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LABOUR WASTAGE Aravind.T.SAssistant Professor [email protected]
Absenteeism
&
Labor Turn Over
Absenteeism
When an employee fails to report for duty on time
without prior intimation or approval ,
then the employee is marked as absent
PRESENTEEISM
The circumstances in which employees come to work even though they are ill, posing potential problems of infection and lower productivity.
ABSENTEEISM
In every organisation an employee / worker has some definite working hours with certain responsibility (work assigned) and if the worker is not present in their working hours that called absenteeism in the organisation.
CAUSES OF ABSENTEEISM :
Personal Factors -age, marital status, health, education, hobbies, extra curricular activities.
Work Environment – working conditions, relation with co-workers & seniors and their attitude
Home Conditions – distance from residence, mode of conveyance, family size, family problems & responsibilities
Economic Issues – subsidiary economic interests
Regional Aspects – legislations, politics, geographical situations
Organisational Features – type & size of company, work load, nature of work, shift arrangements, management attitude, personnel policies, leave facilities and medical benefits
Social Reasons – religion, community obligations, customs festivals, marriage and death
Measures to minimise absenteeism Adopting a humanistic approach in
dealing with the personnel problem of employees .
Proactive approach to grievance redressel of employees
Provide Fair and good wages, good working environment , T&D ,Motivation
Labor Turn-Over
LABOUR TURNOVER
Turnover means
“change”. A change in the number of employees
of an organization is called “The labor turnover”
:
REASON FOR LABOUR TURNOVER
Avoidable Reasons low job satisfaction low pay risky or repetitive work etc.Unavoidable reasons Death Retirement Accident poor health etc
Methods Used To Estimate
Turnover
Its better to have a labour turn over chart in every organisation
How to calculate average ?
Average No. = (No. of employees at starting + No. of employees at end) / 2
Methods Used To Estimate Turnover
1- Separation Method/Rate: (Number of employees separated in a
period / Average number of employees in the period ) * 100
Methods Used To Estimate Turnover
2- Replacement Method/Rate: (Number of employees replaced in a
period / Average number of employees in the period) * 100
Methods Used To Estimate Turnover
3- Flux Method/ Rate: (No. of employees separated + No.
of employees replaced) / Average number of employees in the period } * 100
Factors for Labour Turn-over
Dissatisfaction on account of insufficient wages leading to employees moving to competitors
Low level of motivation from employers’ side and Poor morale within the workforce in a specific industry.
Factors for Labour Turn-over Recruiting and misplacement of
employees resulting in their mobility in search of suitable employment.
A floating local labour market offering better and more attractive opportunities to employees.
HOW TO REDUCE LABOUR TURNOVER
Pay Problem – increasing pay scale & improving pay structure to remove inequities
Employees Learning to further their Career – providing better career opportunities& ensuring the job, opportunities for training &development program, implement promotion
Employees Leaving due to Conflict – more effective procedure for handling grievances & improving communication, using resolution &teambuilding techniques, reorganisation of work.
The Induction Crisis – improving recruitment & selection process, ensure job requirement, developing better induction & initial training program
Shortage of Labour – improving recruitment , selection & training,intoducing better method of planning & scheduling work smooth outpeak
“Love your job but don’t love your company
because you may not know when your company stops loving you” – Dr.APJ.Abdhul Kalam
Dear Future HR Managers try to change his thought by retaining your employee friends
