Our HR department have to come up with Improvement plan to reduce abseenteesm rate from 3% to @ %. Appreciate your input on this
From Malaysia, Ipoh
From Malaysia, Ipoh
Greetings,
Please consider my suggestions:
Finally , at the end of the day the program would be as good as the ones who owns it. please make sure its an equal concern for HR & Operations. One should not push it at the other. Blog your queries. Allow all of us to contribute to resolve this.
Regards,
(Cite Contribution)
From India, Mumbai
1859Please consider my suggestions:
- Absenteeism is an effect . Take a root cause analysis and identify the causes. Brainstorm best resolutions for them.
- Most of them would be operations oriented. Such as High work volume, lower number of employee, work allocation and etc.
- Segregate the reasons:
- Structural -operations based reasons with heavy work load, bad managers, etc
- Cyclical - Employees taking leaves during celebrations and festival
- Organizational - Employees don't feel motivated enough to show up at work due to low promises or opportunities for progress.The overall environment is gloomy and discourages performance , presiding with fear. There are distance and locational issue for employees. the cab or even the bus facility doesn't respond to their needs.
- Proactively calculate a base absenteeism data to allocate work. Make sure there is a risk analysis done by your managers every month.
- Design rewards and punishments accordingly. The program should not award employees to come to work but rather maintaining a dependability. At the same time, please build responsibility and not fear. Deducting pay will only make them barter a day at office to something more important outside. Design the punishment for unscheduled leaves accordingly. They need to own the tasks which have been allocated to them. On an event of their absence , they should support the manager to evenly manage it with the team. Build cohesion and not friction.
Finally , at the end of the day the program would be as good as the ones who owns it. please make sure its an equal concern for HR & Operations. One should not push it at the other. Blog your queries. Allow all of us to contribute to resolve this.
Regards,
(Cite Contribution)
From India, Mumbai
Dear Mr.Harison,
I personally don't agree with some of the responses like " providing incentive" for 0% absenteeism. That might work out in a school or college, but not in an organisational setup. Hence, try to concentrate on some non-monetary incentives, like
1) Arranging for retreats / get together programs
2) Enrollment for Training programs/ Seminars etc
These are some sort of programs that would enhance a special quality in them by the name "OCB", called Organisational Citizenship Behaviour. Putting it in very simple words, this refers to some voluntary behaviours exhibited by them, that is benefitial to the organisation. 0% absenteesim is also one such kind of OCB, because no such organisation can force this on their employees.
You may get more material on OCB through google. Try to find out ways of acheiving it, and then you would start moving towards your goal of acheiving 0% absenteeism.
Regards
K.Rajesh Kumar
From India, Madras
I personally don't agree with some of the responses like " providing incentive" for 0% absenteeism. That might work out in a school or college, but not in an organisational setup. Hence, try to concentrate on some non-monetary incentives, like
1) Arranging for retreats / get together programs
2) Enrollment for Training programs/ Seminars etc
These are some sort of programs that would enhance a special quality in them by the name "OCB", called Organisational Citizenship Behaviour. Putting it in very simple words, this refers to some voluntary behaviours exhibited by them, that is benefitial to the organisation. 0% absenteesim is also one such kind of OCB, because no such organisation can force this on their employees.
You may get more material on OCB through google. Try to find out ways of acheiving it, and then you would start moving towards your goal of acheiving 0% absenteeism.
Regards
K.Rajesh Kumar
From India, Madras
One of the reason's why an organization has high absenteeism rate is that the employees don't feel engaged or challenged. There are several ways of reducing absenteeism. You may make the job profile interesting. In an earlier company where I had worked, we gave opportunity to senior operators (workmen) to fill-in for supervisor whenever the shift supervisor went on leave. Our experience was that these operators did a very decent job of managing a particular department. Another way of tackling absenteeism is that you can pay scholarship to the employee or his children, where he does not miss a single day the year (not counting his earned leave/public holidays).
B/R
K.S.Venkatachalam
From India, Ahmadabad
B/R
K.S.Venkatachalam
From India, Ahmadabad
[QUOTE=1979;1450454]Greetings,
Please consider my suggestions:
Regards,
(Cite Contribution)
Good one, appropraite startergy.
From India, Bangalore
Please consider my suggestions:
- Absenteeism is an effect . Take a root cause analysis and identify the causes. Brainstorm best resolutions for them.
- Most of them would be operations oriented. Such as High work volume, lower number of employee, work allocation and etc.
- Segregate the reasons:
- Structural -operations based reasons with heavy work load, bad managers, etc
- Cyclical - Employees taking leaves during celebrations and festival
- Organizational - Employees don't feel motivated enough to show up at work due to low promises or opportunities for progress.The overall environment is gloomy and discourages performance , presiding with fear. There are distance and locational issue for employees. the cab or even the bus facility doesn't respond to their needs.
- Proactively calculate a base absenteeism data to allocate work. Make sure there is a risk analysis done by your managers every month.
- Design rewards and punishments accordingly. The program should not award employees to come to work but rather maintaining a dependability. At the same time, please build responsibility and not fear. Deducting pay will only make them barter a day at office to something more important outside. Design the punishment for unscheduled leaves accordingly. They need to own the tasks which have been allocated to them. On an event of their absence , they should support the manager to evenly manage it with the team. Build cohesion and not friction.
Regards,
(Cite Contribution)
Good one, appropraite startergy.
From India, Bangalore
Zero Absenteeism is unrealistic target. Are you counting authorized Leaves as Absenteeism ? better not. You have to allow some leaves. Canceling or not allowing Leaves is both inhuman and illegal.
From India, Pune
From India, Pune
Hi,
i feel 3% is good enough for healthy organization.
You can never expect 0% absenteeism. Practically it is difficult.
The employee may have to do some function, marraige, fall sick, etc. In such case they have to take leave.
How you an avoid expect them to present for duty under such circumstances?
The suggestion given by the members might bring down to some extent but not to 0%.
Regards
Raghav
From India, Bangalore
i feel 3% is good enough for healthy organization.
You can never expect 0% absenteeism. Practically it is difficult.
The employee may have to do some function, marraige, fall sick, etc. In such case they have to take leave.
How you an avoid expect them to present for duty under such circumstances?
The suggestion given by the members might bring down to some extent but not to 0%.
Regards
Raghav
From India, Bangalore
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