A Research Study of Reducing Absenteeism through Workplace Wellness Programs in Popular Systems

Abstract

Employee absenteeism is a persistent and significant issue faced by organizations across various industries. This abstract provides a concise overview of the causes, consequences, and management strategies associated with employee absenteeism. Understanding the causes of absenteeism is crucial in developing effective management approaches. Factors such as illness, personal obligations, workplace dissatisfaction, burnout, and low morale contribute to employee absences. Additionally, organizational factors, including poor work-life balance, inadequate policies, and lack of employee engagement, can further influence absenteeism rates. The consequences of absenteeism are multifaceted, impacting both the individual employee and the organization. On an individual level, frequent absences can lead to decreased job satisfaction, reduced productivity, and strained relationships with colleagues. For organizations, absenteeism results in increased costs due to lost productivity, decreased team efficiency, and potential disruptions to workflow and customer service. To mitigate the negative effects of employee absenteeism, organizations employ various management strategies. Proactive measures include fostering a positive work environment, implementing flexible work arrangements, and promoting work-life balance. Encouraging employee wellness initiatives, such as health programs and stress management workshops, can also reduce absenteeism rates. Additionally, organizations can enhance employee engagement through effective communication, recognition programs, and career development opportunities. employee absenteeism poses significant challenges for organizations, affecting both individual employees and overall business operations. By identifying the causes, recognizing the consequences, and implementing appropriate management strategies, organizations can effectively address absenteeism and cultivate a productive and engaged workforce.

Introduction

Absenteeism—when employees fail to report for scheduled work—is a growing concern in labour-intensive industries, especially in large-scale operations. It significantly affects productivity, plant utilization, and overall gross national income (GNI). Despite high unemployment rates in India, absenteeism remains high, worsening economic inefficiencies.

Consequences of Absenteeism

• Production loss and reduced GNI

• Lower income for workers, impacting their ability to meet basic needs

• Poor health, family issues, and mental/physical exhaustion

• Reduced concentration and motivation, creating a cycle of repeated absenteeism

Objectives of the Study

1. Measure absenteeism levels in Popular Systems company.

2. Identify methods to reduce absenteeism.

3. Study employee working conditions.

Scope of the Study

• Analyzes reasons for employee absence.

• Aims to provide feedback-based suggestions.

• Focuses on regularity's role in organizational development and growth.

Limitations

• Restricted to a limited geographic/organizational area.

• Small respondent sample.

• Increased burden on other employees due to absenteeism.

• Time and cost implications for management and training replacements.

Data Collection Methods

• Primary Data: Surveys, observations, and direct responses.

• Secondary Data: Government records, company reports, and existing research.

Key Findings

1. Most respondents are male graduates with 1–2 years of experience.

2. Married employees are more committed.

3. Personal problems are the top reason for extended absence.

4. 61% report leave is easily available when needed.

5. Most have not experienced workplace accidents.

6. 53% report no significant job pressure.

7. Some report improper work environments as a form of stress.

8. 55% are satisfied with the work environment.

9. A negative correlation exists between absenteeism impact and employee suggestions for reduction.

Suggestions to Reduce Absenteeism

1. Develop a clear attendance policy with defined expectations.

2. Offer competitive salary packages to improve loyalty.

3. Ensure a pleasant and motivating work environment.

4. Introduce predictable hours and limit excessive overtime.

5. Provide flexible schedules or work-from-home options.

6. Communicate disciplinary rules clearly.

7. Use incentive schemes directly linked to attendance.

Conclusion

Absenteeism is a total man-shifts lost because of absence as a percentage of total number of man-shifts scheduled to work.It is calculated using various rates such as Absenteeism rate and Frequencyrate. Absenteeism also affects the organization from multiple angles for which various measures are taken for controlling and minimizing absenteeism. The situation in the career development of both the individuals and the organization results in Employee turnover. The rate of change in the employees of an organization during a definite period is external mobility. It I salso known as external career. Thus it is the shifting of the employees into and out of the organization.

Copyright

Copyright © 2025 Hemapriya M, Mr. M. Gowtham Mahendran . This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.