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“Absenteeism of Employees”at
Agron Remedies Private Limited
(DISSERTATIO REPORT S!"#ITTED TO$ARDS
PARTIAL %!L%ILL#ET O% POST &RAD!ATE
DIPLO#A I #AA&E#ET'
ollege
Logo
(Approved by AITE) &ovt* of India'
AADE#I SESSIO
++++,++++
!nder t-e g.idan/e of0 S.bmitted "y0
OLLE&E ADDRESS
ERTI%IATE %RO# T1E %A!LT2 &!IDE
T-is is to /ertify t-at t-e pro3e/t 4or5 entitled “ORPORATE SOIAL
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RESPOSI"ILIT2 I E#ER&I& #AR6ETS”) is a bonafide 4or5 /arried o.t by
#s*2O!R A#E) a /andidate for t-e P&D# (7889,78:8' of OLLE&E A#E) approved
by AITE .nder my g.idan/e and dire/tion*
Signat.re of t-e &.ide
2O!R S!PER;ISOR A#E
PRE%AE
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T-ere is a famo.s saying “T-e t-eory 4it-o.t pra/ti/al is lame and pra/ti/al 4it-o.t t-eory is blind*”
Absenteeism is a serio.s 4or5pla/e problem and an e+pensive o//.rren/e for bot- employers and
employees seemingly .npredi/table in nat.re*1.man reso.r/e is an important part of any b.siness and
managing t-em is an important tas5*
O.r instit.tion -as /ome for4ard 4it- t-e opport.nity to bridge t-e gap by imparting modern s/ientifi/
management prin/iple .nderlying t-e /on/ept of t-e f.t.re prospe/tive managers*
To t-e emp-asis on pra/ti/al aspe/t of management ed./ation t-e fa/.lty of OLLE&E A#E -as 4it-
a modern system of pra/ti/al training of rep.te and follo4ing management te/-ni
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A6O$LED&E#ET
“A/5no4ledgement is an art) one /an 4rite glib stan=as 4it-o.t meaning a 4ord) on t-e ot-er -and one
/an ma5e a simple e+pression of gratit.de”
I ta5e t-e opport.nity to e+press my gratit.de to all of t-em 4-o in some or ot-er 4ay -elped me to
a//omplis- t-is /-allenging pro3e/t in Agron Remedies PrivateLimited) 6as-ip.r (#oradabad'* o
amo.nt of 4ritten e+pression is s.ffi/ient to s-o4 my deepest sense of gratit.de to t-em*
I am e+tremely t-an5f.l and pay my gratit.de to o.r &!IDAE A#E and my fa/.lty g.ide
&!IDAE A#E OLLE&E A#E for t-eir val.able g.idan/e and s.pport on /ompletion of t-is
pro3e/t in its presently*
I am very t-an5f.l A#E (1R #anager' for t-eir everlasting s.pport and g.idan/e on t-e gro.nd of
4-i/- I -ave a/
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Table of ontents
1APTER ,:0 A"O!T O#PA2***********************************************************************************:
:*: O#PA2 PRO%ILE ************************************************************************************* 7
:*7 RESEAR1 > DE;ELOP#ET **************************************************************** ?
:*@ OT1ER I%OR#ATIO******************************************************************************
1APTER ,70 RESEAR1 #ET1ODOLO&2***********************************************************B
7*: RESEAR1 #ET1ODOLO&2 ********************************************************************** 9
7*7 LITERAT!ER RE;IE$********************************************************************************** C
1APTER, @0 ITROD!TIO*************************************************************************************::
@*: REASOS TO 1OOSE T1E PROET****************************************************** :7
@*7 A"SETEEIS#********************************************************************************************* :@
@*@ #EAS!RE#ET O% A"SETEEIS#********************************************************* :
@*? PE!LIAR %EAT!RES O% A"SETEEIS#*********************************************** :B
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@* A!SES O% A"SETEEIS# *********************************************************************** :9
@* E%%ETS O% A"SETEEIS# O ID!STRIAL PRO&RESS******************* 78
@*B AAL2SIS O% A!SES******************************************************************************* 7:
@*9 A"SETEEIS# , T2PES > T1EIR OTROL ****************************************** 77
@*C &!IDELIES > #EAS!RES %OR OTROL O% A"STEEIS# ************ 79
@*:8 T1E "RAD%ORD %ATOR > A"SETEEIS# ****************************************** @@
1APTER,?0 AAL2SIS > ITERPRETATIO*********************************************************@B
1APTER, OL!SIO) S!&&ESTIOS > LI#ITATIO *******************************?@
"I"LIO&RAP12 ************************************************************************************************************?B
AEF!RE *********************************************************************************************************************?9
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1APTER ,:
A"O!T O#PA2
1.1 COMPANY PROFILE
Agron Remedies is a 4ell establis-ed ISO C88:07888 ertified ompany of P-arma/e.ti/al%orm.lation
sin/e :C9) -aving a state of t-e art man.fa/t.ring plant*
At present t-ey are man.fa/t.ring .n/oated Tablets) S.gar and %ilm /oated Tablets) aps.les) "etala/t.m
aps.les) Dry Syr.p and Li
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ompany Type 0 Ind.stry "est
o* of Employees 0 :88
Se/tor 0 Private
1.2 RESEARCH & DEVELOPMENT
Agron Remedies Private Limited -as reinfor/ed its fo/.s on R>D and -as s.bstantially s/aled .p on its
investments to b.ild its /apabilities in all t-e areas of generi/ resear/- as a s-ort to medi.m term strategy*
&eneri/ dr.g development en/ompasses bot- small and large mole/.les* Agron Remedies Private Limited
strongly believes t-at t-ere are attra/tive opport.nities in t-e -ig-ly /ompetitive global generi/ spa/e) not
only in vanilla generi/s b.t also in val.e added and diffi/.lt to develop /omple+ generi/s* T-e b.siness
fo/.s is ba/5ed 4it- t-e b.ilding .p of /aptive man.fa/t.ring operations and of /omplying 4it- t-e
reg.latory standards of t-e advan/ed mar5ets* %o/.s on t-e generi/s b.siness strategy 4ill provide t-e
/ompany 4it- a s.stainable model to move .p t-e val.e *
Agron Remedies Private Limited generi/ dr.g development meets t-e speed and
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1.3 OTHER INFORMATION
J DEPART#ETS
:' Distrib.tion Department
7' %inan/e Department
@' 1*R Department
?' Sales and Administration department along 4it- #ar5eting > Sales*
J RER!IT#ET AD IETI;E POLI2
Re/r.itment in t-e /ompany is done by department -eads of respe/tive department and final re/r.itment
done by 1ono.rable dire/tor #o-it Aggar4al*
In sales) in/entive based on performan/e, 4it- overall a/-ievement of target) vol.me 4ise and .nit 4ise*
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1APTER ,7
RESEARCH METHODOLOGY
7*: RESEAR1 #ET1ODOLO&2
T-e resear/- reveals t-at one of t-e ma3or problems is absenteeism in o.r ind.stry* Absenteeism -inders
planning) prod./tion) effi/ien/y and f.n/tioning of t-e organisation* In fa/t -ig- rates of absenteeism
affe/t an organisation state of -ealt- and also s.pervisory and managerial effe/tiveness*
1) OBJECTIVES OF RESEARCH
i* To identify t-e rate of absenteeism of “4or5er”*
ii* To identify t-e /a.ses of absenteeism*
iii* To s.ggest any meas.res to red./e t-e rate of absenteeism
2) Sampl Sl!"#$% A% S#'
T-e pop.lation for t-e st.dy /omprised of absentees for /.rrent year) t-e total sample 8 4or5ers*
3) Da" C$ll!"#$% A% S"a"#("#!al T$$l(
T-e so.r/es of data for t-e p.rpose of st.dy 4ere bot- primary and se/ondary*
Primary data 4as /olle/ted t-ro.g-
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2.2 LITERATER REVIE*
:* Ernest "* A5yeampong -as 4ritten a resear/- paper Trends and seasonality in Absenteeism* In t-is paper t-e a.t-or fo/.s on t-at at 4-i/- time period t-e employees are more absent*
In t-is paper -e said t-at illness,related absen/es are -ig-ly seasonal) rea/-ing a pea5 d.ring t-e 4inter
mont-s (De/ember to %ebr.ary' and a tro.g- d.ring t-e s.mmer (.ne to A.g.st'* T-e -ig- in/iden/e in
4inter is li5ely related to t-e prevalen/e of/omm.ni/able diseases at t-at time) espe/ially /olds and
infl.en=a*
T-e lo4 in/iden/e d.ring t-e s.mmer may be partly be/a.se many employees ta5e t-eir va/ation d.ring
t-ese mont-s* "e/a.se of s.rvey design) t-ose 4-o fall ill d.ring va/ation 4ill li5elyreport Kva/ation‟
rat-er t-an Ksi/5ness or disability as t-e main reason for being a4ay from 4or5*ompared 4it- t-e‟
ann.al average) part,4ee5 absen/es are ro.g-ly @8H more prevalent in t-e 4inter mont-s and almost
78H less so d.ring t-e s.mmer mont-s*
Seasonality is m./- less evident in f.ll,4ee5 absen/es*
7* #aria3os Romero and 2o.ng,S.n Lee -as 4ritten a resear/- paper A ational Portrait of -roni/
Absenteeism in t-e Early &rades* In t-is paper -e fo/.sed on t-e follo4ing points0
(i' 1o4 4idespread is t-e Problem of Early AbsenteeismM
(ii' Does %amily In/omesImpa/t Early AbsenteeismM
(iii' $-at is t-e Impa/t of Early Absenteeism on A/ademi/ A/-ievementM
@* #orten ordberg and 6n.t RNed -as 4ritten a resear/- paper Absenteeism)1ealt- Ins.ran/e) and
".siness y/les* In t-is -e 4ants to eval.ate -o4 t-e e/onomi/ environment affe/ts 4or5er absenteeism
and -e also isolate t-e /a.sal effe/ts of b.siness /y/le developments on 4or5,res.mption prospe/ts forongoing absen/e spells) by /onditioning on t-e state of t-e b.siness /y/le at t-e moment of entry into
si/5ness absen/e*
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T-e a.t-or finds t-at
(i' T-at b.siness /y/le improvements yield lo4er 4or5,res.mption rates for persons 4-o are absent) and
-ig-er relapse rates for persons 4-o -ave already res.med 4or5*
(ii' T-at absen/e sometimes represents a -ealt- investment) in t-e sense t-at longer absen/e Kno4‟
red./es t-e s.bse
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1APTER, @
INTRODCTION
@*: REASOS TO 1OOSE T1E PROET
In my P&D# I -ad st.died a s.b3e/t Ind.strial Relation* In t-is s.b3e/t I st.died abo.t Absenteeism*
After st.dying t-is topi/ I 4ant to gain some pra/ti/al 5no4ledge on t-is and try to find o.t t-e /a.ses of
Absenteeism* Initially it appeared to me
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#aybe even 4orse t-an absenteeism) it is obvio.s t-at people s./- as malingerers and t-ose .n4illing to
play t-eir part in t-e 4or5pla/e /an also -ave a de/idedly negative impa/t* S./- team members need
individ.al attention from frontline s.pervisors and management*
Indeed) as prevention is better t-an /.re) 4-ere s./- a problem o//.rs) it is al4ays important to revie4
re/r.itment pro/ed.res to identify -o4 s./- individ.als /ame to be employed in t-e first pla/e*
%or any b.siness o4ner or manager) to /.re e+/essive absenteeism) it is essential to find and t-en
eliminate t-e /a.ses of dis/ontent among team members*
If t-ey find t-eir s.pervisor or 3ob .npleasant , really .npleasant , t-ey loo5 for legitimate e+/.ses to stay
-ome and find t-em 4it- t-ings s./- as .pset stoma/-s or splitting -eada/-es*
Any effe/tive absentee /ontrol program -as to lo/ate t-e /a.ses of dis/ontent and modify t-ose /a.ses or
eliminate t-em entirely* In ot-er 4ords) if 4e deal 4it- t-e real reasons team members stay -ome it /an
be/ome .nne/essary for t -em to stay Any investigation into absenteeism needs to loo5 at t-e real reasons
for it* Sometimes team members /all in si/5 4-en t-ey really do not 4ant to go to 4or5*
T-ey 4o.ld not /all yo. .p and say) “I m not /oming in today be/a.se my s.pervisor ab.ses me*”‟
Or) “I m not /oming in today be/a.se my /-air is .n/omfortable*” Or) “I m not /oming in today be/a.se‟ ‟
t-e bat-rooms are so filt-y it ma5es me si/5 to 4al5 into T-ere are a fe4 essential
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red./eit*of/o.rseyo.reyo.r s.pervisors -ave made no efforts to get to 5no4 t-e team members in t-eir
respe/tive departments) t-ey may not be able to provide reasons*
1o4ever) 3.st t-e a/t of
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b' Absenteeism is generally -ig- 4or5ers belo4 7 years of age and t-ose above ?8* “T-e yo.nger
employees are not reg.lar and p.n/t.al”* Pres.mably be/a.se of t-e employment of a large no* of ne4
/omers among t-e yo.nger age gro.ps) 4-ile t-e older people are not able to 4it-stand t-e stren.o.s
nat.re of t-e 4or5*
/' T-e per/entage of absenteeism is -ig-er in t-e nig-t s-ift t-an in t-e day s-ift* T-is is so be/a.se
4or5ers in t-e nig-t s-ift e+perien/e great dis/omfort and .neasiness in t-e /o.rse of t-eir 4or5 t-an t-ey
do d.ring day time*
d' Absenteeism in India is seasonal in /-ara/ter* It is t-e -ig-est d.ring #ar/-,April,#ay) 4-en land -as
to be prepared for monsoon) so4ing and also in -arvest season (Sept,O/t' 4-en t-e rate goes as -ig- as
?8H*
3.+ CASES OF ABSENTEEISM
T-e Royal ommission Labo.r observed t-at -ig- absenteeism among Indian labo.r is d.e to r.ral
orientation and t-eir fre
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?' ID!STRIAL %ATI&!E
Lo4 4ages /ompel a 4or5er to see5 some part time 3ob to earn some side in/ome* T-is often res.lt
in/onstant fatig.e) 4-i/- /ompels to remain absent for ne+t day*
' !1EALT2 $OR6I& ODITIO
Irritating and intolerable 4or5ing /onditions e+ist in a fa/tory* 1eat) moist.re) noise) vibration) bad
lig-ting) d.st f.mes and over/ro4ding all t-ese affe/t t-e 4or5ers -ealt- /a.sing -im to remain absent
from 4or5 a long time*
' A"SEE O% ADEG!ATE $EL%ARE ATI;ITIES
1ig- rate absenteeism is also d.e to la/5 of ade
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egligen/e on part of t-e employee to provide leave fa/ility /ompel t-e 4or5er to fall ba/5 on ESI leave*
T-ey are entitled to 8 days leave on -alf on pay* Instead of going 4it-o.t pay t-e 4or5er avail t-em of
ESI fa/ility*
@* E%%ETS O% A"SETEEIS# O
ID!STRIAL PRO&RESS
It is
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In abo.t @8H /ases) t-e 4or5ers remain absent be/a.se t-ere is no -o.sing fa/ilities and t-e 4or5ers stay
alone and great distan/e from fa/tory*
?' SI6ESS AD AIDET
In 78H /ase t-e 4or5ers remain absent d.e to ill -ealt- and disease and in :H /ases 4or5ers remain
absent d.e to a//ident*
' TRASPORTATIO
#ost of t-e 4or5ers -ave to travel long distan/e to rea/- t-e 4or5 pla/e * #ost of t-e 4or5ers are not
satisfied 4it- transport fa/ilities*
' $EL%ARE %AILITES
In :@H /ases) t-e 4or5ers are not satisfied 4it- 4elfare fa/ilities*
B' $OR6I& ODITIOS
In 7:H /ases) t-e 4or5ers feel t-at t-ere is not good 4or5ing /ondition) be/a.se t-ey 4or5 in standing
position 4-i/- /a.ses to remain absen/e for rela+ation*
9' #AA&E#ET S2STE#
ear abo.t @?H people are dissatisfied 4it- management system be/a.se t-ey feel t-at t-eir 4or5 is not
being re/ognised and promotions are biased*
@*9 A"SETEEIS# , T2PES > T1EIR OTROL
T-ere are t4o types of absenteeism) ea/- of 4-i/- re
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7* !LPA"LE A"SETEEIS#
.lpable absenteeism refers to employees 4-o are absent 4it-o.t a.t-ori=ation for reasons 4-i/- are
4it-in t-eir /ontrol* %or instan/e) an employee 4-o is on si/5 leave even t-o.g- -es-e is not si/5) and it
/an be proven t-at t-e employee 4as not si/5) is g.ilty of /.lpable absenteeism* To be /.lpable is to be
blame4ort-y* In a labo.r relations /onte+t t-is means t-at progressive dis/ipline /an be applied*
%or t-e large ma3ority of employees) absenteeism is legitimate) inno/ent absenteeism 4-i/- o//.rs
infre
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Pres.ming yo. -ave /omm.ni/ated attendan/e e+pe/tations generally and -ave already identified an
employee as a problem) yo. 4ill -ave met 4it- -im or -er as part of yo.r attendan/e program and yo.
s-o.ld no4 /ontin.e to monitor t-e effe/t of t-ese efforts on -is or -er attendan/e*
If t-e absen/es are intermittent) meet 4it- t-e employee ea/- time -es-e ret.rns to 4or5* If absen/e is
prolonged) 5eep in to./- 4it- t-e employee reg.larly and stay .pdated on t-e stat.s of -is-er /ondition*
(Indi/ate yo.r 4illingness to assist*'
2o. may re
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?* Dis/-arge
Only 4-en all t-e previo.sly noted needs and /onditions -ave been met and everyt-ing -as been done to
a//ommodate t-e employee /an termination be /onsidered* An Arbitrator 4o.ld /onsider t-e follo4ing in
r.ling on an inno/ent absenteeism dismissal /ase*
a' 1as t-e employee done everyt-ing possible to regain t-eir -ealt- and ret .rn to 4or5M
b' 1as t-e employer provided every assistan/e possibleM (i*e* /o.nselling) s.pport) time off*'
/' 1as t-e employer informed t-e employee of t-e .n4or5able sit.ation res.lting from t-eir si/5nessM
d' 1as t-e employer attempted to a//ommodate t-e employee by offering a more s.itable position (if
available' or a red./tion of -o.rsM
e' 1as eno.g- time elapsed to allo4 for every possible /-an/e of re/overyM
f' 1as t-e employer treated t-e employee pre3.di/ially in any 4ayM
As is evident) a great deal of time and effort m.st elapse before dismissal /an ta5e T-ese points 4o.ld be
.sed to s.bstantiate or disprove t-e follo4ing t4o fold test*
:* T-e absen/es m.st be s-o4n to be /learly e+/essive*
7* It m.st be proven t-at t-e employee 4ill be .nable to attend 4or5 on a reg.lar basis in t-e f.t.re*
ORRETI;E ATIO %OR !LPA"LE A"SETEEIS#
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As already indi/ated) /.lpable absenteeism /onsists of absen/es 4-ere it /an be demonstrated t-at t-e
employee is not a/t.ally ill and is able to improve -is-er attendan/e*
Pres.ming yo. -ave /omm.ni/ated attendan/e e+pe/tations generally) -ave identified t-e employee as a
problem) -ave met 4it- -im-er as part of yo.r attendan/e program) made yo.r /on/erns on -is spe/ifi/
absenteeism 5no4n and -ave offered /o.nselling as appropriate) 4it- no improvement despite yo.r
positive efforts) dis/iplinary pro/ed.res may be appropriate*
T-e pro/ed.res for /orre/tiveprogressive dis/ipline for /.lpable absenteeism are generally t-e same as
for ot-er progressive dis/ipline problems* T-e dis/ipline s-o.ld not be pre3.di/ial in any 4ay* T-e
general pro/ed.re is as follo4s0
:* Initial $arning(s'
7* $ritten $arning(s'
@* S.spension(s'
?* Dis/-arge
:* ;erbal $arning
%ormally meet 4it- t-e employee and e+plain t-at in/ome prote/tion is to be .sed only 4-en an
employee is legitimately ill* Advi/e t-e employee t-at -is-er attendan/e re/ord m.st improve and be
maintained at an improved level or f.rt-er dis/iplinary a/tion 4ill res.lt* Offer any /o.nselling or
g.idan/e as is appropriate*
&ive f.rt-er verbal 4arnings as re
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Intervie4 t-e employee again* S-o4 -im-er t-e statisti/s and point o.t t-at t-ere as been no
noti/eable (or s.ffi/ient' improvement* Listen to t-e employee to see if t-ere is a valid reason and
offer any assistan/e yo. /an* If no satisfa/tory e+planation is given) advise t-e employee t-at -es-e
4ill be given a 4ritten 4arning* "e spe/ifi/ in yo.r dis/.ssion 4it- -im-er and in t-e /o.nselling
memorand.m as to t-e type of a/tion to be ta5en and 4-en it 4ill be ta5en if t-e re/ord does not
improve* As soon as possible after t-is meeting provide t-e employee personally 4it- t-e 4ritten4arning and pla/e a /opy of -is-er file* T-e 4ritten 4arning s-o.ld identify any noti/eable pattern If
t-e amo.nt andor pattern /ontin.es) t-e ne+t step in progressive dis/ipline may be a se/ond) stronger
4ritten 4arning* 2o.r de/ision to provide a se/ond 4ritten 4arning as an alternative to pro/eeding to
a -ig-er level of dis/ipline (i*e* s.spension' 4ill depend on a n.mber of fa/tors* S./- fa/tors are) t-e
severity o f t-e problem) t-e /redibility of t-e employees e+planations) t-e employees general 4or5
performan/e and lengt- of servi/e** S.spension (only after /ons.ltation 4it- t-e appropriate
s.periors'
If t-e problem of /.lpable absenteeism persists) follo4ing t-e ne+t intervie4 period and immediately
follo4ing an absen/e) t-e employee s-o.ld be intervie4ed and advised t-at -es-e is to be s.spended*
T-e lengt- of t-e s.spension 4ill depend again on t-e severity of t-e problem) t-e /redibility of t-eemployee s e+planation) t-e employees general 4or5 performan/e and lengt- of servi/e* S.bse
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Absenteeism poli/ies vary in effe/tiveness* #ost ineffe/tive poli/ies I -ave revie4ed -ave a /ommon
denominator0 T-ey allo4 Ue+/.sedU absen/es) 4-ereas t-ose t-at do 4or5 are Uno fa.ltU poli/ies*
G* $-ere and 4-en is e+/essive absenteeism o//.rringM
.mero.s st.dies -ave /on/l.ded t-at .nder trained s.pervisors is one of t-e main /a.ses of
absenteeism* T-erefore) any /ompany e+perien/ing absente eism of greater t-an @ per/ent s-o.ld
/onsider s.pervisors as a potential /ontrib.tor to t-e problem*
&iven t-at t-is may be t-e /ase) yo. first s-o.ld /-e/5 t-e per/entage of employee absenteeism by
s.pervisor to see if it is /on/entrated aro.nd one or t4o s.pervisors* If it is) yo.ve beg.n to .n/over t-e
obvio.s,,.ndertrained s.pervisors* If) -o4ever) yo.r resear/- reveals t-at t-e rate of absenteeism is
almost e
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T-e sele/tion of employees on t-e basis of /ommand) ling.isti/ and family /onsideration s-o.ld be
avoided* T-e management s-o.ld loo5 for aptit .de and ability in t-e prospe/tive employees and s-o.ld
not easily yield or press.re of personal li5es and disli5es* Appli/ation blan5s s-o.ld invariably be .sed
for a preliminary sele/tion and tools for intervie4s* T-e personal offi/er s-o.ld play more effe/tive role
as /oordinator of information) provided t-at -e -as a/
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s-o.ld be avoided only t-e essential ones s-o.ld be p.t on t-e boards) 4-i/- s-o.ld be pla/ed near t-e
entran/e inside t-e /anteen and in areas 4-i/- are fre
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a' A responsible) /ommitted and dis/iplines operative*
b' A4are of -is rig-ts and obligations*
/' Lead a /alm) /lean and -ealt- life) based on a firm et-i/al fo.ndation*
d' A responsible and alter /iti=en*
1APTER,?
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AAL2SIS > ITERPRETATIO
G* %or -o4 many years yo. are 4or5ing 4it- A&RO RE#EDIES Pvt* Ltd*M
8H
8H
?8H
@8H
78H
:8H
8H
8,7 2ears 7, 2ears ,:8 2ears V:8 2ears 4or5er
Interpretation It /an be seen t-at H of t-e 4or5ers at A&RO RE#EDIES Pvt* Ltd* are 4or5ing for
more t-an :8 years 4-ereas @H are 4or5ing for more t-an yrs*
G* 1o4 often yo. remain absent in a mont-M
no of absents in a
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mont-
nil on/e t4i/e Vt4i/e
Interpretation, It /an be seen t-at CH of t-e 4or5ers do not remain absent*
G* A//ording to yo. 4-at are t-e main reasons for employees absentM
reason for being
absent
stress personal prob
Interpretation, A//ording to CH 4or5ers) personal problem is t-e reason for being
absent* ?H t-in5 t-at stress /an also be t-e reason*
G* 2o.r vie4s regarding present Absenteeism Poli/y of A&RO RE#EDIES Pvt*
vie4s regarding
absenteeism poli/y
e+/ellent good fair poor
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Interpretation, It /an be seen t-at BH 4or5ers rate t-e present absenteeism poli/y
as good 4-ereas 77H rate it as e+/ellent*
G* Are yo. /lear abo.t yo.r 4or5 3ob responsibilitiesM
/larity regarding 4or5
4ell
/lear
good fairly
/lear
dont
5no4
Interpretation, It /an be seen t-at C?H of t-e 4or5ers at A&RO RE#EDIES Pvt*
Ltd* are /lear regarding t-eir 4or5 responsibilities*
G* Are yo. satisfied 4it- yo.r 4or5M
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satisfa/tion regarding
4or5
4ell
satisfied
good fair not
satisfied
Interpretation, 97H of t-e 4or5ers are f.lly satisfied 4it- t-eir 4or5 4-ereas :H
4or5ers t-in5 t-eir 4or5 as good*
G* ;ie4s regarding 4or5ing environment of A&RO RE#EDIES Pvt* Ltd*M
vie4s regarding 4or5ing
env*
e+/ellent good fair poor
Interpretation, 97H 4or5ers feel t-at t-e 4or5ing environment at A&RO
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RE#EDIES Pvt* Ltd*is good > :?H feel it as e+/ellent
G* 2o.r relations 4it- yo.r s.periorsM
relations 4it- s.periors
e+/ellent good fair poor
Interpretation, BH 4or5ers -ave good relations 4it- t-e s.periors 4-ereas 77H
-ave e+/ellent relations 4it- t-e s.periors*
G* 2o.rs s.periors be-avio.r to4ards yo.r problemM
8H
8H
?8H
@8H
78H
:8H
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8H
s.periors be-avio.r
to4ards yo.r problems
e+/ellent good fair poor
Interpretation, ?7H 4or5ers t-in5 t-at t-eir s.perior s be-avio.r to4ard t-eir‟
problems is e+/ellent > H 4or5ers /onsider it as good*
G* 2o.rs vie4s regarding fa/ilities provided A&RO RE#EDIES Pvt* Ltd*M
fa/ilities provided at
ompany
e+/ellent good fair poor
Interpretation 9H 4or5ers /onsider t-at fa/ilities provided to t-em are good
4-ereas :8H /onsider t-em as e+/ellent*
1APTER,
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OL!SIO)
S!&&ESTIOS
>
LI#ITATIO
OL!SIO
%inding and analysis reveals t-e follo4ing /on/l.sion
:' Almost H of t-e 4or5ers at A&RO RE#EDIES Pvt* Ltd* are 4or5ing for
more t-an :8 years 4-ereas @H are 4or5ing for more t-an yrs*
7' Almost CH of t-e 4or5ers do not remain absent*
@' A//ording to CH 4or5ers) personal problem is t-e reason for being absent*
?H t-in5 t-at stress /an also be t-e reason*
?' Almost BH 4or5ers rate t-e present absenteeism poli/y as good 4-ereas
77H rate it as e+/ellent*
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' Almost C?H of t-e 4or5ers at A&RO RE#EDIES Pvt* Ltd* are /lear
regarding t-eir 4or5 responsibilities*
' 97H of t-e 4or5ers are f.lly satisfied 4it- t-eir 4or5 4-ereas :H 4or5ers
t-in5 t-eir 4or5 as good*
B' B H 4or5ers -ave good relations 4it- t-e s.periors 4-ereas 77H -ave
e+/ellent relations 4it- t-e s.periors*
9' ?7H 4or5ers t-in5 t-at t-eir s.perior s be-avio.r to4ards t-eir problems is‟
e+/ellent > H 4or5ers /onsider it as good*
S!&&ESTIOS AD REO##EDATIOS
Absenteeism is a serio.s problem for management be/a.se it involves -eavy
additional e+penses* T-e management s-o.ld ta5e t-e follo4ing meas.res to red./e
t-e rate of absenteeism0,
:' Provide In/entives, An in/entive provides an employee 4it- a boost to t-eir
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motivation and avoid .nne/essary absenteeism* In/entives li5e t4o -o.rs of
bon.s pay for every mont- of perfe/t attendan/e /an improve a lot*
7' Employee Assistan/e Program, If yo. /onfront an employee abo.t -is or -er
fre
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environment of an organi=ation) t-ereby providing a first-and pra/ti/al e+perien/e*
In t-is pro3e/t 4-ile identifying t-e reasons of absenteeism of t-e 4or5ers of
A&RO RE#EDIES Pvt* Ltd*) 6as-ip.r (#oradabad' I got an opport.nity to
intera/t 4it- 4or5ers to observe t-eir be-avio.r and attit.de*
In t-e end I 4o.ld on/e again li5e to t-an5 t-e people of A&RO RE#EDIES Pvt*
Ltd* 4-o -elped me in a//omplis-ing t-is pro3e/t and boosting my morale by
appre/iating and re/ogni=ing my efforts*
LI#ITATIO O% T1E ST!D2
T-ere are some limitations for resear/- 4-i/- are as follo4s0,
a' As it 4as not possible to visit ea/- department t-e tr.e pi/t.re of 4or5ing
/ondition /o.ld not be 3.dged*
b' T-e 4or5ers 4ere b.sy 4it- t-eir 4or5 t-erefore t-ey /o.ld not give eno.g-
time for t-e intervie4*
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/' T-e personal biases of t-e respondents mig-t -ave entered into t-eir response*
d' Some of t-e respondents give no ans4er to t-e
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a* Ernest "* A5yeampong) Trends and seasonality in Absenteeism*
b* #aria3os Romero and 2o.ng,S.n Lee) A ational Portrait of -roni/
Absenteeism in t-e Early &rades*
/* #orten ordberg and 6n.t RNed) Absenteeism) 1ealt- Ins.ran/e) and
".siness y/les*
@* $eb Sites
a* 444*agronremedies*/om
b* 444*-rglossories*/om
/* 444*-r,g.ide*/om
AEF!RE
G!ESTIOAIRE
Personal Information
ame (Optional' *********************************************************************
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Age******************************* Se+***********************************
:' %or -o4 many years yo. are 4or5ing 4it- A&RO RE#EDIES Pvt* Ltd*M
(a' 8,: yr (b' :,7 yr
(/' 7, yr (d' W yr
7' 1o4 often yo. remain absent in a mont-M
(a' il (b' On/e
(/'T4i/e (d' W T4i/e
@' A//ording to yo. 4-at is t-e main reason for employees absent M
(a' 1ealt- problem domesti/ reasons (b' Stress
(/'$or5 dissatisfa/tion (d' $or5ing environment
(e' Ot-ers (Please Spe/ify'*****************************************************
?' 2o.r vie4s regarding t-e present Absenteeism Poli/y of A&RO RE#EDIES
Pvt* Ltd*M
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(a' E+/ellent (b' &ood
(/' %air (d' Poor
C' 2o.r s.perior s be-avio.r to4ards yo.r problemsM‟
(a' E+/ellent (b' &ood
(/' %air (d' Poor
:8' 2o.r vie4s regarding t-e fa/ilities provided to yo. by A&RO RE#EDIES
Pvt* Ltd*M
(a' E+/ellent (b' &ood
(/' %air (d' Poor