in the fields.
2. Family problems such as illness
3. Marriage of family members.
All the above reasons require their presence as they must be the ONLY earning member of the family...
There is no way that we can make absenteeism vanish completely..but we can bring solutions to reduce high rates of absenteeism and that too unscheduled abseteeism...Thats the most irritating kind of absenteeism...
One solution could be counselling them wherein they could be communicated as to how important is their contribution to the company...this could boost up their morale...Other solutions are still yet to be elicited from my side...If you got any solutions,pls do communicate the same to me...I hope i could throw some light on the issue..
Waiting for replies..
TKS.
From Kuwait
Hi Folks,
Falguni has touched a subject that has almost all sections of the industry in a quandry. I have had the privilege of being in the Army (believe me, it was very easy to tackle the absentism), in a call centre, automobile industry, the hotel industry and currently in the garment industry. Absentees play havoc with the system.
What we do here is that
- we draw out the list of absentees on a day.
- the details of absence for the last six months is also mentioned month-wise against the name of the employee.
- the absentees of the previous day are counselled on a number of issues including the loss to the company, their bonus, incentive etc the next day.
- reasons are also given an ear, but one has to be very careful not to fall prey. Imagine a reason like "I was tired" or "My father was tired and I am the only daughter".
- on the third of absence we call up the ansent employee. No replies, changed phone numbers etc are common frustrations.
- anyone absent for five continuous days without information is issued a written warning sent to his/her home that their services will be terminated if they do not report for work or do not inform reasons for absence.
- on the seventh day, their services are terminated.
- any employee terminated in this manner cannot be taken back, howsoever capable he/she may be.
Absentism is a phenomenon that is here to stay. Long working hours take their toll. The automobile HR can play with the incentive of the absentees. Others can build in an attendance bonus and play with that by building rules for claiming it. When the salary is being negotiated, use this bonus as a card. The bonus should be sufficiently large for them to feel the pinch and adequately small so as not to impact the salary seriously, else the attrition may go up. Either you get the bonus or you dont. There should not be an in between of 50%, 25% and so on.
best regards
Ajay
From India, New Delhi
Falguni has touched a subject that has almost all sections of the industry in a quandry. I have had the privilege of being in the Army (believe me, it was very easy to tackle the absentism), in a call centre, automobile industry, the hotel industry and currently in the garment industry. Absentees play havoc with the system.
What we do here is that
- we draw out the list of absentees on a day.
- the details of absence for the last six months is also mentioned month-wise against the name of the employee.
- the absentees of the previous day are counselled on a number of issues including the loss to the company, their bonus, incentive etc the next day.
- reasons are also given an ear, but one has to be very careful not to fall prey. Imagine a reason like "I was tired" or "My father was tired and I am the only daughter".
- on the third of absence we call up the ansent employee. No replies, changed phone numbers etc are common frustrations.
- anyone absent for five continuous days without information is issued a written warning sent to his/her home that their services will be terminated if they do not report for work or do not inform reasons for absence.
- on the seventh day, their services are terminated.
- any employee terminated in this manner cannot be taken back, howsoever capable he/she may be.
Absentism is a phenomenon that is here to stay. Long working hours take their toll. The automobile HR can play with the incentive of the absentees. Others can build in an attendance bonus and play with that by building rules for claiming it. When the salary is being negotiated, use this bonus as a card. The bonus should be sufficiently large for them to feel the pinch and adequately small so as not to impact the salary seriously, else the attrition may go up. Either you get the bonus or you dont. There should not be an in between of 50%, 25% and so on.
best regards
Ajay
From India, New Delhi
Hi Ajay
It was really one of the solutions which I was thinking of,, Abseentism will never stop but only can be reduced.... What puts be back when talking to them will be their effert and time they have given in the past....
Let me draw one more point here...
Why they suddenly go for a leave. ?? is there somethinng wrong with them or (s)he is not happy with the supirior and or suroundings... Sometimes its the senior who cause the main factor for taking a leave,, what ever you do its very difficult to talk against your senior, there is always fear of unknown,, as what will happen if my senior will know of it, what will happen to my appraisal, its better to find a new job than taking risk of talking about my senior,, one a sead is implanted its definitely going to be a tree, they only thing that can stop it will be stop nurishing it i.e take out your feelings... as we all know we are always sandwiched between employees and management, we can neither be on this side neithe rbe on the other side... Can any one help me how to make employees comfortable with hr department.
Thanks
Falguni
From India, Hyderabad
It was really one of the solutions which I was thinking of,, Abseentism will never stop but only can be reduced.... What puts be back when talking to them will be their effert and time they have given in the past....
Let me draw one more point here...
Why they suddenly go for a leave. ?? is there somethinng wrong with them or (s)he is not happy with the supirior and or suroundings... Sometimes its the senior who cause the main factor for taking a leave,, what ever you do its very difficult to talk against your senior, there is always fear of unknown,, as what will happen if my senior will know of it, what will happen to my appraisal, its better to find a new job than taking risk of talking about my senior,, one a sead is implanted its definitely going to be a tree, they only thing that can stop it will be stop nurishing it i.e take out your feelings... as we all know we are always sandwiched between employees and management, we can neither be on this side neithe rbe on the other side... Can any one help me how to make employees comfortable with hr department.
Thanks
Falguni
From India, Hyderabad
Dear memeber Fulguni
I have gone through all the member opinions
I dont how serious is problem and loss to company but HR should
take mature decision and, should validate prior initiation action
of couse we have supportive laws
- first gauze the issue, see the track record of employee
- invokate with parents/ references
- beyond 72 hours and , beyond issue disciplinary notice as per
company policy
- and if turns up after one week without intimation validate his problem
and counsilling
In opinion HR should try to win the hearts of employees for better representation and prospects of the company
I hope, it enlight the issue for taking initiation/ action
regards
ramesh yandamuri
From India, Visakhapatnam
I have gone through all the member opinions
I dont how serious is problem and loss to company but HR should
take mature decision and, should validate prior initiation action
of couse we have supportive laws
- first gauze the issue, see the track record of employee
- invokate with parents/ references
- beyond 72 hours and , beyond issue disciplinary notice as per
company policy
- and if turns up after one week without intimation validate his problem
and counsilling
In opinion HR should try to win the hearts of employees for better representation and prospects of the company
I hope, it enlight the issue for taking initiation/ action
regards
ramesh yandamuri
From India, Visakhapatnam
unsheduled leaves affect annual targets therfore they must be brought down.
a) 2 unsched leaves in a quarter and the period is not calculated towards annual appraisal.
b) Company reserves the right to send the immediate supervisor to the employee's home to enquire about the same.
if you practise this, employee engagegment will increase and this will show you genuinely care about your employees.
c) the company physician shall examine a person on return.
d) the person may be dissatisfied with your company and this is one of the indicators...
Please analyse leaves based on least 4 paramaters : employee/ days of the month/ work area/ supervisor...
some people take leave near weekends/ salary days/ festivals to get a long holiday.
some workareas are a big pain and most people take leaves in that domain.
same goes for bosses too
advice based on COPC guidelines.
suryavrat
From India, Delhi
a) 2 unsched leaves in a quarter and the period is not calculated towards annual appraisal.
b) Company reserves the right to send the immediate supervisor to the employee's home to enquire about the same.
if you practise this, employee engagegment will increase and this will show you genuinely care about your employees.
c) the company physician shall examine a person on return.
d) the person may be dissatisfied with your company and this is one of the indicators...
Please analyse leaves based on least 4 paramaters : employee/ days of the month/ work area/ supervisor...
some people take leave near weekends/ salary days/ festivals to get a long holiday.
some workareas are a big pain and most people take leaves in that domain.
same goes for bosses too
advice based on COPC guidelines.
suryavrat
From India, Delhi
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