Absenteeism of Employees at AGRON Remediesremix

7/26/2019 Absenteeism of Employees at AGRON Remediesremix

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Absenteeism of Employees

atAgron Remedies Private Limited

(DISSERTATIO REPORT S!"#ITTED TO$ARDS

PARTIAL %!L%ILL#ET O% #ASTERS O% "!SIESS

AD#IISTRATIO DE&REE'

ACADEMIC SESSION

)*+,*)-

!nder t.e g/idan0e of1 S/bmitted "y1

Varun Dixit [HR]

Shefali Bhatnagar

Bharti Sharma

COLLEGE ADDRESS:

Amity University

Sector 125, Noida ,

Uttar Pradesh 201313


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2ERTI%I2ATE %RO# T3E %A2!LT4 &!IDE

This is to certify that the project work entitled 2ORPORATE SO2IAL

RESPOSI"ILIT4 I E#ER&I& #AR5ETS, is a bonafide work carried ot by

Ms!Shefali "hatna#ar, a candidate for the M"A $%&'()%&'*+ ofAmity Universitynder y

#idance and direction!

Signature of the Guide

Varun Dixit


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PRE%A2E

There is a faos sayin# -The theory withot practical is lae and practical withot

theory is blind!.

Absenteeis is a serios workplace proble and an e/pensi0e occrrence for both

eployers and eployees seein#ly npredictable in natre!

1an resorce is an iportant part of any bsiness and ana#in# the is an

iportant task!

Or instittion has coe forward with the opportnity to brid#e the #ap by ipartin#

odern scientific ana#eent principle nderlyin# the concept of the ftre

prospecti0e ana#ers!

To the ephasis on practical aspect of ana#eent edcation the faclty of AMIT2

3NI4E5SIT2 has with a odern syste of practical trainin# of repte andfollowin# ana#eent techni6e to the stdent as inte#ral part of M"A in

accordance with the abo0e obli#ation nder #oin# project in -A#ron 5eedies

7ri0ate 8iited, 9ashipr $Moradabad+! The title of y project is Absenteeism of

Employee

Certainly this analysis e/plores y abilities and stren#th to its fllest e/tent for the

achie0eent of or#ani:ation as well as y personal #oal

S3E%ALI "3ATA&AR


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'!% 5ESEA5C1 = DE4E8O7MENT!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!(

'!> OT1E5 IN

>!> MEAS35EMENT O< A"SENTEEISM!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!'*

>!( 7EC38IA5 ! A"SENTEEISM ) T27ES = T1EI5 CONT5O8!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!%%

>! @3IDE8INES = MEAS35ES


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23APTER ,*

A"O!T 2O#PA4

6


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*;* 2O#PA4 PRO%ILEA#ron 5eedies is a well established ISO &&';%&&& Certified Copany of

7haracetical


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DETAILS

2ompany ame 1 A#ron 5eedies 7ri0ate 8iited

Address 1 A#ron 5eedies 70t! 8td

Moradabad 5d, 9ashipr

3ttaranchal $INDIA+

Level of Offi0e 1 1ead Office

P.one o 1 &(? %?%?

&>? &('

&>? &&%$ebsite 1 www!a#ronreedies!co

Ind/stry 1 7haraceticals "ioTech 5esearch

2ity 1 9ashipr $Moradabad+

State 1 3ttaranchal

2ompany Type 1 Indstry "est

o; of Employees 1 '&&

Se0tor 1 7ri0ate

*; RESEAR23 7 DE


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A#ron 5eedies 7ri0ate 8iited has reinforced its focs on 5=D and has

sbstantially scaled p on its in0estents to bild its capabilities in all the areas of

#eneric research as a short to edi ter strate#y! @eneric dr# de0elopent

encopasses both sall and lar#e olecles! A#ron 5eedies 7ri0ate 8iited

stron#ly belie0es that there are attracti0e opportnities in the hi#hly copetiti0e

#lobal #eneric space, not only in 0anilla #enerics bt also in 0ale added and

difficlt to de0elop cople/ #enerics! The bsiness focs is backed with the bildin#

p of capti0e anfactrin# operations and of coplyin# with the re#latory

standards of the ad0anced arkets!


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A#ron 5eedies 7ri0ate 8iited has state of the art anfactrin# facility located

9ashipr $Moradabad+ to carry ot ost ad0ance research! A#ron 5eedies ) 5=D

has inherent stren#th in analytical cheistry and speciali:ation in creatin# hi#h

6ality forlations as per the re6ired specifications!

10


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*;6 OT3ER I%OR#ATIO

DEPART#ETS

'+ Distr ibtion Departent

%+ + 1!5 Departent

+' Sales and Adinistration departent alon# with Marketin# = Sales!

RE2R!IT#ET AD I2ETI


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23APTER ,

RESEAR23#ET3ODOLO&4

12


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;* RESEAR23 #ET3ODOLO&4

The research re0eals that one of the ajor probles is absenteeis in or indstry!

Absenteeis hinders plannin#, prodction, efficiency and fnctionin# of the

or#anisation! In fact hi#h rates of absenteeis affect an or#anisation state of health

and also sper0isory and ana#erial effecti0eness!

*' O"=E2TI


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; LITERAT!ER RE&H ore

pre0alent in the winter onths and alost %&H less so drin# the ser onths!

Seasonality is ch less e0ident in fll)week absences!

; #aria@os Romero and 4o/ng,S/n Leehas written a research paper Aational

Portrait of 2.roni0 Absenteeism in t.e Early &rades; In this paper he focsed on

the followin# points;

$i+ 1ow widespread is the 7roble of Early AbsenteeisK

$ii+ Does Family IncomesImpact Early Absenteeism?

$iii+ Bhat is the Ipact of Early Absenteeis on Acadeic Achie0eentK

6; #orten ordberg and 5n/t RBed has written a research paper Absenteeism9

3ealt. Ins/ran0e9 and "/siness 2y0les; In this he wants to e0alate how the

econoic en0ironent affects worker absenteeis and he also isolate the casal

effects of bsiness cycle de0elopents on work)resption prospects for on#oin#

absence spells, by conditionin# on the state of the bsiness cycle at the oent of

entry into sickness absence!

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The athor finds that

$i+ That bsiness cycle ipro0eents yield lower work)resption rates for

persons who are absent, and hi#her relapse rates for persons who ha0e already

resed work!

$ii+ That absence soeties represents a health in0estent, in the sense that

lon#er absence JnowG redces the sbse6ent relapse propensity!

$iii+ That the work)resption rate increases when sickness benefits are e/hasted,

bt that work)resptions at this point tend to be short)li0ed!

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6;* REASOS TO 23OOSE T3E PRO=E2TIn y 7@DM I had stdied a sbject Indstrial 5elation! In this sbject I

stdied abot Absenteeis! After stdyin# this topic I want to #ain soe

practical knowled#e on this and try to find ot the cases of Absenteeis!

Initially it appeared to e 6ite a siple project, bt as I started workin# on it

only then I nderstood its real si#nificance!

It is often easier for the or#ani:ations to ake arran#eent to co0er staffs,

which are #oin# to be off for lon# periods! 1owe0er, eployees takin# odd

days off here and this becoe ore probleatic, can ha0e an iediate

ipact!

If reain nchecked, this type of absence can send ot the wron# si#nals to

collea#es who, in soe jobs, are likely to ha0e to co0er for those absent! If

eployers fail to take action, a Jb##ins trnG entality ay eer#e!


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6; A"SETEEIS#

2O2EPT O% A"SETEEIS#

It refers to workers absence fro their re#lar task when he is norally schedle to

work! The accordin# to BebsterGs dictionary

-Absenteeis is the practice or habit of bein# an absentee and an absentee is one

who habitally stays away fro work!.

Accordin# to Labo/r "/rea/ of S.imla; Absenteeis is defined as the total an

shifts lost becase of absence as percenta#e of total nber of an shifts schedled

to work

In other words, it si#nifies the absence of an eployee fro work when he is

schedled to be at work! Any eployee ay stay away fro work if he has taken

lea0e to which he is entitled or on #rond of sickness or soe accident or withot

any pre0ios sanction of lea0e! Ths absence ay be athorised or nathorised,

wilfl or cased by circstances beyond oneGs control!

Maybe e0en worse than absenteeis, it is ob0ios that people sch as alin#erers

and those nwillin# to play their part in the workplace can also ha0e a decidedly

ne#ati0e ipact!

Sch tea ebers need indi0idal attention fro frontline sper0isors and

ana#eent!

Indeed, as pre0ention is better than cre, where sch a proble occrs, it is always

iportant to re0iew recritent procedres to identify how sch indi0idals cae to

be eployed in the first place!


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If they find their sper0isor or job npleasant ) really npleasant ) they look for

le#itiate e/cses to stay hoe and find the with thin#s sch as pset stoachs or

splittin# headaches!

Any effecti0e absentee control pro#ra has to locate the cases of discontent and

odify those cases or eliinate the entirely! In other words, if we deal with the

real reasons tea ebers stay hoe it can becoe nnecessary for the to stay

away!

Any in0esti#ation into absenteeis needs to look at the real reasons for it!

Soeties tea ebers call in sick when they really do not want to #o to work!

They wold not call yo p and say, -IG not coin# in today becase y

sper0isor abses e!.

Or, -IG not coin# in today becase y chair is ncofortable!. Or, -IG not

coin# in today becase the bathroos are so filthyL it akes e sick to walk into

the!.

There are a few essential 6estions to consider at the otset if yo want to ake a

easrable ipro0eent to yor absenteeis fi#res!

Bhy is yor present absenteeis policy ineffecti0eK

Bhere and when is e/cessi0e absenteeis occrrin#K In any cases, nder) trained

sper0isors cold be a contribtin# factor!

Bhat are the real cases for absencesK

It is coonly e/pected that low pay, poor benefits and hi#h workloads will be the

ajor cases!

1owe0er, in neros eployee sr0eys absenteeis #enerally has been identified

as a sypto of low job satisfaction, sb)standard workin# conditions and

consistent ne#ati0e and nfair treatent recei0ed by first)line sper0isors!

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1ow ch foral trainin# ha0e yor sper0isors recei0ed on absenteeis

containent and redctionK If yor answer is none or 0ery little, ay be yo ha0e

fond the soltion!

As with e0ery other eleent within yor or#ani:ation, yo cannot ask a person to

do a job he or she has ne0er been trained to do!

Many han resorces specialists ha0e fond that repetiti0e, borin# jobs copled

with ncarin# sper0isors andor physically npleasant workplaces are likely to

lead workers to ake p e/cses for not coin# to work!

If yor tea ebers percei0e that yor copany is indifferent to their needs, they

are less likely to be oti0ated, or e0en to clock on at all!

One way to deterine the cases of absenteeis is to 6estion yor sper0isors

abot e/cessi0e absenteeis, incldin# what cases it and how to redce it!

Of corse, if yor sper0isors ha0e ade no efforts to #et to know the tea

ebers in their respecti0e departents, they ay not be able to pro0ide reasons!

1owe0er, jst the act of 6estionin# ay #et the ball rollin# and si#nal to yor

sper0isors that their in0ol0eent is iportant!

Once a ana#er finds the real reasons for absenteeis there is another iportant

step! Thro#h open conication, yo need to chan#e the tea eberGs way of

reactin# and respondin# to discontent!

Other probles will no dobt arise in the ftre! If the way of respondin# has not

been re0iewed, then the sae cycle is likely to start al l o0er a#ain!

So, often absenteeis probles can be sheeted back to the sper0isor le0el and to

nsatisfactory workin# conditions! Bithot ipro0eent in these areas, yo can

e/pect yor hi#h rate of absenteeis to contine!

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6;6 MEAS35EMENT O< A"SENTEEISM percent is

considered standard+!

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6;+ PE2!LIAR %EAT!RES O% A"SETEEIS#

On the basis of stdies ndertaken certain obser0ations ay be ade;

a+ The rate of absenteeis is lowest on paydayL it increases considerably on the

days followin# the payent of wa#es and bons! The le0el of absenteeis is

coparati0ely hi#h iediately after payday! Bhen worker either feel like

ha0in# a #ood tie or in soe other cases retrn hoe to their 0illa#es faily

and after a holiday, has also been fond to be hi#her than that on noral days!

b+ Absenteeis is #enerally hi#h workers below % years of a#e and those abo0e

(&! -The yon#er eployees are not re#lar and pnctal.! 7resably becase

of the eployent of a lar#e no! of new coers aon# the yon#er a#e #rops,

while the older people are not able to withstand the strenos natre of the

work!

c+ The percenta#e of absenteeis is hi#her in the ni#ht shift than in the day shift!

This is so becase workers in the ni#ht shift e/perience #reat discofort and

neasiness in the corse of their work than they do drin# day tie!

d+ Absenteeis in India is seasonal in character! It is the hi#hest drin# March)

April)May, when land has to be prepared for onsoon, sowin# and also in

har0est season $Sept)Oct+ when the rate #oes as hi#h as (&H!

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6;8 2A!SES O% A"SETEEIS#

The 5oyal Coission 8abor obser0ed that hi#h absenteeis aon# Indian labor

is de to rral orientation and their fre6ent r#e for rral e/ods! Accordin# to

Acharaya -In odern indstrial establishent the incidence of indstrial fati#e,

al ntrition and bad workin# conditions a##ra0ate that feelin# for chan#e aon#

indstrial worker and soe tie ipel the to 0isit their 0illa#e hoe fre6ently

for rest and rela/ation!.

The #eneral case of absenteeis ay be sarised as below;)

*' #ALAD=!ST#ET $IT3 %A2TOR4

In factory the worker finds ca#ht within factory walls, he is bewildered by hea0y

traffic, by stran#ers speakin# different and sbjected to strict discipline and is

ordered by coplete stran#ers to do thin#s which he cannot nderstand! As a reslt

he is nder constant strain, which case hi serios distress and ipairs his

efficiency! All these factors tend to persade hi to aintain his contacts with

0illa#e!

' SO2IAL AD RELI&IO!S 2ERE#OIES

Social and reli#ios cereonies di0ert workers fro workers to social acti0ities! In

lar#e nber of cases incidence of absenteeis de to reli#ios cereonies is

ore than de to any other reason!

6' 3O!SI& 2ODITIOS

Borkers also e/perience hosin# difficlties! Arond H of hosin# occpied by

indstrial workers in India is nsatisfactory for healthfl habitations! This leads to

loss the interest in work!

+' ID!STRIAL %ATI&!E

8ow wa#es copel a worker to seek soe part tie job to earn soe side incoe!

This often reslt inconstant fati#e, which copels to reain absent for ne/t day!

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8' !3EALT4 $OR5I& 2ODITIO

Irritatin# and intolerable workin# conditions e/ist in a factory! 1eat, oistre,

noise, 0ibration, bad li#htin#, dst fes and o0ercrowdin# all these affect the

workers health casin# hi to reain absent fro work a lon# tie!

-' A"SE2E O% ADEC!ATE $EL%ARE A2TI


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6;-E%%E2TS O% A"SETEEIS# O

ID!STRIAL PRO&RESSIt is 6ite e0ident that absenteeis is a coon featre of indstrial labor in India!

It hinders indstrial #rowth and its effect in two fold!

*' LOSS TO $OR5ER


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6; AAL4SIS O% 2A!SES

*' %A#IL4 ORIETED 7 RESPOSI"ILITES

It was obser0ed that abot (&H case absenteeis is faily oriented and ore

responsibilities of workers! It increases in har0estin# season!

' SO2IAL 2ERE#OIES

In %& H cases it was fond that social and reli#ios fnctions di0ert worker fro

work!

6' 3O!SI& %A2ILIT4

In abot >&H cases, the workers reain absent becase there is no hosin#

facilities and the workers stay alone and #reat distance fro factory!

+' SI25ESS AD A22IDET

In %&H case the workers reain absent de to ill health and disease and in 'H

cases workers reain absent de to accident!

8' TRASPORTATIO

Most of the workers ha0e to tra0el lon# distance to reach the work place! Most of

the workers are not satisfied with transport facilities!

-' $EL%ARE %A2ILITES

In '>H cases, the workers are not satisfied with welfare facilities!

' $OR5I& 2ODITIOS

In %'H cases, the workers feel that there is not #ood workin# condition, becase

they work in standin# position which cases to reain absence for rela/ation!

' #AA&E#ET S4STE#

Near abot >(H people are dissatisfied with ana#eent syste becase they feel

that their work is not bein# reco#nised and prootions are biased!

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6; A"SETEEIS# , T4PES 7 T3EIR

2OTROL

There are two types of absenteeis, each of which re6ires a different type of

approach!

*; IO2ET A"SETEEIS#

Innocent absenteeis refers to eployees who are absent for reasons beyond their

controlL like sickness and injry! Innocent absenteeis is not clpable which eans

that it is blaeless! In a labor relations conte/t this eans that it cannot be

reedied or treated by disciplinary easres!

; 2!LPA"LE A"SETEEIS#

Clpable absenteeis refers to eployees who are absent withot athori:ation for

reasons which are within their control!


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2O!SELLI& IO2ET A"SETEEIS#

Innocent absenteeis is not blaeworthy and therefore disciplinary action is not

jst ified! It is ob0iosly nfair to pnish soeone for condct which is beyond

hisher control! Absenteeis, no atter what the case, iposes losses on the

eployer who is also not at falt! The daa#e sffered by the eployer st be

wei#hed a#ainst the eployeePs ri#ht to be sick! There is a point at which the

eployerPs ri#ht to e/pect the eployee to attend re#larly and flfill the

eployent contract will otwei#h the eployeePs ri#ht to be sick! At sch a point

the terination of the eployee ay be jstified, as will be discssed!

The procedre an eployer ay take for innocent absenteeis is as follows;

'! Initial consellin#$s+

%! Britten consellin#$s+

>! 5edction$s+ of hors andor job reclassification

(! Dischar#e

*; Initial 2o/nselling

7resin# yo ha0e conicated attendance e/pectations #enerally and ha0e

already identified an eployee as a proble, yo will ha0e et with hi or her as

part of yor attendance pro#ra and yo shold now contine to onitor the effect

of these efforts on his or her attendance!

If the absences are interittent, eet with the eployee each tie heshe retrns to

work! If absence is prolon#ed, keep in toch with the eployee re#larly and stay

pdated on the stats of hisher condition! $Indicate yor willin#ness to assist!+

2o ay re6ire the eployee to pro0ide yo with re#lar edical assessents! This

will enable yo to jd#e whether or not there is any likelihood of the eployee

pro0idin# re#lar attendance in ftre! 5e#lar edical assessents will also #i0e

yo an idea of what steps the eployee is takin# to seek edical or other assistance!

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b+ 1as the eployer pro0ided e0ery assistance possibleK $i !e! consellin#,

spport, tie off!+

c+ 1as the eployer infored the eployee of the nworkable sitation

resltin# fro their sicknessK

d+ 1as the eployer attepted to accoodate the eployee by offerin# a ore

sitable position $if a0ailable+ or a redction of horsK

e+ 1as eno#h tie elapsed to allow for e0ery possible chance of reco0eryK

f+ 1as the eployer treated the eployee prejdicially in any wayK

As is e0ident, a #reat deal of tie and effort st elapse before disissal can take

place!

These points wold be sed to sbstantiate or dispro0e the followin# two fold test!

'! The absences st be shown to be clearly e/cessi0e!

%! I t st be pro0en that the eployee will be nable to at tend work on a re#lar basis in the ftre!

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2ORRE2TI


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records at re#lar inter0als! Bhere a arked ipro0eent has been shown,

coend the eployee! Bhere there is no ipro0eent a written warnin# shold be

issed!

; $ritten $arning

Inter0iew the eployee a#ain! Show hiher the statistics and point ot that there

has been no noticeable $or sfficient+ ipro0eent! 8isten to the eployee to see ifthere is a 0alid reason and offer any assistance yo can! If no satisfactory

e/planation is #i0en, ad0ise the eployee that heshe will be #i0en a written

warnin#! "e specific in yor discssion with hiher and in the consellin#

eorand as to the type of action to be taken and when it will be taken if the

record does not ipro0e! As soon as possible after this eetin# pro0ide the

eployee personally with the written warnin# and place a copy of hisher file! The

written warnin# shold identify any noticeable pattern

If the aont andor pattern contines, the ne/t step in pro#ressi0e discipline ay be

a second, stron#er written warnin#! 2or decision to pro0ide a second written

warnin# as an alternati0e to proceedin# to a hi#her le0el of discipline $i!e!

sspension+ will depend on a nber of factors! Sch factors are, the se0erity of the

proble, the credibility of the eployeePs e/planations, the eployeePs #eneral work

perforance and len#th of ser0ice!

6; S/spension(only after 0ons/ltation Git. t.e appropriate s/periors'

If the proble of clpable absenteeis persists, followin# the ne/t inter0iew period

and iediately followin# an absence, the eployee shold be inter0iewed and

ad0ised that heshe is to be sspended! The len#th of the sspension will depend

a#ain on the se0erity of the proble, the credibility of the eployeePs e/planation,

the eployeePs #eneral work perforance and len#th of ser0ice! Sbse6ent

sspensions are optional dependin# on the abo0e condition!

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+; Dismissal(only after 0ons/ltation Git. t.e appropriate s/periors'

Disissals shold only be considered when all of the abo0e conditions and

procedres ha0e been et! The eployee, pon displayin# no satisfactory

ipro0eent, wold be disissed on the #ronds of hisher nwillin#ness to correct

hisher absence record!

6;F &!IDELIES 7 #EAS!RES %OR

2OTROL O% A"STEEIS#Absenteeis is a disease that appears whene0er a copany fails to inoclate itself

thro#h the se of sond ana#eent practices! To cre e/cessi0e absenteeis, one

has to know the e/act cases and then e/aine the a0ailable, workable and pro0en

soltions to apply a#ainst those cases!

To ebark pon a sccessfl absenteeis redction pro#ra, yo need to

ake sre yo ha0e soe basic inforation and facts abot absenteeis in

yor copany! Consider the followin# for 6estions, which shold help yo

frther focs yor ideas and pt a plan into action!

C! $.y is yo/r present absenteeism poli0y ineffe0tiveH

Absenteeis policies 0ary in effecti0eness! Most ineffecti0e policies I ha0e re0iewed

ha0e a coon denoinator; They allow Qe/csedQ absences, whereas those that do

work are Qno faltQ policies!

C; $.ere and G.en is e0essive absenteeism o00/rringH

Neros stdies ha0e conclded that nder trained sper0isors is one of the ain

cases of absenteeis! Therefore, any copany e/periencin# absenteeis of #reater

than > percent shold consider sper0isors as a potential contribtor to the proble!

@i0en that this ay be the case, yo first shold check the percenta#e of eployee

absenteeis by sper0isor to see if it is concentrated arond one or two sper0isors!

If it is, yoP0e be#n to nco0er the ob0ios))ndertrained sper0isors! If, howe0er,

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yor research re0eals that the rate of absenteeis is alost e6ally distribted

thro#hot yor factory, yo will need to in0esti#ate other possible cases!

C; $.at are t.e real 0a/ses for absen0esH

7eople)oriented copanies are 0ery sensiti0e to eployee opinions! They often

en#a#e in foral ini)stdies to solicit anonyos eployee opinions on topics oftal interest! These confidential worker sr0eys coonly ask for eployee

opinion re#ardin# hi#her)than)noral absenteeis!

In other words, eployees re0ealed that repetiti0e, borin# jobs copled with

ncarin# sper0isors andor physically npleasant workplaces led the to ake p

e/cses for not coin# to work, sch as claiin# to be sick!

One way to deterine the cases of absenteeis is to 6estion yor sper0isors

abot their eployeesP e/cessi0e absenteeis, incldin# what cases it and how to

redce it!

C; 3oG m/0. formal training .ave yo/r s/pervisors re0eived on absenteeism

0ontainment and red/0tionH

If yo find that yor sper0isors hesitate to pro0ide eanin#fl answers to yor

6estions, then yoPre on the ri#ht track toward a soltion! Ask yorself, Q1ow ch

foral trainin# ha0e I #i0en y sper0isors in the areas of absenteeis redction

and han resorces skillsKQ If yor answer is none or 0ery little, yor soltion canPt

be far behind! The fact of the atter is, yo cannot ask a person to do a job he or she

has ne0er been trained to do!

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%olloGing are t.e meas/res to 0ontrol absenteeism1,

*' ADOPTIO O% A $ELL DE%IED RE2R!IT#ET

PRO2ED!RE

The selection of eployees on the basis of coand, lin#istic and faily

consideration shold be a0oided! The ana#eent shold look for aptitde and

ability in the prospecti0e eployees and shold not easily yield or pressre of

personal likes and dislikes! Application blanks shold in0ariably be sed for a

prel iinary selection and tools for inter0iews! The personal officer shold play ore

effecti0e role as coordinator of inforation, pro0ided that he has ac6ired job

knowled#e in the fnction of selection! Eployers shold also take into accont the

fact that selection shold be for eployeeGs de0elopent, their reliance! They shold

as far as possible rely on eployent e/chan#e!

' PRO


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The wa#es of an eployee deterine his as well as his faily standard of li0in#!

This sin#le factor is iportant for hi than other! The ana#eent shold, therefore

pay reasonable wa#es and allowances, takin# into accont the capacity of the

indstry to pay!

+' #OTI


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0anity, etc and sch aterial factori:es n#arded achinery and e/plosi0es,

defecti0e e6ipent and hand tools! Safe ethods of operation shold be ta#ht! In

addition consistent and tiely safely instrction, written instrctions $anal+ in the

re#ional lan#a#e of the area shold be #i0en to the work force!

' 2ORDIAL RELATIOS "ET$EE S!PER


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6;*) T3E "RAD%ORD %A2TOR 7

A"SETEEIS#

"radford


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3oG do organi>ations /se t.e "radford %a0torH

There are no set rles for sin# the "radford


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Settin# these tri##ers is entirely dependent on the or#ani:ation sin# the "radford > '&U & Rwhich does tri##er a warnin# o0er &

2o can see that their score is ore than doble, despite the sall istake! @ettin# the

forla the wron# way rond can ha0e e0en ore si#nificant reslts;

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'& '& % U %&& Rwhich wold tri##er disciplinary proceedin#s o0er %&&

If an or#ani:ation wants to tackle absenteeis effecti0ely, sin# the "radford ation;

T.e 0al0/lation of an employees "radford %a0tor s0ore is based on t.ese

a00/rate9 eK/al and /pdated absen0e re0ords;

#anagement and staff .ave a00ess to /pdated "radford %a0tor s0ores;

Bithot these processes in place the calclation of the "radford


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23APTER,+

AAL4SIS

7

ITERPRETATIO

42


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0%

0%

!0%

"0%

#0%

$0%

0%

0&! 'ear( !&$ 'ear( $&0 'ear( )0 'ear(

*+r,er

Q. For how many years you are working with AGRON REED!ES "#t. $td.%

Interpretation It can be seen that *H of the workers at A@5ON 5EMEDIES 70t!

8td! are workin# for ore than '& years whereas >*H are workin# for ore than

yrs!

Q. &ow often you remain a'sent in a month%

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nil once twice >twice0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

no of absents in a month

Interpretation ,It can be seen that *H of the workers do not reain absent!

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Q. A((ording to you what are the main reasons for em)*oyees a'sent%

0%10%20%30%40%50%60%70%80%90%

100%

reason for being absent

Interpretation ,Accordin# to *H workers, personal proble is the reason for bein#

absent! (H think that stress can also be the reason!

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Q. +our #iews regarding )resent A'senteeism "o*i(y of AGRON REED!ES "#t.

$td.%

excellent good fair oor

0%

10%

20%

30%

40%

50%

60%

70%

80%

!iews regarding absenteeism olic"

Interpretation ,It can be seen that ?*H workers rate the present absenteeis policy

as #ood whereas %%H rate it as e/cellent!

46


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well clear good fairl" clear don#t $now

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

clarit" regarding wor$

Q. Are you (*ear a'out your work , -o' res)onsi'i*ities%

Interpretation , It can be seen that (H of the workers at A@5ON 5EMEDIES 70t!

8td! are clear re#ardin# their work responsibilities!

Q. Are you satisfied with your work%

47


48/60

well satisfied good fair not satisfied

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

satisfaction regarding wor$

Interpretation ,%H of the workers are flly satisfied with their work whereas '*H

workers think their work as #ood!

Q. Views regarding working en#ironment of AGRON REED!ES "#t. $td.%

48


49/60


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

!iews regarding wor$ing en!

Interpretation , %H workers feel that the workin# en0ironent at A@5ON

5EMEDIES 70t! 8td!is #ood = '(H feel it as e/cellent

Q. +our re*ations with your su)eriors%

49


50/60


0%

10%

20%

30%

40%

50%

60%

70%

80%

relations with s&eriors

Interpretation , ?*H workers ha0e #ood relations with the speriors whereas %%H

ha0e e/cellent relations with the speriors!

Q. +ours su)eriors 'eha#iour towards your )ro'*em%

50


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excellent good fair oor 0%

10%

20%

30%

40%

50%

60%

s&eriors beha!io&r towards "o&r roblems

Interpretation , (%H workers think that their speriorGs beha0ior toward their

probles is e/cellent = *H workers consider it as #ood!

51


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0%

10%

20%

30%

40%

50%

60%70%

80%

90%

facilities ro!ided at 'oman"

Q. +ours #iews regarding fa(i*ities )ro#ided AGRON REED!ES "#t. $td.%

Interpretation M *H workers consider that facilities pro0ided to the are #ood

whereas '&H consider the as e/cellent!

52


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23APTER,8

2O2L!SIO9

S!&&ESTIOS

7

LI#ITATIO

2O2L!SIO

53


54/60

*H are workin# for ore than yrs!

%+ Alost *H of the workers do not reain absent!

6' Accordin# to *H workers, personal proble is the reason for bein# absent!

(H think that stress can also be the reason ;

(+ Alost ?*H workers rate the present absenteeis policy as #ood whereas

%%H rate it as e/cellent!

+ Alost (H of the workers at A@5ON 5EMEDIES 70t! 8td! are clear

re#ardin# their work responsibilities!

*+ %H of the workers are flly satisfied with their work whereas '*H workers

think their work as #ood!

?+ ?* H workers ha0e #ood relations with the speriors whereas %%H ha0e

e/cellent relations with the speriors!

+ (%H workers think that their speriorGs beha0ior towards their probles is

e/cellent = *H workers consider it as #ood!

S!&&ESTIOS AD RE2O##EDATIOS

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Absenteeis is a serios proble for ana#eent becase it in0ol0es hea0y

additional e/penses! The ana#eent shold take the followin# easres to redce

the rate of absenteeis;)

'+ Provide In0entives) An incenti0e pro0ides an eployee with a boost to their

oti0ation and a0oid nnecessary absenteeis! Incenti0es like two hors of

bons pay for e0ery onth of perfect attendance can ipro0e a lot!

%+ Employee Assistan0e Program, If yo confront an eployee abot his or her

fre6ent absenteeis and yo find ot that it is de to personal probles refer

the to EA7!

>+ Si0?ness Reporting Tell eployees that they st phone in as early as

possible to ad0ise why they are nable to ake it to work and when they

e/pect to retrn!

(+ Ret/rn to $or? IntervieG ) Bhen an eployee retrns to work then ensre

that they ha0e a Jretrn to work inter0iewG!

8' "radford fa0torcan also be sed to identify and cre e/cessi0e absenteeis!

In the end to conclde this report I wold like to specify that the project allotted to

e on A"SENTEEISM was of iense help to e in nderstandin# the workin#

en0ironent of an or#ani:ation, thereby pro0idin# a firsthand practical e/perience!

In this project while identifyin# the reasons of absenteeis of the workers of

AGRON REE!"E# $%t& 'td&, (ashipur )oradabad* I #ot an opportnity to

interact with workers to obser0e their beha0ior and attitde!

In the end I wold once a#ain like to thank the people ofA&RO RE#EDIES Pvt;

Ltd; who helped e in accoplishin# this project and boostin# y orale by

appreciatin# and reco#ni:in# y efforts!

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LI#ITATIO O% T3E ST!D4

There are soe liitations for research which are as follows;)

a+ As it was not possible to 0isit each departent the tre pictre of workin#

condition cold not be jd#ed!

b+ The workers were bsy with their work therefore they cold not #i0e eno#h

tie for the inter0iew!

c+ The personal biases of the respondents i#ht ha0e entered into their response!

d+ Soe of the respondents #i0e no answer to the 6estions which ay affect the

analysis!

e+ 5espondents were relctant to disclose coplete and correct inforation

"ecase of a sall period of tie only sall saple had to be considered which

doesnGt actally reflect and accrate and intact pictre!

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"I"LIO&RAP34

*; "oo?s

a! Indstrial 5elation)%&&?, Arn Monappa!

b! Indstrial 5elation, Trade 3nion and 8abor 8e#islation)%&&, 7!5!N Sinha!

c! Indstrial 5elation and 8abor 8aws)%&&, S!C Sri0asta0a!

d! Dynaics of Indstrial 5elation)%&&, C!" Maoria!

e! Indstrial 5elation)%&&*, C!S 4enkata5aan!

; Resear0. Papers

a! Ernest "! Akyeapon#, Trends and seasonality in Absenteeis!

b! MariajosV 5oero and 2on#)Sn 8ee, A National 7ortrait of Chronic

Absenteeis in the Early @rades!

c! Morten Nordber# and 9nt 5Wed, Absenteeis, 1ealth Insrance, and

"siness Cycles!

>! $eb Sites

a! www!a#ronreedies!co

b! www!hr#lossories!co

c! www!hr)#ide!co

57
http://www.agronremedies.com/http://www.hrglossories.com/http://www.hr-guide.com/http://www.agronremedies.com/http://www.hrglossories.com/http://www.hr-guide.com/


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AE:!RE

58


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QUESTIONNAIRE

(ersonal )nformation

Nae $Optional+ XXXXXXXXXXXXXXXXXXXXXXX

A#eXXXXXXXXXX! Se/XXXXXXXXX!!XX

'+ + Accordin# to yo what is the ain reason for eployees absentK

$a+ 1ealth proble doestic reasons $b+ Stress

$c+Bork dissatisfact ion $d+ Borkin# en0ironent

$e+ Others $7lease Specify+!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

(+ 2or 0iews re#ardin# the present Absenteeis 7olicy of A@5ON 5EMEDIES

70t! 8td!K

$a+ E/cellent $b+ @ood

$c+


60/60

*+ Are yo satisfied with yor workK

$a+ Bell satisfied $b+ @ood

$c+

Documents

Absenteeism of Employees at AGRON Remediesremix