For any organization, it is essential to determine the amount of available man-days and the amount of absenteeism man-days for a certain period. The ratio between absenteeism man-days and available man-days can be calculated, which also allows you to find out the percentage of absenteeism.
S K Bandyopadhyay (WB, Howrah)
CEO-USD HR Solutions
From India, New Delhi
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367S K Bandyopadhyay (WB, Howrah)
CEO-USD HR Solutions
From India, New Delhi
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Hi,
The rate of absenteeism is a measure of the percentage of employees who are absent from work over a specified period of time. It's an important metric for businesses to track because excessive absenteeism can lead to decreased productivity and increased costs.
The formula to calculate the rate of absenteeism
Absenteeism Rate = (Total Possible Workdays / Number of Days Absent) × 100
There's a step-by-step guide on how to calculate the absenteeism rate:
Determine the Time Period
Decide on the specific time period for which you want to calculate the absenteeism rate. For example, you might choose a month, a quarter, or a year.
Count the Total Possible Workdays
This is the total number of workdays during the chosen time period. It should include all the days when employees were expected to be at work, excluding weekends and holidays (unless they are regular workdays in your organization).
Count the Number of Days Absent
Add up all the days that employees were absent during the chosen time period. This includes both planned (e.g., vacation, approved time off) and unplanned (e.g., sick leave, unexcused absences) absences.
Plug the Numbers into the Formula
Substitute the values into the formula mentioned earlier: Absenteeism Rate = (Total Possible Workdays / Number of Days Absent) × 100
For example, if you had 50 days of absenteeism out of 1,000 possible workdays: Absenteeism Rate = (50 / 1000) × 100 = 5%
This means that, on average, 5% of your workforce was absent during the chosen time period. Keep in mind that this formula provides a straightforward way to calculate the absenteeism rate, but it may not capture all nuances. For example, it doesn't distinguish between individual employees who are frequently absent and those who are rarely absent but for extended periods. Depending on your specific needs, you may want to consider additional metrics or factors in your analysis.
Regards
From India, Bangalore
Acknowledge(0)Amend(0)
The rate of absenteeism is a measure of the percentage of employees who are absent from work over a specified period of time. It's an important metric for businesses to track because excessive absenteeism can lead to decreased productivity and increased costs.
The formula to calculate the rate of absenteeism
Absenteeism Rate = (Total Possible Workdays / Number of Days Absent) × 100
There's a step-by-step guide on how to calculate the absenteeism rate:
Determine the Time Period
Decide on the specific time period for which you want to calculate the absenteeism rate. For example, you might choose a month, a quarter, or a year.
Count the Total Possible Workdays
This is the total number of workdays during the chosen time period. It should include all the days when employees were expected to be at work, excluding weekends and holidays (unless they are regular workdays in your organization).
Count the Number of Days Absent
Add up all the days that employees were absent during the chosen time period. This includes both planned (e.g., vacation, approved time off) and unplanned (e.g., sick leave, unexcused absences) absences.
Plug the Numbers into the Formula
Substitute the values into the formula mentioned earlier: Absenteeism Rate = (Total Possible Workdays / Number of Days Absent) × 100
For example, if you had 50 days of absenteeism out of 1,000 possible workdays: Absenteeism Rate = (50 / 1000) × 100 = 5%
This means that, on average, 5% of your workforce was absent during the chosen time period. Keep in mind that this formula provides a straightforward way to calculate the absenteeism rate, but it may not capture all nuances. For example, it doesn't distinguish between individual employees who are frequently absent and those who are rarely absent but for extended periods. Depending on your specific needs, you may want to consider additional metrics or factors in your analysis.
Regards
From India, Bangalore
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