Effects of Continuous Absenteeism

 

Monitoring attends of employees is vital part of the Human resource department. In the scene monitoring attendance is important to calculate salaries, calculate over time, monitor key performance indicators and monitor the performance and etc. if an employee tends to have more leaves, absents in his payroll sheet it has to specifically monitor by HR department. Hence there can be a unsolved problem with the employee and the company because if he/she continually leave for no reason there should be a personal issue or there should be issue with the office. If he is an important employee to the company his low attendance may impact on the production, monitoring, quality control as well as logistic (GANSTER, 1991). 

However in this era stressfulness of job is unfortunate and most of the companies use employees hire employees for small wages but get tons of work from them in fact disappointment of the job may significant arise after few years. On the other hand there are some employees working even without considering their job roles, duties as well as responsibilities yet that types of people just get their salaries and consider only their personal works (Latham, n.d.). Further HR department needs to monitor the low attendance employees in order to balance the work load of the company and evaluate the activities of the positions. 

Moreover if there is an employee who not come to work without prior permission HR department needs to take necessary arrangement to take actions against it in scene HR department could give warring letters, reminders, and follow-ups in in order to find out the reason behind his low attendance (Anon., 1998). For example if employee got unexpected injury or illness he/she might not able to come for job on the other hand even he/she came to work he will not able to do his work in expected level and importantly if he has a spreadable virus in his body it can be harm to other employees also. Therefore in such situations its better he/she stay at home few days. As a result there is a responsibility to HR looking after these kinds of issues with employees.   

References

Anon., 1998. Facilitating and inhibiting effects of job control and social support on stress outcomes and role behavior. Journal of Organizational Behavior, Volume 19, pp. 167-195.

GANSTER, D. J. D. &. D. C., 1991. The effects of job demands and control on employee attendance and satisfaction. JOURNAL OF ORGANIZATIONAL BEHAVIOR, Volume 12, pp. 595-608 .

Latham, C. A. F. &. G. P., n.d. Self-Management Training for Increasing Job Attendance: A Follow-up and a Replication, s.l.: s.n.