Managing High Level of Absence in Organizations

UGB162 introduction to human
resource management and talent
development

Table of Contents
1 Some organisation has extremely high level of absence a) why is it important to proactively
manage this high level of absence? B) What might be included in a procedural document?..........1
INTRODUCTION.......................................................................................................................1
MAIN BODY..............................................................................................................................1
CONCLUSION...........................................................................................................................3
2. The U-Curve Framework (Lysgaard, 1955) has been used to describe the cross-culture
adjustment process of expatriate employees. Discuss the framework and the issues expatriates
encounter when working overseas. ..............................................................................................4
Introduction.................................................................................................................................4
Main body...................................................................................................................................4
Conclusion...................................................................................................................................7
3 Difference between the psychological contract and the contract of employment. Identify why
the psychological contract is so important in organizations today?................................................8
Introduction.................................................................................................................................8
Main Body...................................................................................................................................8
Conclusion.................................................................................................................................11
4 Three motivation content theories and discuss their role in the workplace................................11
Introduction...............................................................................................................................11
Main Body.................................................................................................................................12
Conclusion.................................................................................................................................15
REFERENCES..............................................................................................................................16

1 Some organisation has extremely high level of absence a) why is it important
to proactively manage this high level of absence? B) What might be
included in a procedural document?
INTRODUCTION
Human Resource, is considered to be a division in a company that manages the activities
such as screening, recruiting, providing training and development programmes etc., Thus, it can
be said that Human resource of a company is like a backbone to the company and assist firms in
dealing with the fast-changing environment of business activities. Therefore, presence of human
resource in an organisation is very important because issues and managing the activities within
different departments is done by the HR management or department. Hence, unlike other
problems managing the issue of high level of absence in an organisation is also managed by the
Human Resource Department (van Harten and et. al., 2020). Henceforth ̧ this report is based on
the significance of controlling the problem of high level of absence and what measures company
can take in order to control the same. Important points which company can be included in
procedural documents so that better management can be done.
MAIN BODY
Globalisation has provided companies with a large of benefits, whether it is about
increased sales and profitability or it is related to the efficient pool of talents. It has enabled
companies in effective services and facilities to its customers. Just like it has increased the
proficiency of companies consequently it has given rise to numerous problems as well. Amongst
all the problems employee absenteeism is significantly increasing it in numbers. There could be
many factors or reasons for the same but high level of absentees are creating problem for the
company. Moreover, the Human Resource Department will need to understand the main cause
because there can be a possibility of underlying medical conditions, family and personal
problems, demotivation, tiredness or there can be no reasons. However, all these reasons of
absence can be for shorter period of time or it can be for a longer period of time. With respect to
this, company can discuss and monitor the pattern of taking absent leaves of employees and then
make a record of the same. As a result, it will help them in analysing the issues and the reason of
high level of absentees. More than the employees, its consequences are being faced by the

companies. According to the report by European Foundation for Improvement of Living and
Working Conditions, if the cost of absentees is estimated than it is around 2.5 percent of GDP in
Europe which means approximately $470 billion in European Union alone and it is double as
compared to the United States (Absenteeism in the workplace, 2020). Moreover, if looking at the
benchmark of the rate of absentees in European Union than in 2019 it was 4.7 percent. However,
considering the cause of excessive absenteeism than it is compensation for sick leave. When an
individual is absent form his/her work than its consequences can be seen at the productivity level
of the company as well as the person. In addition to this, stress and burnout, mental and heath
problem, bullying and harassment, low morale are the other causes. It is important that company
have appropriate management system with the help of which they can have a control over the
problem and better results can be obtained in return. Administration cost gets relatively higher
because temporary workers starts to charge more as compared to employees who are already
working. Other than this, understaffing can lead to improper customer service which can
ultimately hamper the image of the company.
In relation with managing the absentees, it is important from company’s point of view
because according to the CIPD Absence Management Survey, a worker is absent for around 6.4
days each year if the average is taken out and the reason is minor illness. Other than the health
problems there can be some other reasons for example: employees of TESCO, may need an
alteration in the working hours so that they can take proper care of themselves. Moreover,
communication is the best methods for managing the higher rates of absentees because
indifference in this field it lower down the morale and increase the chance of resentments
between the staff members and substantially decrease the productivity level of the company. As
a consequence, collaboration between members and related project work can gets hamper.
Moreover, employees can feel disrespectful and as a result misunderstanding in the workplace
can be seen. Therefore, in accordance to the company, in order to sustain in the market for a
longer period of time it is crucial that their management system works properly. Moreover, early
intervention in the management can work as a crucial element for achieving targets and
sustaining improvements. As discussed earlier proper monitoring and maintaining a record of the
same of the absentees can be very effective because it will be helpful in assisting the seriousness
of the problem whether the reason for absent is serious or it is vague. An agreement between
employees and the management can be signed so that both the end can come to a conclusion.