Absenteeism Problem in NHS Trust: Analysis, Impact & Solutions

This report addresses the significant issue of employee absenteeism, particularly within the context of the Mid Cheshire Hospitals NHS Foundation Trust (MCHT). It highlights the negative impacts of absenteeism on productivity, performance, and profitability. The report employs a PESTLE analysis to examine macro-environmental factors contributing to the problem and explores cause-effect relationships, such as heavy workloads and lack of engagement. Various solutions for reducing absenteeism are evaluated, with a focus on boosting employee morale and creating a positive workplace environment. The report concludes by recommending strategies to motivate employees and reduce absenteeism, referencing relevant research and studies.

SOLVING AND DECISION
MAKING

NATURE AND IMPACT OF PROBLEM OF
ABSENTEEISM OF EMPLOYEES
The employee absenteeism is a big issue and a serious concern, because most of the activities are
dependent on the employee’s activities. It can cost a major loss and the spending that is done on the
staff is also waste if the absenteeism is higher. In the Mid Cheshire Hospitals NHS Foundation
Trust (MCHT), also the major problem has aroused of high absenteeism. So, for this the Human
Resources department of the trust has planned to take in some decisions and apply several
measures for reducing absenteeism.

CONTINUE…
The impact which will incur on the trust due to
absence of the employees with a higher rate is
that:
• Productivity and Goodwill
• Performance
• Profitability

PESTLE ANALYSIS ON THE PROBLEM OF
ABSENTEEISM
• These are the macro- environmental factors which could lead a critical impact on the trust and
helps to analyse and evaluate the condition of these factors relating to the issue of high rate
absence of employees.
• Political
• Economic
• Social
• Technological
• Legal
• Environmental

CAUSE – EFFECT ANALYSIS OF HIGH
ABSENTEEISM
• Heavy workloads, uncomfortable conferences and/or
speeches, and sentiments of non -appreciation can induce
individuals to stop going to work, resulting in burnout,
tension, and low morale. Absenteeism can also be caused
by personal circumstances outside of the workplace.
• Employees who are disengaged with their employment,
co-workers, and/or the firm are more likely to be absent
due to a lack of incentive to come into the workplace.

EVALUATE VARIOUS SOLUTIONS FOR REDUCING
ABSENTEEISM AND CHOOSE THE MOST
APPROPRIATE ONE
• Set a schedule for return-to-work interviews
• Boost employee and workplace happiness
• Provide a sense of balance, incentives, and acknowledgement
From the above solution, the most appropriate would be to boost the morale of the employees and to
set a happy workplace environment. So, that the employees will feel motivated to work and this
could lead to reduction in absenteeism.

REFERENCES
• Ticharwa, M., Cope, V. and Murray, M., 2019. Nurse absenteeism: An analysis of trends and
perceptions of nurse unit man.
• Johnston, D.A. and et.al., 2019. The relationship between depression symptoms, absenteeism and
presenteeism. Journal of affective disorders. 256. pp.536-540.
• Hsu, Y.C., Wang, C.W. and Lan, J.B., 2020. Evaluating the performance of employee assistance
programs (EAP): a checklist developed from a large sample of public agencies. Asia Pacific
Journal of Management. 37(3). pp.935-955.

THANK YOU