This document discusses labor wastage in organizations through absenteeism and labor turnover. It defines absenteeism as when an employee fails to report for duty without prior approval. Presenteeism is defined as employees coming to work when ill. Causes of absenteeism include personal, work environment, home conditions, economic issues, organizational features, and social reasons. Methods for calculating labor turnover include the separation rate, replacement rate, and flux rate. Factors influencing turnover are discussed as well as methods to reduce it such as improving pay, career opportunities, handling grievances, and recruitment/selection processes.

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
 Turnover means “change”.
 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