EMPLOYEE

PERFORMANCE Submitted by –
Kanika garg
Lokesh chandok
Nikita Aggarwal
Sambhawna jain
Srishti gupta
 INTRODUCTION
• Employee performance involves factors such as quality, quantity and
effectiveness of work as well as the behaviors your employees show in the
workplace.

• Employee Absenteeism is the absence of an employee from work. Its a major

problem faced by almost all employers of today. Absenteeism of employees from
work leads to back logs, piling of work and thus work delay.

• Measuring employee turnover can be helpful to employers that want to examine

reasons for turnover or estimate the cost-to-hire for budget purposes.
 AREA OF STUDY
• How does performance gets affected by employee turnover and absenteeism?
• How does Job satisfaction and dissatisfaction affect employee performance ?
• How does stress at workplace affect employee performance ?
• What does reward system of the organisation play ?
• How does health related events lead to absenteeism and thereby affect
employee performance ?
LITERATURE REVIEW
Organsiationa
l change

Absenteeism Health

Job
Stress
satisfaction

Employee
reward
 ORGANISATIONAL CHANGE

1. Employee Performance
• Positive and negative effect

• Measures Required to prevent Turnover

2. Employee Turnover
• Four factors influence

• Measures like prevention paradigm

 HEALTH

• Ill health leads to absenteeism

• Further leads to –
Stress

Poor work quality

Productivity
 JOB SATISFACTION

• Job satisfaction leads to better performance.

• Loyal employees

• Better work commitments

• Supportive work environments

 EMPLOYEE REWARD

• Extrinsic or Intrinsic

• Employee performance is affected

• Poor work commitments

• Poor employee performance

 STRESS

• Effective communication of changes

• Absenteeism leading to low morale

• Increased turnover
 ABSENTEEISM

• Increased workload on others

• Further absenteeism
 METHODOLOGY
• Type of data – Quantitative and Qualitative Data
• Type of research – Descriptive Research
• Data collection method – Questionnaires, Interviews
• Type of sampling- Random Sampling, Judgement Sampling
• Type of setting – Non Contrived setting
• Type of study – Cross Sectional study
 RESULTS
• Shocks play a role in many cases where people decide to leave.
• Shocks not only prompt initial thoughts about quitting, they also typically
have a substantial influence over the final leaving decision.
• Decisions to quit that are prompted by a shock are typically more salient.
• Decisions to quit that are prompted by a shock are typically more
avoidable.
• Employee’s withdrawal behaviour is costly issue for companies. It includes
direct (separation cost, recruitment cost, training cost) and indirect
(employee morale, loyalty and productivity).
• 
• When workload increases absenteeism increases.
• It also depends upon seasonality. Absenteeism is more from April to
June and October to November (Winters).
• If wages are satisfactory, leads to lower absenteeism
• Employees who have worked for less than 4 years and for 30-34 years
are less likely to be absent. In comparison to those who have worked
for 40-45 years.
• Employees are being absent from work due to an unfair reward system,
when they do not get the opportunity to promote.