Irrefutable observation: the health crisis has indeed amplified absenteeism at work. Absences linked to COVID-19 have multiplied. They went from 6% in 2020 to 12% in 2021. This phenomenon affected 51% of managers and weighed on the functioning of companies.
What could be more destabilizing than unexpected absences, especially if it concerns sectors such as health or civil security? The latter is, unfortunately, the least spared, for example, in the health sector, absenteeism rose by 26% in 2020.
These figures undermine the organization of companies and require special attention from HR departments. Companies must therefore set up an efficient system by equipping themselves with replacement management platforms to deal with this phenomenon.
Expensive Costs
In a company, an unforeseen absence can affect, or even interrupt, activity and consequently generate losses in productivity and additional costs. But, beyond the direct costs due to the drop in productivity, the company is confronted with other hidden costs: replacement costs, administrative and organizational costs, costs relating to the deterioration of the social climate, and costs relating to the image of the company likely to be tarnished following the dissatisfaction of customers or a drop in the quality of the service offered.
A Drop In Motivation
It is a fact, absenteeism affects the atmosphere in the office and the general motivation of the staff. Following the absence of an employee who has not been replaced, managers often distribute the latter’s tasks to the rest of the team to secure business continuity.
However, being entrusted with additional tasks at the last minute (sometimes unrelated to the initial position) is demoralizing for employees. Indeed, taking on roles for which we were not recruited is anxiety-provoking.
This method of managing absences is over. Replacement management platforms are now becoming the centerpiece for best adjusting the company’s needs in terms of workforce.
Handle Emergencies With Confidence
To fill an absence, HR often resorts to a manual and time-consuming process: contacting candidates (telephone, email, SMS, etc.), qualifying profiles, checking availability, etc. This process is far from responding to the urgent nature of the activity. of substitution.
Thanks to replacement management platforms, HR has pre-established pools. A few clicks are then enough to automatically and instantly send the job offer to all available and qualified candidates (internal and external). The HR department thus gains in anticipation and optimizes the process to respond quickly to replacement needs.
Ensure Fair Communication
A replacement management platform enables “democratized” communication. Instead of soliciting the same replacements, the company opens up on itself. It thus distributes the mission offer fairly to a wider panel of candidates, both internally and externally.
HR then takes advantage of all available skills while ensuring fair distribution to employees and external candidates.
Replacement management platforms also make it possible to distribute job offers without annoying candidates. Indeed, targeting by geographic area, positions, skills, and availability prevent any form of intrusion likely to cause the reluctance of replacements and guarantees the right to disconnect for all.
Data collection, entry, drafting, compliance verification… drafting contracts can be tedious. There are about 10 steps and half an hour to write an employment contract. These manual procedures are incompatible with the management of emergency replacements, which requires speed and efficiency.…
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