Employment and Absenteeism Problem
Table of Contents PAGE NO
1. Background
2
2. Problem identification
3
2.1. Problem Statement
3
2.2. Explanation of problems
3
2.3. Research questions
5 2.4. Possible solutions for the absenteeism problem
5
3. Hypotheses
6
4. Objectives
6
References
7
Statement of proof reading
8
2
1. Background
Absenteeism refers to unauthorised absence of the worker from his job. According to Benefits Interface (Edited 2010: 1 of 4) absenteeism can be defined as ‘failure of employees to report for work when they are scheduled to work’. Employees who are away from work on recognized holidays, vacations, approved leaves of absence allowed for under the collective agreement provisions are not included.
In South Africa, managers consider absenteeism their most serious discipline problem (Nadlangisa, 2003). Absenteeism is not unique to any particular geographical area or industry. It is a major problem for every organisation, particularly since downsizing and other lean changes have left employers with a smaller workforce (Grobler, Wärnich, et al, 2006: 123)
According to a recent study conducted by AIC Insurance, companies and the country’s economy are losing more than R12 billion annually due to absenteeism in South Africa. In 2000, 0.7 million workers were absent from work, which is a fraction compared to the 397% leap it took up until 2012 (Goldberg, 2012).
Employees are often considered to be a company’s most valuable asset and according to Hamilton-Atwell (2003: 56-61) one of the best ways to increase profitably is by increasing the returns on this asset. Reducing absenteeism is one of the most overlooked methods of reducing costs According to Goldberg (2012) managing absence is critical for all organisations, as the negative impact that they feel with regards to efficiency, operations and cost- effectiveness is enormous. Whatever the causes, absenteeism is costing the country and its businesses heavily and therefore needs to be addressed. Many employers,
1. Background
2
2. Problem identification
3
2.1. Problem Statement
3
2.2. Explanation of problems
3
2.3. Research questions
5 2.4. Possible solutions for the absenteeism problem
5
3. Hypotheses
6
4. Objectives
6
References
7
Statement of proof reading
8
2
1. Background
Absenteeism refers to unauthorised absence of the worker from his job. According to Benefits Interface (Edited 2010: 1 of 4) absenteeism can be defined as ‘failure of employees to report for work when they are scheduled to work’. Employees who are away from work on recognized holidays, vacations, approved leaves of absence allowed for under the collective agreement provisions are not included.
In South Africa, managers consider absenteeism their most serious discipline problem (Nadlangisa, 2003). Absenteeism is not unique to any particular geographical area or industry. It is a major problem for every organisation, particularly since downsizing and other lean changes have left employers with a smaller workforce (Grobler, Wärnich, et al, 2006: 123)
According to a recent study conducted by AIC Insurance, companies and the country’s economy are losing more than R12 billion annually due to absenteeism in South Africa. In 2000, 0.7 million workers were absent from work, which is a fraction compared to the 397% leap it took up until 2012 (Goldberg, 2012).
Employees are often considered to be a company’s most valuable asset and according to Hamilton-Atwell (2003: 56-61) one of the best ways to increase profitably is by increasing the returns on this asset. Reducing absenteeism is one of the most overlooked methods of reducing costs According to Goldberg (2012) managing absence is critical for all organisations, as the negative impact that they feel with regards to efficiency, operations and cost- effectiveness is enormous. Whatever the causes, absenteeism is costing the country and its businesses heavily and therefore needs to be addressed. Many employers,