Absenteeism refers to unauthorized absence of the worker from his occupation. Harmonizing to Benefits Interface ( Emended 2010: 1 of 4 ) absenteeism can be defined as ‘failure of employees to describe for work when they are scheduled to work’ . Employees who are off from work on recognized vacations. holidaies. approved foliages of absence allowed for under the corporate understanding commissariats are non included. In South Africa. directors consider absenteeism their most serious subject job ( Nadlangisa. 2003 ) .
Absenteeism is non alone to any peculiar geographical country or industry. It is a major job for every administration. peculiarly since retrenchment and other thin alterations have left employers with a smaller work force ( Grobler. Warnich. et Al. 2006: 123 ) Harmonizing to a recent survey conducted by AIC Insurance. companies and the country’s economic system are losing more than R12 billion yearly due to absenteeism in South Africa. In 2000. 0. 7 million workers were absent from work. which is a fraction compared to the 397 % spring it took up until 2012 ( Goldberg. 2012 ) .
Employees are frequently considered to be a company’s most valuable plus and harmonizing to Hamilton-Atwell ( 2003: 56-61 ) one of the best ways to increase productively is by increasing the returns on this plus. Reducing absenteeism is one of the most unmarked methods of cut downing costs Harmonizing to Goldberg ( 2012 ) pull offing absence is critical for all administrations. as the negative impact that they feel with respects to efficiency. operations and cost- effectivity is tremendous. Whatever the causes. absenteeism is bing the state and its concerns to a great extent and hence demands to be addressed.
Many employers. nevertheless. take to ignore the possibility that there may be issues in the workplace doing hapless public presentation and absenteeism. It makes sound economic sense to turn to any such issues and pro-actively encourage improved employee public presentation. This research model focuses on a moderate-sized local administration. which has asked to non be mentioned. Therefore it shall be referred to as Organisation X. 3 2. Problem designation The failure to demo up for work creates jobs of changing grades for directors and decision makers.
Excessive employee absenteeism can diminish productiveness and net incomes significantly. making legion jobs for supervisors and the employees who work on a regular basis ( Carrell & A ; Kuzmits. 1992: 735 ) . 2. 1. Problem Statement The motive for this research will be discussed by foregrounding jobs related to employee absenteeism as experient within Organisation X Main Problem Unauthorized employee absenteeism from Organisation X and the actions that might be implemented to cut down this due to the fact that absenteeism causes a liability to the company. Sub-Problems
The unauthorized employee absenteeism is taking to an overall lessening in: i. Cost- effectivity – Profitability two. Operationss – Production three. Efficiency – Competitiveness 2. 2. Explanation of jobs: Financial Costs Overtime and bureau costs for replacing workers are incurred. Administrative Costss Staff clip required to procure replacing employees and to re-assign the staying employees. Staff clip is required to keep and command absenteeism. 4 Decrease in Productivity The employees that come to work daily transport an excess work load and back up new or replacement staff.
Besides they are required to develop and point new or replacement workers. which cause them to pretermit and ignore their ain work. The work group itself has a considerable interest in absenteeism. peculiarly with regard to morale. Peoples in work groups are really sensitive to equity. If one member takes inordinate and sensed inappropriate absences without some just cost to that person. other group members are frequently affected. They take retaliation by traveling absent themselves. o take downing the productiveness of the group as a whole ( Furham. 2000: 377 ) .
Possible grounds for the absenteeism rate in Organisation X Lack of committedness Employees are merely non interested in their work or concerned about the success of the organisation. This can stem from low rewards or low employee morale. which might be caused by hapless intervention by direction or an unpleasant working environment. Besides the length of service within the company will find the committedness to the work and the workplace. Lack of effect The deficiency of effects. e. g. no inducements for strong attending or no penalty for hapless attending leads to increased absenteeism of the employees.
Besides employee bundles that allow for a batch of absence can take to workers mistreating this. Poor working conditions Employees might experience that they receive hapless intervention from directors. work in an unpleasant or nerve-racking on the job environment. have long on the job hours a deficiency of interruptions. are given an inordinate work load or there is excessively much rigorous supervising. Personal factors Although there is a just spot of absenteeism that could hold been avoided. employees are frequently off from work for ‘valid’ grounds. Examples may include domestic 5
jobs ( bad lodging conditions. household issues ) and attendant concerns. societal and spiritual causes. jobs with conveyance installations or accidents/ unwellnesss ( Hamilton-Atwell. 2003: 82-95 ) 2. 3. Research inquiries I. What are the chief factors doing employees to be absent from work? II. Is one specific group of people more absent than another ( e. g. male/female. old/young ) ? III. What are the current disciplinary actions within Organisation X’s Human Resource Department? IV. What is the behavior of the employees towards these disciplinary actions? V.
What are the possible and most suited solutions for Organisation X? 2. 4. Possible solutions for the absenteeism job include. but are non limited to the followers: Consequences To avoid absenteeism every bit much as possible the company should implement positive/ negative effects for strong/ weak attending. Examples may include offering wagess and inducements. e. g. pecuniary fillips. simple rise or acknowledgment ( Employee of the month ) for strong attending and penalize employees with hapless records and unexcused absence ( Gitman & A ; McDaniel. 2008: 248 ) .
Work-Life Balance Harmonizing to Chick ( 2004: 67 ) directors should let employees to be able to hold or make a work-life balance. as this can cut down the emphasis degrees they are exposed to. Double income families have increased over the last decennaries and longer working hours are expected. Directors need to assist their employees to pull off the legion and sometimes viing demands in their lives. Employees need to accomplish a balance between their work duties and their personal life ( Gitman & A ; McDaniel. 2008: 251 ) .
Follow-ups The Supervisors need to sit down with the employees when they return from an absence to discourse the ground for absence. if the absence could hold been 6 prevented and the deductions of absenteeism on the company ( if it is a common happening for this employee ) . 3. Hypothesiss I. Females are more absent from work so work forces II. Persons in any relationship are more absent than singles III. Employees with kids are more absent than those without kids IV. Employees below 40 are absent from work more often V. Current disciplinary actions are non perceived as a ground for employees to cut down the absenteeism VI.
Implementing other stricter disciplinary actions will cut down the rate of employee absenteeism 4. Objectives The Aims of the undertaking are: To understand and analyse: I. The chief causes of absenteeism in Organisation X. II. The current disciplinary actions taken by the HR section for cut downing absenteeism. III. The attitude of employees towards these disciplinary actions. IV. The factors to be considered in order to cut down absenteeism. V. Suggestions that can be given to the direction to better the regular attending of the employees in the company.