Human Resource Management HRM - Qp7

All organizations can expect some degree of absence from their employees because employees may need to take time off for various reasons such as illness, personal emergencies, or vacation. Absence is a natural occurrence in any workplace and organizations should have policies and procedures in place to manage and accommodate employee absences. This can include providing paid time off, flexible work arrangements, or implementing a system for employees to request and track their absences. Therefore, it is true that all organizations can expect some degree of absence from their employees.

A close analysis of absence statistics can provide valuable insights into identifying areas within an organization where an absence problem exists. By examining patterns and trends in employee absences, such as frequency, duration, and reasons for absence, it becomes possible to pinpoint specific departments or teams that may be experiencing higher rates of absenteeism. This information can then be used to develop targeted strategies and interventions to address the issue and improve overall attendance and productivity.

Labour turnover refers to the rate at which employees leave an organization and are replaced through recruitment. This can happen due to various reasons such as resignations, retirements, or terminations. When employees leave, it becomes necessary for the organization to find suitable replacements to fill the vacant positions. Therefore, the statement that labour turnover occurs when employees leave an organization and their successors need to be replaced by way of recruitment is true.

Flexible working arrangements have been proven to be an extremely effective strategy in retaining employees. By offering flexibility in work schedules and locations, organizations can accommodate the individual needs and preferences of their employees. This can lead to higher job satisfaction and a better work-life balance, reducing the likelihood of employees leaving the organization. Additionally, flexible working arrangements can improve employee productivity and engagement, as they feel trusted and empowered to manage their own work. Therefore, it is true that flexible working arrangements are effective in retaining employees who may have otherwise left the organization.

In the given question, the blank is asking for a term that describes sick employees who expect their job to be held open indefinitely. The correct answer is "Long" because it implies that these employees anticipate a prolonged absence from work due to their illness and believe that their position will be kept available for them during this extended period.

Managing absence is not just about dealing with issues surrounding employees who are not at work. It also involves implementing strategies and policies to prevent excessive absenteeism, promoting a healthy work-life balance, and supporting employees in their return to work after an absence. Additionally, managing absence includes identifying the root causes of absenteeism, such as workplace stress or health issues, and addressing them to create a more productive and engaged workforce.

Resignation is the correct answer because it refers to the act of an employee voluntarily deciding to leave their job without any external influence or pressure from the organization. This implies that the employee has made a personal decision to terminate their employment, often due to personal reasons, career advancement, or better opportunities elsewhere. Retirement, on the other hand, typically refers to the voluntary decision to leave work after reaching a certain age or fulfilling specific criteria, while dismissal involves the termination of an employee's contract by the organization due to poor performance, misconduct, or other reasons.

In April 1994, the government stopped reimbursing most employers for the costs of administering and paying statutory sick pay (SSP) to their employees. This suggests that there were changes made to the SSP policy during that time. The other options, Health & Safety legislation and Competition, do not directly relate to the government's decision to stop reimbursing employers for SSP costs.

The given statement suggests that most organizations do not acknowledge the effectiveness of using discipline to reduce employee absence. However, the correct answer is False, implying that organizations do recognize the importance of discipline in reducing absence. This suggests that discipline is indeed widely used as a means to address and minimize absenteeism within organizations.

Direct costs of absence include company sick pay, employer's national insurance contributions, employer's contribution to company pension scheme, and overtime payment or additional staff to cover for absent employees. These costs directly impact the company's finances and resources. Company sick pay and overtime payment increase the company's expenses, while employer's national insurance contributions and employer's contribution to company pension scheme add to the company's financial obligations. Additionally, having absent employees can lead to reduced or delayed production, lost business opportunities, reduced efficiency, and compromised quality of service or product, further impacting the company's performance and profitability.

The correct answer includes four proactive approaches to improving absence levels in an organization. These include discussing job candidates' views on absence during selection interviews and making the organization's absence policy clear, providing adequate training and general assistance to new recruits and young people in the early days of their employment, fostering a strong team working culture, and ensuring that managers actively take an interest in their team members' health and welfare. These approaches aim to address absence issues by promoting communication, support, and a positive work environment.