December 17, 2017

Absenteeism of Employees: Growing Concern for the Indian Retail Sector

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The absenteeism in the workplace signifies that the employees are not happy and satisfied with the condition of the working environment. On the other hand, the absenteeism occurs because of the health related problems, like illness, injuries etc. With respect to the competitive business environment, the organisations have been showing less tolerance to the absenteeism of the employees. As a result, the business entities have been giving sincere efforts with respect to the effective control of the absenteeism.

Absenteeism has become the matter of major concern in the Indian retail sector. Consequently, the level of organisational productivity has been decreasing. The increment in the rate of absenteeism has been affecting the Indian retail sector in various ways. When a person is absent at the workplace without showing any authorised reason, it can be regarded as absenteeism. The increment in absenteeism rate in the retail sector has compelled many organisations in increasing the supervisory and administrative costs with the objective of managing the absenteeism programs. The rate of absenteeism has been increased because of the lack of proper skills amongst the Indian retail organisations. The hiring process of Indian retail organisations is not up to the mark. However, some of the retail organisations of India have been giving serious thought with respect to the development of the skills of the employees. For that reasons, the retail organisations have been conducting training programs, with the help of which, the development of the KSA factors (Knowledge, Skills and Abilities) can be ensured. In this way, some of the Indian organisations have been able to deal with the productivity and cost related issues to some extent. However, the problems have not been eradicated completely. The absence of effective monitoring system can be held responsible for this. The lack of change management strategies in the retail organisations has played important role in increasing the employee turnover in the retail organisations. Moreover, the harassment and workplace bullying has been decreasing the morale of the employees thereby resulting in decreasing the employee productivity. The most important thing is that the organisational members do not show the utmost level of commitment with respect to their job roles. The scope and opportunities with respect to the advancement in the career are limited in Indian retail sector. As a result, the employees tend to attend job interviews with the hope of getting better opportunities. On one hand, the organisations have been unable to create highly motivational workforce due to the lack of proper training and development programs. On the other hand, the cost with respect to the replacement of staffs has been increasing. As a resulting, the operating cost of the business entities has been increasing.

In this situation, it is important for the retail organisations to change its strategy for ensuring their existence in terms of financial growth and profitability. The quality of the working life should be increased with the effective implementation of the stress management. The person-environment fit model can be utilised for ensuring the reduction in the strength of the occupational stressors. On the other hand, it can help in the improvement of skills if the employees. The change agent can be appointed for ensuring the effective implementation of the change management strategies thereby resulting in ensuring the organisational development. The compensation policies should be reviewed every year. The effectiveness of the monitoring and supervisory system should be increased. The training and development program should be made effective with respect to the development of the skills and abilities of the employees. Most important, the psychological counsellor should be appointed in the retail organisations for ensuring the effective stress management of the employees. In this way, the organisational members will be able to ensure the maintenance of the work-life balance.

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About Soham Roy 40 Articles
MBA in Human Resource Management, MA in Modern History with specialization in Modern Europe (1870-2000), HR Professional, Academic Writer