Absenteeism

BACKGROUND OF THE STUDY

Since the last few years, the environment of the business world

has completely changed. The modern business placed on a very

complex and intricate environment, the constraints and opportunities

provided by the nature of the economy and the economic system,

political and legal framework, social system, geographical and

demographic factors etc. have profound impact on the business. Many

developments have taken place during the last one and half decade,

with the opening of Indian economy through globalization and rapid

industrialization. Developments have taken place in almost all the

sector, viz. the Technology, Finance, Communication, Health,

Engineering, etc.

Keeping all the drastic changes in mind, our recognized Institute,

MBA HRD Department A.P.S. University Rewa, have outlined a

summer training programme to gather various information from

different industries. It facilitates the students to understand and grasp

quickly. It increases the skills, knowledge, team spirit and above all

the potentiality of the students to keep pace with the rapid growth of

industrialization.

The purview of my study is to learn much knowledge from

practical studies and not merely from theoretical studies.

MEANING & DEFINITION

Meaning :-

Absenteeism means absence of workers from the regular work

without prior permission notice or sanction.

Absenteeism is said to be there when an employee fails to come

to work when he is scheduled to work.

In other words, it signifies the absence of an employee from work

when he is scheduled to be at work; it is unauthorized, unexplained,

avoidable, and willful absence from work calculating the rate of

absenteeism, two facts are taken into consideration the number of

persons scheduled to work and the number actually present. A worker

who reports for any part of a shift is to be considered present. An

employee is to be considered scheduled to work when the employer has

no reason to expect, well in advance , that the employee will not be

available for work at the specialized time. Any Employee may Stay

away from work if he is taken leave to which he is entitled, or on the

ground of sickness or some accident. Thus absence may be authorized

or unauthorized, willful or caused by circumstance beyond one's

control.

Definition :-

Acc.To Webster's Dictionary:-

"Absenteeism is the practice or habit of being 'absentee' and an

'absentee' is one who habitually stays away".

Acc.To Labour Bureau, Simla:-

"Absenteeism is the total man shift lost because of absences as a

percentage of the total number of man shift scheduled to work".

CONCEPT

Absenteeism is an important problem in many enterprises. Excessive

absenteeism involves a considerable loss to the enterprise because work

scheduled are upset and delayed, and management has to give overtime

wages to meet the delivery dates. The rates of overtime wages are double

than the normal rates of wages .Therefore, study of causes of absenteeism is

essential to deal with the problem.

Worker may remain absent from the regular work due to hard nature

of jobs, monotony in the work & the personal region. This leads to

absenteeism. It is a normal & natural tendency among the factory workers.

"Absenteeism is means absence of workers from the regular work without

prior permission, notice of sanction. It is unauthorized leave & its difference

from regular leaves or holidays. In brief, absenteeism means absence which

is avoidable & willful. Unauthorized absence from regular duty is

absenteeism. However, absence on account strikes, lock outs etc. Does not

constitute absenteeism.

The rate of absenteeism is expressed as the percent of man days lost

through absence to the total no. of man days scheduled in a give period.

Number of Man days lost through absenceAbsenteeism = 100

Number of man days scheduled to work

The number of man days scheduled to work is calculated by

multiplying the average number of workers by the number of working days

during the give period.

Absenteeism is an universal problem in industry. It becomes a

problem when it exceeds 10% as it disturbs the production schedules &

creates many problems. Personal researchers have found that generally small

percentage of employees (15%) account for a large percentage of

Absenteeism (70%). Such employees are likely to have low interest in their

tasks. And to be physically below par research studies have further revealed

that :-

1. The days before & after a holiday are liable to higher rate of

Absenteeism.

2. Women are absent more after than man.

3. Bad weather employees who live at distance places.

4. Employees under the age of 25 years & above the age of 55 years are

absent more often than those in the age group of 26-55 years.

5. Operative employees are absent more frequently than the supervisors

& managers.

Types of Absenteeism :-

1) Authorized Absenteeism :-

Pre information and approval required for being absent physically from

work place viz. leave (casual leave, sick leave, special leave) etc.

2) Unauthorized Absenteeism :

In information and no approval required for being absent physically from

work place, popularly known as 'absent'.

3) Bridging Absenteeism :

This type of absenteeism bridges up between unauthorized and authorized

absenteeism initially, no information and no approval but after availing it gets

approved by authority on production of decants like ESI, medical certificates or by

justifying the reasons whatsoever. This type of absenteeism produce a lot of

confusion in data because initially it CC ES under unauthorized category and

afterwards it comes under authorized absenteeism. It is fact that tills type of

absenteeism is exercised in - abundance.

According to another classification, there are two types of absenteeism,

each of which requires a different type of approach.

1) Innocent Absenteeism

Innocent absenteeism refers to employees who are absent for reasons

beyond their control; like sicknes and injury, Innocent absenteeism is not culpable

which means that it is blameless. In a labour relation context tills means that is can

not be remedied or treated by disciplinary measures.

2) Culpable Absenteeism

Culpable absenteeism refers to employees who are absent without

authorization for reasons which are within their control. For instance, an employee

who is on sick leave even though he/she is not sick , and it can be work when they

really are sick by way of compensating, or if they feel they can't be sick "again" so

soon after the last absence. Unhealthy patterns emerge amongst parents: they

routinely work when they should be recuperating, and share their diseases in the

workplace.

Much simpler, more honest and more productive are work environments

where employees feel free to tell their line managers and colleagues that their child

is ill, and then work from home. (And it helps to be properly set up for this, with

remote access, etc).

"A similar process could apply to people who are well enough to work

intermittently at home, but for whom a day in the office could be very debilitating.

This is especially helpfull for prople with chronic or impenitent conditions. A

work regime which requires rune-to-five seven days a week can be intrinsically

disabling for some people with chorus conditions or long term illnesses, or who are

recuperating from serious illness or injury. Flexible hours and home based working

can allow people in this position to maximize their contribution. and to increase

their wage-earning potential. In the end, the solutions should be about focusing on

what people can do, rather than on their non-attendance on the workplace.

MAGNITUDE OF ABSENTEEISM

It has been observed that the phenomenon of absenteeism does not

exist only in Indian industry; it is a universal fact. The difference is only in

terms of magnitude. The rate of absenteeism varies from 7 % to nearly 30%.

In some occupation, it has arisen to the abnormal level of 40% in some

seasons. The extent of absenteeism may differ from industry to industry

place to place and occupation to occupation it may also differ according to

the make up of workforce. Absenteeism may be extensive in a particular

department of an industry or a concern.

There have been many systematic studies of an absenteeism for

example - it has been observed that absenteeism among the younger

workman is extensive on Monday after the weekend, particularly among

unmarried men who after a late night on Sunday perhaps with their

girlfriend, hence find it difficult to get up and come on time and concentrate

on work and it is lowest on pay day.

in the USA it has been observed that curiously enough the extent of

absenteeism is greater among youngster than the older employee greater

among women than man young man are generally found to be absent for a

verity of reasons, including restless ness and a sense of irresponsibility. In

some cases absenteeism of particular workers is due to reason connected

with the job; a worker, for example may be absent because he does not like

his job for some reason, or because he has unsatisfactory relations with his

superior or other employee. Absenteeism may also be due to sickness real.

There has been phenomena rise in absenteeism in some industries in

the cotton textile industry in madras in short of up from 8.9% in 1951 to

16.0% in 1980. Increased from 12.7% to 22.0% in Bombay and 12% to

24.8% in Kanpur. A similar trend was noticed in the woolen industry where

in the same period the percentage of absenteeism from 10.6% to 18.8 in

dhariwal;

These figures are of unauthorized absenteeism if to these are added the

liberal provisions awards and settlements for privilege leave , casual leave

sick leave maternity leave, it would be found that the number of non-

working days in the year in the industries in India is very large .

PECULIAR FEATURES OF ABSENTEEISM

On the basis of micro studies undertaken in different parts of the

country, certain observation may be made -

(a). The rate of absenteeism is the lowest on pay day; it increase

considerably on the days fallowing the payment of wages and bonus.

The level of absenteeism is comparatively high immediately after

pay day, when workers either feel like having a good time or in some

after other cases return home to their village to make purchases for the

family and to meet them "The incident of absenteeism both before and

after a holiday has also been found to be higher than that on normal

days.

(b) Absenteeism generally high among workers below 15 years of age and

those above 40. "The younger employees are not regular and punctual."

(c) The rate of absenteeism varies from department to department within a

unit. And in the building and boling jobs in which only a few workers

are employed and the physical conditions are better than other

department.

(d) The percentage of absenteeism is generally higher shifts than in the day

shifts. This is so because workers in the night shift experience greater

discomfort and uneasiness in the course of their work than they do

during day time.

(e) The percentage of absenteeism is much higher in coal & mica mining

industries than in organized industries. This high percentage of

absenteeism is due to the engagement of laborers in the fields,

marriages and festivals, which together are esteemed to account for

about 75 percentage of the case of withdrawals drunkenness relaxation

or sickness.

(f) Absenteeism in India is seasonal in character. It is the highest during

march-April, May when land has to be prepared for monsoon sowing and

also in the harvest season (September-October) when the rate goes as high as

40 percentages.

CAUSES OF ABSENTEEISM

In order to identify the causes & extent of Absenteeism, proper record

should be kept in every department for various causes of Absenteeism by

such divisions as age, sets days of week & classes of jobs. It should be noted

that it is all most impossible to give a list of exact reason & their percentage.

The royal commission on labour observed that "high Absenteeism

among Indian labour is due to its rural orientation & its frequent urge fro

rural exodus".

According to Acharya "Modern industrial establishments, except,

perhaps, in very small ones, the indiviaual personality is more or place

irretrievably submerged in the journal mass through sheer incident of being

thrown together with other individual for a certain purpose during the good

bit. of each day's life. The individual Elbow room and is Hammered in to set

pattern, while the human spirit clamorous from open spaces & unfiltered air

so that it may kick its legs about for a change"

The incidence of industrial fatigue, trying climate, universal male

nutrition and the applying bad working condition. Aggravate the feeling for

chance among industrial workers and sometime impact them to visit their

home frequently for rest and relaxation.

The evaluator of the personnel program should be classified the data

relating to Absenteeism and try to analysis the various cause Absenteeism

generally following are accountable for Absenteeism at work:-

1. Nature of work.

2. Poor working conditions.

3. Absence of regular leave arrangement.

4. Poor control.

5. Absence of transport facilities.

6. Lack of interest.

7. Attraction to village life.

8. Accidents.

9. Alcoholism Gambling Habits.

10. Miscellaneous causes.

(1) Nature of Work:-

When work is through & monotonous in nature, the worker give tired

physically & mentally so he frequently remains absent without information

to the employer.

(2) Poor Working Condition:-

Poor working condition affect the worker's health adversely. he is tired

of work environment & thus may remain away from work without any notice

to the employer.

(3) Absence of Regular Leave Arrangement :-

Every worker's requires at least 15-20 days leave in year for his

personal work. The employer should provide for such live to all worker.

However, in many factories, workers are not given leave as and when

required naturally, workers remain absent without any intimation to the

employer. Thus, absence of regular leave arrangement leads labours

Absenteeism.

(4) Poor Control:-

Poor production & material control can result in Absenteeism, unless

the flow of work between departments is balanced & continuous, workers

may stay away from there jobs because they loss their interest in the work

and also lose feeling of the importance being dependable.

(5) Absence of Transport Facilities:-

Many factories are located away from the city, limits. Naturally,

worker has to travel long distance. In case of any disturbance in the transport

system, workers are unable to reach their place of work at the proper time &

they have to remain absent. Thus transport difficulties leave to labour

Absenteeism.

(6) Lack of Interest:-

Lack of interest & lack of feeling of responsibility & worth while ness

are also fundamental causes of Absenteeism. Attitude of mine cause by

environment & sociological factor may condition some to develop a feeling

of irresponsibility about going to work.

(7) Attraction to Village life :-

Majority of Indian workers come from village to town for

employment. Physically, they are in town but mentally they are in villages.

Their relative & family members are in the villages & maturely they feel like

visiting their villages often. This leads to Absenteeism. In addition, workers

have go to their native places due to illness of family member, court

member, socio religious festival, agricultural operations, etc. Such causes

leave to high labour Absenteeism.

(8) Accident :-

Industrial accidents & occupational diseases bring about Absenteeism

depending upon the nature of the process and machinery used. Accident

make the worker's in capable of work for some days. They also create mental

problem.

(9) Alcoholism & Gambling Habits:-

A number of worker's in factory are used to drinking, gambling &

other habits. Such as workers are unable to attend duties regularly due to

such habits. This leads to Absenteeism particularly among the male workers.

(10) Miscellaneous Causes :-

A miscellaneous group of causes include such factors as bas weather

another job, personal business, friends this regard of rules, religious & social

festival etc.

EFFECTS OF ABSENTEEISM

Labour absenteeism is harmful to both the employers and workers as

fallows:-

(1) Incidence of industrial accidents increases

(2) Works who are habitually absent way be revoved from services

casual at a great hardship to their families.

(3) Normal work flow in the factory is disturbed

(4) Overall production in the factories goes down

(5) Difficulty is faced in execute the orders in time

(6) Casual workers may have to be employed to meet production

schedules. Such workers are not trained properly.

(7) Over time allowance bill increases considerably because of

higher absenteeism

(8) When a number of workers absent themselves, there is extra

pressure of work on their colleagues who are present.

(9) Workers lose wages for the unauthorized absence from work.

(10) Habitual absentees may be removed from service causing them

great hardship.

MEASURES TO CONTROL OF ABSENTEEISM

An employee has to introduce suitable measures for reducing labour

absenteeism to the lowest level through it is not possible to remove it

completely. Such measures should be related to the important causes

responsible for high rate of absenteeism. The possible measures which an

employer can adopt are as fallows:-

1. Proper Selection:-

Right types of people should be employed for various jobs. While

assigning work to the employees, their aptitudes and interests should be duty

considered. This will make them feel interest in their jobs.

2. Proper Orientation:-

The new employees should be inducted in such a way that their

critical attitude is reduced as quickly as possible to avoid absenteeism from

this source.

3. Better Working Condition:-

Workers some times, remain absent due to hard nature of jobs and bad

working conditions. An employer can provide proper working condition so

that worker may not have industrial fatigue similarly, it is possible to make a

hard job little lighter by introducing suitable measures.

For Example: - Mechanical device should be used to reduce manual labour

of workers. It is possible to reduce labour absenteeism to a considerable

extent by providing working conditions.

4. Provision of Transport & Housing Facilities:-

Cash prizes may be given to those who are regular through the year

workers who are regular may be given bonus for their regularity in

attendance should be taken into consideration while giving promotions. Such

positives measures en courage workers to be disciplined by layoffs,

discharges and denial of promotion & other privileges.

5. Incentive Bonus to Regular Employees:-

Cash prizes may be given to those who are regular through out the

year. Worker who is regular may be given special bonus for their regularity.

Regularity in attendance should promotions. Such positive measures

encourage workers to be regular in their attendance.

6. Disciplinary Action :-

Punitive action should be taken against those who have the habit of

taking leave without proper sanction. Before taking any disciplinary action

against the chronic offenders, their name should be adequately published in

the organization. If the need arises, the chronic offenders may be disciplined

by layoff, discharges and denial of promotion and other privileges.

7. Prevention of Accidents:-

Industrial accident or even fear of industrial accidents may increase

absenteeism. The management should taken adequate safely measures to

minimize industrial accidents in the workshop.

8. Effective Supervision:-

Absenteeism can be reduced to a great extent by effective supervision.

Supervisors & foreman should be given adequate training to deal with

various problems of workers. Absenteeism will be at a low level if the

supervisors are able to win the confidence of workers.

9. Employee Counseling :-

Absenteeism is essentially related to individual behaviour and can be

better tackled through guidance and counseling. Workers should be given

proper education & orientation as regards absenteeism and their ill effects on

them. They should be encouraged to be regular through proper information,

education, and guidance. Habitual absentee should be called by the personnel

counselors to impress upon the seriousness of their absence and the need to

be regular.

ABSENTEEISM IN INDIA

Absenteeism is a universal problem in' industry and is riot peculiar to

Indian industries But the rate of absenteeism has been relatively higher in

India. Research studies conducted by 8hri Ram Centre for Industrial

Relations, Employers' Federation of India and the National productivity

Council reveal the following peculiarities of absenteeism in India.

(a) The rate of absenteeism has been more than 10 per cent.

(b) A small percentage of employees (15 per cent) account for a large

percentage (70%) of the total absenteeism. These chronic absentees

have negative perceptions and attitudes e.g. the company is neither

fair not just, supervisors are production entered, workgroup is

unhelpful, and grievance handling, suggestion schemes and joint

committees are mere formalities,

(c) There has been a seasonal bias in the causes making for absenteeism

for example, absenteeism due to sickness was highest in July

September and lowest in April June.

(d) Absenteeism has been greater in night shifts than in day shifts.

(e) Absenteeism is generally higher in the department where super visors

are work-oriented and careless for employee welfare.

(f) The rate of absenteeism is likely to be higher in days before and after

a holiday.

(g) Women tend to be absent more often than men.

(h) Employees below the of 25 years and above the age of 55 years are

absent more often than those in the age group of 26 to 55 years.

(i) Workers tend to be absent more frequently than supervisors and

managers.

(j) Absenteeism is generally higher in large organizations than in small

organizations.

(k) Absenteeism is lowest on the pay day and is highest immediately after

the pay day.

(l) There is tremendous scope for reducing absenteeism through union

leadership within an organization.

JAYPEE GROUP

Jaypee Group is five decade old conglomerate based in Noida, India,

involved in various industries that include Engineering, construction ,

Cement, Power, Hospitality, Real Estate, Expressways, Highways,

Education and Social Commitment. Shri. Jaiprakash Gaur, Founder

Chairman of Jaiprakash Associates Limited after acquiring a Diploma in

Civil Engineering in 1950 from the University of Roorkee, had a stint with

Govt. of U.P. and branched off on his own, to start as a civil contractor in

1958, group is the 3rd largest cement producer in the country. The groups

cement facilities are located in the Satna Cluster (M.P), which has one of the

highest cement production growth rates in India.

Timeline

1979 - Jaiprakash Associates Pvt Ltd formed and sets foot in Iraq.

1981 - Commenced Hotel Business with first hotel in Delhi -

Siddharth

1982 - Hotel Vasant Continental was set up

1986 - Commissioning of 1st unit of 1 MTPA Jaypee Rewa Plant

(JRP) in District Rewa, MP Formation of Jaiprakash Industries Ltd

(JIL)

1987 - JIL listed on Bombay Stock Exchange

1991 - Commissioning of 2nd unit of 1.5 MTPA Jaypee Rewa Plant

1992 - Jaiprakash Hydro Power Ltd established to operate 300 MW

Baspa II HE Project, Jaiprakash Power Ventures Ltd established to

operate 400 MW Vishnuprayag HE project

1993 - JIL signs MOU to develop & operate 1000 MW Karcham

Wangtoo HE Project

http://en.wikipedia.org/wiki/India

http://en.wikipedia.org/wiki/Noida

1995 - Jaypee Bela Cement incorporated to establish 3rd Cement Plant

at Bela, Hotel Jaypee Residency Manor set up

1996 - Commissioning of the 3rd cement plant 2.5 MTPA Jaypee Bela

Plant in District Rewa, MP

1999 - Hotel Jaypee Palace, Agra set up

2000 - Jaypee Greens Ltd – 458 acre golf centric real estate company

comes into being

2001 - Jaypee Institute of Information Technology (deemed

University since Nov 1 2004) set up at NOIDA

2002 - Jaypee Karcham Hydro Corporation Ltd established to operate

1000 MW Karcham Wangtoo HE Project, Jaypee University of

Information Technology (State university), Waknaghat set up

2003 - Jaypee Institute of Engineering Technology (Constituent

Centre of JUIT, Waknaghat) set up at Raghogarh, Guna. Later this

institute was declared first private state university of Madhya Pradesh

as Jaypee University of Engineering & Technology. Also 1st Captive

Thermal Power Plant of 25 MW commissioned at JRP. Formation of

Jaiprakash Associates Ltd (JAL) by merging JIL with Jaypee Cement

Ltd

2004 - Commissioning of 2nd Captive Power Plant of 25 MW at

Jaypee Bela Plant

2005 - Shares of JHPL listed on BSE/NSE. First hydropower company

to be listed in the country

2006 - Setting up of Madhya Pradesh Jaypee Minerals Corporation

Ltd (MPJMCL) in JV with MP State *2007 - Signing of a joint

venture agreement with Steel Authority of India Ltd for setting up a

2.0 MTPA slag based cement plant at Bhilai.

2008 - Jaypee Ganga Infrastructure Corporation Ltd incorporated for

implementation of 1047 km long 8 lane access controlled expressway

between Greater Noida and Ballia in UP,Chunar and Dalla cement

plants (UPPCL) in UP commissioned

2009 - Amalgamation of four Group Companies, namely, Jaypee

Cement Limited, Gujarat Anjan Cement Limited, Jaypee Hotels

Limited and Jaiprakash Enterprises Limited with flagship company

JAL. Acquired Sangam Power Generation Company Ltd. Signing of

MOU for setting up a 2.0 million tonnes per annum capacity cement

plant in joint venture with Assam Mineral Development Corporation

Limited (AMDC). Group is setting up a Jaypee Hitech Casting Centre.

Amalgamation of Jaiprakash Power Ventures Ltd. with Jaiprakash

Hydro-Power Ltd.; the name of the Company i.e. Jaiprakash Hydro-

Power Ltd. changed to Jaiprakash Power Ventures Ltd.

2011 - Commissioning of 1.75 MnTPA Jaypee Himachal Cement

Grinding and Blending Plant, Bagheri (H.P.)., 2.2 MnTPA Bhilai

Jaypee Cement Ltd., Satna (Madhya Pradesh)., 1.2 million tonnes

Jaypee Roorkee Cement Grinding Unit (JRCGU) at Roorkee,

Uttarakhand.

COMPANY/ORGANIZATIONAL PROFILE:

The Jaypee Group is a well diversified infrastructural industrial conglomerate

in India. Over the decades it has maintained its salience with leadership in its

chosen line of businesses - Engineering and Construction, Cement, Private

Hydropower, Hospitality, Real Estate Development, Expressways and Highways.

The group has been discharging its responsibilities to the satisfaction of all its

shareholders and fellow Indians, summed by its guiding philosophy of "Growth

with a Human Face"

Transforming challenges into opportunities has been the hallmark of the

Jaypee Group, ever since its inception four decades ago. The group is a diversified

infrastructure conglomerate and has a formidable presence in Engineering &

Construction along with interests in the power, cement and hospitality. The

infrastructure conglomerate has also expanded into real estate & expressways.

ENGINEERING & CONSTRUCTION

The Engineering and Construction wing of the group is an acknowledged

leader in the construction of multi-purpose river valley and hydropower projects. It

has had the unique distinction of executing simultaneously 13 hydropower projects

spread over 6 states and the neighboring country Bhutan for generating 10,290

MW of power.

The group has been assigned “CR1” grade by ICRA Ltd indicating very

“Strong Contract Execution Capacity with best prospects of timely completion of

projects without cost overruns etc. for projects with average value of Rs.2500

crores.” It is the only group in India, which pre-qualifies on its own for the bidding

of various projects that are awarded in the country.

A leader in engineering & construction of hydropower projects in India, the

Company has the largest market share in the Indian hydropower, E&C and EPC

sector having participated in 54% of hydropower projects developed in 10th 5-

Year Plan in different capacities.

The company also has the distinction of executing three out of five

hydropower projects contracted on an EPC basis in the country till March 2007.

Two of these, 300 MW Chamera - II and 520 MW Omkareshwar, have been

completed ahead of schedule.

The 900 MW Baglihar (Stage-I and II) hydroelectric project in Jammu &

Kashmir, in the challenging environment of the State with 22 million cubic meters

of concrete, has been the largest EPC project executed in the country in

hydropower sector, so far.

The key non-EPC projects completed/under executions across India are -

1450 MW Sardar Sarovar Project, the largest water resource project in

India

1000 MW Tehri Dam, Asia's highest rockfill dam

1000 MW Indira Sagar Power House, second largest surface power

house in the country

1500 MW Nathpa Jhakri Power House, the largest underground surface

power house in the country

The in house Design and Consultancy Company, Jaypee Ventures Pvt. Ltd.

(JVPL), gives JAL a competitive edge over its rivals. The design and engineering

arm has been awarded “CT1” grade by ICRA with CIDC (The Construction

Industry Development Council). This is the highest rating assigned to consultants

in the field of engineering.

CEMENT

Special blend of Portland Pozzolana Cement under the brand name ‘Jaypee

Cement’ (PPC). Its Cement Division currently operates modern, computerized

process control cement plants with an aggregate capacity of 13.5 MTPA. The

company is in the midst of capacity Jaypee group is the 3rd largest cement

producer in the country. The group produces expansion of its cement business in

Northern, Southern, Central, Eastern and Western parts of the country and is slated

to be a 23 MTPA cement producer by the year 2011 and 30 MTPA by 2012 with

Captive Thermal Power Plants totaling 375MW.

POWER

Jaypee Group, an integrated power player in the country after having

established a strong presence in the Hydro-Power Sector has initiated its entry into

Thermal Power Generation, Power Transmission and also forayed into Wind

Power.

The group with its operational projects of 300 MW Baspa-II (Himachal

Pradesh) and 400 MW Vishnuprayag (Uttarakhand) is India’s largest Private sector

Hydro-power producer.

Besides this, 1000 MW Karcham Wangtoo project (Himachal Pradesh) is

under advanced stage of implementation. In addition to these, with 2900 MW

projects (2400 MW Lower Siang & 500 MW Hirong ) coming up in Arunachal

Pradesh and 720 MW (270 MW Umngot and 450 MW Kynshi Stage –II) in

Meghalaya , the Group will have total hydro-power generation capacity of over

5000 MW.

The Group is in the process of implementing 2 x 660 MW pit head based

Nigrie Thermal Power Plant in District Singrauli of M.P. and 5x 250 MW Thermal

Power plant at Bina M.P. JAL has been awarded LOIs for 1980 MW (3 x 660

MW) Karchana Thermal Power Project and 3300 MW (5 x 660 MW) Bara

Thermal Power project in UP. Besides this, is also setting up through M/s Suzlon,

50 MW of Wind Power plant in district Dhule, Maharashtra.

The Group is setting up Transmission System associated with 1000 MW

Karcham Wangtoo Hydro Electric Project. The Transmission Project will consist

of a 230 km long transmission line between Wangtoo in Himachal Pradesh and

Abdullapur in Haryana. The project is located on river Baspa a tributary of River

Sutlej. The transmission line is to be completed by 2011 coinciding with the

commissioning of the Karcham Wangtoo Project and is likely to cost Rs.10,000

million.

HOSPITALITY

The Group owns and operates 4 Five Star Hotels, two in New Delhi and one

each in Agra and Mussoorie with a total capacity of 643 rooms. Another state-of-

the-art resort and SPA is being set up in collaboration with SIX SENSES at

Greater Noida.

REAL ESTATE AND EXPRESSWAYS

The Group is a pioneer in the development of India’s first golf centric Real

Estate. Jaypee Greens - a world class fully integrated complex consists of an 18

hole Greg Norman Golf Course. Stretching over 450 acres, it also includes

residences, commercial spaces, corporate park, entertainment and nature in

abundance.

The Group is constructing 165 km long 6 lane Yamuna Expressway project

from Noida to Agra and ribbon development on 6250 acres at five or more

locations along the expressway for commercial, industrial, institutional, residential

and amusement purposes, will also be undertaken as an integral part of the project.

In addition to this, 1047 km long 8 lanes Ganga Expressway from Greater Noida to

Ballia (Eastern Uttar Pradesh) will also be developed by the Group which will be

the largest private sector infrastructure project in India.

INFORMATION TECHNOLOGY

We are living in an era of information driven enterprise. Focus is consistently

placed on automation techniques that increase the productivity and profitability of

the enterprise with reduced costs across various functional heads. IT is an enabler

in this context. The Group’s Infotech arm JIL Information Technology Limited

(JILIT) specializes in providing services in the area of:

IT Infrastructure Management

Software Development & Consultancy

Multimedia Services

Content Management, Security & Delivery

Multimedia based Educational Content Development

Agricultural Content Development

Learning Solution

JILIT manages the entire IT Infrastructure of the various Group companies that

include over 10 construction sites in some of the remotest terrains of the country

including 200 cement locations in the interiors of India and 3 University Campuses

that house over 7000 computers and various servers.

The company has set up and operates the largest private network of VSAT’s in

Northern India that connect the Group’s various project sites, cement locations and

Hydropower stations. This facilitates seamless connectivity for video conferencing

of remote locations and data connectivity for the ERP solutions of the E&C,

Cement and Hydropower divisions and Educational institutions.

JILIT is one of the leading education content providers for schools in India. A

pioneering initiative was taken in the year 2000 when JILIT conceptualized and

developed the first of its kind digital classroom teaching aid that serves to assists in

teaching, difficult to visualize topics and concepts in Science, Mathematics and

Social Sciences. Today more than 10000 teachers in 500 schools across 152 cities

are trusting our educational content for adding value to their classroom teaching

process and inturn providing benefit to over 150000 students. Other innovative

solution from JILIT includes Campus Connect (integrated resource planning

solution for academic institutions), Online testing tools and Bizconnect.

SOCIAL COMMITMENTS

The group has always believed in growth with a human face and to fulfill its

obligations it has set up Jaiprakash Sewa Sansthan (JSS), a ‘not-for- profit trust’

which primarily serves the objectives of socio – economic development, reducing

the pain and distress in society and providing education at all levels of the learning

curve with sixteen schools, three Technical Training Institutes, two colleges and

three universities.

For over 3 decades now Jaypee Group has supported the socio-economic

development of the local environment in which they operate and ensure that the

economically and educationally challenged strata of the work surroundings are

also benefited from the group’s growth by providing education, medical and other

facilities for local development.

Apart from this sustaining the ecological balance is of paramount importance.

Our ecological management approach has led to efficient and optimum utilization

of available resources, minimization of waste. Our group has also taken green

initiatives, afforestation drives, resources conservation, water conservation, air

quality control & noise pollution control and created a “green oasis’’ amidst the

limestone belt at our cement complex in Rewa.

Because we know, the environment is the prime essence of healthy life and

healthy living as what we do today will be reaped by the next generation.

Last but not the least, “It is our dream of a brighter India that gives us the

courage to brave the odds and emerge successful. It’s no small dream. But then,

it’s not too big either”.

Cement Division

Cement Division of Jaiprakash Associates Limited with its Plants at Jaypee

Rewa Plant (JRP), Jaypee Bela Plant (JBP), and JAAGO & JCBU has been

awarded the Integrated Management System comprising of ISO-9001:2000,

ISO-14001:2004 & OHSAS-18001:1999 by the world renowned Bureau

Veritas Certification. ISO-9001:2000 covers Quality Management System. ISO-

14001:2004 covers all Environmental Issues including conservation of Natural

Resources and Reduction of Emissions and Wastes. OHSAS-18001:1999 covers

Operational Safety and reduces Risk to People, Plant & Machinery.

Awards

Environment

Plant Safety

Mines Safety

Energy Conservation

Jaypee group is the 3rd largest cement producer in the country. The groups cement

facilities are located in the Satna Cluster (U.P), which has one of the highest

cement production growth rates in India.

The group produces special blend of Portland Pozzolana Cement under the

brand name ‘Jaypee Cement’ (PPC). Its Cement Division currently operates

modern, computerized process control cement plants with an aggregate capacity of

2.4 MTPA. The company is in the midst of capacity expansion of its cement

business in Northern, Southern, Central, Eastern and Western parts of the country

and is slated to be a 23 MTPA cement producer by the year 2011 and 30 MTPA by

2012 with Captive Thermal Power Plants totaling 375MW.

Keeping pace with the advancements in the IT industry, all the 140 cement

dumps are networked using TDM/TDMA VSATs along with a dedicated hub to

provide 24/7 connectivity between the plants and all the 120 points of cement

distribution in order to ensure “track – the – truck” initiative and provide seamless

integration. This initiative is the first of its kind in the cement industry in India.

In the near future, the group plans to expand its cement capacities via

acquisition and Greenfield additions to maximize economies of scale and build on

vision to focus on large size plants from inception.

The Group is committed towards the safety and health of employees and the

public. Our motto is ' Work For Safe, Healthy, Clean & Green Environment '.

History of Cement

Manufacture of cement has a history, which traces back to millennia. The

Romans who were prolific builders used burnt calcareous (calcium bearing)

rocks along with pozzolanic materials in an era Before Christ. The structures

built by them, like the Pantheon, are still there for us to see proving the goodness

of cementitious materials as input material for construction. Post industrialization

and as infrastructure development started globally, demands for cement have been

growing steadily both quantitatively & qualitatively.

India is the second largest cement producer in the world after China and cement consumption has been growing at a CAGR of over 8% p.a. in the last five years.

Manufacturing Process of Cement:

Mining

The cement manufacturing process starts from the mining of limestone, which

is the main raw material for making cement. Limestone is excavated from open

cast mines after drilling and blasting and loaded on to dumpers which transport the

material and unload into hoppers of the limestone crushers.

Crushing Stacking & Reclaiming of Limestone:

The LS Crushers crush the limestone to minus 80 mm size and discharge the

material onto a belt conveyor which takes it to the stacker via the Bulk material

analyzer. The material is stacked in longitudinal stockpiles. Limestone is extracted

transversely from the stockpiles by the reclaimers and conveyed to the Raw Mill

hoppers for grinding of raw meal.

Crushing Stacking & Reclaiming of Coal

The process of making cement clinker requires heat. Coal is used as the fuel

for providing heat. Raw Coal received from the collieries is stored in a coal yard.

Raw Coal is dropped on a belt conveyor from a hopper and is taken to and crushed

in a crusher. Crushed coal discharged from the Coal

Crusher is stored in a longitudinal stockpile from where it is reclaimed by a

reclaimer and taken to the coal mill hoppers for grinding of fine coal.

Raw Meal Drying/Grinding & Homogenisation

Reclaimed limestone along with some laterite stored in their respective

hoppers is fed to the Raw Mill for fine grinding. The hot gasses coming from the

clinkerisation section are used in the raw mill for drying and transport of the

ground raw meal to the Electrostatic Precipitator / Bag House, where it is collected

and then stored and homogenised in the concrete silo. Raw Meal extracted from

the silo (now called Kiln feed) is fed to the top of the Preheater for Pyroprocessing.

Clinkerisation

Cement Clinker is made by pyroprocessing of Kiln feed in the preheater and

the rotary kiln. Fine coal is fired as fuel to provide the necessary heat in the kiln

and the Precalciner located at the bottom of the 5/6 stage preheater. Hot clinker

discharged from the Kiln drops on the grate cooler and gets cooled. The cooler

discharges the clinker onto the pan / bucket conveyor and it is transported to the

clinker stockpiles / silos. The clinker is taken from the stockpile / silo to the ball

mill hoppers for cement grinding.

Cement Grinding & Storage

Clinker and Gypsum (for OPC) and also Pozzolana (for PPC) are extracted from

their respective hoppers and fed to the Cement Mills. These Ball Mills grind the

feed to a fine powder and the Mill discharge is fed to an elevator, which takes the

material to a separator, which separates fine product and the coarse. The latter is

sent to the mill inlet for regrinding and the fine product is stored in concrete silos.

PackingCement extracted from silos is conveyed to the automatic electronic packers where

it is packed in 50 Kgs. Polythene bags and dispatched in trucks.

Electrical Power

For total power requirement of 90 MW (Jaypee Rewa Plant and Jaypee Bela

Plant), we have

CPP 1 - 25.0 MW

CPP 2 - 25.0 MW

CPP 3 - 37.0 MW

Four DG sets provide an emergency backup. Technical Services

Owning a strong, durable and beautiful home is one of the innate desires of

every human being. At Jaypee, the pioneers in the construction of mega

Hydroelectric projects and other infrastructure projects, we fully understand that

good cement and construction material alone will not ensure strong and lasting

structures. Correct construction practices and quality control at the time of

construction play an equally important role. Our understanding of the construction

practices and related problems has prompted us to extend customized technical

services specially tailored for the Individual Home Builders and large projects. We

firmly believe that quality construction leads to satisfied customers.

The Jaypee Cement Technical Support Service offerings are:

Technical Service Engineers

The Area Marketing Offices have a fully functional technical services

department aptly supported by qualified Civil Engineers who visit and

interact with the customers to assess their needs and accordingly advise them about

the best construction practices so that the dream of a strong and durable home is

realized. Some of the customer-centric initiatives taken up by the Technical

Service Engineers are:

Customized solutions to the problems of the individual home builder

Training the masons and contractors so that they are aware about

good construction practices

Train the channel partners (Dealers and Retailers) about the product

and its correct usage

Interact routinely with the professionals (architects and engineers) and

share information regarding latest developments in the product and

industry.

The services of the Technical Service Engineers can be availed by all users of

Jaypee Cement. For more details, please contact nearest Jaypee Cement Area

Marketing Office or Jaypee Cement Authorized Dealers.

Nirman Mitra Services – Mobile Concrete Testing Vans

Looking at the importance of quality control tests at the time of construction,

Jaypee Cement has introduced mobile testing vans under the brand name of

Nirman Mitr. The vans are fully equipped to carry out strength and workability

tests of concrete. The grading and quality of the aggregates used in concrete can

also be tested. The services of Nirman Mitr are meant primarily for assisting the

customer in making good concrete for any application viz. footing, beams,

columns, lintels, slabs etc.

The services of Nirman Mitr can be availed by any prospective Individual Home

Builder. The services of Nirman Mitr are free of cost, subject to the availability of

the van and on a first come first serve basis. Currently, Nirman Mitr Vans are

operating in the following locations:

1) Delhi 5) Kanpur 9) Faridabad

2) Dehradun 6) Patna 10) Karnal

3) Allahabad 7) Gwalior 11) Panchkula

4) Lucknow 8) Indore 12) Sonepat

The progress of Indian Cement Industry falls into 5 phases:

1 st PHASE (1947-1980): During the period government exercised strict control over the entire

industry though various policies and legislation. The cement industry experienced

the price and distribution control during this period.

2 nd PHASE (1980-1989):

In this phase there was partial decontrol.

3 rd PHASE (1989-1992):

It can be considered as the beginning of progress in cement industry when they could function free form price and distribution controls, but still remained regime of controlled economic decision making.

4 th PHASE (1992-1995):

The industry was freed from all price distribution and licensed controls. However, still it has to face the pang of transitional periods of structural reforms process.

5 th PHASE (1995-……):

The decisive period commenced from 1995 onwards when free market condition

enabled the industry to work within the reformed economic system.

PROFILE OF JAYPEE GROUP

JAYPEE GROUP

Jaiprakash Associates Limited is a premier organization in India,

which commenced its activities in 1972, when a group of engineers got

together in a partnership firm known as Jaiprakash Associates under the

visionary leadership of Shri Jaiprakash Gaur.

Seven years of rapid growth led to its convention into a private limited

company in 1979. Further growth continues as a part of diversification, a

new company was launched in 1983 to set up a modern cement plant with

one million tonne capacity in August 1986 the construction company and the

cement were merged into Jaypee Rewa Cement Limited (JRL).

Today Jaypee Group is a well-diversified infrastructure industrial group with

a turnover of over 18000 crores

CORPORATE PHILOSOPHY

Any corporate entity needs to be dynamic and vibrant, responsive

to the changing economic scenario and flexible enough to absorb

environmental and physical fluctuations. It must harness the inherent

strengths of available resources and must possess the capacity to learn

from success. More than anything else, it should ensure growth with a

human face.

MAJOR AREAS OF OPERATION

CEMENT

CIVIL CONSTRUCTION

HYDRO POWER CONSTRUCTION

HOTEL AND TOURISM

INFORMATION TECHNOLOGY

EDUCATION & WELFARE

JAIPRAKASH POWER VENTURES LTD.

BUSINESS CONCERNS OF JAYPEE GROUP

Civil Engineering

Private Hydro Power

Hospitality

Information Technology

Cement Division

Thermal Station Transmission Lines

Social Work

CIVIL CONSTRUCTION

Jaiprakash Associates Limited is the flagship company of the group and

acknowledged leader in construction of river valley hydropower projects on

turnkey basis and has been in the business for more than three decades.

The company has had the unique distinction of executing simultaneously 13

hydropower project spread over six states and the neighboring country of

BHUTAN for the generation of 10290 MW of power. It has the experience and

expertise to successfully complete such projects in challenging terrain under severe

and adverse condition.

Most of the hydropower projects of the company are located in Himalayas, which

throw up major geographical surprises including ruptured, squeezing rock

condition and water bodies frequently making the task that much more challenging

and tuff. The company has executed around 127 km of tunneling work mostly in

Himalayan range.

MAJOR CONSTRUCTION PROJECTS

Concrete gravity Dam Chamera (Stage-1) in Himachal Pradesh.

1450 MW Sardar Sarovar project in Gujarat.

Veerbhadra Bridge on river Ganga at Rishikesh in Uttaranchal.

Guide Baandh and Approach road for Bridge on river Brahmaputra in Assam.

Lakya Eastern Dam in Karnataka.

Civil work of rolling mills of Vizag Steel Plant in Andhra Pradesh.

Turnkey Construction of 3 Cement Plants of the Cement Division at Rewa in

Madhya Pradesh.

Four Five Star Hotels in Delhi, Agra and Mussoorie.

Sewerage and drainage scheme, Baghdad and Basrah in Iraq.

1000 MW Indira Sagar Powerhouse.

Baglihar Hydroelectric project.

160km 6 Lane express highway between GREATER NOIDA and AGRA.

520 MW Omkareshwar Hydroelectric project in MP on river Narmada.

1000 MW Karacham-Wangtoo hydroelectric project in Himachal Pradesh.

JAYPEE BELA PLANT

Jaypee Bela Plant of 2.5 million tonne capacity was commissioned in 1996.

A blending unit, first of its kind in the country, having a capacity of 6 lacs tonnes

per annum was set up in Sadva Khurd, Distt. Allahabad, (U.P.) in December 2001.

A grinding unit with a capacity of one million tonne has already been set up at

Tanda, Distt. Faizabad, (U.P.).

Through optimization measures, the total cement production of the JAL would be

enhanced to 20 million MT per annum by FY 2011.

In each of the plants, the equipment, instrumentation and control systems were

state-of-the-art when set up. The successive units incorporated improved measures

for facilitating easy operation, timely and proper maintenance, higher energy

conservation and better pollution control. All the 3 plants have received the ISO

9002 certification from the world renowned accrediting agency BVQI.

Mining operations at Jaypee Cement receive utmost attention. For optimal

utilization of the limestone reserves and input of right quality limestone to the

plants, Jaypee Cement has Computer Aided Deposit Evaluation (CADE), Quarry

Scheduling and Optimization (QSO) packages as well as a computerized on-line

bulk analyzer. The plants have 100% power backup through a bank of diesel

generating sets. A 27 MW capacity coal based captive thermal plant started

functioning from August 2003, which has helped the Cement Complex to reduce

substantially its expenditure on power. Work on the second 27 MW coal based

captive thermal plant has also begun and generation of power from this plant is

expected to begin from August, 2004.

Jaypee Cement Complex is consistently producing world class cement of OPC

grades 33, 43, 53, IRST-40, the all popular special blends of pozzolana cement

such as 'Buniyad' and 'Buland' , and Superplus PPC – all surpassing applicable BIS

standards and would shortly be introducing a Low Alkali cement also.

Jaypee Bela Plant, Rewa (M.P)

While Jaypee Cement is a major player in its natural marketing zones of Uttar Pradesh, Madhya Pradesh and Bihar. Jaypee Cement also markets cement in parts of North India, West Bengal and North East. Consistently Jaypee Cement has been the highest exporter of clinker and cement to Nepal. Cement distribution and sales accounting are totally computerized. Computers and VSATs have been installed at 140 dumps, 9 Regional marketing offices (RMOs), all the plants and the corporate office to ensure seamless connectivity for voice and data on 24/7 basis. A wide network of more than 6000 stockists is catered to by these dumps.

Through diligent and continuous efforts, large water reservoirs spread over 33 hectares, with capacity in excess of 20 million cubic meters, have been created in the mining area where mining has been completed, which has helped significantly to improve the depleting water table in surrounding areas. Dense green belts have been developed in the plants, town-ships and the mines. In all about 4 lacs saplings have been planted and are being nurtured. This has indeed converted the Jaypee Cement Complex into a green city. Ever conscious of its social responsibilities and obligations, Jaypee Cement has been regularly organising medical camps. In addition, Animal Care camps and training programmes on Animal Husbandry have also been organized regularly. As part of the Jaypee Corporate Strategy, lot of emphasis is being laid in the field of education by way of organising Bal-wadis and Adult Education classes in the villages surrounding the plants.

JAYPEE CEMENT AT A GLANCE

Present capacity 7 million tones – the single largest cement complex at Rewa (M.P.) one location in India.

New plant of 3 million tones capacity have been installed set up in Himachal Pradesh (including grinding unit of 1.5 million tones capacity at Panipat, Haryana) by March 2007. Purchase of 2.6m MT brown field plants of erstwhile UP State Cement corporation and take over of Anchal Cement, Gujarat & Sidhi, M.P. will take the total capacity surpassing 20 million tones mark.

All the three plants have received the ISO 9002 certification from the world – renowned accrediting agency BVQI.

A wide range of World class cement of OPC grades 33, 43, 53 IRST 40 and the all special blends of Pozzolana cement such as Buniyad & Buland all surpassing applicable BIS standards. Shortly introducing Low Alkali cement.

A large network of 140 dumps catering to more than 6000 stockist spread across U.P., Uttaranchal, M.P., Bihar, Jharkhand, West Bengal, North East Delhi and Nepal, Rajasthan, Gujarat, Maharastra, A.P..

Largest selling in Uttar Pradesh & Uttaranchal with a combined market share of approx 28% and 35% market share in Madhya Pradesh.

Consistently the largest exporter of cement & clinker from India to Nepal during the last 7 years.

More than 750 Kms of National Highways being reconstructed with more than 8 lac tones of Jaypee Cement Likely to be consumed in the same.

Jaypee Cement being used in the construction of large dams and hydro electric power projects like the Tehri Dam in Uttaranchal, Dul hasti and Baglihar projects in Jammu & Kashmir, Indira Sagar dam in M.P., Teesta – V project in Sikkim, Baspa-II, Nathpa Jhakri and Chamera –II projects in H.P. and tala project in Bhutan.

List of prestigious clients include NTPC, NHPC, GAIL, IOC, NFL, Indian Railways, L&T, Gammon, HCC, Som Datt Builders, IRCON, UPSBC, Hindalco to name a few.

Creation of large multi locational Technical cells to support & educate our consumers on usage of cement in various types of construction.

Recently awarded the “National Safety Award” by the National Safety Council of India for developing and implementing very effective management systems and procedures and attaining very high performance levels in occupational safety and health.

During the Financial Year 2004-2005, total sales of JAL were 5.88 million MT. The total turn over of the Cement Division of the Company during 2004-05 was in excess of Rs. 1200 Crores.

Our Vision

To be dynamic & vibrant, responsive to the changing economic

scenario & flexible enough to absorb environmental & fiscal fluctuation

harness the inherent strength of available human recourse & material

have the capacity to learn from success & more than learn any thing

else ensure growth with human face.

Our Mission

To ensure growth for improving the quality of live with a human

face & contribute to the growing economy, maximizing benefits to our

customers & the nation at large by serving the core sector of the

economy

RESEARCH METHODOLOGY

3.1 Research Method

Research methodology is a systematic and scientific method to

know the truth and reality behind phenomena. Research methodology is

a way to systematically solve the problem. When we talk about research

methodology we not only talk about the research methods but we also

consider the logic behind methods we use in the context of our research

study and explain why we use a particular method or technique and

why we are not using others, so that research results are capable of

being evaluated either by the researcher himself or the others.

The aim of research is a process recording and analyzing the

critical and relevant facts about my problem in any branch of human

activity.

According to Hudson, "All progress is born of inquiry. Doubt is

often better than over confidence, for it leads to inquiry and inquiry

leads to inventions."

Research Design :-

A "Research Design is the arrangement of conditions for

collection and analysis of data in a manner that aims to combine

relevance to the purpose with economy in procedure. In this study

Descriptive type of research design has been used.

3.2 OBJECTIVE OF THE STUDY

1. To get knowledge of absenteeism trend in the employee of the

organization.

2. To study through analysis the general behaviour and pattern of

employees towards absenteeism.

3. To study the reasons which cause absenteeism in the organization.

4. To study the impact of absenteeism in the organization.

5. To study the reasons attributable to organization working to

provide suggestion for removal of the problem.

3.3 SOURCE OF INFORMATION The quality of data can be expressed in the term of its

representative feature of the reality which can be ensured by the usage of

fitting data collected method.

1. The collection of data is primary.

2. For the purpose of collecting data Questionnaire methods

3. Mixed type of questions

PRIMARY DATA:- Primary data are those data which are collected from the field

under the control and supervision of an investigator. The best method of

collecting data is primary data collection method because it provides more

scope for getting required information.

Source of primary data:1. Questionnaire

To know about the present condition or status regarding particular

item or group of item description research is conducted. The descriptive

research is descriptive of the state of affair as it exists at present. Such a

result is required in analytical form. The survey was conducted using

questionnaire method. By using this method we found the present situation,

the finding and its analysis is described in the further parts.

SAMPLE SIZE: - Sample size refers to the number of the person to be selected from

the universe for conducting a survey. I have selected the sample size of 100.

SELECTION OF STUDY AREA:- The survey has been carried out in Jaypee Bela Cement Plant Satna

(M.P.).

METHOD OF DATA ANALYSIS:- Percentage analysis was used.

3.4 LIMITATIONS

1- It was an expensive task and money was not in adequate amount.

2- Some of the respondent do not disclose real information.

3- Time was not adequate to complete the entire study.

4- Some of the respondents are not easily approachable in the time

of survey.

5- There is big possibility of business of interviewer as well as

respondent.

Q.1 How is you like your work place ?

S.No. Option No. of

Respondents

Percentage of

Respondent

1. Strongly Agree 28 28%

2. Agree 50 50%

3. Neutral 10 10%

4. Disagree 7 7%

5. Strongly Disagree 5 5%

Total 100 100%

Interpretation :-

Above the data shows that the majority of workers like work

place while some workers were can’t say this matter and minimum

worker disagree. So I can say that work place is better.

Q.2 Do you feel like trapped here ?

S.N. Option No. of

Respondents

Percentage of

Respondent

1. Yes 10 10%

2. No 90 90%

Total 100 100%

Interpretation :-

From the data survey I found that the majority of workers says

that they don't feel like trapped while minimum worker feel like trapped

here. So overall workers feel don't like trapped of the organization.

Q.3 Do you think your potential is being utilized optimizing ?

S.No. Option No. of

Respondents

Percentage of

Respondent


2. Agree 63 63%

3. Neutral 12 12%

4. Disagree 10 10%


Total 100 100%

Interpretation :-

Majority of workers says that their potential is being utilized

optimally, while mostly are strongly agreed. But rests of minimum

workers are Strongly disagreeing with this favour. So I can say that

overall agree with their potential is being utilized optimizing.

Q.4 Do you like your work ?

S.No. Option No. of

Respondents

Percentage of

Respondent


2. Agree 62 62%

3. Neutral 10 10%

4. Disagree 8 8%


Total 100 100%

Interpretation :-

Above the data shows that the majority of workers says that

they agree their work and most of worker say that they like their work

Can’t Say, but rest of minimum worker are not agree with their work.

Q. 5 Do you think you can give better results on some other job ?

S.No. Option No. of

Respondents

Percentage of

Respondent


2. Agree 10 10%

3. Neutral 63 63%

4. Disagree 9 9%


Total 100 100%

Interpretation :-

Majority of workers are disagree that they can give better

results on some other job while someone workers agreed that they can

give better result on some other job and minimum are strongly disagree

in it.

Q.6 How do you rate physical facilities at work ?

S.No. Option No. of Respondent Percentage of

Respondents

1. Very Good 20 20%

2. Good 72 72%

3. Bad 3 3%

4. Can’t Say 5 5%

Total 100 100%

Interpretation :-

Majority of Employees are rate its good while someone say rate

its very good and minimum employees say rate its bad. So there

is need to updated facility to employees.

Q.7 Is the place safe for working?

S.No. Option No. of

Respondents

Percentage of

Respondent

1. Very Safe 33 33%

2. Safe 54 54%

3. Hazardous 13 13%

Total 100 100%

Interpretation :-

Majority of employees are rate its safe, while someone say

rate its very safe and minimum say rate is hazardous. So there is need to

implementing some new safety programmes and need to give more

updated facility to employee.

33%

54%

13%

Very Safe Safe Hazardous

Q. 8 How is your relationship with your peer’s?

S.No. Option No. of

Respondents

Percentage of

Respondent

1. Very Good 20 20%

2. Congenial 80 80%

3. Non-Congenial 0 0%

Total 100 100%

Interpretation :-

Above the data find it is majority of workers says that they

have congenial relation with their peer while rest of worker says it very

good. So that means overall worker is agree with relation with their

peer's.

20%

80%

0%

Very Good Congenial Non-Congenial

Q.9 How is your relationship with your superiors?

S.No. Option No. of

Respondents

Percentage of

Respondent

1. Very Good 27 27%

2. Congenial 73 73%

3. Non-Congenial 0 0%

Total 100 100%

Interpretation :-

Majority of Workers says that they have congenial

relationship with the superiors while minimum worker says it very

good.

27%

73%

0%

Very Good Congenial Non-Congenial

Q.10 Do you face difficulty in getting leave sanctioned ?

S.N. Option No. of

Respondents

Percentage of

Respondent

1. Yes 7 7%

2. No 93 93%

Total 100 100%

Interpretation :-

Majority of workers says that they don's face difficulty in

getting leave sanctioned, while minimum worker's says that they face

difficulty in getting leave sanctioned.

Q.11 Does the Physical facilities provided has pertinence to

employee’s presence or absence ?


Respondents


2. Agree 18 18%

3. Neutral 58 58%

4. Disagree 8 8%


Total 100 100%

Interpretation :-

Surprising majority of employees are Strongly disagree with that

statement between that there is any relevance physical facilities

provided and absenteeism.



Respondents

1. Very Good 32 32%

2. Good 60 60%

3. Bad 5 5%

4. Can’t Say 3 3%

Total 100 100%

Interpretation :-

Majority of management say rate its good while mostly employee

say rate its very good and minimum say rate its bad. So there is need to

give more updated facility to employees.

Q. 13 Do you think that salary structure has perform an important

role in absenteeism ?

S.No. Option No. of Respondent Percentage of Respondents

1. Strongly Agree 15 15%2. Agree 17 17%3. Neutral 60 60%4. Disagree 5 5%5. Strongly Disagree 3 3%

Total 100 100%

Interpretation :-

Above the data shows that the minimum of management respondent find salary structure has perform on important role in absenteeism and someone agreed on it. But maximum of management respondent Strongly disagree in it. The reason being that the last wage revision which to place in 2000 (w.e.f. 1997) was designed for 10 years instead of 5 years tenure and wage revision settled was almost double the rate which was comparable with the best in industry.

Q.14 Can remodeling the incentive scheme increase productive

housing input by employees ?



Total 100 100%

Interpretation:-

Majority of management are agreed with the statement while someone are strongly in favour and rest of employees are strongly against it. The incentive scheme is not having a proper influential impact on performance of the employees. There is need for proper work study and to redefine the incentive schemes accordingly where in productive have that in by the employees can be improved.

Q.15 Do you think that salary commensurate with efforts put in by individuals employees?



Total 100 100%

Interpretation:

Above the data shows that the majority of employees are agree

while someone employees strongly agree and rest of employees are

strongly disagree in it.

FINDINGS:-

The survey which was carried out by me during my project report

period in the company regarding the satisfaction level of employees

reveals that Employees are

Satisfy with the:-

Majority of employees are disagreeing with that statement between

that there is any relevance physical facilities provided and

absenteeism.

Majority of management are agreed with his salary structure in

comparison to other industries.

The incentive scheme is not having a proper influential impact on

performance of the employees

Majority of workers says that they have congenial relation with their

peer's

Majority of Workers says that they have congenial relationship with

the superiors.

Majority of workers says that they don't face difficulty in getting leave

sanctioned.

Majority of workers are disagree that they can give better results on

some other job

Majority of workers says that they like very much the work place.

CONCLUSION

Every activity has a purpose are an objective behind it. The

efforts were directed towards the achievement this purpose. This project

in going experience and acquiring certain knowledge about the

company & also about their workers.

During the research it was found that most of the employees are

satisfied with their jobs, conditions in Jaypee Time Office Rewa. The

working condition and working environment in the work place are at

satisfactory level.

At last I would like to conclude that employee absenteeism are

very less in Jaiprakash Associates Rewa & persons which are absent

treated with humanist pattern & Jaypee Time Office Rewa helps to

reduce the family problems which helps in reduction of absenteeism &

counseling is very helpful to reduce absenteeism in organization.

SUGGESTION

1. There is need to analyzed that what is the main cause of

absenteeism & how it can be removed

2. There is need to take sticks action against those employee who

are regular absent.

3. Most employees are belong to village & backward area so

organized the meeting to aware the profit & loss organization

which employee are understand the organization's his profit &

loss.

4. When employee is an absent without information then give

punishment.

5. Provide leave which employee are not absent in the duty.

6. Provide better working condition which employee are work in

properly in the organization.

7. Which employee are regular present in the duty so provide

rewards, promotion & other benefits, so absent employee are

attract him.

BIBLIOGRAPHY

1. BOOKS

Rao ,V.S.P. Human Research Management, Excel Books Ed. II

Jain, M.S. Saiya Human Research Management, Tata Mc Graw Hill

publication.

Mamoriya, C.B., Personal Management Himalaya Publication

Ghosh, P.K., Ghorpade, M.B. Industrial Psychology Himalaya

Publication

2. WEB SITE

(A) www.google.com

(B) www.jalindia.com

(C) www.yahoo.com

Questionnaire

Q.1 How is you like your work place ?

(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)

Strongly Disagree

Q.2 Do you feel like trapped here ?

(a) Yes (b) No

Q.3 Do you think your potential is being utilized optimizing ?


Strongly Disagree

Q.4 Do you like your work ?


Strongly Disagree

Q. 5 Do you think you can give better results on some other job ?


Strongly Disagree

Q. 6 How do you rate physical facilities at work ?

(a) Very Good (b) Good (c) Bad (d) Can’t Say

Q.7 Is the place safe for working?

(a) Very Safe (b) Safe (c) Hazardous

Q. 8 How is your relationship with your peer’s?

(a) Very Safe (b) Congenial (c) Non-Congenial

Q.9 How is your relationship with your superiors?

(a) Very Good (b) Congenial (c) Non-Congenial

Q.10 Do you face difficulty in getting leave sanctioned ?

(a) Yes (b) No

Q.11 Does the Physical facilities provided has pertinence to employee’s

presence or absence ?


Strongly Disagree


(a) Very Good (b) Good (c) Bad (d) Can’t Say

Q. 13 Do you think that salary structure has perform an important role in

absenteeism ?


Strongly Disagree

Q.14 Can remodeling the incentive scheme increase productive housing

input by employees ?


Strongly Disagree

Q.15 Do you think that salary commensurate with efforts put in by

individuals employees?

(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree

(e) Strongly Disagree

APROJECT PROJECT

ON“ABSENTEEISM"

AT JAYPEE Bela PLANT

Submitted for the fulfillment of the degree of

MBA from A.P.S. University Rewa

2013

DEPARTMENT OF BUSINESS ADMINISTRATION

Under Guidance of

Mr.Jitendra VermaManager -III

Submitted By :

Pooja TharwaniMBA II Sem.

A.P.S. University Rewa (M.P.)

Submitted To:

Mr. A.K. NandiGeneral Manager TTG

Jay prakash Associates Ltd. Rewa

AWADHESH PRATAP SINGH UNIVERSITY REWA (M.P.)

DECLARATION

This project report on “ABSENTEEISM AT JAYPEE BELA

PLANT” is submitted by me for the partial fulfillment of the course of

II Sem. of MBA at DBA, A.P.S. University Rewa (M.P.).

This is an original work done by me except the guidance

received which has been properly acknowledge in the report.

This is not a copy of any other report and or any part of

it has not been submitted for the award of any degree or diploma.

Pooja Tharwani M.B.A. II Sem

DBA, A.P.S. University Rewa (M.P.)

PREFACE

This report deals with the study of “ABSENTEEISM AT

JAYPEE BELA PLANT” the report is a humble presentation of the

information gathered and experience gained during the summer

training. The report has been properly divided into different chapters

were each chapter deals with a separate. These chapters are further sub-

divided.

The first chapter of the report gives information about the topic

and the concern.

The second chapter deals with the company profile and overview

of the Jaypee Bela Plant Time Office Rewa.

The third Chapter of the report gives information about the

research methodology and objective of the study.

The fourth chapter of the report is the factual presentation of the

data presentation and interpretation.

The last chapter deals with the probable solutions to the problems

seen by the analysis of findings inform suggestions are presented report

is containing proper Appendix to support the presentation of the study.

.

ACKNOWLEDGEMENT

God give me this opportunity to thank all the people which helped

me to complete my Summer Training Report in a very prosperous

manner.

I would like to express my gratitude towards Mr.Jitendra Verma

Manager-III (P&A) Jaypee Bela Plant, Jai Prakash Associates Ltd.

guidance, supervision and keen interest in study, progress and

completion of this project.

I am also indebted to my Prof-in-charge Dr. Atul Pandey

whose fatherly guidance has been a source of inspiration to me.

I would like to express my sincere and profound sense of

gratitude to Mr. Jitendra Verma for their invaluable guidance

constructive criticism and constant encouragement during the period of

preparing the project work.

I am also thankful to my all friends and seniors whose help has

given this shape to the report.

Lastly no words can adequately express my debt of gratitude to

my parents for generating in me a perennial interest in this field of

study and overall to Almighty God for the successful completion of this

project.

Pooja TharwaniM.B.A. II Sem

DBA, A.P.S. University Rewa (M.P.)

CONTENTS

Certificate

Preface

Acknowledgement

Declaration

Chapters TITLE PAGE NO.

Chapter- 1 INTRODUCTION OF THE TOPIC

Chapter-2 COMPANY PROFILE

Chapter-3 RESEARCH METHODOLOGY

3.1 Research Methodology

3.2 Objective Of The Study

3.3 Source of Information

3.4 LimitationChapter-4 DATA ANALYSIS & INTERPRETATION

Chapter-5 FINDING

CONCLUSION

SUGGESTION

ANNEXURE

Bibliography

Questionnaire

Absenteeism

Documents

regular work

total number of man

absence of workers

workthe number of man

rate of absenteeism

total man

percent of man days

number of working days