1. 1 Introduction of the study The problem of Absenteeism in Indian Industries is a complex socio-economic problem for which several factors are involved both Internal and External to the organization. Absenteeism is a very intricate problem for the Industry, which requires a very comprehensive, and integrated approach and which cannot be solved through efforts either by punishments disciplinary measures alone. The Industrial is rather a creation of the social set up. The cure for Absenteeism, therefore, lays not much in a readjustment of man to the social conditions but principally is a readjustment of the social condition to the need of man. The Human Resource Management has definite scientific discipline; has to come forefront in maintaining and control over Absenteeism and Labour Turn Over various studies has been conducted to find out the causes of absenteeism problem which have an effect over labour force of the organization.At the national level, Absenteeism has become a perceptual problem of Indian Industries, there by affecting
Transcript
1. 1 Introduction of the study
The problem of Absenteeism in Indian Industries is a complex socio-economic
problem for which several factors are involved both Internal and External to the
organization.
Absenteeism is a very intricate problem for the Industry, which requires a very
comprehensive, and integrated approach and which cannot be solved through efforts
either by punishments disciplinary measures alone. The Industrial is rather a creation of
the social set up. The cure for Absenteeism, therefore, lays not much in a readjustment of
man to the social conditions but principally is a readjustment of the social condition to the
need of man.
The Human Resource Management has definite scientific discipline; has to come
forefront in maintaining and control over Absenteeism and Labour Turn Over various
studies has been conducted to find out the causes of absenteeism problem which have an
effect over labour force of the organization.At the national level, Absenteeism has
become a perceptual problem of Indian Industries, there by affecting the economy of the
nation from Industrial point of view the administration of Industrial enterprises are called
about this problem.
Absenteeism is a cancerous attitude which must be checked and 30% of the
Labour Court Cases are arising out of this reason. It does not mean the employees should
come to the factory daily without absence but they are eligible to take leave that is being
afforded by the management.The problem of Absenteeism is actually stems up only when
the employees take more number of leave days exceeding their limits and its ultimately
results in loss pay as their total salary deducts.
Absenteeism breads further Absenteeism is stability and frittering away of energy.
Moreover when Absenteeism becomes a habit, there is not only a lowering of morale but
also distinct loss of skill and efficiency. Interest in the occupation is decreased and on
returning to work after his leave, the worker finds it difficult to get started and regain his
old stride. His stability of work performance at high place is affected.
Irregular attendance has become a common phenomenon in heavy Industries and
it is really a very hard task for the management to make out the reason underlying it and
also formulate efficient any effective step so as to have a control over his economic
disorder.
This study is an effort to analyze the causes for the Absenteeism among the employees and try to reduce the problem with the valuable suggestions
1.2 INDUSTRY PROFILE
History
The process of making sugar by evaporation juice from sugarcane developed in
India around 500BC. Sugarcane, a tropical grass, probably originated in New Guinea.
Prehistoric times its culture spread throughout the pacific islands and into India. By
200BC producers in china had begun to grow it too. Westerners learned if sugarcane in
the course of military expeditions into India. Nachos, one of Alexander the Greta’s
commanders, described it as ‘a reed that gives honey without bees’.
Originally, people chewed the cane raw to extract its sweetness. Sugar refining
developed in south Asia, the Middle East and china, where sugar became a staple of
cooking and desserts. Early refining methods involved grinding or pounding the cane in
order to extract the juice, and then boiling down the juice or drying it in the sum to yield
sugary that resembled gravel. The Sandrit word for ‘sugar’ (Sharkara0, also means
‘gravel. Similarly, the Chinese use the term “gravel sugar” (Traditional Chinese) for
table sugar. Sugar later spread to other areas of the world through trade.
Measuring Sugar Content
Dissolved sugar content Scientists use degrees Brix (symbol Bx), introduced by
Antoine Brix, as units of measurement of the mass ratio of dissolved substance to water in
a liquid. A 250 Bx sucrose solution has 25 grams of sucrose sugar per 100 grams of
liquid. Or to put it another way, 25 grams sucrose sugar a d 75 grams of water exist in the
100 grams of solutions.
An infrared Brix sensor measures the vibration frequency of the sugar molecules,
giving Brix degrees measurement. This does not equate, to Brix degrees from a density
of refractive index measurement because it will specifically measure dissolved sugar
concentration instead of all dissolved solids. When using a refract meter, (RDS). One
might spead of a liquid as having 20 Bx RDS. This referws of percentage by weight of
total dried solids and, although not technically the same as Brix degrees through an
infrared method renders an accurate measurement of sucrose content, since sucrose in fact
forms the majority of dried solids. The advent of in-line infrared Brix measurement
sensors has made measuring the amount of dissolved sugar in products economical using
a direct measurement. The usual method of measuring the purity of sugars, i.e.the
sucrose content, is by polarizer-the rotation of plane polarized light by a solution of sugar.
Sugar economics
Historically one of the most widely - traded commodities in the world, sugar
accounts for around 2% of the global dry cargo market. International sugar prices show
great volatility,ranging from around 3 to over 60 cents per pound in the past 50. Of the
world’s 180 odd countries, around 100 produce sugar from beet or cane, a few more
refine raw sugar to produce white sugar, and all countries consume sugar. Consumption
of sugar ranges from around 3 kilometers per person per annum in Ethiopia to around
40kg/person/yr in Belgium. Consumption per capita rises with income per capita until it
reaches a plateau of around 35kg per person per year in middle income countries.
Many countries subsidize sugar-production heavily. The European Union, the
States, Japan and many developing countries subsidize domestic production and maintain
high tariffs on imports. Sugar prices in these countries have often exceeded prices on the
international market by up to three times; today with world market sugar futures prices
currently strong, such prices typically exceed world prices by two times.
Within international trade bodies, especially in the world trade organization the
‘G20’ countries led by Brazil have long argued that because these sugar markets
essentially exculde cane-sugar imports, the G20 sugar-producers receive lower than there
would under free trade. While both the European union and united states maintain trade
agreements whereby certain developing and lee-developed countries (LDCs) can sell
certain quantities of sugar into their markets, free of the usual import tariffs, countries
outside these preferred trade regimes have complained that these.
In 2004, the WTO sided with a group of can-sugar exporting nations (led by
Brazil) and urled the EU Sugar-regime and the accompanying ACP-EU sugar protocol
(whether by a group African, Caribbean, and Pacific countries receive preferential access
to the European sugar market) illegal.
In response to this and to other rulings of the WTO, and owing to internal
pressures on the EU sugar regime, the European Commission proposed on 22 june 2005 a
radical reform of the EU sugar regime, cutting pruces by 39% and eliminating all EU
sugar exports. The African, Caribbean, Pacific and Least developed country sugar -
exports reached with dismay to the EU sugar proposals, arguing for a fairer reform of the
EU regime which would foster development Goals. On 25 November 2005 the council of
the EU agreed to cut EU sugar prices by 36% as from 2009. It now seems (citation
needed) that the U.S sugar program could become the next target for reform.
Small quanities of sugar, especially specially grades of sugar, reach the market as
‘fair trade’ commodities; the fair-trade system produces and sells these products with the
understanding that a larger than-usual fraction of the revenue will support small farmers
in the developing world. However, while the fair-trade foundation offers premium of
USD 60.00 per tones to small program and the ACP sugar protocol offer premiums of
around USD 400.00 per tones above world market prices.
1.2.1 COMPANY PROFILE
The kallakurichi CSM is located at Moongilthurpattu I.I.839, Sankarapuram Taluk
Villupuram District Tamilnadu. The Mill was registered under Tamilnadu Cooperative
Societies Act 1970 on 19.05.1961. The Mills has completed erected and commenced its
trial curshing on 12.02.1967 with initial crushing capacity of 1200 TCD and expanded
capacity from 1200 TCD to 2000 TCD and 2000 TCD to 2500 TCD during the year
1977-78 and 1995-96 respectively. Land area for the mill premises is 50.44 Hectares.
The Kallakurichi Co Op sugar Mills ltd with 2500 TCD capacity in Co-Operative
sector in Sankarapuram Taluk Villupuram Dist., in Tamilnadu. This organization
Certified ISO 9001:2000. The place of construction of the sugar mill is located at the
south bank of River Pennar of Moongilthurapattu Village, Sankarapuram taluk Dist.
History
The plant and machinery was erected and started commercial production from
1967-68 seasons during 1995-1996 the plant was expanded form TCD to 2500 TCD to
2500 TCD. The mill has also installed certain equipment with an ultimate aim of
producing surplus power and to evacuate it to Tamil Nadu electricity Board grid.
One of the non converntional energy source identified for production of power in
the biogases produced in a sugar mills which is the only industry which has not suffered
any set back due to energy crisis, in view, of its own generation of electricity of its
requirement during cursing season. The sugar industry by and large is self sufficient in
and power.
This because sugar industry uses renewable sugar cane crops as the raw material
for production of sugar and simultaneously obtain captive fuel (biogases) of appreciable
calorific value, by introduction of high pressure boiler, with available steam, surplus
power can be gererate through its co genereation plant and evacuate to the Tamil Nadu
electricity Board grid.
The plant and machinery was erected and started commercial production from
1967-68 seasons during 1995-1996 the plant was expanded from 2000 TCD to 2500
TCD. The Mills has also installed certain equipment with an ultimate aim of producing
surplus power and to evacuate it to Tamil Nadu Electricity Board Grid.
One of the non conventional energy source identified for production of power in
the biogases produced in a sugar mills which is the only industry which has not suffered
any set back due to energy, crisis, in view, of its generation of electricity of its
requirement during Crushing season. The sugar industry by and large is self sufficient in
and power.
This because sugar industry uses renewable sugar cane crop as the raw material
for production of sugar and simultaneously obtain captive fuel (Biogases) of appreciable
calorific Value, by introduction of high pressure boiler, with available steam, surplus
power can be gererate through its co generation plant and evacuate to the Tamil Nadu
electricity Board grid. Our Mills Crushing Capacity is 2500 TCD. The capacity of our
plant 5.5 MW with back Pressure Turbin.
THE DETAILS OF EXISTING BOILSERS ARE AS FOLLOWS
1. Binny Boiler
Year of installation : 1995
Capacity : 35 tons/hr
Pressure : 43kg/cm2
Temp of S.H steam : 425 c
2. KCP Boiler (2 No’s)
Year of installation : 1967
Capacity : 16 tons/hr
Pressure : 21kg/cm2
Temp of S.H steam : 340 c
3. KCP Boiler (1 No)
Year of installation : 1977
Capacity : 20 tons/hr
Pressure : 21kg/cm2
Temp of S.H steam : 340 c
FACILITIES AVAILABLE
Canteen Facilities
Parking Facilities
Workers Uniform Facilities
Two Wheeler Parking Facilities
First aid Box Facilities
Provisions Purchase Facilities
Educational of Employees Child Facilities
Housing Facilities
Hospital Facilities
Accident Protect Facilities
STRENGTH OF HUMAN RESOURCESS.NO Department Original
7 Grand Total --- --- --- 267 262 529 157 130 287 109 133 242
2.1 OBJECTIVES OF THE STUDY
Primary Objectives
To study about the Employees Absenteeism at kallakurichi co-op sugarmill
Ltd ,moongilduraipattu
Secondary Objectives
To know the satisfactory level of Employees towards Job, welfare facilities,
working condition, etc.
To Identify the reasons for absenteeism towards Job
To find out the Impacts of absenteeism in the company.
To give suitable suggestions to the Management in the Company in reducing
absenteeism
2.2 NEED OF THE STUDY
The need for study has been recognized for more than one reason we need
a direct contact to get their opinion on above titled project.
Since Absenteeism plays an important and vital role in the company’s
growth, it is necessary to analyze for reducing absenteeism in
organization.
Its helps to achieve organization goal, development career of worker, the
study gives solution to the present and future problem, and it’s to handle
stress, tension, health and conflict.
This study helps to evaluate the workers problem and thereby to know the
workers performance towards their job.
An organization to be successful there has to be reducing the absenteeism
of the workers and its find out the causes of the absenteeism.
The study helps to know the factors that contribute to reduce absenteeism
and its helps to give new ideas and suggestions regarding to reducing
absenteeism.
3.1 REVIEW OF LITERATURE
Earlier studies
Michael R.frone of research Institute of Addictions, state university of New York
at Buffalo made a related study on obesity in absenteeism. He found that obese was
positively related to increased absenteeism. He concluded that the relation mental obesity
to absenteeism was fully mediated by poor physical health.1
Absenteeism in Indian Industry is not a new phenomenon. The Royal Commission
on Labour reported that “High Absenteeism prevails among industrial labour mainly due
to their Rural Orientation.2
American Authors hold the view of that absenteeism is due to the internal
administration of an Organization, According to them, “The work milieu is very
important since a large part of the workers daily is spent there”.3
Ms.Yamini Priya S S, conducted a research on “A Study on Absenteeism at
Ambattur clothing limited”, has found that worker were satisfied with all the facilities
provided by the company best even then they were absent to their job due personal
factors.4
1. Michael R. Frone, journal of workplace behavioral health, volume 22, issue 4 may 2008, pp 65-
79.
2. & 3.Labour bureau, Pocket book of labour statistics, 1981, Simla Page no 225-226
4. Ms.Yamini Priya S S, conducted a research on “A Study on Absenteeism at Ambattur clothing
limited” Anna University.
ABSENTEEISM
Absenteeism has been variously defined by different author. According to
Webster’s dictionary, “Absenteeism is the practice or habit of being an ‘absentee’ , and an
‘absentee’ is one who habitually stays away”. According to the labour bureau, simla.
“Absenteeism is the total man shifts lost because of absences as a percentage of the total
number of man shifts scheduled to work.
In other words it signifies the absence of and employee from work when he is
scheduled to be at work; it is unauthorized, unexplained, avoidable, and willful absence
from work. For calculating the rate of Absenteeism, two facts are taken into
consideration-the number of persons scheduled to work and the number actually present.
A worker who reports for any part of a shift is to be considered present. An employee is
to be considered scheduled to work when the employer has work available and the
employee is aware of it, and when the employer has no reason to expect, well in advance,
that the employee will not be available for work at the specialized time. Any employee
may stay away from work if he has taken leave, to which he is entitled, or on the ground
of sickness or some accident, or without any previous sanction of leave. Thus absence
may be authorized or unauthorized, willful or caused by circumstances beyond one’s
control.
FACTORS ASSOCIATED WITH ABSENTEEISM
Three types of factors
1. Personal factors
2. Organizational factors
3. External factors
PERSONAL FACTORS Personal factors play an important role in the study of absenteeism. This must be
given importance. The Personal factors related to employees behavior and some of the
personal factors are age, length of service, marital status and responsibility, personal
habits, indebtedness, frequency of sickness, etc.
ORGANIZATIONAL FACTORSOrganizational factors have deep influence over absenteeism. Some of the factors
are like degree of strain, working conditions, job dissatisfaction and challenge,
recruitment policy, Induction, placement, hosing, transport, etc.
EXTERNAL FACTORS These factors are external to the company. They are both controllable and
uncontrollable. This factor speaks about employee’s social interest. Some of the external
factors are harvest season, participation in religious functions, festival, climate, etc.
REASONS FOR ABSENTEEISM
Nature of Work
Unsuitable Working Condition
Lack of provision for general welfare inadequate leave facilities
Improper and unrealistic personnel policies
Absence of transport facilities
Reasons due to bonafide emergencies
Social and religious ceremonies
Attraction village life
Alcoholism and gambling habits
Poor control
Medical facilities at the time of accidents
Unsatisfactory jobs.
EFFECTS OF ABSENTEEISM
Normal work flow in the factory is disturbed
Overall production in the factory goes down.
Over time allowance will increase considerably because of higher
Absenteeism
Causal workers may be employed to meet production schedules, such
Workers are not trained properly.
Habitual absentees may be removed from services causing them great.
hardship
MEASURES TO CONTROL ABSENTEEISM
Adoption of a well defined recruitment procedure
Provision of healthful and hygienic working conditions.
Motivation to workers welfare and social measures.
Liberal grant leave.
Provision of reasonable wage and allowance and job security.
Cordial relationship between supervisors and workers.
Development of workers education.
Provision of transport and housing facilities.
As regards measures to be adopted to remedy the situation, the labour investigation committee, 1946 was of the opinion that “proper conditions of work in the factory” adequate wages, protection from accidents leave for rest and recreation constitute the effective means of reducing absenteeism.
The personal management should envisage notification, especially in cases of sickness when the duration of absence is likely to be long and incase of personal and family circumstances.
4.1 RESEARCH METHODOLOGY
This chapter deals with the details adopted for proceeding with the current
research, executed in an organized and systematic way of finding answers to the
questions, after designing a framework or plan for the study for collection and analysis of
data. The study of research methodology gives the necessary training in gathering
material and arranging of card-indexing them, participation in the field work when
required , and also training techniques for the collection of data appropriate to particular
problems, in the use of statistics, questionnaires and controlled experimentation in
recording evidence, sorting it out and interpreting it.
RESEARCH DESIGN
Descriptive research design which are concerned with describing the
characteristics of a particular individual, or of a group through survey method of
questionnaire and observation to collect the data.
SAMPLING DESIGN
Non-Probability method was used for selecting the samples from the population,
stratified random sampling was used as the sampling technique, as all the professionals
of different departments cannot be given an equal chance of being selected as a sample.
SAMPLE SIZE
The sample size is restricted to 50 Workers through the questionnaire method
and it is 13% of Overall Population.
SOURCES OF DATA
Primary data rimary data are those which are collected as a fresh and for the first
time thus happened to be original in character and known as primary data.
Well designed questionnaire
Personal Interview method
Secondary data Secondary data was gathered the secondary sources as below,
Company Websites
Text Books
Internet
Past Records
Tools for data collection
o Questionnaire
o Personal interview
Tools for data analysis
o Percentage analysis
o Chart
o Ranking
4.2 LIMITATION OF THE STUDY
The result of the study depends upon the information furnished by the Workers
categories only. Hence the information provided by them is subjected to personal
bias.
Only samples of 60 Workers were surveyed.
The results of study cannot be generalized for the entire organization, as it is
restricted to lower level employee and middle level employees alone.
The study considers only the situation in Euro Style Exports Limited, Thirupur
and cannot be applied to any industry as a whole.
The perception may vary from time to time.
DATA ANALYSIS AND INTERPRETATION
TABLE No: 5.1
PLACED AT THE RIGHT JOB
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 9 18
2 Agree 27 54
3 Neutral 8 16
4 Disagree 4 8
5 Strongly disagree 2 4
TOTAL 50 100
FIGURES: PLACED AT THE RIGHT JOB
INFERNCE: From the above table it can be inferred 18% strongly agree, and agree 54%,Neutral respondents 16%, Disagree 8%. And strongly disagree 4%.Total respondent50.
TABLE No: 5.2
CURRENT JOB & ROLE GIVEN TO YOU IN ORGANIZATION
SNO SATISFACTIONLEVEL
NO OFRESPONDENTS
PERCENTAGE
1 Highly satisfied 7 14
2 Satisfied 30 60
3 Neutral 10 10
4 DIS Satisfied 2 4
5 HighlyDissatisfied
1 2
TOTAL 50 100
FIGURES: CURRENT JOB & ROLE GIVEN TO YOU IN ORGANIZATION
INFERNCE:From the above table it can be inferred that 60% of the respondents are
satisfied. 10% of the respondents have average satisfied, and 4% of the respondents
have dissatisfied. The highly dissatisfied respondents are 2% only and highly
satisfied are 14%.
TABLE No: 5.3
PRESENT SALARY IS LEADING FOR YOUR ABSENCE
FIGURES: PRESENT SALARY IS LEADING FOR YOUR ABSENCE
INFERNCE: From the above table it can be inferred22% strongly agree, and agree58%,Neutral respondents 14%,.Disagree and Strongly disagree on 4%,2%.Total respondent50.
TABLE No: 5.4
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 11 22
2 Agree 29 58
3 Neutral 7 14
4 Disagree 2 4
5 Strongly disagree 1 2
TOTAL 50 100
WORKING HOURS FOLLOWED BY THE CONCERN
FIGURES: WORKING HOURS FOLLOWED BY THE CONCERN
INFERNCE:From the above table it can be inferred that 64% of the respondents are
satisfied. 10% of the respondents have average satisfied, and 6% of the respondents
have dissatisfied. The highly dissatisfied respondents are 4% only and highly
satisfied are 16%.
TABLE No: 5.5
NSAFE WORKING CONDITIONS
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 2 4
2 Agree 1 2
3 Neutral 5 10
4 Disagree 7 14
5 Strongly disagree 35 70
SNO SATISFACTIONLEVEL
NO OFRESPONDENTS
PERCENTAGE
1 Highly satisfied 8 16
2 Satisfied 32 64
3 Neutral 5 10
4 DIS Satisfied 3 6
5 HighlyDissatisfied
2 4
TOTAL 50 100
TOTAL 50 100
CHART: UNSAFE WORKING CONDITIONS
INFERNCE: From the above table it can be inferred 4% strongly agree, and agree2%,Neutral respondents 10%, Disagree14%. And strongly disagree 70%.Total respondent50.
TABLE No: 5.6
CO-OPERATION IS NOT AVAILABLE AMONG YOUR TEAM MATES
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 1 2
2 Agree 2 4
3 Neutral 6 12
4 Disagree 10 20
5 Strongly disagree 31 62
TOTAL 50 100
FIGURES: CO-OPERATION IS NOT AVAILABLE AMONG YOUR TEAM MATES
INFERNCE: From the above table it can be inferred 2% strongly agree, and agree4%,Neutral respondents 12%, Disagree 20%. And strongly disagree 62%.Total respondent50.
TABLE No: 5.7
UNJUSTIFIED BONUS/INCENTIVES SYSTEM FOLLOWED IN YOUR
ORGANIZATIONAL
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 2 4
2 Agree 1 2
3 Neutral 5 10
4 Disagree 13 26
5 Strongly disagree 29 58
TOTAL 50 100
FIGURES: UNJUSTIFIED BONUS/INCENTIVES SYSTEM FOLLOWED IN
YOUR
ORGANIZATIONAL
INFERNCE: From the above table it can be inferred 4% strongly agree, and agree2%,Neutral respondents 10%, Disagree 26%. And strongly disagree 58%.Total respondent 50.
TABLE No: 5.8
REST HOURS / TIME SATISFACTION
SNO SATISFACTIONLEVEL
NO OFRESPONDENTS
PERCENTAGE
1 Highly satisfied 5 10
2 Satisfied 35 70
3 Neutral 7 14
4 Dissatisfied 1 2
5 Highly 2 4
DissatisfiedTOTAL 50 100
CHART: REST HOURS / TIME SATISFACTION
INFERNCE:From the above table it can be inferred that 70% of the respondents are
satisfied. 14% of the respondents have average satisfied, and 2% of the respondents
have dissatisfied. The highly dissatisfied respondents are 4% only and highly
satisfied are 10%.
TABLE No: 5.9
PROVIDING HYGIENE FOOD ITEMS IN CANTEEN
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 7 14
2 Agree 31 62
3 Neutral 8 16
4 Disagree 2 4
5 Strongly disagree 2 4
TOTAL 50 100
FIGURES: PROVIDING HYGIENE FOOD ITEMS IN CANTEEN
INFERNCE: From the above table it can be inferred 14% strongly agree, and agree 62%,Neutral respondents 16%, Disagree 4%. And strongly disagree 4%.Total respondent50.
TABLE No5.10
OVERTIME WORK SATISFACTION
SNO SATISFACTIONLEVEL
NO OFRESPONDENTS
PERCENTAGE
1 Highly satisfied 11 22
2 Satisfied 28 56
3 Neutral 6 12
4 DIS Satisfied 3 6
5 Highly 2 4
DissatisfiedTOTAL 50 100
FIGURES: OVERTIME WORK SATISFACTION
INFERNCE:From the above table it can be inferred that 56% of the respondents are
satisfied. 12% of the respondents have average satisfied, and 6% of the respondents
have dissatisfied. The highly dissatisfied respondents are 4% only and highly
satisfied are 22%.
TABLE No: 5.11
MEDICAL FACILITIES ARE AVAILABLE AS PER LEGAL PROVISIONS
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 8 16
2 Agree 32 64
3 Neutral 5 10
4 Disagree 2 4
5 Strongly disagree 3 6
TOTAL 50 100
FIGURES: MEDICAL FACILITIES ARE AVAILABLE AS PER LEGAL
PROVISIONS
INFERNCE: From the above table it can be inferred 16% strongly agree, and agree 64%,Neutral respondents 10%, Disagree 4%. And strongly disagree 6%.Total respondent50.
TABLE No: 5.12
OTHER BUSINESS FOR YOUR FURTHER INCOME
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 1 2
2 Agree 3 6
3 Neutral 7 14
4 Disagree 36 76
5 Strongly disagree 3 6
TOTAL 50 100
FIGURES: OTHER BUSINESS FOR YOUR FURTHER INCOME
INFERNCE: From the above table it can be inferred 2% strongly agree, and agree 6%,Neutral respondents 14%, Disagree 76%. And strongly disagree 6%.Total respondent50.
TABLE No: 5.13
FAMILY FUNCTIONS WILL YOU TAKE LEAVE
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 7 14
2 Agree 33 66
3 Neutral 6 12
4 Disagree 2 4
5 Strongly disagree 2 4
TOTAL 50 100
FIGURES: FAMILY FUNCTIONS WILL YOU TAKE LEAVE
INFERNCE: From the above table it can be inferred 14% strongly agree, and agree 66%,Neutral respondents 12%, Disagree 4%. And strongly disagree 4%.Total respondent50.
TABLE No: 5.14
ENT FOR PARTICIPATING FESTIVALS
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 2 4
2 Agree 3 6
3 Neutral 10 20
4 Disagree 29 58
5 Strongly disagree 6 12
TOTAL 50 100
FIGURES: ENT FOR PARTICIPATING FESTIVALS
INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 6%,Neutral respondents 20%, Disagree 58%. And strongly disagree 12%.Total respondent50.
TABLE No: 5.15
ABIT OF DRUGS, LIQUORS, TOXINS LEAD FOR THE ABSENTEEISM
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 3 6
2 Agree 2 4
3 Neutral 5 10
4 Disagree 6 12
5 Strongly disagree 34 68
TOTAL 50 100
FIGURES: ABIT OF DRUGS, LIQUORS, TOXINS LEAD FOR THE ABSENTEEISM
INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 4%,Neutral respondents 10%, Disagree 12%. And strongly disagree 68%.Total respondent50.
TABLE No: 5.16
UNSUITABILITY OF WORK SHIFT TIMING
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 3 6
2 Agree 2 4
3 Neutral 3 6
4 Disagree 32 64
5 Strongly disagree 10 20
TOTAL 50 100
FIGURES: UNSUITABILITY OF WORK SHIFT TIMING
INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 4%,Neutral respondents 6%, Disagree 64%. And strongly disagree 20%.Total respondent50.
TABLE No: 5.17
RAINING PERIOD DID YOU TAKE LEAVE DUE TO THE UNSKILLED TRAINER
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 2 4
2 Agree 2 4
3 Neutral 6 12
4 Disagree 31 62
5 Strongly disagree 9 18
TOTAL 50 100
FIGURES: RAINING PERIOD DID YOU TAKE LEAVE DUE TO THE
UNSKILLED TRAINER
INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 4%,Neutral respondents 12%, Disagree 62%. And strongly disagree 18%.Total respondent50.
TABLE No: 5.18
LAKE OF OPERATING SKILLS IN THE PROCESS
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 2 4
2 Agree 2 4
3 Neutral 5 10
4 Disagree 29 58
5 Strongly disagree 12 24
TOTAL 50 100
FIGURES: LAKE OF OPERATING SKILLS IN THE PROCESS
INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 4%,Neutral respondents 10%, Disagree 58%. And strongly disagree 24%.Total respondent50.
TABLE No: 5.19
THINK INCREASE ABSENTEEISM WILL HAVE THE EFFECT IN EMPLOYEE MORALE
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 3 6
2 Agree 2 4
3 Neutral 6 12
4 Disagree 30 60
5 Strongly disagree 9 18
TOTAL 50 100
FIGURES: THINK INCREASE ABSENTEEISM WILL HAVE THE EFFECT IN EMPLOYEE MORALE
INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 4%,Neutral respondents 12%, Disagree 60%. And strongly disagree 18%.Total respondent50.
TABLE No: 5.20
FAMILY PROBLEMS
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 3 6
2 Agree 4 8
3 Neutral 10 20
4 Disagree 27 54
5 Strongly disagree 6 12
TOTAL 50 100
FIGURES: FAMILY PROBLEMS
INFERNCE: From the above table it can be inferred 6% strongly agree, and agree 8%,Neutral respondents 20%, Disagree 54%. And strongly disagree 12%.Total respondent50.
TABLE No: 5.21
HEALTH PROBLEMS
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 2 4
2 Agree 3 6
3 Neutral 4 8
4 Disagree 29 58
5 Strongly disagree 12 24
TOTAL 50 100
FIGURES: HEALTH PROBLE
INFERNCE: From the above table it can be inferred 4% strongly agree, and agree 6%,Neutral respondents 8%, Disagree 58%. And strongly disagree 24%.Total respondent50.
TABLE No: 5.22
FIRST AID TOOLS AVAILABILITY IN YOUR WORK PLACE
SNO ACCEPT CRITERIA NO OFRESPONDENTS
PERCENTAGE
1 Strongly agree 6 12
2 Agree 35 70
3 Neutral 5 10
4 Disagree 2 4
5 Strongly disagree 2 4
TOTAL 50 100
FIGURES: FIRST AID TOOLS AVAILABILITY IN YOUR WORK PLACE
INFERNCE: From the above table it can be inferred 12% strongly agree, and agree 70%,Neutral respondents 10%, Disagree 4%. And strongly disagree 4%.Total respondent50.
6.1 FINDINGS
Almost 54% of the respondents agreed the right job.
Nearly 60% of the respondents were satisfied with the Current Job.
Almost 58% of the respondents were agreed with their Present Salary.
Mostly 64% of the respondents were satisfied with their Working Hours
Nearly 70% of the respondents were strongly disagreed with the unshaped
working conditions
Mostly 62% of the respondents were strongly disagree with their not available
Co-operation from peers.
58% of the respondents were strongly disagreeing with their Bonus/incentives.
70% of the respondents were satisfied with the Rest Hours/timings.
Almost 62% of the respondents agreed the food items in canteen.
56% of the respondents were satisfied with their Overtime work.
64% of the respondents were agreed with their Medical facilities.
76% of the respondents were disagreed with their other business.
Family functions take leave 66% of the responded agreed.
58% of the respondents were disagreed organization festivals absent for
participating.
68% of the respondents were disagreed habit of drugs, liquors, lead for the
absenteeism
64% of the respondents were disagreed unsuitability of work shift timing
Training period take leave due to the unskilled trainer 62% of the respondent
disagree.
58%of the respondents were disagreed lake of operating skills in the process
More than 60% of the respondent disagree on increase absenteeism will have
the effect in employee morale
54% of the respondents were disagreed with their family problems.
58% of the respondents were disagreed with their health problem.
6.2 SUGGESTIONS
The Employer can consider the Workers experience and Performance before placing
them for right job in order to avoid dissatisfaction.
The Management can give more Bonuses to satisfy the Workers.
The Employer can provide more Rest Hours to the Workers.
The Management may consider giving more employee benefits.
They can arrange more Medical facility to the Workers.
The Management may provide some Advances and Loans to the Workers.
The Management can adopt job rotation method, so that the workers may not feel their
job is Monotonous.
They can encourage the workers through Training and Development programmes.
The Management can conduct the counseling to reduce workers stress.
The Management may give as more Rewards and Awards to the workers.
6.3CONCLUSION
From the Study it is found that absenteeism in Euro style export is normal. Mean
time the company is taking some steps like oral swarming, pay cuts to reduce the
absenteeism. As family problem is the main reason for absenteeism, the company cannot
fully eradicate absenteeism and thus absenteeism remind unsolved problem faced by all
the organization
BIBILIOGRAPHY
BOOKS REFERRED
Gupta C.B, Human Resource Management Sultan Chand & Sons 2003
I sincerely express my deep sense of gratitude to Mr.N.Selvaraj Villupurm District Kallakurichi Co-Operative Suger Mills At Moongilthuripattu. for providing me all facilities and valuable guidance throughout my project work and I would like all the employees in the company who had helped me to complete the project successfully.
I proudly privilege to express my hearty thanks to our college management and my faculty guide Mr.S.SYEDAHAMED MA,MBA,MPHIL, Er.Perumal Manimekalai College of Engineering, Hosur. Who have helped me a lot in completing my project through their constant encouragement and suggestions for her continuous support for me in carring out all my project activities.
My special words of thanks to MR.V.SEKARAN. BE, MBA (HEAD OF THE DEPARTMENT) of MBA department pmc-tech for their support and helping me lot and clearing my doubts in project that completed my project successfully.
My special words of thanks MR.P.VIJAYAKUMAR. for their support and helping me lot that completed my project successfully.
I thank all my faculties in department of management studies for their continuous support for me in carring out all my project activities.
I offer my humble, sincere and grateful thanks to my beloved parents, my sister & friends whom form the never ending source of inspiration to me.
ABSTRACT
The problem of Absenteeism in Indian Industries is a complex socio-economic
problem for which several factors are involved both Internal and External to the
organization.
Absenteeism is a very intricate problem for the Industry, which requires a very
comprehensive, and integrated approach and which cannot be solved through efforts
either by punishments disciplinary measures alone. The Industrial is rather a creation of
the social set up. The cure for Absenteeism, therefore, lays not much in a readjustment of
man to the social conditions but principally is a readjustment of the social condition to the
need of man.
This project is an attempt to study absent among the employees. The
development, progress and prosperity of any organization depend upon labour turnover,
regular attendance of employees in an establishment in a symptom for the proper
functioning of the organization. On account of constant absence of workers in
establishments either on political reasons or otherwise, immerable man-days are lost.
This tells upon the economy of not only the industry but also the nation.
LIST OF TABLES
TABLE NO
TITLESPAGES
NO
4.1 Placed at the Right Job
5.2 Satisfied with the current Job
5.3 Present Salary
5.4 Working Hours
5.5 Working Conditions
5.6 Co-operation is not available among your team mates
5.7Unjustified bonus/incentives system followed in your organizational
5.8 Rest hours / timie satisfaction
5.9 providing hygiene food items in canteen
5.10 Overtime work satisfaction
5.11 Medical Facilities
5.12 Other Business For Your Further Income
5.13 Family functions will you take Leave
5.14 End For Participating Festivals
5.15Abet Of Drugs, Liquors, Toxins Lead For The Absenteeism
5.16 Unsuitability Of Work Shift Timing
5.17Raining Period Did You Take Leave Due To The Unskilled Trainer
5.18 Lake Of Operating Skills In The Process
5.19Think Increase Absenteeism Will Have The Effect In Employee Morale
5.20Family Problems
5.21 Health Problem
5.22 First Aid Tools Availability In Your Work Place
TABLE NO
TITLESPAGES
NO
4.1 Placed at the Right Job
5.2 Satisfied with the current Job
5.3 Present Salary
5.4 Working Hours
5.5 Working Conditions
5.6 Co-operation is not available among your team mates
5.7Unjustified bonus/incentives system followed in your organizational
5.8 Rest hours / time satisfaction
5.9 providing hygiene food items in canteen
5.10 Overtime work satisfaction
5.11 Medical Facilities
5.12 Other Business For Your Further Income
5.13 Family functions will you take Leave
5.14 End For Participating Festivals
5.15Abet Of Drugs, Liquors, Toxins Lead For The Absenteeism
5.16 Unsuitability Of Work Shift Timing
5.17Raining Period Did You Take Leave Due To The Unskilled Trainer
5.18 Lake Of Operating Skills In The Process
5.19Think Increase Absenteeism Will Have The Effect In Employee Morale
5.20Family Problems
5.21 Health Problem
5.22 First Aid Tools Availability In Your Work Place
LIST OF FIGURES
DECLARATION
I, P.VIJAYAKUMAR. hereby declare that the project report, entitled “a study on absenteeism in villupurm district kallakurichico-operative sager mills atmoongilthuripattu”
Submitted to Er.Perumal Manimekalai College of Engineering, Koneripalli-Hosur.
Affiliated to Anna University, Coimbatore. In partial fulfillment of the requirements for
the award of the degree of MASTER OF BUSINESS ADMINISTRATION is a first
hand research work done by me under the guidance of Mr.S.SYEDAHAMED MA,
MBA, MPHIL. Department of Business Administration, Perumal Manimekalai
College of Engineering. Koneripalli-Hosur,. And it has not formed the basis for the
award of any Degree / Diploma / Associate ship / Fellowship or other similar title to any
University.
Date:
Place:
Signature of the student
(P.VIJAYAKUMAR)
“A study on absenteeism in villupurm districtkallakurichiCo-operative suger mills atMoongilthuripattu”
A project report submitted to the ANNA UNIVERSITY COIMBATORE
For the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
SUBMITTED By
P.VIJAYAKUMAR
Reg. No: 098001502058
Under the Supervision and Guidance of
Mr.S.SYEDAHAMED MA, MBA, MPHIL(Lecture)
MASTER OF BUSINESS ADMINISTRATION
ER.PERUMAL MANIMEKALAI COLLEGE OF ENGINEERING
KONERIPALLI, HOSUR-635117September, 2010
BONAFIDE CERTIFICATE
This is to certify that the project report entitled “A STUDY ON ABSENTEEISM IN VILLUPURM DISTRICT KALLAKURICHI CO-OPERATIVE SUGER MILLS, AT MOONGILTHURIPATTU” Submitted to the Anna University Coimbatore in partial fulfillment of the requirements for the award of the Degree of MASTER OFADMINISTRSTION is a record of original research work done by P.VIJAYAKUMAR During the period july 2010 to August 2010 of his study in the MBA DEPARTMENT Er. PERUMAL MANIMEKALAI COLLEGE OF ENGINEERING HOSUR – 635109 under the supervision and guidance of Mr.S.SYEDAHAMED MA, MBA M.Phill and the training report has not formed the basis for the award of any Degree / Diploma / Associate ship / Fellowship or other similar or other similar title to any candidate of any University.
