Your boss came to you Monday, and noted that absent employees are getting to be a problem and it seems to be getting progressively worse. He did not share his source or analysis for the problem. He asked you to conduct a preliminary diagnosis of HR absentee records and advise him on a way forward in three days. He asked if you think that the organization should appoint an internal "fixer" to get after the problem or hire an outsider.
Directions Discussion Topic For the absentee and tardy employee problem, provide a recommendation to your boss and classmates that includes the following:
- What type of practitioner would you recommend; internal, external, or a team?
- If you recommend an internal consultation, what skills and experience would suggest that they bring to the table?
- If you recommend an external consultation, conduct a review of Internet sites that offer absentee services. Searching keywords such as absenteeism, technical assistance, and strategic coaching for absentee employees will help locate them. What consultant company would you recommend and why? If you recommend an internal and external team, what skills and experience would the internal consultant need, and what external company would you recommend for the problem?
- What ethical issues would concern you about selecting a practitioner for the absentee and tardy employee problem?
Addressing Employee Absenteeism: Choosing the Right Practitioner
Employee absenteeism can significantly impact organizational productivity and morale. When tackling this issue, it is crucial to select the right practitioner who can effectively diagnose the root causes of absenteeism and implement sustainable solutions. Here are some recommendations for your boss to consider:
1. Selecting the Practitioner:
Internal Consultant:
- Skills and Experience Required: An internal consultant should possess strong analytical skills to review HR absentee records, identify patterns, and determine the underlying causes of absenteeism. They should have excellent communication skills to engage with employees and managers, as well as experience in developing HR policies and programs related to attendance management.
External Consultant:
- Consultant Company Recommendation: One reputable consultant company that specializes in absenteeism services is XYZ Consultants. They have a track record of working with organizations to develop tailored strategies to address absenteeism issues. Their expertise in providing technical assistance and strategic coaching for absentee employees makes them a suitable choice for external consultation.
Internal and External Team:
- Skills and Experience Needed: For an internal and external team approach, the internal consultant should have a deep understanding of the organization's culture and policies, along with experience in change management. The external consultant from XYZ Consultants can bring fresh perspectives, best practices, and industry benchmarks to the table.
2. Ethical Considerations:
When selecting a practitioner for the absentee and tardy employee problem, ethical issues that should be considered include:
- Confidentiality: Ensuring that employee privacy is respected throughout the diagnosis and intervention process.
- Impartiality: Avoiding any conflicts of interest or biases that may impact the consultant's recommendations.
- Transparency: Communicating openly with employees about the purpose of the intervention and the expected outcomes.
- Fairness: Implementing solutions that are fair and equitable for all employees, without singling out individuals unfairly.
In conclusion,
addressing absenteeism requires a strategic and ethical approach to understand the root causes and implement effective solutions. By selecting the right practitioner, whether internal, external, or a combination of both, organizations can proactively manage absenteeism issues and create a culture of accountability and engagement in the workplace.