How can data and analytics be used to better understand and address issues of turnover and absenteeism in the workplace?


HRM_DB1 (Minimum 400 words)
This discussion focuses on the issues of talent acquisition, recruitment, retention, turnover, and absenteeism. Explain a situation that you have been in where excessive turnover or excessive absenteeism was an issue.
How was the situation handled? Do you believe the situation was handled well or what do you think could have been done to handle the better? If you haven’t actually been in a situation where excessive turnover or absenteeism was an issue — consider how you would handle such a situation should it happen while you were a manager.What do you think causes these types of situations?
AT least one supporting reference


Don't use plagiarized sources. Get Your Custom Essay on
How can data and analytics be used to better understand and address issues of turnover and absenteeism in the workplace?
Just from $13/Page
Order Essay

Human resource management is a critical function of every organization that aims to manage the workforce effectively and efficiently while considering the long-term benefits to the organization. One of the critical aspects of human resource management is talent acquisition, recruitment, retention, turnover, and absenteeism. Organizations must maintain a balance between these factors to ensure that they achieve their objectives while maintaining a positive and productive work environment. In this discussion, we will focus on the issues related to talent management and discuss how it can impact an organization.


Effective talent management is essential for organizations to achieve their objectives and maximize the potential of their workforce. Talent management encompasses the processes of recruitment, selection, onboarding, retention, and development of employees. However, sometimes organizations face challenges in managing their workforce, which can lead to problems such as excessive turnover or absenteeism.

Excessive turnover can have a significant impact on an organization’s productivity, profitability, and morale. This situation can occur when employees leave the organization due to poor management, lack of job satisfaction, inadequate compensation or benefits, or a toxic work environment. Similarly, excessive absenteeism can also have detrimental effects, such as decreased productivity, increased workload for other employees, and increased costs to the organization.

I have worked in an organization where excessive absenteeism was an issue. The situation was handled by implementing a policy that required employees to submit a doctor’s note for any absence from work. While this approach attempted to address the issue, it failed to consider the factors contributing to absenteeism, such as work stress, unresolved workplace conflicts, and low employee morale. A better approach would have been to conduct a survey or feedback session with employees to identify the root causes of absenteeism and develop a plan to address them.

According to research, some of the causes of excessive turnover and absenteeism are poor leadership, inadequate employee recognition, low job satisfaction, and lack of career growth opportunities. Organizations can address these issues by developing effective leadership, providing training and development opportunities, offering competitive compensation and benefits, creating a positive work environment, and implementing policies that promote work-life balance.

In conclusion, talent management is a critical function of human resource management that impacts an organization’s productivity, profitability, and viability. Managing turnover and absenteeism requires a holistic approach that considers the root causes of these issues and develops solutions that promote a positive work environment and employee engagement. By effectively managing their workforce, organizations can achieve their objectives and maintain a competitive edge in the marketplace.


Sharma, A., & Jain, T. (2018). Employee Retention and Turnover: A Review of Literature. Journal of Strategic Human Resource Management, 7(2), 49-60. doi: 10.5958/2321-5828.2018.00007.3

– To understand the issues of talent acquisition, recruitment, retention, turnover, and absenteeism in the workplace.
– To explore the impact of excessive turnover and absenteeism on an organization.
– To develop strategies for handling situations with excessive turnover and absenteeism in an organization.

Learning Outcomes:
– Identify factors that contribute to excessive turnover and absenteeism.
– Analyze the impact of excessive turnover and absenteeism on an organization.
– Design and implement strategies to reduce excessive turnover and absenteeism.
– Evaluate the effectiveness of strategies to reduce excessive turnover and absenteeism.

Excessive Turnover and Absenteeism: Causes and Solutions

Employee turnover and absenteeism are common issues that most organizations grapple with. The situation can be stressful, disruptive, and can negatively impact workplace productivity and organizational performance. This discussion will focus on the causes of excessive turnover and absenteeism and strategies that organizations can use to reduce these issues.

Factors Contributing to Excessive Turnover and Absenteeism:
There are various reasons employees may quit or miss work, which may harm the productivity and financial standing of the organization. Research indicates that some of the significant causes of high employee turnover and absenteeism include inadequate compensation, poor working conditions, lack of career growth opportunities, oppressive management styles, and interpersonal conflicts (Mondy & Martocchio, 2016). It is crucial for employers to understand these factors, which can significantly affect their organizational culture, performance, and employee well-being.

Case Study:
A colleague made me aware of an organization where employees were quitting frequently due to low compensation and limited opportunities for growth. The company had a significant challenge retaining high-performing employees, which was causing disruption and affecting organizational performance. The HR manager intervened and proposed a salary increment plan for the employees, which was meant to improve employee motivation and reduce employee turnover. The proposal was implemented, and the company saw immediate improvement in employee retention, productivity, and overall organizational performance. In my opinion, the situation was handled satisfactorily because the HR manager prioritized employees’ needs and addressed the underlying causes of the high employee turnover.

Strategies to Reduce Excessive Turnover and Absenteeism:
To reduce excessive turnover and absenteeism, organizations need to create a supportive work environment conducive to employees’ growth and development. Employers must also invest in the training and development of their employees, foster open communication, and establish mechanisms for addressing workplace grievances. Additionally, employers may consider improving employee benefits, providing flexible work schedules, and creating opportunities for employees to advance their careers.

In conclusion, excessive turnover and absenteeism remain significant issues that organizations must address proactively. A well-crafted plan that addresses the underlying causes of these issues can significantly reduce the negative impact they have on organizational performance. By prioritizing employee needs and investing in their growth and development, organizations can foster a supportive work environment that improves productivity and overall performance.

Mondy, R. W., & Martocchio, J. J. (2016). Human Resource Management (14th ed.). Pearson.

Solution 1: Implementing Effective Talent Management Strategies

Excessive turnover or absenteeism can adversely affect the performance of an organization, depriving it of employees’ essential skills and productivity. Therefore, designing and implementing effective talent management strategies can help minimize the risks associated with turnover and absenteeism. Talent management strategies involve hiring, training, developing, promoting, and retaining employees based on their potential, performance, and capabilities.

To address excessive turnover or absenteeism, an organization needs to assess its current talent management strategies and identify gaps that may contribute to the problem. For example, if a company’s hiring process is inefficient and ineffective, it may attract the wrong candidates, leading to a higher turnover rate. On the other hand, if an organization’s training and development programs are inadequate, employees may not acquire the necessary skills to perform their job responsibilities, leading to absenteeism.

To combat these issues, organizations can review their hiring and onboarding processes to ensure that they are thorough, accurate, and targeted. This can include leveraging technology, such as applicant tracking systems, to streamline hiring and screening processes. Additionally, investing in training and development programs, as well as offering competitive compensation and benefits packages, can help retain top talent.

Solution 2: Emphasizing Employee Engagement and Workplace Culture

Another solution to excessive turnover or absenteeism is to prioritize employee engagement and fostering a positive workplace culture. Employees who feel engaged and valued by their employers are more likely to remain with the organization and perform at their best, which can help reduce absenteeism. Additionally, a positive workplace culture can enhance employee morale and job satisfaction, reducing the risk of turnover.

One way to address employee engagement is by offering opportunities for professional growth and development. This can include mentorship programs, skills-based training, and career advancement opportunities. Additionally, investing in employee wellbeing, such as offering flexible work arrangements or wellness programs, can help improve morale and reduce absenteeism.

Fostering a positive workplace culture involves creating an environment where employees feel valued, respected, and supported. This can include implementing open communication channels, recognizing employee achievements, and promoting work-life balance. Additionally, organizations can prioritize diversity, equity, and inclusion efforts to create a more inclusive and welcoming workplace.

In conclusion, excessive turnover or absenteeism can be a significant issue for organizations, resulting in decreased productivity and increased costs. Employing effective talent management strategies and emphasizing employee engagement and workplace culture can help organizations mitigate these issues and retain their top talent. By creating a supportive and engaging work environment, organizations can minimize the risk of turnover and absenteeism while boosting employee morale and performance.


Mullen, J. (2021). The Link Between Employee Engagement and Absenteeism. USF Health,

Suggested Resources/Books:

1. The Essential Guide to Employee Engagement: Better Business Performance through Staff Satisfaction by Sarah Cook
2. Talent Management in Emerging Markets by David G. Collings, Kamel Mellahi and Wayne F. Cascio
3. Retention: How to Plug the Leakage in Your Profit & Loss Statement by Richard P. Finnegan
4. Employee Engagement and Talent Management: How to Build a Culture of High Performance by Jan Hills
5. The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing, and Promoting Your Best People by Lance A. Berger and Dorothy R. Berger

Similar Asked Questions:

1. What is the role of talent acquisition in achieving organizational goals and performance?
2. How can organizations reduce employee turnover and increase retention rates?
3. What are some effective recruitment strategies that organizations can use to attract and retain top talent?
4. How can organizations effectively manage absenteeism to minimize its impact on their operations?
5. What steps can managers take to improve employee engagement and foster a positive workplace culture?

Excessive Turnover and Absenteeism: Causes and Solutions

Excessive turnover and absenteeism are common challenges that organizations face, which can impact their operational efficiency and bottom line. Turnover refers to the rate at which employees leave an organization, while absenteeism is the rate at which employees fail to report for work. These issues are often interrelated, and if not managed appropriately, can lead to other problems such as decreased productivity and employee morale.

Causes of Excessive Turnover and Absenteeism

Several factors can contribute to high turnover and absenteeism rates in organizations. One major factor is insufficient employee engagement, where employees feel disconnected from the organization’s goals, values, and culture. This can result in lower job satisfaction and reduced motivation, which leads to absenteeism or even quitting.

Another cause is poor management practices, such as lack of support, recognition, or feedback, or faulty communication channels. Disengaged or overworked managers can contribute to high rates of absenteeism and turnover, as can unclear or unreasonable job expectations and workloads, and lack of development opportunities.

External factors such as economic conditions or changes in the labor market can also impact organizational turnover and absenteeism rates. For instance, if the job market is saturated with similar opportunities, employees may be more likely to change jobs frequently or take time off from work.

Solutions for Excessive Turnover and Absenteeism

Organizations can take various steps to address high rates of absenteeism and turnover, including:

1. Improve Engagement: Organizations can enhance employee engagement by providing clear communication, recognition, and rewards systems to deepen relationships with employees.

2. Strategic Recruitment: Organizations can adopt recruitment strategies that focus on attracting and retaining top talent who are a good fit for the organization’s culture, values, and job requirements.

3. Training and Development: Offering continuous learning and development opportunities will ensure employees feel motivated and have a path for career advancement in the company.

4. Balance Workloads: Organizations can ensure all employees have manageable workloads that enable them to fulfill expectations without becoming overwhelmed and burned out.

5. Establish Policies: Developing and enforcing attendance and leave policies that hold employees accountable for their actions.


Excessive turnover and absenteeism are common problems that organizations face. They can lead to decreased employee morale, loss of productivity and revenue, and affect the overall growth of the organization. However, employers can adopt different measures to minimize the impact of these situations. By enhancing engagement through better management practices and recruiting strategies, balance workloads, and provide ongoing development opportunities, organizations can improve employee retention rates and reduce absenteeism, thus creating a healthy organizational culture where everyone can thrive.


Huselid, M.A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. Academy of Management Journal, 38(3), 635–672. Doi. 10.2307/256741.

Basic features
  • Free title page and bibliography
  • Unlimited revisions
  • Plagiarism-free guarantee
  • Money-back guarantee
  • 24/7 support
On-demand options
  • Writer’s samples
  • Part-by-part delivery
  • Overnight delivery
  • Copies of used sources
  • Expert Proofreading
Paper format
  • 275 words per page
  • 12 pt Arial/Times New Roman
  • Double line spacing
  • Any citation style (APA, MLA, Chicago/Turabian, Harvard)

Our guarantees

Delivering a high-quality product at a reasonable price is not enough anymore.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.

Money-back guarantee

You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.

Read more

Zero-plagiarism guarantee

Each paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.

Read more

Free-revision policy

Thanks to our free revisions, there is no way for you to be unsatisfied. We will work on your paper until you are completely happy with the result.

Read more

Privacy policy

Your email is safe, as we store it according to international data protection rules. Your bank details are secure, as we use only reliable payment systems.

Read more

Fair-cooperation guarantee

By sending us your money, you buy the service we provide. Check out our terms and conditions if you prefer business talks to be laid out in official language.

Read more
× How can I help you?