How to Manage and Minimize Absenteeism PDF Download
Are you looking for read ebook online? Search for your book and save it on your Kindle device, PC, phones or tablets. Download How to Manage and Minimize Absenteeism PDF full book. Access full book title How to Manage and Minimize Absenteeism by Anne H. Williams. Download full books in PDF and EPUB format.
Author: Max Eggert Publisher: Pocketbooks ISBN: 1906610029 Category : Absenteeism (Labor) Languages : en Pages : 129
Book Description
Sixty practical suggestions for reducing absenteeism are detailed in this title, followed by a look at the legal aspects of employment and advice on how to introduce an absence control policy. The author - management psychologist Max A. Eggert - also looks at the costs of absenteeism (monetary and psychological) and five ways of measuring absence. This is a new edition of "The Controlling Absenteeism Pocketbook" (978 1 870471 64 0), first published in 2000. Other pocketbooks by the same author include: "Assertiveness"; "Managing your Appraisal"; "Motivation"; and, "Resolving Conflict".
Author: Johnny Ch LOK Publisher: ISBN: Category : Languages : en Pages : 111
Book Description
Why absenteeism will influence performance? Unscheduled absenteeism is a popular problem for U.S. employers, conservatively costing $3,600 per hourly employee per year and $2,650 per salaries employee per year, the majority of employers have limited ability to accurately and regularly track how much absenteeism is reducing their bottom line earning, effective absence management systems can track absenteeism, manage absence policies and work schedules, and control overtime, allowing management to reduce lost earnings, also reducing absenteeism will also help employers better meet production and service demands without requiring an increase in headcount. Commonly, the un schedules absenteeism rate in the U.S. hourly workforce is approximately 9% almost one in ten workers is absent when who would be at work. There are considerable direct and indirect costs are increasing. Not only should managers be motivated to reduce absenteeism because of the excess costs, but without absence tracking tools, employers can't adequately estimate their accurate liabilities. However, absenteeism causing is probable due to poor health to the individual employee. So, who will perform poorly to influence whose productivity to be worse. Why is there such little focus on absenteeism, compared to other costs, health care or low productivity or poor service performance costs for example? So absenteeism can raise much different workforce related costs. The excess costs arise cause disruption to the business, make it difficult to deloy the workforce, and have a profound effect productivity, profit margins and poor employee morale. However, improving employee health can at most, only reduce absenteeism by one-third, as two-thirds of absenteeism is caused with non-sickness ( personal reasons, feeling of entitlement, family issues). In the result, the direct impact is reduced or poor delayed production or customers are not being served. How to solve absenteeism challenges? Generally, the employer was using a five day schedule, but demand was such that employees were asked to come in on the weekend on a regular basis. The employees disliked working, so many consecutive days with no time off, which led to very high absence rates. The shortages of employees results in demand not being met and customers were dissatisfied. The organization has to replace missing workers with other employees or contractors and pay overtime or higher rates. Overtime levels are 28% higher in facilities with low absenteeism. Excess staffing plan, such as headcount is higher than necessary in order to cover unplanned absences. For example, the employer routinely increased headcount by 13% on weekends to cope with extra absenteeism on a Saturday and Sunday. It is less usual for a salaried employee to be replaced when absent. Instead, the demands of customers (internal or external ) are not met and depending on the employee's position in the company, the ability to create revenue may be affected. Excess absenteeism can also lead to increased health care cost, greater safety issues and accidents, high turnover, and poor morale or performance. To achieve significant reductions in the excess costs with absence, the manager must reduce the rate of absenteeism and the subsequent effect that absenteeism has no the business. The first step is accurately and efficiently tracking absenteeism rates and patterns on a regular basis. The majority of organizations don't have an automated means to track every instance of absence in one system and therefore lack the visibility necessary to address this business problem. Once the root causes of the problem are known. The manager can consider what steps need to be taken.
Author: Alexander Mikalachki Publisher: London : Research and Publications Division, School of Business Administration, University of Western Ontario ISBN: Category : Absenteeism (Labor) Languages : en Pages : 142
Author: Christopher A. Kearney Publisher: Oxford University Press ISBN: 0199985294 Category : Education Languages : en Pages : 169
Book Description
School absenteeism is a pervasive and difficult problem faced by mental health and school-based professionals. Even in mild forms, school absenteeism has been shown to be a significant risk factor for social, behavioral, and academic problems in middle childhood and adolescence, as well as psychiatric, economic, and occupational difficulties in adulthood. Problematic absenteeism has been examined for decades by professionals of many different disciplines, leading to a considerably fractured literature. Managing School Absenteeism at Multiple Tiers provides an integrative strategy for preventing, assessing, and addressing cases of youth with school absenteeism at multiple levels of severity and complexity. Dr. Christopher Kearney presents a multi-tiered framework based on prevention (Tier 1), early intervention for emerging cases (Tier 2), and more extensive intervention and systemic strategies for severe cases (Tier 3). Each tier is based on empirically supported strategies from the literature, and emphasis is placed on specific, implementable recommendations. This approach is based on a Response to Intervention model that has emerged as a powerful guide to prevention, assessment, and treatment of social and academic problems in schools. Response to Intervention is based upon tenets that parallel developments in the school absenteeism literature: (1) a proactive focus on early identification of learning and behavior problems and immediate, effective intervention, (2) universal, targeted, and intensive interventions, (3) frequent progress monitoring, (4) functional behavioral assessment, (5) empirically supported treatment procedures and protocols to reduce obstacles to academic achievement (including absenteeism), and (6) a team-based approach for implementation. This user-friendly, practical guide will be useful to mental health professionals, school administrators, guidance counselors, social workers and psychologists, as well as others who address kids with problematic absenteeism such as pediatricians and probation officers.
Author: Cary L. Cooper Publisher: Cambridge University Press ISBN: 131687737X Category : Business & Economics Languages : en Pages : 339
Book Description
Coming to work sick may do more harm than staying home - for the employee, the team, and the firm. Whilst the cost of absenteeism in organizations has been widely acknowledged and extensively examined, the counter-issue of 'presenteeism' has only recently attracted scholarly attention as a phenomenon that harms employee wellbeing, disrupts team dynamism, and damages productivity. This volume brings together leading international scholars from diverse scientific backgrounds, including occupational psychology, health, and medicine, to provide a pioneering review of the subject. International in scope, the collection incorporates both Western and East Asian perspectives, making it an informative resource for multinational companies seeking to formulate human resource strategies and better manage their culturally diverse workforce. It will also appeal to scholars and graduate students researching human resource management, organization studies, organizational health, and organizational psychology.
Author: Anne H. Williams
Author: Anne H. Williams
Author: Max Eggert
Author: Johnny Ch LOK
Author: Susan R. Rhodes
Author: Alexander Mikalachki
Author: William R. Jenson
Author: Christopher A. Kearney
Author: 
Author: United States Employment Service
Author: Cary L. Cooper