Escolar Documentos
Profissional Documentos
Cultura Documentos
Submitted by
S.SUNDARRAJ
REGISTER NO: 27348348
BONAFIDE CERTIFICATE
This work has not been submitted elsewhere for the award of any other
degree to the best of my knowledge.
EXTERNAL EXAMINER
3
ACKNOWLEDGEMENT
I would like to acknowledge all the persons who have contributed to a great
extent towards the initialization, the development and the success of project.
I wish to thanks all my Family members and Friends for their constant
encouragement, constructive, criticism of suggestion with regards to their project. I
would like to thank the Almighty God, for his blessings throughout the project.
4
ABSTRACT
This Study is the outcome of the title “Factors are influencing employee
absenteeism in EID Parry (I) Ltd., Nellikuppam”.
Absenteeism refers to the failure of the workers to report on duty with out
prior notice there of. It has been defined as “the total man shifts lost because of
absences as a percentage of the total of man-shifts schedules”.
The main objective is to find the factors to prevent the absenteeism, from the
total population 426, sample of 100 is selected.
From the finding it is found that major facilities lacking inside the
organization and it has been suggested to make necessary steps to increase the
medical and welfare measures.
CONTENTS
LIST OF TABLES
LIST OF CHARTS
CHAPTER PAGE
TITLE
No. No.
I INTRODUCTION 1
II REVIEW OF LITERATURE 12
IV RESEARCH METHODOLOGY 23
ANNEXURES
1. QUESTIONNAIRES
2. BIBLIOGRAPHY
6
LIST OF TABLES
TABLE PAGE
NAME OF THE TABLES
NO. NO.
LIST OF CHARTS
CHART PAGE
NAME OF THE CHARTS
NO. NO.
5.1 ABSENTEEISM OF PREVIOUS YEAR IN VARIOUS 26
DEPARTMENTS
5.2 THE ABSENTEEISM OF VARIOUS AGE GROUPS 27
5.3 EDUCATIONAL LEVEL OF RESPONDENTS 28
5.4 MARTIAL STATUS OF RESPONDENTS 29
5.5 RESIDENTIAL STATUS OF RESPONDENTS 30
5.6 DISTANCE B/W THE WORK SPOT & YOUR RESIDENCE 31
5.7 MODE OF ARRIVING TO WORK SPOT 32
5.8 ARRIVAL TIME OF RESPONDENTS 33
5.9 HEALTH STATUS OF RESPONDENTS 34
5.10 LEAVE TAKEN FOR HEALTH PROBLEM 35
5.11 HABIT STATUS OF RESPONDENTS 36
5.12 NO. OF DAYS LEAVE TAKEN FOR THE HABITS 37
STATUS OF RESPONDENTS
5.13 OTHER SOURCES OF INCOME FOR RESPONDENTS 38
5.14 AREA OF INCOME WHICH IS OTHER THEN COMPANY 39
WAGES / SALARIES
5.15 NO. DAYS LEAVE TAKEN DURING THE LAST YEAR 40
5.16 LEAVE TAKEN FOR MARRIAGE & OTHER FAMILY 41
FUNCTIONS
5.17 FURTHER STUDIES OF RESPONDENTS 42
5.18 CARE OF RESPONDENTS CHILDREN 43
5.19 REASON FOR OTHER SOURCE OF INCOME 44
5.20 HEALTH REASONS FROM THE RESPONDENTS 45
5.21 REASON FOR AFTER DISEAED FAMILY MEMBER 46
5.22 CO-OPERATION FROM THE COLLEAGUES 47
5.23 SATISFIED WITH THE PRESENT WORKING 48
ENVIRONMENT AMONG THE EMPLOYEES
5.24 LEVEL OF LEAVE FACILITIES 49
5.25 LEVEL OF SAFETY MEASURES 50
5.26 LEVEL OF APPRECIATION 51
5.27 INTEREST IN POLITICAL ACTIVITIES 52
5.28 LEAVE TAKEN FOR POLITICAL ACTIVITIES 53
5.29 HOW OFTEN YOU USED TO GO POLITICAL 54
ACTIVITIES
5.30 SELECT YOUR SUGGESTION TO MINIMIZE 55
ABSENTEEISM
CHAPTER-I
9
INTRODUCTION
1.1 Absenteeism
Absence is the failure of worker to report for work when he is
scheduled to the work. A work is to be treated as absent for the purpose of this
absenteeism statistics even when he does not turn up for a week after obtaining prior
permission.
Absenteeism rate is the percentage of man days lost due to voluntary absent
(both authorized and unauthorized) to the corresponding total man days schedule to
work. It can be expressed as under:
According to K.N vaid absenteeism can be measured with the help of the
following formula
The group is also the first and only business group in Asia to have been
awarded the ‘IMD Distinguished Family Business Award’ by the internationally
famous Management Development Institute located in Lausanne, Switzerland. With
a current turnover of 1 billion dollars, their presence is spread across 12 states in
India in the form of 42 manufacturing units out of which 21 are recipients of the ISO
9000 Certification.
Right through its one hundred years of evolution, the group has maintained
transparency in all its activities and enjoys an excellent reputation for high ethical
standards in whatever business it is in. with nearly half its turnover from agro-based
products, the group is also known to be very environment conscious and eco
friendly.
Murugappa group
The Murugappa group with a turnover of 5,000 cores is spread across 12
states in India with 42 manufacturing units. With a workforce of over 22,500
employees it has interests in diverse business groups and twenty one of its units are
recipients of the ISO 9000 Certification.
The Murugappa group is well – known Indian corporate with diverse
business activities. The Group’s Business interests are in the following:
Abrasives
Building Material
Engineering
Farm Inputs
Financial Services
12
Food Processing
Marketing Services
Plantations
Sugar, Bio-products & Chemicals
As a pioneer, the Group enjoys leadership status in the home market in most
of these businesses. The group is organized into 27 Strategic Business Units (Subs)
spanning several unit companies.
The group’s values and beliefs are firmly rooted in the philosophy
enunciated by the Arthashastra, the ancient Indian treatise on economic and political
wisdom:
“The fundamental principle of economic activity is that no man you transact with
will lose; then you shall not”.
It became a member of the Murugappa group in the year 1981 and thereafter
story has been one of turnaround and of steady growth.
E. I. D. Parry has evolved into one of the largest business groups in the
country, and is engaged in the manufacture and marketing in a wide-range of
products that can be broadly divided into following three groups:
13
• Sugar prices in the country can be classified into two broad categories at the
user end as free market prices and prices of sugar through public
distribution system.
• The only cloud on the horizon is the restrictive sugar policy along with
unstable sugar production pattern makes it an erratic trader on the world
market.
14
Sugar Division
The history of the Indian Sugar Industry has been closely linked with that of
Parry’s. Parry set up the first Sugar Factory in 1842 at Bandipalayam, which is now
at Nellikuppam. E.I.D. Parry (India) Limited, which comes under 3900 crores
Murugappa group companies, are pioneers in the manufacture of Plantation white
sugar from sugarcane. The integrated sugar complex, situated in Cuddalore district,
today has crushing capacity of 5,000 MT of cane per day. It is one of the largest and
technically efficient sugar plants in India.
Refinery
The sugar refinery unit was started in the year 2004 with modernized DCS
system for controlling and monitoring the sugar refinery operation. The technology
is supplied by TLPD and DCS system supplied by THL. The production capacity of
the refinery plant is 120 MT per day. The unit also has facility to manufacture value
added products like cube sugar, pouch sugar etc…
Distillery
The Distillery unit which was started in the year 1848, occupies the proud
seat as one of the oldest distilleries with modern continuous type fermentation
system with the production capacity of 45 Kilo Litres of Alcohol per day (Rectified
Spirit).
Co-Generation
Sugar mills have a potential of generating power in excess of their
requirement and with a change in Government policy for purchase of surplus power
from sugar mills, there is a rethinking of upgrading the energy system in the sugar
plant and installing energy efficient equipment. This has led to the establishment of
a bagasse based Co-generation plant at Nellikuppam of 24.5 MW capacity
commissioned in May 1997, and put to regular operation since August 1997. After
fulfilling captive consumption, the surplus power is being exported to TNEB and
also wheeled to our group company.
E.I.D. Parry (India) Limited is a living example of the Parrys symbol, which
represents – solidity, diversity and dynamism – the key qualities of the Parry’s
Group today.
Some of the very important breakthroughs of EIDP – Sugar Division
The Nellikuppam factory is the first sugar factory in India
EID Parry is the first private sector company to start an in-house R&D
EID Parry is the first company in India to breed an indigenous cane hybrid variety.
16
Casual leave
10 7 5
Medical leave
14 8 7
Privilege leave 15 - 30
Additional leave
6*&13** - -
Vision:
• Largest efficient and low cost sugar production in India.
• Largest and efficient production and exporter of co generated power in
India.
• Wealth creation through product differentiation / brand identity.
• Largest producer and marketer of organic manure conforming to
international quality standards.
• In chemical forge ahead to multi Product Company from single product in
short term and grow to Bio-chemical business in medium and long term.
Mission:
• To attain five lakhs MT of sugar product at lowest cost in the addressable
markets in five years.
• 75 MW of power generation.
• 280 lakhs liters of alcohol / power alcohol production.
• Create value added products – M30 sugar, fortified sugar, diamond sugar,
rock sugar, liquid sugar, pharma grad sugar.
• Building brand identity for processing organic manures.
• Leverage technology for processing organic manures by using press mud,
distillery effluent and other value added organic inputs.
• Prompt delivery of the products to the customer of their doorsteps.
• Full utilization of molasses of our sugar factories by producing alcohol
anhydrous alcohol and bio chemicals.
• In 2003 transform from single to multiple products in chemical and power
alcohol using ethanol acetaldehyde and acetic acid as building block.
1.6 Objectives of the organization
• To provide a support system for creating a positives change in employee
attitude and behavior.
• To create awareness in various components of family such a family
dynamics, work place behavior, money management, health, children care
etc.,
• To create a conductive environment to sustain change.
1.7 Intervention philosophy
“To help the people to help themselves”
NEED FOR THE RESEARCH
19
So, there is a great need for the research and analysis of absenteeism in the
organization.
20
CHAPTER-II
REVIEW OF LITERATURE
2.1 Introduction
Labour has a vital role in increasing productivity and management has to
help to create conditions in which workers can make their contribution towards this
objective.
Absenteeism refers to the failure of the workers to report on duty with out
prior notice there of. It has been defined as “the total man shifts lost because of
absences as a percentage of the total of man-shifts schedules”. To calculate the rate
of absenteeism. One has to find out the number of worker who does not present
themselves for work without any prior notice. Usually such calculation is made on
monthly basis. A worker may be considered scheduled to work” when the employer
has work available and when the employer has no reason to expect, well in advance,
that the worker will not be available for work at specified time”.
Industrial absenteeism is an expression of workers dissatisfaction towards
their job, work place or the very environment no definition can give a clear out
meaning for absenteeism. Absenteeism referrers to absence of a worker form his
place of work when he is under an obligation to work and when the work is
available.
In other word, absenteeism signifies the absence of an employee for work
that his unauthorized, unexplained available and will full. It may be defined as the
name by which this Phenomenon is known in industry. It may be described as a
temporary cessation of work, for not less than on full working day, on the initiative
of the worker,
When presence is expected by the employer”.
Local people generally do not opt for semi skilled and unskilled workers in
the state. These Jobs are usually opted by the people coming other state this has also
led to the high rate of in the company.
2.23 ISOLATION
They usually take long leaves to go their families in order to avoid isolation
for a long period. This is also one of the major causes of absenteeism in the
company.
Workers who stay in company’s quarters are from different communities but
they celebrate their festivals together. Thus, they enjoy together and absent
themselves from work the next day.
2.27 EFFECTS
Absenteeism cannot be eliminated completely but a high rate of Absenteeism
is quite undesirable. It has been following main effects.
1. It affairs the quantity and quality of the goods produced when a worker
remains absent the work may suffer and on that account the output may be
reduced. If several workers don’t come to work during a given period, the
total out put would certainly be affected.
2. It may affect discipline and efficiency of the worker. The problem of
discipline arises as new workers are asked to work in place of absent workers
when the latter remaining absent for long, they take time to again efficiency.
3. It forces an employer to maintain extra complement or pool of workers. It
has its own serious complications and evils. Most of the employers have
been forced to keep an equivalent amount of Scopus labour on hand to fill
the vacancies. This is also known as Budhi Pool. The workers recent it as
they fell that feel that such workers may be used as a “ Second line of
defiance” in the event of strikes the may be used to suppress and control the
regular workers often the employers force the regular workers to take
compulsory leave just to give chance to the workers kept in such a pad.
4. It reduces the incomes of the workers. If a worker remains absent for several
days, he may not get his wages for all those days he may even lose his job
and forfeit all the privileges.
26
5. High rate of absenteeism show that the workers are not fully completed too
employment and to the extent in effects the solidarity of the workers. It they
remain regular, it may add to their collective strength.
Absenteeism
↓
Absenteeism
↓
Loss of employment
30
CHAPTER – III
point.
CHAPTER - IV
RESEARCH METHODOLOGY
4.1 RESEARCH DESIGN
“A research design is the arrangement of conditions for collection and
analysis data in a manner to combine relevance to the researcher purpose with
economy in procedure”
It constitutes the blueprint for the collection, measurement and analysis of
data. As such design includes an outline of what the researcher will do form writing
the hypothesis and its operational implications to the final analysis of data.
As such the design includes an outline of what the researcher will do from
writing the hypothesis and its operational implications to the final analysis of data.
More explicit, the decisions happen to be in respect of:
What is the study about?
Why is the study being made?
Where will the study be carried out?
What type of data is required?
Where can the data found?
What periods of time will the study include?
What will be the sample design?
How will the data be analyzed?
In what style will the report be prepared?
What techniques of data collection will be used?
The Research Design undertaken for the study is Descriptive one. A study,
which wants to portray the characteristics of a group or individuals or situation, is
known as Descriptive study. It is mostly qualitative in nature. The main objective of
Descriptive study is to acquire knowledge.
4.2 Tools of Data Collection
1. Interview with the employees.
2. Discussion with the managers.
3. Time Office records and leave registers.
4. Handbook of Company
32
Percentage method
Chi-square test
No of Respondent
Percentage of Respondent = x 100
Total no. of Respondents
From the above formula, we can get percentages of the data given by the
respondents.
Formula
(O-E) 2
χ 2=
E
O = Observed frequency
E = Expected frequency
33
4.7 SAMPLING
Research work was conducted by taking a sample of 100 employees of 426
(excluding apprentice trainees and contract labors) from the company; the sample
was sufficient and representative for the purpose of this research work. To study the
problem clearly numbers of employees from each department were selected on the
basis of the size of the department as well as nature of the work. Questionnaires are
printed in Tamil & English for the convenience of employees and lot of efforts had
to be taken to collect the required data from the selected sample of employees
representing the population.
The questions in the questionnaire are framed on the basis of the factors
responsible for absenteeism. i.e.,
CHAPTER - V
DATA ANALYSIS & INTERPRETATION
TABLE-5.1
ABSENTEEISM OF PREVIOUS YEAR IN VARIOUS
DEPARTMENTS
CHART-5.1
ABSENTEEISM OF PREVIOUS YEAR IN VARIOUS
DEPARTMENTS
DEPARTMENT
40
30
20
Frequency
10
0
Process Cane office Distillery HR system
Engneering Co-Generation R&D Finance
DEPARTMENT
Inference:
The rate of absenteeism of previous year in various departments.
Absenteeism rate is more in process department when comparing the same
35
with other departments. This is due to the size of department which is as well
as the heavy load in that department.
TABLE-5.2
2 31-40 46 46.0
3 41-50 18 18.0
4 51-60 20 20.0
CHART-5.2
THE ABSENTEEISM OF VARIOUS AGE GROUPS
AGE
20-30
51-60
41-50
31-40
Inference:
36
The above table infers that 46 percent belongs to the age group of 31-40, years,
20 percent belongs to the age group of 51-60 years, 18 percent belongs to the age
group of 41-50 years and 16 percent belongs to the age group of above 20-30year.
TABLE-5.3
2 HSS 12 12.0
3 Diploma 30 30.0
4 UG 11 11.0
5 PG 10 10.0
CHART-5.3
EDUCATIONAL LEVEL OF RESPONDENTS
EDUCATIONAL QUALIFICATION
40
30
20
10
Frequency
0
SSLC HSS Diploma UG PG
EDUCATIONAL QUALIFICATION
Inference:
37
The above table infers that 37 percent belongs to the SSLC level, 30 percent
belongs to the Diploma, 12 percent belongs to the HSS, 11 percent belongs to the
UG and 10 percent belongs to the PG.
TABLE-5.4
1 Married 85 85.0
2 Unmarried 15 15.0
CHART-5.4
Unmarried
Married
Inference:
38
The above table infers 85 that percent belong to the married person and 15
percent belongs to the unmarried person.
TABLE-5.5
CHART-5.5
RESIDENTIAL STATUS OF RESPONDENTS
RESIDENTIAL STATUS
company quarters
owen house
rented house
leased house
Inference:
39
The above table infers that 55 percent belongs to the own house, 22 percent
belongs to the company quarters, 21 percent belongs to the rented and 2 percent
belongs to the leased house.
TABLE-5.6
2 6-10 19 19.0
3 11-15 10 10.0
4 16-20 2 2.0
5 21-25 1 1.0
6 above 25 1 1.0
CHART-5.6
DISTANCE B/W THE WORK SPOT & YOUR RESIDENCE
above 25
21-25
16-20
11-15
6-10
0-5
Inference:
40
The above table infers that 67 percent belongs to the 0-5 km, 19 percent
belongs to the 6-10, 10 percent belongs to the 11-15, 2 percent belongs to the 16-20,
1 percent belongs to the 21-25 and 1 percent belongs to above 25 km.
TABLE-5.7
2 By bi-cycle 46 46.0
4 By bus 17 17.0
CHART-5.7
40
30
20
Frequency
10
0
by w alk by bi-cycle by tow w heeler by bus
Inference:
41
The above table infers that 46 percent belongs to the by bi-cycle, 19 percent
belongs to the by two wheeler, 18 percent belongs to the by walk and 17 percent
belongs to the by bus.
TABLE-5.8
CHART-5.8
some times
alw ays
Inference:
The above table infers that 94 percent belongs to the always and 6 percent
belongs to the some time.
42
TABLE-5.9
2 occasional 11 11.0
illness
3 climatic 18 18.0
disturbances
4 physically 64 64.0
sound & health
5 Total 100 100.0
CHART-5.9
60
50
40
30
20
Frequency
10
0
serious illness climatic disturbance
occasional illness physically sound & h
HEALTH STATUS
Inference:
43
The above table infers that 64 percent belongs to the physically sound & health,
18 percent belongs to the climatic disturbances, 11 percent belongs to the occasional
illness and 7 percent belongs to the serious illness.
TABLE-5.10
2 6-10 13 13.0
3 11-15 4 4.0
4 ABOVE 16 3 3.0
5 NO 58 58.0
CHART-5.10
LEAVE TAKEN FOR HEALTH PROBLEM
NO. OF DAYS LEAVE TAKEN DURING THE LAST YEAR DUE TO HEALTH FACTO
70
60
50
40
30
20
Frequency
10
0
1-5 6-10 11-15 ABOVE 16 NO
NO. OF DAYS LEAVE TAKEN DURING THE LAST YEAR DUE TO HEALTH FACTOR
Inference:
44
The above table infers that 58 percent belongs to no one take leave, 22
percent belongs to the 1-5, 13 percent belongs to the 6-10, 4 percent belongs to the
11-15, and 3 percent belongs to the above 16 days.
TABLE-5.11
2 Drinking 3 3.0
CHART-5.11
HABIT STATUS OF RESPONDENTS
ARE YOU HAVING ANY FOLLOWING HABIT
100
80
60
40
Frequency
20
0
smoking drinking none of the above
Inference:
45
The above table infers that 81 percent belongs to the none of the above habit,
16 percent belongs to the smoking habit and 3 percent belongs to the drinking habit.
TABLE-5.12
2 6-10 2 2.0
3 No 97 97.0
CHART-5.12
NO. OF DAYS LEAVE TAKEN FOR THE ILLNESS DUE TO ABOVE HABITS
120
100
80
60
40
Frequency
20
0
1-5 6-10 NO
NO. OF DAYS LEAVE TAKEN FOR THE ILLNESS DUE TO ABOVE HABITS
46
Inference:
The above table infers that 97 percent belongs to the no one take leave, 2
percent belongs to the 6-10 and 1 percent belongs to the 1-5 days
TABLE-5.13
2 no 78 78.0
CHART-5.13
80
60
40
Frequency
20
0
yes no
Inference:
The above table infers that 78 percent belongs to the yes and 22 percent
belongs to the don’t have other income.
TABLE-5.14
2 Agriculture 8 8.0
4 No 80 80.0
CHART-5.14
80
60
40
Frequency
20
0
business argricultuer any other NO
Inference:
The above table infers that 8 percent of income came from agriculture, 9
percent belongs to the business, 3 percent belongs to the other and 80 percent
belongs to no.
TABLE-5.15
2 6-10 21 21.0
3 11-15 18 18.0
4 16-20 19 19.0
5 above 21 10 10.0
CHART-5.15
30
20
10
Frequency
0
1-5 6-10 11-15 16-20 above 21
Inference:
The above table infers that 32 percent belongs to the1-5, 21 percent belongs
to the 6-10, 19 percent belongs to the 16-20,18 percent belongs to the 11-15, and 10
percent belongs to the above 21 days.
TABLE-5.16
2 10-20 5 5.0
3 NO 11 11.0
CHART-5.16
80
60
40
Frequency
20
0
1-10 10-20 NO
Inference:
The above table infers that 84 percent belongs to the1-10, 11 percent belongs
to the no and 5 percent belongs to the 10-20days.
TABLE-5.17
2 30-40 1 1.0
3 NO 95 95.0
CHART-5.17
80
60
40
Frequency
20
0
1-10 30-40 NO
Inference:
51
The above table infers that 95 percent belongs to the no, 4 percent belongs to
the 1-10 and1 percent belongs to the 30-40days.
TABLE-5.18
2 10-20 3 3.0
3 30-40 2 2.0
4 NO 57 57.0
CHART-5.18
60
50
40
30
20
Frequency
10
0
1-10 10-20 30-40 NO
Inference:
The above table infers that 57 percent belongs to the no, 38 percent
belongs to the 1-10, 3 percent belongs to the10-20, and 2 percent belongs to
the 30-40 days.
TABLE-5.19
2 10-20 1 1.0
3 20-30 1 1.0
4 NO 90 90.0
CHART-5.19
80
60
40
Frequency
20
0
1-10 10-20 20-30 NO
Inference:
53
The above table infers that 90 percent belongs to the no, 8 percent
belongs to the 1-10, 1 percent belongs to the10-20, and 1 percent belongs to
the 30-40 days.
TABLE-5.20
2 10-20 6 6.0
3 20-30 1 1.0
4 NO 41 41.0
CHART-5.20
50
40
30
20
Frequency
10
0
1-10 10-20 20-30 NO
Inference:
The above table infers that 52 percent belongs to the 1-10, 41 percent
belongs to the no, 6 percent belongs to the10-20, and 1 percent belongs to the 20-
30days.
TABLE-5.21
2 no 5 5.0
CHART-5.21
no
yes
Inference:
The above table infers that 95 percent belongs to the yes and 5 percent
belongs to the no.
55
TABLE-5.22
SATISFIED WITH THE PRESENT WORKING ENVIRONMENT
AMONG THE EMPLOYEES
CHART-5.22
60
50
40
30
20
Frequency
10
0
highly satisfied dis- satisfied
satisfied highly dis-satisfied
Inference:
56
The above table infers that 61 percent belongs to the Satisfied, 26 percent
belongs to the highly satisfied, 9 percent belongs to the Dis- satisfied and 4 percent
belongs to the highly dis-satisfied.
TABLE-5.23
CHART-5.23
60
40
20
Frequency
0
giving leave form be giving leave form af gitting prior permis
Inference:
57
The above table infers that 69 percent belongs to the Giving leave form
before taking leave, 28 percent belongs to the Getting prior permission from
superior and 3 percent belongs to the Giving leave form after taking leave.
TABLE-5.24
2 Satisfied 60 60.0
3 Dis-satisfied 9 9.0
CHART-5.24
60
50
40
30
20
Frequency
10
0
highly satisfied satisfied dis-satisf ied highly dis-satisfied
Inference:
58
The above table infers that 60 percent belongs to the Satisfied, 30 percent
belongs to the highly satisfied, 9 percent belongs to the Dis-satisfied and 1 percent
belongs to the highly dis-satisfied.
TABLE-5.25
LEVEL OF APPRECIATION
CHART-5.25
LEVEL OF APPRECIATION
HAVE YOU RECEIVED APPRECIATION FROM TOP LEVEL FOR YOUR PUNCTU
50
40
30
20
Frequency
10
0
often sometime rarely never
HAVE YOU RECEIVED APPRECIATION FROM TOP LEVEL FOR YOUR PUNCTUALITY
Inference:
59
The above table infers that 42 percent belongs to the some time, 30 percent
belongs to the never, 19 percent belongs to the rarely and 9 percent belongs to the
often.
TABLE-5.26
2 No 70 70.0
CHART-5.26
yes
no
Inference:
60
The above table infers that 70 percent belongs to the no and 30 percent
belongs to the yes.
TABLE-5.27
2 no 88 88.0
CHART-5.27
yes
no
61
Inference:
The above table infers that 88 percent belongs to the no and 12 percent
belongs to the yes.
TABLE-5.28
CHART-5.28
80
60
40
Frequency
20
0
once in a month quarterly once in a year NO
Inference:
62
The above table infers that 89 percent belongs to the no, 6 percent belongs to
the once in month, 3 percent belongs to the once in year and 2 percent belongs to the
quarterly.
TABLE-5.29
No. of
Sl. No SUGGESTION Percent
Respondents
CHART-.29
30
20
10
Frequency
0
Better w orking condi More leave facilitie More rest pause
More salary / w ages Leave has to be give Rew ard for prompt at
Inference:
The above table infers that 38 percent belongs to the more salary / wages, 28
percent belongs to the better working condition, 12 percent belongs to the Leave has
to be given at crisis, 10 percent belongs to the leave facilities, 7 percent belongs to
the more rest pause and 5 percent belongs to the Reward for prompt attendance.
64
No.
of
days
1-5 6-10 11-15 16-20 above 21 Total
AGE
20-30 9 4 3 - - 16
31-40 12 8 8 11 7 46
41-50 6 4 4 3 1 18
51-60 5 5 3 5 2 20
Total 32 21 18 19 10 100
TABLE-5.30
Hypothesis
The calculate value of x² is less then the table value i.e, CV < TV (12.23 <
21.03). Hence the hypothesis is accepted.
Conclusion
There is no significant difference among different age groups on their
absence from the work.
ABSENTEEISM DUE TO FAMILY SIZE
TABLE-5.31
4-6
20 23 7 50
Above 6
2 2 1 5
Total
47 40 13 100
Hypothesis
=4
The calculate value of x² is less then the table value i.e, CV < TV (3.66 <
9.49). Hence the hypothesis is accepted.
Conclusion
No. 1-5 6-10 11-15 16-20 above 21 Total
of
days
1-10
24 19 16 16 9 84
10-20
- - 2 2 1 5
NO
8 2 - 1 - 11
Total
32 21 18 19 10 100
TABLE-5.32
Hypothesis
= (4) (2)
=6
The calculate value of x² is great then the table value i.e, CV > TV (13.62
> 12.59). Hence the hypothesis is rejected.
Conclusion
TABLE-5.33
Distance 1-5 6-10 11-15 16-20 above 21 Total
(km)
No.
of
days
0-5
24 16 10 10 7 67
6-10
4 3 6 4 2 19
11-15
2 2 1 5 - 10
16-20
1 - 1 - - 2
21-25
1 - - - - 1
above 21
- - - - 1 1
Total
32 21 18 19 10 100
Hypothesis
The calculate value of x² is great then the table value i.e, CV > TV (49.36
> 31.41). Hence the hypothesis is rejected.
Conclusion
There is significant difference among different distance b/w the work
spot and residence on absenteeism.
NATURE OF DWELLING VERSES ABSENTEEISM
TABLE-5.34
No. 1-5 6-10 11-15 16-20 above 21 Total
of
days
Dwelling
Company
9 2 4 6 1 22
quarters
Rented house
4 5 2 6 4 21
Leased house
1 1 - - - 2
Owen house
18 13 12 7 5 55
Total
32 21 18 19 10 100
Hypothesis
Conclusion
As per chi- square analysis the calculated value of 25.12, which is greater
then table
yes no Total
value 21.03
Yes 12 18 30 for degree of
No - 70 70 freedom 12 at
Total 12 88 100 0.05 level of
significant.
So the hypothesis is rejected and there is significant relationship between the nature
of dwelling and absenteeism.
Observed Count
Expected Count
yes no Total
Yes 3.6 26.4 30.0
No 8.4 61.6 70.0
Total 12.0 88.0 100.0
Hypothesis
70
The calculate value of x² is great then the table value i.e., CV > TV (31.82
> 3.84). Hence the hypothesis is rejected.
Conclusion
There is significant difference among political activities on
absenteeism on absenteeism.
Analysis Using Weighted Average Method
The respondents are asked about some factors listed below in the
organization. Their levels of attitude of those factors are calculated below.
Present
working 26 61 9 4
condition
Source: Primary Data
POINT 4 3 2 1
WEIGHT
AGE
71
It can be interpreted from table that the respondents have first to the, safety
measures and second to present working condition.
CHAPTER-VI
One of the reason for absenteeism is total number of leave days were
reduced given by the company till previous year.
Absenteeism was higher 46% in the age group of 31-40 they are having lot
of responsibilities towards their family.
In the last year 32 % of employers were take leave between 1-5 days.
One of the major reasons for absenteeism is attend marriage and other family
function (84%).
Many of the absentees absented due to their health reason (52 %).
Some of employees says, lack of safety of employees will also increase the
absenteeism, Even satisfied level is high (60%) in a survey taken to the
employees about the safety in the working circumstances, Dis satisfied (9%)
and highly dis satisfied (1%) is also there. The reason for dis satisfaction is
the awareness program conducted by the company has not completely come
to the practical usage in daily work.
There is significant difference among different distance b/w the work spot
and residence on absenteeism.
As per chi- square analysis the calculated value of 25.12, which is greater
then table value 21.03 for degree of freedom 12 at 0.05 level of significant.
So the hypothesis is rejected and there is significant relationship between the
nature of dwelling and absenteeism.
73
It can be interpreted from table that the respondents have first to the, safety
measures and second to present working condition.
Some employees who are residing near to the company are compromised
themselves to continue to work in the company even they don’t like to. This
is also a factor which can increase absenteeism.
Some employees who are working for a long period in the company without
a single promotion are dissatisfied and losses the involvement over the work.
This is also one of the factors which increase absenteeism.
Ill health is one of the factors that increase absenteeism to avoid this,
knowledge about fundamentals of health and prevention of disease is a must
for all the workers. Health education, inoculation and vaccination and
periodic check ups should be introduced. Introduction of health education
and free medical check up will ensure better health for the employees and
reduce the absenteeism.
Employees are unable to manage their families with the income provided by
the company. To earn more or to search for income through other sources
74
employees are taking leave. If the wages and salaries are increase to a
considerable level absenteeism can be reduced.
Introducing rewards and prizes for those employees with regular and prompt
attendance may also help the management to reduce the absenteeism.
CHAPTER - VII
CONCLUSION
The management has to think over the above given finding and
recommendation. And it has to consult with the employees over the decision that has
been made to reduce the absenteeism. Also the steps taken to reduce the absenteeism
should be favour to the employees. And higher authorities should forward the
opinion of the employees to the management above the company’s decision to
reduce the absenteeism. It will help the company to get the employees involvement
towards the work which enables to increase the productivity to the company. So the
company’s progress will increase automatically because . . .
☺☺☺
75
CHAPTER - VIII
• The study also helps management to under stand various factors influencing
the employee’s absenteeism.
• The study has been conducted with a view a bring out the effectiveness of
absenteeism and employee significant level towards environmental.
2. Initially the number of samples selected was 120. But, many respondents
went off with the given questionnaires. Efforts proved futile in getting
the answered questionnaires from them.
ANNEXURE- I
QUESTIONNAIRE
1. Department :
2. Designation :
3. Age :
4. Educational Qualification :
23.
79
ANNEXURES - 2
BIBLIOGRAPHY
8. Website www.eidparryildt.com