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‡SHARAD NAGRAJU
‡SAILEE NADKARNI
‡VINAYAK MARA
‡NIKHIL PRABHUDEVA
‡NITESH SASIDHARAN
Ê


€ INTRODUCTION ON ABSENTEEISM
€ EXAMPLE ON ABSENTEEISM
€ TYPES OF ABSENTEEISM
€ CAUSES & EFFECTS OF ABSENTEEISM
€ MEASUREMENT OF ABSENTEEISM
€ ABSENTEEISM IN SCHOOL
€ ABSENTEEISM AT WORKPLACE
€ CONTROL & RECOMMENDATION OF
ABSENTEEISM
€ SUGGESTIONS & CONCLUSSION.
There is a famous saying, J


 

   
   


 
 

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 What is Absenteeism?
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seeks to understand absenteeism as an
indicator of psychological, medical, or
social adjustment to work.
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 èAbsenteeismè
‡ According to Labour Bureau of Shimla : -
p

 is the total man shifts lost because
of absence as percentage of total number of man
shifts scheduled to work.
‡ Any employee may stay away from work if he has
taken leave to which he is entitled or on ground
of sickness or some accident or without any
previous sanction of leave.
‡ Maybe even worse than absenteeism, it is
obvious that 
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dd. Such
team members need individual attention from
frontline supervisors and management.
6 p
6p6 66

 
 




 


       

 




Œ JI¶m not coming in today because
my supervisor abuses me.´ Or,
Œ JI¶m not coming in today because
my chair is uncomfortable.´ Or,
Œ JI¶m not coming in today because
the bathrooms are so filthy, it
makes me sick to walk into them.´
 




 


There are a few essential questions to consider at the outset if you

want to make a measurable improvement to your absenteeism figures.
ŒWhy is your present absenteeism policy ineffective?
ΠWhere and when is excessive absenteeism occurring
 TYPES OF ABSENTEEISM
º6 
p6 66

Innocent absenteeism
refers to employees who are
absent for reasons beyond
their control; like sickness
and injury. Innocent
absenteeism is not culpable
which means that it is
blameless. In a labour
relations context this means
that it cannot be remedied
or treated by disciplinary
measures.
p6
p6 66

Culpable absenteeism
refers to employees who are
absent without authorization
for reasons which are within
their control . To be culpable is
to be blameworthy. In a labour
relations context this means
that progressive discipline can
be applied
CAUSES OF ABSENTEEISM

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Lost productivity of the absent
employee

Overtime for other employees to fill

in

Decreased overall productivity of

those employees

Any temporary help costs incurred

Possible loss of business or

dissatisfied customers

Problems with employee morale

‡RATE OF ABSENTEEISM - RATE OF ABSENTEEISM
DEPENDS ON PAYMENT Ú
  DEPENDS UPON AGE OF WORKERS

RATE OF ABSENTEEISM ±
RATE OF ABSENTEEISM ±
DEPENDS UPON SHIFTS
DEPENDS ON SEASONAL CHARACTER
A

 
AB

€ For calculating the rate of
absenteeism we require the number
of people scheduled to work and
number of people actually present.
€ Absenteeism can be find out of
absence rate method.

RATE OF NO.OF MAN DAYS LOST X 100

ABSENTEEISM
NO.OF MAN DAYS PLANNED TO WORK
"6 p
6
a) Average number of employees in work force : 100
b) Number of available workdays during period : 20
c) Total number of available workdays (a x b) : 2,000
d) If Total number of lost days due to absences during the period : 93
e) Absenteeism percent (d [divided by] c) x 100 : 4.65%

 º
 &' 

Since absenteeism is a major barometer of

employee morale, absenteeism above 5 percent has to be
considered as very serious (across most industries 3 percent is
considered standard).
 In its nut shell, absenteeism is remaining
absent for the school by a child or children .
he reasons given by the child or
mentioned in the absent letter
signed by his/her parents

€ Being ill
€ Out of station
€ Family functions
€ Death of grand ma / grand pa
rom absenteeism to chool
abandon is just a little step
Êauses that lead to absenteeism
€ The lack of one parent
€ The lack of implication both
parents .
€ The divorce of parents;
€ The lack of financial resources
€ The lack of moral and social
values
€ These children are not motivated
to study, to come to school, to
learn, because they do not have a
model/pattern in their family.
easures to be undertaken
€ Collect information about these children and their
families (parents);
€ Contact the parents to come to school
€ Monitoring (weekly) children¶s school attendance
€ Mutual contact between parents, teachers, child and
counsellor
€ Observing the behaviour of children in the
classroom;
€ Observing the relationships established by the
children;
€ Questioning the classmates about his/her behaviour
€ Parents should send leave letter for the absence well
in before rather then just blindly signing a absent
latter.
€ Absenteeism in workplace can be defined
as J Failure of employees to report to work
when they are scheduled to work´.

easons  Absenteeism At Workplace
€ Medical disorders
€ Chronic illness
€ Addictions like drugs
and alcohol abuse
€ Fatigue
€ Psychological disorders
€ Personal illness
€ Family issues
Personal factors:

€ Personal attitude
Employees with very low work
ethics are indisciplined and have lot of
integrity and behavioral issues.
eniority

€ Employees who have been in the

company for a long time are well
adjusted with the working culture and
hence they don¶t find any reason to be
absent without permission.
tress
€ The pressure of work sometimes takes
tool on the employees.This results in
increased level of stress and the
employees resort to excuses to stay
away fromwork.
Work routine
€ Doing the same job over a period of time
can get monotonous.They rather choose
time to do something interesting than to
come to work.
moor working environment
Absenteeism generally has been
identified as the symptom of :
€ Low job satisfaction,
€ Sub-standard working conditions
€ Unfair treatment received by higher
officers
€ Low pay, poor benefits and high work
loads.
ects o absenteeism at work
€ Loss of productivity of the absent
employee
€ Overtime for other employees to fill in
€ Decreased overall productivity of the
firm
€ Possible loss of business or dissatisfied
customers
€ Problems with employee morale
p6 66
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There are  
 

and both need different
approaches in order to be solved.
p6 66

  

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, like sickness and injury. Hence it cannot be treated by disciplinary
measures. Whereas such employees can be counselled in order to get a clear
view of the problems bothering them, and subsequently helping the employee out
it. The employer should monitor his/her attendance regularly, and keep in touch
as and when the need be.

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  It 

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d d, for reasons within their control. For example, an employee who¶s
on sick leave can be proved that he was not actually sick.
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To cure excessive absenteeism,  d
 
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to apply against
those causes.
To embark upon a successful absenteeism
reduction program, you need to make sure you
have some basic information and facts about
absenteeism in your company.
The following four questions, would help focus
your ideas and put a plan into action regarding
absenteeism.
 66%
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ΠWhy is your present absenteeism policy ineffective?
ΠWhere and when is excessive absenteeism occurring?
ΠWhat are the real causes for absences?
ΠHow much formal training have your supervisors
received on absenteeism containment and reduction?
SOLUTIONS TO MINIMIZE
ABSENTEEISM LOSSES:
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that worker can devote their full effort & energy
for achieving the production gasket assigned to
them by the management.
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& they will not go to search for another
ways of earning money.
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by this
the management will be able to know in
advance how many workers would take leave on
a particular day or date.
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  , especially in cases of sickness
when the duration of absences is likely to be 6p 6 
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e.g. illness of
children in case of married woman employees
which make absences unavoidable



 
 


RECOMMENDATIONS «
Ë To    

due to sideness
& 

, program of 





 
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can be encouraged to 

some extent by the offer of a 
 
  
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 The management should recognized
 
the needs of the workers and offer them adequate  
& 

, or subsidized food,


  

.
Ë Liberal grants or leave.
Ë Improved common & prompt redressed of
consciences.
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workers.

 
 
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€    ( An incentive provides an employee with
a boost to their motivation and avoid unnecessary
absenteeism.
€ 6p  ( If you confront an employee
about his or her frequent absenteeism.
€  " ) Tell employees that they must phone
in as early as possible to advise why they are unable to make
it to work and when they expect to return.
€ "
  ( When an employee returns to
work then ensure that they have a µreturn to work interview¶.