chinni.doc

A Study On Absenteeism On Workers

INDUSTRY PROFILE

A battery is a electrochemical device in which the free energy of a chemical

reaction is converted into the electrical energy. The chemical energy contained in the active

materials is converted into electrical energy by means of electrochemical oxidation-

reduction reactions.

How a Battery Works?

When you place the key in your car’s ignition and turn the ignition switch to “ON”

a signal is sent to the car’s battery. Upon receiving this signal the car battery takes energy

that it has been strong in chemical form and releases it as electricity. This electric power is

used to crank the engine. The battery also releases energy to power the car’s lights and

other accessories.

It is the only device, which can store electrical energy in the form of chemical

energy, and hence it is called as a storage battery.

Sealed Maintenance Free (SMF) Batteries:

Sealed Maintenance Free (SMF) batteries technologies are leading the battery

industry in the recent year in automobile and industrial sector around the globe.

SMF batteries come under the rechargeable battery category so it can be used a

number of times in the life of a battery. These batteries are more economical than nickel

cadmium batteries. These batteries are more compact than the west type batteries. It can be

used at any position, these batteries are very popular for portable power requirements and

space constraint applications.

Value Regulated Lead Acid (VRLA) Batteries:

VRLA batteries are leak proof, spill-proof and explosion-resistant and having

life duration of 15-20 years. These batteries withstand the environmental conditions due

to high technology, in built in the batteries, each cell is housed in a power coated steel

SALN College of Engineering and Management. 1


tray making them convenient to transport and installation, so transit damages are

minimized in case of these batteries.

Sealed Maintenance Free (SMF) batteries and Value Regulated Lead Acid

(VRLA) batteries technology are leading the battery industry in the recent years in

automobile and industrial battery sector around the globe VRLA batteries have become

the preferred choice in various applications such as uninterrupted power supply,

emergency lights, and security systems and weighing scales.

Classification of Batteries:

Batteries are broadly classified into two segments like,

Automotive Batteries

Industrial Batteries.

Automotive Batteries:

Apart from mopeds all other automobiles including scooters need storage

battery. So automotive batteries are playing pre-dominant role in automobile sector by

influencing customers in the automobile market. Automobile batteries can be further

distinguished as the original equipment (OE) markets as low as 5-6%. OE segment has

the advantage of securing continuous orders and inquiries. This enables manufacturers

to streamline production facilities, plan production schedules and attain certain level of

operational efficiency.

The replacement market, on the other hand, is much larger. The replacement

market is characterized by the presence of large unorganized sector, which constitutes

around 55-60% of the total replacement market. This is possible due to low capital entry

barrier. These players have the advantage of inapplicability of excise duties.

Industrial Batteries:

The Industrial Battery segment comprises of two main categories. One comprises of

the “Stationery Segment” and the second relating to “Motive Power and Electric



Vehicles”. The motive power and the Electric Vehicle segment comprising of

“Telecom, Railways and Power Industries have registered a growth in excess of 20%

and this trend is likely to continue in the next 5 years.

The Industrial Segment is highly technological intensive and access to high quality

world - class technology is an important factor and is vital for brand reference. The

total demand for the industrial battery segment is met by indigenous production with a

small saves of about 10% by imports. The demand for industrial batteries has grown

slowly and steadily.

As for as industrial batteries are concerned the evolving consciousness among

Corporate and Government departments regarding environment factors will result in a

shift towards pollution-free technology. There has been a preferential shift in this

segment from the Conventional Lead Batteries to sealed maintenance-free batteries

(SMF). The bull of battery industry admits that the sales are fallen but at the same time

they are expecting larger orders especially from telecom industry, which gets going.

Due to strong customers like telecom, railways and electricity boards, the industrial

batteries are on prosperous scale.

Recycling Batteries:

Battery acid is recycled by neutralizing it into water of converting it to sodium

sulphate for laundry detergent, glass and textile manufacturing.

Cleaning the battery cases, meeting the plastic and reforming it into uniform

pellets recycle plastic. Lead, which makes up 50% of every battery, is method, poured

into slabs and purified.

The following are the major manufacturers in battery industry in India.

Elide Industries

Standard Batteries

Amco Batteries



Tudor India

Amara Raja Batteries Ltd.

Hyderabad Batteries Ltd.

Sealed Maintenance Free (SMF) batteries and Value Regulated Lead Acid

(VRLA) technologies are leading the battery industry in the recent years in the preferred

choice in various applications such as uninterrupted power supply, emergency lights,

and Security systems and weighing scales.

Characteristics of VRLA batteries:

Each cell is housed in a power coated steel tray making them convenient to

transportation and installation, so transit damages are minimized in the case of these

batteries.

Prospects of SMF/VRLA batteries in India:

The following factors are influencing the demand for VRLA technology

batteries.

Entry to multinational in telecom industry.

DOT’s policy decision to upgrade the overall technology base.

Constraints in the use of conventional battery in radio paging and

cellular segments.

Due to project expansion in telecom &railways, the demands for VRLA

batteries are greater than other industrial batteries.

TELECOM:

The government’s policy to increase the capacity from 10 million to 21 million

lines by 2000 increased the demand for storage batteries considerably the value added

services like radio paging and cellular will increase the demand for storage batteries in

future considerably.

RAILWAYS:



In Railways, the demand estimate is based on the annual coach production this

comes to 2500 numbers by Railways itself and 1000numbers more by various other

segments, replacement demand and annual requirement for railways electrification.

POWER SECTOR:

In this sector, the estimated 90 private power projects which are expressed to

produce 40,000MV with an approximate capital outlay of Rs.1,40,000 crores would

keep the industry’s future brighter in the coming years.

The demand of VRLA batteries is increasing due to its performance over

conventional batteries . So it is more acceptable to consumers. There appears to be a

considerable potential for electrically operated material handling equipment and related

vehicle besides the privatization of technology. It is expected to generate wider market

for sophisticated batteries. The railways will continue to generate demand for various

applications. The power sector is also opening up a setting up of generating stations

will give a boost to demand levels. The demand is OEM segments will grow time with

growing automation in industries.

The domestic storage battery industry is in the process of transcending the past

limitations in the technology front and the new sophisticated battery will be introduced

in future threat from the overseas supplies do not at the current moment appeal to be

significant.

STORAGE BATTERIES:

In the storage battery industry, some new units have come up. The latest

development in this field is maintenance free rechargeable storage battery. These are

also known as Value Regulated Lead Acid (VRLA) or Sealed Maintenance Free (SMF)

batteries. Improvement of technology in this industry is benefiting customers.



COMPANY PROFILE

Amara Raja Batteries Limited(ARBL) incorporated under the company’s act, 1956 in

13th February 1985, and converted into Public Limited Company on 6 th September

1990.

The Chairman and Managing Director of the company is “Sri Galla Ram

Chandra Naidu”. ARBL is the first company in India which manufactures Value

Regulated Lead Acid (VRLA) Batteries. The main objective of the company is

manufacturing of good quality of “Sealed Maintenance Free”(SMF) acid batteries. The

company is setting up to Rs.1,920 lakhs plant is in 185 acres in Karakambadi village,

Renigunta Mandal. The project site is notified under “B” category.

The company has the clear-cut policy of direct selling without any intermediate. So

they set up six branches and are operated by corporate operations office located in

Chennai. The company has virtual monopoly in higher A.H.(Amp Hour)rating market

its product VRLA. It is also having the facility for industrial and automotive batteries.

Amara Raja is 5 ’S’ company and its aim is to improve the work place environment by

using 5 ‘S’ technique which is:

A systematic and rational approach to work place organization and methodical house

keeping with a sense of purpose, consisting of the following five elements:

1. SEIRI - Sort out

- Segregate necessary from unnecessary.

- Discard what is not required.

- Decide on frequency of sorting.

2. SEITON - Systematic arrangement

- Arranging in order

- A place for everything and everything in its place



3. SEISO - Spic and Span

- Cleaning the work place/equipment

- Ensuring Tiptop condition

4. SEIKETSU - Standardization

- Working Methodology (procedures and work

instructions)

5. SHITSUKE - Self Discipline

- Forming the habit

- Training

They propose to accomplish this by:

- Training the people and creating awareness on 5 ‘S’.

- Motivating and changing the behavior patterns of the people.

- Establishing standards/procedures for the implementation of

each element of 5 ‘S’.

They believe that effective implementation of 5 ‘S’ techniques will result in:

Consistent and better quality product

Higher productivity

Lesser accidents

Higher Employee Morale

COLLABORATORS:

Amara Raja Batteries limited has a strategic tie up with “Johnson Controls

Inc.” of U.S.A. who owns 26% stack in this company. It is the largest manufacturer of

lead acid batteries in North America.

The main objective of the company is manufacturing of good quality of

“Sealed Maintenance Free acid batteries (SMF). The annual growth rate of a company



is 2.5% per annum. The present turnover of the company is Rs.270 crores. Major

customers are BSNL, VSNL, SIEMENS and BHEL etc.

Amara Raja has always offered time tested world class technology and process

developed on international standards. High integrity VRLA systems like power stack

and power plus or the recently launched high performance UPS Battery-KOMBAT and

AMARON hi-life automotive batteries are the products of the collaborative battery

efforts of engineering at Johnson controls Inc. and Amara Raja.

AMARON launched in January 2000,Amara Raja has pioneered the

introduction of hi-cube automotive batteries in India. This zero maintenance product

uses the revolutionary patented in India. This zero maintenance product uses the

revolutionary patented silver X technology developed by Johnson controls for high

environments and incorporates may superior features that make it the most advantage

battery on roads anywhere in the world.

STRENGTHS:

Proven technology from GNB and being a pioneer.

Strong and well organized customer base.

Full- organized infrastructure in place.

Manufacturing facilities perceived as a benchmark in India.

Complete range of VRLA batteries.

Proven field performance in all user segments.

Approved vendor status in major user segments.

MISSION STATEMENT OF AMARA RAJA:

“To transfer our spheres of influence and to enrich the quality of life by

building institutions that provides better access to better opportunities ,goods and

services. To more people ‘All the time’.



VALUES AND BELIEFS:

We believe in treating each other with honesty, fairness, dignity

and respect and in creating a safe, healthy and pleasant

workplace.

We believe that the empowerment of our people is the

foundation of our strength. We will help each other to work in

teams and hold each other accountable to fair Contribution in

achieving our collective goals.

We will strive to exceed our customer’s ever increasing

expectations through continuous improvement in quality,

service, and support and time compression.

SOCIAL PROGRAMS:

Housing colony for employees in progress. Total plan, 500 families

over five years.

Plan to provide community hall, open auditorium, parks and

playground.

Training centre for employees.

Awards and rewards to the younger generation for improvement of

education.

Public awareness programs (in Mumbai) on environmental

protection, through street theatre “whose Mumbai is it any way” on

the occasion of Earth day April 22nd 2001.



BRAND:

Amara Raja’s reflects the innate dynamism of the company. The emblem

demonstrates the interplay of the universal Yin Yang symbols and the philosophy of

balanced forces. The colours green and black emphasize the perfect symmetry of

absorbing and releasing energies, while the entire form in continuous motion

signifies unrelenting progress. The colour green also elucidates the role of technology as

an integral part of the company’s growth. Not incidentally, it also connotes the

company’s resolve to preserve and nurture the environment.

CULTURE AND ENVIRONMENT:

Amara Raja is putting a number of HRD initiatives to foster a

spirit of togetherness and a culture of meritocracy. Involving

employees at all levels in building organizational support plans and

in evolving our vision for the organization.

ARBL encourages initiative and growth of young talent alloes the

organization to develop innovative solution and ideas.

Benchmark pollution control measures, energy conversation

measures, waste reduction schemes, massive green belt development

programs, employee health monitoring and industrial safety

programs have helped ARBL to take further environment

management program.

Amara Raja has now targeted to secure the ISO 14001

certification.

QUALITY POLICY:



ARBL’s main aim is to achieve customer satisfaction through the collective

commitment of employees in design; manufacture and marketing of reliable power

systems, batteries, allied products and services.

TO ACCOMPLISH ABOVE, ARBL FOCUS ON:

Establishing superior specifications for our products and

processes.

Employing state-of-the- art technologies and robust design

principles.

Striving for continuous improvements in process and product

quality.

Implementing methods and techniques to monitor quality levels.

Providing prompt after sales service.

RESEARCH & DEVELOPMENT:

Specific areas in which the company carries out R&D are:

New product development.

Process technology up-gradation.

Application engineering for new market place.

Quality improvements.

Benefits derived as a result of above R&D

Developed 4v/200 AH batteries.

Design optimization of higher AH batteries for DOT application.

Design optimization of batteries 92v/1285 AH for TL/AC-

Railway application.

Formation cycle optimization results in reduced duration and

rejection.

Chemist curing cycle optimization.



Manufacture of automobile battery for four-wheeler vehicles.

FUTURE PLAN OF ACTION:

Commercialization of motor-cycle batteries.

Development of new range high integrity VRLA cell design.

Establishment of product for new application segment.

In-depth evaluation of metal surface treatment chemicals to

reduce the process cycle time.

Validating alternative grades of propylene to conserve energy and

to improve productivity.

AWARDS:

“Best entrepreneur of the year 1998”---awarded by Hyderabad

management association.

“Industrial Economist Business Excellence Award -1991”---

awarded by the industrial economist, Chennai.

“Excellence Award”---by institution of economic

studies(ES),New Delhi.

“Udyog Rattan Award”--- by institution of economic studies,

New Delhi.

“Q1CERTIFICATE”-2002---by FORD company.

AMARA RAJA GROUP OF COMPANIES:

AMARA RAJA POWER SYSTEMS PRIVATE Ltd...

(ARPSL),karakambadi, Tirupathi.

MANGAL PRECISION PRODUCTS PRIVATE Ltd 1.



(MPPL1), karakambadi, Tirupathi.

MANGAL PRECISION PRODUCTS PRIVATE Ltd 2.

(MPPL2)petamitta, Chittoor.

AMARA RAJA ELCETRONICS PRIVATE Ltd…(AREPL),

Dighavamgham, Chittoor.

S.NO PRODUCT NAME FEATURES APPLICATIONS

1.AMARON HARVEST

High performance, totally Maintenance free, High power Charge acceptance.

For tractors

2.AMARON SHIELD

Ready to fit, long life low Maintenance Higher crankingPower.

For inverters

3. AMARON HI-LIFE BATTERIES

Long life maintenance free, fully Scaled and tested No leakage/Improved safety.

Cars, utility vehicles, tractors, 4 4-4-wheelers, HCV’s,Genesets & LCV’s.

4. KOMBAT

High discharge, high performance batteries which are Compact light weight factory Charge, explosion resistant and Environmental friendly.

UPS,EPBX,engine starting,Emergency lighting, SPB, Portable power, fire alarm Security systems.

5.

AMARARAJA(POWER STACK) INDUSTRIES

Light weight,study weather proof and long lasting, high integrity, high energy density.

Industrial applications, power Plants, Railways, Tele-communications,process and service,Industry,Defence,Motive, Power solar photo voltaic,electric vehicle,emergency lighting.

6. AMARA RAJA GENPRO

Zero maintenance, no specific gravity checks,no water tapping up required long life,ideal sizefactory charged,therefore readyto use assured startingand service.

For generators

7. AMARON HI-WAY BATTERIES

Long life,ultra low maintenance ready to fit, higher cranking power.

For generators

8. QUANTA (UNITERRUPTED LIFE)

-----

UPS batteries



9.

BRUTE (THE MOTIVEPOWER HOUSE)

Zero maintenance,no life time,No leaks,high energy density,No sulphation of plates, valveRegulated, safe and expansion Proof.

Factory vehicles like fork Lifts,Pal lot trucks, stackers and platform trucks.

PRODUCT PROFILE

POWER PLUS SPECIFICATION

Container Poly propylene Co-polymer housed in a steel

Tray

Separator Spun glass micro porous matrix

Safety value

Explosion proof, pressure regulated and Self regulated type

Positive plate

Patented MFX Alloy

Negative plate Lead Calcium Alloy

Terminal Integrated Lead terminal with solid copper

Core

Self discharge Less than 0.5% per week

Charging Current limited, constant potential

Float charge 2.25 UPC at 27oC with a maximum current

limit of 20% of the rated capacity in Amperes



Boost charge 2.30 VPC at 27oC with a maximum current




POWER STACK SPECIFICATION

Container Poly propylene Co-polymer housed in a steel

Tray

Separator Spun glass micro porous matrix

Safety value

Explosion proof, pressure regulated and Self regulated type

Positive plate

Patented MFX Alloy

Terminal Integrated Lead terminal with solid copper Core

Self discharge Less than 0.5% per week

Charging Current limited, constant potential

Float charge 2.25 UPC at 27oC with a maximum current


Boost charge 2.30 VPC at 27oC with a maximum current


Connectors Heavy duty, Lead plated copper connectors

Life expectancy Float service at 27oC 80% DOD-500 cycles

20% DOD-1200 cycles



PROSPECTUS OF MF-VRLA BATTERIES IN INDUSTRIAL BATTERY

INDUSTRY:

The prospectus of MF-VRLA battery technology and the demand for VRLA

batteries in various segments is estimated based on the following factors:

Entry of multinationals in Telecom sector.

Data policy decision to upgrade the overall technology base.

Constraint in use of conventional battery in radio paging cellular

segments.

Switch over Railways to maintenance Free Value Regulated for Lead

Acid Batteries (MF-VRLA) for coach air conditioning to 100% level

and the expected gradual shift for other applications like TL, A&T and

Railway electricians.

Technology up gradation and privatization of the power segments.

Strong performance towards VRLA in the office automation industry

(UPS and EPABX applications due to user friendly and compact

features.

Non availability of trained man-power and maintenance free

characteristics of VRLA batteries makes them automatic choice for use

in rural Telecom.



PRODUCTION FACILITIES, CAPACITY EXPANSION AND PLASTIC

PROJECT:

During the year under review, ARBL had prioritized and directed its objectives

towards streamlining the production process by assimilating and synchronizing

capacities of different sections of the plants to optimize the capacity utilization. As a

part of this program, ARBL has proposed to increase the capacity assemble and

formation section. The reasons for the capacity expansion are as under:

To meet the growing demand for the power stack batteries.

To cope-up with the peak level operations during the second half of

the fiscal year.

To improve the overall productivity and quality.

To balance the “line capacity” of the plant with essential utilities and

liabilities.

To achieve the above, ARBL had conducted and elaborate study on the

capacities of different sections and identified the section wide requirements.

This had clearly spelt out the need for capacity expansion program. The plant

capacity will increase from 160,000 to 275,000 batteries per annum. The

estimated cost of expansion is 10.80 crores.

MAJOR USERS:

1. RAILWAYS:

Train lighting, air conditioning, diesel engine starting, signaling

systems,control systems, emergency breaking systems, and

telecommunications.



2. TELECOMMUNICATION:

Central office power plants, microwave repeaters station, RAX in

public building, emergency lighting systems at airports, fire alarm

systems etc.

3. POWER SYSTEMS:

Switch gear control systems, power house control systems, rural

street lighting etc.

4. UPS SYSTEMS:

Back up power to computers in progress control systems in

industry etc.

5. TRACTION

Forklift trucks, earth moving machinery, mining locomotives and

road vehicles etc.

6. PETROCHEMICALS:

Off-shore and On-shore oil exploration lighting systems, security

systems etc.

7. DEFENCE:

Defence communication, aircraft and helicopter ground

starting,stationary and mobile diesel engine starting etc.



PRODUCTION PROCESS:

The process for the production of lead acid batteries consists

essentially of five operations described below

1. GRID CASTING

In the process grids to hold the active materials are made. Battery

grids are produced using microprocessor casting machines with patented

alloys. Different sizes of moulds are used to get the required size of

grids.

2. PLATE PREPARATION

Using lead oxide production in earlier stage positive and negative

paste is prepared with addition of sulphuric acid and water. These pastes

are applied to respective grids using industrial fasting machines.

3. CALL ASSEMBLY

Here positive and negative grids are separated by a sheet of fiber

glass mat bush bars are welded and as assembled into a jar or container

to form battery cells. Then these cells are assembled according to the

customer’s specification into battery sets or systems.

4. FORMATION

In this process cells are filled with the electrolyte(sulphuric acid)

and then the set is charged and discharged repeatedly, after final

charging the battery comes out ready to be used.

5. TESTING & INSPECTION



Testing the battery is discharged to the customer it is tested for

quality specifications.



PROCESS FLOW CHART (BATTERIES)

I/P pure lead


Converting pure lead into lead oxide

Pasting grid with lead oxide paste

Sealing the jar

Formation

Grid casting

Paste mixing by adding sulphuric acid and water

Group insertion jar

Finishing

Winding the pasted grid with seperator


AMARA RAJA GROUP DEPARTMENTS-HODS ORGANISATION CHART


CMD/ED

Finance accounts

Chief finance

K.suresh k.suresh

Human resource

Jai krishna

Supply chain management

Vice presidents

(SCM)G.vijay naidu

IT chief information

OfficerK.suresh

QMS & QAVice presidentD.naresh reddy

Finance A/C’sD.G.M

D.ramesh babu

HR’SManager(HO)T.damodhara

chowdary

D.G.MB.Dora rao

DP & IMHOD

L.mahadeva

ManagerS.sathish

QMDManagerK.subba

reddy

Finance managerC.R.raju

Debtors officer

Costing manager

V.venkatesh

Commercial manager

A.venkatesh

ADMIN (HO)Officer

M.partha saradhi

LogisticsSr.officer

R.chandra rajuQA-ARBLManagerP.Murali


Costing department flow chart

Report analysis

Profitability statements

Leasing with bankers, auditors &other officials

MIS

Pricing

Report analysis

In process records R & D

Finished goods records project

stock statements maintenance of electrical &

scrap register mechanical spares


Managing directorJayadev. Galla

CFO K.suresh

DGMD.Ramesh babu

Costing senior managerV.Venkatesh

Production Non-Production

PSL V.Prakash ASST-IIOfficer

G.chandrasekhar Naidu


OBJECTIVES OF THE STUDY

To conduct a detailed study on absenteeism on

“ARBL”.

To identify the various reasons for absenteeism.

To identify the different ways that helps in reducing

the absenteeism.

To know the rate of absenteeism in “ARBL”.

To suggest the remedies to reduce it.

To make the employees to understand the work so that

they may don’t get absent.

To improve the working environment of the company

inorder to avoid absenteeism.

To find out the causes of absenteeism and suggest the

remedies to reduce it.



NEED FOR THE STUDY

The purpose of study is to identify the causes for absenteeism of the working

group in the Organization, to know the working environment ,family and the individual

perception about the company in relation to absent from their work .

It is very essence for any organization to know about the absenteeism .

It is necessary to know the satisfactory level of workers in the

organization and also the perception regarding their future and other

benefits given by the organization.

There is a need to know whether the employees are expecting any

improve in working conditions from the company.

The result of this study will be more helpful to the organization to reorganize

the existing conditions and absenteeism in the organization.



LIMITATIONS OF THE STUDY

The employee’s response was not frank because they have the fear that

this information might pass on to their superiors.

The duration of the project is less. It is not sufficient to make a detailed

study on project.

Many of the employees did not disclose the information out of fear for

their management.

The data is collected in hurry because of their busy work.

Complex human behavior (in terms of the artificial behavior of the

respondents, particularly when they might have concealed some of the

crucial information).



REVIEW OF LITERATURE

INTRODUCTION OF HRM:

Human resources management: The concept

Human resources reflects a new philosophy, a new outlook approach, and strategy,

which views an organizations manpower as it resources and assets and not as liabilities.

Resources are collective means for production, support and defense, as well as a source

of strength and aid. Human capital or manpower of a company can be treated as its human

resources.

In general terms, human resources can be defined as the total knowledge, skills, creative

abilities and talents, attitudes of an organizations work force, as well as the values,

attitudes, approaches and beliefs of the individuals involved in the affairs of organization .

Human resource approach takes into consideration the potentiality of the people available

for the organization. Even in an age of automation as of day, man power is the most

essential and indespensable resource of any organization.

In fact with out appropiate human resources, no business or organization can exist and

grow .this is perhaps the reason why human resources management has become the focus

of attention of progressive organization of today.

CHARACHTERISTIC OF HUMAN RESOURCES:

Human resource creates the business and economic institutions through its

novel and creative ideas.

Human resource is most dynamic resource.

The value of human resource increase over the time due to

continous learning process and like other resources.

It is quite difficult to predict the human behavior.



HUMAN RESOURCES MANAGEMENT:

Concept of human resource management:

The concept of HRM was formally introduced by Leonard Nadler in 1969 in a

conference organized by the American society for training and development .

HRM is mainly concern with development of skill, knowledge and competence of the

people .HRM can be applied both for the national and organizational level. The concept of

HRM is not yet well conceived by various authors though they have defined from their

approach .it is an understanding of the term i.e., new rather was new.

HRM is not training and development but many personnel managers and organizations

view HRM has synonymous to training and development.

HRM from organizational point of view is a process in which the employees of

organization are motivated to acquire skill and abilities and mould the

values ,believes ,attitudes necessary to perform present and future rolls by realizing the

highest the human potential wit a view to contribute to the organizational ,social goals.

FEATURES OF HUMAN RESOURCE MANAGEMENT :

1. HRM is a continous process for the development of technical, managerial skills

and knowledge .

2. It develops the skills and knowledge not only at individual level but also at

group and organizational level.

3. It is multidisciplinary .

4. It is embodied with techniques and process .the techniques include performance

appraisal ,training and development ,career planning and organizational

development ,social and relegious programmes,workers participation, quality

circles etc.



SCOPE OF HUMAN RESOURCE MANAGEMENT

Human resource management deals with procurement ,maintainace and utilization of

human resources.HRM deals with development of human resources for efficient utilization

in order to achieve the organization goals .

The scope of HRM includes :

Selecting those employees having potentials for development to meet the

present and future organization needs.

Analyizing apprising ad developing performance of employees .

With a view to develop them by identifying the gaps in skills and

knowledge .

Train all the employees in acquiring new technical skills knowledge .

Develop the employees in managerisl and behavioral skills and knowledge .

Planning for employees career and introducing development programmes.

Group dynamics ,intra and inter team interaction.

Employees learning through job rotation,job enrichment and empowerment.

Employees learning through quality circles and the schemes of workers

participation in management.



NEED FOR HUMAN MANAGEMENT

All Business And Individuals Organization are dynamic. infact liberalization,

privilazitation and globalization made the business firms.

In other words they have been changing continouslyin terms of technology type of

business products strength and the like.

Changes in the economic policies.

Changing job requirements

Organizational viability and transformation process

Organization advances

Organization compleity

Human relations.

The objectives of HRM:

To prepare the employee to meet the present and changes in future job

requirements.

To prevent employees obsolescence.

To prepare employees for higher level jobs

To inpart new entants with basic HRM and skills and knowledge .

To aid for total quality management.

To ensure smooth and efficient working of the organization .

To provide comprehensive frame work for HRM

To enhance organization capabilities.



The functions of HRM include:

Performance appraisal

Employees training

Executive development

Career planning and development

Successition planning and development

Organization change and organization development

Involvement in social and religious organization

Involvement inquality circles.

Involvement in workers participation.



THEORETICAL BACKGROUND OF THE TOPIC

INTRODUCTION ABOUT THE TOPIC

Absenteeism is often mentioned as one of the problem in the world of industries.

Absenteeism as a problem is not peculiar to India alone. It exists in western countries as

well. There have been many studies on “ Absenteeism “ in the western countries. But the

findings in those studies may not be applicable to our country.

The socio-cultural background of the workers in the western countries, their economic

condition the various social security measures that exist in these countries make aware of the

contributions to Absenteeism in the western countries nay not be operative to workers in our

country.

Different authorities have variously defined absenteeism. Thus the term absenteeism refers

to the workers absence from regular work.

DEFINITION OF ABSENTEEISM:

While collecting statistics for absenteeism we should use this definition when a worker is

able to inform the management well in advance about his intention to stay away,

management can take care of her duties. Only when a worker stays without informing the

manager, it becomes a problem for the management.

Absenteeism is the total man shifts lost because as a percentage of the total number of man

shifts scheduled to work.

_ Labour bureau, Smila.

Absenteeism is the practice or habit of being an ‘absence’ and an absentee is own who

habitually stay away.

_ Webstar’s dictionary.



Absenteeism is the outcome of dissatisfaction of workers, when a worker develops

strain relation with his fellow workers or with his employer/subordinate. Proper counseling

can solve him absent from work this kind of absenteeism. This kind of absenteeism is duly

training. If the absenteeism is frequent.

Absenteeism is the out come of the dissatisfaction of workers, when a worker

develops strain with his fellow workers or with his superior or subordinate. He gets absent

from work this kind of absenteeism can be solved by proper counseling. If the absenteeism is

frequent one it will be dealt seriously. Such kind of absenteeism will have the following

impact.

Authorized Absenteeism

Un - Authorized Absenteeism

Will full Absenteeism

Caused by Circumstances beyond ones control,

BASIC CONCEPTS OF ABSENTEEISM:

Absenteeism has been variously defined by the different authors from time to time. Thus

the term absenteeism refers to the worker absence from his regular task, when he is

scheduled to work. They include time cost because of illness, accidents or time away from

the job of workers because of their personal reason. With a raised leave or vacation period or

work stoppages are not counted as absenteeism. Strikes and lockouts also treated as

absenteeism and may include late attendance in it.

GILBERTE MORE:

“ The practice of workers failing to report for work on some exercise or other or not

at all”.



WALKING AND DAD:

“A worker absent from his regular task no matter what the cause”.

ACHARYA. T.L.A:

“Absence from work that is authorized, unexplained, avoidable and willful”.

RELATION BETWEEN ABSENTEEISM AND LABOUR WELFARE:

ACCIDENTS:

Industrial accidents depends upon the nature of work to be performed by the worker and

his abilities in that nature of job the accidents occur more frequently which leads to higher

rate of absenteeism.

SICKNESS AND LOW VITALITY:

Epidemics like cholera, small pox and malaria always break out the service. The low

vitality of the Indian workers make them an easy prey to search epidemics and bad housing

and unsanitary condition of living aggravate to the trouble.

TRANSPORT FACILITY:

The employees after attending the duty come back home. If the company did not

provide good transport facilities the company loses the long hours of work.

WAGE AND SALARY:

In India most of the companies are facing this problem. The workers are doing strikes for

improving their wages. These strikes are giving more absenteeism to the company.



INSECURITY:

If the company is not providing good security in working place it gets high percentage of

absenteeism.

VENTILATION AND DRINKING WATER FACILITIES:

If the ventilation and drinking water facilities are not provided by the company the workers

will not prepare to do work in that particular situation so it will raise the rate of absenteeism.

CLASSIFICATION OF CHRONIC ABSENTEEISM:

Dr K.N. Vaid classified chronic absenteeism into five categories

ENTERPRENEURS:

Entrepreneurs are those absentees who consider their job to be very small for total

interest. They are simultaneously engaged in several economic and social activities resulting

in divided attention in at all.

STATUS SEEKING:

Status seeking are those who enjoy or perceive a higher ascribed social status and or keen

on maintaining it the shop flour status achieved by them is much lower than the one they

enjoy out side.

THE EPICUREANS:

This class of absentees does not like to take up the jobs, which demand initiative,

responsibility discipline, and discomfort. They which to have money, power, status but are

unwilling to work for their achievement.

FAMILY ORIENTED:



Family oriented become chronic absentees because of their ever identify with family

affairs. The lack of balance with the family environment and job responsibilities is the

principle cause of their deviated work behavior. This impel them to be absent from work.

THE SICK AND OLD:

This type of workers remain absent from work by the reasons of illness poor health or old

age etc.

FEATURES OF ABSENTEEISM:

Research studies undertaken by different authors reveals the following features of

absenteeism:

The rate of absenteeism is the lowest in pay day it increases

considerably on the days following the payment of wages and

bonus.

Absenteeism is generally high among the workers below 25 years

of age .

The rate of absenteeism varies from department to department with

in the organization.

Absenteeism in tradition industries is seasonal character.

EFFECTS OF ABSENTEEISM:

Increasing rate of absenteeism adds very considerably to the cost of the industry. The

problem of absenteeism is intimately linked to the question of production & dislocation of

work it causes. Besides loss of capital, absenteeism also affects production, productivity

profits, investments and above loses causes by absenteeism can be put under:

Loses in production/productivity

Increased cost of industry

Loses to workers



Any absence of workers weaknesses the companies goals and productivity. So absence of

workers should be avoided.

The loss due to absenteeism is two fold, to start with there is a district loss to

workers because the irregularity in attendance reduces their income when “no work: no pay”

is the general rule. On the other hand the loss to employers is still greater as both discipline

and efficiently suffer and production comes down.

The problem of absenteeism may be common for all the management. Yet the

characteristic features of absenteeism changes from department to department with in the

organization. Therefore it is required to tackle by specific measures which suit the behavior

pattern of absenteeism peculiar to a particular unit.

CAUSES FOR THE ABSENTEEISM

SICKNESS:

Sickness is one of the most important factors responsible for absenteeism. The main

reasons of the sickness of the industrial labour is his low vitality, bad housing where there is

lack of light and fresh air and poor working condition make up the labour weak. The poor

diet which never contains the required amount of calories to workers. Hence when workers

suffer from diseases they are naturally forced to remain absent from their work.

SHIFT SYSTEM:

Generally the workers want to be at home at night. It is obvious to work during

night than the same work during the day. Hence the workers prepare to work during day and

when they are placed in shift running in night and shift running half during the day and half

in night. Then natural tendency is to excuse from work therefore in comparison to day shifts

the percentage of absenteeism is higher during night shifts.



RURAL EXODUS:

The most significant cause of absenteeism is the migratory character of industrial workers.

The labour force is mainly drawn from rural area. The labour force comes from the families,

which depends on agricultural and is not entirely divorced from agriculture. The industrial

work is simply a source of additional income for such labour. They remain absent at the time

of harvesting & cultivation. Due to housing problems in urban areas, worker generally leaves

their families in villages and visits their villages frequently or at regular intervals. Further

more, the workers have to visit their village for certain social and religious ceremonies. Thus

the frequent urge of retirement to the native place is a cause of high rate of absenteeism.

BAD HABIT AND LACK OF RESPONSIBILITIES:

Some workers remain absent on account of their drinking and gambling habits. Such habits

do not help them to work efficiently on the following day. Consequently the rate of

absenteeism is higher just after the payday.

INDUSTRIAL ACCIDENTS:

Due to the defective arrangement industrial accidents occur on many occasions lack of

skilled and inadequate training of workers are responsible for industrial accidents. When the

workers meet with an accident he remain absent from his schedule work.

PROBLEM OF RESIDENCE:

Now a days-housing problem has increased to a great extent. Due to long distance between

the residence the industry and workers are required to travel, any disturbance in the transport

facilities affects punctuality of worker in factory lead to the absenteeism.



WORKING CONDITION:

Many a time worker cannot adjust himself to the working condition in the industry prefer

absenteeism.

DOMESTIC REASONS:

A worker has to shoulder many responsibilities. He might be the only earning member of

the family and is therefore responsible for all other family matters. Such worker has to

remain absent due to certain reasons such as wives delivery, family quarrels, unsatisfactory

neighbours, unexpected arrival of guests and friends.

EMPLOYEES STATE INSURANCE SCHEME:

Due to the introduction of Employees, State Insurance Scheme, the rate of absenteeism has

increased. Workers had misused this scheme. Many times workers remain absent and submit

E.S.I. medical certificates of illness although they are not ill.

LACK OF ATTENDANCE BONUS:

Due to lack of attendance bonus, workers do not have an added incentive to be regular at

work.

INADEQUATE LEAVE FACILITIES:

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

worker to fall back on E.S.I. leave. Under this scheme they are entitled for 90 days leave in a

year at half payment. Instead of taking leave without pay, workers avail themselves of

E.S.I. facilities. Bad relations with the supervisors of work oriented. Supervisor rather than

man oriented. Supervisor compel workers to take leave on bonfire attract.



FUNCTIONAL ANALYSIS OF ABSENTEEISM BEHAVIOR

S.No. Antecedent cares Behaviour Consequences

1 Illness/accident Getting uplate Discipline Programme

2 Hangover sleeping in Verbal reprimands

3 Lackof traffic Staying home Written repriments

4 No of day care facilities Drinking Paydocks

5 Family problems,

company policies

Fishing of

Hunting

Flay off

6 Group/personal name Working at home Dismissals

7 Seniority or age Visiting Social consequences

8 Awareness of any From co-workers

9 Consequences Carrying of

Sick child

Escape in avoidness

Of working nothing



CALCULATIONS OF ABSENTEEISM RATE:

The absenteeism rate is a statistical expression of the total time lost due to the

unauthorized absence during a particulars period.

The standard formula used in this company to calculate the rate of absenteeism in the ratio

of man shifts lost due to absence of workers to the number of man shifts schedule to work.

1. Absenteeism percentage rate :-

Man shifts lost due to absent workers

= -------------------------------------------------------------- X 100

Man shift schedule to workers

2. Spell of absence:-

No of absents in a year

= ------------------------------- x 100

Average no employee in a year

3. According To Filippo

Absenteeism % x man days lost

= ----------------------------------------- x 100

Man days scheduled to work



REMEDIES OF ABSENTEEISM

Excessive absenteeism constitute a considerable cost to the industry even when the absent

employees receive no pay because of disorganization of work. As referred to earlier work

schedules are up set and delayed resulting in the management`s failure to meet the delivery

date. It means that absenteeism causes serious dislocation in the smooth and steady

operations of an enterprise.

Effective remedies have to be found by the management with the help of its

personnel department to reduce absenteeism. More important policies, proper incentives for

better performance and close attention to the individual of workers.

The labour investigation committee noted that “the most effective way of dealing with

absenteeism is to provide holiday with pay or even without pay and permit workers to

afford to their private affairs occasionally and thus regularize absenteeism instead of merely

taking disciplinary action for it provision of suitable housing facilities in industrial towns

would also go a long way in improving attendance.

Unless working, living conditions are improved and necessary commitments of labour

force in the place of work is promoted and stabilized the problem of absenteeism cannot be

effectively solved. It may also be suggested that necessary incentives may be provided by to

the workers for recording regular attendance in the establishment.



RESEARCH METHODOLOGY

The research methodology is the technique followed in the social research on

any subject. The researcher has selected the subject “study of absenteeism of the

workers” in A.R.B.L.

RESEARCH DESIGN:

The process start after selection of the topic research design denotes the

planning of the research study by which the researcher followed the bellow method and

techniques.


Classification of sampling method

Probability Sampling Non - Probability Sampling

SimpleRandom

StratifiedRandom

Systematic

Cluster Sampling

Judgement

Quota Sampling

Convenience


Sampling method:

A sampling distribution is a probability distribution. Simple random sampling

means, that each unit the population has equal chance of being a selected as the sample

are drawn at random from the population in an simple way.

The survey is not for the chronic absentee causes but also regularly attending

workers themethod of selective random sampling was used for selecting the causes. The

total samples interviewed is 100.

DATA COLLECTION METHODS: INTERVIEW METHOD

Interview method was used for the data collection with the interviewed

schedule were recorded systematically. Researcher had interviewed 100 employees

personally and collected the required information of which this project is an outcome.

All most all the workers could speak telugu so researcher cannot found any difficulty

in putting the questions and getting the proper responses.

Collection of Questionnaire and schedule:

A questionnaire is a simple paper sheet or a few paper sheets containing a number of

questions printed or typed these question usually are very carefully drafed keeping in

view the main object and scope of the problem and investigation.

Through questionnaire and schedules very often mean same, yet there exists a subtle

difference. Schedules are usually blank form containing certain columns under relevant

headings. These schedules is commonly meant to be filled by the interviews.

questionnaire are often to be filled by informants filling up a schedule invariably



requires some training questionnaire are necessarily followed by sufficient instructions

as records the procedures and manner of answering the question.

Observation:

The participant observation is no only provides information information according to

the questionnaire the investigator himself gets an opportunity to personally observed the

informants and situation. In order to study the obstract and intangible personnel

qualities and traits like attitudes, feelings, reaction etc.,

Processing and analysis of data:

After the data have been collected it has to be analysed the data obtained from the

questionnaire is arranged in a serial order then a master copy with tabulation method is

being prepared.



TABLE-1

Table showing the age wise distribution of respondents

S.NO EMPLOYEE AGE Respondents Percentage1 below 25 years 25 25%2 25-35 40 40%3 35-45 19 19%4 above 45 16 16%

Total 100 100%

INFERENCE:

The above table explains that from the total respondents 25% of

respondents are below age group of 25 years, 40% of the respondents are of

age group of 25-35 years, 19% are of 35-45 years age, and the rest 16% are of

above 45 years of age.


Age of the respondents

25

40

19 16

0

10

20

30

40

50

60

70

80

90

100

below 25 years 25-35 35-45 above 45

Designation of Respondents

14

54

14 18

0

20

40

60

80

100

Respondents 14 54 14 18

Percentage 14% 54% 14% 18%

Supervisor worker chemist Other


TABLE-2

Table showing the designation of respondents.

INFERENCE:

The above table shows that from the total of 100 respondents 14%

of respondents are supervisors, 54% are workers,14% are chemist and the rest

18% are from the other designation.

SALN College of Engineering and Management.

S.NO Designation Respondents Percentage1 Supervisor 14 14%2 Worker 54 54%C Chemist 14 14%4 Other 18 18%

Total 100 100%

48

DEPARTMENTS OF RESPONDENTS

12

40

18 15 15

0

20

40

60

80

100

Respondents 12 40 18 15 15

Percentage 12% 40% 18% 15% 15%

Raw material production finance Marketing Quality control


TABLE-3

Table showing the department of the respondents.

S.NO Departments Respondents Percentage1 Raw material 12 12%2 Production 40 40%3 finance 18 18%4 Marketing 15 15%5 Quality control 15 15%

Total 100 100%

INFERENCE:

From the above table it has been found that 12% of the

respondents are working in raw material department, 40% are in production

department,18% are in finance department,15% are in marketing department,

and the rest 15% are in quality control department.


Education of Respondents

35 3322 20

0102030405060708090

100


Percentage 35% 33% 22% 20%

Illiterate Below 10th Technical Qualification

Graduates


TABLE-4

Table showing the education qualification of the respondents.

S.NO Education Respondents Percentage1 Illiterate 35 35%2 Below 10th 23 23%

3Technical Qualification 22 22%

4 Graduates 20 20% Total 100 100%

INFERENCE:

As shown in the above table most of the respondents i.e.,35% are

illiterate, 23% are below 10th and 22% of them are of technical qualification, and

the rest 20% are graduates.


Experiance of Respondents

59

27

5 4

0102030405060708090

100


Percentage 59% 27% 5% 4%

1-3 Years 3-5 years 5-7 years more


TABLE-5

Table showing the experience of the respondents.

S.NOYears of

Experience Respondents Percentage1 1-3 Years 59 59%2 3-5 years 27 27%3 5-7 years 5 5%4 more 4 4% Total 100 100%

INFERENCE:

From the above table, it has been found that 59% of the respondents are of 1-3

years of experience, 27% of them have 3-5 years experience, 5% of them have 5-7

years of experience and the rest 4% of them have more than 7 years of experience.

TABLE-6


Shifts of the Company

22 21

42

0102030405060708090

100

Respondents 22 21 42

Percentage 26% 25% 49%

I-Shift II-shift III-shift


Table showing which shift the workers are facing the problems.

S.no Shifts Respondents Percentage1 I-Shift 22 26%2 II-shift 21 25%3 III-shift 42 49% Total 85 100%

INFERENCE:

It has been clearly seen that from the total of 100 respondents 26% of

respondents are facing problems in shift I , 25% of respondents are facing problems in

shift II and rest 49% in shift III.



TABLE-7

Table showing the no of absent days of the respondents.

S.noNo.Days absent Respondents Pecentage

1 1-2days 53 53%2 2-4days 39 39%3 4-7days 8 8%4 above 0 0

total 100 100%

INFERENCE

It has been seen that 53% of respondents are getting absent for 1-2 days, 39%

are getting absent for 2-4 days, and the rest 8% for 4-7 days.


No.of days got absent by the respondents

53

39

80

0102030405060708090

100


Pecentage 53% 39% 8% 0

1-2days 2-4days 4-7days above

Marital Status of Respondents

4555

0102030405060708090

100

married 45 45%

unmarried 55 55%

Respondents Percentage


TABLE-8

Table showing marital status of the respondents.

S.NO Marital status Respondents Percentage1 married 45 45%2 unmarried 55 55% Total 100 100%

INFERENCE:

According to the survey conducted 45% of respondents are got

married and the rest 55% are un-married.


Informing Superiors

96

4

0102030405060708090

100

yes

no

yes 96 96%

no 4 4%



TABLE-9

Table showing the respondents informing their superiors regarding their leave.

S.no Informing superiors Respondents Percentage1 yes 96 96%2 no 4 4% total 100 100%

INFERENCE:

According to the survey conducted 96% of the respondents inform

their superiors and only 4% are not informing regarding their leaves.


Absenting Due to Family Problem

33 3525

20

102030405060708090

100



Regularly Rarely Frequently Never


S.no Family problems Respondents Percentage1 Regularly 33 33%2 Rarely 35 35%3 Frequently 25 25%4 Never 2 2% Total 100 100%

TABLE-10

Table showing the workers getting absent due to family problems.

INFERENCE:

From the above table 33% of respondents get regularly

absent due to family problems and 35% are rarely getting absent and 25% are

frequently are getting absent and the rest 2% never get absent.



CHI-SQUARE ANALYSIS

TABLE -10 To test the respondents getting absent due to family problems

Dimensions Regularly Frequently Rarely Never Total


NULL HYPOTHESIS:

Family problems are the reasons for getting absent to duties.

OBSERVED FREQUENCY:

Oi Ei Oi-Ei (Oi-Ei)2 (Oi-Ei)2/Ei

33 25 8 64 2.56

25 25 0 0 0

35 25 10 100 4

2 25 -23 529 21.16

TOTAL 27.72

EXPECTED FREQUENCY: Ei = 100/4 = 25

CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 27.72

TABULATED VALUE:

Degree of freedom = (n-1) = (4-1) = 3

5% significance level for 3 degree of freedom = 7.82

Calculated value > Table value

27.72 > 7.82

Conclusion : It is significant. Hence we reject the null hypothesis


Searching for Other Income

2

98

0102030405060708090

100

Yes 2 2%

No 98 98%



TABLE-11

Table showing the respondents searching for other sources of income.

S.nosearching other

incomes Respondents Percentage1 Yes 2 2%2 No 98 98% Total 100 100%

INFERENCE:

From the above it has been seen that 2% of the respondents get absent due to searching of other sources of income and the remaining 98% doesn’t get absent.



CHI-SQUARE ANALYSIS

TABLE -11 : Table showing the respondents searching for other sources

of income.

Dimensions Yes No Total


NULL HYPOTHESIS:

Family problems are the reasons for getting absent to duties.

OBSERVED FREQUENCY:


2 50 -48 2304 46.08

98 50 48 2304 46.08

TOTAL 52.12

EXPECTED FREQUENCY:

Ei = 100/2 = 50

CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 52.12

TABULATED VALUE:




52.12 > 2.10

Conclusion : It is significant. Hence we reject the null hypothesis.


Bad Habits of Respondents

33

2

65

0102030405060708090

100

Respondents 33 2 65

percentage 33% 2% 65%

Smoking Alcohol Gambling Nothing


TABLE-12

Table showing the bad habits of the respondents.

S.no Bad habits Respondents Percentage1 Smoking 33 33%2 Alcohol 2 2%3 Gambling Nill Nill4 Nothing 65 65% Total 100 100%

INFERENCE:

According to the survey conducted 33% of the respondents are having the habit

of smoking, 2% are having the habit of alcohol, the rest 65% of them don’t have any

bad habits.



TABLE-13

Table showing the level of job satisfaction of the respondents.

INFERENCE:

It has been clearly seen that 2% of the respondents are not-satisfied

with their jobs, 30% of them are satisfied, the rest 68% are highly dissatisfied with

their jobs.

SALN College of Engineering and Management.

S.no Satisfaction respondents Percentage1 Satisfied 0 0%2 Dissatisfied 2 2%3 Highly satisfied 30 30%4 Highlydissatisfied 68 68

Total 100 100%

61


CHI-SQUARE ANALYSISTABLE -13 : To test the respondents getting absent due to dissatisfaction of the job



NULL HYPOTHESIS:

Dissatisfaction of the job are the reason for getting absent to duties.

OBSERVED FREQUENCY:


0 25 -25 625 25

2 25 -23 529 21.16

30 25 5 25 1

68 25 43 1849 73.96

TOTAL 121.12


CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei

= 121.12

TABULATED VALUE:




121.12 > 7.82



Is Health a Reason for Absenteeism

16

57

20

7

0102030405060708090

100



Regularly Rarely Frequently Never


TABLE-14

Table showing the health is a reason for absenteeism of respondents

S.no Health a reason Respondents Percentage1 Regularly 16 16%2 Rarely 57 57%3 Frequently 20 20%4 Never 7 7% Total 100 100%

INFERENCE:

It has been seen that out of 100 respondents 16% of respondents are

regularly absent and 57% are rarely absent and 20% are frequently absent and

the rest 7% get never absent to their duties.



CHI-SQUARE ANALYSIS

TABLE -14 : To test the respondents getting absent due to Health problems



NULL HYPOTHESIS:

Health problem are the reason for getting absent to duties.

OBSERVED FREQUENCY:


16 25 -9 81 3.24

20 25 -5 25 1.0

57 25 32 1024 40.96

7 25 -18 324 12.96

TOTAL 58.16


CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 58.16

TABULATED VALUE:




58.16 > 7.82



Creditors at Work Place

28

67

0102030405060708090

100

Yes 28 28%

No 67 67%



TABLE-15

Table showing the workers having the creditors at the work place.

S.no Creditors Respondents Percentage1 Yes 28 28%2 No 67 67% Total 100 100%

INFERENCE:

From the survey conducted it has been found that 28% of the

respondents have creditors at the work place, and the rest 67% of them doesn’t have

any creditors at the work place.


Unexpected Work

62

38

0102030405060708090

100

yes 62 62%

no 38 38%



Sno Unexpected Work Respondents Percentage1 yes 62 62%2 No 38 38% Total 100 100%

TABLE-16

Table showing the absenteeism for the un-expected work of the employees

INFERENCE:

From the survey conducted it has been found that 62% of the

respondents get absent due to un-expected work, the rest 38% of them are not getting

absent due to un-expected work.



CHI-SQUARE ANALYSIS

TABLE -16 : Table showing the respondents get absent due to un

expected work



NULL HYPOTHESIS:

Un Expected work is reason for absenteeism

OBSERVED FREQUENCY:


62 50 12 144 2.88

38 50 -12 144 2.88

TOTAL 5.76

EXPECTED FREQUENCY:

Ei = 100/2 = 50

CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 5.76

TABULATED VALUE:




5.76 > 2.10



Due to Heavy work Load

30

70

0102030405060708090

100

Yes 30 30%

No 70 70%



TABLE-17

Table showing the absenteeism of the respondents due to heavy work load

S.no Heavy work load Respondents Percentage1 Yes 30 30%2 No 70 70% Total 100 100%

INFERENCE:

From the study it has been found that 30% of the respondents are

absent due to heavy work load, the rest of them are not absent due to the heavy work

load.



CHI-SQUARE ANALYSIS

TABLE -17 : Employees getting absent due to heavy work load



OBSERVED FREQUENCY:


30 50 -20 400 8

70 50 20 400 8

TOTAL 16

EXPECTED FREQUENCY:

Ei = 100/2 = 50

CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 16.0

TABULATED VALUE:




16.0 > 2.10




TABLE-18

Table showing the level of salary satisfaction of the respondents.

S.no Satisfied with salary Respondents Percentage1 Yes 79 79%2 No 21 21% Total 100 100%

INFERENCE:

It has been clearly seen that 79% of the respondents are satisfied with

salary, the rest 21% are not satisfied with it.


Level of salary satisfaction

79

21

010203040

5060708090

Yes 79 79%

No 21 21%



CHI-SQUARE ANALYSIS

TABLE -18 : Table showing the level of salary satisfaction



NULL HYPOTHESIS:

Satisfaction of the salary is the reason for getting absent

OBSERVED FREQUENCY:


79 50 29 841 16.82

21 50 -29 841 16.82

TOTAL 33.64

EXPECTED FREQUENCY:

Ei = 100/2 = 50

CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 33.64

TABULATED VALUE:




33.64 > 2.10



Affecting Economic Condition

90

10

0102030405060708090

100

Yes 90 90%

No 10 100%



TABLE-19

Table showing the absenteeism affects the economic condition of workers.

S.noAffecting Economic

condition Respondents Percentage1 Yes 90 90%2 No 10 10% Total 100 100%

INFERENCE:

From the study it has been found that the absenteeism affects the

economic condition of 90% of the respondents, the rest doesn’t get any affect due to their

absenteeism.



CHI-SQUARE ANALYSIS

TABLE -19 : Table showing economic condition affecting the absenteeism



OBSERVED FREQUENCY:


90 50 40 1600 32

10 50 -40 1600 32

TOTAL 64

EXPECTED FREQUENCY:

Ei = 100/2 = 50

CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 64.0

TABULATED VALUE:




64.0 > 2.10

Conclusion : It is significant. Hence we reject the null hypothesis


Boredom indoing Duty

5

95

0102030405060708090

100

Yes 5 5%

No 95 95%



TABLE -20

Table showing the respondents opinion in doing their duty.

S.no Boredom indoing duty Respondents Percentage

1 Yes 5 5%2 No 95 95% Total 100 100%

INFERENCE:

From the study it has been found that only 5% of the respondents feel

boredom in doing the assigned duty, the rest 95% of them doesn’t feel any bore in

doing the assigned duty.


Instructions

5 6

5039

0102030405060708090

100



Oral/written warning

Mild Seriously Depending on situation


TABLE-21

Table showing that how the management treats for the absenteeism of the respondenrts.

S.no Instructions Respondents Percentage1 Oral/written warning 5 5%2 Mild 6 6%3 Seriously 50 50%

4Depending on situation 39 39%

Total 100 100%

INFERENCE:

From the study it has been found that the management has given

oral/written warning to 5% of the respondents, 6% are treated mildly, 50% are

treated seriously and the rest 39% are treated according to the situation.



CHI-SQUARE ANALYSIS

TABLE -21: Table showing that how the management treats for the absenteeism of the respondenrts.

Dimensions Seriously Oral warningMild Depending On

the situation

Total


OBSERVED FREQUENCY:


50 25 25 625 25

5 25 -20 400 16

6 25 -19 361 14.44

39 25 16 256 10.24

TOTAL 65.68


CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 65.68

TABULATED VALUE:




65.68 > 7.82



Other Reasons for Absenteeism

30 3020 20

0102030405060708090

100


Percentage 30% 30% 20% 20%

From money lenders

from friends from relatives from society


TABLE-22

Table showing the other reasons for the absenteeism.

S.noOther reasons for

absenteeism Respondents Percentage

1From money lenders 30 30%

2 from friends 30 30%3 from relatives 20 20%4 from society 20 20% Total 100 100%

INFERENCE:

From the research it has been found that 30% of the

respondents are getting absent due to indebtedness from the money lenders,

the other 30% from the friends, 20% are absent due to indebtedness from their

relatives and the other 20% from the co-operative society.



CHI-SQUARE ANALYSIS

TABLE -22 : other Reason for the respondents getting absent to duties.

Dimensions From money

Lenders

From friends From Co-

operative Society

From Relatives Total


NULL HYPOTHESIS:

Other reasons for getting absent to duties.

OBSERVED FREQUENCY:


30 25 5 25 1

30 25 5 25 1

20 25 -5 25 1

20 25 -5 25 1

TOTAL 4


CALCULATED VALUE:

X2 = (Oi-Ei)2/Ei = 4

TABULATED VALUE:



Calculated value < Table value

4 < 7.82

Conclusion : It is significant. Hence we Accept the null hypothesis.


Percentage

5.03 5.19 3.18 4.37

0

10

20

30

40

5060

70

80

90

100

Percentage 5.03 5.19 3.18 4.37

January February March April


The rate of absenteeism at the year 2008

S.no months Percentage1 January 5.032 February 5.193 March 3.184 April 4.37



FINDINGS

From the study it has been found that there are many reasons for

absenteeism.

Leave facilities:-If management doesn’t grant leave as per the choice of

employees the worker find it no alternative other than to remain absent.

Jobs satisfaction:-From the study it has been found that 70% of the workers

are satisfied with their jobs.

Medical facilities:- The factory is adequate for the major accidents that occurs

thus workers feel secure in case of accidents.

Welfare facilities:- 100% of the employees are satisfied with the welfare

facilities provided by the company.

Recreation facilities:- 70% of the workers are satisfied with the recreation

facilities provided by the company.

Relationship with superiors:- 80% of the employees response was good about

relationship with superiors.

Training programmes:- The various training programmes and seminars like

“programme on hygiene factors”, “safety and welfare measures”, “quality of

work life”, etc., are being conducted by the management regularly in order to

improve the industry.

Working conditions:- Nearly 90% of the workers are satisfied with the

present working conditions provided by the company.

Absenteeism is mainly in III-shift. This is so because workers in the III-

shift i.e.,night shift experiences greater dis-comfort.

The habit of alcoholism in workers is a reason for absenteeism.

From the sample of 100 workers about most of them have creditors at

their work places.



Some of them get absent to their work due to ill-health.

Most of the workers are getting absent to work due to family problems.

Some of the workers are getting absent due to un-expected work.

Some of them feel boredom in doing assigned duty.

Some of them are not satisfied with the leave facilities provided by the

company.

Some of them are searching for higher job authorities.

Most of them are getting absent due to heavy work load.

Most of the workers are not satisfied with the salaries provided by the

company.



SUGGESTION

The following are some of the suggestions in order to minimize

absenteeism in the company:

Many of the workers agree that they have good relationship with

their superiors.

Selecting the workers by testing them thoroughly regarding their

aspirators, value systems, sense of responsibility and sensitiveness.

By providing the high wages and salaries based on the organizational

financial position .

By decreasing the work load absenteeism can be reduced .

By providing proper loans in order to satisfy the workers the

company may reduce absenteeism

By providing the proper work environment .

Making promotions to the employees may reduce absenteeism

Selecting the workers according to their qualification and

experencience

Counseling the workers about their career, income and expenditure,

habits and culture the company can reduce the absenteeism rate.



CONCLUSION

Majority of the employees are absenting due to their unexpected work,

ill health and ailment. Most of the employees are absenting because they are

old, sick and are residing from their duty. Most of the workers come from rural

areas in this some of them have bad habits.

Most of the workers are having creditors at the work place. A few

persons are coming to the factory gate collecting money from them to avoiding

creditors some are absenting. Though there are imitators the personal

department is taking special care to frame certain policies and procedures that

would reduce absenteeism.



QUESTIONNAIRE

Topic: A STUDY ON ABSENTEEISM OF WORKERS

Personal details:

Name:

Age:

Designation:

Department:

Educational qualification:

Years of experience:

Marital status:

Questionnaire on Respondents

1. What are the timings of the company ? [ ]

a) 8:00am-4:00pm b) 9:00am-5:00pm c)9:30am-5:30pm

d)10:00am-6:00pm.

2. What are the shifts present in the company? [ ]

a) Day-shift b) Night- shift.

3. At which shift you will be more absent? [ ]

a) I- shift b) II- shift c) III- shift

4. How many days do you normally absent in a month. [ ]

a) 1-2 b) 2-4 c) 4-7 d)above

5. Do you inform your superiors about your absent to duties in advance

a) Yes b) No [ ]



6. Do you get absent due to family problems [ ]

a) Regularly b) Frequently c) Rarely d) Never

7. Do you get absent due to searching of other sources of income [ ]

a) Yes b) No

8. Do you get absent to the duties because of trouble by your

vehicle [ ]


9. Did you addict to any bad habit [ ]

a) Smoking b) Gambling c) Alcohol d) Nothing

10. Do you have any creditors at work place [ ]

a) Yes b) No

11. Does the dissatisfaction of your job causes you absenting

from duties [ ]


12. Is health a reason for your absenteeism [ ]


13. If any accident occurs inside the company does the

company provides any sickness leave [ ]

a) Yes b) No

14. What are the types of leaves provided by the company [ ]

a) Casual leave b) medical leave c) Earned leave d) All

15. Are you satisfied with the leave facilities provided by the

company [ ]

a) Yes b) No



16. Are you satisfied with the working hours of the company [ ]

a) Yes b) No

17. Does your unexpected work results in your absenteeism [ ]

a) Yes b) No

18. Are you satisfied with the salary or wages provided by

the company [ ]

a) Yes b) No

19.Are you absent because of heavy work load [ ]

a) Yes b) No

20.Are you searching for a higher job/ responsibility [ ]

a) Yes b) No

21. Do you feel boredom in doing the assigned duty [ ]

a) Yes b) No

22.Are you aware that you lose attendance bonus due to

absent in work [ ]

a) Yes b) No

23.Do you have any idea about merits and de-merits of

absenteeism [ ]

a) Yes b) No

24.Do you think absenteeism affects your economic condition [ ]

a) Yes b) No



25. How the management treats when there is an un-authorized

absenteeism [ ]

a)Seriously b)Oral/Written warning

c) Mild d)Depending on situation

26. Other reasons for absenteeism (due to indebtedness) [ ]

a) From money lenders b) From friends

c) From co-operative society d) From relatives



AUTHOR TITLE EDITION PUBLISHER

C.B. Mamoria Personal

Management

2001 Himalaya

Publishers

V.P. Michale Human Resource

& Management

2001 Himalaya

Publishers

K.V.Subbarao Human resource

& industrial

relations.

2000 Himalaya

Publishers

C.R.Kothari Research

methodology

1997 Vishwa publisher

P.Tirupathi Industrial relation

& personal

management

1990 Himalaya

Publishers

G.C.Beri Marketing

research

1993 Tata Mc Grawhill

P.Subba rao

V.S.P.Rao

Human resource

management

1990 Konark publisher

BIBLIOGRAPHY

ONLINE www.amararaja__amararaja.co.in www.google.co.in



CONTENTS

Certificate

Acknowledgement

Executive Summary

CHAPTER TITLE PAGE NO’s

1 Industry Profile 1

Company Profile 6

Product Profile 13

2 Objectives of the study 23

Scope of Study 24

Limitations of the Study 25

3 Review of the Literature 26

4 Research Methodology 42

5 Data Analysis & Interpretation 45

6 Findings 78

Suggestions 80

Conclusion 81

ANNEXURE

Glossary

Questionnaire

Bibliography


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