Unplanned absences can be costly to organizations. Especially when activities must occur at a specific time, processes have to be stopped, or other employees then have to perform the work of the absent employees. The COO of your company, Burdock Industries (BI), recently reviewed the People Operations dashboard you set up for senior management in your organization. She is very concerned about a rising trend in unplanned absences this year and that this may be negatively impacting the business. She has asked the CHRO if the People Analytics team could conduct some research to try and uncover what might be driving* the increases in unplanned absences at BI and share recommendations on how to address this alarming trend.
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After conducting interviews with leaders, frontline managers and even some employees, as well as reading the latest research on drivers and consequences of absenteeism, you have identified some potential factors associated with unplanned absences that you would like to include in your quantitative analysis. These include the number of OT hours worked, commute time and turnover intention.
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Questions:?

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• You think you have the right kind of design to determine "drivers?" If not, what can you say how the variables are related?
• Any of these measures help to understand what may be influencing increases in unplanned absences? Or are some more explanatory than others? Are any indicators redundant? If so, which ones and why?
• what are the findings?
• What is your insights?
• what is your recommendations to the CHRO?
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Data HRIS Data (as of June 30, 2022) EMPL_ID GENDER TENURE EMPL_STATUS Unique employee identifier -6 digits M, F, X Years; uses HIRE DATE field Active (A); Termed (T)