Importance of Proactive Absenteeism Management

Introduction to Human
Resources Management

Table of Contents
Question 1........................................................................................................................................3
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
a) Importance proactive management of high level of absence..................................................3
b) Procedural Document..............................................................................................................5
CONCLUSION................................................................................................................................7
Question 4........................................................................................................................................8
INTRODUCTION...........................................................................................................................8
MAIN BODY..................................................................................................................................8
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

Question 1
INTRODUCTION
Absence of employee can be defined as non-presence of employee on their job due to
legitimate and habitual non-presence. Legitimate absence is the one which in which employee do
not present at job because of justified reasons. On the other hand habitual absence is the one in
which employee does not have any justified reason but still they chose to be absent from their
work. The essay will discuss about management of high level of absence. Regardless of nature in
which employees take leave and remain absent it is not favourable for organisations. Both the
situations are unfavourable. Direct impact of the absenteeism is visible on cost of the
organisation. Cost of the organisations gets increased and its productivity gets decreased and
both these situations are negative and unfavourable for the organisation. This is why it is very
important to manage absenteeism for organisations.
MAIN BODY
a) Importance proactive management of high level of absence
Absenteeism of employee is in no way beneficial for the organisations. This means that
when employees are absence there is no productivity which is projected and expected from the
employees. This is one of the reasons that organisations should and proactively manage
absenteeism of the employees. Proactively managing absenteeism can be considered as
managing absenteeism before employee actually remains absent from their job (Kozioł,
Muszyński and Kozioł, 2016). This is very important for the employee as this reduces and
eliminates all the losses that occur because of absenteeism. There are several ways in which
organisations can undertake management of absenteeism. These ways of managing absenteeism
are monitoring, this means timely monitoring of the absenteeism and its pattern will make
positive and favourable impact on management of absenteeism. Organisations will be more
active and able to control absenteeism of employees. Return to work interviews is another
approach and way of managing absenteeism in which employees are required to give employees
so that they are able to know reason behind absenteeism of the employees. Incentives for good

and high attendance are another approach for managing absenteeism in which employees are
provided with incentives when their attendance is higher than other employees. This will
motivate employees to present at their work and will reduce absenteeism. Flexible working is
another way and approach of managing absenteeism in which employees are able to work
according to their flexibility, this will provide more liberty to employees and will reduce
absenteeism (Damart and Kletz, 2016). Positive and favourable organisational environment, in
this employees are provided with an environment of the organisation in which they enjoy
working at the organisation and are motivated and satisfied with their job. These were some of
the ways through which organisations can manage absenteeism.
Importance of proactive management of absenteeism are-
 Management of absenteeism includes identifying the reasons and factors because of
which employee remain absence. High level of absence involves significant factors and
elements that probe employee to remain absent. Identifying the factors before employee
remains absent helps in removing and eliminating such conditions in proactive
management of absenteeism. High level of absenteeism shows that there are significant
problems and factors resisting employees to be present at their job. This requires attention
from organisations and proactive management identifies the factors. Identification of the
problems later involves solving the problem and contributes in reducing absenteeism.
This is how proactive management of absenteeism is important for organisations with
high absenteeism.
 Proactive management of employee absenteeism extends to several benefits that are
above financial benefits (Tladi, 2017). This means that measures taken to reduce and
eliminate absenteeism also contribute in employee engagement, high employee
motivation and enhance work ethics of the employees. In another aspect sometimes low
morale and job satisfaction of the employees is a big reason behind high rate of
absenteeism of employees. Working on and removing these reasons will contribute in
increasing job satisfaction of the employees. This will have positive impact on their
performance and productivity.