1. Absenteeism
“It is the practice of being an Absence and an absentee is one who habitually stays away”

2. types Authorized absenteeism unauthorized absenteeism
Willful absenteeism
Absenteeism caused by circumstances beyond one’s control

3. causes Difficult to adjust with the working conditions
Social and religious ceremonies
Alcoholism
Low level of wages
Unsound personnel policies
Indebt ness
Inadequate leave facilities
Industrial fatigue
Unhealthy working conditions
Unsatisfactory housing

4. calculation
Absenteeism rate= number of man days lost number of man days scheduled to work * 100

5. Minimizing absenteeism
Adoption of suitable recruitment procedure
Training and counseling
Employee welfare measures
Good work environment
Two way communication
Disciplinary actions
Leave provisions
Prompt redressal of grievances

6. Employee attrition
“The rate of change in the working staff of a concern during a definite period, commonly a month”

7. reasons Employee related factors Organization related factors

8. Calculation of attrition rate
Total seperations during the year
average number of employees * 100

9. Retention strategies Exist interview Package for long term stay
Intangible benefits
Matching jobs and individuals
Work environment
persuasion
Employee relationship management

10. Managing separations and rightsizing
Separation means cessation of service of agreement with the organization for one or other reason. Ex: layoffs, resignation and dismissals
Rightsizing means reducing the size of workforce or increasing it to maintain the employee strength at the most desired level.

11. Guidelines to manage rightsizing
Consider the human element
Freeze hiring
Engage part time employees
Restrict overtime
Implement early retirement programmes
Delay and no pay hikes

12. Compensation and benefits administration
Meaning: “compensation includes direct cash payments, indirect payments in the form of employee benefits and incentives to motivate employee to strive for higher levels of productivity”
“Compensation management refers to payment systems which determine employee wages or salary, direct and indirect rewards”

13. Need for sound salary administration
Internal equity
External competitiveness
Built in incentive
Link with productivity

14. objectives To establish a fair and equitable remuneration
To attract competent personnel
To retain the present employees
To improve productivity
To control costs
To improve union management relations
To improve public image of the company

15. Factors affecting wage and salary levels
Labour market
Bargaining power
Cost of living
Condition of product market
Comparative wages
Ability to pay
Productivity of labour
Job requirements
Government policy
Goodwill of the company

16. Salary structure Basic pay Bonus Dearness allowance
House rent allowance
City compensatory allowance
Travel allowance
Fixed medical allowance
Tiffin allowance
Conveyance allowance
Children education allowance
Hostel allowance

17. Salary fixation Principles of pay fixation
Economic position of the country
Cost of living and price level
State as the model employer
Equal pay for equal work
Prevailing market rate
Policy of the government

18. Wage salary survey
It helps W/S administrator to acquire useful and necessary information concerning community rates and practices to have inter industrial equity concept and provide information to design effective W/S structures and wage payment systems

19. types Commissioned survey External survey Internal survey

20. process Planning for the purpose
Selecting sources of data and sample and tools
Conducting surveys
Analyzing and interpreting data
Concluding

21. incentives
An incentive scheme is a plan to motivate individual for good performance. An incentive is built on monetary rewards and also include non-monetary rewards