tag:blogger.com,1999:blog-27585867.post8747303280864208354..comments2023-11-02T00:54:05.203-07:00Comments on The HR Channel: PRESENTEEISMUnknownnoreply@blogger.comBlogger3125tag:blogger.com,1999:blog-27585867.post-57723655191954820372008-11-02T01:59:00.000-07:002008-11-02T01:59:00.000-07:00In the article we have referred to several ways of...In the article we have referred to several ways of tackling the problem of presenteeism, but the manager needs to be critical about all these. none of these are free from disadvantages in terms of the required structure, organisational culture and as Divya rightly pointed out the support of the management at the required levels.<BR/><BR/>Robin has rightly pointed out that there are people Sakethttps://www.blogger.com/profile/12834064729420845439noreply@blogger.comtag:blogger.com,1999:blog-27585867.post-55995947266278176022008-10-07T09:45:00.000-07:002008-10-07T09:45:00.000-07:00Good Article....My 2 cents on this is that sometim...Good Article....My 2 cents on this is that sometimes personal drive of a person is so high that it will make a person work even if he shouldn't. More than HR policy, it is something that the immediate manager should take note of and make sure it is avoided.Robinhttps://www.blogger.com/profile/04908466635498833426noreply@blogger.comtag:blogger.com,1999:blog-27585867.post-68591503709416453752008-10-07T08:10:00.000-07:002008-10-07T08:10:00.000-07:00Employee Engagement surveys sometimes tell a lot a...Employee Engagement surveys sometimes tell a lot about the reasons for 'presenteeism'. Flexible work schedules go a long way in reducing presenteeism. Having a policy level infrastructure in place is important but having a culture/mindset change specially at middle management level(the executors of policies) is critical for the success of these inititatives. The role of HR manager as a coach/Divya Kumarhttps://www.blogger.com/profile/08706329545436670215noreply@blogger.com