Absence and Attendance
Only when the employees will minimize their opportunities to skip their work place, the firm will be able to achieve the excellent performance optimization expected of them. Such an absence of staff has always concerned the employers as they have invested on the staff and such a measure might not lead to profitable results. And thus, employers take leads on measure which are punitive and disciplinary to reduce such absence of staff in the firm. And henceforth, recently the focus on the UK market has been moved to a creative measure on how promote better attendance in the firm and how to sustain long term employment rehabilitation of the staff. In 2001, a survey was conducted by IRS which titled absence of the staff as a second priority for the HR managers to work upon from top 10 priorities on the firm.
Links of Previous Main Topic:-
- The nature of human resource management
- Strategic human resource management
- Planning jobs and people
- Strategic aspects of resourcing
- Contractors and their contracts with consultants
- Recruitment
- Selection methods and decisions
- Staff retention
- Ending the contract
- Strategic aspects of performance
- Organisational performance
- Individual performance management
- Team performance
- Introduction leadership and motivation
Links of Next HR Management Topics:-
- The national context
- The organisational context
- Process and causes of absence
- Managing attendance
- Accurate records
- Absence review and trigger points
- Absence targets and benchmarking
- Training and support for line managers
- Absence notification procedures
- Better understanding of the cause of absence
- Ongoing contact during absence
- Return of work interviews and formal absence reviews
- Use of disciplinary procedures
- Absence levels performance assessments
- Attendance bonus and rewards
- Occupational health support and health promotion
- Changes to work and work organization
- Practical support summary propositions and general discussion topics
