WHY EMPLOYEE ABSENTEEISM & TURNOVER ?

-

Problem :  Draining the Production Targets Due to Skill issues, Absenteeism and         Employee Turn over.
As far as the problem area is concerned, this came from one of my experiences, MAS Active ASIALINE is a leading factory of MAS Active Cluster and which has over 100000 std hours capacity, it has various customer base and while producing various styles for various customers it mainly focuses on PUMA, Patagonia, and Colombia as its main customers. I'm going to mention one of the highly affected problems in Asialine and how it was resolved using various HR aspects. 

Production draining due to training issues, absenteeism and Employee turn over some of the common problems in this field., but when these issues are escalated, the impact for the production can't be managed, due to such an escalation the company faced a lot of troubles on balancing the production lines, allocating the team members for the operations with the relevant skills, increase the workload on the staff, increasing the training requirements, increasing the recruitments, competition of other organizations and etc. overall contribution of these factors resulted in a huge loss of production and that affected the reduction of plant’s performance. especially in the apparel field, trained employees are a very valuable resource. in order to find and develop a trained employee as well as keeping such an employee are combined with the HR aspects.


when the employees are not trained properly and the unavailability of proper training plans bring the issues related to the skills of employees then especially in the apparel industry, it causes lots of problems like creating bottlenecks of production that means when the skillful employees are sewing their operation fast the skill-less employee can’t get that speed then an inventory is being created near to that team member so then it ultimately affect to continuous flow of production, as well as this issue brings another challenge that is balancing the production lines because though sufficient heads are there in the carder sufficient skilled heads are not available so then it affects to efficiency. So, when efficiency is affected then the production is also affected because efficiency and production are interlinked with each other. And when the skill is not there in the employees, the production contains more defect full products so then reworking has to be done that is also a huge loss of production and this is a huge waste so ultimately issues of skills due to insufficient training for employees brings above challenges especially in the apparel industry.


Due to the absenteeism, most of the above challenges are repeated, like line balancing, drop of efficiency and ultimately production performance. And with the employee turnover, addition to the above challenges, some other challenges are created which are immediate replacement, develop an employee who suits to the skills of the previous employee, so these are the challenges which should be addressed through HR aspects so in here the clear understanding is using the HR aspects for improving the skills of employees through proper training, controlling the absenteeism through HR aspects in a manageable level and controlling the turnover through HR aspects in a manageable level. Though above challenges and main problems are common to this field most of the times this wasn’t given a permanent solution so as long as we address this problem in the same way, there will not be a permanent solution to this. So, in order to address this by differently and more deeply, we can apply the knowledge of followings.
  • Employee Resourcing
  • Learning and development
  • Employee Relations
  • Design of work
  • Performance management
  • Employee engagement
  • organizational culture    


as far as the term HR is concerned, it is obvious that something bigger meaning comes to mind in anyone who has the general knowledge about how do the things flow in an organization related to people factor. Having a trained, motivated and loyal workforce is one of the key factors which brings the ultimate profitable growth for any organization. so making available that kind of force is the responsibility of Human Resource management.



 The process of making better workforce as mentioned in earlier should be started since recruiting step, in there it should consider that selecting the best and related personalities to specific job roles and responsibilities because if it is not they will be de-motivated on their job roles and may be an obstacle to organization's journey. so using the better techniques in interviews to find out the skills and true experiences on particular job role is the first step in making a better workforce. controlling a better workforce towards the organizational goals comes under the Human resources management.







Comments

Post a Comment

Popular posts from this blog

HUMAN RELATIONS THEORY by ELTON MAYO

-
Image
A connection between two or more  people, groups of people organizations and countries can be known as Human Relations after the second world war, we can be seen a different approach in organizational studies when there was only talk of Scientific Management which mainly focused on productivity, efficient division of labor and workers as an extension of machinery. In 1950, There was a change with the introduction of the Human Relations Theory This movement  saw workers in a different manner which can be seen as thinking begins with needs, who liked to get attention. companies realized that attention motivated employees and even allowed them to get more outcome for the benefits of the organization. In order to Mayo's Theory he has came to the following final conclusions ; Individual employees must be seen as members of a group; Salary and good working conditions are less important for employees and a sense of belonging to a group; Inf...
Read more

TALENT MANAGEMENT CAN CONTRIBUTE TO PROBLEM SOLVING?

-
Image
What Is Talent Management One of the main tasks which come under the human resources is employee resourcing. In order to continuously run a particular task, there should be required manpower. When the particular fluctuations of manpower happen, leveling up the required manpower comes under employee resourcing. People resourcing as a subject incorporates the key features of HRM practice with links to organizational performance. Central to success as a high-performance organization is an ability to attract and retain the right number of appropriately skilled and motivated individuals and teams engaged and committed to adding value to the organization and its stakeholders (SMI, 2017). According to the Taylor (2005) employee resourcing comprises set of management activities that facilitate the achievement of 4 fundamental groups of personnel and development objectives.      Staffing      Performance      Administration   ...
Read more

PERFORMANCE MANAGEMENT

-
Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals . HOW TO EVALUATE THE PERFORMANCE Goal Setting Theory Goal setting refers to goals being set for the future for subsequent performance of an individual or organizations. The pioneer of goal setting theory Edwin Locke states that when individuals or organizations set more difficult goals, then they perform better. On the other hand, if the set goals are easy then a performance of an individual or organization decreases (Locke & Latham 2006). In addition, goal setting will help in developing the action plan designed to guide people and...
Read more