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Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
Absenteeism labor wastage
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Absenteeism labor wastage

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  • 1. LABOUR WASTAGE Aravind.T.S Assistant Professor aravindcanon@gmail.com
  • 2. Absenteeism & Labor Turn Over
  • 3. Absenteeism When an employee fails to report for duty on time without prior intimation or approval , then the employee is marked as absent
  • 4. PRESENTEEISM  The circumstances in which employees come to work even though they are ill, posing potential problems of infection and lower productivity.
  • 5. 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.
  • 6. CAUSES OF ABSENTEEISM :  Personal Factors -age, marital status, health, education, hobbies, extra curricular activities.
  • 7.  Work Environment – working conditions, relation with co-workers & seniors and their attitude
  • 8.  Home Conditions – distance from residence, mode of conveyance, family size, family problems & responsibilities
  • 9.  Economic Issues – subsidiary economic interests
  • 10.  Regional Aspects – legislations, politics, geographical situations
  • 11.  Organisational Features – type & size of company, work load, nature of work, shift arrangements, management attitude, personnel policies, leave facilities and medical benefits
  • 12.  Social Reasons – religion, community obligations, customs festivals, marriage and death
  • 13. 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
  • 14. Labor Turn-Over
  • 15. LABOUR TURNOVER : “change”.  Turnover means  A change in the number of employees of an organization is called “The labor turnover”
  • 16. REASON FOR LABOUR TURNOVER Avoidable Reasons  low job satisfaction  low pay  risky or repetitive work etc. Unavoidable reasons  Death  Retirement  Accident  poor health etc
  • 17. Methods Used To Estimate Turnover
  • 18. Its better to have a labour turn over chart in every organisation
  • 19. How to calculate average ?  Average No. = (No. of employees at starting + No. of employees at end) / 2
  • 20. Methods Used To Estimate Turnover  1- Separation Method/Rate: (Number of employees separated in a period / Average number of employees in the period ) * 100
  • 21. Methods Used To Estimate Turnover  2- Replacement Method/Rate: (Number of employees replaced in a period / Average number of employees in the period) * 100
  • 22. 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
  • 23. Factors for Labour Turn-over   Dissatisfaction on account of insufficient wages leading to employees moving to competitors Low level of motivation from employers’ side a nd Poor morale within the workforce in a specific industry.
  • 24. 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.
  • 25. HOW TO REDUCE LABOUR TURNOVER  Pay Problem – increasing pay scale & improving pay structure to remove inequities
  • 26.  Employees Learning to further their Career – providing better career opportunities& ensuring the job, opportunities for training &development program, implement promotion
  • 27.  Employees Leaving due to Conflict – more effective procedure for handling grievances & improving communication, using resolution &teambuilding techniques, reorganisation of work.
  • 28.  The Induction Crisis – improving recruitment & selection process, ensure job requirement, developing better induction & initial training program
  • 29.  Shortage of Labour – improving recruitment , selection & training,intoducing better method of planning & scheduling work smooth outpeak
  • 30. “Love your job but don’t love your company because you may not know when your company stops loving you” – Dr.APJ.Abdhul Kalam
  • 31. Dear Future HR Managers try to change his thought by retaining your employee friends
  • 32. Thankyou aravindcanon@gmail.com

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