AboutJim Dromsky Expertise I can answer questions relating to Management/Executive recruitment, retention and development. How to's relating to Organizational Development, Training, Succession planning, Management assessment and when to go outside instead of promoting from within. Additionally, questions on performance based compensation incentives, employment law, harassment, etc.
Experience James Dromsky is Founder and CEO of Orion Consulting, Inc. During his twenty-five year career he has conducted and managed Executive Search and Human Resources consulting engagements in the Consumer Products, Electronics/Computer, Financial Services, Information Services, Chemical, Pharmaceutical, Transportation and DOD related industries. Prior to founding Orion Consulting, Inc., Mr. Dromsky functioned as Engagement Manager and Consultant for regional and national Search and Consulting Firms. He has successfully completed Search assignments for positions including President, General Manager, Vice President Operations, Vice President Finance/CFO, Vice President Marketing/Sales, Vice President Manufacturing, Vice President Engineering, Vice President R&D, Vice President Human Resources as well as Managerial, Supervisory and Professional Direct Contributor positions in all functional areas.
As President of Orion Consulting for the past 23 years, Mr. Dromsky is directly involved in and responsible for all Search and Consulting engagements. These engagements have ranged on the Search side from a single top management assignment for a start-up firm to a 75 hire multi-year reconstruction of a major appliance manufacturing concern. The Consulting engagements have ranged in scope from individual assignments such as a targeted salary survey; development and implementation of database applications for a H.R. Information System in the consulting industry; design and growth of a software development team for the information services arena to the conceptualization and installation of a complete corporate Human Resources function.
Mr. Dromsky received his education in Biology and Chemistry from Rutgers, the state university of New Jersey. In addition, he has taken graduate course work at the same university in the area of Business and Marketing. Mr. Dromsky served in the U.S. Navy, which included a tour of duty in Southeast Asia.
Education/Credentials Mr. Dromsky received his education in Biology and Chemistry from Rutgers, the state university of New Jersey. In addition, he has taken graduate course work at the same university in the area of Business and Marketing. Mr. Dromsky served in the U.S. Navy, which included a tour of duty in Southeast Asia.
Past/Present Clients Client list furnished upon request
Our employees have been with us for a very long time and they are used to coming late. Our office timings are 9.30 to 5.30. Earlier, timings were 9 to 5, but due to this late coming problem, we had to change it to 9.30 to 5.30.
But, still employees come late by half an hour. We tried many things like deducting salaries etc. But nothing worked.
There was no HR and I have been, recently, hired to solve these issues. I advised my CEO that we should design a proper performance appraisal system and target employees on monthly basis. Before I joined the organization, the CEO set saturday as a full working day from half. Do you think it will work?
I think, it will force employees to come still late.
It is a shipping company and there are some employees from operations department who need to do late sitting, so they come late next day.
Some employees need to go to port in morning and they get back to office very late with the reason that it was too busy time at the port. How can we track them?
Please suggest.
Regards,
Ahmed
Answer Ahmed:
As you have concluded, this is not an easy task overcoming a long period of laxness as it relates to tardiness. First, are these people skilled or unskilled workers? Would any or all of them be easily replaced?
Since noises have been made in the past with no action being taken for non compliance you have to create a policy and stick to it. Meet with the employees explain why it is critical to be on time and the policy. Set a date for implementation with 3 steps. Warning with time docking, suspension i.e. unpaid day or days off, then termination. There is no EASY solution.
Hope this helps.
Let me know what you do.
Jim
