Employee absenteeism is a common challenge for HR professionals, as it can affect productivity, morale, and costs. But how can you measure and manage absenteeism effectively? In this article, we will explore some of the most important HR metrics for tracking employee absenteeism, and how to use them to improve your HR operations.
Absenteeism is the term used to describe the absence of employees from work, regardless of whether it is planned or unplanned, voluntary or involuntary. This can have a detrimental effect on both the individual and the organization, such as reduced performance, increased workload for other employees, lowered employee engagement and satisfaction, higher turnover and recruitment costs, and potential legal and compliance issues. As a result, it is essential for HR professionals to monitor and manage absenteeism, as well as identify and address its underlying causes.
Basicamente, absenteísmo é a ausência frequente e n?o planejada de um funcionário do trabalho. Acompanhar este dado é importante porque pode esta situa??o pode afetar negativamente a produtividade da equipe e, consequentemente, os resultados da empresa.
Companies hire enough employees. When an employee is absent, it means his or her duties will not be done on that particular day or the other employees may be forced to take up extra duties to cover the gap. The extra workload on other employees may result in lower engagement and satisfaction, higher turnover on the part of employees and hiring costs and legal and compliance costs to the company. In this aspect, HR experts need to monitor and manage absenteeism by identifying and addressing its causes as early as possible.
Measuring absenteeism depends on the purpose and data available. The main metrics are the absence rate, which is the percentage of working days employees are absent from work in a period; the absence frequency, which is the average number of times employees are absent from work; the absence duration, which is the average number of days per absence episode; and the Bradford factor, which assigns a score to each employee based on absences. This helps identify patterns and trends of absenteeism and potential cases of leave policy misuse.
Nas ocasi?es em que fazia gest?o destes dados, utilizávamos alguns indicadores, dentre outros estes a seguir: - Taxa de absenteísmo geral (número total de horas perdidas por absenteísmo / número total de horas trabalhadas); - Taxa de absenteísmo por Motivo (número de horas perdidas por motivo específico / número total de horas trabalhadas); - Frequência de absenteísmo (número de faltas por funcionário / número de dias trabalhados); e - Custo do absenteísmo (soma dos custos diretos e indiretos do absenteísmo)
The main types of absenteeism metrics include: 1. Duration rate-the average length of each absence incident. This can help identify the patterns of absence such as short or long-term absences. 2. Absence cost-the financial impact of employee absenteeism on the organization 3. Rate of return to work- percentage of employees who return to work as scheduled after the absence. 4. Rate of frequency- the average number of absence incidences per each work over particular time. 5. The rate of absenteeism- the percentage of of work hours scheduled that are missed by the employees due to absences
Accurately calculating and using absenteeism metrics requires reliable data on employee attendance and absence. This can be obtained through time and attendance software, self-reporting, or manager reporting. Time and attendance software can automate and simplify the process, while self-reporting can provide more qualitative data. Manager reporting can enable direct communication and feedback. Once the data is collected, it can be analyzed with Excel or an HR dashboard. Excel allows for formulas, charts, and tables to calculate and visualize metrics, while an HR dashboard can provide real-time insights and help compare results against industry standards or goals.
Hoje em dia, coletar dados é uma tarefa muito fácil dentro da área de Opera??es de RH quando falamos de empresas mais profissionalizadas, pois há diversos sistemas de onde você pode buscar por essas informa??es: o software de ponto, o de gest?o do PMCSO da empresa e também as pesquisas de clima da companhia que podem trazer insights sobre eventuais raz?es que levam o colaborador a querer, ou o for?am, a faltar no trabalho. Com estes dados, o próximo passo é mapear as causas: saúde, trabalho ou pessoal, buscando entender o contexto individual e organizacional.
Absenteeism data can be collected from; 1. Clock in/out software 2. Self-reporting 3. Supervisor or manager reporting Once this data is collected, statistical software like MS Excel can be used to analyze and visualize metrics in form of tables or charts. HR dashboard can also be used to provide insights in real time and help compare these results against goals or comparable company results or comprehensive industry standards.
Absenteeism metrics can help you measure and manage absenteeism, but they are not enough by themselves. To reduce absenteeism and improve HR operations, you need to review and update your leave policies and procedures to ensure they are clear, consistent, and compliant. Additionally, you should provide support and resources to your employees to help them cope with any factors contributing to their absence. This could include health and wellness programs, flexible work arrangements, employee assistance programs, or recognition and rewards. Finally, it is important to communicate and engage with your employees about their attendance and absence to foster a culture of trust and accountability. Share your absenteeism goals and expectations, solicit feedback and suggestions, acknowledge good attendance, or address poor attendance.
Bom, entendo o seguinte... Primeiro, monitora-se o absenteísmo para entender seu impacto. Em seguida, analisa-se os dados para identificar as causas do absenteísmo, que podem ser relacionadas à saúde, ao trabalho ou a quest?es pessoais. Com essas informa??es, pode-se desenvolver um plano de a??o para abordar essas quest?es, o que pode incluir melhorar as condi??es de trabalho, equilibrar o trabalho e a vida pessoal, ou resolver problemas com gerentes ou colegas.
HR managers can use absenteeism metrics to measure and manage absenteeism. However, these may be inadequate when used in isolation. HR managers need to review policies and procedures related to leave, work environment to ensure they are clear, consistent and compliant. The work environment should provide the necessary support and resources to employees to help then cope up with any factors that fuel their absence. This can include health and wellness programs, worker-support programs or recognition and rewards. Finally, the HR can share the company absenteeism goals and expectations and seek feedback and suggestions from employees. They can also have a reward system to recognize good attendance and clear plan to address poor attendance
1. Absence Rate: Indicates the percentage of workdays missed due to absences in a given period (e.g., monthly/annually). This is a high-level overview of the absenteeism issue within your organization. o Formula: (Total Absences / Total Workdays) * 100 2. Absence Frequency: Tracks the average number of absence occurrences per employee within a set period. This highlights whether absenteeism is widespread or focused on specific individuals. o Formula: Total Absences / (Total Employees * Period Days) 3. Absence Duration: Measures average length of an absence period (in days). Helps differentiate between frequent short absences and longer-term health or other issues. o Formula: Total Absence Days / Total Absences
4. Bradford Factor: A score calculation method considering both frequency and duration of absences. A higher Bradford Factor score can flag employees whose pattern of absences may be more disruptive, even if total missed days are lower. o Formula: Σ (Frequency * Duration^2) for each absence 5. Differentiate Reasons for Absence: Tracking reasons (e.g., illness, planned leave, family emergencies) is key to identify underlying causes and design suitable interventions.