A garment manufacturing facility with 3200 employees encountered an issue. Their abstinence rate has grown to 13.5 percent. This is excessive when compared to the industry norm. The fundamental issue is that the factory’s capacity is severely impacted. They were struggling to meet deadlines. The management felt helpless in the face of the unpredictability of the SMV, which may be created at any time. They came to me for assistance.

I submitted my action plan to management. I planned to speak with all of the staff for 1.5 hours. This is not possible, said the operations management. I estimated and demonstrated the capacity increase that would be realized once the project was done, and they agreed to release personnel line by line for 1.5 hours so that I could talk with them.

My speech began with a movie clip from the then-popular Hindi film “Chalthe Chalte,” as well as madea and argulemtn. This movie clip was incredibly inspirational, and the girls were sobbing at the conclusion. Took advantage of the emptional condition of manufacturing employees and made a very thorough case on the necessity for joint responsibility, pointing out that the corporation always fulfills their part. We reached an agreement on two points. 1. everyone will control the absenteeism and notify the supervisor ahead of time; 2. if someone is unable to manage it, we will meet at the training room the next day when they arrive at work to talk and assist each other manage future avoidance.

This cause of action reduced the absanteesm to 6%, even though the target was 5%, the management was happy to accept the project as a success.

In order for me to complete this proejct, it was vital for me to understand the dynamics of the work force and techniques to convay an impactful message to people, called elaboration likelihood model”. The movie clip served me two purposes, all workers came to the session willingly, it brought the workers to an emotional stance, that I could change them to

The secret to this initiative’s success is first convincing individuals to attend to the session willingly. They actually came to see Chalthe Chalthe ” despite the fact that it is a brief part This was a really emotional moment “Workers began to discuss it. Second, the proper argument was offered, as well as the right tone in which it was delivered. The fight began with what happened in the video clip, which was near to their hearts at the moment. The discussion then moved to the corporate level and the mutual obligation of completing the duties. Third, there is the minor control measure of attending a discussion to correct the failure of not being able to manage absanteeism.

Another factor that counts to HR professionals is how I persuade Operations management to release the personnel for 1.5 hours. Consider this: 1.5 houts divided by 3200 is 1600 productive houts. No operations manager will allow this many hours to be designated as lost time and given to the HR department to use. I was able to persuade management by applying the absanteesm rate to the factory’s capacity calculation and demonstrating the economic worth of the cost, i.e. 1600 hours, as well as the benefit from lowering the absanteesm and increasing yearly revenue. This was enough to persuade the operations management.