Late attendance Project Proposal
Today it stands as a well reputed Group Enterprise bound with a common set of values and continues to be driven towards excellence, both in terms of solutions and customer service with 130 Permanent staff and 156 Casual staff. To achieve their objective by developing their workforce to be the most customer oriented team in the country, with mother company “BBC Telecommunication” which established in 1982 ,also company has 7 Regional offices and 11 Sub offices Island wide. Company Vision To Become Pioneer in High Efficiency Service Provider for Telecoms Industry. Company Mission In keeping with the commitment to continuous improvement of our Engineering services, to deliver cost effective quality services expected by customer. Employee Attendance Attendance is critical in any company and it can wreak havoc in your workplace.
Poor attendance saps employee morale, costs employers overtime expenses, breaks down communication, and reduces employee engagement. Poor attendance takes supervisory time and attention and often results in disciplinary action. Handling employee attendance problems properly will help to avoid these issues and lead the team effectively. Employee attendance is a key variable in company performance and company’s profitability. Each company has its own HRS Manual and it is on the discretion of Management to design and implement policies as per the nature of business, skills of employees, influence of environment and the product/service that s being offered.
As the employee working hours is closely linked with employee performance and company’s profitability, policies have to be aligned with the organizational objectives to run the business keeping in view the vision of the company. This study investigates the employee attendance in BBC Telecommunication Company as the current rate of late attendees are high and is affecting directly to the employee performance. Late attendance at work can be defined as a limitation to report on time and remain at work as per schedule. Punctuality is essential to ensure optimal productivity and customer service. If an employee didn’t report to work on time it will cause a lot of escalating problems among work staff. Most of the time projects are not being completed before given dead line. There are many pitfalls that can delay a project.
But in BBC Company, main reason is because the assigned team is not delivering on time. Late attendance has caused issues on team collaboration and due to this reasons there are delays in completion of projects on frequent basis. This causes to company to renegotiate delivery date with clients which as caused many issues with the client. This delay can grow on a daily basis and every time the company has to re- negotiate the delivery date. At BBC Telecommunication Company Preliminary investigation suggest most late attendees comprises of technical officers. The goal is to identify the key causes for late attendance as the employer and employee both need to realize reasons to rectify the root of the problem.
Study will be focusing on technical officers and 40% of pupils from that portion will be subjected to the investigation. A Researcher theory of this study to identify key factors for the late attendance and it impact on employee performance. Practical Relevance of the Study As an HRS student, an investigation on late attendance on BBC Telecommunication company is an opportunity to learn the things that does not happen during traditional coursework. Classroom knowledge can be reinforced and more completely assimilated when applying that knowledge in a real scenario. Moreover, establishing a relationship with a the mentor that is assigned by IMP is another big advantage because, I will be able to benefit from the wisdom, knowledge and experience of the mentor.
This study of late attendance in BBC Telecommunication Company highly undertaking are always delay started and not handed over to the client before the dead line, putting the company at high risk as the there are many competitors. It’s becoming the norm to be late to work as there is no a defined rule or policies. Employees are rationalizing the matter as late comers are only excused, not punished or given any kind of warnings for past years, and even most of the time their superiors are late. Reporting managers cannot be held responsible and it must be a collaborative effort of both employees and employer to see the change and progress. These days sole company or brand name is Just not enough even if the company has been established for a long time and was the market leader in its field of expertise. Company has to show promising results to survive in the market.
Therefore higher management can no longer ignore the matter and late attendance of employees should be made a priority and handled carefully as it is a sensitive matter, to positively impact to company’s future. This study provides a platform for any employer, managing employee or HRS executives who is willing to address the same sue in any organization as it will provide information and qualitative study analysis on employee attendance as well as the needs of employees who are subjected to the investigation from their perspective. Hopefully it will inspire policymakers to at least start to address and consider reforming attendance policies, rules and allocate funding for required log systems or award programs for employees.
Objective of the Research There are two types’ objectives; General objectives Specifics objectives General objectives; To Identify the factors for late attendance and it impact on employee performance. Specifics objectives; To Identify the factors affecting for late attendance To Identify the relationship between late attendance and employee performance To Recommend solutions to reduce late attendance and improve employee performance Literature Review Late attendance is a failure to report and remain at work as per schedule, meaning late arrival at work (Hallelujahs Bin Abdul Hails, 2011, p. 1). The definition of late frequency and duration. Alimentary lateness represents factors beyond the control of the individual.
Voluntary lateness reflects a conscious choice by the employee attend ate to work because of reasons that are within his or her control. The distinction between the two components is often whether the employee had an approved excuse for being late. We are skeptical about labels such as and”involuntary’ … Because those attributions can be made only on solid estimates of the proportions of observed variance due to latent voluntary or involuntary factors’ (Mortician and Harrison, 1993, p. 264). Employees are expected to be late as needed due to illness, maintain work/life balance, and manage their health and other personal needs. But when a pattern of late attendance results in lost productivity, increased administrative burdens, and lowered employee morale.
It may also necessitate work reassignment, cause service delivery delays, increase overtime costs, and reduce the quality and quantity of services provided. Employee performance is whether a person performs their Job well. Performance is directly related to the availability for work, including reliability and dependability of an employee. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes employee performance as an individual level variable, or something a single person does. This differentiates it from more encompassing constructs such as organizational performance or national performance which are higher level variables. Besides individual characteristics, the working conditions or characteristics also has influence.
A basic psychological support for significance of such factors can be found in the aspect that when people enjoy what they are doing or if it matches their needs, they will exert more effort in order to meet the commitments, in this case attendance punctuality at work. Price and Mueller (1981) describe Job satisfaction as the overall degree to which employees eke their Jobs. Employees working at higher functions behave differently with respect to the attendance punctuality. Employees with a higher Job status are assumed to be absent less than employees with a lower status. Reasons for this relationship are that employees with a higher status often have more responsibilities and work in less hazardous conditions. Lower measured sickness absence is associated with occupations having a higher degree of responsibility at work (Barmy, Recreation and Treble, 2002). Stormed and Afar (2010) support this statement.
Steers and Rhodes 1978) discuss the possibility that the more challenging nature of higher Job level leads to higher Job satisfaction, which, in turn, leads to good attendance punctuality. Kenyon and Adkins (1989) provided two possible explanations for the negative relationship. They explained that employees with a higher status are less likely to receive severe injuries because of less hazardous Jobs and that these employees are better able to schedule their working hours, they have greater flexibility. For the purpose of this study this literature review will discuss what is late attendance and analyze key causes. Amazingly, little research focuses on employee attendance and even fewer studies explore how employees and employer can cooperate to work together towards a solution.
Cortile and Smith, (1995) state that “Despite the long history of concern over student attendance, the issue has received relatively little attention from educational researchers”. In BBC Company, past attendance records were not properly logged or maintained. Under my research I will try to log daily attendance accurately with the help of a relevant officer. As most of the imposes are not used to log their attendance ropey, they might show opposition with the new proposed procedure and refuse to collaborate or show lack of interest towards the research. In the case of confidentiality, the company may not agree to share their attendance statistics of the employees or will provide falsified data. During my investigation, as I’m focusing on only a portion of the staff, attendance will be logged under my supervision.
Methodology Conceptual frame work Research hypotheses Work Stress HOI -There is no relationship between Stress and Employee performances of the BBC telecommunication company Technical Officers Hal – There is a relationship between Stress and Employee performances of the BBC telecommunication company Technical Officers HUH – There is no relationship between Work Targets and Employee performances of the BBC telecommunication company Technical Officers Ha – There is a relationship between Work Targets and Employee performances of the BBC telecommunication company Technical Officers Family Issues HUH – There is no relationship between Family Issues and Employee performances of the BBC telecommunication company Technical Officers Ha – There is a relationship between Family Issues and Employee performances of the BBC
Distance to Work HUH – There is no relationship between Distance to Work and Employee performance of the BBC telecommunication company Technical Officers Ha- There is a relationship between Distance to Work and Employee performances of the BBC Population The organization total population size is 289 employees. Out of that here I’m only considering 100 technical officers for the investigation. That is sample population. Research sample size is only 40 technical officers. Sample and Sampling Techniques Under this research a sample of 40 employees will be selected. Sample Population : Sample Size: n = 40 So that there is 100 technical officers in BBC Telecommunication Company. That’s called the population of the research study. This research study will be conducted by through the Simple Random Sampling Technique. Source and the Methods of data collection There are two types of Data collection methods.
Those are; Primary data collection methods Secondary data collection methods Primary Data collection To analyze research objective, employee’s group discussion, management discussion, observation and also structured questionnaire will be used as a primary data. Questionnaires (sample size-40). Interviews To analyze research objective employee’s performance appraisal forms within past 4 years, Company profiles, worksheets and Record books will be used as a secondary data. Data Analysis and Presentation Techniques Data Analysis Mean The mean of a set of observations is their average. The using of mean analysis will show how much time will an employee spends on the job and its impact on overall performance. Variance The variance is a numerical value used to indicate how widely individuals in a group vary.
Standard deviation Standard deviation (represented by the symbol sigma, o) shows how much variation r “dispersion” exists from the average (mean, or expected value). A low standard deviation indicates that the data points tend to be very close to the mean; high standard deviation indicates that the data points are spread out over a large range of values. Data Presentation Evaluated Data presented by using tables, histograms, charts and graphs and statistical measures will be used for analyze the late attendance & its impact to employee performance. Activities September October November December 2 3 4 Submission of Research Proposal Conduct brief discussion at the Company Preparation of questionnaire