INTRODUCTION

Absenteeism is one of the factors which counteract a company’s objectives.

It is an aged old ailment suffered by every industrial establishment small or big

private or government. It is said that standard of living in a country is adjudged and

measured by economic growth and the latter in turn depends upon a stable work

force. Absenteeism is a factor which hampers the industry’s production throughout

the year.

The problem of absenteeism assumes in a developing country like India

because the workforce of the production units are drawn from a different socio-

cultural and religious background, the adoption of which to a western method of

production invariably brings problem to the workforce and industrial

establishments concerned. Therefore in the following pages an attempt is made to

study the measures and evaluate the reason of absenteeism of the workers of the

Kerala Balers Private Limited, Alappuzha. The questionnaire survey was carried

out among employees of the organisation.This study was aimed at understanding

the factors influencing the employees absenteeism and find out the trends and also

put for suggestion.

In this study I have made a humble but a sincere attempt to analyze the

various causes of labour absenteeism and the impact it has on the industry. The

findings and suggestions of the study are based on the facts and figures arrived

through the study and are presented in a more straight forward manner and with

almost sincerity.

OBJECTIVES OF THE STUDY

The objectives of the study are:-

To study the present rate of labour absenteeism in the Kerala Balers Private

limited.

To find out the causes both personal and organizational for absenteeism.

To find out the effects of absenteeism on the organization’s performance.

To find out the measures taken by the company to control absenteeism.

To recommend certain remedies to minimize the rate of absenteeism.

SIGNIFICANCE OF THE STUDY

A study on labour absenteeism is very significant for proper decision

making in the management of business. It helps us to understand the extent to

which job absenteeism affects the smooth functioning of a business concern. Also

it helps to take timely measures to control absenteeism for maximization of

production. The study brings out the reason for the absenteeism of workers and

through corrective methods management of business can be made more efficient to

achieve better goals.

SCOPE OF THE STUDY

In the modern complicated business world management is a vital factor

determining the prosperity of business. Labour is the most live factor of

production. It plays a crucial role in judging the level of output. The sincerity and

dedication of workers increases production. Similarly, the apathy and absenteeism

of workers can make a push back in business activities. A study on labour

absenteeism has much scope in these aspects. The study enables us to initiate

actions to make workers more alert and thereby ensures their sincere participation

in production.

RESEARCH METHODOLOGY

Research:

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

define research as a scientific and systematic search for pertinent information on a

specific topic. This advanced learner’s dictionary of current English lays down the

meaning of research as a “careful investigation or inquiry especially through search

for new facts in any branch of knowledge”. Some people consider research as a

movement from the known to the unknown. It is actually a voyage of discovery.

The above description of the types of research brings to light fact that

there are two basic approaches to research, viz.quantitative approach and

qualitative approach. The former involves the generation of data in quantitative

form which can subjected to rigorous quantitative analysis is a formal and rigid

fashion. This approach can be further sub classified in to intranasal experimental

and simulation approaches to research. Experimental approach is characterized by

much greater control over the research environment and in this case some variable

are manipulated to observe their effect on other variables. Simulation approach

involves the construction information’s and data can be generated. This permits an

observation of the dynamic behaviors of a system for its subsystem under

controlled conditions. Simulation approach can also be useful in building model

for understanding future conditions.

TYPES OF RESEARCH

The basic types of research are as follows:-

Descriptive Research

It includes the survey and fact finding enquiries of different kinds. Its

major purpose is description of state of affairs.

Analytical Research

The researcher has to use facts or information already available and

analyze these to make a critical evaluation.

Applied Research

It aims at finding a solution for an immediate problem facing a

society or an industrial/business organization

Fundamental Research

It is mainly concerned with generalization and with formulation of a

theory.

Quantitative Research

It is based on the measurement of quantity or amount. It is applicable to

phenomena that can be expressed in terms of quantity.

Qualitative Research

It is concerned with quantitative phenomenon, i.e. phenomena

relating to or involving quality or kind.

Conceptual Research

It is related to some abstract ideas of theory. It is used to develop new

concept or to reinterpret existing ones.

Empirical Research

It lies on experience or observation alone, often without due regard for

system and theory.

TYPES OF DATA AND DATA COLLECTION METHODS

Data

The methodology used for research studies involves the collection data is

defined as the fact presented to the researcher from the studies environment. It may

be primary or secondary data.

Primary Data

The primary data is the data which collected from the respondents personally

and for the time. This is basically first hand data. Answer questions and return it. A

questionnaire consists of a number of questions printed or type in a definite order

in a form or set of forms.

Secondary Data

Any data gathered for some purpose are called secondary data. The

secondary data may be external or form within the firm. Some of the sources are

company profiles and internet, etc.

Secondary data can be collected through publish and unpublished sources.

Methods of collecting Primary data:

Observation Method:

This is the most commonly used method especially in studies relating

to behavioral sciences. This method is independent of respondent’s willingness to

respond and thus less demanding respondent’s active co-operation as in the case of

interview method or questionnaire.

Interview method:

The interview method of collecting data involves oral-verbal

stimuli and reply in terms of oral-verbal responses. It can be used through:

Personal interview

Telephone interview

Questionnaire method:

In this method a questionnaire is sent to a person concerned

along with a request to as secondary data. There are several ways of collecting

the appropriate data. The task of data collection begins after a research problem

has been defined and research design choked out. While deciding about the

method of collection need for the study, the researcher should keep in mind 2

types of data viz, primary and secondary data.

Sampling

Population’ refers to all those people with the characteristics which the

researcher wants to study within the researcher wants to study within the contract

of a particular research problem. For e.g.: All students in a college, all employees

in an organization.

A sample is a portion of people drawn from average population having the

characteristics of the population. It will be a representative of a population only if

it has some basic characteristics of a population from which it is drawn. A sample

is a part of the population under study in order to make influences about the

whole population

Different Sampling Techniques:

Various methods of sampling can be grouped under two major heads:

Random Sampling

Non-Random Sampling

Random Sampling:

It is based on probability for selecting of items. There each item

has its own chance of being selected.

Important Random Sampling Methods:

Simple Random Sampling

A simple random sample is a sample selected from a population in

such a way that every member has equal chance of being selected.

Stratified sampling

If the field of enquiry is not homogenous and contains variety of

items this method is adopted. The samples are divided in to strata’s, are

homogenous.

Systematic Sampling

Used in cases where complete list of population is available. Under this

method, the items in the population are included in intervals of magnitude ‘K’.

Cluster Sampling

Consist forming suitable clusters of units and surveying all the units

in sample of cluster selected.

Non-Random Sampling:

There is no basis or probability of selecting sample.

Important Non-Random Sampling methods are:

Judgment Sampling

Here the investigator exercises his direction in selecting the items

that are involved that are to be included. Here the selection of items

entirely depends upon the judgment of investigator and no principle is

followed.

Convenience Sampling

A convenience sample is obtained by selecting a convenient

population unit.

Quota Sampling

Only definite quotas of person in different social classes, different

age groups, different region etc selected for interview.

Methodology used in this study

The research methodology is a systematic way to solve a research

problem. It may be understood as a science of studying how research step is done.

In this the researcher makes an attempt to explain the methodology of study-how it

had been conducted. At most care must be exercised while collecting data because

data constitute foundation on which the superstructure of statistical analysis is

built.

Methodology involves collecting primary data and secondary data:

Primary Data:

The main primary data used for this study are collected by means of:

Interviews :

Appointments were fixed with managerial staff and interviews were

conducted.

Questionnaire

The questionnaire was prepared for the workmen sample.

Questionnaires were issued to the employees in service department.

Secondary Data:

Secondary data are the data collected from the publications of

journals. The main source of secondary data collections includes company history,

websites and other documents of the company.

Sampling:

Sampling method is used in this project is simple random sampling and

the sample size was 50.

Tools used in the study:

The mathematical tool used in this study is simple percentage analysis

and pie diagrams are used for the graphical representation of the collected data.

LIMITATIONS OF THE STUDY

The researcher found difficult to explain the aim of study to the respondent

because the respondent had a suspicious idea on the study. Some of the

respondents thought the researcher as management representative. The researcher

found it difficult to convince the respondents that it is a part of curriculum of the

researcher.

Since the area of the study topic ‘LABOUR ABSENTEEISM’ is vast ‘the

study was limited to certain important aspects of labour absenteeism of the

company. The main reason for this is the fault of the workers who are careless and

have the least commitment towards their work.

INDUSTRY PROFILE

COIR INDUSTRY IN INDIA

The coir industry is one of the most ancient, traditional industries in

Kerala. Extending from the southernmost to the extreme north of Kerala, the

industry is deep – rooted in the economic, social and political field, especially in

the costal belt of Kerala. Nearly 15 lakhs of people and their family members are

directly depended upon the industry and the cost of labor is going by day by day, it

meets with its own difficulties, through still earns a good percentage of foreign

currency each year.

Coir is the fibre extracted from the husk of coconut. Coir industries are of the

largest cottage industries in India. Its history goes back to 1859.It also during this

year that a Spanish born American established the first coir factory in India. His

name was James Darrough. It must have been due to prosperity of the industry in

India, which he foresaw led him to establish such a factory.

During that period, coir was mostly used in ships, cables feeders and

rigging. Later on coir began to be used to building. Since coir is produced from

coconut husks, people started investing in the industry, mainly in the southern part

of the country, which was due to the abundance of coconut trees and adequate

facilities for natural retting. As a result of this, Kerala had a major part to play a

role in coir industry which is the largest manufacturer of coir products in India.

Until 1940’s the coir industry was in a progressive stage. But since then the

coir and coir products have shown a downward tendency. The main reasons for

this being the increase in manufacturing cost and absence of workers. Workers left

their jobs and started producing coir by themselves at a very small scale rate. All

these led to the declining of coir industry. But due to the importance of such an

industry, many measures were taken to co-ordinate the efforts of the primary

producers of coir and coir products. Government assistance in this field has also

encouraged many people to enter the industry.

The coir industry of India had now become as internationally compatible

one. The basic reason for this is that coir products cannot be produced by every

country. Adequate raw materials have to be available for this purpose. Secondly,

the increasing global awareness .Coir being an environment friendly product has

found its market in many European countries. Many states have contributed for the

growth of coir industry in India, such as Kerala, Tamilnadu, Karnataka, Andhra

Pradesh, West Bengal, Orissa, Goa, Maharashtra, Pondicherry and Tripura are all

producers of coir and products in the coir industry. Therefore success of coir

industry in India mainly vests with coir producers in Kerala.

Coir industry occupies a unique place among the rural traditional cottage

industries in India. The state of Kerala also known as the ‘land of coconuts’ is the

largest producer of coir in India. It accounts for more than 75% of total production.

The preparation of coir is a lengthy process. The coconut husk is immersed in

water for rubberizing about a month. Later the softest husk is boated to separate the

fibre from the husk. This is then woven into coir. Coir foam rubberized coir is used

to make mattresses and pillow covers. These have gained popularity due to their

softness and durability. The jewellery made out of coir is fascinating because of its

intricate and delicate designs.

The economy of the state is based on agriculture and marine products.

Some traditional industries is based on coir and coir products, marine products,

handloom, d different types of handicraft etc.Coir industry enjoys the status as the

largest cottage industry weaving sector.

The coir industry has been classified into four sectors viz.:

1) The husk rattling and fiber extraction sector.

2) The yarn – spinning sector.

3) The product’s manufacturing sector.

4) The exports sector.

Coir fiber is extracted from both green/dry husks as well as wetted husks.

The wet process of extraction of fiber is predominant in Kerala and the dry process

in the states of Tamilnadu, Karnataka and Andrapradesh. Fibre is used for spinning

yarn, which is used as the real material by the manufacturing sector. Coir yarn and

other products have good market both at home and abroad. This agro-based

industry provides substance to around 2.8 lakhs females in the costal belt of the

state.

As aforesaid, four lakh persons are directly employed in the industry. This

highlights the necessity for concentrated efforts to keep the industry going. Despite

the various setbacks faced by it an account of competition from products of over

countries, including natural and synthetics. Most of the workers live poverty line

and transferring them from this sector to another to ameliorate their living

conditions is practically impossible in our labor surplus economy. Keeping them in

their own sphere to the extent possible seems to be the only solution.

COIR INDUSTRY IN KERALA

The coir industry is considered to be traditional cottage industry whose

earliest history is totalizing to Kerala. Extending from the south most to the

extreme north Kerala the industry is deep rooted in economic, social and political

and political field, especially in the costal belt of Kerala. Nearly 15 lakhs of people

and their family members are directly depended upon the industry and cost of

labour is going up day by day, it meets with its own difficulties, through still earn a

good percentage of foreign currency each year. Kerala had a major part to play a

role in coir products in India.

The significance of coir industry in Alleppey is due to a variety of factors.

The main factors are the presence of more backwaters, alone is not enough, but it

has to be replenished at regular. Intervals by fresh water, so as to wash away the

contaminated water by selling of green husks. The significance of coir industry in

alleppey is due to a variety of factors. The main factor is the presence of mere

backwaters, alone is not enough, but it has to be replenished at regular.

Such sources are abundant in the district and these are favorable factors,

which have helped the growth of coir industry in Kerala. This availability of

coconut from low land on either sides of lakes and even from the higher land

accessible by good roads and canals, the presence of lakes and lagoons at regular

distance and above all the presence of hard working and industrious people who

carry on this industry were accountable to the advancement of coir industry in

alleppey.

Alappuzha is the major production centre of coir and coir products in the

state. There are about four thousand production units including a few big factories

for coir in the district. There are present 15 mechanized looms too. Attempts are

being made for the revival and revitalization of the industry through co operative

societies. There are 41 co-operative societies in the coir sector .there is a central

coir marketing society for the export of the produce of primary societies. Based on

the coir capital, Alappuzha, coir fed is the apex federation of 600 odd coir co-

operatives. A string of Regional offices and national network of over 100

showrooms ensures that for the lovers of things natural and beautiful, coir products

are within the reach. And it’s fair pricing policy has made it even more so.

In Kerala, Alleppey was main center of investment. This was mainly due to

transport facility for raw materials and finished products. The water linkage

between Alleppey town and yarn producing centers and the port facility for

shipment of finished products to various countries abroad accelerated the growth of

coir industry in Alleppey. In fact it has been rightly called the Venice of the east

due to this reason. Until 1940’s the coir industry was in progressive stage. But

since then the coir and coir products have shown a download tendency. The main

reasons for this being the increase in manufacturing cost and absence of workers.

Workers left their jobs and started producing coir by themselves at a very small

scale rate. All these led to the declining of coir industry.

But due to the importance of such an industry, many measures were taken to

co-ordinate the efforts of the primary producers of coir and coir products.

Government assistance to this field has also encouraged many people to enter the

industry. Simple and elegant, the beautifully crafted coir products of Kerala give

an aesthetic touch to any home or office. Crafted by the women of the picturesque

coir villages of the land of coconuts, the innovative range of products including

mats, rugs ,walls hangings, carpets, door pieces, bags, hammocks, ceiling/floor

furnishing,beds,cushions,little show pieces, blinds.

The coir industry of India had now become as international compatible

one .The basic reason for this is that coir products cannot be produced by every

country. Adequate raw materials have to be available for this purpose. Second is

the increasing global awareness. Coir being an environmental friendly product has

found its market in many European countries .Many states have contributed for the

growth of coir industry in India such as Kerala, Tamil Nadu, Karnataka, Andhra

Pradesh, West Bengal, Orissa, Goa, Maharashtra, Pondicherry and Tripura are all

producers of coir and products in the coir industry in India mainly vests in the

hands of coir producers in Kerala.

COMPANY PROFILE

History of Kerala Balers (p) ltd

Kerala Balers (p) ltd, a member of Karan group

companies is acclaimed as one of the leading exporters of coir and coir products in

India. The parent company, the Karan group comprising of three companies:

William good acre and sons India (p) Ltd (since 1862)

Alleppey Company (since 1927)

Kerala Balers (p) Ltd (since 1948)

They have been in the coir business for more than a century and form

a group of private sector companies. Backed with more than a century long

tradition, Karan Group is widely recognized as the indisputable leaders in the

natural floor covering industry starting as coir yarn spinners in late 1800’s they

presently own the largest integrated factory in Asia for weaving natural fibre floor

coverings. Factories are equipped with the latest yarn preparation and dyeing

equipment imported automated shaft / jacquard looms finishing equipment

supported by the industries finest weaving talents. Karan group is the pioneer in

Asia for the manufacture of vinyl backed coir mats/ rolls.

KERALA BALERS (P) LTD

Kerala Balers (p) ltd was incorporated in the year 1948 for the

manufacturing and selling of coir and allied products. The registered office of the

Kerala Balers (P) ltd is situated in Thumboly by the side of NH 47

inAlappuzha.The Kerala Balers (P) Ltd is the member of the Travancore chamber

of commerce Alleppey. The coir yarn Balers Association – Cochin, The coir cochin

Association –London, federation of Indian export organization-New Delhi and

Indian Standards Institution-New Delhi. Kerala Balers is ISO 9001; 2000 certified.

COMPANY DETAILS

Company Name: Kerala Balers (p) Ltd

Address: Kerala Balers (p) Ltd

Thumboly

Alappuzha

Years of Establishment: 1948

Constitution: private company

Associate firms: William good acre and sons India (p) Ltd

Alleppey Company

Situation: Ambalapuzha Taluk, Alappuzha District

Name of possession: Free hold

Area: About 25 acres

Activity: Manufactures and export of mats, matting’s, jute, rubberized coir

matting’s, sisal, and rubber backed edged mats etc.

Business status: Two star Export House

Major Buying countries- USA, Uk & Canada.

Factories at

Alleppey

Paravur (quilon)

Palluruthi (cochin)

Pollachi (Tamilnadu)

Fully owned units

Madurai coir – Palluruthy (cochin)

Floor company – Paravur (quilon)

Cocoplast – (Alleppey)

Pollachi – Tamilnadu

Board of Directors

Smt.Subhadra Ravi Karunakaran (chair person)

Shri.Ashok venugopal (MD)

Shri.P.k kurian

Shri.N.Venugopal

Shri.Vivek.Venugopal

Shri.A.Nair

Management of the organization is vested with the board of directors

consisting of 6 members. The Board of directors shall meet at least once in 3

months.

Working capital

The working capital of the Kerala Balers mainly consists of the share

capital

Authorized capital – Rs 7, 50,000

Issued – Rs 620000

Subscribed and paid up – Rs 6, 20,000

Market share

The market share of Kerala Balers Pvt.Ltd is 10 %.

Competitors

DC mills, NC john, Palm fibre.

Trade union

All the disputes in Kerala balers (P) Ltd are settled through the

discussion between management and trade unions. The recognized trade unions are

CITU and AITUC.

Awards owned by the company

They have own the reward for the highest exporter of coir yarn

during the year 1998 -1999 and also the award for growth in export of coir

products during the year 1999-2000.

Product profile

Backed with more than a century long tradition, Karan group widely

recognized as the indisputable leader in the natural floor covering industry.

Starting as coir yarn spinners in late 1800’s we presently own the largest integrated

factory in Asia for weaving natural fibre floor coverings. Our factories are

equipped with the latest yarn preparation and dyeing equipment, imported

automatic shaft /jacquard looms and finishing equipment, supported by the

industries finest weaving talents. We are the pioneers in Asia for industries finest

weaving talents. We are the pioneers in Asia for the manufacture of vinyl backed

coir mats trolls. Addition of the fully automatic latex backing and flocking

machines during 2001, once again, demonstrates our leadership position in

technology up gradation with the natural floor covering industry. Our continuing

commitment to design and product development is evident by the extended in-

house design studio which is supported by inputs from the leading home furnishing

designers worldwide.

Imperial Mats

Thick heavy-duty coir mats up to 38 mm (1.5”) thick

Dense hand tufted pile – ideal for printed designs

Inlaid versions available for enhanced definition

Velour mats

Available in a range of pile heights- to fit every need and budget

Thick coir pile – unmatched scraping and moisture absorption

Printed versions available at great value prices – ideal for promotions

Budgeted coco mats

Rod mats : utility brush mats ideal for low /medium traffic areas

Corridor mats: thin mats, with elegant woven motifs-suitable for indoors

Elegant woven motifs in a thin construction- ideal for indoors

Power loom coco mats

Woven on imported German looms for uniform, dense weave

All four sides finished with latex glued edges – extra durable and slip

resistant

Available in a range of unique textures and weaves.

Can be cut or dir punched to any desired shape – ideal for shaped mats

Also available in roll form –ideal for custom – entrance mat /commercial

applications

Large in – house production capacity – helps fulfill promotional orders

Coir Broad loom and rugs

Highly durable and pleasantly resilient – suitable for kitchens/entry

ways/stairs/halls and other medium /high traffic areas

Most textural of all natural fiber floor coverings-providers an elegant surface

for modern as well as contemporary furniture

Tight, uniform machine –woven quality for straighter wefts and better

durability.

Sisal broad loom and rugs

One of the most hard weaving of all natural fibers

Smooth surface with a characteristics natural sheen offers a sophisticated

look

Sisal /jute blends available with hard weaving sisal on surface and jute for

inner chains.

Jute – broad loom rugs

Hard wearing, smooth and soft under foot –ideal choice for living and

sleeping areas

Clean, casual understated style natural enhancement to any décor.

Wide range of weaves/textures/colors available in both hand-woven and

machine – woven qualities

Printed jute area rugs

Wide range of popular traditional/contemporary design themes

Advanced dye recipe offers excellent fastness properties

A great casual look is achieved by applying layers of stencil colours on a

hand woven jute rug.

Sea grass

One of the versatile floor coverings

Hard, durable surface with classic natural look ideal for medium/high traffic

areas

Almost impermeable fibre is naturally stain resistant

DEPARTMENTAL PROFILE

The departmentation of the officer in Kerala Balers is made on fundamental

basis. They give greater importance in case of arranging departments. The shape,

size and number of department in Kerala Balers (P) Ltd are depend upon the size

of the business operations such as other similar organizations are doing regarding

departmentation.

The important departments in Kerala Balers (P) Ltd as follows;

Personnel department

Production department

Marketing department

Finance department

Quality control Department

Personnel department

Personnel department is an important department of the officer

performing a number of functions recruitment, training, placement, and

development of staff, job description, and job evaluation, merit ratings – its

devices, method and enter in to contracts for employees.

The Kerala Balers (P) Ltd is providing employment to number of

persons. It has about 27 permanent office staffs that work under salary system and

about 155 employees, who work under values sections. It is appreciable that all the

staff members are dedicated to their work.

Functions of Personnel Department:

Manpower planning:

Man power planning is one of the requirements of hands in a

projected production program, on the existing types of and categories of machines

in different departments. The workman of the Kerala Balers can be classified as

follows: Permanent, temporary, trainees, etc.In Kerala Balers, 27 permanent

Offices staff that various sections. It is appreciable that all the staff members are

dedicated to their work.

Every employee has one punch cum identity card. Attendance is recorded

through punching system. There is a unique code number for each employee by

which each of them is identified. The personnel department keeps the bio data of

each employee, which is a confidential record, is also kept in the department.

Recruitment

Direct recruitment has been adopted to fill the vacancies. ITI holders and

coir board trainees are usually taken. Youngsters at the age of 18-25 are generally

taken and give training in skilled jobs in the different department of the company.

Training

Kerala Balers give training in skilled jobs in the different department of

the company. They also give training for safety and health measures. Proper

training is given to the selected employees.

Employee placement

First of all there is an identification of vacancies preference is

given to the employees inside the company.

Promotion

Promotion of employees is at the direction of management. The

basis for promotion will be seniority, suitability of the post, efficiency, skills,

conduct etc of the workmen.

Performance Appraisal

Performance appraisal and high ranked performance of employees

are awarded sometimes with promotions and other times with increase in

increments given to them.

Employees remuneration

a) Salary – The salary system followed by Kerala Balers in payment of wage is

piece rate system and time rate system. In production, piece rate system is

employed and employees very well accept it. In the mechanical works, the time

rate is used to pay wages, wage slips are using for payment of wages. Daily wage

workers are paid weekly and staff is paid monthly.

Employees are also provided extra amount for the overtime work done by them.

The percentage bonus is given as 29.8% bonus and allowance is given once in a

year.

b) Employee State Insurance (ESI) – All the employees of Kerala Balers

are eligible for ESI benefits. The percentage of ESI is 1.75% of salary as employee

contribution and 3.75% as employee’s contribution.

c) Provident Fund – Both the employee and employees contribution for PF

is 12 % of their earning per month.

d) Leave – For 160 working days in a year,8 paid leaves are given to the

workers.

\

Production department

The production department deals with various activities of production of

finished products; it provides relevant data for production planning and budgeting

and performs miscellaneous clerical functions to production quality control,

product documentation, material handling, control of stocks etc.

Kerala Balers (P) Ltd has 5 production units:

o Cocoplast

o Coco flock

o Floor coll

o Bailing

o Dye House

Cocoplast – Cocoplast was established in the year 1992 by the parent

company. Kerala Balers (P) Ltd with an aim to create fully automated

manufacturing facility for vinyl backed coir mats and rolls. The objective of

setting up this facility was to cater high quality conscious foreign customers

a quality vinyl backed coir mats and matting’s which would live up to their

expectations with world class quality.

Coco flock – coco flock is one of the finishing production units of Kerala

Balers. The flocking machine is imported from Germany. The machine

capacity is depending upon the size of the mat

Floor co II – floor co II is manufacturing power loom mats and mattings.This

unit is fully automated. Floor co II has 20 weaving machines and 2 cops

winding machines.

The types of looms are:

Jacquard loom

Computer loom

Shaft loom

Brush mat loom

The H.O.D is factory manager; two supervisors assist the financial manager

in his work.

Raw materials are:

Coir yarns

Jute yarns

Sisal

Polypropylene

Bailing – The Kerala Balers started their business with coir yarn bales

exporting. Bailing processes include receipt of coir yarn, incoming

inspection, weighing, bailing, labeling, final inspections and despatch.

Dye house – In the dye house coir, jute and sisal yarns are dyeing in to

different shades. Dyeing or bleaching manufacturing processes includes

receipt of materials, incoming inspection, dyeing or bleaching and drying

after bleaching or drying.

Marketing department

Kerala Balers focuses on exporting even though they have a domestic

market for the products. They places orders by participating in international

exhibition, which held in Frankfurt, Germany. The representatives are sending to

Germany with the sample of their products.

The company exports its products to: USA, UK, France, Italy, Germany,

Pakistan, Netherlands, Mexico, Spain, Denmark, Portugal, Lebanon, Canada,

Japan, etc. It also has a domestic market, Delhi and Mumbai; the orders are send

by courier or by flight. The company gives advertisement in coir news magazines.

The whole salers of the company make bulk purchase. The Bacova Guild Ltd

(USA), Boston, Ware house, Trading Company (USA) and International Trading

Company are the whole salers.

The company mainly produces about fifteen products. The company has many

competitors. It faces competition from India as well as Srilanka and some other

foreign countries.

The assistant manager assists the manager in marketing functions. A production

executive and three office assistants work under the assistant manager.

Important buyers of Kerala Balers (P) Ltd are:

BACOVA GUILD LTD

MEDICI 888

BOSTOV WAREHOUSE TRADING CORP

HABITAT

Kerala Balers direct exporting to

Wal-Mart stores

Smith & Hawken

Arget stores

Kerala Balers purchase the raw materials needed for processing is obtained

from India as well as in foreign countries.

A raw material like coir is produced from India. Raw materials like sisal,

machine spun, jute, etc are imported from Thailand, Bangladesh, etc.

Finance Department

Finance is the lifeblood of every business. Financial management is an

internal part of overall management. It is not a totally independent area. Finance

department is responsible for all financial activities done by the organizations and

the finance management controls all the activities of financial department.

Financial department is concerned with all the receipts and payments of

coir products. The main policy of the department is to concentrate revenue and

dealing in payment. They keep a different account for keeping different

transactions.

Finance department is headed with chief accountant then followed by

assistant account officer, three computer assistants and 2 clerks. A main function

of finance department is that to maintain sufficient fund for the smooth and

efficient flow of the organization. The company collects funds by way of shares,

long term fund as well as short term.

Important functions of finance department:

Creating and maintaining books of accounts

Keeping of records

Calculation of salary of staffs

Preparation of various contract accounts

Calculation of commission, stock valuation etc

Analysis of companies with other companies

Calculation of advanced tax, preparation of income tax,VAT,etc

Preparation of P&L accounts, balance sheet

Preparation of vouchers, journals and ledgers

Preparation of budget such as cash and sales budget etc.

Quality control Department

Quality control department is the process of checking the quality of both raw

materials and products with predetermined standards of quality.

The quality policy of Kerala Balers (P) Ltd as follows:

“We are committed to enhance customer satisfaction through reviewing and

improving our performance. We remain committed to excellence in all spheres of

our activities”.

In order to implement the quality policy, the quality objectives are

established as follows:

Reduce wastage

Reduce internal failures

Reduce incoming failures

Timely delivery

Better productivity

It is insured that quality and objectives are understood, implemented

and maintained by all personnel in the organization.

Product profile

Backed with more than a century long tradition, Karan group widely

recognized as the indisputable leader in the natural floor covering industry.

Starting as coir yarn spinners in late 1800’s we presently own the largest integrated

factory in Asia for weaving natural fibre floor coverings. Our factories are

equipped with the latest yarn preparation and dyeing equipment, imported

automatic shaft /jacquard looms and finishing equipment, supported by the

industries finest weaving talents. We are the pioneers in Asia for industries finest

weaving talents. We are the pioneers in Asia for the manufacture of vinyl backed

coir mats trolls. Addition of the fully automatic latex backing and flocking

machines during 2001, once again, demonstrates our leadership position in

technology up gradation with the natural floor covering industry. Our continuing

commitment to design and product development is evident by the extended in-

house design studio which is supported by inputs from the leading home furnishing

designers worldwide.

Imperial Mats

Thick heavy-duty coir mats up to 38 mm (1.5”) thick

Dense hand tufted pile – ideal for printed designs

Inlaid versions available for enhanced definition

Velour mats

Available in a range of pile heights- to fit every need and budget

Thick coir pile – unmatched scraping and moisture absorption

Printed versions available at great value prices – ideal for promotions

Budgeted coco mats

Rod mats : utility brush mats ideal for low /medium traffic areas

Corridor mats: thin mats, with elegant woven motifs-suitable for indoors

Elegant woven motifs in a thin construction- ideal for indoors

Power loom coco mats

Woven on imported German looms for uniform, dense weave

All four sides finished with latex glued edges – extra durable and slip

resistant

Available in a range of unique textures and weaves.

Can be cut or dir punched to any desired shape – ideal for shaped mats

Also available in roll form –ideal for custom – entrance mat /commercial

applications

Large in – house production capacity – helps fulfill promotional orders

Coir Broad loom and rugs

Highly durable and pleasantly resilient – suitable for kitchens/entry

ways/stairs/halls and other medium /high traffic areas

Most textural of all natural fiber floor coverings-providers an elegant surface

for modern as well as contemporary furniture

Tight, uniform machine –woven quality for straighter wefts and better

durability.

Sisal broad loom and rugs

One of the most hard weaving of all natural fibers

Smooth surface with a characteristics natural sheen offers a sophisticated

look

Sisal /jute blends available with hard weaving sisal on surface and jute for

inner chains.

Jute – broad loom rugs

Hard wearing, smooth and soft under foot –ideal choice for living and

sleeping areas

Clean, casual understated style natural enhancement to any décor.

Wide range of weaves/textures/colors available in both hand-woven and

machine – woven qualities

Printed jute area rugs

Wide range of popular traditional/contemporary design themes

Advanced dye recipe offers excellent fastness properties

A great casual look is achieved by applying layers of stencil colours on a

hand woven jute rug.

Sea grass

One of the versatile floor coverings

Hard, durable surface with classic natural look ideal for medium/high traffic

areas

Almost impermeable fibre is naturally stain resistant

ABSENTEEISM:

Absenteeism the title given to a condition that exists when a person

fails to come to work when properly scheduled to work. In other words it signifies

the absence of an employee from work when he is scheduled to be at work. It is

unauthorized explained avoidable and willful absence from work. According to the

‘Labour’ Bureau, simla absenteeism is “the total man shifts lost because of

absences at a percentage of the total number of man shift scheduled to work”.

According to the Webster’s dictionary, absenteeism is the practice or habit of being

an ‘absentee’ and ‘absentee’ is one who habitually stays away.

An employee is to be considered scheduled to work when the

employee has work available and the employee is aware of it, and when the

employer has no reason to expect, well in advance, that the employee will not be

available for work at the specialized time. Any employee may stay away from

work if he has taken leave, to which he is entitled, or on the ground of sickness or

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

authorized or unauthorized willful or caused by circumstances beyond one’s

control.

Magnitude of Absenteeism

It has been observed that the phenomena of absenteeism doesn’t only

exist in Indian industry is a universal truth. The difference is only in terms of

magnitude. The rate of absenteeism varies from 7% to nearly 30%. In some

occupations it has been risked to the abnormal level of 40% in some seasons. The

extent of absenteeism may differ from industry to industry, place to place and

occupation. It may also differ according to the make up of the work force.

Absenteeism may be extensive in a particular department of an industry or a

concern.

There have been many systematic studies of absenteeism in western

industrialized countries. For example it has been observed that absenteeism among

the younger workmen is extensive on Mondays after the weekend, particularly

among unmarried men, who after a late night on Sunday find it difficult to get up

and come on time and concentrate on work and it is the lowest on pay day.

In USA it has been observed that curiously enough that the extent of

absenteeism is greater among youngsters than among the older employees greater

among women than men. Young men are generally found to be absent for a variety

of reasons, including restless and a sense of irresponsibility. In some cases

absenteeism of particular workers is due to reasons connected with the job of

worker for example he may be absent because he doesn’t like his job for some

reason or because he has unsatisfactory relations with his supervisor or with other

employee. Absenteeism may also be due to real sickness real or fringed.

Absenteeism in Indian industry is not a new phenomenon. The Royal

commission on Labour reported that high absenteeism prevails among industrial

labour mainly due to their rule orientation since then a number of individual

researcher have investigated the problem and have pointed out that absent gated in

our industries varies from 10 percent to 15 percent its incidence is high in

plantations and in Northern India than in South India.

FEATURES OF ABSENTEEISM

Peculiar features of Absenteeism:

1. Absenteeism is a universal phenomenon. The rate of absenteeism varies

from month to month, shift to shift and day on the basic of micro studies

undertaken in different parts of the country certain observation may be

made the rate of absenteeism is the lowest o pay day. It increases

considerably on the days following the payment of wages and bonus. The

incidence of absenteeism, both before and after a holiday, has also been

found to be higher than that of normal days.

2. Absenteeism is generally higher among the workers below 25 years of

age and those above the 40. The young employees are not regular and

punctual.

3. The rate of absenteeism varies from department to department within a

unit

4. The percentage of absenteeism is generally higher in the night shifts than

in day shifts. This is of because workers in the night shift experience

greater discomfort and uneasiness the course of their work than they do

during day-time.

5. The percentage of absenteeism is much higher in coal and mica mining

industries than in organized industries. The high percentage of

absenteeism is due to the engagement of labours in the fields, marriages

and festivals.

6. Absenteeism in India is seasonal in character. It is the highest during

March, April, May when land has to be prepared for monsoon sowing,

and also in the harvest season the rate goes as high as 40%.

Reason for Absenteeism

The phenomenon of absenteeism has been explained in various places.

According to one line of thought, absenteeism is due to lack of commitment on the

part of the work force. Clark keer and his associates are of the opinion that since

the degree of commitment varies with the degree of a country’s industrial growth

or maturity, absenteeism is inversely related to industrial development.

The royal commission on labour observed that high absenteeism

among Indian labour is due to its rural orientation and its frequent urge for rural

exodus. According to Acharya in modern industry establishments except perhaps

in very small ones the individual personality is more or less irretrievably

submerged in the general mass through the sheer incidence of being thrown

together with other individuals for a certain purpose during a good bit of each

day’s life. The individual has no elbowroom & is hammered into a set pattern,

while the human spirit clamors for open spaces and unfettered all so that if many

kicks its legs about for a change.

The attitude and practice of the management also contribute to

absenteeism various empirical studies on the micro level in India have been

undertaken to find out the cause which have contributed to a high percentage of

absenteeism. A few are quoted below.

SITRA’S Publication refers to the following causes.

1. Unsuitable working conditions.

2. Unfavorable mental attitude arising out of boredom, discontent with

wages resentment against supervisors.

3. Lack of provision for general welfare.

4. Inadequate medical facilities for minor injuries.

5. Increased distance between management and workers.

Sinha Analysis is classified in to 3 heads:

1. In plant causes.

2. Personal causes.

3. Community and social causes.

In a study undertaken on behalf of the national productivity council of

Bhutani arrived at these causes.

1. 5% to 7% on account of genuine personal sickness.

2. 5% to 7% on account of genuine family sickness.

3. 1% to 2% on account of bonafide relaxation needed because of overtime

work.

4. 5% due to bonafide emergences.

5. 5% due to social exigencies.

6. 5% on account of distance from factories.

7. 15% to 20% on account of earning higher wages inside.

8. 5% to 7% because of disharmony with foreman.

9. 15% to 20% on account of drinkness.

The general causes may be grouped into three categories:

1. Organizational factors,

2. Environmental factors &

3. Personal factors.

Organizational factors

There are various organizational factors which causes work alienation

resulting into absenteeism. The following organizational factors have been found

responsible for absenteeism.

1. In some industries where work is monotonous, the rate of absenteeism is

high.

2. Leniency towards absenteeism causes high rate of absenteeism.

3. Some organizations resort to badly system of employment by appointing

temporary / casual workers. This leads to high absenteeism in these

organizations.

4. Militant attitudes of traditions also cause high absenteeism, as workers

become frustrated because of these attitudes.

Environmental factors

Various environmental factors of the country particularly all socio-

economic factors and religious cultural factors are responsible for high rate of

absenteeism in the following ways.

I. Socio-Economic factors

Following socio-economic factors are responsible for absenteeism

1. Due to migratory nature of labour force workers don’t develop emotional

belongingness with their work places hence their high absence.

2. Workers generally live in unhygienic and pool economic conditions

because of these condition they lack commitment their work, which

causes absence.

3. Workers generally have more number of dependent children coupled

with unhygienic living conditions to face the problem if sickness quite

frequently which result into absenteeism.

II. Religious and Cultural factors

Indian population consists of multi religious and cultural groups with

each group having its own religious festival customs and traditions. These

festivals take considerable time to celebrate. It has been observed that during

these festivals absenteeism rate is quite high because of these festivals

workers tend to remain absent from the workplace

Personal factors

The more frequent personal causes are as follows

a) Unskilled and young workers have higher rate of absence because of

their personal problems.

b) Woman workers are more prone to absenteeism because of their personal

and family problems.

c) Workers who are alcoholic and drug addict show higher tendency of

absenteeism.

d) Indebtedness of workers causes absenteeism.

e) Some workers tend to be chronicle absence either because of their

personality factors or because of their other problems.

Measures to control absenteeism

Absenteeism is a serious problem for management because it involves

heavy additional expenses. Employees don’t ask for leave of absence in advance or

origin notice during their absence as to how they would be away. The management

is generally uncertain about the probable duration of an employee’s absence and

cannot take appropriate measures to fill the gap.

The Labour Investigation Committee 1946 of the opinion that proper

conditions of work in the factory, adequate wages, protection from accidents and

sickness and facilities for obtaining leave for rest and recreation constitute the most

effective means of absenteeism.

The Encyclopedia of social suggests the following measures to reduce

the rate of absenteeism:

1. The personal management should encourage notification, especially in

case of sickness when the duration of absence is likely to be long.

2. In case of personal and family circumstances like illness of children in

the case of married women employee, which make absences unavoidable,

leave should be granted liberally.

3. To reduce unavoidable absence due to sickness and industrial accidents,

programs like industrial hygiene and safety should be strengthened.

4. Regularity in attendance can be encouraged to social to extent by the

offer of a bonus and other peculiarly inducements.

5. Absenteeism is probably a natural human reaction to be routine modern

factory life. There are maladjustments between man’s instincts and

desires and the regular working habit that are imposed upon him. This

labour can be relaxed or modified by grant of leave with pay, by shifting

or redistributing scheduled hours, by having employee living nearer to

the places of work and by adjusting the physical conditions of the plant

especially noise and ventilation. It should be noted, no single measure

can effective in controlling absenteeism but a skillful combination of

various measures would be definitely lead to the desired results.

The following are some of the measure to control absenteeism:

i) Adoption of well defined recruitment procedure

The selection of employees on the basis of commercial, linguistic

and family consideration should be discourage or avoided. The

management should be apt and show ability in the perspective

employees and should not easily yield to pressure on personnel likes

and dislike. Application blanks should invariably be used for a

preliminary selection and tools for interviews. The personnel officer

should pay a more effective role as a coordinator of information,

provided that ha has acquired job knowledge in the function of

selection. Employees also take into account the fact that selections

should be for employee’s development, their reliance, therefore on

intermediaries for the recruitment of employees should be entirely

done away with. They should as far as possible relies on employment

exchange.

ii) Provision for healthful and hygienic working conditions.

In India where climate is warm most of the work involves manual

labour. It is essential that workers should be provided with proper and

healthy working conditions. The facilities of drinking water, canteens,

restrooms, lighting and ventilation need to be improved.

iii) Provision for reasonable wages and allowances and job security for

workers.

Some of the wages of employees determine his as well as his

family’s standard of living. This single factor is important for him

than any other. The management should therefore pay reasonable

wages and allowances taking into account the capacity of the industry

to pay. The level of wages prevailing in different units of the same

industry in the same area in neighboring areas the productivity of

labour and general effect of rising wages in neighboring industries.

The allowances that may be paid to worker should include old age

allowance length of service allowance position allowance, special job

allowance, good attendance allowance, transportation allowance, good

attendance allowance, transportation allowance and housing

allowance so that the work may have and know security of

employment.

iv) Motivation of workers welfare and social measures.

The management should recognize the needs of worker and offer

those adequate and cheap housing facilities, free or subsidized food,

free medical aid and transportation facilities, and free educational

facilities for their children and other monetary and non-monetary

benefits. Their genius difficulties should be recognized by the

management and it should try to help them in this regard. As far social

security measures such as the provision of provident fund, ESI

facilities gratuity and pension all these need to be improved so that

workers may have a service of belonging.

v) Liberal grant of leave.

The management’s strict attitude in granting leave and holidays

even when the need for them is genuine, tempts workers to go on ESI

leave for under this scheme they can have 56days in a year on half pay

is an effective way of dealing with absenteeism is to liberalize leave

rules.

vi) Improved communication and prompt redressal of grievances.

Since a majority of the workers are illiterate they do not

understand bulletins and written notices, journals and booklets.

Therefore timely illustration and instructions meetings and counseling

are called for written communication becomes meaningful only when

workers can read and understanding. As for grievance settlement the

management should recognize that a delayed grievance may become a

complicated case. A procedure for fair and prompt redressal of

grievances is therefore essential.

vii) Safety and Accident Prevention.

Safety at work can be maintained and accidents can be

prevented if the management tries to eliminate such personal factors

as negligence, over confidence, carelessness, vanity etc… and such

material factors as unguarded machinery and explosives, defective

equipment and hand tools. Job satisfaction and cordial relations

between the workers and the employers would help to eliminate most

of the personal factors.

viii) Cordial Relation between Supervisors and workers.

The supervisor should recognize that industrial work is a

group task and cannot be properly done unless discipline is enforced

and maintained. The problem of industrial discipline become serious

when the end is not accepted as necessary or desirable, when there is

no common aim between the disciplines and the disciplined, and

discipline then becomes a more frustration of the human purpose,

shunts the development of the human personality and embitters

human relations for it is then a denial of freedom to the individual

cordial relation between the supervisor and the workers are therefore

essential for without them, discipline cannot be maintained and

productivity cannot be increased.

ix) Development of worker’s Education.

The system of worker’s education should be so designed as to

take into account there educational needs as individuals for there

personal evaluation, as per activities for their efficiency and

advancement as citizens for the protection of their interests.

Other Measures

a) There should be clear and definite rules and regulation on authorized and

unauthorized leave.

b) The rule and regulation relating to attendance must be explained to

workers.

c) A plover record of each worker attendance should be Nintendo on a

special daily attendance clad.

d) Supervision should not be regarded as “another worker” and should be

given definite authority to take action in all cases of absenteeism.

TYPES OF ABSENTEEISM

There are 4 types of absenteeism, they are:

Authorized absenteeism

Unauthorized absenteeism

Caused by circumstances beyond ones control

Willful absenteeism

Authorized absenteeism:

If an employee is absent himself from work by taking permission from

his superiors and applying for leave such absenteeism is called authorized

absenteeism.

Unauthorized absenteeism:

If an employee is about himself from work without informing or taking

permission and without applying for leave such absenteeism is called unauthorized

absenteeism.

Caused by circumstances beyond ones control:

Employee is absent himself from duty owing to the circumstances beyond

his control, which takes involvement in accident or sickness, thus the absenteeism

is called absenteeism caused by circumstances beyond ones control.

Willful absenteeism:

As an employee is absent himself from duty wilfuly.Such absenteeism is

called willful absenteeism.