Thesis (MBA (Business Management))--University of Stellenbosch, 2007. / ENGLISH ABSTRACT: The main objective of the study is to examine the components required for the successful implementation of Sickness Absence Management. Although there are various approaches to the management of absence the focus of this study is the implementation of policies which is the most frequently used approach.
Sickness Absence Management represents the strategy of the organisation to enhance the performance of human capital by ensuring that employees that are not truly sick, are present at work. The importance of Sickness Absence Management is highly recognised, but few employers record and measure absence. Reasons for this include the complexity of the factors that influence absence and the lack of resources to record absence data, and to calculate and interpret absence indicators and costs.
Frustrations from the study include the non-standardisation of absence terminology, and the lack of data on absence statistics. Sickness Absence Management is complicated by the behaviour of people. Absence trends indicate that abuse of sickness absence amounts to an average of 33% of sickness absence and that absence rates are higher in the public than in the private sector. Success factors for Sickness Absence Management include clear, consistent and well-communicated policies and effective information systems with the required functionalities to record absence data and to enable the tracking of absence indicators. Top management commitment transpired as the factor with the biggest influence on the success of Sickness Absence Management.
Research indicated that it was better to have a policy than to have no policy at all. The quality of the policy depends on the involvement of employees and the consistent application by supervisors/managers. Furthermore, an effective computer-based information system is crucial for the management of absence. The system should have the required functionalities to enable administration and decision-making on absence issues.
A strategy is necessary to set objectives and targets, and communicate commitment from top management. A strategy is also required to ensure the allocation of resources to HR for the Sickness Absence Management. / AFRIKAANSE OPSOMMING: Die vernaamste doelwit van hierdie studie is om die komponente te ondersoek wat nodig is vir die suksesvolle implementering van Siekverlofbestuur. Hoewel daar verskeie benaderings tot die bestuur van siekverlof is, is hierdie studie gerig op beleid wat as die voorkeurbenadering vir die bestuur van siekverlof beskou word.
Siekverlofbestuur is die strategie van ’n onderneming om die prestasie van mensekapitaal te versterk deur te verseker dat die personeel wat nie werklik siek is nie, teenwoordig is by die werk. Die belangrikheid van Siekverlofbestuur word hoog aangeskryf, maar min werkgewers teken siekverlof aan of meet dit. Redes hiervoor sluit in die kompleksiteit van die faktore wat siekverlof beïnvloed en die gebrek aan hulpbronne vir die aantekening van siekverlofdata, en die berekening en interpretasie van siekverlofaanduiders en -koste.
Frustrasies uit die studie sluit in die nie-standaardisering van siekverlof terminologie en die gebrek aan siekverlof statistiek. Siekverlofbestuur word gekompliseer deur die gedrag van mense. Siekverlof tendense toon aan dat die misbruik van siekverlof gemiddeld 33% van siekte-afwesigheid uitmaak en dat siekverlofkoerse hoër in die openbare as in die private sektor is. Suksesfaktore vir Siekverlofbestuur sluit in duidelike en konsekwente beleid wat behoorlik gekommunikeer word, en doeltreffende inligtingstelsels met die nodige funksionaliteit om siekverlofdata vas te lê en siekverlof aanwysers na te volg. Die verbintenis van topbestuur het na vore gekom as die faktor met die grootste invloed op die sukses van Siekverlofbestuur.
Navorsing dui daarop dat dit beter is om 'n beleid te hê as hoegenaamd geen beleid nie. Die gehalte van die beleid hang af van die betrokkenheid van werknemers en die konsekwente toepassing daarvan deur toesighouers/bestuurders. Daarby is 'n doeltreffende rekenaar-gebaseerde inligtingstelsel noodsaaklik vir die bestuur van siekverlof. Die stelsel moet ook die nodige funksionaliteite hê vir administrasie en besluitneming oor siekverlof kwessies.
'n Strategie is nodig om doelwitte en teikens te stel, en om toewyding vanaf topbestuur te kommunikeer. 'n Strategie is ook nodig om die toewysing van hulpbronne vir Siekverlofbestuur na Menslike Hulpbronne te verseker. / cmc2010-1
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/1019 |
| Date | 12 1900 |
| Creators | Van Eeden, Maggie Burger |
| Contributors | University of Stellenbosch. Faculty of Economic and Management Sciences. Graduate School of Business. |
| Publisher | Stellenbosch : University of Stellenbosch |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Thesis |
| Format | 129 pages |
| Rights | University of Stellenbosch |
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