Absentee Sim of Workers

Study on Absenteeism of Workers
INTRODUCTION
About Chocolate (or) Confectionery
Chocolate food products made from coca beans consumed as candy and used
many beverages and as flavoring products. Rich in carbohydrate it is an excellent
source of quick energy and also contains minute amount of the stimulating alkaloids
Bromine and caffeine.
Chocolate manufacturing started in the American Colonies in 1765 at

Dorchester, using Coca beans brought in by New England Sea Capitals from their
voyage to the west Indies James baker financed the first mill, which was operated in
an Irish immigrant, Hohn Hanan water, power was used for grinding the beans.
Chocolate is made from the kernels of fermented and roasted coca beans. The
kernels are ground to from a paste calls chocolate liquor, which may be hardened in
moulds to from baking (butter) chocolate; pressed to reduce the coca butter
(vegetable) content and then pulverized to make coca power; pr kined with sugar and
additional coca butter to make sweet (eating) chocolate, developed in English firm in
1847. Coating chocolate for use in candies and biscuits (cookies) came into use soon
after ward. The addition of concentrated milk to sweet chocolate produces milk
chocolates, introduced by danel pets of Switzerland in 1786.
The present study is About Nutrine Confectionery industry in India.
The word “confectionery” was derided the Latin word “connection” which
means “Hard boiled sweet”. It is an age-old profession, family confectioneries were
there from 18th century.
Confectionery is two types

1) Sugar confectionery
2) Flavor confectionery
Means sweets in which sugar is the main ingredient either they consist of
sugar in very fine crystal from dispersed in a sugar solution and flavored such as
Ramaraja institute of technology and science 1

chocolate creams of fondants of they may be sugar maintained in a solution of careful

blend of the different types of sugar i.e., boiled sweets toffees (or) caramels. Milk
nuts are employed to obtain a variety of flavors and textures. Before the 19 th century,
sweets, candies were the monopoly of apothecaries who made them to hide the taste
of their drug.
The confectionery Industry in India is divided into two groups

1) Organized sector. 2) Unorganized sector.
Organized Sector
It contains of large scale units of confectionery whose scale of operation is very
large.
The organized sectors in India are

1) Nutrine 5) Candico
2) Parry’s 6) Nestlé
3) Parle ravalgon 7) Cadbury
4) Perfetti 8) Itc etc.
Unorganized sector
It contains of small scale of confectionery whose scale of operations is limited
to their locations (local area)
The sector can be segmented as follows
Confectionery products can be categorized as,
1) Hard boiled sugar candies, looipops, jellies
2) Toffees
3) Chewing gums
4) Breathe fresheners, digestive, and throat relievers.

Market share of various companies in the sugar confectionery market

Company Market Share Major brands
Mahalacto,Kokinaka, Honey fab,Aamras,

Nutrine 34% Chumachuma,Gulkhand,Funda,Gumyum,Ole,
Nutrine Éclairs, Superstar, Caramella,
Wildcoffy, Dishum, Assay.
Parle 12% Coffybite, Lactoking, Coconutpunch, Caremilk,

Madras, café, Softspot, Flavoured candy,
Mango, Sunshine,Shaki,Pineapple.
Parrys 10% Melody, Mangobite, Kismi, Poppins, Rola cola,

Luxdairy, Pepparimit, Rusemit.
Joyco 8% Bommers, Bonkers, Donalds, Pinpon, Mickey
Candico 8% Minto(after smoke), Americano(candy king)

Organg-Tuttifuthi, Drum beatvannila rall,
Elaichiroll, Big freedom jumbo_gumba,
Locopoco, Minto fresh.
Ravalgon 7% Panpasand, Mangomood, coffeebreak, Hisoft,

supreme, cherries, juicy.
Prefetti 6% Brooklyn, Bigbabbool, Aplenliebe, Centre fresh,

Chlormint, Goliacofitos.
Nestle 4% Polo Allen’s splash, Tuff butter, Fruitrings,

Fox’s
CADBURY 4% Googly, Mocka, English Toffee, Fruitiest,

Gollum, Éclairs, Pops.
WRIGLEY 3% Wrigley’s chewing gum, spearmint Boomer,

Juicy fruit, bouble mint.

Market Segments:
The confectionery market can be classified into 3 segments.
1. Monos –Hard boiled candies, toffees, éclairs & jelly cups from 80% of
the market.
2. Stick Lollipops and rolls from about 6% - 8% OD the market.
3. OTC (over the counter)- Lozenges and digestive candies from 12% - 14% of
the market.
Major players in confectionery market

The leading national players in confectionery market are
1) Nutrine 5) Candico
2) Parrys 6) Perfetti
3) Parle 7) Wrigleys
4) Revalgon 8) JoycoIndia
Market shares of each category of confectionery market

Category Market share
Hard – boiled confectioneries 51%
Toffees 18%
Chewing gum and bubblegum 18%
Éclairs 5%
Mints 4%
Lozenges 4%
1.1 INTRODUCTION TO RESERCH TOPIC

Some Definitions of Absenteeism:

- “Absenteeism” is a practice or a habit of being an “absence” and an
“absentee” is one who habitually stays away.
- WEBSTER’S DICTIONARY
- ‘Absenteeism’ is the failure of a worker to report for work when he is
scheduled to work.
- LABOUR BUREAU SIMLA
Meaning:
Employees’ presence at the work place during the schedule time is highly
essential for the smooth running of the production process in particular and the
organization in general. Despite the significance of presence, employees sometime
fail to report to the work place during the scheduled time, which is known as
“Absenteeism”.
According to PICOARS AND MAYERS: Unexpected absence disturbs the
efficiency of the group as the jobs are inter connected, if one single man remains
absent without prior notice the whole operation process is distributed. This
Absenteeism results in production losses because, due to Absenteeism, workers cost
increases and thus efficiency of operations is affected.
Features of Absenteeism:
Research Studies undertaken by different authors reveal the following
features of Absenteeism
i. The rate of Absenteeism is the lowest on pay day; it increases considerably on
the days following the payment of wages and bonus.
ii. Absenteeism is generally high among the workers below 25 years of age and
those above 40 years of age.
iii. The rate of Absenteeism varies from department to department within an
organization.
iv. Absenteeism in traditional industries is seasonal in character.
Types of Absenteeism

Absenteeism is of four types viz….

1. Authorized Absenteeism.
2. Unauthorized Absenteeism.
3. Willful Absenteeism.
4. Absenteeism caused by circumstances beyond one’s control.
1) Authorized Absenteeism
If an employee absents himself from work by taking permission from superior
and applying for leave, such Absenteeism is called authorized Absenteeism.
2) Unauthorized Absenteeism
If any 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 any employee absents himself from duty willfully, such Absenteeism is
called Willful Absenteeism.
4) Absenteeism caused by circumstances beyond one’s control
If any employee absent 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 one’s
control.
Calculations of Absenteeism rate:

Absenteeism can be calculated with the help of the following formula.
Absenteeism rate = No of Mondays lost x 100

No of Mondays scheduled to work
Absenteeism rate can be calculated for different employees and for different
time periods like month & year.
The frequency rate reflects the incidence of absence and is usually expressed
as the no of separate absence in a given period, irrespective of absence. The
frequency rate represents the average no of absence per worker in a given period.
Frequency rate = The no of times in which the leave was availed X 100

Total no of Monday’s schedules to work

Severity rate:
Severity rate is the average length of time lost per absence and is calculated by
using the following.
Severity rate = Total no of days absent during a period X 100

Total no of times absent during that period
A high severity rate indicates that the employee is absent for longer duration
each time. High frequency and severity rates indicates that the employee is absent
more frequently and for longer duration’s each time resulting in high Absenteeism
even in absolute terms.
Causes of Absenteeism
The following are the general causes of the Absenteeism
1. Maladjustment with the working conditions:

If the working conditions of the company are poor, the workers cannot
adjust themselves with the company’s working conditions. Then they prefer
to stay away from the company.
2. Social and religious ceremonies:
Social & religious functions divert the workers attention from the work.
3. Unsatisfactory housing
Conditions at the working place.
4. Industrial housing
The industrial fugue compels workers to remain outside the work place.
5. Unhealthy working conditions
The poor and intolerable working conditions in the factories irritate the
working excess heat, noise, either too much or too low lighting, poor
ventilation, dust, smoke cause poor health of the workers. This factory causes
the workers to be absent.
6. Poor welfare facilities

Though a no of legislation concerning welfare facilities are enacted, many

organizations fail to provide welfare facilities. This is either due to the poor
financial position of the companies (or) due to the exploitative attitude of the
employs. The welfare facilities includes poor sanitation, washing, bathing
first aid appliances, ambulance, restrooms drinking water, canteen, shelter,
crèches etc.. The dissatisfied worker with these facilities prefers to be away
from the workplace.
7. Alcoholism
Workers mostly prefer to spend money on the consumption of liquor and
enjoyment after getting the wages. Therefore, the rate of absenteeism is more
during the first week every month
8. Indebt ness
The low level wages and unplanned expenditure of the workers force then to
borrow heavily. The research studies indicate that workers borrow more than
10 times of their net pay. Consequently workers fail to repay the money.
Then they try to escape the place in order to avoid the money lenders. This
leads to absenteeism.
9. Maladjustment with job demands
The fast enhancing technology demand higher level skills from the workers
fail to meet these demands due to their lower level education and/or
absenteeism of training.
10. Unsound personnel policies
The improper and unrealistic personnel policies result in employee
dissatisfaction. The dissatisfied employee in tune prefers to be away from the
work.
11. Inadequate leave facilities
The inadequate leave facilities provided by the employer forces him to depend
on ESI leave which allows the workers to be away from the work for 56 days
in a year on half pay.
12. Low level of wages

Wages in some organizations are very poor and they are quite inadequate to
meet the basic needs of the employees. Therefore, employers go for other
employment during their busy seasons and earn more money. Further, some
employees take up part time jobs. Thus the employees resort to moonlighting
and absent themselves from the work.
Categories of Absenteeism
K.N.VAID classified chronic absenteeism to fine categories viz….

1) Entrepreneurs
2) Status seekers
3) Epicureans
4) Family-oriented and
5) The sick and the old.
1) Entrepreneurs
These classes of absenteeism consider that their jobs are very small for their
total interest and personal goals. They engage themselves in other social and
economic activities to fulfill their goals.
2) The status seekers
This type pf Absentees enjoy or perceive a higher ascribed social status and
are keen on maintaining it.
3) The epicureans
The classes of absentees do not like to take up the jobs which demand
initiative responsibilities, discipline and discomfort they wish to have money,
power, and status but are unwilling to work for their achievement.
4) Family-oriented
These types of absentees are often identified with the family activities.
5) The sick and old
These categories of absentees are mostly unhealthy, with a weak constitution
or old people.

Measures to minimize Absenteeism

Absenteeism affects the organization from multiple angles. It severely affects
the production process and the business process. The effect of unauthorized
absenteeism is more compared other types of absenteeism. However, it would be
difficult to completely avoid absenteeism. The management can minimize
absenteeism. The following measures are useful in controlling or minimizing
absenteeism.
1) Selecting the employees by testing them thoroughly regarding their aspirations
value systems, responsibility and sensitiveness.
2) Adopting a humanistic approach in dealing with the personal problems of
employees.
3) Following or proactive approach in identifying and redressing employee
grievances.
4) Providing hygienic working conditions.
5) Providing welfare measures and fringe benefits, balancing the need for the
employee and the ability of the organization.
6) Providing high wages and allowances based on the organizational financial
positions.
7) Impressing the communication network particularly the upward communication.
8) Providing leave facility based on the needs of the employees and organizational
requirement.
9) Providing safety & health measures.
10) Providing cordial human relations & Industrial relations.
11) Educating the workers.
12) Counseling the workers about their carrier, income & expenditure habits &
culture.
13) Free flow of information, exchanging of ideas problems etc... B/w subordinate
& superior.
14) Granting leave and financial assistance liberally in case of sickness of employee
& his family members.
15) Offering attendance bonus & inducements.
16) Providing extensive training, encouragement, special allowance in cash for
technological advancements.

1.2 REVIEW OF LITERATURE
Theoretical background of the Topic:
Absenteeism has been variously defined by the Authorities from time to time.
Thus the term Absenteeism refers to the workers absence from his regular task, when
he is scheduled to work. Any employees stay away from work if he has taken leave to
which he is entitled or on the grounds of sickness or some accident without any
previous sanction of leave.
Nevertheless usually, involuntary lay off, lack of work, authorized leave or

vacation period of work stoppage are not counted as absence. Strikes, lock outs and
late attendance are treated as absence.

1.3 STATEMENT OF PROBLEM

Study of Absenteeism among Industrial Worker is not only from view point of
but it is important from the view point of moral of employees. Even though the effect
of the good morale of employees, may not be calculated in terms of costs, but it
should be said that, it is important than cost.
There is a clear relationship between high absenteeism and employees moral,

because it can easily traced that these department having high rate of absenteeism
have low moral.
There is a clear relationship between employee’s attitude & absenteeism. They

are related to each other. So employee’s attitude & morale are the important factors.
Labors is Human Factor, therefore consideration shall also be taken into account in
the discussion of problem connected in the absenteeism has been continuous to be one
of the major labors problem in Indian Industries.
As “No work No pay” is usually the general rule, the loss to workers
absenteeism is quite obvious when the workers fail to attend to the regular work, there
income is reduced and the workers become still poorer. Hence, Health and efficiency
of the worker is affected by the irregularity of the workers attendance.
The loss of employees and industry is due to absenteeism is still greater and
both efficiency and discipline suffer the maintenance of additional workers leads to
serious implications.
Thus the above discussions show how the problem of absenteeism is very
important to the organization. So, I have selected this problem of study.

OBJECTIVES OF THE STUDY
The Study aims at assessing the absenteeism in workers.
 To conduct a detailed study on Absenteeism of Nutrine.
 To identify the various that lead to Absenteeism.
 To identify the variables that reduces the rate of Absenteeism
 To find out the rate of Absenteeism in Nutrine.
 To find out causes of Absenteeism & suggest remedies to reduce it.

RESEARCH METHODOLOGY:
This is the technique followed in social research on any subject.
The research has selected the subject: “A Study of Absenteeism of workers in Nutrine
Confectionary Company Ltd.”
Research Design:
The process starts after selection of the topic Research Design denotes the planning of
the research study by which the researcher followed the below mentioned methods
and techniques
Data Collection:
Data Collected from primary and secondary data/sources.
Primary Data: Asking questions with employees and workers personally.
Secondary Data: Collecting the data from reference books and past records.
Sampling Methods:
Sampling method used for this study is non- probability convenience sampling.
According to my convenience the total samples interviewed are 105.
Methods of Data Collection:

Interview Method:
Interview method was used for the data collection with the interview schedule.
Questions of the schedule were recorded systematically. Researcher had interviewed
105 employees personally and collected the required information with this project is
an outcome.
All most all the workers could speak, till date researcher could not find any
difficulty in questioning and getting proper response.
Collections of Questionnaires and Schedules:

A questionnaire is simply a paper sheet (or) a few paper sheets containing a no
of questions printed (or) cyclostyled. These questions usually are very carefully
drafted keeping in view the main object, nature and scope of problem under
investigation.

Though questionnaires and schedules very often mean the same, yet there
exists a subtle difference. Schedule is usually blank forms containing certain blank
columns, under relevant headings. These schedules are commonly meant to be filled
by informants filling up a schedule in variably requires some training questionnaires
are necessarily followed by sufficient instructions as regards the procedure and
manner of answering the questions.
Processing and analysis of data.

After the data have been collected it has be analyzed. The data obtained from
the questionnaire is arranged in a serial order their master copy with tabulation
method is being prepared.
Tabulation is part of the technical procedure where in the essential data is put
in the form table.

2.0 COMPANY /ORGANISATION PROFILE
2.1 COMPANY PROFILE:

Nutrine confectionery company ltd is the foremost unit of Nutrine group of
companies spanning diversified products and services like confectionery, chewing
gum, gawlies, hire purchase, leasing & transportation etc.
Establishment
Establishment 1952
Chairman Sri.v. Dwarakanath Reddy
Managing director Sri.v. vikram Reddy
Board of directors Sri.v. Madhusudhan Reddy
Sri.v. Dinesh Reddy
Sri.v. Shiva Monan.
The nutrine confectionery company ltd was established in the initial stage
started as a small unit manufacturing different types of candies. The management has
gained in valuable insight into the confectionery unit, with a vision and ethics.
The organization has grown small scale manufacturer in the 1960’s to become
the single largest manufacturer of confectionery and toffees in India a distinction it
has claimed since 1980, with more than 45 varieties of candies toffees, fruit bars and
nutrine jells one of every third of confectionery sold in the organized sector in India
market. It is reported a turnover of Rs. 171 crores in 1989. The other important
strengths are its distributors this being oral gratification business that relies largely on
impulse purchase made right at the retail outlays nutrine reaches some 425000
retailers across in India through its network of 2,400 stockiest who are supplied by its
36 warehouses in the south and chain of carrying and forwarding (c & f) agents in the
rest of the country. Nut’s advertising budget for 2000 – 2001 is a core earn market for
sundry promotion and events.

Location factors:
Nutrine confectionery company ltd is started in the border town at chittoor
NH-4 in Andhra Pradesh. The company is established in an area where basic raw
materials like milk, sugar etc are available in plenty and easily procurable.
Chattier other wise called as “mango city” lies in an advantageous
horticultural where tropical fruits like mango, banana & popaya are grown in
abundance. Very good crops of lime, tomato and other vegetable are the compelling
reasons for many fruit processing units being developed in the region and nutrine has
always been in forefront of this Argo Industrial activity.
In 1980’s nutrine faced competition from parries, Parle and Ravalgon not to
mention Cadbury’s. In recent years domestic rivalry on a massive modernization
drive to upgrade it plans.
Growth and Development

For a small-scale industrial unit manufacturing only candies in the early
1960’s Nutrine confectionery company ltd has grown multitudes of become multi-
core multi product national gains. Nutrine confectionery company ltd is the single
largest manufacturing company of confectionary in India since 1982. The production
strength and quality assurances given to the market by companies are due to the
attitude and business acumen of members particularly of the chairman.
The management added a number of sophisticated machinery imported from
countries like U.K the Germany apart from the indigoes machinery equipments. This
makes product quality it Nutrine the most acceptable to the consumer and a no to
exciting new ranges of confectionery products are being manufactured in India for the
past several years. Nutrine Possess the most equipped research and development
laboratory where continuous Research and Development & product in notation is
carried out to give never dimensions to business philosophy.
Today, Nutrine has manpower comprising 1400 employees all over the
country Nutrient confectionery company ltd built of a repetition of excellent
employee, employer relationship continuously being reinforced by generous, benefits
afford, which includes free uniform shoes, washing and medical allowances,
subsidized Tiffin and meals, free tea dresses on the eve of festival to family, school
uniform & stationery for children etc.

Nutrine confectionery co. ltd growth has been one of a sure study with the
luckiest Masco of “Bunny” designed is 1968 and with its present caption ‘terrific treat
in every sweet’ it is emerging as a confectionery having high market share in the
organized sector current operations and future outlook Nutrine confectionery co. ltd
exports nature mango fruit bars and other confectionery products to various
international internal factors viz, Australia, middle cast, South Africa, Newzeland and
Srilanka. Every effort is being made to establish nutrine as a household name is
international market.
Nutrine confectionery co. ltd in India producing delay drafted fruit bar based
in an innovate highest quality standard and hygiene factors at canning and packing.
Production setup
Nutrine confectionery co. ltd products its confectionery with a main faction at
chittoor and with subsidiary unit arrangements located at Hyd, Banglore and at
pulicheria of chittoor district itself.
Nut also contributes to the Agro Industry as follows

 Nut is a industrial consumer of India limited glucose in the country.
 Nut is one of the largest industrial consumer of crystallize sugar in the
country.
 Nut is one of the largest consumers of flavors in the country,
 Nut consumer substantial qualities of Soya powder for protein enrichment in
confectionery.
 Nut has also developed a unique biocatalyst process for production of liquid
glucose.
 Nut has bailed facilities for processing coco-beans for use in confectionery
production.
 Some important points to remember computerized attendance recording
system.
Attendance recording system is working on computer. The employees will be
given on computer. Identify card & punching card at the joining of company. The

employees had to record their attendance by inserting their punch card in the
punching machine at their entering and leaving the company art time office.
The employees should not leave the premises of the company without written
permission.
Shifting Timing
1st shift 6.00am to 2.00pm

2nd shift 2.00pm to 10.00pm
3rd shift 10.00pm to 6.00am
General shift 8.30am to 5.30am
Safety and rules of safety

All the employees should follow the safety rules while at work wear & use the
safety equipments.
House keeping and cleanliness
It is the responsibility of each employee of the Company to follow good house
keeping & cleanliness and help maintaining good atmosphere.
Discipline
All the employees to follow the rules of the company in force and that come
into the operation from time to time and help in maintaining industrial peace.
Employee relationship
Nutrine Confectionary Company Ltd has built up a reputation of excellent
relationship reinforced by generous benefits like free education, benefits to the
employees; free clothing on the eve of festival. There is only one recognized workers
union out of two registered unions, and the industrial relations are maintained peace
fully.
Competitors
In the confectionary field the major competitors of Nutrine are Parry’s,
PARLE, Revalogon, Cadbury, Nestle, Perfetti and Vanmell.
Social obligations
 The social service activities of Nutrine are
 Conducting under 13 super star cricket tournaments to talent cricket’s
talent in younger generations our country.

 Setting up school for children.

 Financial assistants to associate of blind people.
 Setting up of traffic divider and traffic islands in chittoor town.
 Setting up of children part at b.v.reddy colony, chittoor.
 A planned nut Nagar near the Bangalore highway at iruvarum, a
company quarters for the employees of nut.
Sponsoring for games and sports

Nuts sponsor many games and sports is conducted inter college hockey
tournament on Kerala. Recently Nutrine is the sponsors of the national women
hockey tournament at Tirupati.
Various department of the confectionery

Nutrine Confectionery Company Ltd has consectors as its various departments
like:
Raw-material department
The company has raw-material departments which take care of provisions of
raw-material department for the manufacture of product and also availability of raw-
materials.
Production department
In this department the company looks after the production process.
This further divided in to three-sub departments viz:
 Confectionery departments
 Toffee departments
 Wrapping departments
Confectionery departments
In this department the company produces more than 45 varieties of hard
Body confectioneries.
Toffee departments
In this zone the company manufacturer more than 75 varieties of toffees.
Wrapping department
This department deals with the packing of the final products. The company has
automated the wrapping sections.

Quality controlled department

This department looks after the quality of the product, which has a well
equipped state of the art research & development laboratory to check the quality of
the products.
Workshop
It has its own well equipped workshop to with the machinery. This
department undertakes the repairs and snags besides maintenance.
Finance department
The personnel department deals with the administrative and welfare of the
workers and also maintenance of the attendance of the company.
Marketing department
It deals with the entire commercial and promotional activities like
advertising, market research and various strategies in order to popularized products
developed in the company.
The Product Profile of Nutrine Confectionery Company Private
Limited Chittoor.
 Mango bond  Chumma chumma

 Chocolate éclairs  Assay
 Superstar delite  Nutrinecookies(coconut,elaichi)
 Top cream assortments  Marval
 Twin treat assortments  Sunship fruit
 Espresso toffee  Nutrine (lollipop)
 Nutrine royal (pista,  Bullest jar
badam, kajur,kesar)  Mixed caraways
 Nutrine gold  Turkey eggs
 Soft heart  Coconut punch
 Gulkand  regal assessment
 Mangosoft(entre  New lacto
pineapple, toffee, clubby)  Mango, banana, grapes, gova,
 Milky caramd papaya

Sources complied from the records of nut confectionery company limited

chittoor.
NUTRINE CONFECTIONERY COMPANY PRIVATE LIMITED
PERSONNEL DEPARTMENT CHART
VICE PRESIDENT
DEPUTYMANAGER ASSISTANT MANAGER DEPUTY MANAGER


NUT CONFECTIONERY COMPANY LIMITED CHITTOOR
Man power No. of persons
1. Senior Executives 009

Assistant Manager To Manager 058
Supervisor to Supervisors 181
(Including Field Personnel)
Sales Representatives 139
Staff (Clerical) 090
Trainer 014
2. Workers Grade:
Force men 003
Grade1 007
Grade2 007
Grade3 476
Grade4 040
ITI Apprentice 017
3. Drw 336
4. I&U Workers 091
5. Mint Roll (Pr) 026
6. Hadnd Wrapping (Pr) 011
7. Chacho (Pr) 004
Total 1809
3.1 DATA ANALYSIS AND INTERPRETATION

Table 1
Age of the Respondents
Employee age in years Respondents Percentage

Below 25 26 24.7
25-35 42 40
35-45 20 19.1
Above 45 17 16.2
Total 105 100
age of the respondents
17
26
<25
25-35
20
35-45
>45
42
Inference:
The above table explains that from the total respondents 24.7% of respondents are
below age groups of 25 years. 40% of respondents are of groups of 35 years 45 years age
of groups is 19.1% above 45 years are 16.1% of respondents.
None of the respondents are below further it clears that majority of total respondents
are from age of 25 to 35 i.e. 40%.
Table-2

Designation of employee
Designation Respondents Percentage

supervisors 20 19.05
workers 42 40
chemists 17 16.19
others 26 24.76
Total 105 100
designation of employees
20
1
42
2
105 3
4
17 5
26
Inference:
From the above table it indicates, that of the total respondent 19.04% of
respondents are working as supervisors, 40% respondents as workers, 16.2% are
in the place of chemists and the rest of respondents are from the other designation.
The above table’s gives clear pictures of majority i.e. majority of respondents are
working as workers in factory.
Table -3
Table showing in which department the respondents’ works.

Department Respondents Percentage

Raw materials 25 23.8
Confectionary 25 23.8
Toffees 20 19.0
Wrapping 15 14.3
Quality 10 9.5
Work shop 10 9.5
total 105 100
different departments
25
1
25 2
3
105 4
20 5
6
15 7
10 10
Inference:
From the above table it indicates that of the total respondents, 23.8% of
respondents are working in raw material department. In confectionery 23.8% of
respondents, 19.1% of respondents are working in toffees, 14.3% of respondents in
wrapping and the rest 9.5% in quality and work shop 9.5% of responds.
Further it clears that no of respondents are working raw material,

confectionery and in toffees department only.
Table-4
Size of members in family the respondents
Family size in members respondents percentage

2 20 19.05
3-5 54 51.43
5-7 20 19.05

Above 7 11 10.48
Total 105 100
familty size of members
11
20
20 1
2
3
4
54
Inference:
Out of total 105 respondents only 19.04% are 2 members, 51.43% of
respondents are having 3-5 members, 5-7 members are 19.04% of respondents are
above 7 members are only 10.49% of respondents.
Table-5
Marital status of respondents
Marital status respondents percentage

married 77 73.33
unmarried 28 26.67
Total 105 100

Martial Status
28
Married
Unmarried
77
Inference:
According to the survey conducted 73.33% of respondents are got married and
rest of respondents is got married and rests of respondents i.e. 26.67% of respondents
are un-married.
From the above table it is clear that the majority of respondents i.e. 73.33% of
respondents are married.
Table -6
The educational qualification of Respondents
Qualification Respondents Percentage

Illiterate 35 33.33
<10th standard 23 21.91
Technical 27 25.71
Graduates 20 19.05
Total 105 100

Educational Qualification
20
35
Illiterate
<10th Std.
Technical
27 Graduates
23
Inference:
As shown in the table most of the respondents i.e. 33.3% of
respondents are illiterate, 21.9% of respondents are below 10th & 25.7% of
respondents and having technical qualifications and rest of the respondents 19.1% are
graduates.
Table-7
Years of experience of the respondent’s years of
Experience Respondents Percentage

<5 years 10 9.52
5-10 years 36 34.29
10-20 years 19 18.10
20-30 years 40 38.10
Total 105 100

years of experiences of respondents
< 5 years
10%
20-30 years
38%
< 5 years
5-10 years
5-10 years
10-20 years
34%
20-30 years
10-20 years
18%
Inference:
From the above table that is indicates that of the total respondents, 9.52% of
respondents are below 5 years of experience 34.28% of respondents are 5 to 10 years
of experience, 18.10% of respondents and having 15 to 20 years of experience & rest
of respondents i.e. 38.10% of respondents & having 20 to 30 years experience.
Table-8
Responsibility of intimation to the supervisors
Opinion Respondents Percentage

Rarely 35 33.33
Some times 55 52.38
Always 05 4.76
Never 10 9.53
Total 105 100

Responsiability of intimation to the

supervisors
10
5
35
1
2
3
4
55
Inference:
As per the table 33.33%of respondents feeling this responsibility rarely 52.38% feel it
some times where as 4.76% feel it as must and the other i.e. 9.53% feel it never.
Table-9
The majority of workers absent due to unexpected work.
Unexpected work Respondents percentage

rarely 40 38.10
sometimes 22 20.95
always 0 0.00
never 43 40.95
Total 105 100

Workersabsent due tounexpected

work
40
43
0
22
Rarely Sometimes Always Never
Inference
According to the survey conducted 38.09% of respondents are rarely absent,

20.95% of the respondents will absents sometimes & the rest 40.96% are never absent
to duty due to unexpected work.
By these surveys the majority of workers i.e. 40.96% are never absent duty
due to unexpected.
Table-10
Is health one of the Reasons for Absenteeism
Health is reason Respondents Percentage

Rarely 32 30.48
Sometimes 48 45.71
Always 0 0.00
Never 25 23.81
Total 105 100

Health is reason for absenteeism

Never
24% Rerely
30%
Always
0%
Someti
mes
46%
Inference
Out of total 105 respondents, 30.48% of respondents are rarely absent, and
45.72% of respondents their absents for sometimes and rest 23.80% of total
respondents will never absent for the duty due to health reason.
From the above table it is clearly observed that the workers will absent to duty
i.e. 45.72% are absent for sometimes only.
Table-11
Which shift workers are facing the problems in working?
shifts respondents percentage

I shift 22 20.96
II shift 21 20.00
III shift 62 59.04
Total 105 100.00

Wokers Problemin which Shift
22
62 21
1 shifts 2 shifts 3 shifts
Inference
As it can be clearly seen from the above table that from the total respondents
i.e. 105, 20.96% of respondents are facing problems in 1st shift 20% in 2nd shift and
move and rest of respondents 59.04% are facing problems in 3rd shift.
Further it clears that majority of total respondents i.e. 59.04% are facing
problems in 3rd shifts only.
Table-12
Response regarding safety measures
Response Respondents percentage

Yes 85 80.95
No 20 19.05
Total 105 100.00

Response regard to saefty measures
85 1
105 2
3
20
Inference:
The table shows that nearly 81% are satisfactory about safety measures in the
factory only 19% feel, they are not adequate.
Table-13
Different kinds of problems facing to attend to duty.
Problems Respondents percentage

sickness 30 28.57
social 27 25.71
personal 42 40.00
economic 06 05.72
Total 105 100

problems facing to attend to duty Respondents
Economic
6% sickness
29%
personal
39%
Social
26%
Inference:
As shown in the above table most of the respondents i.e. 40% of respondents
are absent to duty because of personal problems, 25.71% of respondents i.e. are
absent due to slickness and the rest of i.e. 5.72% are absent sue to economical causes.
It is clearly observed that moist of the respondents are absent due to personal
problems i.e. 40% of respondents.
Table-14
Absence due to reaching factory late.
Frequency respondents percentage

Rarely 20 19.04
Sometimes 70 66.66
Always 5 4.76
Never 10 9.54
Total 105 100

Absence due to reaching factory late
20
10
5
70
Rarely Sometimes Always Never
Inference:
As per the table due to reaching factory late 19.04% of respondents are rarely.
66.66% are sometimes absent 5% are always absent and 9.54% are never absent only
sometimes due to this reason.
Table-15
Distance b/w respondent’s house and factory.
Distance Respondents Percentage

Below 1 km 43 40.95
1 to 5 21 20.00
5 to 10 16 15.24
Above 10 km 25 23.81
Total 105 100

Distance between respondents house and factory
25
43 Below 1km
1 to 5 km
5 to 10
16 Above 10 km
21
Inference:
From the above table it indicates, that of the total respondents, 40.95% of
respondents are below 1km, and 20% of respondents are 1 to 5 km of distance,
15.24% of respondents are living 5 to 10 km away, and the rest of the respondents i.e.
23.80% are residing far i.e. above 10km from the factory.
By the above observation it clears that majority of total respondents are

residing near the factory i.e. below 1km.
Table-16
Conveyance to the factory.
Mode of convenience Respondents Percentage

Bus 20 19.04
Cycle 40 38.10
Scooter 15 14.29
Walk 30 28.57
Total 105 100

Conveyance to the factory Respondents
20
30
Bus
Cycle
Scooter
Walk
15 40
Inference
As per the table, 19.04% of respondents come to factory by bus, 38.09% come
by cycle and 14.28% come by scooter. The rest i.e. 28.59% come to factory by walk
because of their near by quarters.
Table-17
The rate of bad habits among the Respondents
Bad habits Respondents Percentage

Alcohol 38 36.19
Smoking 32 30.48
Gambling 12 11.43
Nothing 23 21.90
Total 105 100

The rate of bad habits among the respondents Respondents
Nothing
22% Alc ohol
37%
Gambling
11%
Smoking
30%
Inference:
According to the survey conducted 36.19% of respondents are having the habit
of taking alcohol, 30.48% respondents are having smoking habit and 11.43% are the
habit of gambling, and the rest of respondents i.e. 21.90% do not having and habit.
From the above table it clears that the majority of respondents are having the
habit of drinking the alcohol.
Table-18
Absenteeism affects the economics conditions of workers.
Economic condition Respondents Percentage

Yes 75 71.43
No 30 28.57
Total 105 100

Effecting the Economic Conditions
No, 30
Yes
No
Yes, 75
Inference:
As shown in the table most of the total respondents i.e. 71.43% of respondents
are agreed and 28.57% of respondents not agreed.
It is clearly observed that6 from the above table the majority of respondents
are believed that absenteeism will affect their economic conditions.
Table-19
Workers are having any creditors at their work place.
Creditors Respondent Percentage

Yes 58 55.24
No 47 44.76
Total 105 100

H av in g an y C re d ito rs to W o rke rs
N o , 47
Y es
No
Y es , 5 8
Inference:
According to survey conducted 55.23% of respondent are having creditors and

the rest of respondents i.e. 44.77% of respondents are not having any creditors.
Further it is clear that majority of total respondents i.e. 55.23% of respondents

are having creditors at their workplace.
Table-20
Absenting to avoid creditors.
Response Respondents Percentage

Yes 20 19.05
No 60 57.14
Sometimes 25 23.81
Total 105 100

Absenting to Avoid Creditors
25 20
Yes
No
Sometimes
60
Inference:
The table show that 19.04% of the respondents are absent to avoid creditors
but for 57.14% of the respondents, it is not a cause for absent for 23.82% , it
sometimes causes for absent.
Table-21
Feeling boredom with the assigned duty.
Frequency Respondent Percentage

Rarely 10 9.52
Sometimes 10 9.52
Always 5 4.76
Never 80 76.2
Total 105 100

F eelin g B o red o m w ith th e Assig n ed D u ty
10
10
5 Rarely
S om etim es
A lway s
Never
80
Inference:
The table shows that 9.52% of the respondents felt boredom at work rarely,
9.52% felt sometimes, 4.76% felt always and 76.20% felt never, it seems that the
majority employees are interested in the work.
Table-22
Respondents having any other sources of income.
Sources of incoming Respondent Percentage

Agriculture 33 31.43
Business 25 23.81
Nothing 47 44.76
Total 105 100

O th e r S o u rces o f In co m e
33
47 A gric ulture
B us ines s
Nothing
25
Inference:
As it can be clearly seen from the above table from the total respondents,
31.43% of respondents and doing Agriculture, and23.80% of respondents are having
business and rest of respondent i.e. 44.77% of respondents do not have any source of
income.
It is clears that majority of respondents i.e. 44.77% of respondents are not

having and source of income and there are the dependent on the factory income in.
Table-23
Cordial relationship with higher authorities.

Yes 90 85.71
No 5 4.76
Marginal 10 9.52
Total 105 100

Cordial relationship with higher authorities

Respondents
10
5
Yes
90
No
Marginal
Inference:
As per the table 85.75% of respondents have cordial relationship with higher
authorities 9.53% have marginal relationship and 4.76% have not any good relations
Table-24
Quarrelling with supervisors.

Yes 5 4.76
No 90 85.71
Something 10 9.52
Total 105 100

Quarreling with supervisors Respondents
10 5
90
Yes
No
Sometimes
Inference:
As per the table 85.71% of respondents do not quarrel with supervisors 9.53%
quarrel only at sometimes and 4.76% often do it.
Table-25
Absent due to bad working conditions.
Bad working Conditions respondents percentage

Strongly agree 20 19.05
Agree 22 20.95
Disagree 40 38.10
Strongly disagree 23 21.9
Total 105 100

Badworking conditions
Strongly agree Agree Disagree Strongly disagree
23 20
22
40
Inference:
According to the survey conducted out of total 105 respondents 19.04% of

respondents are strongly agree and 20.96% of respondents are agree, 38.09% of
respondents and disagree and rest i.e. 21.91% of respondents are strongly disagree for
it.
Further it clears that majority of total respondents i.e. 105, 38.09% of
respondents do not agree for the given statement.
Table-26
Absence due to heavy work load.
Frequency Respondents Percentage

Often 0 0.00
Rarely 5 4.76
Sometimes 0 0.00
Never 100 95.2
Total 105 100

Absent due to heavy work
0 5 0
Often
Rarely
Sometimes
Never
100
Inference:
The table shows that heavy workload is not a reason for absent for nearly
95.24% of respondents. Only 4.76% fell it as reason for absent.
Table-27
Wish for higher job (or) Responsibility.
Response Respondent Percentage

Yes 75 71.43
No 30 28.57
Total 105 100

W ish for h igher job or responsibility
30
Y es
No
75
Inference:
The table shows that 71.42% of respondents with for higher job and higher
responsibilities only 28.58% feel it negative.
Table-28
Effect of training program on absenteeism.

Strongly agree 60 57.14
Agree 30 28.57
Disagree 10 9.52
Strongly disable 5 4.8
Total 105 100

T r a in in g p r og r a m s on a b s en teeis m
5
10
S tro ng ly a g re e
A g re e
D isg re e
30 60
S tro ng ly d is a g re e
Inference:
The table shows that 57.14% of respondents strongly agree that training
programme on absenteeism has a good effect. 28.57% feels it as satisfactory by
agreeing to it 9.52% does not agree with it and the rest i.e. 4.77% feel that it has no
effect.
Percentage of Absenteeism for the recent year i.e. in month wise.
Jan - 3.88%
Feb - 2.27%
March - 1.53%
April - 3.21%
May - 3.70%
June - 4.38%
July - 4.01%
Aug - 4.01%

Sep - 3.35%
Oct - 3.30%
Nov - 4.40%
Dec - 3.22%
% age o f A b se n te e ism - 2002
5
4.38 4.4
4 3.88 4.01 4.01
3.7
3.21 3.35 3.3 3.22
3
2.27
2
1.53
1
0
Jan Fe b Mar A pr May Ju n Ju l A ug Se p Oc t No v De c
% ag e 3.88 2.27 1.53 3.21 3.7 4.38 4.01 4.01 3.35 3.3 4.4 3.22
The rate of Absenteeism at the year 2003 i.e. in month wise.
Jan - 3.88%
Feb - 2.27%
March - 1.53%
April - 3.21%
May - 3.70%
June - 4.38%
July - 3.85%
Aug - 4.01%
Sep - 3.35%

Oct - 3.30%
Nov - 4.40%
Dec - 3.22%
% a g e o f A b s e n te e is m -2 0 0 3
5
4 .3 8 4 .4
4 3 .8 8
3 .7 3 . 8 5 4 .0 1
3.21 3 .3 5 3 . 3 3.22
3
2 .2 7
2
1 .5 3
1
0
Ja n Fe b M ar A p r M ay Ju n Ju l A u g S e p O c t No v De c
% a g e 3 .8 8 2 .2 7 1 . 5 3 3 .2 1 3 .7 4 . 3 8 3 . 8 5 4 .0 1 3 . 3 5 3 .3 4 .4 3 .2 2
The rate of Absenteeism at the year. 2004
Jan - 4.28%
Feb - 2.68%
March - 2.16%
April - 3.78%
May - 3.96%
June - 4.72%
July - 3.89%
Aug - 4.48%

Sep - 4.76%
Oct - 5.58%
Nov - 5.89%
Dec - 5.36%
%age of Absenteeism-2004
7
6 5.585.895.36
5 4.72 4.484.76
4.28
4 3.783.96 3.89
%age
3 2.68
2.16
2
1
0
Jun
Nov
Jul
Jan
Aug
Feb
Sep
Dec
May
Apr
Oct
Mar
The rate of Absenteeism of the present year.2005
Jan - 4.45%
Feb - 3.40%
March - 2.23%
April - 2.59%
May - 4.33%

% a g e o f A b s e n te e is m -2 0 0 5
5
4.45 4.3
4
3.4
3 2 .5 9
2 .2 3 % age
2
1
0
Ja n Feb Mar Apr May
Summary of Findings
From the study it has found that there are many factors influencing the
workers absenteeism, some of them are as follows.

1. Absenteeism in shifts is mainly in 3rd shift i.e. (10 pm to 6am) that mean it is
high in night shift. This is because workers in the night shift experience greater
discomfort during their course of work than they do during daytime.
2. The habit of Alcoholism among workers is significant cause of Absenteeism,
which higher in the first week of each month, when workers receive their wages,
rush to liquor shops and drink to forgot their immediate worries. Once included
in drink, the habit continuous however the next day leads to absenteeism.
3. From the samples of workers about 60% of the workers are debit other workers
in work place due to which they absent themselves in order to escape the
creditors.
4. Some many absent because of ill health family member’s health and unexpected
work etc.
5. Most of the employees facing personal problem it is also reason for absenteeism.
6. Some of the workers strangely agree that they have cordial relationship with the
higher authorities. And they are very much satisfied with the safety measures
undertaken by the company.
7. Some of them absent because of Boredom in doing assigned job.
8. While in workers above 55 years old, the absenteeism is least because they are
going to retire in a few months (or) days.
9. The rate of absenteeism is nearly 8% in nutrine confectionery company ltd. The
normal rate in Indian Industry varies from 7% to 30%. The abnormal level is
40% in other reason.
10. Most of the workers absent because there are having other sources of income i.e.
Agriculture, Business.
11. The various training programmes and seminars like
“PROGRAME ON HYGHENE FACTORS”.

“SAFETY AND SAFCTY MEASURES”.
“POSITIVE WORK CULTURE AND “IMPROVEMENT OF
PRODUCTIVITY”.

“QUALITY OF LIFE-QUALITY OF WORK TIME

MANAGEMENT”.
These are being conducted by the mgt of NCCL regularly in order to improve
the individuality of the workers and to bring up good result in production. And
to present absenteeism.
Though these training programmes many worker have changed their life style
and improved their attendance.
According to the sample selected these are the findings
1. 24.7% of the respondents are under 25 years and 40% are from 25
to 35 years and 19.1% are between 35 to 45 years and 16.1 are
above 45years.
2. 23.8% of the respondents belongs to raw material department,
23.8% of the respondents belonged to confectionery department,
19.1% of them to toffee department, and 14.3% to cropping /
packing quality and workshop 9.5%.
3. 19.4% of respondents are supervisors, 40% of respondents are
workers 16.2% of respondents are chemists and 24.76% are
belonged to the other designations.
4. 19.4% of the respondents said that their family size is 2 and
51.43% of respondents said that 3 to5 and 19.4% of respondents
said that 5 to 7 and 10.49% said that they are above 7.
5. 73.33% of the respondents are married and 26.67% are unmarried.
6. 83.3% of the respondents are Illiterates, 21.9% are below 10th
standard and 25.7% are technical and 19.1% are Graduates.
7. 9.52% of respondents are below 5 years of experience, 34.28% are
b/w 5 to 10 years 18.10% are b/w 15 to 20 years and 38.10% are 20
to 30 years.
8. 3.33% of the respondents are rarely feel responsible, 52.38% feel
some times responsible, 4.76% are always feel responsible and
9.53% are never feel responsible.

9. 38.09% of the respondents are verily absent, 20.95% are sometimes

absent and 40.96% are never absent.
10. 30.48% of the respondents are rarely absent because of the health
problem 45.72% are sometimes absent and23.80% are never
absent.
11. 59.04% of the respondents said that have more problems in
attending 3rd shift 20% of the respondents are facing problems in
2nd shift and 20.96% are facing in the 1 shift.
12. 80.95% majority of the respondents said the safety measures are
satisfied and 19.05% are un-satisfied.
13. 28.57% of the respondents said that they are absent to their because
of sickness problems. 25.72% are economical problems.
14. 19.04% of respondents are rarely absent 66.66% are. Sometimes
absent and 4.76% is always and 9.54% are never absent.
15. 40.95% of respondents said that the distance b/w their residents
and factory is less than 1 km, 20% of the respondents said that 1 to
5 km, and 15.24% said that 5 to 10 km and 23.80% said they are
above 10km.
16. 19.04% of the respondents came to the factory by bus 38.09% by
cycle and 14.28% are scooter and 28.59% are by walk.
17. 36.19% of the respondents agree they have the habit of drinking
alcohol, 30.48% have the habit of smoking and 11.43% said that
they have the habit of gambling and 21.90% said that they have no
such sort of habits.
18. 71.43% of the respondents are agreed that they are adjusted by the
economic conditions and 28.57% said they are not adjusted.
19. 55.23% of the respondents said that they have some creditors at
work place and 44.77% said that they so not have any creditors at
work place.
20. 19.04% of the respondents are absent to avoid creditors and
57.14% of respondents it is not cause and 23.82% are sometimes
absent due to creditors.

21. 9.52% of the respondents rarely feel bore on the assigned duty and
9.52% sometimes feel bore and 4.76% always bore and 76.20%
will never feel boredom.
22. 31.43% of the respondents are doing agriculture, 23.80% doing
business and 44.77% do not have any source of income.
23. 85.71% respondents have cordial relations with higher authorities,
9.53% have marginal relationship and 4.76% do not have any
relations.
24. 85.71% do not have quarrel with supervisors, 4.76% of
respondents often do it and 9.53%, sometimes they do that.
25. 19.04% of respondents are strongly agreed that they have bad
working conditions 20.91% strongly disagreed.
26. 95.24% of respondents that heavy work load is not a reason
24.76% rarely feel that it is a reason.
27. 71.42% of respondents are waiting for the higher
jobs/responsibility and 28.58% of them are satisfied with their
existing job.
28. 57.14% of respondents strongly agreed that training
programme on absenteeism has a good effect, 28.57% feel it as
agree and 9.52% disagree and 4.72% strongly disagree.
SUGGESTIONS/RECOMMENDATIONS/CONCLUSIONS
Suggestions:
The following are some to the suggestions in order to minimize absenteeism in
the company.

1. Many of the workers agree that they have good relationship with higher
authorities. Some may fear to talk with them, improving the
communication network, particularly the upward communication.
2. Since the literacy rate very lower only few members are the graduates and,
some of them are literates, so that by counseling the workers about their
career, income & expenditure, habit and culture. The company so what
can reduce the absenteeism rate.
3. By providing high wages and allowance based on organizational financial
positions.
4. Selecting the workers by testing them thoroughly regarding their
aspirations, value system, and sense of responsibility.
5. Most of the workers have bad habit like drinking alcohol, so personal
department have tell the effects of these habits.
6. Selecting the workers who do not have any other source of income (i.e.)
agriculture business.
7. The management should conduct regular seminars, group’s discussions,
social gathering orientations programmes on the problems of absenteeism.
8. The personnel department (HRD) of the factory must conduct the
interviews of the absenteeism cases and give proper counseling to the
workers.
9. The employees who are attending to 3rd shifts have to be provided more
benefits than the workers. In order to make them enthusiastic to attend the
workers.
Conclusion
1. Majority of the employees are absenting due to Ill health, ailment.

2. Majority of the employees has said they are paid worth of their work.
3. Some of the employees are absenting because they are old, sick.

4. Most of the workers come from rural areas in that some of the workers have
bad habits.
5. Most of the workers are having creditors a few persons are having creditors in
work place also, some creditors in workplace also, some creditors are coming
to the factory gate fore collecting the money from them to avoiding creditors
some are absenting.
6. Though there are limitations the personal department is taking special care to
frame certain policies and procedures that would reduce absenteeism and
increase the labor turn over.
7. Majority of workers is facing problems in 3rd shift the company had to take
necessary steps to reduce the problems.
Bibliography

Personal Mgt - C.B.Mamoria & Gankar.

Research Methodology - C.R.Kothari.
Industrial Relation &
Personal Mgt - P.Tirupathi.
Dynamics of Industrial
Relations - C.B.Mamoria & Gankar.
WEBSITE
1. www.google.com
2. www.prenhall.com
3. www.yahoo.com
Questionnaire
A study of Absenteeism of workers in Nutrine

confectionery company ltd Chittoor
1) Name

2) Age in years
a) Below 25 ( ) b) 25 to 35 ( )
c) 35 to 45 ( ) d) Above 45 ( )
3) Department
a) Raw Material ( ) b) Confectionery ( )
c) Wrapping ( ) d) Quality ( )
e) Toffees ( ) f) Workshop ( )
4) Designation
a) Supervisors ( ) b) Workers ( )
c) Chemist ( ) d) Above 45 ( )
5) Family Members
a) 1 to 2 ( ) b) 3 to 5 ( )
c) 5 to 7 ( ) d) above 7 ( )
6) Martial status
a) Married ( ) b) unmarried ( )
7) Educational Qualification
a) Illiterate ( ) b) Below 10th ( )
c) Technical ( ) d) Graduates ( )
8) Years of experience
a) Below 5 ( ) b) 5 to 10 ( )

c) 15 to 20 ( ) d) 20 to 30 ( )
9) Do you inform you superior about your absence to the duty

a) Rarely ( ) b) sometimes ( )
c) Always ( ) d) Never ( )
10) Do you absent because of UN expect work?

11) Is health is one of the reason for your absence to the duty.
12) In which shift you are facing the none problems to attend the
duty
a) First ( ) b) Second ( )
c) Third ( )
13) You are satisfied with the safety measures provided by the
Mgt
a) Yes ( ) b) No ( )
14) What are the other problems you face to attend the duty
a) Sickness ( ) b) personal causes ( )
c) Social causes ( ) d) Economical causes ( )
15) You are absent because of you reaching factory late

16) What is the distance B/w your house factory in KM

a) Below 1 ( ) b) 1 – 5 ( )
c) 5 – 10 ( ) d) Above 10 ( )
17) How do you come to the factory

a) By bus ( ) b) By cycle ( )
c) By scooter ( ) d) by walk ( )
18) Did you addict to any bad habits like

a) Alcohol ( ) b) smoking ( )
c) Gambling ( ) d) Nothing ( )
19) Do you think absenteeism affects your economic conditions

a) Yes ( ) b) No ( )
20) Do you have any creditors at workplace

a) Yes ( ) b) No ( )
21) Do you feel that being at home is a good way of avoiding

creditors?
a) Yes ( ) b) No ( )
c) Sometimes ( )
22) Do you feel boredom in doing the assigned duty


23) Do you have any others sources of income

a) Agriculture ( ) b) Business ( )
c) Nothing ( )
24) Do you have cordial relationship with your higher

authorities?
a) Yes ( ) b) No ( )
c) Marginal ( )
25) Do you quarrel with your supervisors

a) Yes ( ) b) No ( )
c) Sometimes ( )
26) Do you absent because of bad working conditions

a) Yes ( ) b) No ( )
c) Sometimes ( )
27) Do you absent because of heavy workload

28) Are you waiting for a higher job (or) responsibility

a) Yes ( ) b) No ( )

29) Do you feel that the training programmes on absenteeism are

informative & useful
a) Strongly agree ( ) b) Agree ( )
c) Disagree ( ) d) Strongly ( )

Absentee Sim of Workers

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Absentee Sim of Workers

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Study on Absenteeism of Workers

About Chocolate (or) Confectionery

Chocolate manufacturing started in the American Colonies in 1765 at

The present study is About Nutrine Confectionery industry in India.

Confectionery is two types

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chocolate creams of fondants of they may be sugar maintained in a solution of careful

The confectionery Industry in India is divided into two groups

The organized sectors in India are

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Market share of various companies in the sugar confectionery market

Mahalacto,Kokinaka, Honey fab,Aamras,

Parle 12% Coffybite, Lactoking, Coconutpunch, Caremilk,

Parrys 10% Melody, Mangobite, Kismi, Poppins, Rola cola,

Joyco 8% Bommers, Bonkers, Donalds, Pinpon, Mickey

Candico 8% Minto(after smoke), Americano(candy king)

Ravalgon 7% Panpasand, Mangomood, coffeebreak, Hisoft,

Prefetti 6% Brooklyn, Bigbabbool, Aplenliebe, Centre fresh,

Nestle 4% Polo Allen’s splash, Tuff butter, Fruitrings,

CADBURY 4% Googly, Mocka, English Toffee, Fruitiest,

WRIGLEY 3% Wrigley’s chewing gum, spearmint Boomer,

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Major players in confectionery market

Market shares of each category of confectionery market

1.1 INTRODUCTION TO RESERCH TOPIC

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Some Definitions of Absenteeism:

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Absenteeism is of four types viz….

Calculations of Absenteeism rate:

Absenteeism rate = No of Mondays lost x 100

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Total no of Monday’s schedules to work

Severity rate = Total no of days absent during a period X 100

1. Maladjustment with the working conditions:

6. Poor welfare facilities

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Though a no of legislation concerning welfare facilities are enacted, many

12. Low level of wages

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K.N.VAID classified chronic absenteeism to fine categories viz….

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Measures to minimize Absenteeism

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1.2 REVIEW OF LITERATURE

Theoretical background of the Topic:

Nevertheless usually, involuntary lay off, lack of work, authorized leave or

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1.3 STATEMENT OF PROBLEM

There is a clear relationship between high absenteeism and employees moral,

There is a clear relationship between employee’s attitude & absenteeism. They

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OBJECTIVES OF THE STUDY

The Study aims at assessing the absenteeism in workers.

 To conduct a detailed study on Absenteeism of Nutrine.

 To identify the various that lead to Absenteeism.

 To identify the variables that reduces the rate of Absenteeism

 To find out the rate of Absenteeism in Nutrine.

 To find out causes of Absenteeism & suggest remedies to reduce it.

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This is the technique followed in social research on any subject.

Methods of Data Collection:

Collections of Questionnaires and Schedules:

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