(Maximum 1000 w)

The project brief

 Community Catalyst assists alliances and campaigners in using their assets

efficiently in the pursuit of a shared objective.
 This expertise encompasses discovering important decision-makers,
establishing partnerships to bolster funding for or opposed to a proposition,
and determining when to proceed forward with various campaign
components.
 The organisation is based in the United Kingdom and strongly promotes the
UK values of equality and justice
 The vision of the company is to create an environment in the healthcare
industry where each and every individual receives equal healthcare service.
 The company has got a very diversified group of staff belonging from a very
diversified background
 The company however is currently suffering from a very big problem of staff
absenteeism and unavailability (Liboni et al. 2019)
 The organization has found that in many of the cases the staff of the
organization suffers from high burn out rate and mental anxiety
 Everyone's access to high-quality, cost-effective health coverage is
Community Catalyst's primary concern. The company is extremely aggressive
in developing and facilitating regional and local customer associations.
Our approach

1
  We have conducted a through review of the organisation to understand the
probable causes for employee absenteeism and unavailability in the region.
 We have also undergone a through brainstorming session to understand
and identify all the key points that we have learnt so far from the topic
 Then we have conducted a review of the entire industry to point out the
major issues and the major trends that may act as the solution to the given
problem
 The group has also conducted a review about the work place health and
safety of the organisation.
 We have focused on finding an effective solution from the learnings that we
have achieved so far and make the best use of it.
 We have conducted a thorough review regarding the employee diversity
and conflict management within the organisation that inversely impact
employee growth
Points will be addressed

 The report will primarily address the contemporary issue that the organization
is facing that the problem of higher employee absenteeism rate within the
organization, Community Catalyst.
 The workplace absenteeism policy of the organisation that would help in the
growth and development of employee attendance as well as to improve the
organization productivity.
 Making employee roster and following proper absenteeism tools and policy
will be considered in this report to get best solution (Djajasinga et al. 2021).
How can we help?

2
  We can help by providing proper theories and models and employee benefit
and welfare management strategies for the organization in order to improve
employee engagement and employee welfare 
 We need to maintain a proper absent management tools within the
Community Catalyst so that we can keep the track of the employee absence
and make them identified (He et al. 2019). 
 We can also assure a greater amount of service for the employees in terms of
providing a proper strategic relief and policies 
 We can suggest improvement in the work health policies of the organization
and create a safer working environment resulting into a greater employee
attendance 
 We can also offer the organization to maintain a proper absenteeism policy for
its workforce so that they can provide benefits employees with higher
attendance and penalize those who are not having standard attendance
percentage.
 We can also plan for providing flexible working hours so that employees can
get enough time for maintaining their work-life balance.
What are the benefits? 
o To improve the employee engagement within the organization that would
create a greater employee motivation and satisfaction resulting into a greater
employee retention (Mukwevho et al. 2020)
o The strategies would also impose a greater Cultural awareness within the
organization that would help a greater value generation among the employees
generating a greater employee retention and satisfaction within the
organization 
o The organization could also benefit by reducing the mental stress and mental
burnout caused by the organization resulting into a greater employee
satisfaction. Moreover it would also improve the employee efficiency within
the institution (Jaddoud 2021). 
o A greater employee engagement with also consider a greater employee
management and employee retention within the organization further
aggravating the employee motivation within the institution 

3
 o The creation of roster would also help in improving the employee
management strategy within the organization as well as result into the greater
retribution of employee pressure and workload across all the members of the
organization (Naik, and Kanade 2019). 

Things to consider (50 w)

o In order to consider the best possible solution for the organization the cultural
background and the employee reviews would be considered thoroughly that
would provide a complete background of the major problems and issues that
the employees are facing within the organization. The reason for employee
absenteeism would also be considered 

How will we create the best solution for your company?

o In order to provide best solution for the organization, Community Catalyst,

there are certain things management can implement to reduce the rate of
absenteeism within the organization.
o Firstly, there should be a policy for all the employees that employees with
higher attendance will be getting incentives or other benefits from the
organization’s end and on the other hand, employees with lower attendance
will be penalized in terms of monetary facilities. The strictness of the policy
will help to reduce the rate of absenteeism.
o The HR management of the organization should look into the attendance
policies and introduce the “return-to-work interview” process so that
employees will be get connected with the workplace.
o Another best solution can provided by offering flexible working hours to the
employees as well as focusing on their wellbeing which will help to create a
great employee engagement program within the organization.
o Finally the HR management of the Community Catalyst should maintain a
proper absent management tools so that they can keep track of the absence
of its workforce.
Our research so far

 As for the current statistics the major issue for the employee turnovers and

4
 absenteeism is the exposure to deadly viruses and diseases of the employees
resulting into a majority of the employees being sick or contaminated with the
virus resulting into self-isolation (Butterick and Charlwood 2021). 
 Another major issue that has been identified in terms of employee
absenteeism is the lack of availability of skilled laborers within the institution
which has resulted into a poor employee availability within the organization
which often results into extra pressure over other employees 
 The final problem that has been identified is the lack of employee availability
due to high turnover rates within the institution. It is a win identified that it has
been a major problem in all the healthcare sectors that employee’s turnover
very quickly due to the high pressure and burnout rates within the
organizations. 

References
Butterick, M. and Charlwood, A., 2021. HRM and the COVID‐19 pandemic: How can
we stop making a bad situation worse?. Human Resource Management Journal,
31(4), pp.847-856.

5
Djajasinga, N.D., Sulastri, L., Sudirman, A., Sari, A.L. and Rihardi, E.L., 2021, June.
Practices in Human Resources and Employee Turnover in the Hospitality Industry. In
2nd Annual Conference on blended learning, educational technology and Innovation
(ACBLETI 2020) (pp. 113-117). Atlantis Press.

He, J., Morrison, A.M. and Zhang, H., 2019. Improving millennial employee well-
being and task performance in the hospitality industry: The interactive effects of
HRM and responsible leadership. Sustainability, 11(16), p.4410.

Jaddoud, H., 2021. The Role of Reflection in Predicting Stress Coping, Turnover,
Absenteeism and Lateness: A Study of the Hospitality Industry. Journal of
Hospitality, 3(4), pp.180-201.

Liboni, L.B., Cezarino, L.O., Jabbour, C.J.C., Oliveira, B.G. and Stefanelli, N.O.,
2019. Smart industry and the pathways to HRM 4.0: implications for SCM. Supply
Chain Management: An International Journal.

Mukwevho, H., Nesamvuni, A.E. and Roberson, J.R., 2020. Factors Impacting
Employee Absenteeism and the Managers’ Perception of its Causes in the Hotel
Industry. African Journal of Hospitality, Tourism, and Leisure, 9(5), pp.1161-1177.

Naik, N.K.K. and Kanade, S.R., 2019. HRM in hospitality industry: an overview.
Advance and Innovative Research, 136.