Project Report [Thread 385980] - CiteHR
ExcelRocker
Chief Consultant
Majendran
Cuddalore
Nashbramhall
Learning & Teaching Fellow (retired)
+1 Other

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hi iam divya doing my current project in employee absenteesim in retail store. so i need guidelines to prepare my questionairre..
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Hi Divya,

please find the details below. An I guess you can prepare a check list after reading completely.

What is absenteeism?

In a business sense, absenteeism is the rate at which an employee or employees miss work. Employees may miss full or partial days of work for various reasons—sickness, family sickness, personal issues, appointments—often, with little or no notice to the employer.

How does employee absenteeism impact the workplace?

In today’s “lean and mean” staffing environment (maximizing services or production with fewer human resources), or in small businesses with little or no employee job overlap, employers struggle with making arrangements to cover for employee absences. When there are not enough trained employees to fulfill the organization’s operations requirements, such as meeting project deadlines, or attending to customer calls, it can be significantly detrimental to overall business operations, productivity and customer satisfaction.

Employee absenteeism also affects employee morale. If absenteeism is chronic, or if someone is consistently absent and other employees have to cover for them, resentment can build. Morale gets worse when employees have a perception that management is not doing anything to address the problem.

How can an employer handle employee absenteeism so that the business operations and customer service do not suffer?

Track individual attendance:

If someone is consistently absent or late (with a pattern of various excuses i.e., flat tire and the “dog ate my homework” kind of thing), confront the person immediately. Try to find out, without asking legally impermissable questions and without making assumptions, what is causing any pattern of absences (see number 6 below). At the same time, ensure that the employee understands what the attendance expectations and policies are.

Track departmental and organizational attendance:

Is one particular department experiencing a higher rate of absenteeism than the rest of the organization? For instance, you may see that the engineering department employees have a recent spike in absenteeism. By tracking and isolating the department or area, you could learn that a new manager is the source of the problem.

Get familiar with your industry’s absenteeism rates:

For instance, retailers often experience higher absenteeism rates than other industries. If your industry has an average absenteeism rate of 30 percent and yours is 50 percent, there may be something problematic within your business. You will want to figure out why this is happening at a higher average rate than your industry peers. Employee surveys or other feedback programs help employers learn about internal problems that may be causing high rates of absenteeism.

Develop and communicate an attendance policy and apply it fairly and consistently:

Include your attendance policy in an employee handbook, and have all employees sign an acknowledgement of having been supplied with the handbook. Make the policy part of the new-hire packet so that new hires understand attendance expectations immediately.

Train supervisors and managers:

It is critical to train supervisors and managers on how to handle absences and how to enforce the policy fairly and consistently. This is important to avoid morale issues and possible claims of discriminatory treatment.

Consult experts when necessary:

Employers need to be aware that there are various state and federal laws and regulations that may protect absences based on employee or family health issues, and should consult with their counsel regarding the same.

In Summary:

Employee absenteeism will happen in every business, because people do get sick and/or experience other personal and family issues. The keys to controlling problematic absence patterns are:

Establish and communicate a clear attendance policy and train supervisors and managers to enforce it consistently.

Address individuals with poor attendance immediately.

Track attendance/absenteeism to ensure you see individual, department, or other patterns which are out of the “norm” or not within your organization’s expectations.
Dear Divya,
Please let me take this opportunity to recommend members to search first and then seek help, as Aussiejohn keeps advising.
For example, just by Google Search using key words from your query, I found Ganesh Narasimhan's blog with Sample Questionnaires at Questionnaire Samples: Absenteeism
If you want to see what I dd, please go to Google
Have a nice day
Simhan
Leaning and Teaching Fellow (Retd)
The University of Bolton, UK
Chief Advisor, Promentor-consulting

hai i am majendran i want questionnaire for to find out the effectiveness of collection bargaining process
hai i am majendran i am doing mba so i want sample project of to find out the effectiveness of collection bargaining process,
Thanks for your idea. now I got an idea to prepare my questionnaies.. kindly suggest me the statistical tool which can de applied to interpret the result
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