Workforce Preformance

Question 1

other ways to evaluate workforce performance

Answer 1

productivity
labour turnover
absenteeism - long term and short term absences
lateness

Question 2

labour turnover

Answer 2

concernedwith measuring the number of employees who have left the business

the higher the figure = more likely that motivation is low

the figure doesnt explain why theyre leaving - just quantitative

useful to look at as a guide but would need to behind the data to why theyve left - personal reasons over low motivation

ACAS - provides a specimen ‘analysis of labour turnover’ form that a business can download, use modify for this purpose

high figure = undesirable
0 rate of turnover = likely to become stale and resistant to change

Question 3

absenteeism

Answer 3

imposes an extra cost upon the business in the form of REPLACING an employee or puts pressure on existing staff who have to do extra work to cover for their absent fellow collegue

Question 4

long term absence

Answer 4

where an employee is off work for a long period

usually due to illness

high number of these absences across the business could be due to symptons of an unhealthy working environment

Question 5

short term absence

Answer 5

where an employee is absent from work for a day or few days because of a minor thing - i.e. stomach ache

this is referred to as ‘absenteeism’

used as an indicator of the level of morale and motivation

MOST COMMON and normal for this to happen but where there is a high absenteeism in a certain dept - indicate a problem

Question 6

absenteeism importance

Answer 6

records of absences and reasosn for why theyre absent should be kept by the business

can discipline action is its a reoccuring absent or tackle the problem

need to be identified + analysed and dealt with

Question 7

authorised absence

Answer 7

where an employee asks for time off for a particular reason

can be hard to deal with because the employee cant alwyas do these things outside working hours

business needs a clear and consistent policy on allowing absences and if theyll be paid for it

records should be kept to see if patterns emerge

Question 8

unauthorised absence

Answer 8

short term absences such as the illness leave phoning into work to say you’re unwell

Question 9

lateness

Answer 9

if you’re arriving into work late then it needs to be investigated and monitored correctly

relating to employee attendance - individual records for months/weeks

ACAS provide forms to record this

high percentage = low motivation, someone who enjoys work will not often be late

persistant lateness = shows a disregard for taking the appropriate actions to arrive at work on time = lack of motivation

may be occasionally late for valid reasons i.e. traffic

Question 10

workforce productivity

Answer 10

how productive workers are

MEASURE OF OUTPUT RELATED TO INPUT

measure of output PER employee in a particular time period

Question 11

limitations to the formulas and calculating them

Answer 11

• not all departments employ the same amount of people
  = 1/6 worker labour turnover in one dept ten has a big impact in percentages
• numbers are just numbers - only quantitative
  = cant explain whats happening in the workplace
  = need to find out why theyre leaving and the reasons
  = labour turnover - some businesses using ‘exit interviews’ to fill out a questionnaire to discover the reason for leaving

averages are misleading
= not representative of the individual departments
= using a sole figure to sum up the whole of the business would disguise the true differences between the depts i.e. production 2% but accounts with 33%