Report on Winter Project

“ABSENTEEISM IN A PUBLIC SECTOR UNDERTAKING,ITS CAUSES AND

EFFECTS WITH REFERENCE TO THE WORKING OF PRIVATE SECTOR IN

INDIA.”

D B U-I

Feb,2001 to May ,2001.

Submitted by:- Submitted to:-Kalpana Khatri Dr.GururaniIVth Semester9913 IMSPR(DPC)Jhadewalan Ext.

CERTIFICATE

This is to certify that project report entitled

“Absenteeism” which is being submitted by Kalpana Khatri is a

record of candidate’s own work carried out by her,under my

guidance and supervision.

This is further certified that she has worked from

Feb 2001 till May 2001 for the preparation of this report she

has worked at Modern Food Industries (India)Ltd. Delhi

Bread Unit-I Lawrence Road and Britannia industries.

Dr.GururaniProject GuideIMSPR(DPC)

ACKNOWLEDGEMENT

First of all I express my gratitude to Dr.Gururani for giving me

time from his busy schedule and guiding me throughout my

project.During my project making period ,I received help &

Information which is of great importance in my learning

Period and thought of my life.

For this I am grateful to Dr.Gururani he has been a constant

source of inspiration for me.

KALPANA KHATRI

INDEX

UNIT-IINTRODUCTION OBJECTIVE SCOPE UNIT-IIORGANISATION OVERVIEW PROFILE OF MODERN FOODS PROFILE OF BRITANNIA INDUSTRY

UNIT-IIIRESEARCH METHODOLOGY RESEARCH DESIGN SOURCES OF DATA

UNIT-IVABSENTEEISM INTRODUCTION FEATURES CLASSIFICATION TYPES CAUSES EFFECTS MEASURES

UNIT-VANALYSIS FINDINGS UNIT-VI

BIBLIOGRAPHY

PROLOGUE

I would like to place on record my sincere thanks to

Ajeet Singh for his regards & immense affection.I would like to

thank him for his cooperation & affectionate support.Without his

willing help ,I would not have been able to complete this work.I

am indebted to him for being a constant source of inspiration in

my project.

Finally, I wish to express my heartful appreciation to him

for his contribution to the project,both explicit & implicit.With this

I dedicate my project to you.

Thanks for being their with me in all my thicks & thins.

Dated:May,2001

SYNOPSIS

TITLE OF THE PROJECT

ABSENTEEISM in a Public Sector Undertaking,its causes &

effects with reference to the working of the Private Sector in

India.

INTRODUCTION

(I) Absenteeism is said to be there when an employee fails to

come to work Workers remain absent from the regular work

due to hard nature of job,monotony in work & personal

reasons.This leads to absenteeism.It is normal& natural

tendency among the factory workers.Workers remain

absent without prior permission,notice or sanction.It is

unauthorised leave & is different from regular leave or

holiday.In brief it is absence which is

wilful.However,absence on account of strikes,lock-outs

etc.does not constitute absenteeism.

(II) EFFECTS OF ABSENTEEISM

Labour absenteeism is harmful to both employers & workers in

the following way:

1.Normal work-flow in factory is disturbed.

2.Overall production in factory goes down.

3.Difficulty is faced in executing orders in time.

4.Casual workers may have to be employed to meet production

schedules.

Such workers are not trained properly.

5.Overtime allowance bill increases considerably because of

higher absenteeism.

6.When a number of workers absent themselves,there is extra

pressure of work on their colleagues who are present.

7.Workers lose wares for the unauthorised absence from work.

8.Habitual absentees may be removed from services causing

them great hardship.

(III) CAUSES OF ABSENTEEISM

i. Maladjustment with working conditions

ii. Social & Religious ceremonies

iii. Unsatisfactory housing condition at work place

iv. Industrial fatigue

v. Unheathly working conditions

vi. Poor welfare facilities

vii. Alcoholism

viii. Indebtness

ix. Maladjustment with job demands

x. Unsound Personnel Policies

xi. Inadequate leave facilities

xii. Low level wages

OBJECTIVE OF THE PROJECT

(i) To study the prevailing conditions leading to absenteeism

in both Public as well as Private sector.

(ii) To study the various causes and effects of absenteeism.

(iii) To recommend possible measuresto overcome

absenteeism.

SCOPE OF THE PROJECT

The scope of this project is ,absenteeism at the production level

of workers of both the co’s i.e Public as well as Private.

RESEARCH METHODOLOGY

Sample Design it is a definite plan determined before any data

are actually calculated for obtaining a sample from a given

population.The sample design here is non-probability,deliberate

sampling .

Sample Size there are nearly 200 workers in the co.’s out of

these a sample size of 20 employees from each co. was decided

in consultation with Sr.Pers.Mgr..This amount of sample size is

10%.

Sample group selected for study is from the production workers

i.e Opr.I,Opr.II,Opr.III & Bakers.

SOURCES OF DATA

(I) Primary data –these are the mesurement observed &

recorded as part of original study done by the

investigator.The data which could not be obtained through

the secondary data,& which is essential for the analysis &

interpretation becomes the primary data.Here,primary data

is collected from questionnaire & personal interview.

(II) Secondary data –the data used by investigator,which had

already been collected by others like the data obtained

from journal,reports,government publication etc. forms the

secondary data.

INTRODUCTION

ABSENTEEISM is said to be there when an employee fails to

come to work when he is scheduled to work.It is an important

problem in many enterprises.Excessive absenteeism involves a

considerable loss to the enterprise because work schedules are

upset & delayed,& management has to give overtimewages to

meet the delivery dates.The rate of overtime wages are double

than the normal rate of wages.Therefore,study of causes of abs-

enteeism is essential to deal with the problem.

Workers remain absent from the regular work due to hard nature

of job, monotony in work & personal reasons.This leads to

absenteeism.It is normal & natural tendency among the factory

workers.Workers remain absent with- out prior permission,notice

or sanction.It is unauthorised leave & is different from regular

leave or holiday.In brief it is absence which is wilful.However,

absence on account of strikes,lock-outs etc.does not constitute

absenteeism.

The rate of absenteeism is calculated during the given period by-

Absenteeism = No. of mandays lost through absence * 100

No.of mandays scheduled to work Absenteeism is a universal

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

it disturbs the production schedules & create many probl-

ems.Personnale research have found that generally a small

percentage of employees i.e 15 % account for a large percentage

of absenteeism.These employees are likely to have low interest in

their tasks & to be physically below par.Research studies have

further revealed that :

1.The day before & after a holiday are liable to higher rate of

absenteeism.

2.Women are absent more often than men.

3.Bad weather increases absenteeism,especially among

employees who live at distance places.

4.Employees under the age of 25 yrs & above the age of 55 yrs

are absent more often than those in the age group of 26 to 55 yrs

.

5.Operative employees are absent more frequently than the

supervisors &

managers.

Effects of absenteeism

Labour absenteeism is harmful to both employers & workers in

the following way:

1.Normal work-flow in factory is disturbed.

2.Overall production in factory goes down.

3.Difficulty is faced in executing orders in time.

4.Casual workers may have to be employed to meet production

schedules. Such workers are not trained properly.

5.Overtime allowance bill increases considerably because of

higher absenteeism.

6.When a number of workers absent themselves,there is extra

pressure of work on their colleagues who are present.

7.Workers lose wares for the unauthorised absence from work.

8.Habitual absentees may be removed from services causing

them great hardship.

PROFILE

MODERN FOOD INDUSTRIES (INDIA) LIMITED was a Public

Sector Undertaking under the administrative control of ministry of

food processing industries.As per Government policy decision on

Disinvestment 74% share is acquired by HINUSTAN LEVER

LIMITED since 1.2.2000.The company was setup in 1965with the

main objective of popularizing Wheat consumption in non wheat

consuming areas of the country and to setup a model bread

production facilities with emphasis of hygiene,nutrition,whole-

someness,and to generate greater consumption of wheat in its

process form.

The company has expended its activities from one Production

unit.In 1965

To 14 Bakery units by 1994.The Bakery units are located in

Ahmedabad, Banglore, Calcutta, Chandigarh, Chennai, Cochin,

Delhi(2 units),Hyderabad, Indore, Jaipur, Kanpur, Mumbai and

Ranchi.

The company has also set up other Food Processing units to

produce Ready- to-serve Fruit Beverages,Ready-to-eat Energy

Food.Extruded Food etc. at Delhi, Faridabad, Bhagalpur, Kanpur

and Jaipur.

After the Policy decision to reserve the Bakery Industries for small

scale Sector in 1977,the Company embarked upon Franchising

and ancillarisation

For its further growth in production and Marketing of Bakery

products and To provide wholesome and hygienically produced

Bread at reasonable prices

To greater number of consumers in the country.Currently,there

are 19 franchise units and 6 Ancillary units operating Bareily,

Bhopal, Billaspur Gwalior ,Goa , Jabalpur, Jammu, Madurai, Pune,

Raipur, Roorkee, Silchar

Sriganganaga ,Vijaywada ,Vishakhapatnam and 6 Ancillary units

at Delhi ,Bangalore, Chennai(2), Cochin and Coimbatore.Cochin

Ancillary produces Cakes while Delhi Ancillary produces Biscuits.

The company through its own as well as Franchise units serves as

many as 5 Million families every month throughout the country

with fresh and nutriti- ous Bread of different varities.

Modern Food Industries (India) Limited is also actively

participating in the nutrition programmes aimed at vulnerable

sections of the population by supplying nutritionally fortified and

balanced Energy Food.Nutro Biscuit as well as bread.The

company is covering as many as 5.5 million benefici-ariesevery

day under such social welfare programmes in various states such

as Bihar, U.P, Rajasthan, M.P, Kerala, Union Territory of Delhi &

Pondichery.

The company is contemplating to extend its operations to other

states such as Orrisa & H.P and the discussions are on with the

respective state Govt. being state sponsored programme.The

company under its diversification programme started marketing

of Cakes in Oct.1993.Initially it was started at Chennai by

getting cakes made from outside agency.Today,the company is

producing cakes in its own facilities at Chennai & Cochin & is

marketed the same in states of Kerala,Tamil

Nadu,Karnataka,Andhara Pradesh West Bengal

The company also added two more new products viz Nutro &

Gluco biscu- its to its product range for vulnerable sections of

society,to start with.The technology on formulation & process

controls for Nutro biscuits have been sourced from

CFTRI,Mysore.These biscuits have been well received by target

consumers.

Since 1992-93 Modern Food Industries(India)Limited is one

of the MOU Signing companies.The results of the company for the

last five years are as under:

YEAR TURNOVER( Rs./Crore)

1994-95 112.65

1995-96 140.22

1996-97 166.82

1997-98 181.52

1998-99 171.85

Information about workers

At, present in DBU-I there are 186 regular workers & 80 casual

workers in the production department.DBU-I is a labour oriented

unit.It is the biggest unit having 4 plant lines.At present 1 plant is

running.The plant runs day & night with 7 days working in a week.

The workers are divided into three shifts.

Shifts Time

A 2-10

B 10-6

C 6-2

After one week shifts change,within one week each worker gets

one day off.

Functional layout process is prevalent in the unit.Plant has chain

of activities,one worker is engaged on one machine.In case,the

worker is absent the production stops.Then casuals are hired for

carrying out the production .

Workers are categorised into four categories

i. Baker

ii. Operator-I

iii. Operator-II

iv. Operator-III

For the last three categories there is no such demarcation ,all the

categories perform same activities.

Workers are having two Trade Unions namely Karamchari Union

affiliated to Hind Majdoor Sabha. Employees Union affiliated to

INTUC.

The problem of absenteeism is very much prevalent in this

unit.One of the reason is that majority of the workers are having

agricultural background.They visit their home town during

harvesting season,there are certain workers who are having side

business.Secondly,the seasonal changes too leads to absenteeism

Like in winters the workers are absent in morning & night shifts.In

summers workers are mainly absent in afternoon shift.

If a worker is absent for a long period without pay then his wages

are deducted,even it hamper the increment as it is delayed.On

the Contrary, regular employees are rewarded under encashment

of leave policy & under encashment of leave policy workers are

given grant of advance increment.

BRITANNIA PROFILE

Britannia as a company was started in 1892 inCalcutta.The

Britannia brand was introduced about 80 years ago, and today

enjoys the status of the strongest food brand in the

country.Britannia , as a company , is guided by the benefits of a

long tradition coupled with the most modern management

practices.

Throughout its existence , Britannia has opened on the principle

of providing products to the consumer that are healthy and

tasty.This is brought about by the use of high quality ingredients

with a strong focus on the naturalness”and modern

manufacturing practices.The company today has a wide range of

bakery products in the biscuit ,bread and cake segment.With its

pioneering role in the bakery sector ,Britannia products are today

excellent value,wholesome hygienic products for the consumer ,

however,Britannia sees its role as being larger than just this.The

company has a commitment to the health of the Indian

masses,and this commitment is especially strong in the children.

As the market leader,Britannia understands its responsibility of

providing the best possible products to the consumers.No effort is

spared in acquiring

The finest technology and product ideas,either indigenously or

from the international associates,Groupe Danone of France.New

products like Little Hearts,Chekkers and Jimjam Bear testimony to

its commitment.

In the last few months,the company has made a strong entry into

the mass market segment with the Tiger brand.A range of

products has been introduced which apart from goodness of

wheat also provide the benefits of milk,glucose and calcium.The

brand has been welcomed by the consumer in all the markets and

by all the consumer types.

With the strength of the Britannia brand and its promise of “tasty

health”,the company has now entered the dairy sector with

cheese and dairy whitener products.Here,again consumer

response is very positive and Britannia is creating a strong

position for itself in the market.

With all this,Britannia has always recognised its social

responsibilities,and this is manifested in various ways,key among

which are :

i.Britannia-IMG :Britannia has been supporting the Indian Music

Group at,St.Zaviers College(Mumbai)for almost 20 years now.The

annual festival which takes place around January,has been

recognised as one of the most significant music festival in the

country.Apart from this Britannia also supports the Britannia –IMG

music centre in the college premises which costs of a splendid

music library and listening facility.

ii.Theatre :Britannia has been supporting Theatre Arts,a

Banglore based company,for the production of high quality

English Theatre.The latest production, “The kiss of the

spiderwoman”,was greeted with rave reviews in Banglore,and is

now is slated for a tour of Mumbai in Feb 1998.

iii.The Britannia- Amritraj Tennis Scheme :This is a scheme

sponsored by Britannia which is committed to producing high

quality tennis players for India.The scheme has already produced

several champions such as Leander Paes who has brought6

laurels to the country.

The scheme is fully residential programme.Training is provided by

the highest quality coach both Indian and from Overseas.

Through all its endeavors Britannia is committed to contributing

to the consumers with the overall principle of “eat healthy,think

better”,which is the statement that appears everywhere with the

brand logo.

Britannia Logo

Britannia spends $ 100,000 to hired a Paris designer Shombit

Sengupta to create new logo & packing design,the logo along with

the corporate statement “eat healthy think better”aims at the

most credible sources of healthy yet tasty food products.The logo

had three objectives:-

1.Give consumer reassurance that it is a trusted and familiar

brand.

2.Britannia has ability to change.

3.It had to be appropriate to the business the company was in.

AIM :to make Britannia more modern,but also more human &

more friendly.

Base line: “Eat healthy,Think better”(unity of body and

mind)

Visual Link: Red wave – Dynamism

Green color – Nutrition & Freshness

White – Purity ,strikes Communication,innovation

& futuristic power of Britannia

BRITANNIA BUSINESS PRINCIPLES

A pride in our dedication to serve.

A continuous striving to offer an improved and wider range of

the products at fair and competitive price.

A system designed to enforce a high standard of quality

control and establish consistently high standards of

merchandise.

A belief that our future interests are inevitably identified with

thousands of our customers.

A sense of courtesy in an age of insensitivity and eagerness to

foster good human relations with our business

associates,customers and employees.

An awareness of the need to keep up with modern techniques

to simplify operating procedures for greater efficiency.

MISSION VISION VALUES AND GOALS

The Britannia Biscuit Co. Ltd. Has certain beliefs and principles on

which bases the conduct of its affairs.Britannia believes that it

has a responsibility to assure to its workers and employees a

decent,progressive standard of living safe working conditions and

a fair system of material rewards of their work output.It also

recognises the importance of providing them opportunities to

acquire and develop skills through training in order that they may

qualify for increasing responsibility.It considers its employees ,the

people who gives the co. their experience,energy and time to be

its greatest assets.

Britannia recognised the increasing competition in both domestic

as well as international market.Entering the food industry rapidly

it realised that the market is no longer “Product Driven”but

“Consumer Driven”hence customer satisfaction should be the

top most priority taking all this into account.Britannia gave a new

LOGO “Eat Healthy,Think Better”last year along with its vision

and mission statement.

MISSION STATEMENT

“Every third Indian must be a Britannia consumer by the

year 2001.”

VISION STATEMENT

“Dominate the food and beverage market in India ,wish a

distinctive range of tasty and healthy Britannia brands.To

triple the turnover and operating income by year 2001.”

Regarding the basis of setting the mission and vision

statement,Britannia gives top most priority to “customer

satisfaction”,followed by quality,market leadership,increased

product variety,sales turnover and profit maximization.

QUALITY POLICY

Eat healthy ,Think better is basic value for Britannia It shall place

‘ Consumer Satisfaction’as its first priority and will ensure that

the Britannia products it supplies confirm to others needs .To

attain this,the company shall pursue a total quality management

process.

Britannia shall focus on being increasingly competitive through

continuous upgradation of technology and improvement in

process and quality to meet the emerging need of its consumers.

Britannia shall continue working with its co-packers,associates

and suppliers to manage mutually dependent lasting relationship

to ensure quality.It shall be environmentally responsible company

and will keep on implementing management system and good

manufacturing practices respecting legislation.It shall develop its

human resources by improving skills and knowledge ,generating

motivation to excel and instilling a sense of pride and

commitment to world class quality.

QUALITY OBJECTIVE

1. Reduction in customer complaints.

2. To start documentation of market return dealwise.

3. To employ workers on individual work area to ensure that only

quality products are passed on the next stage of production.

4. Continuous training for the development of human resource.

5. To minimise the accident level.

PROFILE OF DBU-I

Introduction

Delhi Bread Unit was established in June.1968 with an

installed capacity of

40,000 P.U a day.Since that day there has been continuous

growth of unit as Second Plant was added in August,1975,Third

Plant in November,1982 and Fourth Plant in November,1988.Thus

within a period of 29 yrs the unit has increased its capacity from

0.40 lakhs P.U a day to 1.60 lakhs P.U a day i.e four times.Another

important achievement is that while the first two plants were

received from Australia under the Colombo plan,the Third &Fourth

Plant are completely indigenous one.

Background

The DBU-I,the largest manufacturing facility of the company has

passed through a phase of control price to free market via the

phase of wheat sub-Sidy in the last decade.Untill the yr 1990-

91,there was price control in Delhi ,when not many small bakeries

were present.The leading manufacturers were”MODERN

&BRITANNIA” who were controlling the market on 40-60

basis.During the yr1991,once the price control were lifted,the

market became a free market,as a result many bakeries started

putting up their manufacturing facilities & started marketing their

products.By the yr.1993-94,these small bakeries gained very

substantial hold,controlling nearly 50 % of the market.Then came

the phase of wheat subsidy where we reduced our prices

marginally compared to other brands.Once the subsidy was with-

drawn in Oct’96,this unit has to face very stiff competition from

the market & was forced to revise the prices on many occasions

resulting in drop in sales.In today’s scenario,the localbakeries

whose number is around 50 in & around Delhi are controlling

nearly 70 % of the market.

Sales Turnover

The turnover of the unit during the financial yr.1998-99 was

Rs.13.86 crores. During the yr.1999-2000 the turnover of the unit

is Rs.10.15 crores.

Physical sale &Profitability

The table below indicates the sale &profit during the yr 1993-94

to 1999-2000.

YEAR Sales in Lakhs of S.L Profit in Rs.in Lakhs

1993-94 461.00 51.71

1994-95 463.10 16.37

1995-96 571.09 45.09

1996-97

1997-98

1998-99

1999-2000

622.55

523.05

291.95

210.29

154.04

60.83

-200.94

-426.91

Present market conditions

At present,there are more than 50 small & medium size bakeries who

basically produce bread for middle & low segments of the market &

are controlling nearly 70 % of the market.In the remaining 30 % the

major players are Modern,Britannia &Harvest Gold.Our

present share in Delhi metro is around 3 % out of the total market

of 9 lakhs S.L per day.At pre- sent,when entire is being operated

on an indirect basis i.e manufacturers are giving bread to

wholesalers,either through their distributors or directly & these

wholesalers inturn are making the bread available to the retailers

in their areas,it is the wholesaler who is virtually controlling the

market & is is deciding as to which bread should sell in the

market & in what quantum.

Therefore,the margins available to them has gained the

maximum import-ance in the entire trade package.The quality of

the product though very Important,has been pushed in the

background in view of attractive trade Margins being offered by

local bakeries.

Fixed cost,salary & wages

The fixed cost of the unit is Rs.30.00 lakhs per month.Out of

which Rs.25.60 Lakhs is salary & wages of the employees of the

unit per month.

Capacity utilisation of plant

1993-94 72.40 %

1994-95 74.80 %

1995-96 82.71 %

1996-97 84.33 %

1997-98 94.11 %

1998-99 61.02 %

Staff strength

Dept. Cat.I &II Cat.III Total

Logo

The logo represents Modern Bakeries India Ltd. India is

represented by wheat.

Target

The future target or let us put it this way that the HLL Vision is

to become 1000 crore company in next five years.At present it is

150 crore company.

Competitors

Major competitors of Modern bread are

Perfect,Bonn,Harvest Gold,Premium.

Alongwith them there are 56 Minor competitors.

Research Objectives & methodology

Research the manipulation of things,concepts or symbols for the

purpose of generalising to extend,correct or verify knowledge

whether that knowledge aids in construction of theory or in the

practice of an art.

Objective :- to study Absenteeism in a Public sector

Undertaking ,its causes and effects with referance to

Private sector in India.

Research Design

Research Problem to compare the rate of absenteeism in a

public sector with those of private sector.

Procedure & techniques

i. Collecting the attendance record of all the production workers

for both the sector i.e.public as well as private.

ii. Studied the trend of absenteeism i.e whether a worker is

absent by routine or he is absent in a particular year only.

iii. Selected the severe cases of chronic absenteeism,the

workers who are absent for more than 70 days in a year.

iv. Further studied there background to get the root cause,by

interviewing them.

Population to be studied after analysing the data inferance

received was that out of 186 workers only 18 workers were the

worst cases of chronic absenteeism in Modern.Out of 540 workers

of Britannia 35 were worst cases of chronic absenteeism.

Methods :-

After year wise study a monthly study was done to see whether

they are absent in particular month or they are absent as a part

of there routine.Out of the 18 selected cases 14 were inter-

viewed to reach the conclusion as the other 4 were not available.

Sampling the selection of some part of an aggregate or totality

on the basis of which a judgement or inference about aggregate

or totality is made.

Sample Design

Population Production workers of DBU-I & Production workers of

Britannia

Sample Element Workers who are in the categorie of chronic

absenteeism.

Sample Unit Production Dept. of DBU-I,Production Dept. of

Britannia

Sample Extent Rest rooms & canteen

Sample Time Rest hours

Sample Frame List of all the production workers

Sampling Procedure Non probability,deliberate sampling

Sample size 14 workers of Modern & 35 workers of Britannia

Sources of data Questionnaire ,Interview.

Limitation of data Shifts

TYPES OF ABSENTEEISM

Absenteeism is of four types viz. :

i. Authorised Absenteeism : If an employee is absent himself

from work by taking permission from his superiors & applying

for leave.

ii. Unauthorised Absenteeism :If an employee is absent from

work without informing or taking permission & without

applying for leave.

iii. Wilful Absenteeism :If an employee is absent himself from

duty wilfully.

iv. Absenteeism caused by circumstances beyond one’s

control :If an employee is absent himself from duty owing to

the circumstances beyond his control like involvement in

accidents or sudden sickness.

FEATURES OF ABSENTEEISM

Research studies undertaken reveal the following features of

Absenteeism:

i. The rate of absenteeism is the lowest on pay day,it increases

considerably on the days following the payment of wages

&bonus.

ii. Absenteeism is generally high among the workers below 25

yr. of age & those above 40 yr. of age.

iii. The rate of absenteeism varies from department to

department within an organisation.Generally,it is high in

production department.

iv. Absenteeism in traditional industries is seasonal in character.

MEASURES TO MINIMISE ABSENTEEISM

Absenteeism affects the organisation from multiple angles.It

affects severely the production process & the business

proves.The effect of unauthorised absenteeism is more than

the other types of absenteeism. However,it would be difficult to

completely avoid absenteeism.The management can minimise

the absenteeism.The following measures are useful in

controlling or minimising absenteeism :-

i. Selecting the employees by testing them thoroughly

regarding their aspirations,value system,responsibility &

sensitiveness.

ii. Adopting humanistic approach in dealing with the personal

problems of employees.

iii. Following proactive approach in identifying & redressing

employee grievances.

iv. Providing hygienic working conditions.

v. Providing welfare measures & fringe benefits balancing the

need for the employees & the ability of the organisation.

vi. Providing high wage & allowances based on the

organisational financial position.

vii. Improving the communication network,particularly,the

upward communication.

viii. Providing leave facility based on the needs of the employees

& the organisational requirement.

ix. Providing safety & health measures.

x. Providing cordial human relation & industrial relations.

xi. Educating the workers.

xii. Counselling the workers about their career,income &

expenditure,habits & culture.

xiii. Free-flow of information,exchanging of ideas,problems etc.

between subordinate & superior.

xiv. Granting leave & financial assistance liberally in case of

sickness of the employee & his family member.

xv. Offering attendance bonus & inducements.

xvi. Providing extensive training,encouragement,special

allowances in cash of the technological advancements.

Causes of Absenteeism

xiii. Maladjustment with working conditions

xiv. Social & Religious ceremonies

xv. Unsatisfactory housing condition at work place

xvi. Industrial fatigue

xvii. Unheathly working conditions

xviii. Poor welfare facilities

xix. Alcoholism

xx. Indebtness

xxi. Maladjustment with job demands

xxii. Unsound Personnel Policies

xxiii. Inadequate leave facilities

xxiv. Low level wages

CLASSIFICATION OF CHRONIC ABSENTEES

i. Entrepreneurs :This class of absentees consider that their

jobs are very small for their total interest 7 personal

goals.They engage themselves in other social & economic

activities to fulfil their goals.

ii. The Status Seekers :This type of absentees enjoy or

perceive a higher ascribed social status & are keen on

maintaining it.

iii. The Epicureans :This class of absentees do not like to take

up the jobs which demand initiative ,responsibility,discipline

& discomfort.They wish to have money,power,status,but are

unwilling to work for their achievement.

iv. Family Oriented :This type of absentees are over identified

with the family activities.

v. The Sick & Old :This category of absentees are mostly

unhealthy,weak constitution or old people.

FINDINGS

Average rate of absenteeism yearly

1995-2000 MODERN BRITANNIA

Years Average rate Average rate

1995 16% 17%

1996 19% 17%

1997 19% 18%

1998 17% 17%

1999 15% 17%

2000 15% 18%

Average rate of absenteeism monthly

Jan-Dec,00 Modern Britannia

Months Average rate Average rate

Jan 33% 14%

Feb 34% 18%

March 35% 19%

April 40% 23%

May 41% 19%

June 36% 19%

July 34% 17%

Aug 35% 15%

Sep 30% 14%

Oct 31% 15%

Nov 37% 11%

Dec 33% 22%

TABLE NO.-I

EARNING PERSON

NO. OF WORKERS %

M B M B

ONLY EARNING PERSON 10 33 71 13

HELPING HAND 4 5 29 87

TABLE NO-II

DISTANCE NO. OF WORKERS %

M B M B

LESS THAN 10 Kms 3 21 21 56

MORE THAN 10Kms. 8 15 58 39

OUT OF DELHI 3 2 21 5

TABLE NO-III

TRANSPORT NO.OF WORKERS %

M B M B

BY FOOT 4 8 28 21

BICYCLE 1 6 7 16

BY BUS 9 18 58 47

BY TRAIN 1 6 7 16

TABLE NO-IV

NO OF LEAVES NO OF WORKERS %

M B M B

30-40 6 11 43 29

40-50 4 8 29 21

50-60 2 7 14 18

60-70 1 5 7 14

70 & ABOVE 1 7 7 18

TABLE NO-V

FAMILY PROBLEM NO.OF WORKERS%

M B M B

RELATED TO PARENTS 3 14 22 40

RELATED TO WIFE 9 15 64 43

RELATED TO CHILDREN 2 9 14 26

TABLE NO-VI

OCCUPATION NO OF WORKERS %

M B M B

NO OTHER OCCUPATION 12 33 86 87

ANY OTHER OCCUPATION 2 5 14 13

TABLE NO-VII

BACKGROUND NO OF WORKERS %

M B M B

AGRICULTURAL 9 31 64 82

NON-AGRICULTURAL 5 7 36 18

TABLE NO-VIII

EFFECT ON FINANCIAL NO OF WORKERS %

POSITION M B M B

YES 10 30 71 79

NO 4 8 29 21

TABLE NO.-IX

Managing family budget after reduced pay

S.no Ways of managing budget

1. debt without interest

2. debt with interest

3. side business

4. father’s pension

5. loan from company’s co-operative society

6. reduction in basic needs

Information about workers

There are total 536 workers in Britannia.Since this factory has got

fully automatic production unit which is continuous in working

process therefore the work is divided into shifts which is as

follows;-

SHIFT TIMINGS

A 6a.m – 2a.m

B 2 a.m – 10 a.m,

C 10 p.m – 6 a.m

D 9 a.m – 5 p.m

E 7 a.m – 3 p.m

F 8 a.m – 4 p.m

G 9 a.m - 5 p.m

I 10 a.m – 6 p.m

A,B,C shifts are associated with the production department.Shifts

changes after every 15 days.

E & G shifts are general shifts for the employees , other than

those associated with the production.

D,E,F&I shifts are according to the requirements of the workers in

the factory.

Workers have two tea spell outs and lunch break during each

shift.Tea break is usually for 20 min. and lunch break for 30

min.This rest period is for 30 min. is by rotation of workers during

each shift so that production never stops.

The production workers are divided into three shifts.Absence of

any particular workman may lead to overtime for the worker who

was suppose to be relieved by the particular worker.

Workers are having two Trade Unions namely

Britannia Biscuit Company Majdoor Union affiliated to INTUC.

Britannia Industry Karamchari Union affiliated to CITU

The problem of absenteeism is prevalent in this unit too.Major

reasons which pave way for absenteeism are:-

Workers having agricultural background.

Seasonal changes.

Particular occasions like marriage etc.

QUESTIONNAIRE

Name Designation

Department Card no.

Date

1.How long have you been with the company ?

2.Where were you working prior to joining this company ?

3.How many members you have in your family.How many ofd

them are dependent on you.Is their any one else earning in your

family ?

4.How far is your house from the company ?

<10 kms >10 kms

out of Delhi

5.Which mode of transport you refer ?

byfoot bicycle two-wheeler

bus

6.What kind of relation you have with your colleague ?

very good good average

bad

7.How does your officer behave with you ?

very good good average

bad

8.Are you satisfied with your job & working environment ?

Yes No

9.You are eligible for how many leaves ?

Casual Leaves Earned Leaves Medical

Leaves

Without Pay Specify,any other

10.Apart from eligible leaves,how many days you abstain from job

?

30-40 40-50 50-60 60-70

70 & above

11.Reasons behind absenteeism:-

Family problem Factory problem

Social problem

Any other specify

12.What are the aftereffects of absenteeism:-

deduction of salary

effect on P.F,Gratuity,Bonus

unauthorised leave being compensated

13.Does your absenteeism directly affect your financial position?

14.Do you borrow loans to meet your family expenses,if no.how

do you manage ?

15.What support should the management provide to help you to

get over absenteeism.If Yes,specify

BIBLIOGRAPHY

T.N.CHHABRA :- Principles and practices of management

EDWIN.B.FLIPPO :- Principles of Personnel Management

MICHAEL.J.JUCIUS :- Personnel Management

Indian Institute of Personnel Management :- Personnel

Management in India

S.P.ROBBINS :- Personnel:The Management of Human

Resource

STRAUSS,GEORGE and SAYLES,LEONARD.R :-

Personnel :The Human Problem of Management