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HRM

The document provides answers to questions about common causes of employee absence, examples of short and long term absence, the ALIDEIM process for addressing absence issues, how attendance bonuses work, and measures for promoting employee health and wellbeing. It also discusses how managers can control absence problems through clear policies, attendance tracking, employee engagement, flexible work arrangements, wellness programs, return to work programs, training for managers, and monitoring and evaluation.

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Hariom Bhati
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59 views3 pages

HRM

The document provides answers to questions about common causes of employee absence, examples of short and long term absence, the ALIDEIM process for addressing absence issues, how attendance bonuses work, and measures for promoting employee health and wellbeing. It also discusses how managers can control absence problems through clear policies, attendance tracking, employee engagement, flexible work arrangements, wellness programs, return to work programs, training for managers, and monitoring and evaluation.

Uploaded by

Hariom Bhati
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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1.

Give short answersto the following questions:


i. What are the common causes of absence, according to a CIPD Report?
Answer - The common causes of absence, according to a CIPD Report, include
minor illnesses, back pain (for manual workers), stress (for non-manual workers),
and other health-related issues.

ii. Give some examples of short-term and long-term absence of employees.


Answer - Examples of short-term absence include minor illnesses like the flu or a
cold, while long-term absence may result from serious medical conditions, injuries,
or prolonged periods of stress.

iii. What does the term ALIDEIM stand for?


Answer - ALIDEIM stands for Assess, Locate, Identify and prioritize, Evaluate,
Design, Implement, and Monitor. It is a process used to address absence-related
issues in organizations effectively.

iv. What is attendance bonus? How does it work?


Answer - An attendance bonus is a financial incentive offered to employees for
maintaining good attendance records. It typically works by providing a monetary
reward, such as a bonus or extra pay, to employees who meet specific attendance
criteria, such as not taking any unplanned absences over a certain period.

v. What measures can be taken for promoting health and well-being of employees
within the organization?
Answer - Measures for promoting health and well-being of employees within an
organization can include implementing wellness programs, offering flexible work
arrangements, providing access to occupational health support, promoting work-
life balance initiatives, and creating a positive work environment through effective
communication and employee engagement strategies.
2. Discuss in detail how managers can control absence problems in an
organisation.
Answer - Managers can control absence problems in an organization through
various strategies:
1. Clear Policies and Procedures: Implementing clear attendance policies and
procedures that outline expectations, reporting mechanisms, and
consequences for absenteeism.
2. Attendance Tracking: Utilizing advanced HR software for accurate
tracking of attendance records and analyzing trends to identify patterns and
potential issues.
3. Employee Engagement: Fostering a positive work environment through
effective communication, recognition programs, and opportunities for
employee involvement and feedback.
4. Flexible Work Arrangements: Offering flexible work schedules or remote
work options to accommodate employees' personal needs and promote
work-life balance.
5. Wellness Programs: Implementing wellness initiatives such as health
screenings, fitness programs, and stress management workshops to support
employee health and well-being.
6. Return-to-Work Programs: Providing support and accommodations for
employees returning from extended absences due to illness or injury to
facilitate their smooth transition back into the workplace.
7. Training and Support for Managers: Providing training for managers on
effective absence management strategies, including how to conduct return-
to-work interviews, address absenteeism issues sensitively, and recognize
signs of underlying problems.
8. Monitoring and Evaluation: Continuously monitoring absence rates,
analyzing data to identify trends and root causes, and evaluating the
effectiveness of absence management strategies to make necessary
adjustments.
3. Outline the pointsthat must be considered when taking disciplinary action
against an employee
ANSWER-
1. Fairness: Ensure that disciplinary action is applied consistently and fairly
across all employees, following established policies and procedures.
2. Communication: Clearly communicate the reasons for disciplinary action
to the employee, including any specific incidents or patterns of absenteeism
that have led to the decision.
3. Documentation: Maintain detailed records of attendance issues, including
dates of absences, reasons provided by the employee, any medical
documentation, and previous discussions or warnings issued.
4. Legal Compliance: Ensure that disciplinary action complies with relevant
employment laws and regulations, including considerations for disability
accommodations and discrimination.
5. Support: Offer support and assistance to the employee to address
underlying issues contributing to absenteeism, such as providing access to
employee assistance programs or referral to occupational health
professionals.
6. Progressive Discipline: Consider using a progressive discipline approach,
starting with verbal warnings or counseling and escalating to written
warnings or more severe consequences if absenteeism persists.
7. Appeal Process: Provide the employee with an opportunity to appeal the
disciplinary action and participate in a fair and impartial review process if
they disagree with the decision.

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