Absenteeism in an Organization

Running head: HRM
HRM
Name of the student:
Name of the University:
Author Note:

HRM1
Some organisations have extremely high levels of absence. Why is it important to
proactively manage this?
Absenteeism in an organisation has a far reaching effect. This is due to the fact that
human resource is the most important asset that a company can process. It is the human resource
which manage the marketing sales advertisement Finance manufacturing and service
departments. When a company is not being able to meet the demands of the employees it faces
absenteeism which ultimately points out how affect the policies are to motivate the workforce.
Absence of employees in and workforce can point out two-way factors that include inability of
the company in one hand and habitual absenteeism from the part of the employees (Soliman et
al. 2017).
Absenteeism is intentional or habit Jewel absence from work while the employer’s expert
their workers to miss a certain number of worked is every year excessive absences equal to
decrease productivity. This can have major impact on the finances of company and morale. The
absenteeism of employees from a workplace can lead to face lost productivity in which the
employers feel pressure to meet the demands of the customer or the market there are different
reasons of absenteeism in the workplace which include harassment, stress illness,
disengagement, depression, injuries, job hunting partial shapes and child care or elder care
(Saruan et al. 2019). People miss work for these reasons and many of these are legitimate and
others less. in an workplace if an employee feel unsecured and face harassment then in order to
avoid the situation he or she chooses to stay back from going to work. The motivation level
therefore gets reduced and the employees do not feel attached with their organisation. in addition
to this when the employees feel that their work pressure is not supportive or acceptable
according to their capability and exceeding their skills then and they feel stressed this situation

HRM2
can be managed for few days but when this takes place for a long period of time the patience of
the employees get decreased and they search for other similar jobs with less stress. Along with
the issues associated with the companies the employees also may be responsible for absenteeism.
It can be their illness and disengagement with their jobs they may be injured and not be confident
with their works (Evans-Lacko and Knapp 2016).
In managing absence the management of the companies taking various initiatives. The following
steps can help the managers to deal with employee absenteeism.
 Creating employee attendance policy
 enforcing attendance policy consistently
 keeping track of employee absences
 addressing unscheduled absences immediately
 discovering the causes
 rewarding good behaviour
 Frequent work interviews
 Increasing communication with employees
 Employee assistance program
Employee absenteeism may be a difficult parts to address when it becomes a habit and
accepted by the team the management cannot force the employees to be present to work on
time but instead of allowing it to affect the productivity of the farm they can bring changes in
certain policies.
Creating employee attendance policy can give a fair understanding of what exactly is
taking place in the organisation. It clarifies the scenario and point out the Tenancy of the
employees to stay away from the work. The official attendance policy make Expectations of
disciplinary action and work behaviour clear to all the team members (Magee et al. 2017).
Unscheduled absence, schedule absence and tardiness can be understood on which the
management can take the next step to the employee. New attendance policy can make the

HRM3
disciplined employees motivated and others alert so that they can play their role in the
organisation in a proper way. A habit of absenteeism is not developed overnight therefore the
tendency of the employees who take frequent leaves can be understood. The problems from
both the end can therefore come forward. The accepted behaviour of absenteeism reduces
employee model and those who are disciplined cannot feel the value. These people are
motivated if there is no punitive measure taken from the end of the management.
Every time an absence arises the management must make note of it so that they can use it as
employee performance tool. Based on these the management can strategize the reward policy and
find out if there is a serious reason for employee absenteeism. This gives a perfect understanding
whether there is any incident of bullying for harassment is taking place. This can include power
conflict within a team framework. The management must address and Schedule absence
immediately. This can help the management to identify whether there are other things outside the
work impacting the attendance of the employee and leading them to have excessive amount of
absences. Demotivation comes from competition like in case the employees perceive that there is
an importance differences present in their level of effort and that of their fellow co-workers they
will be bringing out equality of effort for each and every one. They keep on adjusting up and
down their performance and take measures for adjusting the level of their subordinates.
Similarly, the relative reward for the efforts are also monitored these messages for the managers
are seen to be rewarded on the equitable and fair basis and the inequalities are adjusted.
Finally it can be said that the management which is facing issues of absenteeism among the
human workforce Mast find out the causes and not just the symptom. This can be habit of the
employees but there can be injuries and illness of the employees and other valid reasoning
behind the absenteeism. Without proper knowledge the management can take wrong decision