Steps to take to Investigate and Reduce Employees Absence (Research Paper Sample)

Human Resource Management
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Introduction
Many companies are progressively identifying the high cost that comes with high levels of employees not reporting working. Employers are frequently doubtful about the extraordinary and the challenges the staffs might be experiencing. Moreover, the workers are also unclear about how these challenges need to be adequately addressed. Interestingly, many employers would admit that there are some levels of absence that are inevitable. It means that these kind of employees are absent from their workplaces because they are genuinely ill or authentically sick. In addition, most of the employers identify that handling the worker’s absence matters is frequently complicated and conceivably impressionable. As a result of these challenges associated with high levels of sickness, and high absentee rates in the majority of the companies, the absence management tool is very crucial (Pink 2009). This tool is developed to administer a summary of how to address, and manage workers’ absence and sickness levels in the industries. Furthermore, it incorporates four tools that are significant in managing the workers’ absence and sickness levels in companies. The management tools are associated with answering many significant queries’ related to the work related issues. Some of the momentous queries include questions such as does the industry have as absence difficulty, and in what ways do the company establishes an absence strategy. It also considers in what significant ways the company tackles the challenges associated with short-term absence (Russell 2008). Most importantly, it also examines how the organization tackles the problems associated with the long-term absence from work. Furthermore, this tool is intended to aid the companies establish an absence, and sickness policy in order to underpin both their sickness and absence strategy. This paper will cover the steps that the management would take to investigate and minimize the high level of sickness, and the workers’ absence in the work industry.
Steps to take to Investigate and Reduce Employees Absence
Organization management needs to develop an absence policy to minimize staffs’ absence from work. The absence policy incorporates the company’s rules and guidelines that employees are to adhere to if they are certain that they will be unavailable for work. A productive absence policy encompasses many significant elements. Some of the major element includes incorporating a clear declaration of the standards of attendance expected by the industry. Additionally, it constitutes specific management assurance to the company’s absence policies, measures, and guidelines. Another significant crucial element is the standardized measures for addressing, and managing the absence. The organization’s management needs to formulate orderly procedures in order to examine, and sufficiently address the issues associated with the staffs’ absence from work (Russell 2008).
The organization needs to ensure that absent policies; standards and guidelines are communicated effectively to all the company’s workers. It is because the absent management tool viewed as a stand-alone matter which is written and released to the employees in an individual policy. The main challenge experienced with a discrete policy is that, it does not reflect in the wider Human Resource materials or printed copies. Additionally, worker’s attendance at the industries is a fundamental issue that needs to be revealed to the human resource management. Moreover, the company’s absence management policies, and measures are to be systematically promulgated among the employees and repeated in any important documentation. Some of the important documentation that might include absence policies is duplicates of terms and conditions, workers handbooks, induction copies, hard copies put on the notice boards and many others (Russell 2008). Nevertheless, if information reiterated apparent and plainly, the workers and the managing directors will identify that it is not simply something to ignore but is a genuine concern for the industry.
Another decisive step that the management should consider is to incorporate administrative, and management systems in place, in order to be implemented efficiently. It should constitute a system that automatically reports the employee’s absence to the managing director. The system needs to record the initial notification of the absence, and continuous requirements for informing on the expected extent of the absence. Furthermore, it should constitute the requirements for issuing medical certificates in case the employee claims that he or she is medically ill. Additionally, the management system needs to generate both soft and hard copy documents detailing the requirements for reporting on the specific dates for returning to work (Dessler 2012). In addition, the rules and guidelines need to state the person whom the information has to be provided to. A good example is whether the employee’s medical records are supposed to be forwarded to the appropriate manager.
The company needs to develop systems for reporting employees’ absence to Human Resource or either for principal controlling and support intentions. It is important for a manager to have the principal records of the individual workers and the records detailing the employees’ absence (Dessler 2012). Because of this, the manager will be able to inform the person in charge of absence statistic. Additionally, he will also be in a position to assist in issuing support to line managers in handling of the employee’s cases.
An effective management system to ensure suitable application of the absence management guidelines and program is another crucial step. It is fundamental with the adoption of the Human Resource Information System at the organization. This system is capable of issuing notifications of the staff’s absence to the manager’s computer. A good example might constitute notifications for the supplying of the workers medical certificates and the requirements for the updates on the expected extent of the absence (Dessler 2012). It might also include the employee’s commitment for a brief interview after he returns to work. Furthermore, the policy needs to incorporate the appropriate duration that the line manager expects employees’ formal action (Dessler 2012).
Formulating clear procedures for communicating with absent employees is another significant step that is considered by the organization management. It is fundamental to maintain appropriate contact with the absent employees indifferent of the nature of their absence. Additionally, the nature of this kind of employee’s contact will vary depending on the aspect and the amount of time taken by their absence (Jackson 2010). However, it is important that the contact needs to be developed, practiced and maintained from the earliest suitable stage. It will show the workers that the company’s management is taking the employee’s absence earnestly. In addition, the person assigned this role gives the manager information required on a continuous basis, to ensure that any suitable action is carried out.
Steps to take to Investigate and Reduce High Levels of Sickness
The managers need to develop a sustained leadership at the top level, which is crucial in investigating and minimizing high levels of sickness. It is because, without the maintained leadership the company’s staff will not be motivated to carry out any action, precisely those associated with health. Furthermore, companies where the vice chancellor emphasizes that addressing occupational health, security and sickness absence is a fundamental priority will be the companies that get things accomplished (Jackson 2010).
Formulating a suitable occupational health service is another step of reducing extreme levels of sickness in the active industries. The organizational management need to invest in enhanced and more aggressive occupational health arrangement that generates savings in a comparatively short duration of time (Jac...