Hai Seniors, Greetings for the day! Please help me to develop a new Flexitime policy..... Thanks in advance..... Cheers Bobby.
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Bobby,
I have worked with Zamil group. we have plants in ras al khaimah...
our company used to work purely on deliverables, decided with 100% mutual consent, 1 year in advance,
we dint need to mark attendances too.
only a director could sanction to sit beyond office timings or on weekends.
while i was in HCL, we implemented COPC/ MBNQA.
one of the provisions was "coming late and leaving early is not an bane, only unscheduled leaves affect bottomline"
pls elablorate what would you like to achieve through this policy and then i can help you design one
From India, Delhi
41I have worked with Zamil group. we have plants in ras al khaimah...
our company used to work purely on deliverables, decided with 100% mutual consent, 1 year in advance,
we dint need to mark attendances too.
only a director could sanction to sit beyond office timings or on weekends.
while i was in HCL, we implemented COPC/ MBNQA.
one of the provisions was "coming late and leaving early is not an bane, only unscheduled leaves affect bottomline"
pls elablorate what would you like to achieve through this policy and then i can help you design one
From India, Delhi
Dear Sir,
Good day!
"coming late and leaving early is not an bane, only unscheduled leaves affect bottom line"
This is actually our boss demands, But frankly i don't know how to start!
Our company consist of a small team with less than 20 employees..
The main points are,
-Our company deals with web development and corporate services
-work must not be time oriented
-depends on the output
What we like to achieve through this policy is
- decrease employee retention
- increase productivity
- Achieve work on time
From United Arab Emirates, Dubai
Good day!
"coming late and leaving early is not an bane, only unscheduled leaves affect bottom line"
This is actually our boss demands, But frankly i don't know how to start!
Our company consist of a small team with less than 20 employees..
The main points are,
-Our company deals with web development and corporate services
-work must not be time oriented
-depends on the output
What we like to achieve through this policy is
- decrease employee retention
- increase productivity
- Achieve work on time
From United Arab Emirates, Dubai
"coming late and leaving early is not an bane, only unscheduled leaves affect bottom line"
its a proven practise of COPC and figured in their 2000 manual (>12 yrs old).
COPC/ MBNQA practices are tried and tested by >200 leading companies and then only make it to their practices.
start by communicating what the company stands for..
set up policies and procedures in support of that..
in your case start reaffirming that "on time delivery" would be crucial.
next track deviations in project timelines on daily basis and take timely action.
encourage staff to avail annual vacations during lean times.
there is another practise in COPC which says that "overtime and extra hires" denote manpower planning in poor light.
From India, Delhi
its a proven practise of COPC and figured in their 2000 manual (>12 yrs old).
COPC/ MBNQA practices are tried and tested by >200 leading companies and then only make it to their practices.
start by communicating what the company stands for..
set up policies and procedures in support of that..
in your case start reaffirming that "on time delivery" would be crucial.
next track deviations in project timelines on daily basis and take timely action.
encourage staff to avail annual vacations during lean times.
there is another practise in COPC which says that "overtime and extra hires" denote manpower planning in poor light.
From India, Delhi
Dear Bobby,
You can start with a leave policy and time policy.
Those shall contain the actual working hours, total paid leaves and their procedures.
Also, work on the PMS and its guidelines. All the IT companies focus on day to day basis of reporting, keep that structure in mind before making PMS for the employees.
You can benefit employees using work from home policy which should come into effect after reporting basis is framed.
Your company must be using SQL use that for time reporting structure.
With Regards
Sachin Gupta
From India, Srinagar
You can start with a leave policy and time policy.
Those shall contain the actual working hours, total paid leaves and their procedures.
Also, work on the PMS and its guidelines. All the IT companies focus on day to day basis of reporting, keep that structure in mind before making PMS for the employees.
You can benefit employees using work from home policy which should come into effect after reporting basis is framed.
Your company must be using SQL use that for time reporting structure.
With Regards
Sachin Gupta
From India, Srinagar
Hi Bobby
First of all a Flexi time policy cannot be implemented without a budget to develop IT systems and realingnment of the core HR policy especially the KRA's
This is what you need to do:You can use various models but the fact is that u need to measure Input to output.
So before implementing any such policy u need to define tangiable KRA's and quantitative KPI's.
Once that is in place build a data base system which takes the inputs of all KRA's & KPI with the target figure and start asking employees to input their achievements into the system.
Now the best achievers should be given an incentive for the getting their targets. Non achievers should be prompted to do so. Also as an immediate measure start the office early and keep it open till late. For eg :Keep your reporting time from 7am to 10 am and closing time 4 pm to 7 pm. A biometric attendance system should ensure that a person coming in has to do compulsory 9 hours else risks losing his CL's.
The logic being that you can complete your urgent work either by coming in late or leaving early thus ensuring work does not suffer. In case the personal work will consume much more time take an off or a half day.
Remember Flexi Time should be used as a OD and EE tool rather than a distribute-to-all measure.
From India, Mumbai
First of all a Flexi time policy cannot be implemented without a budget to develop IT systems and realingnment of the core HR policy especially the KRA's
This is what you need to do:You can use various models but the fact is that u need to measure Input to output.
So before implementing any such policy u need to define tangiable KRA's and quantitative KPI's.
Once that is in place build a data base system which takes the inputs of all KRA's & KPI with the target figure and start asking employees to input their achievements into the system.
Now the best achievers should be given an incentive for the getting their targets. Non achievers should be prompted to do so. Also as an immediate measure start the office early and keep it open till late. For eg :Keep your reporting time from 7am to 10 am and closing time 4 pm to 7 pm. A biometric attendance system should ensure that a person coming in has to do compulsory 9 hours else risks losing his CL's.
The logic being that you can complete your urgent work either by coming in late or leaving early thus ensuring work does not suffer. In case the personal work will consume much more time take an off or a half day.
Remember Flexi Time should be used as a OD and EE tool rather than a distribute-to-all measure.
From India, Mumbai
"anuradha grewal"
kindly do not mis understand/ intrepret COPC practise of " coming late/ leaving early is not a bane, only unsched leaves affect the bottomline" as opening the office for longer hours.
let me xplain the policy once again:
you can come in late, its not an issue
you can leave early, its not an issue
the premise is every human being is intellligent and responsible. we understand that a person may be faced with emergencies in day to day life.
just dont take a leave which has not been rostered/ planned for...
From India, Delhi
kindly do not mis understand/ intrepret COPC practise of " coming late/ leaving early is not a bane, only unsched leaves affect the bottomline" as opening the office for longer hours.
let me xplain the policy once again:
you can come in late, its not an issue
you can leave early, its not an issue
the premise is every human being is intellligent and responsible. we understand that a person may be faced with emergencies in day to day life.
just dont take a leave which has not been rostered/ planned for...
From India, Delhi
leaves are rostered minimum a week in advance after mutual consultations between the manager and his direct reports.
this is to ensure we are able to meet business obligations
normally people lie to take leaves and bosses are responsible for cultivating an environment of distrust..
this is the thing which has to be eliminated.
next "overtime or extra hires" mean the manager lacks planning..
--------------------------------------------------------------------
COPC/ MBQA practices are radical at times but be assured there are >200 leading companies wherein the practise is tested, monitored for results and then only recommended.
its not based on someone's whims/ fancy.
From India, Delhi
this is to ensure we are able to meet business obligations
normally people lie to take leaves and bosses are responsible for cultivating an environment of distrust..
this is the thing which has to be eliminated.
next "overtime or extra hires" mean the manager lacks planning..
--------------------------------------------------------------------
COPC/ MBQA practices are radical at times but be assured there are >200 leading companies wherein the practise is tested, monitored for results and then only recommended.
its not based on someone's whims/ fancy.
From India, Delhi
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