Question

1) Describe how changes in the workforce have been impacting organizations, including organizations for which you have recently worked.

2) Why is it important for managers to understand the different types of employee absenteeism and turnover? How can this data be used by managers?

3) If you became the new manager at a restaurant with high employee turnover, what actions would you take to increase retention of employees?

Answer 1

1. Employees are live assets of an organization. It is essential for every organization to take care of its employees because success of any organization is hugely depends on them. If employees are not satisfied with organization in result customer of company will not be satisfied.

If organization wishes to succeed in longer run they have to properly communicate its policy and vision to its employees. Employees earn their bread and butter from the organization but only this is not enough to retain all good employees.

With the experience is last worked organization i.e. a manufacturing company it is concluded that employee change may hamper organization work in many ways, some are as under:-

1. Errors and accidents in working: - Work may relate with brain or hands but it is one thing which is common it is part of an employee. If work done by an experienced employee, work complete with less errors in comparison with work done by new untrained employees. It is also seen that accidents also take place often with new employees.
2. Experience: - Smoothness and completeness develops with time. Huge difference comes out in results when comparison done between work done by an experienced and new employee. In the area of art related work if any experienced employees leave the organization it not only makes impact on working of company but Goodwill also impacted by large extent.
3. Customer dissatisfaction:- Inexperience staff many times not able to understand the requirement of customers. Due to this company’s customer base may reduce significantly.
4. Productivity: - Productivity of organization depends with productivity of employees, if labor turnover is high than it definitely impact productivity of an organization.    
5. Profitability: - Due to change in work force organization profitability may reduce due to extra cost, more defective work, more time consumption, less productivity, higher % of wastage etc.
6. Expensive: - Employees are not furniture which anyone can use by its own way. Employees need be hired with the job requirements of company. Every employee does not match with values of company hence hiring cost and training cost may cost to company badly in case of huge employee turnover.

2. Managers have to manage all resources of organization. Employees are most vital resource of any organization. Managers have to understand the mentality of employees. There are different types of absenteeism and turnover.

Absenteeism:- When an employee misses with habit from workplace due to reason or without reason it called absenteeism. Types of Absenteeism are as under

1. Childcare or old care
2. Habitual
3. Illness & Injury
4. Depression
5. Bullying
6. Burnout –overworked and stressed employee absent with work.
7. Active disengagement- searching work outside
8. Passive disengagement- lack of interest in work

Same as absenteeism, turnover has also types

1. Voluntary turnover
2. Involuntary turnover
3. Retirement
4. Internal transfer

Managers can collect data of absenteeism and turnover for understanding and developing solution related with these problems. Which may be used for:-

1. To make working environment better.
2. Motivational environment
3. Benefits designing for employees
4. Working schedules preparation
5. Work allocation
6. Time line for work
7. Bonus and incentive plans.
8. Other.

3. To reduce high labor turnover following steps may be taken:-
   1. Communicate with employees on all the issues.
   2. Fire those employees who are not fit for organization.
   3. Hire employees as per requirement of work of organization.
   4. Cultivate and grow culture of respect to each other.
   5. Motivational environment.
   6. Provide good benefits to employees.
   7. Recognize good work of employees
   8. Make flexible schedules
   1. Make felt employees their value.
   10. Make understand employee purpose and meaning of their work
   11. Preference should be given to employee happiness
   50. Encourage generously and gently
   1000. Provide good career path
   14. Timely performance review