Managing trauma cuts down absence

January 2007
People Management;1/25/2007, Vol. 13 Issue 2, p10
The article presents information on a study on post-trauma absence conducted by the University of Sheffield in England in collaboration with the Institute for Employment Studies and information technology (IT) company Atos Origin. The research found that managing trauma can help to reduce absence by getting an employee back to work earlier. According to research leader Jo Rick, the study identifies that how employees perceive employers' support could play an important role in their recovery.


Related Articles

  • Should Europe be allowed to dictate working hours?  // Human Resources (09648380);Dec2008, p8 

    The article presents the comments of several executives on whether Europe should be allowed to fix working hours of employees. Recently, The European Social Affairs Committee decided that no employee should be allowed to work more than 48 hours per week. According to Nigel Meager, Director,...

  • Health and Safety.  // People Management;01/14/99, Vol. 5 Issue 1, p13 

    Presents news briefs related to occupational health and safety issues in Great Britain as of January 1999. Report from the Institute for Employment Studies regarding the approach of firms to employee absences; Announcement of an agreement in the litigation that involved the British Coal...

  • Total Absence Management: Practical Solutions to Prevent and Minimize Employee Absence. Ritter, Anne // Employee Benefits Journal;Dec2000, Vol. 25 Issue 4, p3 

    Discusses total absence management. Benefits; Components; Correlation between absence, employee turnover and productivity.

  • Time is money.  // Personnel Today;7/9/2002, p26 

    Focuses on implications of improving the personnel management for company expenditures. Importance of assigning absence management to human resource and line managers; Prioritization of productivity for improvement of employees performance; Significance of strategic analytics to solve...

  • Benchmarker 2002.  // Personnel Today;7/9/2002, p51 

    Provides information related to personnel management. Variation of absenteeism level among employees; Expenditures on agency recruitment; Survey on the effectiveness of human resource.

  • Strong return-to-work culture can cut costs of absenteeism. Carroll, Pam // Employee Benefit News;Oct2000, Vol. 14 Issue 12, p16 

    Reports on the impact of employee absenteeism on companies. Range of the total cost of absenteeism on the company's payroll; Things employers can do to promote a return-to-work culture; Insurance carrier considerations for building a return-to-work culture.

  • How to deal with continuing absenteeism.  // New Zealand Management;Aug2000, Vol. 47 Issue 7, p12 

    Offers tips for managers on the management of employee absenteeism. Focus on interdependence; Detection of warning signs of absenteeism; Practice of post-absence interviews; Support for legitimate personal problems.

  • Limit unexcused absences.  // Communication Briefings;Jan2014, Vol. 33 Issue 1, p6 

    The article offers tips in limiting unexcused absences by agreeing with the employees to make up the missed time or working on overtime.

  • 5 STEPS TO... Allen, Kate // Regeneration & Renewal;8/22/2008, p22 

    The article lists five steps in managing the absenteeism of employees which include effective communication with employees, involvement of line managers, and keeping in touch during the long-term sickness.


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics