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Those are two very large topics. As a starting point, I would do a root cause analysis of attrition. Why are people leaving? If you have the ability to do exit interviews with those leaving it can be a great insight to where the problems lie. You can't stop attrition in a call center environment, but you can't make it better without understanding why it is. Interview some of your best/most tenured agents and ask them what they like and what can be done better. Do an anonymous employee survey to find out what the employees are saying about working there. There are literally hundreds of action plans that can reduce attrition, but you need to understand where to start.
Are you hiring the right agents and setting their expectations correctly? Not everyone is cut out to work in a call center. Do you allow your interviewees to go on the floor and observe the work they will be doing. Do you set expectations in the interview of what their scheduling and adherance responsibilities will be?
Perhaps people are leaving because they didn't understand what was to be expected of them.
As far as absenteeism, I would say you need to have a clear, delineated attendance policy and then need to enforce it. If people clearly understand there are consequences for missing work, they will either abide by the rules or look for employment elsewhere. It is far more detrimental to have a lax attendance policy or not enforce the one you have than to have a clear policy that employees can understand.
Good Luck.
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