CHAPTER 1INTRODUCTIONTheoretical BackgroundAbsenteeism:
Absenteeism is a habitual pattern of absence from a duty or
obligation. Traditionally, absenteeism has been viewed as an
indicator of poor individual performance, as well as a breach of an
implicit contract between employee and employer; it was seen as a
management problem, and framed in economic or quasi-economic terms.
Absenteeism is a critical issue and pretty high in the industry
these days. Its the major problem which highlights in all the
organizations. Though the term Absenteeism is common, many would be
at a loss to define what actually Absenteeism is,
Definition A)WebsterDictionary:Absenteeism is a practice or
habit of being a absentee and an absenteeism is one who habitually
stays away B) Labor Bearu, Simla Absenteeism means a failure of
worker to report for work when he is scheduled to work. C)
According to Nelson & Quick (2008) people who are dissatisfied
with their jobs are absent more frequently. They went on to say
that the type of dissatisfaction that most often leads employees to
miss work is dissatisfaction with the work itself.
Absenteeism refers to unauthorized absence of the labor from his
job.Absenteeism can be defined as failure of labor to report for
work when they are scheduled to work. labor who are away from work
on recognized holidays , vacations, approved leaves of absence , or
leaves of absence allowed for under the collective agreement
provisions would not be included . In India, the problem of
absenteeism is greater than other countries. When the labor takes
time off, on a scheduled working day with permission.Authorized
absence, When he remains absent without permission or informing, it
is willful absence without leave. In these days, when the needs of
the country require greater emphasis upon increase of productivity
and the economic and rational utilization of time and materials at
our disposal, it is necessary to minimize absenteeism to the
maximum possible extent. Absenteeism in such a way as not to create
mistrust, costly administration and system avoidance. Traditional
methods of absenteeism control based only on disciplinary
procedures have proven to be ineffective. It is almost impossible
to create a fair disciplinary procedure because even well run
disciplinary systems, which treat similar actions in consistently
similar ways, are usually seen as unfair. The reason for this is
discipline alone usually does not identify or address the root
causes of absenteeism Every worker who takes time off in defiance
of company regulations has reasons, right or wrong , which justify
to themselves the legitimacy of their actions.Unless a management
attendance program identifies and addresses the Causes of labor
absenteeism it will be ineffective and unfair. Traditional
disciplinary programs alone can, at best, give the illusion of
control. It is no secret that there are ways to beat even the best
systems. The fear of discipline often only increases the desire to
avoid management systems. If absenteeism is to be controlled, the
physical and emotional needs of labor must be addressed. Incentives
can be introduced to discourage absenteeism. Attendance bonus is
awarded in certain establishments, merit increases and promotions
are linked to minimum attendance. Good leave record of the labor is
an important factor in considering him for more responsible
positions. These incentives, no doubt, will be effective
inducements for regular Attendance and work which, in turn, will
ensure efficient service. Habitual absenteeism must be treated as a
misconduct and it must be stated that habitul absenteesism are
liable for disciplinary action.Absent does not only mean not being
at work. Absent also means Arriving late(or poor timekeeping, if
you like. It is still absent as long as the employee is not at
work.) Leaving early(again, if you like, poor timekeeping. It is
still absent if he is not at work) Extended tea or lunch breaks -
the employee is not at the workstation, and therefore absent.
Attending to private business during working hours - the employee
is at work, but is not attending to his/her duties in terms of the
employment contract - and is therefore absent. Extended toilet
breaks - same as extended lunch or tea breaks. Feigned illness -
thus giving rise to unnecessary visits to the on-site clinic, or
take time off to "visit the doctor" - which they never do, because
they don't need a medical certificate for less than 2 days
off.Undue length of time in fetching or carrying (tools from the
tool room, for example, or drawings from the drawing office, etc)
Other unexplained absences from the workstation or from the
premises.
ABSENTEEISM IN INDIA: Absenteeism is a universal problem in
industry and Indian industry are no exemptions. But the rate of
absenteeism has been relatively higher in India. Research studies
conducted by Shree Ram Center for industrial relations, labor
federation of India and the nationalproductivity council reveal the
followingpeculiarities of absenteeism in India; the rate of
absenteeism has been more than
10%.Asmallpercentageoflabor(15%)accountsforabsenteeshavenegativeperceptionsattitudes.Ex.thecompany
is neither fairjust,Supervisorsareproduction centered. Work group
is unhelpful and grievance handling, suggestions schemes and joint
committees are more formalities.
Recent surveys indicate the following trends in absenteeism:
Absenteeism has been greater in night shifts than in day shifts.
Workers tend to be absent more frequently than supervisors and
managers. Absenteeism is lowest on the pay day and is highest
immediately after the pay day. There is tremendous scope for
reducing absenteeism through union leadership within an
organization.
Therehasbeenaseasonalbiasinthecausesmakingforabsenteeism.Forex,
absenteeism due to sickness is highest. Absenteeism is generally
higher in departments where supervisors are work oriented and
careless for labor welfare. labor below the ageof 25 years and
above the age of 55years are absent more than those in the age
group of 26-55 ye Absenteeism is generally higher in large
organization than in small organization. The higher the rate of pay
and the greater the length of service of the labor, the fewer the
absences. As an organization grows, there is a tendency towards
higher rates absenteeism. Women are absent more frequently than
men. Single labor are absent more frequently than married labor
Younger labors are absent more frequently than older labor but the
latter are absent for longer periods of time. Unionized
organizations have higher absenteeism rates than non-union
organization.The rate of absenteeism can be calculated by
considering the number of persons scheduled to work and the number
actually present.
Calculation of Absenteeism:
Thus, the rate of absenteeism can be estimated in the following
way:
Rate of Absenteeism = No. of Total Man shifts Lost x 100 No. of
Total Man shifts scheduled to work
The rate is defined as the percentage of man days last due to
absences to the total number of man days scheduled in a given time
period. worker A is considered as scheduled to work when the
employer has work available for him and the worker is aware of it.
When aworker does not report for work after obtaining prior
permission it is not absenteeism. Absenteeism is UN authorized
avoidable and willful absence from duty. As such absence ofa worker
on account of strike or lockout or layoff i.e.Involve mentor
absence is not considered absenteeism. Any worker who reports for
duty even for a part of the day or shift is considered
aspresent.
Causes of Absenteeism:Important factors leading to absenteeism
can be summarized as follows:1. Long hours of work.2. Bad working
conditions.3. Boredom.4. Lack of co-operation and understanding
between management and workers.5. Sickness.6. Accidents.7.
Occupational disease.8. Problem of transport facilities.9. Low
wages.10. Lack of proper medical aid and health programmed.11. Lack
of canteen services, rest rooms, etc.12. Bad housing conditions.13.
Evil of drinking.14. Lack of marketing facilities.15. Social or
religious festivals.16. Harvest seasons.17. Marriages.18. Education
of children.19. Domestic problems and consequent worries, etc.Among
these causes, in the existing Indian conditions, wage level in
industries, has a direct bearing on absenteeism. Sickness on
account of bad housing conditions contributes highest to industrial
absenteeism. Social and religious causes can be accounted as the
second important contributing factor for absenteeism. Absenteeism
in industry varies from place to place, depending on the festival,
marriage, harvest season and other factors.
Effects of absenteeism:Absenteeism is one of the root causes of
labor unrest. It affects the worker s earnings as well as the
company in the following manner:1. Decrease in Productivity:Labor
may be carrying an extra workload or supporting new or replacement
staff. Labor may be required to train and orient new or replacement
workers. Staff morale and labor service may suffer.2. Financial
Costs:Payment of overtime may result Cost of self-insured income
protection plans must be borne plus the wage costs of replacement
labor. Premium costs may rise for insured plans.3. Administrative
Costs:Staff time is required to secure replacement labor or to
reassign the remaining labor. Staff time is required to maintain
and control absenteeism. The definition of absenteeism, its causes,
its affects on productivity, and its costs in terms of finances and
administrative effectiveness are quite clear. What is not as clear
is how to take affirmative action to control. The labor is asset to
the organization.Theregularityisvaluabletothe organization because
it increases production performance which helps to earn profit.
Labor had been important factor of production. The important reason
behind is that the labor is the active factor of production which
only can use the other factors in the best possible manner,
otherwise no production is possible. Absenteeism isone of the
problems in every organization which effecton sales department,
purchase department, production department. Without labor
organization can no turn the business smoothly So reducing the
absenteeism is very important aspect. Indeed, as prevention is
better than cure, where such a problem occurs,it is always
important to review recruitment proceduresto identify how such
individuals came to be employed in the first place. For any
business owner or manager, to cure excessive absenteeism, it is
essential to find and then eliminate the causes of discontent among
team members .If they find their supervisor or job unpleasant
-really unpleasantthey look for legitimate excuses to stay home and
find them with things such as upset stomachs or splitting headaches
.Any effective absentee control program has to locate the causes of
discontent and modify those causes or eliminate them entirely. In
other words, if we deal with the real reasons team members stay
home it can become unnecessary for them to stay away .Any
investigation into absenteeism needs to look at the real reasons
for it, Sometimes team members call in sick when they really do not
want to go to work. They would not call you up and say, Im not
coming into day because my supervisor abuses me.Or, Im not coming
in today because my chair is uncomfortable.Or, Im not coming in
today because the bathrooms are so filthy, It makes me sick to walk
into them.There are a few essential questions to consider at the
outset if you want to make ameasurable improvement to your
absenteeism figures. Why is your present absenteeism policy
ineffective?Where and when is excessive absenteeism occurring?In
many cases, under- trained supervisorscould be acontributing
factor. What are the real causes for absences? It is commonly
expected that low pay, poor benefits and high workloads will be the
major causes. However, in numerous employee survey absenteeism
generally has been identified as a symptom of low job
satisfaction,sub-standard working conditions and consistent
negative and unfairtreatment received by first line supervisors.
How much formal training have your supervisors received on
absenteeism containment and reduction?If your answer is none or
very little, may be you have found the solution. As with every
other element within your organization, you cannot ask a person to
do a job he or she has never been trained to do. Many human
resources specialists have found that repetitive, boring jobs
coupled with uncaring supervisors and or physically unpleasant
workplaces are likely to lead workers tomake up excuses fornot
coming to work. If your team members perceive that your company is
indifferent to their needs, they are less likely to be motivated,
or even to clock on at all. One way to determine the causes of
absenteeism is to question yoursupervisors about excessive
absenteeism, including what causes it and how to reduce it. Of
course, if your supervisors have made no efforts to get to know the
team members in their respective departments, they may not be able
to provide reasons. However, just the act of questioning may get
the ball rolling and signal to your supervisors that their
involvement is important. Once a manager finds the real reasons for
absenteeism there is anotherimportantstep.Throughopen
communication, you need to change the team members way of reacting
and responding to discontent . Other problems will no doubt arise
in the future. If the way of responding has not been reviewed, then
the same cycle is likely to start all over again .So often
absenteeism problem scanbe sheetedbacktothe supervisorleveland
tounsatisfactory working conditions.Without improvementinthese
areas,youcan expect your high rate of absenteeism to continue.
COMPANY PROFILE
Top ManagementHead Of Plant : Shri. Wal Dasji MohotaManaging
Director: Shri.Arunbabu MohotaGeneral Manager: Shri.
MujalkarWeaving Head: Shri. Modin SharmajiAssistant Vice President:
Shri. R.L.GoyalWeaving Director: Shri. J. KasturbaCommercial Vice
President: Shri. Prasbabu MohotaFinance Manager: Shri. MunodH.R.
Manager: Shri. Rammurthy Ponganti
About Company:Company Name: Pee Vee Textile Industries Pvt.
Ltd.Mohota family business moved in the textiles in 1898. This vast
experience and expertise became the foundation of Pee Vee Textiles
in 1990. The company came within own rights of Mr.Gwaldas Mohota
and Mr.Arun Mohota in the year 1994. PEE VEE TEXTILES LTD. has a
Spinning and Weaving unit, 65 Kms ex Nagpur on N.H. No. 7 to
Hyderabad.Branches: Mumbai HinganghatEmployee Strength: More than
3000 Product profile:Pee Vee Textile Industries has manufacturer
and supplier of grey weaving fabric, grey spinning yarn with
versatile and latest machine largely imported from Japan
,Europe.Pee Vee Textile Industries engages into the activity of
manufacturing premium quality of yarns and fabrics for domestic as
well as export markets. The facilities have been arranged to ensure
capability to provide wide variety of products suitable for need of
customer. An ISO 9000 : 2001 Gimatex industries manufactures
premium quality of varieties of yarns and fabrics suitable for
readymade garments.
Infrastructure:WEAVINGSPINNING (Polycotton/cotton)WEAVING:
Pee Vee Textile Ltd. has a Weaving unit of 258 JAT-710 of 190cm
width TOYOTA make looms.PLANT AND MACHINERY
WARPING
BENNINGER (BEN DIRECT )
Speed : 1200 mpm
Uniform creel tension & beam density
Instant Brake
Effective end break stop motion
Balloon Breaker
SIZINGBENNINGER (With Reserve creel) 2006
Two Sow Boxes with 2 dip / 2 nip rolls
Wet Splitting
After Waxing
Uniform Warp Tension and beam density
Automatic reaching - in and leasing
Speed 125 mpm
LOOM SHEDTOYOTA JAT-710, Eurotech
With air gripper system for effective operation of lycra in
weft
With balloon breaker especially for bottom wears
Apart from normal fabric we can produce Blank Pick, Pick &
Pick fabrics, Dobby Designs, Fabric with Slobby warp &
weft.
SPINNING:Following types of yarn are produced in various count
and blend ranges in single or multiple.
Cotton Polyester Polyester / CottonProduction Capacity:2000 Tons
/ Per Month.Bank Connected: SBI IDBDI STATE BANK OF HAYDRABAD AXIS
BANKExport Markets:Our Export Market expands within 20 Country to
the some of countries are as follows:Germany, Shrilanka , China,
Portugij , Pakistan etc.Facilities available in Pee Vee Textile:
Quarters BUS School Appraisal Safety Equipments Training &
Development Program
INDUSTRIAL PROFILE
Indian Textile Industry is one of the leading textile industries
in the world. Through was predominantly unorganized industry even a
few years back, but the scenario started changing after the
economic liberalization of Indian economy in 1991. Globally,
textile industry has seen an unprecedented growth, paving the way
for increasing role of Indian textile companies in the global
textile industry. Indian textile Industry has made a major
distribution to the national economy in terms of direct and
indirect employment generation and net foreign exchange earnings.
It contributes 4% to the countrys GDP, 14% to the countries
industrial production and around 12% to the countrys foreign
exchange earnings, 18% of employment in the industrial sector, 9%
of excise duty collections and more than 30% of Indias total
exports. The textile industry has been doing extremely well during
the last few years in terms of production and export and has been
investing heavily in expansion and modernization of capacity. India
has been experiencing strong performance in the textile industry,
across different segments of the value chain, from raw materials to
garments.
India is country of farmer and more than 60% people earn their
bread & butter from farming. Vidarbha region is well known for
the production of cotton. Due to high production of cotton Vidarbha
also have many textile industries. Textile co-operative is being
important tradition cottage industries play a vital role in meeting
the clothing requirements ofthe people. The handloom industry
ismeeting nearly 1/3 of clothing requirements ofthe countrys
population. Thegovernment of Indiaassigned tothe handloom sector
the task of increasing the handloom production year by year. In
last decade many textile companies failed to achieve profit due to
many reason among this main reason is that lack of management.
India Textile Industry is one of the leading textile industries in
the world. Though was predominantly unorganized industry even a few
years back, but the scenario started changing after the economic
liberalization of Indian economy in 1991. The opening up of economy
gave the much-needed thrust to the Indian textile industry, which
has now successfully become one of the largest in the world.
India textile industry largely depends upon the textile
manufacturing and export. It also plays a major role in the economy
of the country. India earns about 27% of its total foreign exchange
through textile exports. Further, the textile industry of India
also contributes nearly 14% of the total industrial production of
the country. It also contributes around 3% to the GDP of the
country. India textile industry is also the largest in the country
in terms of employment generation. It not only generates jobs in
its own industry, but also opens up scopes for the other ancillary
sectors. India textile industry currently generates employment to
more than 35 million people. Various Categories:Indian textile
industry can be divided into several segments, some of which can be
listed as below: Cotton Textiles Silk Textiles Woolen Textiles
Readymade Garments Hand-crafted Textiles, Jute & Coir CHAPTER
2LITRETURE REVIEW
The rate of absenteeism varies from company to company. The
highest level of absenteeism normally found in private sector than
public sector. The level of turnover also varies from region to
region. The highest rates of absenteeism are found where
unsufficient welfare facilities provided by management to labor and
it also increase the rate of absenteeism.
1) JINHEE KIM AND THOMAS GARMAN (DO YOU KNOW ME INVESTIGATION OF
INDIVIDUAL CHARACTERISTICS SRESS, PSYCHOLOGICAL RESPONSE AND
ABSENTEEISM) (JUNE 1999) PRABANDHAN. The literature review will
endeavor to provide a theoretical body of knowledge related to the
one variables of the present study, namely absenteeism. A
conceptual model was derived from a health promotion model and
empirically tested to investigate relationship among determinants,
individual characteristic stress (financial stress)physical and
psychological response and absenteeism.2)JACOBSON A CONCEPTUAL
MODEL DERIVED FOR COMPARISION AMONG RATE OF ABSENTEEISM IN MALE AND
FEMALE) (2001) PRABANDHAN. Significant relationship between high
stress and absenteeism and female worker reported higher stress
level and absenteeism than men. Literature suggests that
absenteeism is a major problem in many organizations, hence, the
importance of focusing on this behavior within the organization.
Various studies have attempted to examine the relationship between
absenteeism and job satisfaction as absence is commonly viewed as
one of the means of withdrawal from stressful work situations.
3)COHEN AND GOLAN (EXAMINED THE IMPACT OF PRIOR ABSENTEEISM,
DEMOGRAPHIC VARIABLES AND WORK ATTITUDES ON ABSENTEEISM AND
TURNOVER INTENTIONS) (2005) PRABANDHAN. The literature finds an
employee might therefore be absent for various other reasons,
dissatisfied with the job and in his study they find that most of
the time employees are absent due to their personal problem. It
finds that the productivity of the company is decrease, increase
cost. A poor relationship with the management can be an important
reason for the employees to leave their jobs. It is relatively rare
for people to leave jobs which they are happy even offered for the
employee to leave in which they are happy even offered higher
salary elsewhere.
CHAPTER NO.3RESEARCH METHODOLOGYResearch refers to search for
knowledge. One can also define research as a scientific and
systematic search for pertinent information on a specific topic. It
is a way to systematically solve the research problem. In it we
study the various steps that are generally adopted by a researcher
in studying his research problem along with the logic behind it.
The data for this project is primary as well as secondary.Research
methodology is a way to systematically solve the research problem.
It may be understood as a science of studying how research is done
scientifically. The study of research methodology gives the student
the necessary training in gathering materials and arranging or card
indexing them , participation in field work when required and also
training in techniques for the collection of data appropriate to
particular problems, in the use of statistics, questionnaire and
controlled experimentation and in recording evidence, sorting it
out and interpreting it. Research methodology plays a key role in
project work. A project is like a journey and it is always better
to have at least the faintest Of ideas of the probable direction of
our destination. Initially we have to decide Upon the general area
of interest or the aspect of the subject to inquire into. This
decision is rather broad and not very precise. It is crude
indication of the purpose of the study and is of little help for
further planning and organization of the study. Research
Methodology is defined as a more systematic activity directed
towards discovery and the development of an organized body of
knowledge. An efficient research contributes to the evaluation of a
proper decision, which ultimately affects the path the organization
will choose. Research Methodology involves adopting various
techniques which are best suited for the research and study of the
problem, for investigation and analysis of the problem. It starts
with data collection from various sources i.e., primary and
secondary sources, data analysis and interpretation and finally the
findings or conclusion from the analysis.
Definitions of Research:1. Clifford Woody:- Research comprises
of defining and redefining problems, formulating hypothesis or
suggested solution, collective, organizing and evaluating data,
making deduction and reaching on conclusion; and at last carefully
testing the conclusions to determine whether they fit the
formulating hypothesis.2. Advanced Learners Dictionary:- A careful
investigation or inquiry specially through search for new facts in
any branch of knowledge3. Redmond and Mory:- Systematized effort to
gain new knowledge4. D. Dlesinger and M. Stephenson in Encyclopedia
of Social sciences:- The manipulation of things, concepts or symbol
for the purpose of generalizing to extend, correct or verify
knowledge, whether that knowledge aids in construction of theory or
in the practice of an art.
NEED OF THE STUDY
The success of any manufacturing organization depends largely on
the workers, the labor is considered as the backbone of the
organization. This study focused on why the Absenteeism occurs and
the possible ways to reduce it. The study was mainly undertaken to
identify the level of labor attitude, the dissatisfaction factors
they face in the organization and for what reason they prefer to
change their job. Once the levels of attitude are identified, it
would be possible for the management to take necessary action to
reduce absenteeism level. Since they are considered as backbone of
the Company, their progression will lead to the success of the
Company for the long run. This study can be helpful in knowing, why
the labor prefers to change their job and which factors make labor
dissatisfy.
OBJECTIVES OF THE STUDY
To study the absenteeism rate in Pee Vee Textile Ltd. according
to age and Gender.
To study the reasons behind the high absenteeism rate of
employees.
To study the relationship between manager & labour.
To study how absenteeism can be control in Pee Vee Textile.
SCOPE OF THE STUDY
1. This study will be useful when similar kind of research is
undertaken.1. The research will be conduct for academic purpose
i.e. 2013-2014.1. The scope of study is covers statutorily and non-
statutorily facilities and lab our Absenteeism& satisfaction.1.
All these things study through the workers & management they
are the respondents & this study is only restricted for Pee Vee
Textile.
HYPOTHESIS OF THE STUDY
1. Female labors are more absent as compare to male labor.2.
Unsufficient welfare facilities and personal problem the major
reason of labor absenteeism.3. Absenteeism rate found variably
varying in different age groups.4. Absenteeism rate increase due to
unhealthy relation between management and employees and unsufficint
welfare facilities provided by management and personal problem.
RESEARCH DESIGN:Research design is simply a framework or plan
for a study that is used as a guide in collecting and analyzing the
data. It is the specification of methods and procedures for
acquiring the information needed and it is the over-all operational
pattern or framework of the project that stipulates what
information is to be collected from which source by what
procedure.TYPES OF RESEARCH DESIGN: There are 3 types of research
design.1) Exploratory Research Design2) Descriptive Research
Design3) Experimental or Causal Research Design
For this project Descriptive Research Design can be used and
inputs were collected through interaction with concerned people
from the pee vee textile ltd. The information collected was used to
frame the study and derive at conclusions
Descriptive Research Design: Descriptive studies are concerned
with describing the characteristics of particular individual or
group. They are undertaken in many circumstances. There is a
general feeling that descriptive studies are factual and very
simple. Descriptive study is well structured. It helps the
executive to choose among the various courses of action. It is
necessary that the researcher give sufficient thought to frame the
research questions. The use and scope of the descriptive research
are for gathering the information, establishing priority for
advanced research, increasing familiarity with the problem etc.
Thus, it was the descriptive type of research design.
DATA COLLECTION METHODThe data will collect from following two
sources:- Primary Data Secondary Data
Primary DataPrimary data refers to the information that is to
meet the specific requirement of the investigation at hand. Data
will collect by the researcher is known as primary data. Secondary
Data:Secondary data means that data which is already suitable and
has already been collected and analyzed by someone else. Secondary
data may either be published data or unpublished data generally
secondary data is in the form of publications. Monthly absenteeism
data. Yearly absenteeism report. Leave records of employees.
In this research data is collected from primary data as well as
secondary data:-
PRIMARY DATA:- In this research primary data is collected from
following sources:- Observation interview QuestionnairesSECONDARY
DATA:- In this research secondary data is collected from following
sources:- Catalogues Brochures Company Magazines WebsitesSAMPLING:-
Everyone is accustomed to draw conclusion about a large group, on
the basis of a small group known as sample. After clearly defining
the problem to be researched and developing an appropriate research
design and data collection instrument, the next step in market
research is to select those elements from whom the information will
be collected.
SAMPLE SIZE:-The sample size should be taken is 100 labor.
SAMPLING METHOD:- The conduct of the survey were selected from
convenience method which is base on convenience of research.
Respondent sampling is included in it merely become of their
availability on point where it is progress. SAMPLE TECHNIQUE:-
Random Sampling technique is used.
PERIOD OF STUDY:- The period of study under the consideration
within 2013-2014.
LIMITATION OF STUDY:-1) The study is restricted to Pee Vee
Textile company Jam.2) The research is conduct in between the year
2013-2014.
CHAPTER-4DATA analysis & INTERPRETATION1. In which age group
the absenteeism rate is high? Table No. - 1Sr. No.Age group of
EmployeeNo. of respondentPercentage
1)18-254646%
2)25-352424%
3)35-451818%
4)45 & above1212%
Total100100%
Graph No.-1
Interpretation :- From the above table it is found that only 12%
of employees are absent in the age-group of 45 and above and in
between the age group of 18-25 years the absenteeism rate is
highest i;e. 46% it means which is four times than the age-group of
46 and above.2. In which gender absenteeism rate is high?Table
No.-2Sr. No.Reason of AbsenteeismNo. of respondentPercentage
1)Male4343%
2)Female5757%
3)Total100100
Graph No.2
Interpretation:- From the above table it is found that female
labor are more absent as compare to male i.e. 57%
3. What are the different reason of absenteeism in between 18-25
years age-group?Table No.-3Sr. No.Reason of AbsenteeismNo. of
respondentPercentage
1)Going to College1226.09%
2)Working Condition715.22%
3)Boredom919.57%
4)Shift Problem1839.13%
Total46100%
Graph No.-3
Interpretation :- From the above table it is found that 18% of
employees say that the major reason of absenteeism in between
age-group of 18-25 years is shift problem and only 7% employees are
absent due to working condition.
4. What are the reason behind high absenteeism rate of
employees? Table No.-4Sr. No.ParameterNo. of
respondentPercentage
1)Unsufficient Welfare Facilities3737%
2)Relation With Management1212%
3)Low Salary88%
4)Improper Working Condition1010%
5)Personal Problem2323%
6)Health Related2020%
Total100100%
Graph no.-4
Interpretation:- From the above table it is found that 37% labor
are highly absent because of unsufficient welfare facilities and
only 8% are absent because of improper working condition of
company.5. How is manager, labor relationship within premises?
Table No. - 5Sr. No.ParameterNo. of respondentPercentage
1)Good2323%
2)Average6161%
3)Bad1616%
Total 100 100%
Graph No.-5
Interpretation:- 23% labor says that they are having good
relations with their manager within premises, 61% labor says that
they are having average relations with their manager and 16% labor
says that they are having bad relations with their manager within
premises.
6. In your opinion how absenteeism can be controlled?Table
No.-6Sr. No.ParameterNo. of respondentPercentage
1)Arranging Motivation Programme1010%
2)Motivating By Monetary and Non-monetary Award4242%
3)Change Working Condition2727%
4)Introducing Attendance Management Program3131%
Total100100%
Graph No.-6
Interpretation:- From the above table it is found that 42%
employee say that absenteeism can be control by motivating
employees by monetary and non-monetary awards & only 10%
employee gives preference to arranging motivation program for
controlling absenteeism. 7. What types of facilities do you expect
from management to reduce absenteeism?Table No.-7Sr.
No.ParameterNo. of respondentPercentage
1)Welfare Facilities3737%
2)Sufficient Salary1111%
3)Relation With Management1313%
4)Medical Facilities2626%
5)Transportation Facilities1313%
Total100100%
Graph No.-7
Interpretation:- From the above table it shows that mostly the
labor except the welfare facilities from management i.e 37% &
only 11% except the sufficient salary from management facilities to
reduce absenteeism.
8.What is the procedure of taking leave?Table No. -8Sr.
No.ParameterNo. of respondentPercentage
1)Giving Leave Letter53%53%
2)Not Giving Leave Letter19%19%
3)Asking Permission28%28%
4)No Leave00%
Total100100%
Graph No.-8
Interpretation:- The above table interprets that the 53% of the
employees follow the procedure to take leave & 19% employees
not fallow the procedure & 28% employees ask the permission for
taking leave.9. How many days you remain absent in a month?Table
No.-9Sr. No.ParameterNo. of respondentPercentage
1)1-2 days1818%
2)2-3 days3333%
3)3-5 days4141%
4)Above 5 days88%
Total100100%
Graph No.-9
Interpretation:- From the above table it is found that only 18%
labor are take leave 1-2 day in a month, 33% labor take 2-3 days,
41% labor take for 3-5 days and only above 5 days leave take by 8%
labor.
10. What is your opinion about salary paid by company?Table
No.-10Sr. No.ParameterNo. of respondentPercentage
1)Sufficient2424%
2)Insufficient3131%
3)Neutral77%
4)Moderately Sufficient3838%
Total100100%
Graph No.-10
Interpretation:- From the above table it is found that 38%
employee say that salary paid by the company is sufficient & 7%
employee does not say anything about the salary paid by
company.
11. Does the company help in your personal problem?Table
No.-11Sr. No.ParameterNo. of respondentPercentage
1)In some cases1717%
2)Often1111%
3)Not at all7272%
Total100100%
Graph No.11
Interpretation:- From the above table it is found that only 17%
employee say that in some cases company help in personal problem
& 72% employee say that company not at all help in personal
problem.
12. Which shift do you prefer to mentain regularity in
work?Table No.-12Sr. No.ParameterNo. of respondentPercentage
1)General Shift5656%
2)Weekly Shift2323%
3)Monthly Shift2121%
Total100100%
Graph No.-12
Interpretation:- From the above table it is found that most of
the employee prefer general shift i.e. 56% & less no. of
employee prefer the weekly shift i.e. 19%.
13. Are you comfortable with extra shift or it creates over work
load?Table No.-13Sr. No.ParameterNo. of respondentPercentage
1)Comfortable6363%
2)Not comfortable3737%
Total100100
Graph No.-13
Interpretation:- From the above table it is found that 63%
employees are comfortable & 37% employees are not comfortable
with extra shift they think that it creates work load.
14. Are you aware about leave rule of company?Table No.-14Sr.
No.ParameterNo. of respondentPercentage
1)Yes7171%
2)No2929%
Total100100
Graph No.-14
Interpretation:- From the above table it shows that 71% labor
are aware about leave rule & 29% labor are not aware about
leave rule of the company.
CHAPTER 5FINDINGS OF THE STUDY It is found that in between 18-25
years age-group the absenteeism rate is highest i.e 46%. ( From
Table No.1 ) It is found that female labor are more absent as
compare to male labor i.e. 57% (Table No.2) In between 18-25 years
age-group the major reason of absenteeism is shift problem i.e.
39.13%. ( From Table No.3) Mostly labor are highly absent due to
unsufficient welfare facilities provided by management i.e. 37%. (
From Table No.4) 61% labor says that they are having average
relations with their manager within company premises. ( From Table
No.5) 43% labor except the welfare facilities from management to
reduce absenteeism. ( From Table No.6) 42% employee say that
absenteeism can be control by motivating employees by monetary and
non-monetary awards. ( From Table No.7) The study shows that 53% of
the employees follow the procedure of taking leave . (From Table
No.8) 41% labor absent 3-5 days in a month. ( From Table No.9) 38%
employee say that salary paid by the company is moderately
sufficient. ( From Table No.10) 72% employee say that company not
at all help in personal problem. ( From Table No.11) Most of the
employees prefer general shift i.e. 56% to mentain regularity in
work. (From Table No.12) 37% employees are not comfortable with
extra shift they think that it creates work load. (From Table
No.13) 71% labor are aware about leave rule leave rule of the
company. ( From Table No.14)
CONCLUSION
From the above study it is found that this research has
identified and calculates the absenteeism rate in Pee Vee Textile
Ltd. according to different age-group and gender. It is working
effectively and helps to identify the reasons behind the
absenteeism and relationship between labor and manager within
premises. Labor are mostly taking leave for personal reason, &
at the time of taking leave labor follow the procedure of taking
leave & labor absent mostly 3-5 days in a month. Mostly labor
want welfare & medical facilities from management to reduce
absenteeism & salary paid by company is moderately sufficient.
Labor are aware about the leave rule of company & they think
that extra shift creates work load. It is found that company not at
all help in labor personal problem many times & they think that
absenteeism can be controlled by motivating employees by monetary
and non-monetary awards.
SUGGESTIONS
SUGGESTIONS TO REDUCE ABSENTEEISM
1. In order to minimize the rate of absenteeism the company
could take care of employees healths especially in production
unit.1. Introducing attendance management programme.1. I suggest
that by taking disciplinary action which will minimize
absenteeism.1. Introducing medical facilities for employees and
employees family member.1. Providing transport facilities for all
employees 1. Motivating the employee by monetary and non monetary
awards for those who are completed 100% attendance.1. To improve
safety awareness among employee by educating them on health aspects
conducting safety work shop.
BIBLIOGRAPHY Human Resource and Personnel Management:- By K.
Aswathapa, Fourth Edition 2007, Published by New Delhi McGraw-Hill
Publishing Limited Business Research Methodology:- By J. K.
Sachdeva, First Edition 2008 Published b Himalaya Publishing House
Personnel Management & Industrial Relation:- Davar R.S, 10th
Edition 1991, Vikas Publishing House Pvt. Ltd. Personnel
Management:- Edwin Flippo, 6th Edition 1984, McGraw Hill Book Co.
Ltd. Research Methodology:- C.R Kothari, 2nd Edition 1990, Wishwa
publications. Industrial Management:- M.E Tukaramrao, 2nd Edition
1999, Himalaya Publishing House. Company manual. Company
records.
WEBSITES: www.hr.com www.onlinejrnl.com www. Pee vee
textile.com
APPENDIXQuestionnaire Dear Sir / Madam,I am the student of
Bapurao Deshmukh College of Engineering, Sevagram (MBA Semester
IV). As a part of academic curriculum, I am conducting a research
on the topic A STUDY ON LABOR ABSENTEEISM IN PEE VEE TEXTILE LTD
JAM (HINGANGHAT). I need your kind help and support to complete
this research. So kindly provide me your opinion to fill the
questionnaires.Dear respondents, Personal detail
1)Name Department ..Experience
..2)Address:_____________________________________________________3)
Age: a)18-25 b)25-35 c)35-45 d)45&above4) Gender: a)Male
b)Female5) Educational backgrounda) Highschool b) graduate c) Post
graduate d)Illiterate6) Marital status: a)Married b)Unmarried7)
Types of Jobs: a)Trainee b)Permanent c) Temporary8) Wage / Salary:
a)Monthly b)Daily
Q.1. How many day you remain absent?A) 1-2 days B) 2-3days C)3-5
days D)Above 5daysQ.2. What are the different reason of absenteeism
in between 18-25 years age-group?a) Going to college b) Working
Condition c) Boredom c) Shift problemQ.3. What is the reason behind
absenteeism? a) Personal b) Work Related c) Social d) AddictionQ.4.
How is your relationship with your manager within the premises ? a)
Good b) Average c) BadQ.5. What is the procedure for taking leave
in your organization?a) Giving a leave letter b) Not giving a leave
letter c) Asking a permission d) No leaveQ.6. What type of
facilities do you except from the management to reduce absenteeism?
a) Medical facilities b) Transport facilities c) Others Q.7. In
your opinion, how absenteeism can be controlled?a) a)Arranging
motivation programme b) Provide incentives c)Change working
conditions d) Develop an attendance policy Q.8. Which factor will
motivate you to attend regularly?sa)Good employer relations b) Work
environment c)Future prospects d) Recognition of work e) Incentives
and bonus provided based on performance Q.9. Are you comfortable
with extra shift or its creates over work load? a) Comfortable b)
Not Comfortable Q.10. Are you aware about leave rules of company?
a) Yes b) No Q.10. About the salary paid by the company?a)
Sufficient b) Insufficient c) Neutral d) Moderately sufficient
Q.12. Does the company helps in your personal problem?a) In some
casesb) Oftenc) Not at allQ13. To reduce absenteeism which shifts
do you prefer if it is adopted?a) General Shiftb) Weekly Shiftc)
Monthly shift
Any suggestions regarding absenteeism Comments Thanks for taking
your precious time to answer my Questionnaire. We value your
Comments SignatureofRespondent--------------------
Q.6. What types of facilities do you except from management to
reduce absenteeism?Table No.-6
17