Absenteeism in organisations is an ever-present phenomenon that cannot be eliminated. Companies can only prepare for it and take certain measures to reduce its frequency. Theoretical frameworks are available for organisations to apply in order to understand the extent to which it is present and how it affects the organisation's performance. The awareness of levers which are available to identify the levels of absenteeism enables organisations to be prepared for future absences that will occur. On the other hand, there are organisations that only monitor the amount of absenteeism but do not apply any solutions to reduce it. In addition to the theoretical types, causes and consequences, the thesis is complemented by empirical calculations using the example of a company and national data from three consecutive years. The aim will be to identify differences in absenteeism rates by gender, age, reasons and workplace. In the light of the results, the purpose will be to highlight the areas where absenteeism is most prevalent and to propose solutions to reduce it.
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