A PROJECT REPORT ON ABSENTEEISM ON EMPLOYEES AT BISLIRI INTERNATIONAL PVT LTD.

Submitted To

Osmania University
Of

In Partial Fulfillment

The Requirement for the Award of the Degree Of

MASTER OF BUSINESS ADMINISTRATION

BY .. ()

(AFFILIATED TO OSMANIA UNIVERSITY, HYDERABAD) Moosarmbagh,Hyderabad 2009-11

AVANTHI P.G. COLLEGE

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CONTENTS
Chapter Title Page No ----------------------------------------------------------------------------------Chapter1 1.1 Introduction 03 1.2 Statement of the problem 07 1.3 Scope of the study 09 1.4 Objectives 11 1.5 Research Methodology 13 1.6 Limitations 16 Chapter--2 2.1 Company Profile 2.2 24 Industry 18 Profile

Chapter3 3.1 Review Of Literature 27

Chapter4 4.1 35
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Data

Analyses

And

Literature

Chapter5 5.1 59 5.2 61 ANNEXURE

Questionnaire Bibliography 64 66

Findings Suggestions

INTRODUCTION
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1.1 INTRODUCTION
INTRODUCTION ABOUT MINERAL WATER: THE HISTORY OF WATER:
Billions of years ago there was only a large cloud of gasses. In this large cloud there were the gasses oxygen (O2), and hydrogen (H2). When the temperature decreased, solid rock came to existence holding water within. Because the temperature was still dropping, the gasses changed into liquids. The condensed water gathers in large oceans on the solid rock surface. The temperature keeps dropping further, but stabilizes soon enough to keep the water from freezing into ice, except for the icecaps on the north- and South Pole. The liquid water forms rain, oceans, lakes and rivers.

DISCOVERY OF WATER:
Before the 18th century, water was seen as an element: Something you could not separate in two or more other things. In the -4-

end of the 18th century, during the age of relief, scientist started to research all things they did not know. 1783- In this time, water was also analyzed. French scientist found out how to split water into oxygen and hydrogen. Their names were A.L Lavoisier, J.M.C. Meusier de la Place and G. Monge. They let water vapor react with red-hot iron, so the water was analyzed. 1789- Scientist from The Netherlands discovered the same thing. J.R. Deiman and A. Peats van Troostwijk did a scientific experiment with water and sparks. The water reacted into oxygen and hydrogen. 1891- The French scientist Vernon started to think about the possibility of water coming at it's heaviest moment by 4oC. He tried to explain it, but Wilhelm Conrad Rontgen has enlarged his description in 1892. 1950- The research from water has finally begun. Scientist discover water has got the so-called 'Hydrogen bonds' This explains the heaviest point of water at 4oC In many places, "mineral water" is often colloquially used to mean carbonated water (which is usually carbonated mineral water, as opposed to tap water).

Mineral water is water containing minerals or other dissolved substances that alter its taste or give it therapeutic value. Salts, sulfur compounds, and gases are among the substances that can be dissolved in the water. Mineral water can often be effervescent. Mineral water can be prepared or can occur naturally. Traditionally mineral waters would be used or consumed at their source, often referred to as taking the waters or taking the cure, and such sites were referred to as spas, baths or wells. Spa would be used when the water was consumed and bathed in, bath when the water was not generally consumed, and well when the water was not generally bathed in. Often an active tourist centre would grow up around a mineral water site (even in ancient times; see Bath). Such

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tourist development resulted in spa towns and hydropathic hotels (often shortened to Hydros). In modern times, it is far more common for mineral waters to be bottled at source for distributed consumption. Travelling to the mineral water site for direct access to the water is now uncommon, and in many cases not possible (because of exclusive commercial ownership rights). There are over 3000 brands of mineral water commercially available worldwide.The U.S. FDA classifies mineral water as water containing at least 250 parts per million total dissolved solids (TDS), and is also water coming from a source tapped at one or more bore holes or spring, originating from a geologically and physically protected underground water source. No minerals may be added to this water

THE MAJOR PLAYERS OF MINERAL WATER IN INDIA :

Aava Alfa & Omega Alfa Blue Aquafina Atlas Premium Avian Bailley Bibo Bisleri Cool Valley Dew Drops Dislaren Fit-n-Fine Golden Eagle Golden Valley Haywards 5000 -6-

Hello Himalayan Jairu Naturelle Just Born Spring Drops Kenbar Kingfisher Kinley Maqua-2000 Nakshatra Nestl Pure Life Palmspring Mineral Water Pristine Pure Lifekare Raindrops Sahil Silver Springs Aqua Sindhu Safe Water Snow Pure Spaa Aqua Sprint Up Universal-Aqua Yelgris

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STATEMENT OF THE PROBLEM

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1.2 STATEMENT OF THE PROBLEM

Every organization needs to have effective Human Resources Function. Absenteeism is one of the functions in Human Resource Management. It also plays an important role in the organization. If the absenteeism is decreased then the people will have a satisfaction in the work and also productivity increases and vice versa. The main problem is to find out the rate of absenteeism in BISLERI INTERNATIONAL Pvt Ltd. As there are different departments in the organization. It is very difficult to get appropriate information from all departments. This study is bounded to Absenteeism and exactly and focuses on the satisfaction of the employee on Absenteeism and how effectively the organization is maintaining the absenteeism records and finally giving Suggestions and conclusion to the organization.

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SCOPE OF THE STUDY

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1.2 SCOPE OF THE STUDY

Study of absenteeism among industrial workers is not only from view point but it is important from the view point of the moral of the employees. Even though the effect of the good moral of the employee, may not be evaluated in terms of costs, but it should be say that it is important than cost. The main purpose behind this project is to find out the causes that lead to Absenteeism.

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OBJECTIVES

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1.4 OBJECTIVES OF THE STUDY

The following are the main objectives of the Study To identify the variables that lead to absenteeism. To Study the variables that reduces the rate of absenteeism To find out the rate of absenteeism in Bisleri International organization.

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RESEARCH METHODOLO GY

1.5 RESEARCH METHODOLOGY

This research methodology is the technique followed in social research on a subject. The research has selected the subject A Study of Absenteeism of workers in Bisleri International Pvt.Ltd.

2.4 DATA SOURCES

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The process starts after selection of the topic. Research design denotes the planning of the research. The researcher has to decide whether he has to collect primary data or depend exclusively on secondary data. Sometimes, the research study is based on both secondary and primary data.

DATA COLLECTION
Data collected from primary and secondary sources. Primary data Primary data collected through questionnaires, observation and personal interview. Secondary data Secondary data collected through reference books and past records and absenteeism reports of the company. Sample Size : 105

PROCESSING AND ANALYSIS OF DATA

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

CALCULATION OF ABSENTEEISM RATE

The absenteeism rate is a statistical expression of the total time lost due to the unauthorized absence during a particular period.

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The standard formula to calculate the rate of absenteeism is the ratio of man shifts lost due to absence of workers to the number of man shifts scheduled to work.

1. Absenteeism percentage rate

= Man Shifts lost due to absent x 100 Man Shifts scheduled to work

2. Spell of Absence
= Number of absents in a year x 100 Average number employed in the year

3. Absenteeism percentage rate

N um b er em plo y eed ay slo st thro u gh ut jo bab sen ce of 's o d uringthe perio d = x1 0 0 A vera ge u m b er f em ploy ees n um be r w ork d a ys n o x of

According to FLIPPO
Absenteeism% = Man days lost x 100 Man days scheduled to work

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LIMITATIONS

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1.6 LIMITATIONS

Workers are not interested in answering to the questions. Workers are feeling inconvenient to answering the questions. The workers name is mentioned in questionnaire while collecting the data, this might have been a negative approach in their view.

Because of their busy work the data collected in hurry. To collect the information superiors are not interested, because they are feeling work may disturb.

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COMPANY PROFILE

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2.1 COMPANY PROFILE

Mineral Water under the name 'Bisleri' was first introduced in Mumbai in glass bottles in two varieties - bubbly & still in 1965 by Bisleri Ltd., a company of Italian origin. This company was started by Signor Felice Bisleri who first brought the idea of selling bottled water in India. Parle bought over Bisleri (India) Ltd. In 1969 & started bottling Mineral water in glass bottles under the brand name 'Bisleri'. Later Parle switched over to PVC non-returnable bottles & finally advanced to PET containers.

Since 1995 Mr. Ramesh J. Chauhan has started expanding Bisleri operations substantially and the turn over has multiplied more than 20 times over a period of 10 years and the average growth rate has been around 40% over this period. Presently the company have 8 plants & 11 franchisees all over India. It have its presence covering the entire span of India. In future ventures it look to put up four more plants in 06-07. the company command a 60% market share of the organized market. Overwhelming popularity of 'Bisleri' & the fact that pioneered bottled water in India, has made Bisleri. Bisleri value customers & therefore have developed 8 unique pack sizes to suit the need of every individual. They present in 250ml cups, 250ml bottles, 500ml, 1L, 1.5L, 2L which are the non-returnable packs & 5L, 20L which are the returnable packs. Till date the Indian - 21 synonymous to Mineral water & a household name. When you think of bottled water, you think

consumer has been offered Bisleri water, however in its effort to bring something refreshingly new, the company have introduced Bisleri Natural Mountain Water - water brought to you from the foothills of the mountains situated in Himachal Pradesh. Hence the product range now comprises of two variants : Bisleri with added minerals & Bisleri Mountain Water. It is its commitment to offer every Indian pure & clean drinking water. Bisleri Water is put through multiple stages of purification, ozonised & finally packed for consumption. . Rigorous R&D & stringent quality controls has made a market leader in the bottled water segment. Strict hygiene conditions are maintained in all plants. In its endeavor to maintain strict quality controls each unit purchases performs & caps only from approved vendors. The company produce its own bottles in-house. It have recently procured the latest world class state of the art machineries that puts us at par with International standards. This has not only helped to improve packaging quality but has also reduced raw material wastage & doubled production capacity. We can be rest assured that you are drinking safe & pure water when you consume Bisleri. Bisleri is free of impurities & 100% safe. Enjoy the Sweet taste of Purity !

GENESIS
The name that epitomizes mineral water today was first introduced in Mumbai in the early 60's. In 1965 Signor Felice Bisleri an Italian by origin, came up with the idea of selling bottled water in India. His company Bisleri Ltd. offered mineral water in two variants - bubbly and still. In 1969 Parle bought over Bisleri (India) Ltd. and started bottling Mineral water in glass bottles under the brand name 'Bisleri'. In due course Parle switched over to PVC non-returnable bottles and finally advanced to PET containers.

EXPANSION
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Under the leadership and vision of Mr. Ramesh J. Chauhan, Bisleri has undergone significant expansion in their operations. The company has witnessed an exponential growth with their turnover multiplying more than twenty times in a short span of 10 years. The average growth rate over this period has been around 40% with Bisleri enjoying more than 60% of the market share in the organized mineral water segment. Currently Bisleri has 11 franchisees and 8 plants across India, with plans of setting up 4 new plants on the anvil. The overwhelming popularity of 'Bisleri' and the fact that we were the pioneers of the bottled water industry in India has made us synonymous to Mineral water and a household name. So naturally 'When you think of bottled water, you think Bisleri'.

BISLERI WITH ADDED MINERALS:

Bisleri Mineral Water contains minerals such as magnesium sulphate and potassium bicarbonate which are essential minerals for healthy living. They not only maintain the pH balance of the body but also help in keeping you fit and energetic at all times.

BISLERI MOUNTAIN WATER:

Bisleri Natural Mountain emanates from a natural spring, located in Uttaranchal and Himachal nestled in the vast Shivalik Mountain ranges. Lauded as today's 'fountain of youth', Bisleri Natural Mountain Water resonates with the energy and vibrancy capable of taking you back to nature. Bisleri Natural Water is bottled in its two plants in Uttaranchal and Himachal Pradesh and is available in six different pack sizes of 250ml, 500ml, 1 litre, 1.5 litre, 2 litre and 5 litres.

VARIOUS DEPARTMENTS IN THE BISLERI :

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Raw materials department Production department Quality control department Workshop Finance department Personnel department Grievance Redressal system Marketing department EDP department Employee relations department

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ORGANIZATION CHART

CHAIRMAN BOARD OF DIRECTORS MANAGING DIRECTORS EXECUTIVE DIRECTOR

Vice Vice President president Finance production Staff Staff Source : Company Records

Vice president personnel

Vice president marketing

Staff

Staff

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PERSONNEL DEPARTMENT CHART

VICE PRESIDENT PERSONNEL

Deputy manager personnel (Factory)

Deputy manager Personnel (Head office)

Junior officer

Assistant manager (Public Assistant

Drivers

securit y

cantee n

Welfar e officer

Time officer

Assistants

Security supervis or Security Head Guards

Assistan t

Assistan t

Junior officer

Clerks

Cook s

EDP Assistan t

Assistan t

Security Guards

Attend er

Canteen Work men

Security Guards

Helper s

EPAB X Assistan t

Cycle Stand Work men

Attender

Drivers

Source : Company Records

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INDUSTRY PROFILE

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2.2 THE WATER INDUSTRY PROFILE

Brussels, 28 June 2006 - With the "Profile of the German Water Industry 2005", the associations of the water industry are for the first time presenting a comprehensive overall picture of the water supply and wastewater disposal industry of an EU Member State compared to European performance. The report of the six participating associations of the water industry illustrates the standard of performance and efficiency of the German water industry. With a view towards the discussion of changing the regulatory framework of the water industry towards more liberalization and of introducing general obligations to tender coming up time and again in Brussels, it gives the politicians, the public and all interested parties the opportunity to extensively assess the performance of the German water industry and its high esteem among the customers.

"The German Water Industry Profile comes up to the wish of the public and politicians to make the services of water supply and wastewater disposal transparent. We are anxious to see what will come from other EU Member States in this direction", Dr. Otmar Bernhard, Secretary of State in the Bavarian Ministry of the Environment, Public Health and Consumer Protection, stated on the occasion of the presentation of the Water Industry Profile by the participating associations at the Bavarian representation in Brussels. The "Profile of the German Water Industry 2005" highlights the high performance of the water supply and wastewater disposal as a core statement. "The consumers in Bavaria and Germany are excellently - 28 -

served especially in view of the drinking water quality and security of supply", Bernhard continued. "The fields of efficiency, security and quality of supply and disposal as well as sustainability are subject to high standards. Thus, longer interruptions of supply are unknown in Germany which is due to the high technical standards of treatment and distribution as well as the excellent condition of networks in a European comparison. Also in the field of wastewater treatment, Germany is one of the top-performers in Europe. The German wastewater is by 94 percent submitted to biological treatment in sewage plants pursuant to the highest EU standard, including the elimination of nutrients", the associations pointed out

"The German water supply utilities have by far the lowest network losses in a European comparison. Drinking water of an excellent quality is available to the citizens at all times", the associations emphasized. With the Water Industry Profile they point out that the prices for drinking water and the wastewater charges have remained stable for approx. ten years now. "The increase rates are almost identical to the increase of other costs of living", the associations of the water industry continued. In Germany, these services are provided in well-proven, municipal structures. The Water Industry Profile was drawn up by Arbeitsgemeinschaft Trinkwassertalsperren e. V. (ATT), the Federal Association of the German Gas and Water Industries (BGW), Deutscher Bund verbandlicher Wasserwirtschaft e. V. (DBVW), the German Technical and Scientific Association for Gas and Water (DVGW), the German Association for Water, Wastewater and Waste (DWA) and the Association of Local Utilities (VKU). The publication is based on national and international statistical data and surveys on customer satisfaction collected on a long-term basis. Especially the results of various benchmarking projects provide an important basis. After all, benchmarking is an integral constituent of the modernization strategy - 29 -

in the water supply and wastewater disposal. Also the associations identify benchmarking as a model for success.

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REVIEW OF LITERATURE

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3.1 THEORETICAL BACKGROUND OF THE TOPIC

Absenteeism has been variously defined 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 employee may stay away from work if he has taken leave to which he is entitled or as the ground of sickness or some accident without any previous sanction of leave. Nevertheless usually involuntary layoff, lack of work, authorized leave or vacation period of work stoppage is not counted as absence strikes and lockouts are treated as absence are many include late attendance in it.

SOME DEFINITIONS OF ABSENTEEISM

MEANING Employees presence at 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 their presence, employees sometimes fail to report at the work place during the scheduled time, which is known as absenteeism. DEFINTIONS Absenteeism as the failure of a worker to report for work when he is scheduled to work. SIMLA LABOUR BUREAU,

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Absenteeism as the practice or habit of being an absence and an absentee is stays away. - WEBSTERS DICTIONARY Absenteeism is the total man-shifts lost because of absence as a percentage of the total number of man-shifts schedule to work. - LABOUR BUREAU FEATURES OF ABSENTEEISM Research studies undertaken by different reveal the following features of absenteeism: 1. The rate of absenteeism is the lowest on payday; it increases considerably on the days following the payment of wages and bonus. 2. Absenteeism is generally high among the workers below 25 years of age and those above 40 years of age. 3. The rate of to in absenteeism department traditional varies with in from an is department organization. 4. Absenteeism industries seasonal in character one who habitually

TYPES OF ABSENTEEISM Absenteeism is of four types viz., 1. Authorized Absenteeism If an employee absents himself from work by taking Permission from his superior and applying for leave such absenteeism is called authorized absenteeism. - 33 -

2. Unauthorized Absenteeism If an employee absents himself from work without informing or taking permission and with our applying for leave such absenteeism is called unauthorized absenteeism. 3. Willful Absenteeism If an employee himself from his duty willfully such absentee- - ism absenteeism. 4. Caused by circumstances beyond ones control If an employee is 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 ones control. is called willful

CAUSES OF ABSENTEEISM The following are the general causes of absenteeism. 1. Maladustments with the working conditions If the working conditions of the company are poor, the workers cannot adjust themselves with the companys working conditions. Then they prefer to stay away from the company. 2. Unsatisfactory housing conditions At the work place. 3. Industrial fatigue It compels the worker to remain outside the workplace. 4. Social and Religious ceremonies These divert the workers attention from the work. - 34 -

5. Unhealthy working condition The poor and intolerable working conditions in the factory irritate the workers . Excess heat, noise, either too much or too low lighting, poor ventilation, dust, smoke etc., cause poor health of workers. 6. Poor welfare facilities Though a number of legislations concerning welfare facilities are enacted many organizations fails to provide welfare facilities. This is either due to the poor financial position of the companies or due to the exploitative attitude of the employer. The poor employee facility includes poor sanitation. Washing, bathing, first aid appliance, ambulances, rest rooms, drinking water, canteen, shelter, crushes etc., the dissatisfied workers with this facilities prefer to be away from the work place.

7. Alcoholism The workers mostly prefer to spent money on the consumption of the liquor, and enjoyment after getting wages. Therefore, the rate of absenteeism is more during first week of every month. 8. Indebtedness The low wages and unplanned expenditure of the workers force them to borrow heavily. The research studies indicates that worker borrow more than ten times of their net pay. Consequently workers fail to repay the money. Then they try to escape from the place in order to avoid the moneylenders. This leads to absenteeism. 9. The low level wage - 35 -

Wages in some organizations are very poor and they

are quite

inadequate to meet the basic needs of the employees. Therefore employees go for other employment during their busy seasons and some take part time jobs to earn more money. Thus the employees resort to moonlight and absent themselves from the work. 10. 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 absenteeism year on half pay.

CATEGORIES OF ABSENTEEISM K.N. Vaid classifies chronic absenteeism in to five categories viz., 1. Entrepreneur This class of absenteeism 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 of absentee enjoys or perceives a higher ascribed social status and are keen on maintaining it. 3. The epicureans This class of absentees does not like to take up the jobs, which demand initiative, responsibility, discipline and discomfort. They wish to have money, power, status, but are unwilling to work for their achievement. 4. Family- oriented - 36 -

This type of absentees is often identified with the family activities. 5. The sick and old This category of absentees is mostly unhealthy weak constitution or old people.

EFFECTS OF LABOUR ABSENTEEISM

Excessive absenteeism leads to delay in the production process often overtime work is to be resorted to complete production schedule, which involves payment of double the normal wages to the employees. Excessive absenteeism leads to extra pressure of work on other employees. Absenteeism of workers who from absenteeism part of the group weakens the unity of the working group where work is of interdependent nature, absentee stoppage of production. Due to the absenteeism of workers if orders are not promptly executed which leads to loss of reputation and good will of the factory. Excessive absenteeism also leads to discharge of employees from the factory. It leads to incurring of fixed expenses without absenteeism corresponding increase in production. Workers suffer loss of pay during the period of absence from work. Workers also stand to loss promotion facilities if he abstains from work for along period and frequently.

ABSENTEEISM IN INDIAN CONTEXT

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Sharma provides a summary of research studies conducted on absenteeism in India. It has been estimated that the rate of absenteeism has been increasing in Indian Industries. As it forms a persistent problem, suggestions have been made to minimize its magnitude. It has been denied that absenteeism is an extension of the lack of commitment on the part of human resources and asserted that it relates to the structure of new values among the work force at present. Attempts have been made to indicate relationships of absenteeism with socio-cultural factors in influencing the individual, job-related factors and personal difficulties of the individual workers, panakal traced the causes of absenteeism different social, physical and psychological factors and visualizes that improves methods of record keeping, good working conditions, a well coordinated welfare, programme and effective leadership are likely to minimize this wastefull element. Sharma revealed significant relationships of absenteeism with rural-urban background and union involvement. Like wise, another study explores the personality traits of absence prone workers. Saroja Bhai reports significant relationships (or) absenteeism with pe4rsoal factors such as age, distance from the establishment, marital status and number of children. Moreover, personal factors such as neuroticism, nervousness, fatigue and general disability were significantly related absenteeism. Sinha obtained a significant positive company- relation between manifest anxiety scores of 110 workers and the number of days of absence during the year. Thus Studies on Absenteeism in India have covered several aspects and are as comprehensive as those in the west.

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MEASURES TO MINIMIZE ABSENTEEISM

Absenteeism affects the organization from the multiple angles. It affects severely the production process and the business proves. The effect of unauthorized absenteeism is more than the other types of absenteeism however it would be difficult to completely avoid absenteeism. The management can minimize the absenteeism. The measures are useful in controlling (or) minimizing absenteeism. Selecting the employee by testing them thoroughly regarding their aspirations values system responsibility and the sensitiveness. Adapting humanistic approach in dealing with the personal problems of employees. Following proactive approach in identifying and redressing employee grievances. Providing hygienic working conditions. Providing welfare measures and fringe benefits balancing the need for the employees and the ability of the organization. Providing high wages and allowances based on the organizational financial position. Improving the communication network particularly the upward communication. Providing leave facility based on the needs of the employees and organization requirements. Providing cordial human relations and industrial relations. Educating the workers. Counsel the workers about their career, income and

expenditure, habits and culture. Fra-flow of information, exchanging of ideas, problems etc. between subordinate and superior. Granting leave and financial assistance liberally in case of sickness of employee and his family members. - 39 -

 Offering attendance bonus and inducement. Providing extensive training encouragement special allowances in case of technological advancement.

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DATA ANALYSIS & INTERPRETATIO N

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TABLE 4.1

FAMILY SIZE OF THE RESPONDENTS

FAMILY SIZE 2 Members 3 to 5 Members 5 to 7 Members Above 7 Members Total Source : Primary Data No.of RESPONDENT S 20 54 20 11 105 PERCENTAGE(%) 19.04 51.42 19.04 10.50 100

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10%

19%

19%

52% 2 members 3 to 5 members 5 to 7 members above 7 members

Source : From the above table 4.1

Inference:
The above table explains that from the total respondents 19.04% of respondents are having 2 members as family size, 51.42% of respondents are having 3 to 5 members as family size, 19.04% of respondents are having 5 to 7 members as family size and 10.50% of respondents are having above 7 members as family size.

TABLE 4.2

MARITAL STATUS OF RESPONDENTS

MARITAL STATUS Married Un Married Total Source : Primary Data RESPONDENTS 75 30 105 PERCENTAGE(%) 71.43 28.57 100

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29%

71%

married

unmarried

Source : From the above table 4.2

Inference:
The above table explains that from the total respondents 71.43% are Married and 28.57% of respondents are Un Married.

TABLE 4.3

EDUCATIONAL QUALIFICATION OF EMPLOYEES

EDUCATIONAL QUALIFICATION Illiterate Below 10th Technical qualification Graduates Total Source : Primary Data - 44 RESPONDENTS 35 23 27 20 105 PERCENTAGE(%) 33.33 21.90 25.73 19.04 100

19% 33%

26% 22% Illiterate Below 10th Technical qualification Graduates

Source : From the above table 4.3

Inference:
The above table explains that from the total respondents, 33.33% are illiterates, 21.90% are below 10th, 25.73% are having technical qualification and 19.04% are graduates.

TABLE 4.4

YEARS OF EXPERIENCE OF RESPONDENTS

EXPERIENCE Below 5 years 5 to 10 years 15 to 20 years 20 to 30 years Total Source : Primary Data RESPONDENTS 10 35 20 40 105 PERCENTAGE(%) 9.52 33.33 19.04 38.11 100.00

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10%

38% 33%

19% Below 5 years 5 to 10 years 15 to 20 years 20 to 30 years

Source : From the above table 4.4

Inference:
The above table explains that from the total respondents 9.52% of respondents are having below 5 years experience, 33.33% of respondents are having 5 to 10 years of experience, 19.04% or respondents are having 15 years of experience and 38.11% of respondents are having 20 to 30 years of experience.

TABLE 4.5

DISTANCE BETWEEN RESPONDENTS HOUSE AND FACTORY

DISTANCE Below 1 km 1 to 5 km 5 to 10 km Above 10 km Total Source : Primary Data RESPONDENTS 42 21 16 26 105 PERCENTAGE 40 20 15.24 24.76 100.00

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25% 40%

15%

20% Below 1 km 1 to 5 km 5 to 10 km Above 10 km

Source : From the above table 4.5

Inference:
The above table explains that from the total respondents 40% of respondents are residing below 1 k.m. distance, 20% of respondents are residing in 1 to 5 k.m. distance, 15.24% of respondents are residing in 5 to 10 k.m. distance, and 24.76% of respondents are residing above 10 k.m. distance.

TABLE 4.6

ABSENT DUE TO UNEXPECTED WORK

UNEXPECTED WORK Rarely Some times Always Never Total Source : Primary Data RESPONDENTS 40 22 0 43 105 PERCENTAGE 38.10 20.95 0 40.95 100.00

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41%

38%

0% Rarely

21% Alw ays Never

Some times

Source : From the above table 4.6

Inference:
The above table explains that from the total respondents, 38.1% of respondents are absent rarely due to unexpected work, 20.95% of respondents are absent sometimes due to unexpected work, and 40.95% of respondents are never absent due to unexpected work.

TABLE 4.7

WORKERS FACING PROBLEM IN SHIFTS

SHIFT 1 shift 2nd shift 3rd shift General Total
st

RESPONDENTS 22 21 42 20 105

PERCENTAGE 20.95 20.00 40.00 19.05 100.00

Source : Primary Data - 48 -

19%

21%

20%

40%

1st shift

2nd shift

3rd shift

General

Source : From the above table 4.7

Inference:
The above table explains that from the total respondents 20.95% are facing problem in 1st shift, 20% of respondents are facing problem in 2nd shift, 40% of respondents are facing problem in 3rd shift, and 19.05% of respondents are facing problems in general shift.

TABLE 4.8

DIFFERENT PROBLEMS FACING TO ATTEND DUTY

PROBLEMS Sickness Social Personal RESPONDENTS 39 25 41 - 49 PERCENTAGE 37.15 23.80 39.05

Total Source : Primary Data

105

100.00

39%

37%

24% Sickness Social Personal

Source : From the above table 4.8

Inference:
The above table explains that from the total respondents 37.15% are facing sickness problem, 23.80% are facing social problem, 39.05% are facing personal problem.

TABLE 4.9

BAD HABITS IN THE WORKERS

BAD HABITS Alcohol Smoking Gambling Nothing Total Source : Primary Data - 50 RESPONDENTS 37 31 14 23 105 PERCENTAGE 35.24 29.52 13.33 21.91 100.00

22% 35%

13%

30% Alcohol Smoking Gambling Nothing

Source : From the above

Inference:
The above table explains that from the total respondents 35.24% of respondents are having alcohol as bad habit, 29.52% of respondents are having smoking as bad habit, 13.33% of respondents are having gambling as bad habit, and 21.91% of respondents do not have any bad habit.

TABLE 4.10

ABSENTEEISM AFFECTS THE ECONOMIC CONDITIONS OF

WORKERS
ECONOMIC CONDITIONS Strongly agree Agree Disagree Strongly disagree Total Source : Primary Data - 51 -

RESPONDENTS 75 30 00 00 105

PERCENTAGE 71.43 28.57 0.0 0.0 100.00

0% 0% 29%

71%

Strongly agree

Agree

Disagree

Strongly Disgree

Source : From the above table 4.10

Inference:
The above table explains that from the total respondents 71.43% of respondents are strongly agree that absenteeism affects the economic conditions, 28.57% of respondents are agree that absenteeism affects the economic conditions.

TABLE 4.11

WORKERS HAVING CREDITORS AT THEIR WORK PLACE

CREDITORS YES NO Total Source : Primary Data RESPONDENTS 57 48 105 PERCENTAGE 54.28 45.72 100.00

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46% 54%

Yes

No

Source : From the above table 4.11

Inference:
The above table explains that from the total respondents, 54.28% of respondents are having creditors at their work place, 45.72% of respondents are having no creditors at their work place.

TABLE 4.12

RESPONDENTS HAVING ANY OTHER SOURCES OF INCOME

SOURCES OF INCOME Agriculture Business Nothing else Total RESPONDENTS 33 35 47 105 PERCENTAGE 31.41 33.33 44.76 100.00

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Source : Primary Data

31%

45%

24% Agriculture Business Nothing else

Source : From the above table 4.12

Inference:
The above table explains that from the total respondents 31.41% of respondents are having agriculture as sources of income, 33.33% of respondents are having business as sources of income, and 44.76% of respondents are not having any other sources of income.

TABLE 4.13

ABSENT DUE TO BAD WORKING CONDITIONS

BAD WORKING CONDITIONS Strongly agree Agree Disagree Strongly Disagree Total Source : Primary Data - 54 RESPONDENTS 20 22 40 23 105 PERCENTAGE 19.06 20.96 38.09 21.09 100.00

22%

19%

21%

38% Strongly agree Agree Disagree Stongly disagree

Source : From the above table 4.13

Inference:
The above table explains that from the total respondents 19.06% are strongly agree that they are absent due to bad working conditions, 20.96% of respondents are agree that they are absent due to bad working conditions, 38.09%of respondents are disagree that they are absent due to bad working conditions, and 21.09% of respondents are strongly disagree that they are absent due to bad working conditions.

TABLE 4.14

RESPONSIBILITY TO INFORM TO THE SUPERIORS

OPINION Sometimes Rarely Never Always Total Source : Primary Data RESPONDENTS 51 37 10 7 105 PERCENTAGE 48.57 35.24 9.52 6.67 100.00

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7% 10%

48%

35%

Sometimes

Rarely

Never

Alw ays

Source : From the above table 4.14

Inference:
The above table explains that from the total respondents 48.57% of respondents are sometimes will inform to superiors, 35.24% of respondents are rarely inform to superiors, 9.52% of respondents will never inform to superiors and 6% of respondents will always inform to superiors.

TABLE 4.15

EMPLOYEES SATISFACTION REGARDING SAFETY MEASURES

SATISFACTION Strongly agree Agree Disagree Strongly disagree Total RESPONDENTS 91 7 5 2 105 - 56 PERCENTAGE 86.67 6.67 4.76 1.90 100.00

Source : Primary Data

7%

5% 2%

86% Strongly agree Agree Disagree Strongly disagree

Source : From the above table 4.15

Inference:
The above table explains that from the total respondents 86.67% of respondents are strongly agree about the safety measures provided, 6.67% of respondents above the safety measures provided, 4.76% of respondents are disagree about the safety measures provided and 1.90% of respondents are strongly disagree about the safety measures provided.

TABLE 4.16

EMPLOYEES MODE OF TRANSPORT

MODE OF TRANSPORT By Bus By bicycle By Scooter On foot Total Source : Primary Data RESPONDENTS 30 32 14 29 105 PERCENTAGE 28.57 30.48 13.33 27.62 100.00

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28%

29%

13%

30% By bus By bicycle By scooter On foot

Source : From the above table 4.16

Inference:
The above table explains that from the total respondents, 28.57% of respondents are coming by bus, 30.48% of respondents are coming by bicycle, 13.33% of respondents are coming by scooter and 27.62% of respondents are coming on foot.

TABLE 4.17

ABSENT DUE TO LATE COMING

RESPONSE Sometimes Always Rarely Never Total Source : Primary Data RESPONDENTS 10 6 37 52 105 PERCENTAGE 9.52 5.71 35.24 49.53 100.00

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10% 6%

49%

35%

Sometimes

Alw ays

Rarely

Never

Source : From the above table 4.17

Inference:
The above table explains that from the total respondents, 9.52% of respondents are sometimes absent due to late coming, 5.71% of respondents are always absent due to late coming, 35.24% of respondents are rarely absent due to late coming and 49.53% of respondents are never absent due to late coming.

TABLE 4.18

ABSENT DUE TO HEAVY WORK LOAD

OPINION Sometimes Always Rarely Never Total Source : Primary Data - 59 RESPONDENTS 28 39 27 11 105 PERCENTAGE 26.67 37.14 25.71 10.48 100.00

10% 27%

26%

37% Sometimes Alw ays Rarely Never

Source : From the above table 4.18

Inference:
The above table explains that from the total respondents 26.67% of respondents are sometimes absent due to heavy work load, 37.14% of respondents are always absent due to heavy work load, 25.71% of respondents are rarely absent due to heavy work load and 10.48% of respondents are never absent due to heavy work load.

TABLE 4.19

HEALTH IS THE REASON FOR ABSENT

HEALTH IS REASON Rarely Some times Always Never Total Source : Primary Data RESPONDENTS 31 48 0 26 105 PERCENTAGE 29.55 45.71 0.00 24.74 100.00

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25% 30%

0%

45% Rarely Sometimes Alw ays Never

Source : From the above table 4.19

Inference:
The above table explains that from the total respondents 29.55% of respondents are absent due to ill health, 45.71% of respondents are absent sometimes due to ill health, and 24.74% of respondents are never absent due to ill health.

TABLE 4.20

FEELING BOREDOM IN DOING THE ASSIGNED JOB

RESPONSE Rarely Sometimes Always Never Total Source : Primary Data RESPONDENTS 30 30 0 45 105 PERCENTAGE 28.57 28.57 0.00 42.86 100.00

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29%

42%

0% Rarely Sometimes

29% Alw ays Never

Source : From the above table 4.20

Inference:
The above table explains that from the total respondents, 28.57% of respondents are rarely feeling boredom, 28.57% of respondents are sometimes feeling boredom, and 42.86% of respondents are never felt boredom in doing the assigned job.

THE RATE OF ABSENTEEISM FOR THE YEAR 2007

S.NO. 1 2 3 4 5 6 7 8 9 MONTH January February March April May June July August September - 62 PERCENTATGE 4.28 2.60 2.16 3.78 3.96 4.72

10 11 12

October November December

YEAR WISE ABSENTEEISM PARTICULARS

YEAR 2001 2002 2003 2004 2005 2006 2007 2008 - 63 -

PERCENTAGE 6.65 6.57 5.07 4.48 4.23 3.45 3.91

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FINDINGS

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5.1 FINDINGS
From the study it has been found that there are many factors including that workers absenteeism, some of them are as follows. Absenteeism in shifts is mainly in third shift i.e., 10 p.m. to 6 a.m. that means it is high in night shifts. So workers in the night shift experience greater discomfort during their course of work than they do during daytime. The habit of alcoholism among the workers is a significant cause of absenteeism, which is high in the first week of each month. When workers receive their wages, rush to liquor shops and drink to forget their immediate worries. Once include in drink, the habit continuous however the next day leads to absenteeism. From the samples of the workers, about 60% of the workers are debited, other workers in work place due to which they absent themselves in order to escape the creditors. Some may absent because of ill health, family members health and unexpected work etc. Some of them absent because of boredom in doing assigned job. The rate of absenteeism is nearly 8% in Nutrient Company. The normal rate in Indian industry varies from 7% to 30%. The abnormal level is 40% in other regions. Most of the employees facing personal problems. It is also reason for absenteeism. Some of the workers strongly agree that they have cordial relationship with their higher authorities. While in workers above 55 years old, the absenteeism is least because they going to retire in a few months or days. Most of the workers absent because there are having other sources of income i.e., agriculture, business etc.

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SUGGESTIONS
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5.2 SUGGESTIONS
The following are some of the suggestions in order to minimize absenteeism in the company. 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. Since the literacy rate is very lower only few members are the graduates and some of them are illiterates, so that by counseling the workers about their career, income and expenditure, habits and culture. The company so that can reduce absenteeism rate. By providing high wages and allowances based on organizational, financial positions. By providing proper loans in order to satisfy the workers need. The company may reduce the absenteeism rate. Selecting the workers by testing them thoroughly recording their aspirators, value system, and sense of responsibility. Most of the workers have bad habits like drinking alcohol; so personal department has to tell the effects of these habits.

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Selecting the workers who do not have any other sources of income i.e., agriculture and business etc.

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QUESTIONNAIR E

QUESTIONNAIRE
TOPIC : A STUDY ON ABSENTEEISM AMONG WORKMEN IN BISLERI INTERNATIONAL PRIVATE LIMITED Data for Identification
1. Name : : : 2. Department 3. Designation

Questions
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1. Family size of the respondents ( ) a) 2 members b) 3 to 5 members c) 5 to 7 members d) Above 7 members 2. Marital status of Employees ( ) a) Married b) UN Married 3. Educational qualifications ( ) a) Illiterate b) Below 10th c) Technical qualification d) Graduates 4.Years of experience ( ) a) Below 5 years b) 5 to 10 years c) 10 to 20 years d) 20 to 30 years 5. What is the distance between from your house to factory? ( ) a) Below 1 km b) 1 to 5 km c) 5 to 10 km d) Above 10 km 6. You are absent because you have unexpected work ( ) a) Rarely b) Sometimes c) Always d) Never 7. Health is one the reason for youre absent to the duty ( ) a) Rarely b) Some times c) Always d) Never 8. You are absent because of your reaching factory late ( ) a) Rarely b) Some times c) Always d) Never 9. Do you inform to your superior about your absence to the duty ( ) a) Rarely b) Some times c) Always d) Never 10. What are the other problems do you face to attend the duty ( ) a) Sickness b) Personal causes c) Social causes d) Economical causes 11. How do you come to the factory? ( ) a) By Bus b) By Bicycle - 71 -

12.

13.

14.

15.

16.

17.

18. )

c) By Scooter d) on foot Did you addict to any bad habit like ( ) a) Alcohol b) Smoking c) Gambling d) Nothing Do you think absenteeism affects your economic conditions? ( ) a) Yes d) N0 Do you have any creditors at work place? ( ) a) Yes b) No Do you absent because of bad working conditions ( ) a) Yes b) No c) Sometimes Do you absent because of heavy workload ( ) a) Often b) Rarely c) Sometimes d) Never Do you feel that the training programmers on absenteeism are informative and useful? ( ) a) Yes b) No You are satisfied with the safety measures provided by the management. Do you agree? (

a) Strongly agree b) Agree c) Disagree d) Strongly disagree 19. Do you have any other sources of income like? ( ) a) Agriculture b) Business c) Nothing 20. In which shift you are facing more problems to attend the duty ( ) st shift a) 1 b) 2nd shift c) 3rd shift d) General shift 21. Any Suggestions to the Manager & Management Suggestions Manager Management

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BIBLIOGRAPHY

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BIBLIOGRAPHY
The books used in the study are
Personnel Management Personnel Management Reasearch Methodology Memoria Tripathy C.R.Kothari

Websites

www.google.com www.bisleri.com

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INTRODUCTION OF HRM
HUMAN RESOURCE MANAGEMENT: THE CONCEPT: Human Resources reflects a new philosophy, a new outlook approach, and strategy, which views an organizations manpower as it resources and assets, and not as liabilities. Resources are collective means for production, support and defense, as well as a source of strength and aid. Human capital or manpower of a company can be treated as its human resources. In general terms, human resources can be defined as the total knowledge, skills, creative abilities, and talents, attitudes of an organizations workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledges and skills represented by the talents and aptitudes of the employed persons in an organization. Human Resource approach takes into consideration the potentiality and vitality of the people available for the organization. Even in an age of automation as of day, manpower is the most essential and indispensable resource of any organization. In fact, without appropriate human resources, no business or organization can exit and grow. today. This is perhaps the reason why human resources management has become the focus of attention of progressive organization of

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CHARACTERISTICS OF HUMAN RESOURCES: Human resource creates the business and economic institutions and economic activities through its novel and creative ideas. Human resource is the most dynamic resource. The value of human resource increase over the time due to continuous learning process unlike other resources. It is quite difficult to predict the human behaviour. All other resources cannot be made use of with out the competent and committed human resources. HUMAN RESOURCES MANAGEMENT: CONCEPT OF HUMAN RESOURCE MANAGEMENT: The concept of HRM was formally introduced by Leonard Nadler in 1969 in a conference organized by the American Society for Training and development. HRM is mainly concerted with development the skill, knowledge and competencies of people and it is a people oriented concept. HRM can be applied both for the national level and organizational level. The concept of HRM is not yet well conceived by various authors through they have defined the term from their approach as it is of recent origin and skill is in the conceptualizing stage. It is an understanding of the term, i.e., new or rather was new. HRM is not training and development but many personnel managers and organizations view HRM as synonymous to training and development. HRM from organizational point of view is a process in which the employees of organization are helped / motivated to acquire and develop technical, managerial and behavioural knowledge, skills and abilities, and mould - 77 -

the values, beliefs, attitudes necessary to perform present and future roles by realizing the highest human potential with a view to contribute positively to the organizational, group, individual and social goals. FEATURES OF HUMAN RESOURCE MANAGEMENT: 1. HRM is a systematic and planned approach for the development of individual in order to achieve organizational, group and individual goals. 2. HRM is a continuous process for the development of technical managerial, behavioural and conceptual skills and knowledge. 3. HRM develops the skills and knowledge not only at individual level, but also at dyadic level, group level and organizational level. 4. HRM is multidisciplinary. It draws input from engineering, Technology, Psychology, Medicine etc., 5. HRM is embodied with techniques and process. HRM techniques include performance appraisal, training, management development, career planning and development, organizational development, counseling, social and religious programmes, employee involvement workers participation, quality circles etc., SCOPE OF HUMAN RESOURCE MANAGEMENT: Human resource management deals with procurement, development compensation, maintenance and utilization of human resources. HRM deals with development of human resources for efficient utilization these resources in order to achieve the individual, group and organizational goals. Thus the scope of HRM is wider and HRM is part and parcel of HRM. In fact, HRM helps for the efficient management of human resources. The scope of HRM invades into all the function of HRM. The scope of HRM includes: Anthropology, Management, Commerce, Economics,

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1. Recruiting the employees within the dimensions and possibilities for developing the human resources. 2. Selecting those employees having potentialities for development to meet the present and future organizational needs. 3. Analyzing, apprising and developing performance of employees as individual, members of group and organization with a view to develop them by identifying the gaps in skills and knowledge. 4. Train all the employees in acquiring new technical skills and knowledge. 5. Develop the employees in managerial and behavioral skills and knowledge. 6. Planning for employees career and introducing developmental

programmes. Employee learning, through group dynamics, intra and inter team interaction.

7. Employee

learning,

through

job

rotation,

job

enrichment

and

empowerment. 8. Employee learning, through quality circles and the schemes of workers Participation in management. NEED FOR HUMAN RESOURCE MANAGEMENT: All business and individual organizations are dynamic. Infact,

Liberalization, privatization and globalization made the business firms. Future dynamic. In other words, they have been changing continuously in terms of technology type of business, products / services, organizational strength and the like. These changes invariably demand for development of human resources. Changes in the economic policies. - 79 -

 Changing job requirements Organizational viability and transformation process Organizational advances. Organizational complexity Human relations. THE OBJECTIVES OF HRM: 1. To prepare the employee to meet the present and changes in future job requirements. 2. To prevent employee obsolescence. 3. To prepare employee for higher level jobs. 4. To impart new entrants with basic HRM skills and knowledge 5. To aid for total quality management. 6. To promote individual and collective morale, a sense of responsibility, co-operative attitudes and good relationships. 7. To ensure smooth and efficient working of the organization 8. To provide comprehensive framework for HRM 9. To enhance organizational capabilities. THE FUNCTIONS OF HRM INCLUDE: 1. Performance appraisal.

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2. Employee Training 3. Executive development 4. Career Planning and development. 5. Succession Planning and development. 6. Organizational change and organizational development. 7. Involvement in social and religious organizations. 8. Involvement in quality circles. 9. Involvement in workers participation.

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