XIM UNIVERSITY
Training and development
INDIVIDUAL ASSIGNMENT
Topic –
Training For Absenteeism
Name- Dipasha Verma
Course – BBM, 2020-23
FACULTY NAME – MR. FAIZ AHMAD
Acknowledgement
I would like to express my hearty thanks
to my faculty Mr. Faiz Ahmad for
continuously guiding me throughout the
assignment with his valuable advice and
feedback. I will also like to express my
gratitude towards my friends who helped
me to search for a company to complete
this assignment and without both this
would have not got completed on time.
INTRODUCTION
Many times many have heard the saying that
the person is physically present, but
mentally absent, Absenteeism is the same
thing. Absenteeism occurs when the
employee lacks the attention he needs to do
the work or he is not simply determined to
work but is continuously distracted.
Absenteeism is not good for any company,
no doubt in that, but we also can’t unsee that
it is the most common problem for any
organisation which is very hard to deal with.
It is so common that it is hardly considered
as a problem anymore but when it goes
down the productivity of any company goes
up which results in high profits. That is why
it is very important that absenteeism is
eliminated.
There are many training models which exist,
but no one is reliable in all the cases or is
completely developed, but ADDIE Model is
widely followed and accepted globally. This
model helps to develop the training by
following the addie steps that are analyse ,
design, develop, implement and evaluation.
In this assignment, we were to have the
exposure by interacting with a HR Manager
and ask him the way he deals with certain
problems through training and how do they
design it using ADDIE Model.
Assignment
Below are the questions attached that were
made according to the ADDIE Model and
were asked to the HR.
The Analysis included questions like what
are the training objective which was “To
Eliminate Absenteeism”.
Other questions like what are the reason for
absenteeism , the most common reason is
“low motivation of the employees” ,
personal or family problem which affects the
employee in the work place, the employee
maybe ill or simply he may not like the
work culture because of which absenteeism
occurs. For questions like what behaviour
are needed to be reinforced in the employees
the answer is quite simple, the employee
must be attentive and be motivated to
perform his job, he must take initiative in
the work. Nothing should hold him back he
must be able to give his best performance.
For the Design questions.
Absenteeism can be lowered by supporting
the employees or by giving them rewards for
their attendance, we can simply also change
the attendance policy another way to lower
absenteeism is by lowering the work load.
Interest for work can be created in
employees which will help them want to do
the work with all of their potential.
Training methods that are used by google to
lower absenteeism are:
Googler to Googler- When employees
interact more they build a better team.
Many employee problems can be
solved when they interact, they will
like the workplace and workculture
more and feel like home, google
believes in the same and thus one of
their method includes google to
googler which boosts up employee
interaction. The trainee can also seek
and take guidance from the supervisor
when they interact and a system of
open communication is formed.
This will all directly help to reduce
Absenteeism our concern.
For Development questions
In case of google who uses g2g
method more, that is googler to
googler, so to obtain the objective
through this method, various
informal get togethers should be
organised, office parties should he
organised, team projects should he
emphasized rather than individual
one, as the employees would interact
in teams.
The supervisor employees should be
trained and told to behave , interact
and help the Junior employees.
This training should be in the offline
mode as face to face interaction and
social interaction through online
mode has a lot of obstacles and
disadvantages, it won’t be beneficial
or effective if this training is done
online. Only when employees meet
and interact in the physical mode
then only they build a bond and
interest in the work and work
culture.
For the implementation
The employees should be told about the
benefits of social interaction and about how
much stress can it bust, interaction solves all
the problem, so if we want the employees to
take part in the training enthusiastically we
must tell them about all the benefits of the
training and how will it benefit them in
personal and organisational level.
To ensure that the training is good, the
trainer first should be the best.
For this the best trainer is hired who has the
knowledge and experience.
The trainer knows how to deal with the
absenteeism and how to approach the
employees.
A demo training is first tried upon the
managing staff to ensure that the trainer is
good and that the objective shall be fulfilled
by him, then only the trainer is hired.
For Evaluation questions
The degree of effectiveness can be measured
by taking observation of the behavioural
changes before and after the training,
feedbacks from the employees and the
supervisors can also be taken. Some tests
can also be done to know whether the
trainees have learnt or not.
For the next training, various training
methods can be tried and experimented with
as google uses googler to googler to solve
80% of the problems, but many employees
may get bored by the same old way for
solving all the problems, google should try
many training methods for many training
problems to keep up the interest of the
employees in the training.
Conclusion
To conclude, absenteeism is a problem
that shall be dealt with, every company
has its own way of dealing with it. Where
else, when it comes to google it uses
Googler to Googler training method to
solve 80% of it’s problem including
Absenteeism. The only concern is the
same method is used for all the problems,
the trainees may not like it after some
time Or else they should introduce new
varieties of methods for different
problems.
