Copy of SURBHI TYAGI

8/7/2019 Copy of SURBHI TYAGI

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A

TRAINING PROJECT REPORT

ON

ABSENTEESIM

OF

SUPERVISOR & NON-SUPERVISOR

LEVEL EMPLOYEES.

IN THE PARTIAL FULFILLMENT OF THE DEGREE

OF

MASTER OF BUSINESS ADMINISTRATION

Submitted To Kurukshetra University, Kurukshetra

(SESSION 2009-11)

SUBMITTED TO: SUBMITTED BY

Mrs. Tarun Sahni Surbhi TyagiMBA (Faculty) MBA (F)

University Roll No:

SHRI ATMANAND JAIN INSTITUTE OF MANAGEMENT & TECHNOLOGY

(AIMT)

SED


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DECLARATION

I hereby declare that the research project titled A STUDY ON ABSENTEESIM OF

SUPERVISOR & NON-SUPERVISOR LEVEL EMPLOYEES.

This report is submitted in the partial fulfillment of the requirement for the degree of

Masters of Business Administration. This report is a bonafide research work carried out by me. No part of this report has been submitted for the award or any other

diploma/degree/fellowship or any other similar title or prize. This report is based upon

my personal opinion. Hence, it cannot be referred to for official or legal purposes.

Surbhi Tyagi


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EXECUTIVE SUMMARY

Absenteeism is a habitual pattern of absence from a duty or obligation.

Traditionally, absenteeism has been viewed as an indicator of rich individual

performance, as well as a breach of an implicit contract between employee and employer;

it was seen as a management problem, and framed in economic or quasi-economic terms.

More recent scholarship seeks to understand absenteeism as an indicator of

psychological, medical, or social adjustment to work.

Hence ,to ensure that supervisors are comfortable and competent in their role of

managing absenteeism, they need to have the full support of senior management. All

parties must be aware of the aim of absence policies and procedures. Should there be

discrepancies between departments; a policy can lose its effectiveness.

This report is an attempt to check the Absenteeism level in the organization. The

report starts with Introduction of the Company, its achievements and then elaborates the

concept of Absenteeism; in SPRAY ENGINEERING DEVICES LTD, and data analysis

and interpretation on the basis of perception of employees.


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PREFACE

This Research is a part of my summer training. Without this my M.B.A is

incomplete. Summer training is an integral part of every M.B.A course. We cant rely

merely upon theoretical knowledge. It is to be complemented by practical know how for

it to be fruitful. A positive and correct result of the classroom learning needs realities of

practical situation.

The training enables the management students to themselves see the working

conditions under which they have to work in the future. It gives them real feel of

corporate world, which helps them to better equip themselves with the required skills. I

got the opportunity to do the training at SPRAY ENGINEERING DEVICES,

BADDI and did a study on EMPLOYEE ABSENTEEISM survey. In particular I was

lucky enough to be part of study and I was assigned to do some research regarding the

reasons for absenteeism and helping in solving the problem of absenteeism and finding

out preferences and priorities of employees to adopt suitable strategies attract them towork more and regularly. It has been a great learning experience for me.

The study would not have been possible without the unconditional guidance and

support of all the team embers of SED. I would like to thank all the members of the

company besides all others who have been helpful to me for completing the study.


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ACKNOWLEDGEMENT

I make an endeavor to express my gratitude and sincerely thank to Mrs. Tarun

Sahni , my faculty guide for her excellent guidance and support, which she has extended

to me throughout my project work.

I extend my profound gratitude to my honorable Director Sh. S C Aggarwal, for

his moral support encouragement during the entire course of the project work.

I express my sincere thanks to Mr. Ved Prakash, HR Managerand Mr. Jagdeep

Rana, HR Executive, SPRAY ENGINEERING DEVICES .LTD, for lending their

consent to undertake this project and for their guidance in doing this project.

I express my sincere & heartfelt thanks to the HR team of SPRAY

ENGINEERING DEVICES. LTD, for their valuable help during the course of my

summer project.

I finally thank the Almighty for bestowing me with the needed courage and

vigor in performing this task. I also thank all my friends, my well-wishers and all those

who had given me their support and encouragement in this regard


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GUIDES CERTIFICATE

This is to certify that Surbhi the student of Shri Atmanand Jain Institute Of

Management and Technology; Ambala City has successfully completed her training in

SPRAY ENGINEERING DEVICES LTD. at Baddi from 7th July to 5th August 2010.

(Tarun Sahni)


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TABLE OF CONTENTS

CHAPTER 1 INTRODUCTION

ON GOING ACTIVITIES OF THE COMPANY

STRATEGIC INTENT

PRODUCTS

TECHNOLOGY PROFILE

SERVICES OFFERED BY SED

OBJECTIVES OF SED

CHAPTER 2 INTRODUCTION OF ABSENTEEISM

CHAPTER 3 RESEARCH METHODOLOGY

CHAPTER 4 ANALYSIS AND INTERPRETATION

CHAPTER 5 CONCLUSION

SUGGESTIONS & RECOMMENDATIONS

QUESTIONNAIRES

BIBLIOGRAPHY

ANNEXURE


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INTRODUCTION







To ensure that supervisors are comfortable and competent in their role of










To ensure that supervisors are comfortable and competent in their role of





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To provide more consistency, supervisors should be trained in their

responsibilities about managing absenteeism, advised how to conduct effective return-to-

work interviews, and educated in the use of disciplinary procedures when necessary.

For most companies, the responsibility for managing absenteeism has fallen

primarily on immediate supervisors. These supervisors are often the only people who are

aware that a certain employee is absent. They are in the best position to understand the

circumstances surrounding an individuals absence and to notice a problem at an early

stage. Therefore, their active involvement in the companys absence procedures is pivotal

to the overall effectiveness and future success of an absence policy or program.


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COMPANYS PROFILE

Spray engineering devices limited (SED), flagship company of SED group,

headquarter at Mohali(Chandigarh),is an engineering company, specifically focused on

(re)designing & engineering of process & equipment along with their automation

ensuring highest energy efficiencies. We offer integrated, cost-effective EPC solutions

for Sugar & other process industries.

ON GOING ACTIVITIES OF THE COMPANY

EPC solutions

Process Redesigning & engineering

Equipment (Re) designing & engineering

Equipment manufacturing

Industrial /Plant Automation

Engineering & Consultancy services

Sugar production, Co-generation of Power, Distillery (subsidiary JMSIL &

Bhogpur Co-op Sugar mills Ltd., BOOT basis.

Research & development


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VISION

Being the best in everything we touch and handle

MISSION

Continuously excel to achieve and maintain leadership position in

the chosen businesses; and delight all stakeholders by making

economic values in all corporate functions.

THEIR PEOPLE

At SED Group they are creating an environment where our

employees enjoy a greater degree of empowerment both individually

and in their work teams. Their employees are equipped with the

necessary tools, training and management backup for strong

performance and accountability, as well as in an environment of open

communication and involvement


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PRODUCTS

Mechanical Circulator

Vacuum Batch Pan

Cooling & Condensing System

Boiling / Process House

Jet Ejector

Falling Film Evaporator

Forced Circulation Evaporator

Direct Contact Heater

Molasses Conditioner

Flash Cigar

Melter

Cane Mill Drive Mechanism

Air Belt Conveyor (Aerobelts)

Finned tube heaters / Radiators / Air heaters

Flue Gas Heat Recovery

System

Biomass Gasifier

Carousel Diffuser

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TECHNOLOGY PROFILE

SED is a leader in equipment design, manufacturing and process redesigning for

energy (power & steam) saving with reference to highly energy intensive sugar , food and

other process industries. Our strong R & D team works constantly on improving and

simplifying technologies and keep pace with latest developments to provide innovative

and cost effective quality solutions.

Certifications SED is ISO 9001:2000 & ISO 14001:2004 company

YEAR WISE TECHNOLOGY GROWTH / PRODUCT LAUNCH

% Steam

savings *

% Power

savings *

1992

Spray Pond Nozzle with innovative redesigning &

modification reducing friction losses. NA NA

1995

Cooling & Condensing systems with Single Entry Jet

Condenser - 15-20%

2000

Fully automated Cooling & Condensing systems

- 30-45%

Single Entry Jet Condenser with automated nozzle

governing system.

2002 Direct Contact (DC) Heaters 3-5% -

2004

Integrated energy efficient solutions with CondensateFlash Cigar & Vacuum Batch Pan 4-5% -

Molasses Conditioner 1% -

2005

Sugar Melter 0.5-1% -

Flue Gas Heat Recovery System 2-2.5% -

Batch Pan with Bottom mounted Mechanical Circulator 1-2% -

2006

Spray Continuous pan ( SCP ) & Falling Film

Evaporator 5-9% -

2007

Multi-Entry Jet Condenser NA

-

NA

Cane / Bagasse Difusser -

Air Belt Conveyor - 25-30%

2008

Air Pre Heater 1-1.5 % -

Green Field Project - Fully automated Boiling House

EPC 30-32% -

SERVICES OFFERED BY SED


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We have an expertise in analysis and evaluation of process industry problems and

offer best possible solutions by providing Consultancy Services, Process Design and

Engineering, Equipment Design & Engineering, Equipment Manufacturing and

Procurement, Industrial / Plant Automation and Project Engineering & Management /

execution. So we not only design the energy efficient equipments with optimized design

but also provide complete EPC solution to industries where area of EPC projects can

diverge from plant improvements / modernization / expansions to new Plant Installations.

From initial planning to project closure, we encompass a complete set of skills to

complete your project beyond your expectations.

Assessment of client requirements.

Project study, analysis and feasibility check.

Developing cost estimates.

Identify the complete scope of work.

Resolve the scope of work to discrete activities.

Mass and Energy balance calculations of the process.

Preparation of Process & Instrumentation Diagrams (P&IDs) and Process Flow

Diagrams (PFDs).

Simulation and Optimization using software applications.

Thermal designing and sizing of equipments.

Generating instrument list and optimum instrument sizing.

Resource Planning & Development.

Project Management & Scheduling.

Project team alignment.

Monitoring & controlling of project using software applications.

Erection, Commissioning and automation of Turnkey Projects.

.

OJECTIVES OF SED


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The objectives of SED are:

To monitor whether it is successfully implemented in the market.

Improve operational efficiencies of process industries, in particular sugar and

allied industries across the globe by leveraging technology.

Be the preferred company to provide complete turnkey solutions and EPC skills to

process industry across the globe.

Provide customers with innovative engineering products within easy reach.

Build a platform to enable Spray Engineering Devices Limited to become a global

engineering MNC.

Be a professionally managed employer of choice, attracting, developing and

retaining quality personnel.

Be responsible corporate citizen with a commitment to environmental protection

CHAPTER - 2


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Review Of Literature

Defining Absenteeism

Types Of Absenteeism

Calculation Of Absenteeism

Causes Of Absenteeism

Effects Of Absenteeism On Industrial Progress

Analysis Of Causes

REVIEW OF LITERATURE

INTRODUCTION


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Absenteeism is one of the major human problems in industry which is undesirable

because of its costs and the operating problem that it causes. It is an industrial malady

which disturbs work schedules, imposes added supervisory workloads, causes

unnecessary overtime and results in over all increased labour cost, reduced efficiency of

the operations, as well as in low employee morale. With the massive investments, the

capital labour ratio goes up considerably, as absenteeism among workers leads to serious

operating problems and dislocation of work that heavily affects productivity. In fact its

consequences are alarming.

The problem needs to be dealt with effectively by the management. Attention to

this problem, so far has been rather cursory, mainly because of the availability of

abundant manpower in the country.

DEFINING ABSENTEEISM

Absenteeism in short can be defined as a failure to report to work.

It is likely a symptom of low moral and declining productivity or little

involvement at work as demonstrated by the employees staying away from work.

It refers to the failure on the part of employees to report to work through which

they are scheduled to work. In other words an unauthorized absence constitutes

absenteeism.

It is referred to here in as failure of employees to report to work when they are

scheduled to work.


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An employee may stay away from work on ground of leave to which he is entitled, or

sickness or some accident or without any previous sanction of leave. Thus, absence

could be authorized, unauthorized, willful or caused by circumstances beyond ones

control.

PECULIAR FEATURES OF ABSENTEEISM


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On the basis of studies undertaken certain observations may be made:

1. The rate of absenteeism is lowest on payday; it increases considerably on

the days following the payment of wages and bonus. The level of

absenteeism is comparatively high immediately after payday. When

worker either feel like having a good time or in some other cases return

home to their villages family and after a holiday, has also been found to be

higher than that on normal days.

2. Absenteeism is generally high workers below 25 years of

age and those above 40. The younger employees are not regular and

punctual. Presumably because of the employment of a large no. of new

comers among the younger age groups, while the older people are not able

to withstand the strenuous nature of the work.

3. The percentage of absenteeism is higher in the night shift than in the day

shift. This is so because workers in the night shift experience great

discomfort and uneasiness in the course of their work than they do duringday time.

4. Absenteeism in India is seasonal in character. It is the

highest during March-April-May, when land has to be prepared for

monsoon, sowing and also in harvest season (Sept-Oct) when the rate goes

as high as 40%.


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TYPES OF ABSENTEEISM

There are two types of absenteeism, each of which requires a different type of

approach-

1. INNOCENT ABSENTEEISM :

Innocent absenteeism refers to employees who are absent for reasons beyond

their control sickness and injury. Innocent absenteeism is not culpable i.e.

blameless. In a labor relations context this means that it cannot be remedied of ortreated by disciplinary measures.

2. CULPABLE ABSENTEEISM :

It refers to employees who are absent without authorization for reasons,

which are within their control. For instance, an employee who is on sick leave

even without being so and it can prove so; he/she is guilty of culpable

absenteeism. To be culpable is to be blameworthy. In labor relation context this

means that progressive action can be taken. For the large majority of employees,

absenteeism is legitimate, innocent absenteeism, which occurs infrequently.

Procedures for disciplinary action apply only to culpable absenteeism. Many

organizations rake the view that through the process of individual absentee

counseling and treatment, the majority of employees will overcome their

problems and return to an acceptable level of regular attendance.


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CALCULATION OF ABSENTEEISM

The rate of absenteeism is expressed as the percentage of man-days lost through

absence to the total number of man days scheduled in a given period.

No. Of Employees Absent

Absenteeism% = ------------------------------------* 100

No. Of Employees Present

No. Of Employees Present = (Avg. No. of workers) *(No. of working days)

As we know, employees are the 21st century organizations greatest assets.

Accountants are even adding human capital to the balance sheet. Absenteeism is a

universal problem in an industry. It becomes a problem when it exceeds 10% as it

disturbs the production schedules and creates many problems. Personnel Research studies

have further revealed that: -

The days before and after a holiday are liable to higher rate of absenteeism.

Employees who belong to local area are absent more often than outsiders.

Bad weather increases rate of absenteeism, especially among employees who live

at distant places.

Employees under the age of 25 years and above the age of 55 years are absent

more often than those in the age group of 26 to 55 years.

Operative employees are absent more frequently than the supervisors andmanagers.The higher the rate of pay and greater the length of services of the

employees, the fewer the absences.


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CAUSES OF ABSENTEEISM

Absenteeism is probably a natural human reaction to the routine of modern industry.

There is maladjustment between mans instincts and desires and regular working habits

that are imposed upon him by the factory life and to which he is not easily amenable.

Some of the leading factors may be discussed as below:

1) Maladjustment with Factory Conditions

As the worker continues to live in the city, the urban life becomes distasteful and

miserable to him because of insanitary conditions prevailing there. They are subject to

strict discipline and are ordered by complete strangers to do the things which they cannot

understand. This discipline produces a heavy strain on their body as well as mind, causes

them serious distress and impairs efficiency.

2) Social and Religious Ceremonies

Social and religious functions divert workers from work to social obligations. In

a large number of cases the proportion of absenteeism due to sickness, accident or

religious ceremonies is more than due to any other reason.

3) Unsatisfactory Housing Conditions

Workers also experience housing difficulties. Around 95% of the housing

occupied by industrial workers in India is unsatisfactory for healthful habitations. This

leads to loss the interest in work.


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4) Industrial Fatigue

Low wages compel a workers to seek some part time job, bringing him side

income. But this often results in constant fatigue which compel him to remain absent for

the next day and if fatigue affects him seriously, absenteeism may be continuous for long.

5) Absence of Adequate Welfare Facilities

In several cases, particularly in medium and small size units, the standards are

distinctly poor. The studies made by some states in respect of different components of

welfare and these include sanitation, washing facilities, first aid appliances, ambulance

rooms, drinking water, canteens, shelters, rest rooms and crches strengthen the general

impression that compliance with statutory welfare provisions in half hearted and

inadequate. Tired with the absence of basic facilities, the worker seeks solace in

migrating to his rural home.

6) Indebtedness of the workers

All those workers who undergo financial hardships usually borrow money lenders

at interest rate which are very high. To avoid the moneylenders they usually absent

themselves from work because they are unable to return the money in stipulated time.

7) Inadequate Leave Facilities

Negligence on the part of the employer to provide adequate leave facilities the

workers fall back on E.S.I leave. Under the E.S.I. scheme they are entitled to 56 days

leave in a year on half pay. Instead of going without pay the workers avail of the E.S.I.

facility


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8) Other Factors

These include:

dissatisfaction with supervisors;

boredom with repetitive work

frustration with job,

poorly defined responsibilities,

poor wages,

insufficient transport facilities to and from the residence to the work place; and

lack of recreational facilities.

EFFECTS OF ABSENTEEISM ON INDUSTRIAL PROGRESS

Levels of absenteeism beyond the normal range in any organization have a direct

impact on that organization effectiveness and efficiency.

It is obviously difficult for an organization to operate smoothly and to achieveits goals if its employees fail to report to their jobs. The work plans is disrupted and

often-important decisions are delayed. In organization that relies heavily on assembly-

line production, absenteeism can be more than a disruption: it can result in the drastic

decline in the output and in some cases it can bring about a complete shutdown of the

production. But levels of absenteeism beyond the normal range in any organization have

a direct impact on its efficiency.

Apart from the above viewed fact the most important problem faced is related

with that of the cost of absenteeism! Many organizations set aside approximately 3% of

budget for absenteeism. This makes an average of about 8 days a year per employee. If

absenteeism is above your budgeted figure or certain employee exceed the average in


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your organization then this indicates that you have an absenteeism problem. However,

even if absenteeism is below it a focused effort will likely yield improved attendance.

The cost of absenteeism leads to: -

Decrease in productivity-

1. Employees may be carrying an extra workload or supporting new staff.

2. Employees may be requires to attain and orientate new or replacement workers.

3. Staff morals and employee service may suffer.

Financial cost-

1. Payment of overtime may result.

2. Cost of self-insured income protection plans must be borne plus the ways cost

replacement employees.

Administrative cost-Staff time is required to secure replacement employees.


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ANALYSIS OF CAUSES

1) FAMILY ORIENTED & RESPONSIBILITES

It was observed that about 40% case absenteeism is family oriented and more

responsibilities of workers. It increases in harvesting season.

2) SOCIAL CEREMONIES

In 20 % cases it was found that social and religious functions divert

worker from work.

3) HOUSING FACIL ITY

In about 30% cases, the workers remain absent because there is no housing

facilities and the workers stay alone and great distance from factory.

4) SICKNESS AND ACCIDENT

In 20% case the workers remain absent due to ill health and disease

and in 15% cases workers remain absent due to accident.

5) TRANSPORTATION

Most of the workers have to travel long distance to reach the work

place. Most of the workers are not satisfied with transport facilities.

6) WELFARE FACILITES


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In 13% cases, the workers are not satisfied with welfare facilities.

7) WORKING CONDITIONS

In 21% cases, the workers feel that there is not good working condition,

because they work in standing position which causes to remain absence for

relaxation.

8) MANAGEMENT SYSTEM

Near about 34% people are dissatisfied with management system because they

feel that their work is not being recognised and promotions are biased.


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Lets have a tabular evaluation of the: -

Observable Behavior pattern indicating possible alcohol related problems

STAGE ABSENTEEISM GENERAL BEHAVIOUR JOB

PREFERENCE

I STAGE

(Early)

II STAGE(Middle)

III STAGE

(Late middle)

IV STAGE

(Approachin

g terminal

stage)

Tardiness, quits early(Absenteeism fromsituations)I drink to relieve tension

Frequent days off for vagueor implausible reasons.I feel guilty aboutsneaking drinks I havetremors.

Frequent days off, several

days at a time, does notreturn from lunch.I dont feel like eating Dont want to talk aboutitI like to drink alone

Prolonged unpredictableabsenceMy job interferes with mydrinking

Complaints from fellowemployees for not doinghis/her share. Overreactioncomplains of not feelingwell, makes untruestatement

Marked changes,undependable statements,avoid money from fellowemployees, exaggeratework, and accompaniesfrequent hospitalization.

Aggressive and belligerent

behavior domesticproblems interfere withwork, financial difficulties(garnishments and so on),and more frequenthospitalization,Resignation! Does notwant to discuss problems.Problems with the lawcommunity.

Drinking on the job(probably) completelyundependable, repeatedhospitalization, seriousfinancial problems, seriousfamily problems, divorceetc.

Misses deadlines,commits error(Frequently low jobprofile)

Criticism from boss,general deteriorationcant concentrate,occasional loss ofmemory, minorinjuries on the job(repeatedly),warning from theboss.

Far below

expectationsPunishabledisciplinary actions.

Generallyincompetent facestermination orhospitalization.


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HOW ABSENTEEISM CAN BE CONTROLLED

The definition of absenteeism, factors affecting and its causes are quite clear.

What is not so clear is how to take affirmative actions to control it. Traditional methods

of absenteeism control based only on disciplinary procedures have proven to be

ineffective. It is almost impossible to create a fair disciplinary action because even well

run disciplinary systems, which treat which treat similar actions in consistently similar

ways are seen as unfair. The reason for this is discipline alone usually identifies the root

cause of absenteeism. Every employee who takes time off in defiance of company

regulations has reasons, right or wrong which justify to themselves the legitimacy of their

actions. Unless the management attendance programme identifies and addresses the cause

of employees absenteeism it will be ineffective and unfair. Now, if absenteeism is to be

controlled the physical and physical and emotional needs of employees must be

addressed.

The purpose of attendance management is to develop a willingness on the part of

all our to attend work regularly and to assist them in motivating their co-workers to

attend work regularly. Now, this can be done by-

Addressing the physical and emotional needs of our employees.

Communicating the attendance goals of the organization so employees can

understand and identify with them.

Dealing with cases of excessive employees absenteeism effectively and fairly

so deterrence can occur.

Successful administration of an attendance management program requires

managers and supervisors to be aware of and create work environment in which the

following can be actualized :


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The greater the extent to which individuals identify their goals with the goals

of the organization the greater their motivation to be regular in attendance.

The more people find their jobs meaningful to them, the greater their

motivation to be regular in attendance.

As employees workload increases due to the absence of a co-worker, peer

pressure is exerted on the absent co=worker to attend work regularly.

The more people like working for the organization the higher their motivation

to attend regularly. Recognition of good employee attendance helps improve

attendance.

Employees will have a lower absence ratio if they fail they fail face to discuss

their on the job problems with their supervisors.

Employees with a low absence ratio have attitudes of complaisance and team

spirit.

Low absence ratio employee is more satisfied.

Like employees turnover, there is avoidable and unavoidable absenteeism.

Absenteeism is unavoidable when the employee himself falls sick, his dependants at

home suddenly become unwell or there is an accident inside the plant. Unavoidable

absenteeism is accepted by managers and is even sanctioned by labor laws. For

insistence, one day of leave with wages for every 20 days of service is allowed by the

factories act, 1948.

Avoidable absenteeism arises because of night shift, opportunities for

moonlighting and earning extra income ineptness, lack of job security, job satisfaction

and unfriendly supervision. This absenteeism needs intervening by the management.

Managers should take steps to remove causes of absenteeism. On the positive side,managers must create a work environment which will make the employees realize that it

make sense to work in the factory rather than stay at home and waste their time.

Moreover, the management must have a safety plan, implement it and evaluate its

effectiveness.


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EXAMPLES SHOWING ABSENTEEISM RATE IN CONTEXT OF

VARIOUS INDUSTRIES

Absenteeism is computed and is expressed in terms of percentages. Table below showsabsenteeism rate in selected industries: -

IS ABSENTEEISM REALLY BAD?

TABLE: - ABSENTEEISM IN SELECTED INDUSTRIES

INDUSTRIES 1971 1976 1981 1983 1986 1987

COTTON

TEXTILES

19.3 20.1 21.8 22.9 18.3 19.2

IRON & STEEL

11.0 14.9 15.9 16.8 13.9 15.6

CEMENT

13.1 13.1 10.8 12.2 12.4 12.2

MATCH MAKING

14.7 14.1 16.6 19.3 19.0 23.1

TELEGRAPH

WORKSHOP

16.2 14.7 15.8 17.9 20.2 17.7


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Although most absenteeism has a negative impact on the organization, we can

conceive of situations in which the organization may benefit by an employees

voluntarily choosing not to come to work. For instance, illness, fatigue or excess stress

can significantly decrease an employees productivity. In jobs in which an employee

needs to be alert it may well be better for the organization if the employees does not

report to work rather than show up and perform poorly. The cost of an accident in such

jobs could be prohibitive.

Even in the management jobs, where mistakes are less spectacular, performance

may be improved. When managers are absent themselves from jobs rather than make a

poor decision under stress. But these examples are clearly a typical for the most past, we

can assume that organization benefits when employee absenteeism is low!!


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CHAPTER 3

OBJECTIVE OF THE STUDY

RESEARCH METHODLOGY

OBJECTIVE OF THE STUDY


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The project apart from a brief overall review of the organization studies the level

of absenteeism rate in the organization, referring the general staff of both the managerial

and non-managerial level of employees. The main issue of concern was related with the

employees presence rate and how often they find themselves failing in reporting to work,

at the same time analyzing different causes and other incentives regarding salaries and

welfare packages offered to them as well as judging the satisfaction level with their

compensation package, which surely creates a reason for determining their dedication

towards the work.

This project has also been undertaken to gather the details of employees turn over

as well as examining the general trend within an organization enabling to find an exact

reason behind the increasing absenteeism rate in the organization.

Hence, the major objectives of this study were: -

To identify the major causes of the absenteeism at Spray Engineering

Devices Ltd.

To Asses the after effects of absenteeism in Spray Engineering Devices Ltd.

To measure the level of interest and involvement towards their job and

working condition / Environment

The project is based on my experience and frequent interaction with the

employees in Spray Engineering Devices Ltd.

RESEARCH METHODOLOGY


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Research in common parlance refers to a search for knowledge. One can also define

research as a scientific and systematic search for pertinent information on a specific topic.

In fact, research is an art of scientific investigation. It is the pursuit of truth with the help

of studies, observation, comparison and experiment. In short the search for knowledge

through objective and systematic method of finding solution to a problem is research.

According to Clifford Woody, Research comprises defining and redefining problems,

formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,

making deductions and reaching conclusions to determine whether they fit the

formulating hypothesis.

RESEARCH DESIGN

The research design is purely the framework or plans for a study that guides the

collection and analysis of data. It is a blue print that is followed in completing a

study. It may be a worthwhile to mention here that a research design is essentially

the framework for the study.

TYPES OF RESEARCH DESIGNResearch design is mainly of three types: -

1. Exploratory research

2. Descriptive research

3. Experimental research

EXPLORATORY RESEARCH: - It is often the initial step in the series of studies

designed to supply information for decision-making. The main purpose of this research is


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for formulating the problem for more precise investigation or of developing a working

hypothesis from an operational point of view. The major emphasis in such studies is on

the discovery of ideas and insights.

DESCRIPTIVE RESEARCH: - It includes surveys and fact-finding enquiries. The

descriptive research is typically concerned with determining the frequencies with which

something occurs or determining the degree to which variables is associated. It is guided

by an initial hypothesis.

EXPERIMENTAL RESEARCH: - In this some variables are manipulated to observe

their effect on other variables. Experimentation is defined as a process where events

occur in a setting at the discretion of the experiment and controls are used to identify the

source of variants in the subject. Thus they are those where the researcher tests the

hypothesis of the causal relationship between variables.

The method of the research used here is DESCRIPTIVE.

Descriptive research includes surveys and fact finding enquiries of different

kinds. It is used to portray accurately the characteristics of a particular individual,

situation or a group. This research include survey and fact finding enquiries of different

kind. Basic purpose of this type of research is that it describes the state of affairs in

current scenario. It is being generally used in social science and business research. This

study is also termed as ex post facto Main characteristic of method are that research has

no control over the variables he can only report what happening.

Here in descriptive research we have prepared questionnaire and done surveys of

different individuals

The research methodology adopted for the project can be stated as follows


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An extensive study of the topic through various sources like internet, books

and work done on some topics

A questionnaire was prepared to analyze the level of absenteeism in SED.

Collection of questionnaire took place after a couple of weeks to analyze

data.

All the responses were studied and certain findings and recommendation

were given.

A detail and systematic report was prepared.

SAMPLING DESIGN

Sampling is used to collect primary data when the source of data is far too many

to be exhausting handled. Sampling is the integral part of data collection

process. The way of selecting a sample is known as sample design.

DATA COLLECTION METHOD

The work does not end by framing is design, it is necessary to acquire the various

details. The collected information is aimed at getting a truthful & clear result. The resultscan be further analyzed to get the necessary inputs and is a tough task to undertake.

Hence the selection of best possible method for collecting data becomes very vital for this

type of study.

Data is basically collected in two methods. They are classified in to two ways

1. Primary data

2. Secondary data


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Primary Data

The primary data are those, which are collected afresh and for the first time, and

thus happen to be original in character.

There are different methods available in collection of primary data.

Observation

Personal interview

Questionnaire

Telephone enquiry

Feedback form

Secondary Data:

Secondary data means, data that are already available that is they refer to

the data which have already been collected and analyzed by someone else and which

have already been passed through the statistical process. Secondary data may either be

published data or unpublished data and can be gathered through :

Internet,

Books,

Magazines,

Manuals,

Journals etc.


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Here in my research I have used both the primary as well as secondary data for

research topic. Primary data that I have used is the structured questionnaire.

I have designed a structured questionnaire as they are simple to administer and

relatively inexpensive to analyze Provision of alternative replies, helps to understand the

meaning of questions clearly questions. The data was collected by conducting personal

interview of respondents with the help of questionnaire.

Along with the primary data obtained through use of questionnaire. I have used

secondary data from various sources like financial websites, newspapers, journals etc

Sample Size

The sample size for this study is taken as 100.

Sample Area

SPRAY ENGINEERING DEVICES. LTD

UNIT-2 (BADDI)

Tool used for analysis

Percentage Analysis

Percentage Analysis

The percentage refers to a special kind of ratio. Percentage is used in making

comparison between two or more series of data. Percentage is used to describe

relationship.

o Percentage (%) = No. of Respondents * 100 / Total Respondents.


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CHAPTER - 4

Analysis & Interpretation


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ANALYSIS AND INTERPRETATION

The data after collection has to be processed and analyzed in accordance with the

outline laid down for the purpose at the time of developing the research plan. This is

essential for a specific study and for ensuring that we have all relevant data for many

contemplated comparisons and analysis. Technically processing implies editing, coding,

classification and tabulation of collected data. So that they are unable to analyze. There

are many steps involved in processing and analyses of data. These are as follows:

Totaling of all the survey conducted for temporary, permanent and staff

employee separately.

Calculating the number of employees giving the same answers for the

question having different options available for questions (Separately for

temporaries, permanents and staff)

Calculating the percentage of each question having different answers

provided by different employees.

Now prepare the pie chart for these questions for the all questions included

in survey having dichotomous as well as multiple choice questions

separately(for temporaries, permanents and staff)


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QUESTIONNAIRE ANALYSIS

Q 1) What is the Educational Qualification of the Employees?

EDUCATION

NO. OF

EMPLOYEES PERCENTAGE

10th 7 7%

12th 18 18%

Diploma 15 15%

UG 20 20%

PG 40 40%

TOTAL 1001

00%

INFERENCE

As from the pie, it is depicted that the majority of the employees of company are post

graduate. i.e.40% .


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Q 2) What are the Number Of Dependents In The Family?

5%

20%

10%

55%

10%

0%

10%

20%

30%

40%

50%

60%

1 2 3 4 5

No of Dependents

%o

frespondent

1

2

3

4

5

INFERENCE

The maximun number respondents (i.e., 55%) at SED have 5 dependents and 20% have

3 dependents in their family..

No. of Dependents No. of Emp. Percentage

1 25 5%

2 40 10%

3 20 20%

4 10 10%

5 5 55%

Total 100 100%


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Q 3) What is the distance B/w your house and factory in KM

Kms Traveled

by employee No. of emp. PercentagePercentage

01 20 60 60%21- 30 20 20%

31 40 12 12%

41 50 8 8%

Total 100 100%


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60%

20%

12%8%

0%

10%

20%

30%

40%

50%

60%

70%

01 20 21- 30 31 - 40 41 - 50

Kms travelled

%o

femployees

01 20

21- 30

31 - 40

41 - 50

INFERENCE

The above study shows that the maximum number of employees (60%) travel 1-20 km to arrive

to the company i.e. they are residing near to their working place.

Q 4) Are you satisfied with your job?

Answers Yes No

%age of employees 63% 37%


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%age of employees

63%

37%

Yes

No

INFERENCE

The study shows that 37% of the employees are not satisfied and thus the company has to make

efforts to satisfy them.

Q 5) What are the utmost reasons of remaining Absent in the organization?

AnswersHealth $Sickness

FamilyProblems

PersonalProblems Others

%age of 41% 30% 26% 3%


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employees

INFERENCE

The study shows that maximum number of employees are absent mostly due to health and

sickness. i.e 41% whereas 3 % are absent because of reasons like social commitments , sudden

events.

Q 6) Have you ever shown absence during your duration?


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Answers Rarely Sometimes Always NeverNo ofemployees 7 58 35 0

No of employees

7

58

35

0

Rarely

SometimesAlways

Never

Inference:

The above study shows that 35 % of the employees are those who report their superiors about the

absence to the duty.

Q 7 ) In case of emergencies do you inform your supervisor by phone?


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INFERENCE

The above study shows that 99 % of employees inform their supervisor by phone while only 1 %

of employees do not inform.

Answers Yes No

%age of employees 99% 1%


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Q 8) Are your talents and abilities fully utilized in your job?

Answers Yes No Some What

%age of employees 65% 31% 4%

INFERENCE

It has been concluded from the study that 65 % of the employees agree that their talents

are fully utilized in the organization whereas 31% are not.


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9) How is the surrounding you are working in?

AnswersVeryGood Good Satisfactory Poor

%ageEmployees 35 45 15 5

%age Employees

35

45

15

5

Very Good

Good

Satisfactor

Poor

INFERENCE:

Out of 100 respondents 45 % of the respondents consider the surroundings as

good.


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10) Do you receive benefits for overtime job?

Answers Yes No%age ofemployees 14% 86%

INFERENCE

The study shows that majority (86 %) of employees do not receive benefits from overtime job

which is the main reason of employees absenteeism.

`


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11) Do you feel boredom with the assigned duty.

Frequency Respondents Percentage

Rarely 10 10%

Sometimes 10 10%

Always 5 5%

Never 75 75%

Total 100 100

INFERENCE

The table shows that 10% of the respondents felt boredom at work rarely, 10% felt

sometimes, 5% felt always and 75% felt never, it seems that the majority employees are

interested in the work.


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12) According to you, how absenteeism can be controlled?

AnwersParticipatio

n IncentivesCongenialEnvironment Others

%age ofrespondents 35 40 15 10

%age of respondents

35

40

15

10

Participation

Incentives

Congenial Environment

Others

INFERENCE:

This is clear from the above pie that absenteeism can be controlled by providing

more incentives to the employees, whereas 10% of employees feel it can be

through giving them breaks, arranging trips etc.


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Q 13) How much does the work suffer when you are absent?

% OF EMPLOYEES

85%

5%

7%3%

A LOT

SOME

A LITTLE

NOT AT AL

INFERENCE

It has been concluded from the above figure that 85 % of the employees are those who think that

their work suffer a lot by absenteeism.

ANSWERS

% OF

EMPLOYEES

A LOT 85%

SOME 5%

A LITTLE 7%

NOT AT ALL 3%


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Q 14) How is your relationship with your superior?

Answers Very good Good Satisfactory Poor%age ofrespondents 40 35 20

%age of respondents

40

35

20

5

Very good

Good

Satisfactor

Poor

INFERENCE:

This has been clear from the above pie that 40% of the employees have good

relationship with the superiors.


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Q 15) Seminars and workshops on absenteeism are informative & useful.

Response Respondents Percentage

Strongly agree 60 60%

Agree 30 30%Disagree 5 5%

Strongly disagree 5 5%

Total 100 100

INFERENCE

The table shows that 60% of respondents strongly agree that training programme on

absenteeism has a good effect. 30% feels it as satisfactory by agreeing to it. 5% does not

agree with it and the rest i.e. 5% feel that it has no effect.


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CHAPTER 4

LIMITATIONS OF THE STUDY

FINDINGS

CONCLUSIONS

SUGGESTIONS & RECOMMENDATIONS


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LIMITATIONS OF STUDY

Limitations of the study are all those which a student has to face while completing

such project. As nothing is perfect except the efforts. This study too has its limitations

that limit the applicability and validity of study. The limitations that limit the

effectiveness of research are like :

Time- Foremost of all the constraints was the limited time. The time to do the

research was limited so present study is the results of whatever efforts I could put

in within time limit.

Limited validity- The business environment factor and variables underlying the

study belongs to a very dynamic category. As the only thing that is constant

exchange so the study can be obsolete as soon as a major change in environment

taken place.

Lack of knowledge on the part of employees.

Managerial staff was quite busy in their work, so due to their tight schedule of

work, I was not in a position to discuss some important aspects in detail.

FINDINGS


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The research started considering the increase of Absenteeism rate in SED. The

rate of Absenteeism is calculated from the Primary & secondary data and the factor for

the increase is the rate of Absenteeism are collected through questionnaire and the

followings results are arrived through the statistical analysis of data.

1. The study shows that majority of respondents agree that working environment is

very good.

2. It has been made clear that there are many reasons that are responsible for

absenteeism. These are :

Emergencies

Personal sickness.

Functions.

Family sickness

3. Employees are aware of the fact that their absenteeism has a great impact on the

organization

4. The basic reason for the employees absenteeism is lack of incentives.

5. Most of the employees facing personal problem it is also reason for absenteeism.

6. Some of them absent because of Boredom in doing assigned job.

7. Majority of the employees does not have good terms with their superiors.

8. The various training programmes and seminars like:

POSITIVE WORK CULTURE AND IMPROVEMENT OF

PRODUCTIVITY.

QUALITY OF LIFE-QUALITY OF WORK TIME

MANAGEMENT.

These are being conducted by the mgt regularly in order to improve the

individuality of the workers and to bring up good result in production.

Through these training programmes many worker have changed their life

style and improved their attendance.

SUGGESTIONS AND RECOMMENTATION


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The study of the absenteeism at all though the analysis of various primary and

secondary data the following suggestions and arrived. :

1. Many of the employees are not in good relations with the superiors , so efforts

should be made to develop cordial relations.

2. Selecting the workers by testing them thoroughly regarding their aspirations,

value system, and sense of responsibility.

3. The management must consider the factors like employees welfare facility and

leave facility.

4. The work can be made more interesting by arranging workshops and seminars.

5. As more employees are taken leave more then EL & CL, so any counseling can be

given to reduce the absenteeism among the employees.

6. The wages provided by the company are not satisfactory to the employees,

therefore the company can taken steps to increase the wages or the incentives

provided.

7. The company can establish clear policy of absenteeism and communicate this

to all employees when they are hired.

8. The company can provide extra incentives to the employees who are regular to

work in order to motivate them towards their job.

9. For learning and development, more training programs should be imparted so that

the employees may get aware of the latest technologies like Training

management, stress management, motivational management.


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CHAPTER 5

CONCLUSIONS

CONCLUSIONS


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IN CASE OF NON SUPERVISORS:

Main reason for absenteeism is health & sickness and family problems. Out of total

percentage of absenteeism, percentage due to health & sickness is quite high. Temporary

associates take less holiday because they want to become permanent.

IN CASE OF SUPERVISORS :

Main reasons for absenteeism are work overload and conflicting demand. Here

absenteeism is mainly occurring due to not completing their work on target time and they

used to do that work by taking holidays

According to the project study the reasons for absenteeism fall into two broad

categories;

Controllable

Excessive work

Uncontrollable

Travel distance from the residence to the job

Overtime availability on the job

Personal and family sickness

The company present absenteeism is not in satisfactory level, if this situation

increases it may cause very drastic situation so the absenteeism have to be reduced step

by step. The company must have to focus mainly on the work environment of the

employees.


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BIBLIOGRAPHY


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BIBLIOGRAPHY

Naresh Malhotra (2001) Marketing-Research 3rd edition.

Janice Jones, Flinders University of South Australia, Australia: Training and

Development, and Business Growth: A Study of Australian Manufacturing

SmallMedium Sized Enterprises.

Paul Lewis, William J. Rothwell, Linda Miller, Aahad Osman-Gani: International

Journal of Training and Development

www.spray engineering.com

Companys Reports and manuals

Attendance register of SED.
http://www.spray/http://www.spray/


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ANNEXURES


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QUESTIONAIRRE

A study of Absenteeism of workers in spray engineering devices ltd, baddi

Name _________________ Age in years _____________

Marital status _____________

1) Educational Qualification

a) 10th ( ) b)12th ( ) c) Diploma ( ) d) UG ( )

e) PG ( )

2)What are the Number of Dependents in the Family?

a) 1 ( ) b) 2 ( ) c) 3 ( ) d) 4 ( ) e) 5 ( )

3) What is the distance B/w your house factory in KM

a) 01-20 ( ) b) 21-30 ( )

c) 31 40 ( ) d) 41-50 ( )

4) Are you satisfied with your job?

a) Yes ( ) b) No ( )

5) What are the utmost reasons of remaining absent in the organization?

a)Health $ Sickness ( ) b)Family Problems ( )c)Personal Problems ( ) d)Others ( )

6) Have you ever shown absence during your duration?a)Rarely ( ) b)Sometimes ( )

c)Always ( ) d)Never ( )

7) In case of emergencies do you inform your supervisor by phone?a)Yes - ( ) b) No ( )

8)Are your talents and abilities fully utilized in your job?a)Yes ( ) b)No ( )c) Some What ( )


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9)How is the surrounding you are working in?a)Very Good ( ) b)Good ( )

c)Satisfactory ( ) d)Poor ( )

10)Do you receive benefits for overtime job?

a)Yes b) No

11)Do the Employees Feel boredom with the assigned duty

a)Rarely ( ) b) Sometimes ( )

c)Always ( ) d) Never ( )

12()According to you, how absenteeism can be controlled?

a)Participtaion ( ) b)Incentives ( )

c)Congenial Enviroment ( ) d)Others ( )

13)How much does the work suffer when you are absent?a)A Lot ( ) b)Some ( )

c)A Little ( ) d)Not At All ( )

14) How is your relationship with your superior?

a)Very good ( ) b)Good ( )

c)Satisfactory ( ) d)Poor ( )

15) Do you feel that the seminars and workshops on absenteeism are informative & useful?

a)Strongly agree ( ) b) Agree ( )

c)Disagree ( ) d) Strongly disagree ( )


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