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etc. This award could be like: Worker of the month award based on Efficiency. Wage Link: Wages could be directly linked to attendance and their performance at work. Disciplinary awards can be given to workers against whom there are no reports of misconduct. 5. etc. this creates a sense of belonging among the workers towards the company. This response can be discussed with the subordinates openly and they can be placed in their respective departments of work so that their talents and capabilities can be utilized efficiently. the medical certificates must be verified by the management for their authenticity. 8. Conduct Workshops: Identify the chronic absentees and conduct a workshop focusing on their areas of interest in work and their job satisfaction definitions.Attendance Management Programme: The purpose of this programme is to develop a willingness on the part of all the workers to . their importance in the production of the company. 9. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. A quarterly attendance award. Provide Incentives: Giving workers incentives for reduced absenteeism is not the same as rewarding or giving workers bonuses for reduced absenteeism. their family conditions. e. Company as a second home: The management could display the worker s names on the notice boards at the shop floor. Thus. Verification of Medical certificate: It is generally observed that workers take unauthorized leave and then provide a medical certificate. 69 6. The leave then becomes authorized. Job Rotation: Workers must be given different jobs at different shifts so that his job does not become monotonous. wishing them on their birthdays or encouraging them in company s activities like sports. 3..g. 10. repetitive and boring. 7. The general rule of thumb is to reward workers more frequently the younger they are and the more difficult the work is to perform. Training to Supervisors: They must be given training on their behavioral aspects with the workers and they must be given a human oriented approach so that they prove to be good friends of the workers and the working environment becomes pleasant. 2. 11.Disciplinary Action: If all the above measures fail to improve attendance of a worker then strict disciplinary action is the only option against him. their financial losses. Flexi-time can also be allowed within certain limitations. 4. Non Monetary Awards: A notice board could be put up at the shop floor displaying the name of the workmen and his department who is being conferred this award.SUGGESTIONS TO REDUCE ABSENTEEISM 1. Counseling: The Union representatives could visit the houses of the absentee worker and counsel them about the ill effects of their being absent.

This can be done through: Addressing the physical and emotional needs of the workers. repetitive and boring. 8. Verification of Medical certificate: It is generally observed that workers take unauthorized leave and then provide a medical certificate. Provide Incentives: Giving workers incentives for reduced absenteeism is not the same as rewarding or giving workers bonuses for reduced absenteeism. Company as a second home: The management could display the worker s names on the notice boards at the shop floor. 3. The leave then becomes authorized. SUGGESTIONS TO REDUCE ABSENTEEISM 1. Conduct Workshops: Identify the chronic absentees and conduct a workshop focusing on their areas of interest in work and their job satisfaction definitions. wishing them on . Training to Supervisors: They must be given training on their behavioral aspects with the workers and they must be given a human oriented approach so that they prove to be good friends of the workers and the working environment becomes pleasant. This award could be like: Worker of the month award based on Efficiency.attend work regularly and to assist them in motivating their co-workers to attend work regularly.. 69 6.g. Thus. etc. Non Monetary Awards: A notice board could be put up at the shop floor displaying the name of the workmen and his department who is being conferred this award. e. 4. their family conditions. 7. their importance in the production of the company. A quarterly attendance award. the medical certificates must be verified by the management for their authenticity. Flexi-time can also be allowed within certain limitations. Counseling: The Union representatives could visit the houses of the absentee worker and counsel them about the ill effects of their being absent. 2. Disciplinary awards can be given to workers against whom there are no reports of misconduct. Communicating the attendance goals of the organization so employees can understand and identify with them. 5. The general rule of thumb is to reward workers more frequently the younger they are and the more difficult the work is to perform. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. Dealing with cases of excessive absenteeism effectively and fairly so deterrence can occur. Job Rotation: Workers must be given different jobs at different shifts so that his job does not become monotonous. This response can be discussed with the subordinates openly and they can be placed in their respective departments of work so that their talents and capabilities can be utilized efficiently. their financial losses.

Flexi-time can also be allowed within certain limitations. The general rule of thumb is to reward workers more frequently the younger they are and the more difficult the work is to perform. 4. 5. 10. 2. This response can be discussed with the subordinates openly and they can be placed in their respective departments of work so that their talents and capabilities can be utilized efficiently. Conduct Workshops: Identify the chronic absentees and conduct a workshop focusing on their areas of interest in work and their job satisfaction definitions. A quarterly attendance award. Disciplinary awards can be given to workers against whom there are no reports of misconduct. 9.Attendance Management Programme: The purpose of this programme is to develop a willingness on the part of all the workers to attend work regularly and to assist them in motivating their co-workers to attend work regularly. etc. Communicating the attendance goals of the organization so employees can understand and identify with them. repetitive and boring. Dealing with cases of excessive absenteeism effectively and fairly so deterrence can occur. this creates a sense of belonging among the workers towards the company. SUGGESTIONS TO REDUCE ABSENTEEISM 1. 11. 69 6. Verification of Medical certificate: It is generally observed that . Wage Link: Wages could be directly linked to attendance and their performance at work. This can be done through: Addressing the physical and emotional needs of the workers.Disciplinary Action: If all the above measures fail to improve attendance of a worker then strict disciplinary action is the only option against him. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. Non Monetary Awards: A notice board could be put up at the shop floor displaying the name of the workmen and his department who is being conferred this award. Training to Supervisors: They must be given training on their behavioral aspects with the workers and they must be given a human oriented approach so that they prove to be good friends of the workers and the working environment becomes pleasant. Job Rotation: Workers must be given different jobs at different shifts so that his job does not become monotonous. Provide Incentives: Giving workers incentives for reduced absenteeism is not the same as rewarding or giving workers bonuses for reduced absenteeism. 3.their birthdays or encouraging them in company s activities like sports. This award could be like: Worker of the month award based on Efficiency.

Training to Supervisors: They must be given training on their . Wage Link: Wages could be directly linked to attendance and their performance at work. Conduct Workshops: Identify the chronic absentees and conduct a workshop focusing on their areas of interest in work and their job satisfaction definitions. their importance in the production of the company. 11. Provide Incentives: Giving workers incentives for reduced absenteeism is not the same as rewarding or giving workers bonuses for reduced absenteeism. 9. etc. A quarterly attendance award.Attendance Management Programme: The purpose of this programme is to develop a willingness on the part of all the workers to attend work regularly and to assist them in motivating their co-workers to attend work regularly. Non Monetary Awards: A notice board could be put up at the shop floor displaying the name of the workmen and his department who is being conferred this award. SUGGESTIONS TO REDUCE ABSENTEEISM 1. Communicating the attendance goals of the organization so employees can understand and identify with them. The general rule of thumb is to reward workers more frequently the younger they are and the more difficult the work is to perform. their family conditions. wishing them on their birthdays or encouraging them in company s activities like sports. their financial losses. 8. etc. e. Counseling: The Union representatives could visit the houses of the absentee worker and counsel them about the ill effects of their being absent. 2. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. 7.g. Company as a second home: The management could display the worker s names on the notice boards at the shop floor. 3. the medical certificates must be verified by the management for their authenticity. 10. 4. This award could be like: Worker of the month award based on Efficiency. this creates a sense of belonging among the workers towards the company.Disciplinary Action: If all the above measures fail to improve attendance of a worker then strict disciplinary action is the only option against him. Disciplinary awards can be given to workers against whom there are no reports of misconduct..workers take unauthorized leave and then provide a medical certificate. Thus. This response can be discussed with the subordinates openly and they can be placed in their respective departments of work so that their talents and capabilities can be utilized efficiently. Dealing with cases of excessive absenteeism effectively and fairly so deterrence can occur. This can be done through: Addressing the physical and emotional needs of the workers. The leave then becomes authorized.

Provide Incentives: Giving workers incentives for reduced absenteeism is not the same as rewarding or giving workers bonuses for reduced absenteeism.Attendance Management Programme: The purpose of this programme is to develop a willingness on the part of all the workers to attend work regularly and to assist them in motivating their co-workers to attend work regularly. 2.Disciplinary Action: If all the above measures fail to improve attendance of a worker then strict disciplinary action is the only option against him. etc.. Job Rotation: Workers must be given different jobs at different shifts so that his job does not become monotonous. Dealing with cases of excessive absenteeism effectively and fairly so deterrence can occur. Counseling: The Union representatives could visit the houses of the absentee worker and counsel them about the ill effects of their being absent. This award could be like: Worker of the month award based on Efficiency. Wage Link: Wages could be directly linked to attendance and their performance at work. this creates a sense of belonging among the workers towards the company. their family conditions. Verification of Medical certificate: It is generally observed that workers take unauthorized leave and then provide a medical certificate. the medical certificates must be verified by the management for their authenticity. This can be done through: Addressing the physical and emotional needs of the workers. The leave then becomes authorized. . e. their importance in the production of the company. 11. wishing them on their birthdays or encouraging them in company s activities like sports. repetitive and boring. 10.g. their financial losses. 5. The general rule of thumb is to reward workers more frequently the younger they are and the more difficult the work is to perform. 8. Thus. Communicating the attendance goals of the organization so employees can understand and identify with them. Company as a second home: The management could display the worker s names on the notice boards at the shop floor. Flexi-time can also be allowed within certain limitations. Non Monetary Awards: A notice board could be put up at the shop floor displaying the name of the workmen and his department who is being conferred this award. 7.behavioral aspects with the workers and they must be given a human oriented approach so that they prove to be good friends of the workers and the working environment becomes pleasant. SUGGESTIONS TO REDUCE ABSENTEEISM 1. 9. etc. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. 69 6.

Flexi-time can also be allowed within certain limitations.g.Attendance Management Programme: The purpose of this programme is to develop a willingness on the part of all the workers to attend work regularly and to assist them in motivating their co-workers to attend work regularly. Company as a second home: The management could display the worker s names on the notice boards at the shop floor. 3. Verification of Medical certificate: It is generally observed that workers take unauthorized leave and then provide a medical certificate. SUGGESTIONS TO REDUCE ABSENTEEISM 1. wishing them on their birthdays or encouraging them in company s activities like sports. Job Rotation: Workers must be given different jobs at different shifts so that his job does not become monotonous. Dealing with cases of excessive absenteeism effectively and fairly so deterrence can occur. The leave then becomes authorized. Counseling: The Union representatives could visit the houses of the absentee worker and counsel them about the ill effects of their being absent. 8. their family conditions.A quarterly attendance award. this creates a sense of belonging among the workers towards the company. 10. the medical certificates must be verified by the management for their authenticity. This response can be discussed with the subordinates openly and they can be placed in their respective departments of work so that their talents and capabilities can be utilized efficiently. their financial losses. 7. Thus. This can be done through: Addressing the physical and emotional needs of the workers. repetitive and boring. Wage Link: Wages could be directly linked to attendance and their performance at work. etc. Communicating the attendance goals of the organization so employees can understand and identify with them. Disciplinary awards can be given to workers against whom there are no reports of misconduct.. 69 6. Provide Incentives: Giving workers incentives for reduced . 9.Disciplinary Action: If all the above measures fail to improve attendance of a worker then strict disciplinary action is the only option against him. 11. their importance in the production of the company. 4. Training to Supervisors: They must be given training on their behavioral aspects with the workers and they must be given a human oriented approach so that they prove to be good friends of the workers and the working environment becomes pleasant. etc. e. Conduct Workshops: Identify the chronic absentees and conduct a workshop focusing on their areas of interest in work and their job satisfaction definitions. 5.

Verification of Medical certificate: It is generally observed that workers take unauthorized leave and then provide a medical certificate. Thus. their importance in the production of the company. e.Disciplinary Action: If all the above measures fail to improve attendance of a worker then strict disciplinary action is the only option against him. this creates a sense of belonging among the workers towards the company. 4. Job Rotation: Workers must be given different jobs at different shifts so that his job does not become monotonous. 69 6. 3. Flexi-time can also be allowed within certain limitations. The general rule of thumb is to reward workers more frequently the younger they are and the more difficult the work is to perform. 5. 8.Attendance Management Programme: The purpose of this programme is to develop a willingness on the part of all the workers to attend work regularly and to assist them in motivating their co-workers to attend work regularly. This award could be like: Worker of the month award based on Efficiency. An incentive provides an employee with a boost to their motivation to avoid unnecessary absenteeism. This can be done through: Addressing the physical and emotional needs of the workers. 9. Counseling: The Union representatives could visit the houses of the absentee worker and counsel them about the ill effects of their being absent. repetitive and boring. Training to Supervisors: They must be given training on their behavioral aspects with the workers and they must be given a human oriented approach so that they prove to be good friends of the workers and the working environment becomes pleasant. etc. Non Monetary Awards: A notice board could be put up at the shop floor displaying the name of the workmen and his department who is being conferred this award. Disciplinary awards can be given to workers against whom there are no reports of misconduct. their financial losses. wishing them on their birthdays or encouraging them in company s activities like sports. Conduct Workshops: Identify the chronic absentees and conduct a workshop focusing on their areas of interest in work and their job satisfaction definitions. Company as a second home: The management could display the worker s names on the notice boards at the shop floor. the medical certificates must be verified by the management for their authenticity. etc. The leave then becomes authorized. their family conditions. 11.g. 10. . Wage Link: Wages could be directly linked to attendance and their performance at work. This response can be discussed with the subordinates openly and they can be placed in their respective departments of work so that their talents and capabilities can be utilized efficiently. A quarterly attendance award.. 7. 2.absenteeism is not the same as rewarding or giving workers bonuses for reduced absenteeism.

Dealing with cases of excessive absenteeism effectively and fairly so deterrence can occur. .Communicating the attendance goals of the organization so employees can understand and identify with them.

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