Hi Seniors,
Greetings for the Day!!!
I am here with a speculation, with a thought of bringing attendance discipline in employees linking up with Compensation.
You must be thinking, I am like a school teacher, speaking about discipline and Punishments in return, But which is necessary for the perfection. The reason being, We have a company policy of 09:30 work hours with a 8 hour productive time. Employees are responsible for their respective productive hours at the end of the month according to the no.of work hours, and the salary will get deduct according to the no.of lacking hours.
Till here, It may sounds fine, But the employees are not putting up the required hours at the end of the month and in return getting deductions of salary. But my actual concern of deduction policy, is just to ensure the 100% contribution from a resource at the end of the month in order to ensure the promised deliverable to the clients and to be fair from all sides.
But the actual problem is coming here, Even after this policy, Employees are not serious about the hours and the same deductions are happening every month, Which is not ensuring my thought process. So, I wanted to find some other ways to ensure the 100% contribution from employees.
So, I am planning to link the attendance with CTC, which resembles as falows.
* If the employee is not putting the required hours for the month- He will get deductions according to the lack of hours and Will get a notice, Stating that he has to be perfect at his productive hours next month, If not the X employee payroll will process with a 10% less of Promised CTC.
* If it repeats again in the third month, Again 10% less in the CTC. But if he makes his log hours perfect, The Payroll will process according to the nrmal promised CTC.
Hope you understood my thought process, Which may sounds unfair, but People will not consider the communication untill it directly affects the pocket.
PS: I am a 8 months experienced into HR, currently working with a IT company and learning practices with no mentoring/ any supervisor. So please help me out with the above said issue with Critics/ Positives and do provide your guidance with Possible and acceptable practices , where I wanted to establish a win-win situation.
Thanks and Regards,
Aisha.K
Human Resources
From India, Bangalore
40Greetings for the Day!!!
I am here with a speculation, with a thought of bringing attendance discipline in employees linking up with Compensation.
You must be thinking, I am like a school teacher, speaking about discipline and Punishments in return, But which is necessary for the perfection. The reason being, We have a company policy of 09:30 work hours with a 8 hour productive time. Employees are responsible for their respective productive hours at the end of the month according to the no.of work hours, and the salary will get deduct according to the no.of lacking hours.
Till here, It may sounds fine, But the employees are not putting up the required hours at the end of the month and in return getting deductions of salary. But my actual concern of deduction policy, is just to ensure the 100% contribution from a resource at the end of the month in order to ensure the promised deliverable to the clients and to be fair from all sides.
But the actual problem is coming here, Even after this policy, Employees are not serious about the hours and the same deductions are happening every month, Which is not ensuring my thought process. So, I wanted to find some other ways to ensure the 100% contribution from employees.
So, I am planning to link the attendance with CTC, which resembles as falows.
* If the employee is not putting the required hours for the month- He will get deductions according to the lack of hours and Will get a notice, Stating that he has to be perfect at his productive hours next month, If not the X employee payroll will process with a 10% less of Promised CTC.
* If it repeats again in the third month, Again 10% less in the CTC. But if he makes his log hours perfect, The Payroll will process according to the nrmal promised CTC.
Hope you understood my thought process, Which may sounds unfair, but People will not consider the communication untill it directly affects the pocket.
PS: I am a 8 months experienced into HR, currently working with a IT company and learning practices with no mentoring/ any supervisor. So please help me out with the above said issue with Critics/ Positives and do provide your guidance with Possible and acceptable practices , where I wanted to establish a win-win situation.
Thanks and Regards,
Aisha.K
Human Resources
From India, Bangalore
Aisha,
You are thinking for discipline is OK. But you are in HR Department. You also have to think from the point of view of an employee. Take into consideration following point.
1. Deducting 10% CTC is not small thing. This might cause dissatisfaction among your employees. And may result in high attrition rate in nearby future. You have to study other company’s policy and procedures for the same. It should not become one of the reasons for leaving organization. As a HR you are also responsible for retention of employees.
2. You might find now it is very easy to administrate. But just think, every month you have to calculate and see every employee’s work duration. Had you plan how you will carry out these activities for every month.
3. You can find out those who are regularly indiscipline and take corrective action on them.
This kind of policy may suffer genuine employee also.
And any organization will not bear to leave their honest and sincere employees.
Ultimately,
4. what is your ultimate goal, completion of job or just attendance at workplace without any productive work. Find out there are any other possible ways to achieve that.
Eg .Instead of demotivating employees by this , You can announce a reward or award for most discipline employee on periodic basis. So, it will give motivation to all employees.
Every problem can handle in both ways .
In funniest way I can say Not needed that “ jab ghee sidhe ungaly se na nikle to ungaly tedhi karo. Tum dabba bhi ulta kar ke dekh sakte ho.”
This is just a thought, Hope may be useful for you.
From India, Mumbai
You are thinking for discipline is OK. But you are in HR Department. You also have to think from the point of view of an employee. Take into consideration following point.
1. Deducting 10% CTC is not small thing. This might cause dissatisfaction among your employees. And may result in high attrition rate in nearby future. You have to study other company’s policy and procedures for the same. It should not become one of the reasons for leaving organization. As a HR you are also responsible for retention of employees.
2. You might find now it is very easy to administrate. But just think, every month you have to calculate and see every employee’s work duration. Had you plan how you will carry out these activities for every month.
3. You can find out those who are regularly indiscipline and take corrective action on them.
This kind of policy may suffer genuine employee also.
And any organization will not bear to leave their honest and sincere employees.
Ultimately,
4. what is your ultimate goal, completion of job or just attendance at workplace without any productive work. Find out there are any other possible ways to achieve that.
Eg .Instead of demotivating employees by this , You can announce a reward or award for most discipline employee on periodic basis. So, it will give motivation to all employees.
Every problem can handle in both ways .
In funniest way I can say Not needed that “ jab ghee sidhe ungaly se na nikle to ungaly tedhi karo. Tum dabba bhi ulta kar ke dekh sakte ho.”
This is just a thought, Hope may be useful for you.
From India, Mumbai
Hi manhr,
Hope you are doing good!!!
I am really happy that, finally I have got a reply for my Posting and this is the very first reply I have got so far from last one year.
Your words are really considerable, And the way you have explained at the final is very true. Thanks for the first reply.
And, Is there any other way, we can really ensure the loss of productivity will be zero. Because, if the employees use the waste time for other assignments, hey can able to give the double productivity.
Please put your views.
Have a good Day.
Thanks,
Aisha.K
Human Resources
From India, Bangalore
Hope you are doing good!!!
I am really happy that, finally I have got a reply for my Posting and this is the very first reply I have got so far from last one year.
Your words are really considerable, And the way you have explained at the final is very true. Thanks for the first reply.
And, Is there any other way, we can really ensure the loss of productivity will be zero. Because, if the employees use the waste time for other assignments, hey can able to give the double productivity.
Please put your views.
Have a good Day.
Thanks,
Aisha.K
Human Resources
From India, Bangalore
Hi guys, Come on, 70 views but only one response. Is it because my description is very lengthy...
From India, Bangalore
From India, Bangalore
Hi Aisha,
It sounds interesting that CTC would be deducted if attendance discipline is not followed.But for productivity to be improving and even attendance discipline,HR should talk to employees as and when required.Let employee enjoy his work,automatically productivity would increase.
From India, Hyderabad
It sounds interesting that CTC would be deducted if attendance discipline is not followed.But for productivity to be improving and even attendance discipline,HR should talk to employees as and when required.Let employee enjoy his work,automatically productivity would increase.
From India, Hyderabad
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