ASSIGNMENT No.

5
 Describe the different staffing procedure in your company, cite practices and examples
Answer:
Staffing is the process of recruiting employees who are eligible for certain positions in a
company.
Steps involved in staffing process are the following:
Manpower Planning Development
Recruitment Promotion
Selection Transfer
Placement Appraisal
Training Determination of Remuneration

(CASE ANALYSIS)
 What are some possible causes of the reduction in output, the resignations, and
increased tardiness and absenteeism?
Answer:

Bullying and harassment – If an employee is being bullied or harassed by someone at work,

they may stay at home so they can avoid the unpleasant situation.

Stress and burnout – An employee may be stressed because of work or due to personal
reasons. Whatever the reason, they may believe that being at work will only add to their stress.
Furthermore, if an employee feels burnt out, they’ll feel disengaged from their work.

Care – If your employee is a career, such as for an elderly relative, they may take time out of
work if the dependent is ill, has appointments, or if their care arrangements fall through. This
may also be the case if an employee has a dependent child.

Mental health problems – This is of course a problem in its own right, and you must strive to
make your workplace an environment in which mental health issues are discussed and
supported.

Low morale – An employee may have low morale and lack motivation if they feel undervalued
and underappreciated at work. If they feel that their work isn’t appreciated, they may feel like
nobody would notice if they were absent.
Bereavement – Dealing with bereavement isn’t easy, and work will be the last thing on the
mind of the affected. Absence from work may be particularly longer if the death was sudden.
The employee will need to grieve and may have a lot of legal matters to sort out.

Illness – This is the most common cause of absenteeism. It can spike at certain times, especially
in winter when viruses, such as cold and flu, are widespread.

 How might these consequences have been avoided?

Answer:
Create a clear attendance policy and set expectations

Your attendance policy should explain how to report absences, the procedures in place
surrounding absences, and your policy for recording absences. It should also contain
information about how you will follow up on repeated absences and the repercussions for
excessive absenteeism. You should discuss the policy with all members of staff and ask them to
sign it to show their understanding.

The policy will act as a resource to your employees about your expectations. Aim to be
consistent and follow the attendance policy in all possible situations.

Provide support

If an employee is absent due to personal issues, like bereavement or mental health problems,
you should provide support both when they are absent and on their return to work. Support
will likely make them feel happier to return to work earlier and prevent repeated absenteeism.

You could also consider offering your employees time off in lieu and/or flexible working time.
This will ensure people feel like they get a good work-life balance and that you value their
needs.

Reduce workplace stress

You should always try to rectify factors at work that may cause stress for your employees. For
example, if a piece of equipment is broken and employees are stressing, you should aim to fix it
as soon as possible.

You should also implement programs that encourage employee health and wellbeing. This
should have your employees’ physical and mental health at the forefront and will prove to your
workforce that you value both their work and their health.

Provide feedback
You should provide your employees with frequent and effective feedback, especially when
they’ve done something well. If you never provide feedback, your workforce may feel that you
don’t appreciate their hard efforts and you therefore won’t notice when they’re not at work.

Reward good attendance

You need to plan this one carefully, as there may be genuine reasons why somebody is absent,
such as long-term sickness. However, you should aim to provide a reward for employees who
display good attendance throughout the year. This will encourage all to attend and show
employees who are always at work that you value them.

Possible Causes
 Burnout, stress, and low morale - Employees may avoid going to work due to
heavy workloads, difficult meetings/presentations, and sentiments of unappreciation.
Personal stress (apart from job) might contribute to absenteeism. Due to the
replacement of leadership, these reasons might be present
 Disengagement - Employees who are dissatisfied with their employment,
coworkers, leadership, and/or the firm are more likely to miss work simply because
they lack motivation
 Depression - Depression is the top cause of absenteeism in the United States,
according to the National Institute of Mental Health. Depression can lead to
substance misuse if people use drugs or alcohol to self-medicate their pain or worry.
How can be avoided?
 Provide Support - You may also try giving your staff time off in lieu of pay and/or
allowing them to work from home. This ensures that individuals have a healthy work-
life balance and that you appreciate their requirements.
 Stress Reduction in the Workplace - Develop programs to promote employee
health and well-being This should prioritize your employees' physical and mental
health, demonstrating to your staff that you respect both their job and their wellness.
 Provide Feedback - You should offer regular and useful feedback to your staff,
especially when they have done something successfully. If you never offer feedback,
your employees may believe that you don't value their efforts and, as a result, you
won't notice when they're not at work.