Dear Friends,
Employees’ absence from workplace is a menace and silent killer in Indian industry.Apart from leaves,weekly offs and holidays, it is unplanned absence of employee which hurts the organization in many ways . The problem is much serious but sadly, has not been viewed and addressed with equal gravity. Though the facility of leaves are much valued by employees when it comes to their satisfaction level in terms of employer branding yet very costly to industry when it is coupled with abrupt absence thus leaving the organization in lurch.
Many studies have indicated that about ten percent of payroll costs are linked to unplanned absence globally. In India it is about 15 to 20 %. Cost leakage due to workforce mismanagement is three times higher than that of globally. The reasons of absence have been repeatedly identified but what is not done is how to tame this problem in constructive way because many feel that negative reinforcement through punishment may not bring desired results.
Is it is question of mindset or of work culture or of work ethics which does not allow employee to treat his unplanned absence a sin or guilt committed towards self development and national growth? When an employee after having 52 weekly offs, about 10 holidays and about 30 leaves which comes to about three months off the work in a year in private sector, absents from work in a unscheduled way, then the issue has to be taken up seriously by the organizations to identify the underlying reasons as it lowers the morale of other sincere workforce. In Govt. and PSUs leaves are much more. Does it also indicate our mindset towards work ?
In many Indian organizations managers don’t appreciate the magnitude of this problem. Actually this problem has been more or less accepted as if beyond their control and they have learnt to live with that. It needs greater focus because not only it impacts the financials of the company but also help deteriorating the work culture and discipline of the workplace.
What is required for the managements to take up this issue on priority, invest in training of frontline managers to manage absence carefully and effectively, initiate proactive measures to identify habitual absentees, do their case studies, analyze the issue and enforce constructive discipline. Reforms are difficult than elimination of such persons though may require at some point of time if do not show sign of improvement.
Business manager-HR magazine Nov. 14 cover story is on this theme.
From India, Delhi
181Employees’ absence from workplace is a menace and silent killer in Indian industry.Apart from leaves,weekly offs and holidays, it is unplanned absence of employee which hurts the organization in many ways . The problem is much serious but sadly, has not been viewed and addressed with equal gravity. Though the facility of leaves are much valued by employees when it comes to their satisfaction level in terms of employer branding yet very costly to industry when it is coupled with abrupt absence thus leaving the organization in lurch.
Many studies have indicated that about ten percent of payroll costs are linked to unplanned absence globally. In India it is about 15 to 20 %. Cost leakage due to workforce mismanagement is three times higher than that of globally. The reasons of absence have been repeatedly identified but what is not done is how to tame this problem in constructive way because many feel that negative reinforcement through punishment may not bring desired results.
Is it is question of mindset or of work culture or of work ethics which does not allow employee to treat his unplanned absence a sin or guilt committed towards self development and national growth? When an employee after having 52 weekly offs, about 10 holidays and about 30 leaves which comes to about three months off the work in a year in private sector, absents from work in a unscheduled way, then the issue has to be taken up seriously by the organizations to identify the underlying reasons as it lowers the morale of other sincere workforce. In Govt. and PSUs leaves are much more. Does it also indicate our mindset towards work ?
In many Indian organizations managers don’t appreciate the magnitude of this problem. Actually this problem has been more or less accepted as if beyond their control and they have learnt to live with that. It needs greater focus because not only it impacts the financials of the company but also help deteriorating the work culture and discipline of the workplace.
What is required for the managements to take up this issue on priority, invest in training of frontline managers to manage absence carefully and effectively, initiate proactive measures to identify habitual absentees, do their case studies, analyze the issue and enforce constructive discipline. Reforms are difficult than elimination of such persons though may require at some point of time if do not show sign of improvement.
Business manager-HR magazine Nov. 14 cover story is on this theme.
From India, Delhi
in fact work place absence is the most mistrust on the employee and employer relationship, who is responsible for this menace, Is the Employee? or the Employer? are other factors... in fact the following some ruthless issues are the grass root level problems in work place absence...
1) Employing a relative, friend circle, family friends, family member as employer is the worst case of work place absence...because, their work is being done by some one else, and the person enjoying the treat sitting at somewhere..
2) The employee know how to grease the Manager and put the bunch work load on Ram, Sayeed or Peter he remain greasing the paving for betterment of social life this repeatedly done by others in work place absence...
3) The Festivals of local, there is a policy of taking leave at will for their local festival is the worst of having absence on important days and this has effect severely on other issues..
4) Looking after the Manager for his benefit and others benefit in particular self improvement .. this is the worst grease..
5) Please show me an employee who is committed and want to improve the organisation get the garland unless one knows how to grease and palm the higher officials..
6) This is the menace created by the Manager, by the Organisation and senior officials and they never want to put an end ...
with regards....
From India, Arcot
1) Employing a relative, friend circle, family friends, family member as employer is the worst case of work place absence...because, their work is being done by some one else, and the person enjoying the treat sitting at somewhere..
2) The employee know how to grease the Manager and put the bunch work load on Ram, Sayeed or Peter he remain greasing the paving for betterment of social life this repeatedly done by others in work place absence...
3) The Festivals of local, there is a policy of taking leave at will for their local festival is the worst of having absence on important days and this has effect severely on other issues..
4) Looking after the Manager for his benefit and others benefit in particular self improvement .. this is the worst grease..
5) Please show me an employee who is committed and want to improve the organisation get the garland unless one knows how to grease and palm the higher officials..
6) This is the menace created by the Manager, by the Organisation and senior officials and they never want to put an end ...
with regards....
From India, Arcot
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