Rose Project

8/7/2019 Rose Project

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A STUDY ON ABSENTEEISM AMONG THE WORKERS

In India Shoes Exports Pvt. Ltd, Chennai

uj

Submitted to

RAJAGIRI SCHOOL OF MANAGEMENT

InPartial Fulfilment of the Requirements for the Award of

MASTER IN HUMAN RESOURCE MANAGEMENT

(2007-2009)

By

ROSE MERIN J.

Reg No: H-366

Rajagiri School of Management

Rajagiri Valley, Kochi-39, India.


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ACKNOWLEDGEMENT

I express my indebtedness to each and every individual who have helped me in the preparation of

this project done at India Shoes Exports Private Limited, Chennai.

First and foremost, I note my deepest gratitude to the God Almighty for his blessings and

guidance in this endeavour.

I am thankful to my Faculty Guide, Prof. George Kuriyan, faculty-MHRM, Rajagiri School

of Management for giving me his valuable guidance to execute the project as per organization

requirements.

I express my immense gratitude to Mr. S. Kasinathan, Head- Human Resourcces Department

for permitting me to conduct an organizational study at the company and for accommodating me

in his busy schedule, and effectively guiding me through the organization and its processes,

supplying me with all the information I required to complete this report.

I especially want to express my sincere thanks to Mr. K. Sankar and all the staff of Personnel

department,India Shoes Exports Pvt. Ltd. for sparing their invaluable time and lending me

their knowledge and experience in their respective fields, to make the departmental functions

very clear to me.

Last but never the least, I would like to thank my parents and family for their invaluable support

and guidance, without which this report would not have been possible.

Rose Merin J.


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DECLARATION

I, Rose Merin J, student of Rajagiri School of Management, Kochi, hereby

declare that the internship report titled A Study on absenteeism among the workers in India

Shoes Exports Pvt Ltd. is a bona fide report of the project work undertaken by me at India

Shoes Exports Private Limited, Chennai during May 2008.

This study was undertaken in partial fulfillment of the requirement of the degree in Master of

Human Resource Management at Rajagiri School of Management, Cochin, affiliated to

Mahatma Gandhi University, Kottayam, Kerala.

All the information mentioned in this report is collected from authenticated and affiliated sources

and true to the best of my knowledge. I also declare that this report has not been submitted to anyotheruniversity/ board for the award of any degree/ diploma.

PLACE: Rose Merin J.

DATE: (Roll No: H366)


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TABLE OF CONTENTS

Chapter 1. INTRODUCTION 3

Chapter 2. METHODOLOGY 12

Chapter 3. COMPANY PROFILE 15

Chapter 4. ANALYSIS AND FINDINGS 20

Chapter 5. CONCLUSION 39

Chapter 6. RECOMMENDATIONS 41

ANNEXURE: Questionnaire

Bibliography


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CHAPTER I

INTRODUCTION

1.1 INTRODUCTION TO THE TOPIC


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Title of the Project

A study on the absenteeism among the workers in India Shoes Exports Private Limited,

Chennai.

Absenteeism

Absenteeism is a symptom of industrial unrest. Unlike other industrial strife such as strikes, gheraos

and lockouts, absenteeism is not spectacular as a symptom of industrial unrest. Even though the total

time lost through employees absence could be as high as that lost through other forms of industrial

problems.The problem of absenteeism in India is wide spread. In many organizations, this problem is

thought of as an unavoidable evil and thus to be ignored. In general absenteeism as an industrial

problem has received only very little careful investigation and handling.

Absenteeism is said to be there when an employee fails to come to work when he is scheduled to

work. It is an important problem in many enterprises. Excessive absenteeism involves

considerable loss to the enterprise because work schedules are upset and delayed, and the

management has to give overtime wages to meet the delivery dates. This causes a problem to the

management because the overtime wages are double than the normal rates of wages. Therefore,

study of causes of absenteeism is essential to deal with the problem. The adverse effects of

absenteeism can be described under two broad categories.

(a)On Industry: Absenteeism in industry stops machines, disrupts processes, createsproduction bottlenecks, hampers smooth flow of work which upsets production targets,

results in production losses; increases direct overhead costs, increases workload of the

inexperienced, less experienced or substandard workers as substitutes, this in turn

creating problems of recruitment, training, job adjustments, morale and attitudes.

Manpower planning is rendered impossible. Casual or sub standard employees increasemachine down time, rejection of finished products, brake down of machinery and

consequent idle machine-hours. Absenteeism, on the other hand, directly contributes to

the rise in production costs while on the other, it deprives the industry of its hard-earned

reputation due to deterioration in quality of goods produced and the delay in supply to

valued customers.


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(b)On Workers: Ill- effects of absenteeism on those who cause it are equally baneful.Frequent absenteeism adversely affects the economy of the worker himself. It reduces his

earnings and adds to his indebtedness, decreasing his purchasing power, makes it difficult

for him to meet necessities of life, leading to personal problems of attitude and morale,

and in many cases loss of employment and resultant disaster for his dependants.

1.2 DEFINITIONS OF ABSENTEEISM

The official definition of absenteeism on the basis of which statistics in India are combined and

reported under the Factories Act is as under:

Absence is the failure of a worker to report for work when he is scheduled to work. A worker is

considered as scheduled to work when the employer has work available for him and the worker

is aware of it.

As per this act, absenteeism can be of two types viz. voluntary and involuntary.

The absenteeism statistics relate to only voluntary absenteeism defined as absence due to reasons

which are personal to the individuals concerned. As such, the absence of a worker on account of

strike or lock- out, that is, involuntary absence is not considered as absence for the purpose of

absenteeism statistics.

Measuring CriteriaAbsenteeism is measured in the form of absenteeism rate. Absenteeism rate is the percentage of

mandays lost due to voluntary absence (both authorized and unauthorized) to the corresponding

total of mandays scheduled to work. It can be expressed as:

Mandays lost (both due to authorized and unauthorized absence) X 100


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Absenteeism rate = Mandays scheduled to work

Mandays scheduled to work = average no. of workers X No. of working days during

the given period

Absenteeism is a universal problem in industry. Several research studies have revealed the

following trends in absenteeism:

(a)A small percentage of employees (15 percent) account for a large percentage (70 %) ofthe total absenteeism. These chronic absentees have negative perceptions and attitudes.

E.g: The company is neither fair norjust, supervisors are production centered, workgroup

is unhelpful, and grievance handling, suggestion schemes etc. are mere formalities.

(b)There has been a seasonal bias in the cause of absenteeism. For example, absenteeismdue to sickness was found to be highest in July- September and lowest in April- June.

(c)The days before and after a holiday are liable to have higher rate of absenteeism.(d)Women are absent more often than men.(e)Absenteeism has been greater in night shifts than in day shifts.(f) Absenteeism is generally higher in the departments where supervisors are work- oriented

and careless about employee welfare.

(g)Operative employees are absent more frequently than the supervisors and the managers.(h)Employees under the age of 25 years and above than age of 55 years, are absent more

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

(i) Bad weather increases absenteeism, especially among employees who live at distantplaces

Reasons of Absenteeism

Generally, the following reasons are accountable for absenteeism at work:

(a)Nature of Work:


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When the work is tough and monotonous in nature, the worker gets tired physically and

mentally. So he frequently remains absent without information to the employer.

(b)Poor Working Conditions:Poor working conditions affect the workers health adversely. She is tired of work

environment and thus may remain away from work without any notice to the employer.

(c)Absence of Regular Leave arrangement:Every worker requires at least 15 to 20 days leave in a year for her personal work the

employer should arrange for such leave to all workers. However, in many factories,

workers are not given leave as and when required. Naturally, workers remain absent

without any intimation to the employer. Thus, absence of regular leave arrangement leads

to labour absenteeism.

(d)Poor Health:Illness has been reported to be a major cause of absenteeism in developing countries like

India. Poverty and lack of balanced diet make the worker an easy prey to diseases.

(e)Accidents:Industrial accidents and occupational diseases bring about absenteeism depending upon

the nature of the process and machinery used. Accidens make the workers incapable of

work for some days. They also create mental problems.

(f) Poor Control:Poor production and material control can result in absenteeism. Unless the flow of work

between departments is balanced and continuous, workers may stay away from theirjobs

because they lose their interest in the work and also lose the feeling of the importance of

being dependable.

(g)Absence of Transport facilities:Many factories are located away from the city limits. Naturally, workers have to travel

long distances. In case of any disturbance in the transport system, workers are unable to

reach their place of work at the proper time and they have to remain absent. Thus,

transport difficulties lead to labour absenteeism.

(h)Lack of Interest:Lack of interest and lack of feeling of responsibility and worthwhileness are also

fundamental causes of absenteeism. Attitude of mind caused by environmental and


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sociological factors may condition some to develop a feeling of irresponsibility about

going to work.

(i) Attraction to Village life:Majority of Indian workers come from villages to towns for employment. Their relatives

and family members are in villages and they often feel the urge of visiting their villages.

In addition, they have to go to their native places due to illness of family members, court

matters, religious festivals, agricultural operations etc. Such causes lead to high rates of

labour absenteeism.

(j) Alcoholism and gambling habits:A number of workers are used to drinking, gambling etc. Such workers are unable to

attend duties regularly due to such habits. This leads to absenteeism particularly among

the male workers.

(k)Miscellaneous causes:A miscellaneous group of causes include such factors as bad weather, anotherjob,

personal business, absence of strict discipline, willful disregard of rules, religious and

social festivals etc.

Measures to control Absenteeism

An employer has to introduce suitable measures for reducing labour absenteeism to the lowest

level though it is not possible to remove it completely. The possible measures that an employer

can adopt are:

(a)Proper selection: Right types of people should be employed for various jobs. Whileassigning work to the employees, their aptitudes and interests should be duly considered.

This will make them feel interested in theirjobs.

(b)Proper orientation: The new employees should be inducted in such a way that theircritical attitude is reduced as quickly as possible to avoid absenteeism from this source.

(c)Better working conditions: Workers remain absent due to hard nature ofjobs and badworking conditions. An employer can provide proper working conditions so that workers

may not have industrial fatigue. Similarly, it is possible to make a hard job a little lighter


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by introducing suitable measures. For example, mechanical devices should be used to

reduce manual labour of workers. It is possible to reduce absenteeism to a considerable

extent by providing proper working conditions.

(d)Provision of transport and housing facilities: Workers remain absent due to housing,transport and other difficulties. It is possible for the employer to provide free or

concessional transport facility to workers from their residence to the factory gate. This

will ensure regular attendance of workers.

(e) Incentive bonus to regular employees: Cash prizes may be given to those who are regularthroughout the year. Workers who are regular can be given special bonus for their

regularity. Regularity in attendance should be taken into consideration while giving

promotions. Such positive measures encourage the workers to be regular in their

attendance.

(f) Disciplinary action: Corrective action should be taken against those who have the habit oftaking leave without proper sanction.

(g)Prevention of accidents: Industrial accidents or even fear of accidents increasesabsenteeism. The management should take adequate safety measures to minimize

industrial accidents in the factory.

(h)Effective supervision: Absenteeism can be reduced to a great extent by effectivesupervision. Supervisors should be given adequate training to deal with various problems

of workers. Absenteeism will be at low level if the supervisors are able to win the

confidence of workers.

(i) Employee counseling: Absenteeism is essentially related to individual behavior and canbe better tackled through guidance and counseling. Workers should be given proper

education and orientation as regards absenteeism and their ill-effects on them. Habitual

absentees should be called by the personnel counselors to impress upon the seriousness of

their absence and the need to be regular.

1.3 OBJECTIVES AND SCOPE OF THE STUDY

Objectives of the study


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- To study the seasonal trend of absenteeism- To identify the reasons of absenteeism- To analyze the satisfaction level among the workers- To make suggestions to reduce absenteeism

Scope of the study

Absenteeism is one of the major problems facing our organizations today. Production is an important

factor for the growth of an organization which depends up on committed work force. Absenteeism

affects the production. Absenteeism leads to stoppage of machines disrupts processes, upsets

production target, result in production issues and increases in direct overhead cost. Frequent

absenteeism adversely affects the economy of the worker himself by reducing his earnings and adds to

his debts. Therefore a study on absenteeism is needed to reduce the cost and time of production,

thereby achieving higher profit for the organization.

Statement of the problem

Absenteeism is very much influenced by the workers environment, supervisors attitude, socio-

economic status etc., At the national level absenteeism is a perennial problem affecting economic

advancement and at industry level it causes a great concern for the industrial relation teams to take the

biggest morale. An uneven and fluctuating workforce renders manpower and casual operations cause

additional burden to supervisors and also loss of production and excessive downtime. Absenteeism isvery much affecting the morale, and it will affect the productivity of the company, so decreasing the

production level. In the company absenteeism level is sometimes went up to 10%. The absenteeism

rate prevailing in the company affects the various operations performed from the factorial levels.


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The absenteeism prevailing among the employees affects the on-time delivery

performance and achievement of production targets . In such a case where the factory is not able to

produce the required number of goods within the specified time, the company has to send the goods by

airways when it fails to send them by searoute, which causes a large amount of extra expense to the

company. It is necessary that the causes of absenteeism is to be properly assessed and then suitable

strategies are to be proposed to reduce the absenteeism and make the workers regular in their

attendance.

Therefore, the study on absenteeism was conducted in this company.

Limitations of the Study

The respondents chose not to answer some questions either due to lack of information or

unwillingness to impart confidential information. Since the respondents were approached at their

canteen hours, a few did not have the time to answer all questions. The sensitive nature of

certain questions may also have prevented the disclosure of certain facts. Some of the

respondants were unwilling to answer because of the fear that the management will take someaction against them in case of disclosure of some information. Despite the various limitations, an

earnest attempt has been made to obtain and filter the details and present it as accurate as

possible.


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CHAPTER II

METHODOLOGY

Research Methodology

Research methodology is a way to systematically solve the research problem. It is the scientific

method of conducting a research. The research process consists of:


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Defining the research objectives Preparing the research design Determining the sample design Collecting the required data Analysis and interpretation of collected data Drawing conclusions and suggesting remedies

2.1 Research Design

The research design is the conceptual structure within which the research is conducted. This

study has the descriptive research design, wherein a situation, phenomenon, group or incident is

described, portrayed or clarified in terms of its composition, characteristics, location,

extensiveness or timing.When a population is large and highly variable, a small sample size may

not be representative of the population from which it has been drawn and census survey method

is not practical.

Research approach : Quantitative research approach

Research design : Descriptive research design

(Self report and Observation method)

2.2 Sampling design

Sampling elements :Employees of India Shoes Exports Pvt. Ltd, Chennai

Sampling unit : Workers

Sampling procedure : Random selection (Probability sampling)

Population : 510

Sampling size : 100 (19.6 % of the total population)

Sampling duration : 25 days


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2.3 Data collection Method

Typically, there are two sources of data - primary and secondary. This research made use only of

primary data, that is, first hand information, which was collected with the help of a

questionnaire, which was prepared in English and the local language-Tamil. The questionnaire

was distributed among the workers and the responses were obtained, and also interview method

was used where questions were asked to the workers to get the responses.. The questions in the

questionnaire were framed to gather the maximum amount of information from the respondents.

The questions were listed and the respondents were expected to tick the choices given to the

questions. (A copy of the questionnaire is annexed at the back).

2.4 Statistical analysis

The percentage analysis method was employed as the statistical technique for the analysis. Thus

the result obtained could be expressed in specific percentages, for easy understanding. The

obtained result is presented in pie digrams.


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CHAPTER III

PROFILE OF THE ORGANIZATION

3.1 Company Profile


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Established in 1957 by late Mr. Mecca Haji Abdul Majid Sahib at Ambur, Farida Group consists

of leather shoe factories and prime tanneries based at Ambur, Vellore district, Bangalore and

Chennai. Today the unique blend of painstaking craftsmanship and modern technique is reflected

in design, style and finishes of every shoe manufactured and exported by Farida. For this purpose

it has established its own studios in Chennai and Italy. The group exports its products to over 40

countries around the globe. Eversince its inception, the group has expanded and diversified its

activities and currently it controls the operations through two tanneries and six shoe factories

apart from other trading companies.

India Shoes Exports Pvt. Ltd. is one of the Farida group companies

established in 1979 and ever since its establishment it has stayed with loyalty to creating quality

leather full shoes. The company employ around 564 workforce catering to Europe and USA

markets. This factory manufactures quality cemented and moccasin uppers and shoes for exports.

This factory is the first one in the Group to get ISO certificationfrom BVQI and also the second

leather shoe company in India to get ISO.

Company Details

CAPACITY:

Full shoes : 10 million pairs p.a.

Uppers : 1 million uppers p.a.

Finished leather : 24 million sq.ft. p.a.

GROUP TURN OVER: US $ 170 MILLION


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EMPLOYMENT:

Direct :10,000

Indirect :15,000

OVERALL EXPORT:

China, Australia and Far East: 26 %

USA, Canada :27 %

Europe : 47 %

TANNERY BACKUP: Farida Prime Tannery, Ambur

MANPOWER AT INDIA SHOES EXPORTS:

Permanent : 237

Confirmed : 156

Contract : 60

Apprentices : 57

TOTAL WORK AREA: 60,000 sq. ft.

REGISTERED OFFICE: India Shoes Exports Pvt. Ltd.

151/ 4, Mount- Poonamallee Road

Ramapuram, Chennai - 600 089


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33..22 OOrrggaanniizzaattiioonn SSttrruuccuuttuurree

ORGANISATION HIERARCHY

Chairman

Managing Director

Head- Factory Operations Head (HR)

T L

T L

T L

Production Quality Store

D T LD T L

D T L

Team Team

Finance&

T L

Personnel

de t

D T L

Team

Team

Deputy Team

Team

Team

Workers Workers


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Farida Group Message

The group reiterates its commitment to the leather industry. The years of dedication, pursuit of

excellance and srong belief in keeping pace with international standards and quality expectationshave helped it reach its present heights. Backed by their rich experience, the group now trains its

vision on tomorrows changes, challenges and standards.

3.3 Policies adopted by the Company

A. QUALITY POLICY- To achieve and maintain customers delight by supplying consistent quality products on

time, with continual improvement and involvement of all employees.

- To comply and update quality management system understood by all employees.- To review quality objectives with achieved results for continued suitability.

B. SAFETY, HEALTH AND ENVIRONMENT POLICY- We believe that safety and health of our employees and protection of the environment are

fundamental to our business. We will ensure this by completely integrating them in allour activities involving all our employees.


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CHAPTER IV

ANALYSIS AND FINDINGS


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DATA ANALYSIS

Table 1: Respondants according to their age

Age No. of employees

18 25 33

25 35 29

35 - 55 33

Above 55 5

Table 2: Respondants according to their educational qualification

Educational qualification No. of employees

SSLC and below 75

Plus Two 22

Degree and above 3

Table 3: Respondants according to their marital status

Marital status No. of employees

Single 35

Married 65


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Table 4: Respondants according to their position

Position of the job No. of employees

Temporary 37

Permanent 63

Table 5: Respondants according to their salary

Salary No. of employees

Below Rs 2000 24

Rs 2000- Rs 5000 68

Rs 5000- Rs 8000 6

Above Rs 8000 2

Table 6: Respondants according to their experience

Experience No. of Employees

Below 1 year 21

1 3 years 20

3 5 years 26

Above 5 years 33


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Table 7: Periodicity of absence of the respondant in a month

Periodicity of absence No. of respondants

Below 2 times 80

2 4 times 20

Above 4 times 0

Chart No.1

Source: Primary data

80 % of the workers say that the periodicity of absence is less than 2 times a month. No worker

agrees that she becomes absent more than 4 times a month.

less than 2 times80%

2 - 4 times

20%

Respondants according to the periodicity of

absence in a month


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Table 8: Reasons of absence

Reason of absence No. of respondants

Sickness 45

Festivals 18

Over working load 2

Unfair treatment of su pervisor/ management 0

Boredom towards work 0

Working environment 0

Maternity/ Family background 35

Chart no:2


Here we find that the personal factors is the important factor that made workers to become

absent.Sickness is the major reason for absenteeism among the employees followed by

maternity and family reasons.

Sickness

45%

Festivals

18%

Over working load

2%

Maternity/ family

background

35%

Reasons of absence


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Table 9:

Is India Shoes the respondants Ist company No. of respondants

yes 79

no 21

Chart no. 3


yes

79%

no

21%

Whether this is respondant's Ist company


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Table 10: Reasons to quit from the previous company

Reason No. of respondants % of respondants

Better wages 12 15

Less distance from house 51 65Marriage 10 12

Winding up of previous co. 6 8

Chart no. 4


For 79 % of the workers, I.S.E. is their first company. The major reason for the rest of the workers to

quit from their previous company is the proximity to the company and the transportation facility

provided to the workers.

Better wages

15%

Less distance

65%

Marriage

12%

Winding up of

prev:

company

8%

Reason to quit from previous company


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Table 11:

Does the co. suits to respondantsexpectations

No. of respondants

Yes 92

No 6

Cant say 2

Chart no. 5


Yes92%

No

6%

Can't say

2%

Whether the company suits to respondants'

expectations


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Table 12: Satisfaction level

Co. suits to myexpectations

Satisfied with thewages

Satisfied with the no.of leave

Yes 92 46 86

No 6 49 14

Cant say 2 5 0

Chart no. 6


Chart no. 7


Yes

92%

No

6%

Can't say

2%

Whether the company suits to respondants'

expectations


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Chart no. 8


92% of the workers say that the company suits to their expectations. However, only 46% of them are

satisfied with the wages provide to them. But a majority (86 percent) feel satisfied with the number of

leave available to them.

Satisfied

46%Not satisfied

49%

Can't say

5%

Satisfaction level with wages provided by

the company

Satisfied

86%

Not satisfied

14%

Satisfaction level with the no: of leave

provided by the company


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Table 13

Will an increase in monetary

benefits reduce absenteeism

Will improving the working

conditions reduceabsenteeism

Yes 59 60

No 30 34

Cant say 11 6

Chart no. 9


Yes

59%

No

30%

Can't say

11%

Whether an increase in monetary benefits

will reduce the respondent's absenteeism


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Chart no. 10


A majority of the workers (59 percent and 60 percent respectively) feel that an increase in monetary

benefits and an improvisation of working conditions will reduce the level of absenteeism among the

workers.

Yes

60%

No

34%

Can't say

6%

Whether an improvement in workingconditions will reduce the respondent's

absenteeism


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Table 14

Supervisor considers my suggestions No. of respondants

Yes 96

No 4

Chart no. 11


Yes

96%

No

4%

Whether the supervisor/ management

consider the respondent's suggestions


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Table 15

Disciplinary action taken against absenteeism No. of respondants

Yes 49

No 51

Chart no. 12


Although there are disciplinary actions taken against absenteeism, 51 % of the workers are not

aware about it. The types of disciplinary actions taken are given in table 16.

yes

49%no

51%

any disciplinary action taken against

absenteeism


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Table 16

Type of disciplinary action taken No. of respondants

Oral/ written warning 91

Loss of payment 9

Others 0

Chart no.13


oral/ written

warning

91%

Loss of payment

9%

Type of disciplinary action


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Table 17

Most preferred shift No. of respondants

General 52

First 38

Second 10

Chart no. 14


52% of the workers prefer the general shift for their work time, followed by 38 % for the first shift.

Second shift is the least preferred shift. This is because the other two shifts are more convenient (in

terms of family and household) for the workers, a majority of whom are women.

First

38%

Second

10%

General

52%

Most preferred shift among the workers


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Table 18

Whether the employee works OT No. of respondants

Yes 81

No 19

Chart no.15


Yes

81%

No

19%

Employees working overtime


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The trend of absenteeism (November 2007- April 2008)

The seasonal trend of absenteeism is most prominent for the first and general shifts during the

month of January, where it reaches 8 %.

For the second shift, absenteeism shows an increasing trend and is most prominent in April.

0

2

4

6

8

10

12

November December January February March April

Ist & General shift

Second shift


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FINDINGS

1. Sickness is the major reason for absenteeism among the employeesfollowed by maternity and family reasons. So, here we find that the personal factors is the

important factor that made workers to become absent.

2. 80 % of the workers say that the periodicity of absence is less than 2 times a month. No workeragrees that she becomes absent more than 4 times a month.

3. For 79 % of the workers, I.S.E. is their first company. The major reason for the rest of theworkers to quit from their previous company is the proximity to the company and the

transportation facility provided to the workers.

4. 92% of the workers say that the company suits to their expectations. However, only 46% ofthem are satisfied with the wages provide to them. But a majority (86 percent) feel satisfied

with the number of leave available to them.

5. A majority of the workers feel that an increase in monetary benefits and an improvisation ofworking conditions will reduce the level of absenteeism among the workers.

6. Although there are disciplinary actions taken against absenteeism, 51 % of the workers are notaware about it. The major disciplinary actions are oral/written warning and loss of payment.

7. 52% of the workers prefer the general shift for their work time, followed by 38 % for the firstshift. Second shift is the least preferred shift. This is because the other two shifts are more

convenient (in terms of family and household) for the workers, a majority of whom are women.


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CHAPTER VI

CONCLUSION


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CONCLUSION

This project report of A Study on Absenteeism among the workers in India Shoes

Exports Private Limited, Chennai, contains the details of the seasonal trend of absenteeism,

reasons that causes absenteeism, suggestions to improve it. The study reveals that almost all the

employees are satisfied with the company although only 46 percent of the employees are

satisfied with their salary. If a salary hike is brought, the workers may tend to be present in the

company regularly. The workers also have such an opinion. The workers should be made aware

of the disciplinary action taken against them in case of being absent for the work; this will lead

them to abstain from being absent.

Making a transformation in the workers attitude is a miracle and it will not happen

immediately. This will be achieved with the coordinate effort by the employees, employer and

trade unions. Improving the satisfaction level of the employees is a measure to reduce

absenteeism. As a result of this, the productivity of the workers increase and the company is able

to meet the production targets in time.

Therefore, the company should consider implementing the suggestions to increase the

employee satisfaction and reduce the absenteeism rates, for the welfare of the organization.

The company can conduct similar kind of study among the workers at regular intervals

to know the causes of absenteeism.


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CHAPTER VII

RECOMMENDATIONS


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SUGGESTIONS AND RECOMMENDATIONS

1. The absenteeism level is found to be more in second shift. So the company should givemore importance to second shift employees in measures to reduce absenteeism.

2. In allotting the work timings to the workers, the authorities should make sure that there isno continuous shifts allotted to the same worker. For e.g, when a worker has to do second

shift for one day and first shift for the next day, she may not get enough rest hours after

travelling to and fro. Such cases may be avoided to reduce absenteeism.

3. The company has to take a necessary action to control the personal factors influencingabsenteeism. May be the company should provide more health care services to the

workers and their family.

4. The company has to make the workers more aware of the disciplinary action taken forgetting absent.

5. The company may take necessary action to revise the wages provided to the workers. Ifthe company is not willing to hike the wages, it can make the workers aware of the

assured job security throughout the year.

6. The company can motivate the workers who are not getting absent by both monetary andnon monetary benefits. Also, the workers have to get a clear idea about the attendance

bonus that is available to them.

7. Only a small percentage of the workers have proper basic education. The company canconduct training programmes and workshops for the less educated workers. The company

should take necessary action to educate the workers about the various welfare measures

and benefits provided to them in addition to their wages. In doing so, the company can

increase the satisfaction level among the workers.


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QUESTIONNAIRE

A study on absenteeism in India Shoes Exports Pvt. Ltd.

Dear Respondant,

I am Rose Merin J, a student of Human Resource Management at Rajagiri School of Management,

Cochin.I am conducting this survey for the fulfillment of my academic project. I can assure you that

the findings and inference from this study will be used purely for this purpose alone. I request you to spend

a few minutes of your valuable time for the completion of this questionnaire. Your responses and

suggestions do matter. Thank you.

1. Name :

2. Age :

3. Gender : Male/Female

4.Marital status : Single/ Married

5. Educational qualification :

6. Department/ Designation :

7.Position : Temporary/ Permanent

8.Salary : (a) Below Rs 2000 (b) Rs 2000- 5000

(c) Rs 5000- 8000 (d) Above Rs 8000

9.Experience : (a) Below 1 year (b) 1-3 year


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(c) 3-5 years (d) Above 5 years

10.How often are you absent in a month?

(a)Less than 2 times (b)2-4 times (c)More than 4 times

11.What is the major reason for your absence?

(a) Sickness

(b) Festivals

(c) Over working load

(d) Unfair treatment of supervisor/ management

(e) Boredom towards work

(f) Working environment

(g) Maternity/ Family background

(h) Any other reason (Specify)

12.Is this your first company? Yes/ No

13.If not, why did you quit from your previous company and join India Shoes?

(a) Better wages

(b) Less distance from house

(c) Others (Specify)

14.Does the company suit to your expectations?

Yes/ No/ Cant say


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15.Are you satisfied with your wages and other benefits?

Yes/ No/ Cant say

16.Do you think that an increase in monetary benefits will make you stop being absent?

Yes/ No/ Cant say

17.Does the supervisor/ management consider your suggestions?

Yes/ No

18.Do you think that improving the working conditions will reduce your absenteeism?

Yes/ No/ Cant say

19.Is there any disciplinary action taken against absenteeism?

Yes/ No

20.If yes, specify the disciplinary action

(a) Oral/ Written warning

(b) Loss of payment

(c) Others (specify)

21.Are you satisfied with the no: of leave provided by the company?

Yes/ No

22.Which shift do you prefer to work?

(a) Ist shift (b) IInd shift (c)General shift

23.Reason (Specify) :

24. Do you work overtime? Yes/ No


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BIBILOGRAPHY

1. Cooper Donald, Schindler Pamela -BUSINESS RESEARCH METHODS-Tata McGrew Hill- 2006

2. Singh, Chhabra, Taneja- PERSONNEL MANAGEMENT andINDUSTRIAL RELATIONS- Dhanpat Rai & Co. Ltd-2003

3. www.farida.com

Documents

Rose Project