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    Absenteeism in The Workplace Assignment 2 Report

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    Raihannisa Azizah
    This document discusses the challenges that absenteeism poses to organizations. It identifies three main impacts of absenteeism: 1) It lowers individual productivity as other employees must cover for absent workers; 2) It harms team performance as coworkers take on extra workloads; 3) It hurts profits as companies incur costs from lost productivity, overtime pay, and temporary staffing. The document stresses that HR leaders can help by identifying the underlying causes of absenteeism and taking steps to address the problem.

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    Absenteeism in The Workplace Assignment 2 Report

    Uploaded by

    Raihannisa Azizah
    15 views2 pages
    This document discusses the challenges that absenteeism poses to organizations. It identifies three main impacts of absenteeism: 1) It lowers individual productivity as other employees must cover for absent workers; 2) It harms team performance as coworkers take on extra workloads; 3) It hurts profits as companies incur costs from lost productivity, overtime pay, and temporary staffing. The document stresses that HR leaders can help by identifying the underlying causes of absenteeism and taking steps to address the problem.

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    Absenteeism in the Workplace Assignment 2 Report

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    This document discusses the challenges that absenteeism poses to organizations. It identifies three main impacts of absenteeism: 1) It lowers individual productivity as other employees must cover for absent workers; 2) It harms team performance as coworkers take on extra workloads; 3) It hurts profits as companies incur costs from lost productivity, overtime pay, and temporary staffing. The document stresses that HR leaders can help by identifying the underlying causes of absenteeism and taking steps to address the problem.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    15 views2 pages

    Absenteeism in The Workplace Assignment 2 Report

    Uploaded by

    Raihannisa Azizah
    This document discusses the challenges that absenteeism poses to organizations. It identifies three main impacts of absenteeism: 1) It lowers individual productivity as other employees must cover for absent workers; 2) It harms team performance as coworkers take on extra workloads; 3) It hurts profits as companies incur costs from lost productivity, overtime pay, and temporary staffing. The document stresses that HR leaders can help by identifying the underlying causes of absenteeism and taking steps to address the problem.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
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    Absenteeism in the Workplace Assignment 2 Report

    Challenges to The Organization

    Absenteeism is the term used when an employee is not employed normally and frequently.

    Excessive absences can result in lower productivity and can have a significant impact on

    corporate finances, morale and other factors. Employers are looking for knowledge to better

    understand how higher absenteeism costs can affect the company's performance and what

    can be done to tackle this problem. There are two types of absenteeism. Approved

    absenteeism is one of them. Some of the more common examples of absences excused

    include vacation, holidays, grief, medical, worker’s compensation leave, some personal

    obligations and sick leave. The other type is unapproved absenteeism. Unapproved

    absenteeism includes time not covered by company policy, and taken without

    management’s prior approval. In essence, any absence not covered by the employer's

    policies and procedures may be classified as inexcusable. Since this type of activity disrupts

    the business day-to-day function, up to and including termination, the employer may take

    action.

    The challenges that organization often faced with are divided into three different cases. The

    first one is impact on individual productivity. An unplanned absence of one employee adds

    to the workload of other employees who have to cover duties to keep the office or

    production system running. Managers also become less productive when they have to take

    time off their regular duties to find replacement employees, reorganize the workflow, and

    possibly train an employee to handle the absent worker's role. If the problem continues,

    added stress can lead to an increase in related health problems. If bad enough, these issues

    can lead to further absenteeism, thus perpetuating the problem and also causing the
    company an increase in financial stress. The second one is impact on team performance. As

    the missed time of work increases, the employees in the office are left to compensate for

    the work not performed by the absent employees. Even the productivity of supervisors is

    affected. Supervisors spend over four hours a week dealing with absences and preparing for

    or adjusting workflow to keep things moving, according to Society for Human Resource

    Management (SHRM). In other words, one of the greatest negative effects of absenteeism

    on the experience of the employee is the additional workload that colleagues have to take

    on for the absent employees. The third one is impact on profits. Wage-earning employees

    who have trouble showing up for work are still being paid without their side of the deal

    being fulfilled. If firms keep spending more money on overtime pay and contract workers,

    this can lead to direct costs increase and profit margins to decrease. Furthermore,

    substituting workers can cost more than the wage costs of keeping the original employee. A

    firm may also have to compensate current employees for overtime worked, or spend

    additional hours and costs in training new employees. In addition, the administrative costs

    of tracking hours, on-boarding temporary staff and finding solutions for staff are becoming

    burdensome. Individuals, teams and the organization as a whole feel the impact of

    absenteeism directly, putting pressure on productivity and profitability. HR leaders can have

    a direct impact on organizational performance and the morale of employees by identifying

    and addressing the root causes of absenteeism and taking steps to address these issues.

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