EMPLOYEES ABSENTEEISM IN TAMILNADU STATE · PDF fileEMPLOYEES ABSENTEEISM IN TAMILNADU ... when the gross income of workmen reduces ... when work is available to him as used

Primax International Journal of Commerce and Management Research (A Peer reviewed International Journal)

Print ISSN: 2321-3604 Impact Factor: 3.532 Online ISSN:2321-3612

Vol. No.4 , Issue No.1 April- June 2016 Page 1

EMPLOYEES ABSENTEEISM IN TAMILNADU STATE TRANSPORT CORPORATION AT PERAMBALUR

R.Karthiga1 Dr.R.Swaminathan2

Abstract Absenteeism not only indicates the physical presence it starts with the “Mental absence” of an individual so the firm has to take this as a important issue before initiating any remedial actions through that and along with the participative management. Hence the researcher was attempting to identify the causes for Employees absenteeism i.e., work environment, welfare measures which are the main factors to take absent in their work. The questionnaires were prepared for data collection by way of interview method. By this the researcher has taken effort to identify the reasons which are displayed as findings, suggestions, conclusion which will make the TNSTC corporation to reduce the level of employees’ absenteeism. Introduction

Absenteeism is one of the major threats to Indian industry. Absenteeism causing poor

utilization of plant India is facing unemployment problem on one side and the other side abnormal absenteeism in industries if our absenteeism can be reduced. We can improve our gross national product without any investment. Absenteeism not only causes production loss but also causes reduction of gross national income, when the gross income of workmen reduces naturally his buying capacity also reduces if he could not manage the primary and secondary needs of timely and properly. He has to face problems like poor family harmony poor health more mental and physical tiredness which will again lead to absenting from work. Absenteeism as commonly understood refers to the failure of an operative to report to work when work is available to him as used in the study overall absenteeism is made up of three Components: Leave sanctioned by management referred to in this report as authorized absence Absence without any prior information to and permission from management referred to as

unauthorized absence. Certified sickness most widely known as ESI leave. This does not include maternity leave

absence of workers during strike due to lay off those o earned leave and women workers on maternity leave not have been considered as absentees.

It is emerging as a distinct philosophy of management aiming at policies and promotes mutuality- mutual goals, mutual respects, mutual rewards and mutual responsibilities. The belief is that policies of mutuality will elicit commitment which in turn will yield both better economic performance and greater human resource development.

Man power or human resource refers to the “The total knowledge, skills, creative

abilities, talents and attitudes, values play an important role in deciding the efficiency and

1 .Research Scholar, Bhrathidasan University 2 .Assistant Professor and Research Advisor PG and Research Dept of Commerce, Rajah Serfoji Govt. College (Autonomous), Thanjavur




effectiveness of an organizations workforce”. The various resources 5 M’s“Management,

Money, Material, Man and Machine” are all important in achieving the productivity of an

organization. Management means the utilization not only of the physical factors but what is still

more important of the people who are working in these factors.

Manpower utilization is concerned with efficient use of the organizations existing.

Manpower resources at present level of development .There are two methods of assessing

manpower utilization. The first method is the manning ratio, which is based on the relationship

between the numbers of the people employed in the organization as specified measures of

productivity. The second method is the work study in this how the workers spend his carefully

observations and recorded.

Statement of the Problem

Absenteeism is one of the major drawbacks for the organization to run up their business

effectively. The rate of absenteeism is considerably increasing Now-a-days. If this level

continues to exist for a long time, then the productivity will be lost entirely. Hence the researcher

has taken the present study in order to understand the causes of Employee absenteeism.

Objectives of the Study

To analyze the personal factors for employee’s absenteeism in TNSTC at Perambalur.

To find out the reason for avoidable and un- avoidable absenteeism.

To find out the satisfactory measures of Employees in TNSTC at Perambalur.

To offer finding, suggestions and conclusions.

Scope of the Study

Manpower strengths are very essential to run- up the business with abundant profits.

The present study helps to understand the causes for employee absenteeism in TNSTC

Perambalur and in turn helps the corporation in this District for successful running of operations

in upcoming years.

Tools Used For This Study

The researcher has collected data both from primary data and secondary data. The

primary data has been collected from the sample respondents with the help of a well designed




questionnaire. The secondary data was collected from the books, articles, records and web

resources.

Sampling Size

Convenience random sampling method is adopted for the study. For this study the scope

is limited to 150 labourers chosen at Random. The researcher feels that the non availability of

these records has not disturbed the consistency of the discussion through the reports.

Limitations of The Study

The present study on the employee absenteeism is confined to Perambalur District only.

Hence the conclusions derived from the study may not be applicable to similar District.

The change of shift also a barrier to the researcher to continue the research.

The study has been conducted only among employee category.

Review Of Literature

Hanumanthappa,K (1972) in his research work, Pricing and Planning of Road

Transport with particular reference to Karnataka State Road Transport Corporation, highlighted

the structural aspects of Karnataka State Road Transport Corporation such as capital, cost and

employment, pricing procedure, investment policy, managerial policy and managerial control.

The researcher analysed the problems of economic viability and the potentiality of road transport

as a vehicle of regional development.

Muchinsky (1997) conducted study in the same field on the basis of literature review on

employee absenteeism and concluded employee’s withdrawal behavior apart from turnover.

Studies examine the psychometric properties of absence measures reviewed, along with the

relationship between absenteeism and personal, attitudinal and organizational variables chronic

absentees into four categories such as entrepreneurs, status seekers, family oriented and sick and

old.

Morten Nordberg and Knut Roed says that business cycle improvements yield lower work

resumption rates for persons who are absent, and higher release rates for persons who have

already resumed work.

That absence sometimes represents a health investment, in the sense that longer absence

‘now’ reduces the subsequent relapse propensity.




That the work – resumption rate increases when sickness benefits are exhausted, but that

work- resumptions at this point tend to be short-lived.

Ernest B. Akyeampong says Trends and seasonality in Absenteeism. In this paper the

author focus on that at which time period the employees are more absent.

He says that illness-related absences are highly seasonal, reaching a peak during the

winter months (December to February) and a trough during the summer (June to August). The

high incidence in winter is likely related to the prevalence of communicable diseases at that time,

especially colds and influenza. The low incidence during the summer may be partly because

many employees take their vacation during these months. Because of survey design, those who

fall ill during vacation will likely report ‘vacation’ rather than ‘sickness or disability’ as the main

reason for being away from work.

Matrocchio and Jimeno (2003), He explains absence constitutes a single day of missed

work. Absence constitutes a single day of missed work. Absence occurs whenever a person

chooses to allocate time to activities that compete with scheduled work, either to satisfy the

waxing and waning of underlying motivational rhythms( Fichman, 1984), or to maximize

personal utility (Chelius, 1981).

Hanebuth Dirk (2008) Absenteeism is mainly due to workers habit off consuming

alcohol, health conditions and indebtness problem. So the workers should realize that they have

been employed not only for monetary consideration but also to improve the efficiency of the

organization.

Employee "Employee" means a person employed by the Corporation but does not include.

i) An apprentice or a trainee or a person employed on casual basis ii) A person on deputation with the Corporation or on contract appointment.

Management "Management" means the Managing Director or any other office exercising power either

delegated by the Board or by the Managing Director. Pay

"Pay" means the basic pay drawn monthly by an employee in a time scale of pay fixed in

relation to the post held by him., personal pay, special pay and any other remuneration which

may be specially classified by the Management.




Trainee

" Trainee" means a person who is under-going pre-employment training as per the

provision.

Appointments

Appointment to any of the posts in any category shall be made

i) By direct recruitment

ii) By promotion or

iii) By transfer.

Direct Recruitment

All appointments by direct recruitment to any categories of posts included in the

managerial cadre, Supervisory Groups, working groups and miscellaneous groups, shall be made

through the employment exchange, unless such recruitment otherwise than through employment

exchange is permissible under any specific orders of government or such requirement has been

waived by government in the case or cases of any individual or individuals.

CALCULATION OF ABSENTEEISM RATE:

Absenteeism is computed and is expressed in terms of percentages.

Absenteeism can be calculated with the help of following formula.

Number of man days lost

Absenteeism rate = _________________________________X 100.

Number of man days scheduled to work

Absenteeism rate can be calculated for different employees and for different time periods

like month and year.

The frequency rate reflects the incidence of absence and is usually expressed as the

number of separate absence in a given period, irrespective of length of absences. The frequency

rate represents the average number of absences per worker in as given period.

Frequency rate= Total no. of times in which the leave was availed/ Total number of man

days scheduled to work x 100.




Severity Rate: Severity is the average length of time lost per absence and is calculated by

using the formula.

Severity Rate = Total no. of absent during a period / Total no. of times absent during that

period x100.

A high severity rate indicates that the employee is absent for longer durations each time.

High frequency and severity rates indicate that the employee is absent more frequently and for

longer durations each time resulting in high absenteeism over in absolute terms.

Findings from The Study

It is identified that 38% of respondents were neutral satisfied with the functioning of canteen

facilities, the remaining 32 % of the respondent were highly satisfied, 30 per cent of the

respondent were satisfied and no respondents have bad and very bad.

It is found that 35% of respondents have used two wheelers to reach the corporation, 45% of

the respondents were by walk and bus 20% of the respondents were using car as a mode of

transport towards the corporation. It will enable the workers to get reduce the absenteeism.

It analysed that 56% of respondents have preferred day shift to reduce absenteeism in the

organization, 25 per cent of the respondents were prefer general shift and 19 per cent of the

respondents were prefer night shift of the shift system.

It is learned that majority (96.6%) of the respondents were related that they are satisfied with

the present salary structure and a merge (3.4%) percentage of the respondents expressed their

opinion as dissatisfied.

It is found that majority of 75% of respondents were highly satisfied about the working

condition in the organization, 10 per cent of the respondents opinion were good, 9 per cent of

the respondents opinion were satisfied 6 per cent of the respondents opinion are neutral

towards the working condition in the organization.

It is realized that majority of 43% of respondents were highly satisfied about job security, 31

per cent of the respondents were satisfied, 13 percent of the respondents were neutral with

this statement, remaining 13 percent were felt good and no one got dissatisfied with security.




It is focused that 86% of respondents were absenteeism due to health condition; while 14

percent of the respondents were feel normal.

It brought out that 65% of respondents were not satisfied about relationship between

respondents and their superiors, 20% of the respondents were neutral relationship with

superior, 15 % of the respondents were satisfied with the superior relationship. From the

analysis it was learned that majority of the respondents were not satisfied with the present

relationship maintained in the transport organization.

It analysed that 59% of the respondent opinion as good where as 41% of the respondent

expressed their displeasure.

It point out that 53.9% of the respondent expressed that they have met with an accident

during their services and remaining 46.1% of the respondent's opinion that they have not met

with an accident.

It is noted that (83.6%) of the respondents revealed that they were satisfaction with the

present perquisites like allowances, bonus and canteen facilities. On the other hand (16.4%)

of the respondents expressed that they are not satisfied. It is concluded that majority of the

respondent were satisfied with the present perquisites offered by TNSTC.

It is identified that 64.2% of the respondents were not satisfied in the present work load and

the remaining 35.8% of the respondent were satisfied with the work load. From the analysis

it is found that existing work load was not satisfactory among the selected sample

respondents.

It is learned from the analysis that majority of the accidents occurred due to other negligence

in the duty and 31.6% of the respondents opined as they are sourly responsible for the

accidents. These individual highlight the major reason for accident due to high level

occupational stress.

It is lime lighted that 45.2% of the respondent opinion that the management initiates severe

punishment against employees who made the accidents. 45.9% of the respondents expressed

the action as fair and the remaining 13.9% of the respondent reveal it to be lenient. From the

analysis it is learned that the actions initiated by the management is severe. It causes mere

job dissatisfaction which considered as major reason for absenteeism.




It is witnessed that majority (68.1%) of the respondents expressed their opinion that the

grievances are settled properly. 26.2% of the respondent expressed as uncertainly delayed

tactile was practiced on the other hand 5.7% of the respondent opinion their grievances are

not settled so far. From the analysis it is found that most of the respondents opinioned that

the issues were settle promptly. This was found that the major cause for absenteeism.

It is noted from the above table that majority (70.2%) of the respondent's have above average

progress in their attendance. 29.1% of the respondents attendants progress was average and a

0.7% shown below average in their attendance. From the analysis it is concluded that

majority of respondents are having above average remarks in the attendance.

It was learned that (57.6%) respondents are attending duty sincerely that absent was due to

received award and appreciations. (35.5%) respondents were sincere and avoided loss of pay.

(4.3%) of the respondents were attending duty sincerely due to the attitude of the leaders and

the merger (2.5%) of the respondents revealed that their attending duty sincerely due to

interest.

It was identified that 81% of respondents were mean while habit of alcoholism make

respondents absent from work.

It was confirmed that 73% of respondents were job enrichment reduce absenteeism in the

concern.

It was found that 81% of respondents were satisfied under first aid appliance

Suggestions

Employee should be motivated in all manners to avoid the labour absenteeism. Employees

should also be highly motivated in all manners and they should not be discouraged at any cost.

So that the absenteeism may be reduce any they will work efficiency in the organisation. By

introducing medical facilities for employees and employee’s family members, by providing

proper casual leave facilities, medical leave facility for all local area workers, the absenteeism

will be reduced reasonably.

Since the Transport Corporation is highly labour oriented and where there is no

possibility of direct supervision, there is need for some disciplinary action. But this has to be

highly rational. A driver involving in a fatal accident after 25 years of good service and a driver




who is committing the third fatal accident in 15 years can't be dealt with similarly. And a

conductor who is ranging 150% capacity of the bus and normally honest and a conductor

carrying 50% of the buses capacity can't be dealt with similarly for similar negligence irregular

and biased disciplinary action defeats the very purpose of it. And also the appeal against any

punishment should be settled immediately and adequately based on his performance. This will

enable the employees who don’t make absent in their commitment.

Besides, by motivating the employees by way of monetary and non- monetary ways, the

company will obtain 100% attendance of the employees in the organisation.

Conclusion

Absenteeism in simple terms the failure of an employee to report for duty when he is scheduled

to work. The study reveals that the working condition such as canteen facilities provided are

satisfactory. Almost all the fields in developed countries are recognizing their human resource

by and large extent. It is a great blessing to the nation. Majority of the employees being closely

associated with every effort of the Transport Corporation. Hence the researcher assured that

when the company considers the above suggestion it is no doubt that the company will be bagged

with the number of rewards for good services to the people in the country. The company has to

take utmost care to reduce absenteeism.

The study concluded that the absenteeism is reduced due to job enrichment, the counselling,

motivating the workers. Hence the management should take immediate action to solve the

personal grievances of the workers and effective superior relationship should be maintained in

the organisation for effective functioning of the organisation.

REFERENCES

Decenzo and Robbins, Human Resource Management, Wiley,6th Edition, 2001.

Biswajeet Pattanayak, Human Resource Management, Prentice Hall of India, 2001.

Eugene McKenna and Nic Beach, Human Resource Management, Pearson Education

limited, 2002.

Mamoria C.B. and Mamoria S., Personnel Management Himalaya Publishing company,

1997.




Stephen P. Robbins, - Organizational Behavior, Prentice – Hall of India Private Limited,

New education, September 2010.

L.M. Prasad, Human Resource Management, Himalaya Publishing Company LTD New

Delhi.

D.R. Radha, Human Resource Management, Prasarnna and Company, 2005 – 2006.

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EMPLOYEES ABSENTEEISM IN TAMILNADU STATE · PDF fileEMPLOYEES ABSENTEEISM IN TAMILNADU ... when the gross income of workmen reduces ... when work is available to him as used