By-

Souvick Mandal. MHROM 2nd Sem Roll95/HRO/111011

A human resource manager perform different task like- manpower planning, recruitment & selection, training & development, performance appraisal, maintain discipline, handling grievances, maintain industrial relations, labour welfare, social and environmental securities etc in the organization. So in an organisation a strong part of HR manager is found. Under the maintain discipline absenteeism handling is a major task of HR manager. How to handle the absenteeism in production department is discussed here.

 According

to Flippo, Human resource management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance, and reproduction of human resources to the end of the individual, organizational and social objectives are accomplished.

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employers attempt to reduce absenteeism but find it difficult to successfully do so because of a lack of understanding relating to employees and attendance. This article identifies why employees tend to miss work and how employers can effectively control absenteeism throughout the workplace.

After turnover, absenteeism can be one of the most critical human resource issues for businesses. Observing, evaluating, and attempting to improve absenteeism can be extremely difficult, but with the proper understanding of what causes absenteeism and how to reduce it, businesses can limit the negative side effects of employee attendance issues.

In addition to lowered workplace morale, less team cohesion, and decreased organizational commitment, employee absenteeism is detrimental to businesses in respect to the increased costs associated with high instances of absenteeism. When employees do not come to work, employers are financially burdened due to the lost productivity and increased costs associated with finding and paying for temporary replacements. Additionally, absenteeism is positively correlated with turnover, which means that the more an employee misses work, the more likely he or she is to eventually leave the company. This resulting turnover also financially impacts a business because of the costs associated with finding and training a permanent replacement.

Employees are stressed or preoccupied by personal matters, such as parental concerns, marital problems, community involvement, family well-being, care for elderly relatives, care for severely ill immediate family members, and so on. Employees are overwhelmed with their current working situation, or they are overworked due to workforce reductions and voluntary turnover. Employees are dissatisfied with their current working conditions, position, team performance, supervisor, or overall organization. Employees are not committed to their team, department, or organization. Employees are not challenged by their position and have increased feelings of burnout.

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Increase employee motivation. 2. Enhance job satisfaction. 3. Implement a job rotation or job enlargement strategy. 4. Reward and discipline employees for increased or decreased absenteeism. 5. Allow employees to utilize a modified work schedule.

1.http://www.brighthub.com/office/entr epreneurs/articles/64682.aspx 2.Human Resource Management ( Kalyani Publication)