Respected Seniors, I am working with a manufacturing unit consisting 850 employees approx. I am facing a problem that recently joined workers leave very frequently, although the older ones do not leave so frequently. I had conducted a survey last year and analyzed that older workers prefer to work with us because our salary distribution date is fixed and we never exceed beyond 7th of each month.
My problem is with the new workers who leave the job within one month of joining and also their is high rate of absenteeism among all the workers.
We are paying minimum wages as per the law to all our workers.
I made a study recently on the workers left since January 2014 till date and it showed that out of 257 left, 60 left within first fifteen days of joining, 50 were terminated due to absenteeism, 5 terminated due to misconduct, 27 left due to personal reason, 6 started their own business, 5 joined somewhere else and 75 left without information and rest due to misc. reasons
Please guide me how can I check this and promote retention among my manpower. This is highly urgent for me.
From India, New Delhi
1My problem is with the new workers who leave the job within one month of joining and also their is high rate of absenteeism among all the workers.
We are paying minimum wages as per the law to all our workers.
I made a study recently on the workers left since January 2014 till date and it showed that out of 257 left, 60 left within first fifteen days of joining, 50 were terminated due to absenteeism, 5 terminated due to misconduct, 27 left due to personal reason, 6 started their own business, 5 joined somewhere else and 75 left without information and rest due to misc. reasons
Please guide me how can I check this and promote retention among my manpower. This is highly urgent for me.
From India, New Delhi
You have not said what type of manufactory is yours. A note of self-satisfaction is seen in your statement regarding payment of minimum wages and disbursement of the same within the stipulated date and these are the reasons found in your 'survey' for the old guys sticking to your company. Since the commencement of the year, about 30% of the workforce left the company and the percentage mostly comprises of the recently-joined employees. I think yours should be a labour-intensive industry requiring unskilled workmen in large numbers that too on casual basis. In my experience, I have found that abundence of unskilled labour force available in industrially concentrated places and they prefer to work in companies where apart from minimum wages and continuity of employment through out the year, more overtime work and subsidised canteen facilities are available. So ascertain the wages and other benefits given to workmen in similar industries in your area and suggest to your management slightly higher wages and reasonable over time work or productivity-linked incentive scheme coupled with better and subsidised canteen facilities. Instill the hope that they would be made permanent in due course depending on their continued attendence.
From India, Salem
From India, Salem
Respected Sir,
Thanks for your valuable views and i will try to execute the same.
We are into 100% export business along with manufacturing. One more reason i guess can be our disciplinary part. In our unit PPE usage and wearing shoes are compulsory, chewing tobacco in any form, Cigarette smoking and bringing mobile in factory premises are not allowed, as per the requirement of our International clients. Social compliance is followed . Reason for longer stability of older workers can be that they do not prefer to take risk at this stage of life. We are taking all the employees on permanent role from the very first day. Workers are allowed to take leaves but with prior information except if there is some emergency. We pay attendance bonus per month 100% attendance with no late coming.
We have a canteen where workers can sit and have lunch brought by them from home, we do not provide food in canteen. Recently I have started a new questionnaire to be filled by the worker at the time of joining, so that they get selected for the right job relevent to their previous experience. It is true that maximum labour we appoint are of unskilled category. Also we have started induction programe from this month. Induction Feedback form and Feedback questionnaire after one week and after month month of joning are also intrduced so that we can keep track on the worker's performance.
I invite more suggestions from the seniors to improve the system.
Regards,
attribution https://www.citehr.com/468268-why-do...#ixzz34tYonvo0
From India, New Delhi
Thanks for your valuable views and i will try to execute the same.
We are into 100% export business along with manufacturing. One more reason i guess can be our disciplinary part. In our unit PPE usage and wearing shoes are compulsory, chewing tobacco in any form, Cigarette smoking and bringing mobile in factory premises are not allowed, as per the requirement of our International clients. Social compliance is followed . Reason for longer stability of older workers can be that they do not prefer to take risk at this stage of life. We are taking all the employees on permanent role from the very first day. Workers are allowed to take leaves but with prior information except if there is some emergency. We pay attendance bonus per month 100% attendance with no late coming.
We have a canteen where workers can sit and have lunch brought by them from home, we do not provide food in canteen. Recently I have started a new questionnaire to be filled by the worker at the time of joining, so that they get selected for the right job relevent to their previous experience. It is true that maximum labour we appoint are of unskilled category. Also we have started induction programe from this month. Induction Feedback form and Feedback questionnaire after one week and after month month of joning are also intrduced so that we can keep track on the worker's performance.
I invite more suggestions from the seniors to improve the system.
Regards,
attribution https://www.citehr.com/468268-why-do...#ixzz34tYonvo0
From India, New Delhi
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee-retent ion-plan_1__185 .pdf
Retention of Employees.doc
A Magic of Retention of Employees -2.ppt