Aarti Final Rreport

A SUMMER INTERSHIP TRAINING ON ABSENTEEISM AT INDIAN RAYON (A UNIT OF ADITYA BIRLA NUVO LTD.
) VERAVAL, GUJARAT ACADEMIC YEAR 2012 SUBMITTED TO:C.C.GARDI INSTITUTE OF MANAGEMENT RAJKOT AFFILIATED TO:GUJARAT TECHNOLOGICAL UNIVERSITY SUBMITTED BY:AARTI R. ROY MBA 3rd SEM.
GENERAL INFORMATION
Name of Unit Year of Establishment Office Address : - Indian Rayon & Industry Ltd. (A unit of Aditya Birla Nuvo Ltd.) : - 1956 : - Marketing Office: 72/73 Midas: 7th Floor, Sahara Plaza Complex, Andheri Kurla Road, J.B. Nagar,Andheri(East), MUMBAI-400 050 : - Indian Rayon & Industry Ltd. Veraval, Junagadh Road, Veraval-362266 : - 02876-245711 : - 02876-243220 : - iriveraval@adityabirla.com : - (1) www.adityabirla.com (2) www.indiyanrayon.com : - Dr.Rakesh Jain : - State Bank of India Canara Bank American Express Bank HDFC Bank State Bank of Saurashtra : - Khimji Kunwarji & Co.Mumbai S.R.Batliboi & Co. Mumbai : - 24 Hours
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Factory Address
Contact No Fax No Email Id Web Site Managing Director Bankers
Auditors Working Hours

Prepared By Aarti R. Roy
Shift
:-
Shift A 7:00 to 3:00 pm Shift B- 3:00 to 11:00pm Shift C 11:00 to 7:00 General Shift 8:30 to 5:30pm Lunch Break 12:30pm to 1:30pm
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PREFACE
Experience is the best teacher of any problem. Practical knowledge is must for any of the student of management. This knowledge cannot be available in classroom. The main aim of the subject is should learn about the basic ideas & practical knowledge of business which is very important in M.B.A. As a student of S.Y. M.B.A I assigned to prepare a report on one of the topic of Human Resource Management. This year I prepared to conduct project work in Indian Rayon (A Unit Of Aditya Birla Nuvo Ltd.) To know this company I got a very good opportunity through summer training, I tried my levels best to get information about the different department to know this industry with the help of employees who shared their experience with me. I have collect all the details are trusted & if any wrong detail I am sincerely sorry for that. I select this unit because it was completely unknown for me & further I wanted to know more about it so, it becomes necessary & interesting to know how they are face problem of Absenteeism & what are the main reasons of employees to take leaves? This report is reveals of Absenteeism system adopted by Indian Rayon in this report every topic is related to Absenteeism.
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Declaration
I Ms. Aarti R. Roy the student of Master of Business Administration from C.C.Gardi Institute of Management, hereby declares that the project work presented in this report title Absenteeism of Indian Rayon (A Unit Of Aditya Birla Nuvo Ltd) Veraval Gujarat submitted in partial fulfillment of the award of the degree of Master of Business Administration from GTU is a record of original study done by me. This work has not been undertaken or submitted elsewhere in connection with any other academic course. Place: Date: Aarti R.Roy (M.B.A. sem-2)
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Acknowledgement
I feel proud for getting training in this company. Every work owes its success to many people. Likewise, the successful assemblage of my entire project could not have been possible without the co-ordination and co-operation of the faculties of MBA Department. I am thankful to Management of Indian Rayon, Veraval, Gujarat, has permitted me for doing the project training with in an exposure of functioning of big corporate. I am grateful to Mr.Sandip solanki (Director of the College) & Mr. Sunil Mishra (Lecturer) for providing me with all the facilities required for my project. I want to express my heartfelt respects & Regards to Miss Sharddha Mehta and also to Mr. J.V.Dave (Librarian) who help me in training information from Library & Mr. Ashoka Umratkar who has Guided me & I really very thankful to Mr. Pravin Solanki & J.D. Borkhtariya they always present behind us during the period of to sort out problems. These all person help in my entire project. I especially thanks to all those who directly or indirectly rendered the assistance, guidance and support for the project undertaken by me in the company. Last but not least, I am deeply indebted to my God, my friends without whose blessing & guidance I think I could not have reached this moment in my life. Aarti Roy.
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INDEX
Sr. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 Title Overview of Indian Rayon Location of the unit Board of directors Group of companies Milestones World Class Manufacturing Future Planes Achievements Safety Policy Environmental Policy Company Policy Rayon Plant History Introduction to the company Vision, Mision & Values 5s concept Principals of 5s concepts Organization Chart Swot Analysis Page no 7 8 9 10 13 16 18 19 20 21 22 23 25 26 28 30 32 33 35
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INDIAN RAYON INDIAN RAYON

Indian Rayon, the Viscose Filament Yarn unit of Aditya Birla Nuvo, is a major player in the Indian Viscose Filament Yarn Business. The unit enjoys a 30 percent domestic market share marketing it is the second largest producer of Viscose Filament Yarn in INDIA. Branded Ray One, the Viscose Filament Yarn is available in more than 400 shades; the Yarn comes in a wide array of colures, including natural whites. It ranges from the purest tints, through medium tones to vibrant deep shades in fine to course deniers ranging from 12 to 1200. With capacity of 16,400 tons per annum (TPA), Indian Rayon is the first in the century to adopt the most advanced Viscose Filament Yarn Technology with 88 Pot spinning machines (psy) & 17 continuous spinning machines on parallel Yarn. If also accounts for 50 percent of Viscose Filament Yarn exports from INDIA.
Indian Rayon
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LOCATION OF UNIT
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Board of Directors
Mr. Kumar Manglam Birla (Chainman) Mrs. Rjeshree Birla Mr. B.L.Shah Mr. P.Murari Mr. B.R.Gupta Mr. Tarjani Vakil Mr. S.C.Bhargava Mr. G.P. Gupta Mr. Rakesh Jain
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GROUP OF COMPANIES
Group company::: Grasim Industries Ltd. :: Hindalco Industries Ltd. :: Aditya Birla Nuvo Ltd. :: Ultra Tech Cement Ltd.
Indian Companies::: PSI Data Systems :: Aditya Birla Minacs Worldwide Limited :: Essel Mining & Industries Ltd. :: Idea Cellular Ltd. :: Aditya Birla Insulators :: Aditya Birla Retail Ltd. :: Aditya Birla Chemicals (India) Limited
International Companies:Thailand
:: Thai Rayon :: Indo Thai Synthetics :: Thai Acrylic Fiber :: Thai Carbon Black :: Aditya Birla Chemicals (Thailand) Ltd.
Prepared By Aarti R. Roy Page 10
:: Thai Peroxide
Philippines::: Indo Phil Group Of Companies :: Pan Century Surfactants Inc.
Indonesia::: PT Indo Bharat Rayon :: PT Elegant Textile Industry :: PT Sunrise Bumi Textiles :: PT Indo Liberty Textiles :: PT Indo Raya Kimia
Egypt::: Alexandria Carbon Black Company S.A.E :: Alexandria Fiber Company S.A.E
China::: Liaoning Birla Carbon :: Birla Jingwei Fibers Company Limited :: Aditya Birla Grasun Chemicals (Fangchenggang) Ltd. Canada::: A.V. Group
Australia::: Aditya Birla Minerals Ltd.
Laos::: Birla Laos Pulp & Plantations Company Limited
North & South America, Europe & Asia:Singapore::: Swiss Singapore Overseas Enterprises pvt Ltd. (SSOE)
Joint Ventures::: Birla Sun Life Insurance Company :: Birla Sun Life Asset Management Company :: Birla Sun Life Distribution Company Limited
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MILESTONES
2011 The Corporate Citizen of the Year Award was bestowed upon the Aditya Birla Group by the Public Relations Council of India for "its touchingly engaging work amidst the rural poor in our country and for setting a fine example for other corporates". Mrs. Rajashree Birla received the award at the hands of Mr. H. K. Dua, Member of Parliament and formerly Press Advisor to the Prime Minister, and one of the most distinguished editors of the country. 2010 Ultratech Concern For Health project awarded the Asian Corporate Social Responsibility Award by the Asian Institute of Management Centre for Corporate Social Responsibility. 2009 in Recognition of work that truly exemplifies the highest Values of society corporate leadership for social responsibility & sustainable development initiatives, the Readers digest Peagasus Star Award has been conferred on Hindalco. 2008 The President of India, Mrs. Pratibha Patil conferred the much coveted Rotary International Polio Eradication Champion Award on Mrs. Rajashree Birla in an elegant function at the Rashtrapati Bhavan (Delhi), attended by the Chairman, select Rotarians & WHO officials.
2007 The Aditya Birla Group was honoured with the Indid Today Groups Readers Digest Gold Award in recognition of the work that truly exemplifies the highest values of society as well as those of Readers digest. The award was received by Mrs. Rajashree Birla Chairperson, Aditya Birla Center for community Initiatives & Rural Development, at the Pegasus Corporate Social Responsibility Awards 2007. 2006 Hindalco in a joint venture with almex usa Inc. Hindalco awarded the greentech Safety Silver Award for its outstanding safety performance during 2005-2006. 2005 Indian Rayon re-christened as Aditya Birla Nuvo. Aditya Birla Group signs a framework agreement to acquire St Anne Nackawic Pulp Mill, Canada. 2004 Board reconstituted with Mr. Kumar Mangalam Birla taking over as Chairman. Indian Rayon completes its brownfield expansion of 40,000 TPA at Hi-Tech Carbon, Gummidipundi, taking total capacity to 1, 60,000 TPA.
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2003 Mr.Kumar Mangalam Birla , Chairman of the Group , is selected as Business Indias Businessman of the year-2003. the Group is ranked 20th in a study on the Best Employers in India , conducted by Hewitt Associates & Bussiness Today.
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WORLD CLASS MANUFACTURING

The Economy is integrated to the global economy and industry is facing global competition. It is therefore, necessary to improve performance so IR & IL co. adopt WCM model to improve performance and fitting with global competition . The following characteristics of WCM are used to fulfill the customer expectation. 1. Products of high quality. 2. Products at the right price 3. Products with the enhanced features. 4. Products delivered in time, in fact short time. 5. Products in a wide variety. 6. Products delivered with shorter lead times. 7. Flexibility in fulfilling the demand for the Products. The above listed performance measures are external to the manufacturing system but are vital for the success of the organization. IR & IL cp. Follows WCM excellence model for competitive advantage as we seen in above diagram.
WCM POLICY followed by IR & IL Co.

To maximize equipment effectiveness Achieve zero breakdowns , zero defects, and zero accident and ecofriendly environment through innovation methods with total involvement of our employees and continuous up gradation of technology.
WCM Excellence Model for Competitive Advantage
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FUTURE PLANS
Development of special yarn Eco and Energy auditing Improve ment in intrinsic quality of yarn Developing new shades of spun yarn Development in the quality of existing range
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ACHIEVEMENT
Rayon division has bagged Gold Trophy for highest export from synthetic and Rayon Textile export promotion council. The Certificate Of Merit 2003 of national energy conversation of VFY . First Price ofnational energy conservation award-2003 for ChlorAlkali sector both from ministry of power , New Delhi. National safety award in 1984,1987,1990,1991,1994,1998,1999. National safety award for the longest accident free period 1987,1989,1991. Staff safety award received during the years 1987 & 1993.
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SAFETY POLICY
We commit ouerslves to ensure safety , health and clean enviornment for our employees. All the reqirements in this regard shall be compiled with. The necessary organizational set up such as safety department and committee to promote the awarness shall be maintained. Safety sub committee in each department will be chaired by the department head and will have representations form officers , staff and workers of promote safety activities will be conducted regularly. And ON SITE emergency plan will be kept ready to handle any emergency. Safety posters and display board shall be erected at work places including the safety norms. I consider it as our prime duty to promote and work for creating awarness towards safety, health and enviornment. Safety department will ensure that all such safety norms are strictly athered to. Regular safety audits will be carried out with help of internal and external agencies and remedial measures implemented. I intend to give due weight. Age to health and safety while selection plant, equipment , machinery and placement of personal safety performance of the factory will be part of our annual report. We solicit cooperation from all concerned to ensure effective implementation of our health and safety policy.
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ENVIRONMENTAL POLICY
We believe that preservation of environment is essential for the survival of the business , employees , society and surroundings . we shall achieve it with the involvement of our work force , vendors , customers and neighborhood through . Compliance with relevant laws and regulations Efficient use of available resources Adoption of eco friendly technologies Safe, clean and healthy Commitment to prevent air and water pollution by adopting technology and practices.
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Company policy
We are committed to be the preferred choice of customers while taking care of the interests of all stakeholders. We also commit to abide by applicable legal & other requirements & ensure continual improvements in all spheres of activities. We will adopt world class manufacturing practices & maintain high morale of the employees. We will this active this by Meeting customers expectations for quality & services in premium segment. Adopting eco-efficient technology to conserve natural resources & maintain pollution free environment. Preventing occupational health & safety hazards by adopting safe work practices & healthy work environment. Respecting employees rights & providing awareness training all persons including contractors & sub-contractors.
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RAYON PLANT
The Rayon Plant Located at Veraval is an ISO 9002 and 14001 certified Plant. The main product of the Rayon Plant is the Viscose Filament Yarn apart from Chemicals like Sulphuric Acid , Carbon-DiSulphide , which are both consumed inhouse & Sodium Sulphate , Which is a By-Product.
Company Products
Name of final Product End Users Of Final product Raw Material Viscose Filament Yarn Apparel, Home Furnishings Pulp, Caustic Slipovers, Industrial Uses. Soda Acid,carbon Disulphide,Zinc carbon Disulphide Rubber Chemicals , Charcol Agrochemicals , Pesticides, Pharma Viscose Sodium Sulphate Glass Industries , paper , By Product Textile , Dyes , Gum Sulphuric Acid Fertilizer , Intermediates , Sulphur Viscose , Dyes , Chemicals Caustic Soda Lye Paper Alumina , Viscose , Salt , Coal , Fibre , Soaps & Detergent , Lignite Drugs , Demineralisation , Dyes & Intermediates & other Chemicals Liquid Chlorine Organic & Inorganic Chemicals , Paper , HCL , PVC , CPW etc. Hydrochloric Acid DM Water Plant , Pickling Of Steel , Phosphoric Acid , Synthetic Rutile , Ossein , DCP , Calcium Chloride .
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HISTORY & DEVELOPMENT

The Late Prime Minister Shri Lal Bahadur Shastri laid the foundation stone of INDIAN RAYON AND INDUSTRY LTD. On 21st June 1956. It was incorporated on 26th Sep. 1956 under the companies. INDIAN RAYON(A Unit Of Aditya Birla Nuvo Ltd.) Is located on the cost of Arabian Sea at Junagadh road at Veraval. The inauguration of the company was done by an American Ambassador Mr. H.H. Galbarth on 13th April 1963 and on the same day took its trial production. While production as started on 27 th Sep. 1963 the Jayshree Textile had merged with Rayon. The INDIAN RAYON as renamed as Aditya Birla Nuvo Ltd. Shri Morariji Vidya, one of the leading industrialists of Gujarat with view to manufacture Viscose Filament Yarn in International of U.S.A. started this organization. The regular production of rayon was started on 27th Sep.1963 as a result of strike and chose in the unit the present management. After 1966 due to expansion INDIAN RAYON AND CORPORATION PVT LTD. After company is paying dividend regularly to the share holders. Now a days Aditya Birla Group is no.2 business group in INDIA. In the present time Indian Rayon becomes a high degree of development of Indian Rayon is very proud full and almost good.
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Introduction to the Company

Group overview
The Aditya Birla Group is Indias First Truly multinational corporation. Global in Vision, rooted Indian Values, the Group is driven by performance ethic pegged on Value creation for its multiple stakeholders. A US $40 billion corporation, the Aditya Birla Group is in the League of Fortune 500. It is anchored by an extraordinary force of over 133,000 employees, belonging to 42 different nationalities. The Group has been ranked Number 4 in the Global 'Top Companies for Leaders' survey and ranked Number 1 in Asia Pacific for 2011. 'Top Companies For Leaders' is the most comprehensive study of organizational leadership in the world conducted by Aon Hewitt, Fortune Magazine and RBL (a strategic HR and Leadership Advisory firm). Over 53 per cent of its revenues flow from its overseas operations. The Group operates in 36 countries Australia, Austria, Bangladesh, Brazil, Canada, China, Egypt, France, Germany, Hungary, India, Indonesia, Italy, Ivory Coast, Japan, Korea, Laos, Luxembourg, Malaysia, Myanmar, Philippines, Poland, Russia, Singapore, South Africa, Spain, Sri Lanka, Sweden, Switzerland, Tanzania, Thailand, Turkey, UAE, UK, USA and Vietnam. A premium conglomerate, the Aditya Birla Group is dominant player in all the sectors in which it operates. Among these are Viscose staple fiber , non-ferrous metals , cements , Viscose Filament Yarn ,
Branded apparel, Carbon Black, Chemicals, Fertilizer, sponge iron, insulators, telecommunication and financial services etc. The world No.1 in Viscose Staple Fiber. The worlds largest single location palm oil producer. A non-ferrous metals power house and among the worlds most cost efficient producers of Aluminum and Copper. The worlds largest single location world scale Copper Smelter. The worlds number one in insulator, with its joint venture with NGK of Japan. Globally, the fourth largest producer of Carbon Black. The worlds eighth largest producer of Cement and the largest in a single geography. Indias premier branded garments player. Among the worlds best energy efficient fertilizer plants. Indias second largest producer of Viscose Filament Yarn.
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Quality Policy
Vision
To be a premium global conglomerate with a clear focus on each business.
Our Mission
To deliver superior value to our customers, shareholders, employees and society at large.
Our Values
Integrity Commitment Passion Seamlessness Speed
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5 S Concepts
Cleanliness
Productivity Improve Quality
Health
Attitude Action
Discipline
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5 S CONCEPTS S Seirt
Short out unnecessary item in the work place & and discard them.
S Section
Arrange necessary items in good order so that they can be easily picked for use.
S Seiso
Clean and maintain work place so there is no dust and dirty (cleanliness)
S Seiketsy
Standardize the work procedure for everything we do (Standardizeion).
S Shitsuk
Develop a habit of doing right things a standardize (Discipline).
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Principle of 5 S
The famous principle of 5 s a concept inflated in Japan has spread like wild fire. It being implemented not only in shop floors but in officers too. Systematic step wise Implementation of 5 S contributes to a great extent in maintaining quality of products & services elimination waste and enhancing health and safety of employers enchanting equipment performance. And overall productivity deals in equipment restoration have omen down due to quick access to tools & spares retrieval of information has also come faster enabling speed in customer service.
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ORGANISATIONAL CHART
Vice President
Production Dept.
Engineering Dept.
Commercial Dept.
Administration Dept.
HRD Dept.
Viscose
Maintenance Spin bath Welfare Electrical Spinning Share Legal Labour Office Instruments After Treatment Stock & Purchase Finance Raw Material Time Office
Sales
Personnel
Textile
Bardhana
HRD
Chemical Internal Audit Audit R&D
Estate
Security
Quality Control
Transport
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SWOT ANALYSIS
The overall evaluation of division like strength, weakness, opportunity and threats is called Swot Analysis. STRENGTH: Yarn produce here is of high quality then also management always tries to increase the quality of yarn in order to fulfill their potential customer and new ones. Total produced items + wasted are being sold; this shows the efficiency of sales activity. Better pacing, carriage and transportation system with all modern equipment and good after sales service. Divisions have domestic as well as export market and for this they are doing the internet marketing in order to find new markets. ISO 9002 for the better quality of the production carries division. Honored by Safety Award. WEAKNESS: Cost of production is more due to existence of very old technology installed in this division. Many process steps and process is more sensitive to normal process variations. Division is unable to pay more attention toward proper human resource management. Location away from consuming centers. Bigger process cycle/higher process stock.
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OPPORTUNITY: Division should find new market area for its products specially chemicals. More research activity should be done, as there is chance of finding new markets. VFY use certain Textile items are specific and indispensable. Quality has more weight age in international market. IR & IL. Pot Spinning Yarn is next to Asahi Japan and better than Chinese and Russian Yarn used in international market. Biggest opportunity, when opening up of global market when MFA expires in 2005. Quota restriction will go which will boost the export of yarn directly and though Textile in worlds two biggest market Europe and US THREATS: Government policies are the main hurdles of the divisions performance. Emergence of cotton threads made the market share of Rayon Yarn Low. Fashion changes are also basic threats for such division. The |Viscose Process is highly polluting. The basic raw material (pulp) is again pollution prone.
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INDEX
Sr. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 Title Page no. Introduction of Human Resource 39 Manpower Planning 41 Recruitment & Selection 42 Recruitment & Selection process 43 Training & Development 44 Time Keeping system 46 Trade Union 47 Working of ESI System 48 Introduction of Personnel Department 50 Introduction of Absenteeism 52 Types of Absenteeism 54 Causes of Absenteeism 56 Occurrence of Absenteeism 57 Industrial Employment 58 Strategies to curb the Absenteeism 59 Affect of Absenteeism 60 Defining Absenteeism & its Impact 61 Precincts of Absenteeism 62 Disciplinary Action 64 Action taken against Absenteeism 65 Research Methodology 67 Data Collection 68 Data Compilation 69 Suggestion 89 Conclusion 92 Bibliography 94 Annexure 96
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HUMAN RESOURCES
At company employees continue to be the key driving force of the organization & remain a strong source of our competitive advantages. It believes in aligning business priorities with the aspiration of employee leading to the development of an empowered & responsive human capital. It strives to create a work environment which encourages innovation & creativity. Through strong employer brand, it was able to attract more than 4900 employees to the company who have become part of their existing competent & committed workforce. Appropriate measures are being planned by the company to ensure & employee engagement. Human Resources are the greatest assets of the company. The workers are the heart of the company. It is the manpower or people who operate the instrument or machinery made process to convert the raw material in to finished goods & make it possible to sell in the market. No work is done if sufficient manpower is not available in organization. Human Resources Management is art of getting things done through other Human Resources Management is link between the top management & the worker or we can say that it act as bridge between the top & worker . Human Resources development is essential department to have a proper organizing, manpower planning, staffing & controlling on order to achieve the organization goal or objective. Immense power lies under people who change course of events & convert it in to useful energy which is never destroyed but created for welfare & development of another human being surrounding but to manage so diversified people in one thread is really as challenge for the organization.
Indian Rayon has fully fledged Human Resources Development characterized by highly efficient manager. It works in anatomy & with optimum force. The policies & practices involved in carrying out the people or human resources aspect of a Management position , including recruiting, Screening , Training , Rewarding & Appraising. Human resources Management is the process of Acquiring, Training, Appraising & Compensating employees & Attending to their labour relations, health & safety & fairness concerns. The topics we will discuss should therefore provide with you the concepts & technique you need to carry out of the people or personal aspects of your aspects our management jobs.
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MANPOWER PLANNING
Manpower is the key economic resources which should demand the same attention from the company that it gives to planning at finance, equipments, raw material, production, sales and profits. A manpower planner function should be : The interpret production & sales forecast in terms of manpower requirements. To indicates the manpower constraints on company policy for the future. Manpower planning is the process of assigning the right number of people and right kind of people at the right time doing work for which they are economically most useful. Important of manpower planning : In any organization manpower has its important due to following reasons. The exclusive sources of knowledge for an organization & people. Industrial knowledge is the starting point for organization knowledge. The knowledge of each individual cant be replicated. Only people can spread knowledge recourses across the company. It is only people who can convert knowledge into efficient action.
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RECRUITMENT AND SELECTION

RECRUITMENT: Recruitment is process to discover the sources of manpower to meet the recruitment of the staffing schedule and employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of and efficient working force. The Recruitment procedure of company consists of three segments. Recruitment of workers Recruitment of executives and managerial staff Recruitment of technical personnel So far as company is concerned the Recruitment procedure is directly depend upon human forces and is relate to the selection of well-qualified personnels. SELECTION: The Selection procedure is concerned with security relevant information about an application. Company Recruitment & Selection procedure for blue-collar force is as per the labor laws. For the Recruitment of labor in the Co. it is essential that he should acquire the certificate of ITI examination. The concern supervisor and the labor welfare officer select workers. Physical fitness. Attitude for etc. are considered at the time of selection. With reference to the method company uses the indirect method more frequently for the recruitment of its employee. Sometimes the company also uses the third party method at the time of the Selection
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of high level personnel like General Manager Secretary and Vice President.
RECRUITMENT AND SELECTION PROCEDURE FOR WHITE COLLAR FORCE.

White-Collar job refers to the selection of officers and managers. For this purpose the company is largely depend upon the fresh candidate and for that the Co. is following the selection procedure: Application receipt Employment test Group discussions Final interview Medical examination Reference checked Orientation INDUCTION: Induction is a technique by which a new employee is rehabilitating in to the change surrounding and introduces to the practices politics and purpose of the organization. Company does not believe in induction because it believes that it is wastage of time so it does not give any importance to the induction.
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TRAINING AND DEVELOPMENT

TRAINING: Training is a process of learning a sequence of programmed behavior. It is a short-term process utilizing a
systematic and organizes procedure by which non-managerial personnel learn technical knowledge and skill for definite purpose.
TRAINING FOR THE WORKERS:

The HR department of the IR&IL Co. prepares schedule for training of the workers in order to make them familiar with their task and to develop the job. The main purpose of the company
behind imparting training is to make the workers well converse with the new technology.
TRAINING FOR CLERK AND TECHNICAL STAFF:

The IR&IL Co. is not imparting any training courses as far as clerical staff is concerned. But the supervisors are trained for: Gaining knowledge of responsibility Cost control and cost effectiveness Knowledge of all disciplinary action Development of leadership quality
The other purpose of IR&IL Co. behind imparting training is:

To create awareness among the workers regarding the quality of products and to improve knowledge thereby. Enhancement of technical knowledge and various safety measurement techniques. To improve the discipline of the worker, good conduct and job responsibility
EXECUTIVE EVELOPEMENT:
IR&IL Co. aims at improving the managerial skills and effectiveness of its every individual through a planned and deliberate profile and process of learning. The Personnel & HR Dept. of the Co. arranges various conferences and invites guests and other executives from its different units to audit the organization and to impart training to the executives. On the contrary the officers and managers of this Co. are also sent to its different units within the country as well as aboard for the exchange of ideas relate to the operation management and also for the improvement of this technical knowledge.
TIME KEEPING SYSTEM:

IR&IL Co. has adopted a very good time keeping system. The unit has installed Computerized Time Keeping System. In this system all the employees including staff members and workers have been issued punch cards. There are seven punching machines that have been fixed and connected with computer. Out of this, six are at the main gate and one is at HR Dept. when the employee enters in the premises he has to punch this card in any machine and has to do the same thing at the time of exit also. Time Office Dept. of the Co. keeps the attendance register. Many workers have been given attendance sleep also. I this system the workers are supposed to fill their sleep at the time of entry as well as exit. The registrar collects the data through computer and their salary and wages are prepare according to this collected data.
The workers are allowed to enter into the premises late up to half and hour from the time of which their duty starts, while there is no any hard and fast rule exist for the staff member of the Co.
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TRADE UNION
There are more than 4200 employees in the organization and for the sake of protection of their right that has formed their trade union presently there are three trade unions.
Indian rayon employee union ( IREU) Rayon mazdoor sangh (RMC) Indian Raton karmachari (IRKM) Only workers are not the members of the trade union staff employees has also got the membership of trade union from above employee union, its strength is 60% of the total working force, the rest of two use to follows the decision and negotiation made by the Indian rayon employee union. The advantage of Regis rated trade union is that police cannot arrest any representative of trade union. Company has been keeping a good relation with trade union and the position of the trade union has top position in the organization.
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WORKING OF ESI SCHEME
ESI means employee state insurance scheme. It is necessary in all the company according to 1948 act, an insurance facility provided to the workers. The deduction of salaries of workers is made every month by the company. If any accident occurs on the job to the workers this reserved money is given him from the insurance. If any kind of illness is there this money is used by the company. The worker can get salary without work up to 2 month according to scheme. Bust, ESI scheme is not applicable for this unit, instead of it (IRIL) has insured all of its employees are cover under employees compensation Act policy taken from oriental insurance policy.
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Introduction
Personnel Management is a link between the Management and the workers or we can say that its acts as like bridge between the employees and the employers. It is basically concerned with human relationship within the organization and helps in maintaining smooth relationship employee and employees. It is the getting thing done by other people. Human resource is the greatest asset of any business enterprise. The workers are the heart of the organization. It is the manpower that operates the machines, processes the raw materials into a finished product and makes it possible to sale in the market. Henceforth we can say that personnel management is the most essential department of an organization in order to have a proper manpower planning, organization, staffing, directing and controlling in order to achieve individual social and organization goals. With reference to Indian Rayon & Industries Ltd. The personnel department of which is divided into two division i.e. HR & training and the other one is personnel department.
Personnel Department:
It mainly deals in the process of recruitment of manpower and as a consulting agent between the officers and the workers.
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INTRODUCTION TO ABSENTEEISM
Different authorities have variously defined Absenteeism. According to Websters Dictionary Absenteeism is the practice or habit of being an absentee and absentee is one who habitually stays away. According to labour bureau Absenteeism is the total manshifts lost because of absences as percentage of the total number of man-shifts scheduled to work. Employees sometimes fail to report at work place during the scheduled time, which is known as Absenteeism. The failure of a worker to report for work when he is scheduled to work. Absenteeism in Indian Industries is not a phenomenon. It is the manifestation of a decision by employees not be present themselves at their place of work , at a time when it is planned by the management that they should be in attendance. Many research reports reveal that there has been a phenomenal increase in absenteeism becomes a problem to organizational management particularly when employees absent from their work environment without giving sufficient notice and by justifying their stand by furnishing fake reasons. A worker is marked absent in the attendance register if he fails to report for duty on a day when he is expected to be present. If he does not seek prior permission to stay away from work and not granted ex post facto permission, the worker looses wages and risks disciplinary action. Because of this unexpected absence by the worker, the company might suffer dislocation of work or loss of production due to machine idleness.
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A worker can be treated be absent when he abstains from work on the strength of a sick certificate from an ESIC doctor, and also when he is granted leave ex post facto by the company for the period is stayed away from work. But though the absenteeism of workers from duty is genuine, higher rate of sickness among the workforce will certainly dislocate production scheduled. Therefore the management cannot remain unconverted about it. The management preoccupation for maintaining production schedules leads it to a concern with all types of absence. But all stayaway from are not absenteeism from work. Absenteeism rate = man-shifts lost due to absences Man-shift scheduled to work Absenteeism is the term generally used to refer to unscheduled employee absences from the workplace. Many causes of absenteeism are legitimate-personal illness or family issues, for example but absenteeism also can often be traced to other factors such as poor work environment or workers who are not committed to their jobs. If such absences become excessive, they can have a seriously adverse impact on a businesss operations and, ultimately, its profitability. 100
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TYPES OF ABSENTEEISM 1. Authorized absenteeism :

If an employee absents himself from work by taking permission from his superior and applying for leave, such absenteeism is called authorized absenteeism.
2. Unauthorized absenteeism :
If an employee absents himself from work without informing or taking permission and without applying for leave, such absenteeism is called unauthorized absenteeism.
3. Willful absenteeism :
If an employee absents himself from duty willfully, such absenteeism is called willful absenteeism.
4. Absenteeism caused by circumstances beyond ones control :

If an employee absents himself from duty owing to the circumstances beyond his control like involvement in accidents or sudden sickness, such absenteeism is called absenteeism caused by circumstances beyond ones control.
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THE REASONS FOR ABSENTEEISM The reasons for absenteeism are many:
The factors contributing to absenteeism from work includes individual and environmental factor. These consists of sickness, accidents , occupational diseases, poor production planning(flow of work ) , bad working conditions and inadequate welfare conditions, lack of trained labors, insecurity in employment, collective bargaining process, rigid control system, lack of supervisory support, lack of interest , lack of cohesive and cordial culture and so on. The individual reasons may vary from organization to organization depending upon the organizational climate, employees attitude and influence of external organizational factors (market forces, social activities that influence the industrial culture prevailing in a geographical zone etc.).
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THE PROBLEM
High rate of absenteeism is neither desirable to employers nor good for the employees. In majority of organization, high rate of absenteeism has an adverse effect on quality and quantity of production, efficiency of workers and organization, organizational discipline and more importantly on the organizations intention to fulfill the new markets demands. The absenteeism develops a considerable loss to organization because work schedules gets upset and delayed and management has to provide overtime wages to meet the delivery dates.
CAUSES OF ABSENTEEISM
The causes of absenteeism, its effects on productivity and cost in terms of finance and administrative effectiveness are quite clear, but what is unclear is how to take affirmative action to control absenteeism. This should be done in such a way as not to develop mistrust, costly administration and system avoidance. Traditional methods of absenteeism control based on disciplinary procedure have proven to be ineffective and have failed to motivate the work force to meet organizational demands to complete at a global level. Unless management identifies and addresses the actual factors that influences employees to remain absent from work, it will be difficult for the organization to remain competitive at national and international levels. It is therefore imperative to probe in to international levels. It is therefore imperative to probe into micro and macro aspects of organizational absenteeism to meet organizations long term cherished goals.
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THE OCCURANCE OF ABSENTEEISM The levels of absenteeism and reasons for its occurrence are dependent
on many variables in an organizational environment. This particular research identifies seven key factors that affect the absence rate for employees.
These seven factors can be detailed as follows ;

I. II. III. IV. V. VI. VII. Family circumstances ; The physical health of the worker ; The work environment ; The degree of job stress ; Employer-employee relations ; Union coverage; and Work schedules.
Absenteeism has the potential to cause numerous impacts upon an organization; these include lost productivity, proper quality of product /service, decreased customer satisfaction, and a negative effect on the performance / morale of other employees. Other operational consequence of absenteeism includes greater financial costs to the employer, as well as a greater employee workload. Each of these impacts has the potential to cripple an organizations operational ability, and seriously undermine its efforts to stay competitive or viable.
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INDUSTRIAL EMPLOYMENT (STANDING ORDER) ACT
A workman remaining absent beyond the period of leave originally granted or subsequently extend, shall be liable to lose his lien on his appointment unless he returns within eight days of the expiry of the sanctioned leave and explains to the resume his duty immediately on the expiry of his leave. A workmen who loses his lien under the provisions of this standing order but reports for duty within fifteen days of the expiry of his leave.
24. The following acts and omissions on the part of workmen shall amount to misconduct:
(f) Habitual absence without leave, or absence without leave for more than ten consecutive days or overstaying the sanctioned leave without sufficient grounds or proper or satisfactory explanation.
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STRATEGIES TO CURB THE ABSENTEESM

1. High collaborative culture. 2. Be aware of problems that may affect employee attendance or performance. 3. Develop open communication between manages supervisors and employees. 4. Employees are encouraged to voice their concerns so their perceptions of the work place are clear and can be dealt with. 5. An employees relationship with their supervisor can greatly influence their feelings about their work, their coworkers and thus their attendance at work. 6. Encourage risk taking and experimentation among members. 7. Make each employee aware that are a valued member of the team, that they play an importance is critical. 8. Hold regular meetings, keep your staff informed and involved.
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HOW CAN HIGH ABSENTEEISM OF EMPLOYEES AFFECT AN ORGANIZATION?

Absenteeism hits the financial aspect, moral and customer service/confidence Financial: The absent employees have the potential to be paid (sick pay) for not producing any product. This can be 100% wages for period of time which drops pro-rata as the sickness period continues. Administration of the cover sickness, rescheduling other employee, possible extra pay for others to yaks on added workload (in the form of overtime). Added workload for colleagues-someone needs to do work the absent person is NOT doing. This adds greater pressure to others, requires faster throughput of the colleagues wok to make time for the sick employees responsibilities to be covered. Great chance error due to added work load or adding new responsibilities to novice employees. Product quality determination can be brought about by work colleagues handling higher workloads. Dissatisfied customers production targets suffer as the sickness amid the employee base. Lost sales, order increased complaints add to the administration of any product.
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DEFINING ABSENTEEISM AND IMPACTS

Absenteeism occurs when employees who were scheduled for work do not attend, in terms of hours or days rather than minutes. There are many reasons why people do not attend work, such as illness, family emergency or just to have a day off. Absenteeism has both direct and indirect costs for the organization. Direct costs include sick pay, fringe benefits that still must be paid, overtime to fill the position and overstaffing. Indirect costs include disruption, reduced productivity, loss of expertise and experience, managements time to revise work assignments costs to monitor and administer the absence program, training costs for replacement and decreased morale of other employees. Many posts in a prison cannot be vacated. Management must expend valuable time to modify employee assignments to responds to absences. Thus, there are the obvious costs associated with filling the post. Additionally, absenteeism puts hardship on other employees, particularly those expecting to go home at the end of their shift. Aside from forcing attending employees to work mandatory overtime that they may not have been expecting or desiring to work, absenteeism can cause a temporary loss of contacts because the staff member has developed over time from working at that post. Even if the position is left vacant, the absence will mean that there is one less staff member able to monitor inmates and respond to emergencies. In sum, absenteeism particularly if it becomes common place, is costly for correctional organizations.
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PRECINCTS OF THE ABSENTEEISM

Absentee workman will looses their salary, which is so important for the well being of his and his family. Absentee workman will loose LTA amount on the salary earned. Absentee workman will loose the Medical allowance/payable on the salary earned. Absentee workman will looses next years Bonus as per act. Absentee workman will loose in Provident Fund and Interest accrued thereon, which is so vital in his old age after he retires. The cumulative loss when he retires may be in Laces. Absentee workman will loose their Gratuity. Amount, due to 240 days not completed in a calendar year. Absentee workman will loose Earned leaves which again leads to loss of money in the coming years. Absentee workman will loose their mental peace when he faces disciplinary action. Absentee workman will loose social respect of being a responsible person, who is concerned for the well being of his family. Organization, himself, nation and the society. Absentee workman wills looses impression in the eyes of his superiors, which affects his career/future promotions. Absentee workman will looses sympathy of his colleagues when they see an irresponsible person in him.
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He also causes following losses to the company, which again is every ones loss. Production loss Loss of quality Financial loss Negative image in society
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DISCIPLINARY ACTION AND DOMESTIC ENQUIRY PROCEDURE

MISCONDUCT: Misconduct is made of two words. Mis means bad and conduct means behavior. Misconduct is a transgression of some established and definite rules of action, where no discretion is left except what necessity may demand; it is violation of definite rules, a forbidden act. Conduct which is reasonably inconsistent with the faithful and trustworthiness excepted of an employee would be misconduct. A workman guilty of misconduct may be A. Warned or censured, or B. Fined, subject to end in accordance with the provisions of the payment of Wages Act, 1936 or C. Suspended by an order in writing signed by the Manager for a period not exceeding four days, or D. Punished by way of withholding of increment or promotion(including stoppage of increment at any efficiency bar; or E. Reduced to a lower post time scale or to a lower stage in a time scale or F. Discharged G. Dismissed without notice.
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DISCIPLINARY ACTION TAKEN AGAINST ABSENTEEISM FROM 2007 TO 2012
ACTION YEAR 20072008 Dismissal/ Discharage 1 Demotion Suspension Warning Advice TOTAL 0 25 390 612 1028
20082009
14
259
147
420
20092010
34
493
527
20102011
40
278
319
20112012
15
142
155
320
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METHODOLOGY
Research Methodology: It is a way to systematically so varioulve the problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a researcher in studying his problem. Research Design : The research design followed by me is descriptive in nature s the main purpose is description of state of affairs, as it exists at present and in this research I had no control over the variable ; I can only report what has happened And what is happening. Even in this type of design I try to observe causes even if I cannot control the variable like human behavior and tendencies.
Preparing research design: In this survey the main information is gathered from Labour office that keeps the in-out record of all the employee of Indian Rayon (A unit of Aditya Birla Ltd.).
Random Sample Size: Out of 150 Sample taken of 23 employees.
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DATA COLLECTION:
PRIMARY DATA : Primary data means it is getting directly through the company profile. Here in this study about primary data is collected through structured interview schedules. SECONDARY DATA: Secondary data means it is getting through the inquiry and use different tools and techniques or any instrument. Here in this study on absenteeism secondary data is collected from LABOUR OFFICE regarding employees attendance. So we can take information randomly group and using the questionnaire method collect the information. So we can say that we have collected the secondary data from the employee survey.
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DATA COMPILATION
Q.1 Are you unauthorized Absentee? Distribution of the respondent:
30 25 20 15 10 15 5 0 Yes No Total 65% 23 35% 8 Percentage Frequency 100%
Evaluation: In this survey we can see that here 15% employees are agreed with that they are remain unauthorized and 8% employees are disagreeing with the particular question as stated above. In this it is observed that 35% are non absentee employees.
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Q.2 Are you absent for your Domestic Problems?
Distribution of the respondent :
25
20
83%
15 Percentage 10 19 Frequency
17% 4 Yes No
100% 3 Total
Evaluation: In this survey we can see that here 17% employees are agreed and 83% employees are disagreeing with the particular statement. In this survey it is observed that the main reasons for absenteeism are not domestic problems like family member illness.
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Q.3 Are you absent for your illness?
30 25 20 15 10 5 0 Yes 13% 3 No Total 20 23 87% Percentage Frequency
100%
Evaluation: In this survey we can see that here 87% employees are agreed and 13% employees are disagreeing with the particular statement. In this survey it is observed that the main reasons for absenteeism are illness of respondent.
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Q.4 Are you absent for the reason of Overtime?
Distribution of the respondent:
30 25 96% 20 15 10 5 0 4% 1 Yes No Total 22 23 Percentage Frequency
100%
Evaluation: In this survey it is observed that majority of respondent i.e. 4% are not agree and 96% are agreed with this particular purpose.
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Q.5 If you are unauthorized absent, do you feel any kind fear about loose the job?
30 25 20 15 10 5 0 Yes 9% 2 No Total 21 23 91%
100%
Percentage Frequency
Evaluation: In this survey it is observed that only the 91% employees are agreed that if they are unauthorized absenteeism from their work and having chances to lose there job. and 9% employees are disagree with this purpose.
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Q.6 When you are unauthorized absent, the company takes any kind of action?

30 25 20 15 10 5 0 Yes 9% 2 No Total 21 23 91%
100%
Evaluation: In this survey it is observed that majority of respondent i.e. 91% are agreed and 9% are disagreed with this purpose. In this survey we can say that the more respondent said that yes the company takes the action for their absenteeism.
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Q.7 Are you punished for your absenteeism?
30 25 20 15 57% 10 5 0 Yes No Total 13 43% 10 23 Percentage Frequency
100%
Evaluation: In this survey it is observed that majority of respondent i.e. 57% of employees agreed and 43% not agreed that they were punished for their absenteeism.
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Q.8 If you are unauthorized absentee, you were dismissed from your job? Distribution of the respondent:
30 25 20 15 10 15 5 0 Yes No Total 35% 8 65% 23 Percentage Frequency
100%
Evaluation: In this survey the observed that majority of respondent i.e. 65% are accepted and 35% are not agreed with the particular purpose. In this survey we can say that more employees are accepting that if they are an unauthorized absentee they will liable for dismissal..
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Q.9 Are you satisfied with your salary? Distribution of the respondent:
30 25 20 15 10 15 5 0 Yes No Total 35% 8 65% 23 Percentage Frequency
100%
Evaluation: Wages means the cost to company not the take home pay. It is the gross pay before all type of deduction. In this survey it is observed that majority of respondent 65% employees are satisfied with their wages and 35% are not satisfied.
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Q.10 Are you staying in company Accommodation?
30 25 20 17% 15 10 5 0 Yes No Total 26% 6 23 17 Percentage Frequency
100%
Evaluation: In this survey it is observed that majority of respondent 26% had company accommodation and 17% had rented housing facilities.
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Q.11 Is your working time is reason for your absenteeism?
30 25 20 15 10 5 0 13% 3 Yes No Total 20 23 87% Percentage Frequency
100%
Evaluation: In this survey the majority of the respondent i.e. 13% is satisfied and 87% are not satisfied with their timing.
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Q.12 Are you absent for your social responsibility?
30 25 20 78% 15 10 5 0 Yes No Total 22% 5 23 18 Percentage Frequency
100%
Evaluation: In this survey the majority of the respondent i.e. 22% employees agreed and 78% not agreed with this purpose. In this study we can say that the social responsibility is not the reasons for absenteeism.
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Q.13 If you cant able to complete your social responsibility, it will affect on your personal life?
30 25 20 15 10 5 0 Yes 13% 3 No Total 20 23 87% Percentage Frequency
100%
Evaluation: In this survey it is observed that majority of the respondent i.e. 87% are agreed and 13% employees are not agreed. In this study we can say that the social responsibility is not affect on their personal life.
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Q.14 Company provides you authorized live though you takes the unauthorized live?
30 25 20 74% 15 10 5 0 Yes No Total 23 17 26% 6 Percentage Frequency
100%
Evaluation: In this survey it is observed that the majority of respondent i.e. 74% agreed and 26% are not agreed with this purpose, means there is not any kind of unauthorized absenteeism.
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Q.15 Company provides you transportation facility?
100%
Evaluation: In this survey it is observed that majority of respondent i.e. 13% are agreed and 87% are not agreed with this purpose, means the company is not providing the transportation facility.
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Q.16 Are you absent for the reason of administrative laps of the company?
100%
Evaluation: In this survey it is observed that majority of the respondent i.e. 13% are agreed and 87% are not agreed with this purpose.
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Q.17 Are your co-workers suggest you for your absenteeism?
30 25 20 15 10 16 5 0 Yes No Total 30% 7 70% Percentage 23 Frequency
100%
Evaluation: In this survey it is observed that majority of the respondent i.e. 70% agreed and 30% is not agreed with this purpose, means their coworkers support them.
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Q.18 Are you satisfied with your working condition?
30 25 96% 20 15 10 5 0 Yes 4% 1 No Total 22 23 Percentage Frequency
100%
Evaluation: In this survey it is obtained that majority of respondent 96% employees are agreed and 4% are not agreed with this purpose, means more than employees are satisfied working with their working conditions.
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Q.19 Are you satisfied with your supervisors?
30 25 20 15 10 5 0 Yes 0% 0 No 23 23 Percentage Frequency
100%
100%
Total
Evaluation: In this survey it is obtained that majority of respondent i.e. 100% are satisfied with the behavior of their supervisors.
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Q.20 If you dont unauthorized absenteeism, company provides any kind of scheme? Distribution of the respondent:
30 25 20 15 10 5 0 Yes 9% 2 No Total 21 23 91%
100%
Evaluation: In this survey it is obtained that majority of respondent i.e. 91% are satisfied and 9% are not satisfied with this purpose.
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SUGGETION
1. Proper counseling to be provide to workmen to make them understand about the losses of being absent for long-time. 2. Company should introduction some reward scheme for recognition of their self stream & discloser their name in magazine from time to time. 3. Company should provide transportation facility to does employee who are living far away from the company, this may help to concern workman to report on duty as per the schedule. Lake of this facility, the workman sometime has to wait for transportation which may create a problem to reach in time at work place. 4. From my point of view night shift is also one of reason for absenteeism. 5. Hold regular meeting to make them aware of the loose of absenteeism, which impact social economically on living slandered of concern workman & their family. 6. From time to time they absentee data much be reported to the top management to find out the suitable strategic action to reduce the absenteeism. 7. Develop open communication between manages supervisors and employees.
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CONCLUSION
After going through the 45 days training program, functioning of the organization which I observed from that it can be concluded that Indian Rayon & Industrial Ltd. is the large scale manufacturing organization and successful player in the VFY and chemical products. IRIL is a heavy industry having sound facility of manpower, finance, machinery and organization. However conclusion regarding the absenteeism, its effects on productivity and cost in terms of finance and administrative effectiveness are quite clear, but what is unclear is how to take affirmative action to control absenteeism. High rate of absenteeism is neither desirable to employers nor good for the employees. In majority of organization, high rate of absenteeism has an adverse effect on quality and quantity of production, efficiency of workers and organization, organizational discipline and more importantly on the organizations intention to fulfill the new markets demands. The absenteeism develops a considerable loss to organization because work schedules gets upset and delayed and management has to provide overtime wages to meet the delivery dates.
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BIBLIOGRAPHY
BOOKS : Sr. No 1 2 Book/Magazine Papers on Absenteeism Personnel Management Author K.N.Vaid (Asia Publishing House ) C.B. Memoria (Himalya Publishing House) C.R.Kothari -
3 4 5
Research Methodology Annual Report on Aditya Birla Nuvo Ltd. Report from Library
WEBSITES: www.wikipedia.com www.indianrayon.com www.adityabirla.com
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ANNEXURE
1. Are you unauthorized Absentee? 1. Yes 2. No 2. Are you absent for your Domestic Problems? 1. Yes 2. No 3. Are you absent for your illness? 1. Yes 2. No
4. Are you absent for the reason of Overtime? 1. Yes 2. No
5. If you are unauthorized absent, do you feel any kind fear about loose the job? 1. Yes 2. No 6. When you are unauthorized absent, the company takes any kind of action? 1. Yes 2. No 7. Are you satisfied with your salary? 1. Yes 2. No
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8. If you are unauthorized absentee, you were dismissed from your job? 1. Yes 2. No 9. Are you satisfied with your salary? 1. Yes 2. No 10. Are you staying in company Accommodation? 1. Yes 2. No
11. Is your working time is reason for your absenteeism? 1. Yes 2. No
12. Are you absent for your social responsibility? 1. Yes 2. No
13. If you cant able to complete your social responsibility, it will affect on your personal life? 1. Yes 2. No
14. Company provides you authorized live though you takes the unauthorized live? 1. Yes 2. No
15. Company provides you transportation facility? 1. Yes 2. No
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16. Are you absent for the reason of administrative laps of the company? 1. Yes 2. No
17. Are your co-workers suggest you for your absenteeism? 1. Yes 2. No
18. Are you satisfied with your working condition? 1. Yes 2. No
19. Are you satisfied with your supervisors? 1. Yes 2. No
20. If you dont unauthorized absenteeism, company provides any kind of scheme? 1. Yes 2. No
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A SUMMER INTERSHIP TRAINING ON ABSENTEEISM AT INDIAN RAYON (A UNIT OF ADITYA BIRLA NUVO LTD.

Contact No Fax No Email Id Web Site Managing Director Bankers

Auditors Working Hours

Prepared By Aarti R. Roy

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INDIAN RAYON INDIAN RAYON

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Prepared By Aarti R. Roy

Philippines::: Indo Phil Group Of Companies :: Pan Century Surfactants Inc.

Australia::: Aditya Birla Minerals Ltd.

Laos::: Birla Laos Pulp & Plantations Company Limited

Prepared By Aarti R. Roy

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WORLD CLASS MANUFACTURING

WCM POLICY followed by IR & IL Co.

WCM Excellence Model for Competitive Advantage

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HISTORY & DEVELOPMENT

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Introduction to the Company

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Integrity Commitment Passion Seamlessness Speed

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Productivity Improve Quality

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Chemical Internal Audit Audit R&D

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RECRUITMENT AND SELECTION

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RECRUITMENT AND SELECTION PROCEDURE FOR WHITE COLLAR FORCE.

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TRAINING AND DEVELOPMENT

TRAINING FOR THE WORKERS:

TRAINING FOR CLERK AND TECHNICAL STAFF:

The other purpose of IR&IL Co. behind imparting training is:

TIME KEEPING SYSTEM:

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WORKING OF ESI SCHEME

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