Answers to Absenteeism

June 2002
Workforce (10928332);Jun2002, Vol. 81 Issue 6, p78
Addresses various questions and issues associated with personnel management. Suggestions for reducing absenteeism in a call center; Ways of recognizing and rewarding employees who have exceed their performance goals; Roles and responsibilities of sales-support positions; Recommended per-person training budget for a large manufacturing company.


Related Articles

  • Path to Success. Muzzillo, Greg // Wearables Business;Jun2008, Vol. 12 Issue 5, p30 

    The article suggests ways for clothing distributors to lower sales staff turnover and ensure the career development of employees. According to the author, well-trained employees feel more confident in selling situations which in turn makes customers more confident in buying from the...

  • IMPLICATIONS OF SALESFORCE PRODUCTIVITY HETEROGENEITY AND DEMOTIVATION: A NAVY RECRUITER CASE STUDY. Carroll, Vincent P.; Lee, Hau L.; Rao, Ambar G. // Management Science;Nov86, Vol. 32 Issue 11, p1371 

    This paper describes a study of Navy recruiter productivity at the individual recruiter level. Timeseries of monthly contract production by each of 345 recruiters who served for six months or more during the period May 1977-December 1978 formed the basis of the study. A wide variation in job...

  • How to set up an incentive scheme. Woolnough, Roisin // Personnel Today;2/17/2004, p22 

    This article focuses on setting up an employee incentive schemes in business enterprises. It is not simply a matter of setting targets and giving prizes to staff who attain them. Everyone needs to know what the goals are and what the rewards are for achieving those goals. They need to be able to...

  • THE PRICE IS RIGHT. Griffiths, Julie // People Management;11/10/2005, Vol. 11 Issue 22, p34 

    The article discusses the absence management policy of Royal Mail in Great Britain. The company's be-in-to-win incentive campaign rewarded workers with 100 per cent attendance in six months. The campaign aims to reduce the level of sickness absence and the costs associated with it. The managers...

  • Reincentivizing -- a new theory of work and work absence. Thulesius, Hans O.; Grahn, Birgitta E. // BMC Health Services Research;2007, Vol. 7, p100 

    Background: Work capacity correlates weakly to disease concepts, which in turn are insufficient to explain sick leave behavior. With data mainly from Sweden, a welfare state with high sickness absence rates, our aim was to develop an explanatory theory of how to understand and deal with work...

  • IMPROVING JOB PERFORMANCE THROUGH TRAINING IN GOAL SETTING. Latham, Gary P.; Kinne III., Sydney B. // Journal of Applied Psychology;Apr74, Vol. 59 Issue 2, p187 

    The present study examined the generality of goal-setting theory to an industrial setting. Twenty pulpwood-logging operations were matched and randomly assigned to either a one-day training program in goal setting or a control group. Measures of production, turnover, absenteeism, and injuries...

  • An Effective Return-to-Work Program. Mitchell, Kenneth // Point for Credit Union Research & Advice;8/26/2004, pN.PAG 

    Discusses a return-to-work (RTW) program designed to deal with unscheduled employee absences. Background on the cost of absenteeism per employee in the U.S. in 2002; Significance of an RTW inventory in establishing a profile of the cost of absenteeism; Steps to follow in creating an RTW model,...

  • The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks. Ijigu, Amare Werku // EMAJ: Emerging Markets Journal;2015, Vol. 5 Issue 1, p1 

    Most of the research has been conducted in the job satisfaction of employees' on employees job related outcomes but there is little well comprehensive research done that shows the influence of HRM practices on the satisfaction of employees towards a job. This study is co-relational type of...

  • Four Signs You Have the Wrong Employee. DONAHUE-PIRO, KELLY // Insurance Advocate;8/29/2016, Vol. 127 Issue 14, p22 

    The article discusses several signs that an insurance agency has hired the wrong employee. These signs include difficulties in interacting with the person, failure to perform their tasks as expected, and absenteeism. Business owners reportedly need to coach and train employees regularly as they...


Read the Article


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

Try another library?
Sign out of this library

Other Topics