Analysis of Measured Employees’ Absenteeism in the Forensic Science Laboratory

Omari, Gloria Cuthbert; Manyele, Samwel Victor; Mwaluko, George

doi:10.4236/eng.2019.113012

Cited by 3 publications

(10 citation statements)

References 26 publications

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“…The factors assumed to affect absenteeism included differences in gender, departments/units, periods of the year, skill-levels and professions (chemists, technologists and accountants). The data were collected throughout a calendar year, using a biometric system infrastructure incorporating fingerprint capturing device, IP camera, database server and software (Bio Star Version 1.62) [25]. The absenteeism ratio based on hours, A bh , was observed to be the most appropriate parameter [25].…”

Section: Employee Absenteeism In the Fsl And Its Impact On Competitivmentioning

confidence: 99%

“…The data were collected throughout a calendar year, using a biometric system infrastructure incorporating fingerprint capturing device, IP camera, database server and software (Bio Star Version 1.62) [25]. The absenteeism ratio based on hours, A bh , was observed to be the most appropriate parameter [25]. The lowest values of A bh (at 0.82% annual average) were observed in the business development department (BDD), with highest in PQSD at 26.91%.…”

Section: Employee Absenteeism In the Fsl And Its Impact On Competitivmentioning

confidence: 99%

“…Measurements of absenteeism ratio, A b , started with collecting data for individual employee on daily basis using the biometric system, from which, the ratio was expressed in terms of hours or days absent. For 192 staff logged into the system, this is a complex data set to manage [25]. Thus, the data was grouped into three time intervals (4 months), departments, units, gender, professions and skill levels to characterize and compare the average values.…”

Section: Variations In Staff Absenteeismmentioning

confidence: 99%

“…The determination of A b is characterized by long time interval (3 months in this case), data screening to eliminate staff with special absence like study leave, maternity leave or sick leave, wrong data entry and errors, which reduces the sample size. The mathematical formulations implemented for absenteeism analysis can be summarized using a flow chart as shown in Figure 4, which shows two different outcomes of absenteeism data analysis, that is, day-based and hour-based absenteeism (A bh and A bd , respectively) [25].…”

Section: Variations In Staff Absenteeismmentioning

confidence: 99%

“…For the purpose of CIF development, detailed review and conceptualization of laboratory processes were done using conceptual frameworks [5] [14] [25]. Given that a process is a series of connected steps or actions with a beginning and an [14].…”

Section: Responsible For Improvement Processmentioning

confidence: 99%

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Development of a Competitiveness Improvement Framework for Forensic Science Laboratories

Omari¹,

Manyele²,

Mwaluko³

2019

ENG

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This study presents a methodology used in developing the competitiveness improvement framework (CIF) for laboratories, in particular, Forensic Science Laboratories (FSLs). The cyclic nature of FSL processes allowed data collection for the purpose of identification of factors affecting FSL performance (cause factors). Flow charts were used to represent mathematical formulations for cause factor measurements and quantification of the baseline data on turnaround time (TAT), backlogs for case files (B g ), turnaround time in the supply chain (T sc ), and employee absenteeism (A b ). By quantifying the cause factors in addition to academic development coefficient (A d ) and complex longevity (L c ) for FSL employees, it was possible to establish the organizational design features requiring improvements. The relevance of cause factors to FSL stakeholders and means of improvement and sustainability were established. A detailed road map towards CIF was presented using D-MAIC methodology. The rated cause factors based on challenges in the FSL business environment were subjected to Pareto analysis to prioritize the challenges in order to improve FSLs' competitiveness. The interrelationship between the three dimensions of competitiveness improvement (process, performance and planning) was presented in terms of the affected six cause factors. Also, the potential lean practices for improving competitiveness of FSL based on measured cause factors have been presented. This paper introduced methods and measures for improving operational competitiveness of laboratories. The CIF was finally presented in a form of a series of three flow charts summarizing all steps implemented in its development with inputs and cause factors involved. Case-file backlogs were identified as one of the cause factors affecting the competitiveness of the (FSL). Backlogs represent case-files that remain unprocessed or unreported within a selected time interval (year, week or month) which leads to increased customer complaints, rework, cost of analysis, degradation of biological samples, etc. Case-file backlogging was quantified in three consecutive years (Y2014 to Y2016) to study variations as case files are processed [2] [3] [4] [5]. Data were collected for the case-files received and case-files processed, difference of which gives case-files backlogged. The time interval for a case-file to be regarded as backlogged was one week, which can translate into backlogged case-files per month or year. A data collection tool was established and used for three laboratory disciplines (forensic chemistry, biology/DNA and toxicology).

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Section: Employee Absenteeism In the Fsl And Its Impact On Competitivmentioning

confidence: 99%

Section: Employee Absenteeism In the Fsl And Its Impact On Competitivmentioning

confidence: 99%

Section: Variations In Staff Absenteeismmentioning

confidence: 99%

Section: Variations In Staff Absenteeismmentioning

confidence: 99%

Section: Responsible For Improvement Processmentioning

confidence: 99%

See 3 more Smart Citations

Development of a Competitiveness Improvement Framework for Forensic Science Laboratories

Omari¹,

Manyele²,

Mwaluko³

2019

ENG

Self Cite

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Does civil servant teachers’ job satisfaction influence their absenteeism?

Utami

Widiatna²,

Herlyna

et al. 2021

IJERE

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The present research aimed at investigating the direct effect of civil servant teacher job satisfaction on their absenteeism. Quantitative approach with survey method was employed. The sample involved was 198 civil servant teachers from public senior high schools in Bekasi, West Java, Indonesia. The result signified that tcount < ttable (-2.84<-1.97) leading to the acceptance of H0 and the rejection of H1. This explicitly stated that civil servant job satisfaction has a negative direct effect on their absenteeism. For job satisfaction predictors, positive attitude places the highest position followed by comfort in work and certainty in work. While the highest predictors of absenteeism from the highest to the lowest are: punctual task completion failure, absenteeism style, and no explanation absence. The study is predicted to provide recommendation for schools to promote teacher job satisfaction and suppress their absenteeism rate. Providing comfort and creating positive working atmosphere for teachers either has significant consequence to endeavor job satisfaction promotion and absenteeism rate decrease. Besides, leaders and school management board assertiveness in the mechanism of decreasing absenteeism is unarguably decisive to create fairness in policy and procedure obedience.

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Reducing Voluntary Employee Turnover in Small Construction Companies for Long-term Productivity

Chagadama

Luamba²,

Mutamba

2022

IJBMR

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Voluntary employee turnover has caused considerable damage to small construction businesses, significantly affecting productivity, profitability, and sustainability. Based on job embeddedness theory, this qualitative multiple case study aimed to explore strategies small construction business owners use to reduce voluntary employee turnover. Participants were 4 successful small construction business owners in Virginia who successfully implemented strategies that reduced voluntary employee turnover by 75% over 5 years. Data were collected from company documents and semi-structured interviews. The three primary themes that emerged from the data analysis were; effective human resource management, favorable working conditions, and employee engagement. A key recommendation for small construction business owners is to improve human resource management, working conditions, and employee engagement. Reducing voluntary employee turnover is critical to business cost reduction and increasing key business processes’ performance. In addition, small construction business owners may use the results of this study to offer job stability to employees and increase families' and governments' incomes to realize some basic projects from revenue generated by employees’ vast career opportunities.

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Analysis of Measured Employees’ Absenteeism in the Forensic Science Laboratory

Cited by 3 publications

References 26 publications

Development of a Competitiveness Improvement Framework for Forensic Science Laboratories

Development of a Competitiveness Improvement Framework for Forensic Science Laboratories

Does civil servant teachers’ job satisfaction influence their absenteeism?

Reducing Voluntary Employee Turnover in Small Construction Companies for Long-term Productivity

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