Managing Absence Assignment Example | Topics and Well Written Essays - 2750 words

Managing Absence - Assignment ExampleThis leads to poor and staggered help to customers, as agency employees, being ferocious and raw, could never do justice to customers without bungling or making glaring mistakes. Problem of delayed serve well is very common and Line managers have to mete out with unpleasant customer complaints, which sometimes, run for days and months, causation immense man-hour loss over trivia. If not attended sincerely and find suitable solutions, follow go forth lose the c arefully nurtured image and goodwill in the market, not to mention facing the unpleasant and savage reactions from the customers. Temporary staff is unsuitable for another reason that it needs more guidance and managers have to oftentimes accompany them to see that serious errors do not occur. This naturally results in distraction and wastage of managers precious on the job(p) time. Recruitment and staff turnover of the Company in recent years has become noticeably browse and this is financially undesirable1.It is a matter of serious concern that unforeseen absences are creating major problems to management and managers and hence, are unpleasant to the image of the Company. The gravity of the situation is acute as absenteeism can result in service failures, recovery actions, implications etc. There are instances when Company was even drawn into unpleasant legal battles and this shows that barroom and solution both are immediately needed. Managing absence and its effect on productivity and efficiency is no small concern, and it is desirable to get practical advice to deal with long and short-term absences, ill health and absence resulting from working stress. It is essential to assess the damage to Company and inconvenience to managers who are forced to reorganise the spotless group to set it rolling. Costs of frequent re-organisations cannot be ignored either. The downward trend in Company performance is creating an unhealthy atmosphere2. Reasons and excu ses of sickness should be considered against the real sickness, manager bullying, children responsibility, exhaustion, depression, old relatives and their responsibility, their hospitalisation, sickness of tiny children and better half or husband etc. Handling absenteeism with professional help and on the basis of research already done is essential. Diagnosing problems, identifying weak spots, controlling systems and spotting training requirements for heads of department, line managers and team managers on how to deal with persistent absentees is important. Consulting employment equity consultants and human resource professionals and frequent meetings with employee relations officers is another form of tackling this evil. In house legal advisers should be consulted for further actions against the absentees. Possibilities of future damage repair like in-house training go along professional development focussed on developing the employees full potential, encouraging interactions, a dvising on employment law issues and practical law issues could guide strategy mapping. This will also involve line management solutions, sacrifice to work interviews, and frequent monitoring. It is better to involve employee work commitment, peer pressure, and medical opinion etc. and bugger off at a decision after going through every aspect of absenteeism including from the