3RAI Activity 1 and 2 Emma Wilkins

ONO is a large auto-supply company that does a large volume of business with only eleven employees. Absenteeism seems to have increased over the last two years and has had a significant effect on ONO. The information in the text shows that ONO had lost 539 employee labor-hours or 67.375 days to employee absenteeism last year. Because there are only eleven employees, this equals out to 6.125 missed days per employee. This is actually less than the United States average of seven missed days per year. Is absenteeism at ONO a serious problem? Whether or not a serious problem, the data from ONO, Inc. suggests there is enough to warrant an investigation and a new strategy to minimize absenteeism. As

The data I propose to collect would be current attendance records, training completion results, current stats and IT ticket entries. I would align current attendance records with current stats and training competition results to see if there is any correlation between employees who are frequently absent and determine how much of an effective employee they are. If an employee is frequently absent, there is a high percentage that they are missing important information and training sessions that would assist them in being a more effective employee. An associate could be a great asset to an organization, however their presence is needed for them to have an impact on the organization. Comparing the training completion results to current stats can show reveal if this is accurate or not.

Another point, I noted that the sick calls remained steady and did not change. In my opinion, there should have been decreased sick calls but the study did not indicate clearly about the reasons for sick calls. Thus couple things come in my mind, did sick calls come from the same staff for the previous years? Did they have social problems or were seasonal sick

As a manager in a Contact Centre, unplanned absence causes issues. I have collected the absence data across the four departments within the Contact Centre for the same time period in 2011 and 2012. (January – September)

findings for the effects of different factors on the no-show rates can be used for the prediction of the no-show rate.

The purpose of this report is to discuss and analyse the significant rise in absenteeism at the Manila, Philippines branch. The Manila branch is significant to Moda as it is a major product manufacturer and distributor. The output of the branch is crucial to supplying demand for Moda’s products to the global market and therefore it is imperative that this issue is addressed directly to avoid further complications. Furthermore, it will examine the planning and controlling managerial functions that are currently in place at the Manila branch and provide recommendations in order to effectively address this issue.

Absenteeism can be defined as voluntary nonattendance at work without a valid reason, however it can also be defined as any failure to report for or remain at work as scheduled, regardless of reason with the exception of vacation, personal leave, and jury-duty leave (Cascio et al., 2011). Nevertheless, unscheduled absences with or without a valid reason is disruptive and costly to the company since work is done less efficiently by another employee or is not completed at all. Consequently, employees that are present for work are overworked, which decreases their productivity and morale. Understanding the correlation between how many absences are caused by health issues can determine if an effective wellness program can influence and reduce absenteeism.

This paper is going to focus on the main factors that cause and influence absenteeism within female staff specifically within Not Well Women ltd and how this compares to male staff. The review of this literature in this paper leads to two research questions (1) what factors cause the greatest amount of absenteeism of female workers? (2) What factors seems to cause the decreased amount of absenteeism for male workers?

Human Resource Management - Case Study BM701DL Buckinghamshire New University Module Title: Human Resources Management Module Code: BM701DL Student ID No: 21125373 Dissertation Title: Case Study of Hi-Tec International Module Co-ordinator / Tutor: Dorothy Smith Word Count: 2659

Attending participants at the management development seminar identified their organizational problems were the result of absenteeism, turnover and poor workmanship (Leslie W.Rue, 2009). Managers where diverse in their perspective fields and included all levels of management. Employee absenteeism can have a negative effect on an organization’s productivity and revenue. The Society for Human Resource Management (SHRM) conducted a study on the “Total Financial Impact of Employee Absences Survey” (ALEXANDRIA, 2014). The findings of the survey indicated an average productivity loss of 35.6 percent along with additional cost created in relation to employee absence. A low employee turnover rate is another factor that can be detrimental to an

“ABSENTEEISM” is one of the great disasters faced by all the organizations in this modernized world which results in turnover. So the firm has to reinvest so many amounts. People not only used to leave the organizations due to the personal reasons, the main reason is all about the industrial environmental factors “ABSENTEEISM” not only indicates the physical presence it starts with the “Mental absence” of an individual so the firm has to take this as a important issue before initiating any remedial actions through that and along with the participative management. There are so many factors that influence employees to take leave. This study ensures that it will reveal a clear good result for the absence. To avoid this problem, necessary steps should be taken and this also helps the management to know about the employee’s basic needs which are not fulfilled and what the employee’s expectation.

The diversity and nature of organisations means that there is no optimum or standard level of acceptable workplace absence that is applicable. Each organisation is best placed to determine when workplace absence rates require investigation and management. If an organisations thinks that there is a problem, then it is worth investigating. It is important that an organisation looks for trends and patterns. An acceptable average absence rate may mask trends and patterns in certain divisions or individuals.

The objective of the research was making out how absence affects each business unit; evaluate employee absenteeism from different business units, and determine how they turn up in different shift patterns in 2004. The research highlights the various levels of absenteeism levels, determine the causes of the absence in each business unit as perceived by the different management units. In a distinct discussion, xxx restate his research purposes identifying how the rate of absenteeism affects the organization in differing ways. In xxx perception, categorizing the causes of absenteeism and proposing

While the older people are not able to withstand the strenuous nature of the work. c. The rate of absenteeism varies from department to department within a unit. As the size of the group increases, the rate of absenteeism goes up. This difference in the rate of absenteeism is believed to be due to the peculiar style and practices of management, the composition of the laborer force and the culture of the organization. d. The percentage of absenteeism is generally higher in the day shifts. e. The percentage of absenteeism is much higher in coal and mining industries than in organized industries f. Absenteeism in India is seasonal in character. g. It is the highest during March-April-may, when a land has to be prepared for monsoon saving, and also in the harvest season, when the rate goes as high as 40 percent.

* 2. Employees Absenteeism SCOPE OF THE STUDY: The development of any organization depends on the regularity of employees. The study is