Monthly Archives: July 2017

Tips For Managing Your Money Wisely

Wise money management is essential for a balanced, happy life. Financial stress resulting from poor money management skills can affect our capacity to make good decisions, harm our relationships, affect physical and mental health, and ultimately to function well in life. It is no exaggeration to say that poor money management breaks up marriages and breaks down hope. Yet, money management is a skill which can be learned. Even if financial problems are largely the result of just not earning enough income, good money management skills can reduce the stress of these circumstances and provide a bit more mental room to focus on solutions.

Here are six tips for managing your money wisely, which, if applied, will improve the overall quality of your life:

KNOW WHERE YOUR MONEY IS GOING. It is important to stop the financial leakage. We all know what it is like to have our money dribbling away one coin or one note at a time. It is important to pay attention to our spending. It can be very helpful to record all expenditure for a set period of time just so you know where your money is going. Prepare to be shocked; most people have no idea how much money is being lost to unnecessary expenses. Once you know where your money is going, you can curtail unnecessary expenses.

DESIGN A BUDGET THAT WORKS FOR YOU AND STICK TO IT. You can design your own, or get a free budgeting form off the internet. Make sure at least some of your money goes to debt reduction and savings. Create a budget that will meet your financial obligations and if you have to cut down on certain expenditures to live within your budget then do so. Once you remove the stress of financial insufficiency through good money management, you will find you are able to improve your financial circumstances gradually. This is next to impossible when you are overspending.

Absence Management and Workforce Management

Time and Attendance, time, attendance, Employee Scheduling, Absence Management, Rostering, workforce management, workforce scheduling

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That absence management is a key component of workforce management does not really need an explicit mention. However, planned and unplanned absence is a universal fact of work and many organizations might take it as something that cannot be avoided.

There are ways to minimize both absence and its impact. First, we need to look the factors that cause absence, particularly unplanned absence that is more disruptive to work.

Reasons for Absence

  • SHORT-TERM SICKNESS: Short-term sickness is a major contributor to unplanned absence. An employee might call in sick, or produce some kind of certificate to prove the sickness
  • LONG-TERM SICKNESS: This kind of absence is usually covered by a certificate
  • UNAUTHORIZED ABSENCE OR PERSISTENT LATECOMING: The employee might just absent himself or herself without any excuse, or might be a habitual latecomer
  • AUTHORIZED ABSENCE: Employees are entitled to different kinds of leave under the provisions of employment laws. These include annual vacations, maternity (and paternity) leave, educational leave, and so on. These kinds of absence can be scheduled and alternative work arrangements can be made through advance planning

Measuring Absence and its Cost

Many organizations do not take the trouble to find out the cost of employee absence, the reasons for the absence and ways of reducing its impact. With proper focus, absence is controllable to some extent, and the resultant benefits can be significant.

By accumulating absent hours (including late hours) and comparing it to total available hours during the period, we can calculate the percentage of time lost owing to absence. By comparing the percentage for different periods, the trend of absence can be monitored.

By department and section wise monitoring of the trend, it might even be possible to identify some of the reasons underlying high absenteeism. For example, poor working conditions or a bad manager or supervisor might be aggravating the problem in a department or section.

Absence can also be measured by individual workers. The number and length of absences of each employee during a 52-week period is noted. Problem employees can be identified and the reasons underlying their absence can be investigated.

Policies and Actions for Absence Management

Surveys have revealed that sickness is a major factor for absence. The studies also indicate that stress-related absence is increasing compared to earlier periods.

Absence management starts with clear policies for allowing employees to take time off due to sickness. The policies should meet the minimum requirements under the law, and can be more liberal to attract better employees.

The policies must be communicated clearly to employees. In particular, employees must be fully aware of the procedures for availing sick leave, such as whom to notify, when a doctor’s certificate or examination by company doctor is required and also any return-to-work interview requirements.

Implement systems to measure absence by departments/sections and by employee. Seeking the help of occupational health professionals to reduce the incidence sickness and stress can help reduce incidence of occupational health and injury problems.