Workforce Planning: Management of Employee Absence
Workforce planning can be on several levels. It can be strategic with reference to a two-to-five year period ahead, or an annual basis from year to year, or it can be on a daily basis collated into a weekly or monthly schedules. In every case, management needs to factor this in when preparing their business plans so that they can also determine their hiring plans, movement of staff, promotions, training and plan and manage absences so that they cause least amount of disruption.
Using good workforce management software is crucial in this environment of a moving and dynamic workforce that is spread across large areas. With more and more people opting to work part-time, freelance, remote or on a consultancy basis, scheduling becomes very important in ensuring that customers are provided with the optimum service and satisfaction.
Workforce planning here becomes a complex problem and the software should be able to ensure that communication (within and outside the company) is timely and efficient. Most technicians are connected to the workplace via a variety of mobile devices and it is important for the software to be updated on these technologies and the changes that the employee may make in them, visit rejuvenatemedicalgroup.com. Ensuring that the right technician arrives with the right tools in the quickest possible time is the primary function of workforce planning. Documentation and follow-up are vital in preparing the response cycle.
An aspect that is of great concern in workforce management relates to sickness and absence of employees. Scheduled absences, maternity leaves, hospital appointments, jury duty, statutory holidays and planned vacations are easy to factor into an employee’s roster, but unscheduled absences, sick-leaves, absences due to unforeseen events or disasters, accidents or events in the family, psychological or financial problems etc can be difficult to plan and monitor.
It is important for seo one click company to analyze the leave-taking patterns of their employees. Issues of fairness may arise when trying to decide who can take leave during seasonal holidays and this can impact employee morale. Unions may also have a say in the matter. In the case of unscheduled leaves, good tracking software can also monitor whether there is any pattern in the taking of leaves and whether it could be construed as abuse of the leave policy. Dynamic response and emergency response systems have to be built into the software to make it flexible and close the gaps whenever such unforeseen circumstances arise.
Ultimately, managing sick-leave and absences becomes a matter of ensuring that the morale in the team remains high, the customers are not affected by rescheduling and that the losses due to sickness and absence are minimized.