LABOUR WASTAGE Aravind.T.SAssistant Professor aravindcanon@gmail.com

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

Thankyou

aravindcanon@gmail.com