3. Absenteeism
When an employee fails to report for duty on
time
without prior
intimation or
approval , then the employee is marked
as absent
4. PRESENTEEISM
The circumstances in which employees
come to work even though they are
ill, posing potential problems of infection
and lower productivity.
5. ABSENTEEISM
In every organisation an employee / worker
has some definite working hours with
certain responsibility (work assigned) and
if the worker is not present in their working
hours that called absenteeism in the
organisation.
6. CAUSES OF ABSENTEEISM :
Personal Factors -age, marital
status, health, education, hobbies, extra
curricular activities.
7. Work Environment – working
conditions, relation with co-workers &
seniors and their attitude
8. Home Conditions – distance from
residence, mode of conveyance, family
size, family problems & responsibilities
11. Organisational Features – type & size of
company, work load, nature of work, shift
arrangements, management
attitude, personnel policies, leave facilities
and medical benefits
12. Social Reasons – religion, community
obligations, customs festivals, marriage
and death
13. Measures to minimise
absenteeism
Adopting a humanistic approach in dealing
with the personnel problem of employees .
Proactive approach to grievance redressel of
employees
Provide Fair and good wages, good working
environment , T&D ,Motivation
15. LABOUR TURNOVER
Turnover means “change”.
A change in the number of employees of an
organization is called “The labor turnover”
:
16. REASON FOR LABOUR
TURNOVER
Avoidable Reasons
low job satisfaction
low pay
risky or repetitive work etc.
Unavoidable reasons
Death
Retirement
Accident
poor health etc
18. Its better to have a labour turn over chart in
every organisation
19. How to calculate average ?
Average No. = (No. of employees at starting
+ No. of employees at end) / 2
20. Methods Used To Estimate
Turnover
1- Separation Method/Rate:
(Number of employees separated in a period /
Average number of employees in the period ) *
100
21. Methods Used To Estimate
Turnover
2- Replacement Method/Rate:
(Number of employees replaced in a period /
Average number of employees in the period) *
100
22. Methods Used To Estimate
Turnover
3- Flux Method/ Rate:
(No. of employees separated + No.
of employees replaced) / Average number
of employees in the period } * 100
23. Factors for Labour Turn-over
Dissatisfaction on account of insufficient
wages leading to
employees moving to competitors
Low level of motivation from employers’ side a
nd Poor morale within the workforce in a
specific industry.
24. Factors for Labour Turn-over
Recruiting and misplacement of employees
resulting in their mobility in search of suitable
employment.
A floating local labour market offering
better and more attractive opportunities
to employees.
25. HOW TO REDUCE LABOUR
TURNOVER
Pay Problem – increasing pay scale &
improving pay structure to remove
inequities
26. Employees Learning to further their Career
– providing better career opportunities&
ensuring the job, opportunities for training
&development program, implement
promotion
27. Employees Leaving due to Conflict – more
effective procedure for handling
grievances
& improving communication, using
resolution &teambuilding
techniques, reorganisation of work.
28. The Induction Crisis – improving
recruitment & selection process, ensure
job requirement, developing better
induction & initial training program
29. Shortage of Labour – improving
recruitment , selection &
training,intoducing better method of
planning & scheduling work smooth
outpeak
30. “Love your job but don’t love your company
because you may not know when your
company stops loving you” – Dr.APJ.Abdhul
Kalam
31. Dear Future HR Managers try to change his
thought by retaining your employee friends