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Six Sigma Project on absenteesim

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Viewing 12 posts - 1 through 12 (of 12 total)
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  • #52465

    Ajit Koul
    Participant

    Hi,
    I am pursuing GB training and i am planning to the proejct on Unplanned absenteeism. I am working as and Asst.Manager opearations in a leading BPO. If anyone could help me with the how to go about this project.
    Regards,
    Ajit
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    #184556

    Mikel
    Member

    Perhaps you could ask people why they don’t come to work.

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    #184559

    Punit
    Participant

    You need to quantify the problem first. For example,
    what percentage of absenteeism is unplanned? Then
    identify the reasons for that. Then do a pareto on the
    reasons on that data. Make sure you’ve defined the
    period of your data collection and the defined the
    metric.
    Once you’ve the identified reasons, you can do a root
    cause analysis or ask 5Ys.

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    #184560

    Mikel
    Member

    Look this ain’t rocket science. Have a policy on absenteeism
    that your company can live with, staff accordingly, and fire
    violators. This is not a SS project.

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    #184562

    Bassem Attia
    Participant

    The Key word is to go for the employee satisfaction results in the last quarter, as it has a dramatice effect on thier loyalty to the job.. consider all the previous and try to build a good team spirit and you see a good improvement.

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    #184563

    Bassem Attia
    Participant

    The Key word is to go for the employee satisfaction results in the last quarter, as it has a dramatice effect on thier loyalty to the job.. consider all the previous and try to build a good team spirit and you see a good improvement.

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    #184565

    Ashish
    Participant

    I would rather agree with Punit, you should have some system in place to capture all the reasons of unplanned absenteesim, those all would be your probable Xs. Then you can also plan for brainstorming sessions with your employees and with their supervisor, to understand the actual problem and reason, why they take unplanned leaves. Then you should segregate them between controllable and uncontrollable causes and find out “Vital Few” to work on first….
    Most of the time youย may not directly change your company policies. We need to see that without changing the policies or without dissatisfying our internal employees, how we can improve on this..:)
    Thanks
    Ashish

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    #184566

    Dixit
    Member

    Hi,
    In our company we have changed our policy by linking Rs 1500 /- towards absenteesim with 2 conditions
    1 Condition – if an Agent absents for 1 Day he loses Rs 750 /-
    2 Condition – If an Agent absents for 2 Days he loses Rs 1500 /-
    By doing so, our absenteesim rate came down to 1% from 12% within a month..
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    #184567

    Dixit
    Member

    Hi,
    In our company we have changed our policy by linking Rs 1500 /- towards absenteesim with 2 conditions
    1 Condition – if an Agent absents for 1 Day he loses Rs 750 /-
    2 Condition – If an Agent absents for 2 Days he loses Rs 1500 /-
    By doing so, our absenteesim rate came down to 1% from 12% within a month..
    ย 
    ย 

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    #184574

    JennH
    Participant

    Stan,
    You make it sound so easy to just fire someone for violating attendance policy however in the company I work for, it is a tedious process to have someone removed just for absenteeism. It is a very long process. It’s best to just get to the root cause of what’s causing people to miss work and work WITH them, not against them. Some outsourcing companies are actually penalized for their headcount not being at adequate staffing levels. Something else to take into consideration is this simple method you suggest is not applicable in all countries. The company I work for there have been numerous LSS projects around absenteeism and all have had a positive r.o.i.

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    #184578

    GB
    Participant

    Right on, Stan. It’s like legislation…Don’t muck it up with more…just enforce what is on the books.

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    #184595

    Mikel
    Member

    Wow, what a waste of resources.Multiple projects? I can hear the discussions now – “let’s have Jenn
    run the project this year because she fixed the problem so well last
    year”.Root cause in your company – employees know management are
    weenies. Step up and take the heat. Tell people they have to come to work if
    they want to participate in discussions of quality of work life.

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