What is Bradford factor?

Bradford factor or Bradford Formula is a theory of disturbing influence at the level of productivity from short -term and unplanned by the absence of employees. It is attributed to research conducted at the University of Bradford in Western Yorkshire, England at the age of 80. The official formula is written as B = S

2

x D, where B is Bradford score, s is the number of consecutive periods of the absence of employees per individual after a fixed period of time, and D is the total number of days of absence during the same period.

The higher the score, the more disturbing the employee is considered to be being in society. The employee may miss more days and has a lower score than someone else, but if most of these days are going. This is because the absence that occurs in groups of consecutive days are considered less disturbing for society's productivity overall than randomly distributed, individual days of absence.Nespost in general. Despite this general approach from the approach, employees with disabilities often have absence over their inspection and calculations may be discriminatory. For this reason, the law, such as the 1995 Disciminance Act (DDA) of 1995, was revised in 2005 and protects employees from disproportionate disciplinary measures due to a negative score for which they were not directly responsible.

score of 250 or higher is considered to be one of the main Bradford factors for serious absence. If such a high score occurs, they are best evaluated with regard to interviews with the return to work and meetings of production manager, so the score itself is not the basis for decision -making. A fields where Bradford's calculations appear to have a clear impact on working hours in the call center, where scheduling is exactly planned for the periods of the peaks. Short -term, not planned notResults also result in still look at work for employees, and can create an environment that generally increases absence. On the other hand, long absence, which results in significant loss of reward and opportunity to advance, often seem to be more justified by other employees and are therefore generally less disturbing.

It seems that using a Bradford factor formula to monitor the measure of absent and sharing the results with employees reduces the absence of the whole system by 20%. However, whether this is completely beneficial can be questioned, because the reason for most short -term absence is that they are used as incapacity for work. Employee motivation to come to work when patients can actually contribute to long -term absence that Bradford factor does not prevent the formula as strictly, and therefore has a blind spot. Human source administration may therefore be counterproductive if employees are both sick and disabled nEarly to enter work unless they are fully able to fulfill their duties and must be used with common sense and caution.