CHAPTER 1INTRODUCTIONTheoretical BackgroundAbsenteeism: Absenteeism is a habitual pattern of absence from a duty or obligation. Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer; it was seen as a management problem, and framed in economic or quasi-economic terms. Absenteeism is a critical issue and pretty high in the industry these days. Its the major problem which highlights in all the organizations. Though the term Absenteeism is common, many would be at a loss to define what actually Absenteeism is,

Definition A)WebsterDictionary:Absenteeism is a practice or habit of being a absentee and an absenteeism is one who habitually stays away B) Labor Bearu, Simla Absenteeism means a failure of worker to report for work when he is scheduled to work. C) According to Nelson & Quick (2008) people who are dissatisfied with their jobs are absent more frequently. They went on to say that the type of dissatisfaction that most often leads employees to miss work is dissatisfaction with the work itself.

Absenteeism refers to unauthorized absence of the labor from his job.Absenteeism can be defined as failure of labor to report for work when they are scheduled to work. labor who are away from work on recognized holidays , vacations, approved leaves of absence , or leaves of absence allowed for under the collective agreement provisions would not be included . In India, the problem of absenteeism is greater than other countries. When the labor takes time off, on a scheduled working day with permission.Authorized absence, When he remains absent without permission or informing, it is willful absence without leave. In these days, when the needs of the country require greater emphasis upon increase of productivity and the economic and rational utilization of time and materials at our disposal, it is necessary to minimize absenteeism to the maximum possible extent. Absenteeism in such a way as not to create mistrust, costly administration and system avoidance. Traditional methods of absenteeism control based only on disciplinary procedures have proven to be ineffective. It is almost impossible to create a fair disciplinary procedure because even well run disciplinary systems, which treat similar actions in consistently similar ways, are usually seen as unfair. The reason for this is discipline alone usually does not identify or address the root causes of absenteeism Every worker who takes time off in defiance of company regulations has reasons, right or wrong , which justify to themselves the legitimacy of their actions.Unless a management attendance program identifies and addresses the Causes of labor absenteeism it will be ineffective and unfair. Traditional disciplinary programs alone can, at best, give the illusion of control. It is no secret that there are ways to beat even the best systems. The fear of discipline often only increases the desire to avoid management systems. If absenteeism is to be controlled, the physical and emotional needs of labor must be addressed. Incentives can be introduced to discourage absenteeism. Attendance bonus is awarded in certain establishments, merit increases and promotions are linked to minimum attendance. Good leave record of the labor is an important factor in considering him for more responsible positions. These incentives, no doubt, will be effective inducements for regular Attendance and work which, in turn, will ensure efficient service. Habitual absenteeism must be treated as a misconduct and it must be stated that habitul absenteesism are liable for disciplinary action.Absent does not only mean not being at work. Absent also means Arriving late(or poor timekeeping, if you like. It is still absent as long as the employee is not at work.) Leaving early(again, if you like, poor timekeeping. It is still absent if he is not at work) Extended tea or lunch breaks - the employee is not at the workstation, and therefore absent. Attending to private business during working hours - the employee is at work, but is not attending to his/her duties in terms of the employment contract - and is therefore absent. Extended toilet breaks - same as extended lunch or tea breaks. Feigned illness - thus giving rise to unnecessary visits to the on-site clinic, or take time off to "visit the doctor" - which they never do, because they don't need a medical certificate for less than 2 days off.Undue length of time in fetching or carrying (tools from the tool room, for example, or drawings from the drawing office, etc) Other unexplained absences from the workstation or from the premises.

ABSENTEEISM IN INDIA: Absenteeism is a universal problem in industry and Indian industry are no exemptions. But the rate of absenteeism has been relatively higher in India. Research studies conducted by Shree Ram Center for industrial relations, labor federation of India and the nationalproductivity council reveal the followingpeculiarities of absenteeism in India; the rate of absenteeism has been more than 10%.Asmallpercentageoflabor(15%)accountsforabsenteeshavenegativeperceptionsattitudes.Ex.thecompany is neither fairjust,Supervisorsareproduction centered. Work group is unhelpful and grievance handling, suggestions schemes and joint committees are more formalities.

Recent surveys indicate the following trends in absenteeism: Absenteeism has been greater in night shifts than in day shifts. Workers tend to be absent more frequently than supervisors and managers. Absenteeism is lowest on the pay day and is highest immediately after the pay day. There is tremendous scope for reducing absenteeism through union leadership within an organization. Therehasbeenaseasonalbiasinthecausesmakingforabsenteeism.Forex, absenteeism due to sickness is highest. Absenteeism is generally higher in departments where supervisors are work oriented and careless for labor welfare. labor below the ageof 25 years and above the age of 55years are absent more than those in the age group of 26-55 ye Absenteeism is generally higher in large organization than in small organization. The higher the rate of pay and the greater the length of service of the labor, the fewer the absences. As an organization grows, there is a tendency towards higher rates absenteeism. Women are absent more frequently than men. Single labor are absent more frequently than married labor Younger labors are absent more frequently than older labor but the latter are absent for longer periods of time. Unionized organizations have higher absenteeism rates than non-union organization.The rate of absenteeism can be calculated by considering the number of persons scheduled to work and the number actually present.

Calculation of Absenteeism:

Thus, the rate of absenteeism can be estimated in the following way:

Rate of Absenteeism = No. of Total Man shifts Lost x 100 No. of Total Man shifts scheduled to work

The rate is defined as the percentage of man days last due to absences to the total number of man days scheduled in a given time period. worker A is considered as scheduled to work when the employer has work available for him and the worker is aware of it. When aworker does not report for work after obtaining prior permission it is not absenteeism. Absenteeism is UN authorized avoidable and willful absence from duty. As such absence ofa worker on account of strike or lockout or layoff i.e.Involve mentor absence is not considered absenteeism. Any worker who reports for duty even for a part of the day or shift is considered aspresent.

Causes of Absenteeism:Important factors leading to absenteeism can be summarized as follows:1. Long hours of work.2. Bad working conditions.3. Boredom.4. Lack of co-operation and understanding between management and workers.5. Sickness.6. Accidents.7. Occupational disease.8. Problem of transport facilities.9. Low wages.10. Lack of proper medical aid and health programmed.11. Lack of canteen services, rest rooms, etc.12. Bad housing conditions.13. Evil of drinking.14. Lack of marketing facilities.15. Social or religious festivals.16. Harvest seasons.17. Marriages.18. Education of children.19. Domestic problems and consequent worries, etc.Among these causes, in the existing Indian conditions, wage level in industries, has a direct bearing on absenteeism. Sickness on account of bad housing conditions contributes highest to industrial absenteeism. Social and religious causes can be accounted as the second important contributing factor for absenteeism. Absenteeism in industry varies from place to place, depending on the festival, marriage, harvest season and other factors.

Effects of absenteeism:Absenteeism is one of the root causes of labor unrest. It affects the worker s earnings as well as the company in the following manner:1. Decrease in Productivity:Labor may be carrying an extra workload or supporting new or replacement staff. Labor may be required to train and orient new or replacement workers. Staff morale and labor service may suffer.2. Financial Costs:Payment of overtime may result Cost of self-insured income protection plans must be borne plus the wage costs of replacement labor. Premium costs may rise for insured plans.3. Administrative Costs:Staff time is required to secure replacement labor or to reassign the remaining labor. Staff time is required to maintain and control absenteeism. The definition of absenteeism, its causes, its affects on productivity, and its costs in terms of finances and administrative effectiveness are quite clear. What is not as clear is how to take affirmative action to control. The labor is asset to the organization.Theregularityisvaluabletothe organization because it increases production performance which helps to earn profit. Labor had been important factor of production. The important reason behind is that the labor is the active factor of production which only can use the other factors in the best possible manner, otherwise no production is possible. Absenteeism isone of the problems in every organization which effecton sales department, purchase department, production department. Without labor organization can no turn the business smoothly So reducing the absenteeism is very important aspect. Indeed, as prevention is better than cure, where such a problem occurs,it is always important to review recruitment proceduresto identify how such individuals came to be employed in the first place. For any business owner or manager, to cure excessive absenteeism, it is essential to find and then eliminate the causes of discontent among team members .If they find their supervisor or job unpleasant -really unpleasantthey look for legitimate excuses to stay home and find them with things such as upset stomachs or splitting headaches .Any effective absentee control program has to locate the causes of discontent and modify those causes or eliminate them entirely. In other words, if we deal with the real reasons team members stay home it can become unnecessary for them to stay away .Any investigation into absenteeism needs to look at the real reasons for it, Sometimes team members call in sick when they really do not want to go to work. They would not call you up and say, Im not coming into day because my supervisor abuses me.Or, Im not coming in today because my chair is uncomfortable.Or, Im not coming in today because the bathrooms are so filthy, It makes me sick to walk into them.There are a few essential questions to consider at the outset if you want to make ameasurable improvement to your absenteeism figures. Why is your present absenteeism policy ineffective?Where and when is excessive absenteeism occurring?In many cases, under- trained supervisorscould be acontributing factor. What are the real causes for absences? It is commonly expected that low pay, poor benefits and high workloads will be the major causes. However, in numerous employee survey absenteeism generally has been identified as a symptom of low job satisfaction,sub-standard working conditions and consistent negative and unfairtreatment received by first line supervisors. How much formal training have your supervisors received on absenteeism containment and reduction?If your answer is none or very little, may be you have found the solution. As with every other element within your organization, you cannot ask a person to do a job he or she has never been trained to do. Many human resources specialists have found that repetitive, boring jobs coupled with uncaring supervisors and or physically unpleasant workplaces are likely to lead workers tomake up excuses fornot coming to work. If your team members perceive that your company is indifferent to their needs, they are less likely to be motivated, or even to clock on at all. One way to determine the causes of absenteeism is to question yoursupervisors about excessive absenteeism, including what causes it and how to reduce it. Of course, if your supervisors have made no efforts to get to know the team members in their respective departments, they may not be able to provide reasons. However, just the act of questioning may get the ball rolling and signal to your supervisors that their involvement is important. Once a manager finds the real reasons for absenteeism there is anotherimportantstep.Throughopen communication, you need to change the team members way of reacting and responding to discontent . Other problems will no doubt arise in the future. If the way of responding has not been reviewed, then the same cycle is likely to start all over again .So often absenteeism problem scanbe sheetedbacktothe supervisorleveland tounsatisfactory working conditions.Without improvementinthese areas,youcan expect your high rate of absenteeism to continue.

COMPANY PROFILE

Top ManagementHead Of Plant : Shri. Wal Dasji MohotaManaging Director: Shri.Arunbabu MohotaGeneral Manager: Shri. MujalkarWeaving Head: Shri. Modin SharmajiAssistant Vice President: Shri. R.L.GoyalWeaving Director: Shri. J. KasturbaCommercial Vice President: Shri. Prasbabu MohotaFinance Manager: Shri. MunodH.R. Manager: Shri. Rammurthy Ponganti

About Company:Company Name: Pee Vee Textile Industries Pvt. Ltd.Mohota family business moved in the textiles in 1898. This vast experience and expertise became the foundation of Pee Vee Textiles in 1990. The company came within own rights of Mr.Gwaldas Mohota and Mr.Arun Mohota in the year 1994. PEE VEE TEXTILES LTD. has a Spinning and Weaving unit, 65 Kms ex Nagpur on N.H. No. 7 to Hyderabad.Branches: Mumbai HinganghatEmployee Strength: More than 3000 Product profile:Pee Vee Textile Industries has manufacturer and supplier of grey weaving fabric, grey spinning yarn with versatile and latest machine largely imported from Japan ,Europe.Pee Vee Textile Industries engages into the activity of manufacturing premium quality of yarns and fabrics for domestic as well as export markets. The facilities have been arranged to ensure capability to provide wide variety of products suitable for need of customer. An ISO 9000 : 2001 Gimatex industries manufactures premium quality of varieties of yarns and fabrics suitable for readymade garments.

Infrastructure:WEAVINGSPINNING (Polycotton/cotton)WEAVING:

Pee Vee Textile Ltd. has a Weaving unit of 258 JAT-710 of 190cm width TOYOTA make looms.PLANT AND MACHINERY

WARPING

BENNINGER (BEN DIRECT )

Speed : 1200 mpm

Uniform creel tension & beam density

Instant Brake

Effective end break stop motion

Balloon Breaker

SIZINGBENNINGER (With Reserve creel) 2006

Two Sow Boxes with 2 dip / 2 nip rolls

Wet Splitting

After Waxing

Uniform Warp Tension and beam density

Automatic reaching - in and leasing

Speed 125 mpm

LOOM SHEDTOYOTA JAT-710, Eurotech

With air gripper system for effective operation of lycra in weft

With balloon breaker especially for bottom wears

Apart from normal fabric we can produce Blank Pick, Pick & Pick fabrics, Dobby Designs, Fabric with Slobby warp & weft.

SPINNING:Following types of yarn are produced in various count and blend ranges in single or multiple.

Cotton Polyester Polyester / CottonProduction Capacity:2000 Tons / Per Month.Bank Connected: SBI IDBDI STATE BANK OF HAYDRABAD AXIS BANKExport Markets:Our Export Market expands within 20 Country to the some of countries are as follows:Germany, Shrilanka , China, Portugij , Pakistan etc.Facilities available in Pee Vee Textile: Quarters BUS School Appraisal Safety Equipments Training & Development Program

INDUSTRIAL PROFILE

Indian Textile Industry is one of the leading textile industries in the world. Through was predominantly unorganized industry even a few years back, but the scenario started changing after the economic liberalization of Indian economy in 1991. Globally, textile industry has seen an unprecedented growth, paving the way for increasing role of Indian textile companies in the global textile industry. Indian textile Industry has made a major distribution to the national economy in terms of direct and indirect employment generation and net foreign exchange earnings. It contributes 4% to the countrys GDP, 14% to the countries industrial production and around 12% to the countrys foreign exchange earnings, 18% of employment in the industrial sector, 9% of excise duty collections and more than 30% of Indias total exports. The textile industry has been doing extremely well during the last few years in terms of production and export and has been investing heavily in expansion and modernization of capacity. India has been experiencing strong performance in the textile industry, across different segments of the value chain, from raw materials to garments.

India is country of farmer and more than 60% people earn their bread & butter from farming. Vidarbha region is well known for the production of cotton. Due to high production of cotton Vidarbha also have many textile industries. Textile co-operative is being important tradition cottage industries play a vital role in meeting the clothing requirements ofthe people. The handloom industry ismeeting nearly 1/3 of clothing requirements ofthe countrys population. Thegovernment of Indiaassigned tothe handloom sector the task of increasing the handloom production year by year. In last decade many textile companies failed to achieve profit due to many reason among this main reason is that lack of management. India Textile Industry is one of the leading textile industries in the world. Though was predominantly unorganized industry even a few years back, but the scenario started changing after the economic liberalization of Indian economy in 1991. The opening up of economy gave the much-needed thrust to the Indian textile industry, which has now successfully become one of the largest in the world.

India textile industry largely depends upon the textile manufacturing and export. It also plays a major role in the economy of the country. India earns about 27% of its total foreign exchange through textile exports. Further, the textile industry of India also contributes nearly 14% of the total industrial production of the country. It also contributes around 3% to the GDP of the country. India textile industry is also the largest in the country in terms of employment generation. It not only generates jobs in its own industry, but also opens up scopes for the other ancillary sectors. India textile industry currently generates employment to more than 35 million people. Various Categories:Indian textile industry can be divided into several segments, some of which can be listed as below: Cotton Textiles Silk Textiles Woolen Textiles Readymade Garments Hand-crafted Textiles, Jute & Coir CHAPTER 2LITRETURE REVIEW

The rate of absenteeism varies from company to company. The highest level of absenteeism normally found in private sector than public sector. The level of turnover also varies from region to region. The highest rates of absenteeism are found where unsufficient welfare facilities provided by management to labor and it also increase the rate of absenteeism.

1) JINHEE KIM AND THOMAS GARMAN (DO YOU KNOW ME INVESTIGATION OF INDIVIDUAL CHARACTERISTICS SRESS, PSYCHOLOGICAL RESPONSE AND ABSENTEEISM) (JUNE 1999) PRABANDHAN. The literature review will endeavor to provide a theoretical body of knowledge related to the one variables of the present study, namely absenteeism. A conceptual model was derived from a health promotion model and empirically tested to investigate relationship among determinants, individual characteristic stress (financial stress)physical and psychological response and absenteeism.2)JACOBSON A CONCEPTUAL MODEL DERIVED FOR COMPARISION AMONG RATE OF ABSENTEEISM IN MALE AND FEMALE) (2001) PRABANDHAN. Significant relationship between high stress and absenteeism and female worker reported higher stress level and absenteeism than men. Literature suggests that absenteeism is a major problem in many organizations, hence, the importance of focusing on this behavior within the organization. Various studies have attempted to examine the relationship between absenteeism and job satisfaction as absence is commonly viewed as one of the means of withdrawal from stressful work situations.

3)COHEN AND GOLAN (EXAMINED THE IMPACT OF PRIOR ABSENTEEISM, DEMOGRAPHIC VARIABLES AND WORK ATTITUDES ON ABSENTEEISM AND TURNOVER INTENTIONS) (2005) PRABANDHAN. The literature finds an employee might therefore be absent for various other reasons, dissatisfied with the job and in his study they find that most of the time employees are absent due to their personal problem. It finds that the productivity of the company is decrease, increase cost. A poor relationship with the management can be an important reason for the employees to leave their jobs. It is relatively rare for people to leave jobs which they are happy even offered for the employee to leave in which they are happy even offered higher salary elsewhere.

CHAPTER NO.3RESEARCH METHODOLOGYResearch refers to search for knowledge. One can also define research as a scientific and systematic search for pertinent information on a specific topic. It is a way to systematically solve the research problem. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind it. The data for this project is primary as well as secondary.Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. The study of research methodology gives the student the necessary training in gathering materials and arranging or card indexing them , participation in field work when required and also training in techniques for the collection of data appropriate to particular problems, in the use of statistics, questionnaire and controlled experimentation and in recording evidence, sorting it out and interpreting it. Research methodology plays a key role in project work. A project is like a journey and it is always better to have at least the faintest Of ideas of the probable direction of our destination. Initially we have to decide Upon the general area of interest or the aspect of the subject to inquire into. This decision is rather broad and not very precise. It is crude indication of the purpose of the study and is of little help for further planning and organization of the study. Research Methodology is defined as a more systematic activity directed towards discovery and the development of an organized body of knowledge. An efficient research contributes to the evaluation of a proper decision, which ultimately affects the path the organization will choose. Research Methodology involves adopting various techniques which are best suited for the research and study of the problem, for investigation and analysis of the problem. It starts with data collection from various sources i.e., primary and secondary sources, data analysis and interpretation and finally the findings or conclusion from the analysis.

Definitions of Research:1. Clifford Woody:- Research comprises of defining and redefining problems, formulating hypothesis or suggested solution, collective, organizing and evaluating data, making deduction and reaching on conclusion; and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis.2. Advanced Learners Dictionary:- A careful investigation or inquiry specially through search for new facts in any branch of knowledge3. Redmond and Mory:- Systematized effort to gain new knowledge4. D. Dlesinger and M. Stephenson in Encyclopedia of Social sciences:- The manipulation of things, concepts or symbol for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.

NEED OF THE STUDY

The success of any manufacturing organization depends largely on the workers, the labor is considered as the backbone of the organization. This study focused on why the Absenteeism occurs and the possible ways to reduce it. The study was mainly undertaken to identify the level of labor attitude, the dissatisfaction factors they face in the organization and for what reason they prefer to change their job. Once the levels of attitude are identified, it would be possible for the management to take necessary action to reduce absenteeism level. Since they are considered as backbone of the Company, their progression will lead to the success of the Company for the long run. This study can be helpful in knowing, why the labor prefers to change their job and which factors make labor dissatisfy.

OBJECTIVES OF THE STUDY

To study the absenteeism rate in Pee Vee Textile Ltd. according to age and Gender.

To study the reasons behind the high absenteeism rate of employees.

To study the relationship between manager & labour.

To study how absenteeism can be control in Pee Vee Textile.

SCOPE OF THE STUDY

1. This study will be useful when similar kind of research is undertaken.1. The research will be conduct for academic purpose i.e. 2013-2014.1. The scope of study is covers statutorily and non- statutorily facilities and lab our Absenteeism& satisfaction.1. All these things study through the workers & management they are the respondents & this study is only restricted for Pee Vee Textile.

HYPOTHESIS OF THE STUDY

1. Female labors are more absent as compare to male labor.2. Unsufficient welfare facilities and personal problem the major reason of labor absenteeism.3. Absenteeism rate found variably varying in different age groups.4. Absenteeism rate increase due to unhealthy relation between management and employees and unsufficint welfare facilities provided by management and personal problem.

RESEARCH DESIGN:Research design is simply a framework or plan for a study that is used as a guide in collecting and analyzing the data. It is the specification of methods and procedures for acquiring the information needed and it is the over-all operational pattern or framework of the project that stipulates what information is to be collected from which source by what procedure.TYPES OF RESEARCH DESIGN: There are 3 types of research design.1) Exploratory Research Design2) Descriptive Research Design3) Experimental or Causal Research Design

For this project Descriptive Research Design can be used and inputs were collected through interaction with concerned people from the pee vee textile ltd. The information collected was used to frame the study and derive at conclusions

Descriptive Research Design: Descriptive studies are concerned with describing the characteristics of particular individual or group. They are undertaken in many circumstances. There is a general feeling that descriptive studies are factual and very simple. Descriptive study is well structured. It helps the executive to choose among the various courses of action. It is necessary that the researcher give sufficient thought to frame the research questions. The use and scope of the descriptive research are for gathering the information, establishing priority for advanced research, increasing familiarity with the problem etc. Thus, it was the descriptive type of research design.

DATA COLLECTION METHODThe data will collect from following two sources:- Primary Data Secondary Data

Primary DataPrimary data refers to the information that is to meet the specific requirement of the investigation at hand. Data will collect by the researcher is known as primary data. Secondary Data:Secondary data means that data which is already suitable and has already been collected and analyzed by someone else. Secondary data may either be published data or unpublished data generally secondary data is in the form of publications. Monthly absenteeism data. Yearly absenteeism report. Leave records of employees.

In this research data is collected from primary data as well as secondary data:-

PRIMARY DATA:- In this research primary data is collected from following sources:- Observation interview QuestionnairesSECONDARY DATA:- In this research secondary data is collected from following sources:- Catalogues Brochures Company Magazines WebsitesSAMPLING:- Everyone is accustomed to draw conclusion about a large group, on the basis of a small group known as sample. After clearly defining the problem to be researched and developing an appropriate research design and data collection instrument, the next step in market research is to select those elements from whom the information will be collected.

SAMPLE SIZE:-The sample size should be taken is 100 labor.

SAMPLING METHOD:- The conduct of the survey were selected from convenience method which is base on convenience of research. Respondent sampling is included in it merely become of their availability on point where it is progress. SAMPLE TECHNIQUE:- Random Sampling technique is used.

PERIOD OF STUDY:- The period of study under the consideration within 2013-2014.

LIMITATION OF STUDY:-1) The study is restricted to Pee Vee Textile company Jam.2) The research is conduct in between the year 2013-2014.

CHAPTER-4DATA analysis & INTERPRETATION1. In which age group the absenteeism rate is high? Table No. - 1Sr. No.Age group of EmployeeNo. of respondentPercentage

1)18-254646%

2)25-352424%

3)35-451818%

4)45 & above1212%

Total100100%

Graph No.-1

Interpretation :- From the above table it is found that only 12% of employees are absent in the age-group of 45 and above and in between the age group of 18-25 years the absenteeism rate is highest i;e. 46% it means which is four times than the age-group of 46 and above.2. In which gender absenteeism rate is high?Table No.-2Sr. No.Reason of AbsenteeismNo. of respondentPercentage

1)Male4343%

2)Female5757%

3)Total100100

Graph No.2

Interpretation:- From the above table it is found that female labor are more absent as compare to male i.e. 57%

3. What are the different reason of absenteeism in between 18-25 years age-group?Table No.-3Sr. No.Reason of AbsenteeismNo. of respondentPercentage

1)Going to College1226.09%

2)Working Condition715.22%

3)Boredom919.57%

4)Shift Problem1839.13%

Total46100%

Graph No.-3

Interpretation :- From the above table it is found that 18% of employees say that the major reason of absenteeism in between age-group of 18-25 years is shift problem and only 7% employees are absent due to working condition.

4. What are the reason behind high absenteeism rate of employees? Table No.-4Sr. No.ParameterNo. of respondentPercentage

1)Unsufficient Welfare Facilities3737%

2)Relation With Management1212%

3)Low Salary88%

4)Improper Working Condition1010%

5)Personal Problem2323%

6)Health Related2020%

Total100100%

Graph no.-4

Interpretation:- From the above table it is found that 37% labor are highly absent because of unsufficient welfare facilities and only 8% are absent because of improper working condition of company.5. How is manager, labor relationship within premises? Table No. - 5Sr. No.ParameterNo. of respondentPercentage

1)Good2323%

2)Average6161%

3)Bad1616%

Total 100 100%

Graph No.-5

Interpretation:- 23% labor says that they are having good relations with their manager within premises, 61% labor says that they are having average relations with their manager and 16% labor says that they are having bad relations with their manager within premises.

6. In your opinion how absenteeism can be controlled?Table No.-6Sr. No.ParameterNo. of respondentPercentage

1)Arranging Motivation Programme1010%

2)Motivating By Monetary and Non-monetary Award4242%

3)Change Working Condition2727%

4)Introducing Attendance Management Program3131%

Total100100%

Graph No.-6

Interpretation:- From the above table it is found that 42% employee say that absenteeism can be control by motivating employees by monetary and non-monetary awards & only 10% employee gives preference to arranging motivation program for controlling absenteeism. 7. What types of facilities do you expect from management to reduce absenteeism?Table No.-7Sr. No.ParameterNo. of respondentPercentage

1)Welfare Facilities3737%

2)Sufficient Salary1111%

3)Relation With Management1313%

4)Medical Facilities2626%

5)Transportation Facilities1313%

Total100100%

Graph No.-7

Interpretation:- From the above table it shows that mostly the labor except the welfare facilities from management i.e 37% & only 11% except the sufficient salary from management facilities to reduce absenteeism.

8.What is the procedure of taking leave?Table No. -8Sr. No.ParameterNo. of respondentPercentage

1)Giving Leave Letter53%53%

2)Not Giving Leave Letter19%19%

3)Asking Permission28%28%

4)No Leave00%

Total100100%

Graph No.-8

Interpretation:- The above table interprets that the 53% of the employees follow the procedure to take leave & 19% employees not fallow the procedure & 28% employees ask the permission for taking leave.9. How many days you remain absent in a month?Table No.-9Sr. No.ParameterNo. of respondentPercentage

1)1-2 days1818%

2)2-3 days3333%

3)3-5 days4141%

4)Above 5 days88%

Total100100%

Graph No.-9

Interpretation:- From the above table it is found that only 18% labor are take leave 1-2 day in a month, 33% labor take 2-3 days, 41% labor take for 3-5 days and only above 5 days leave take by 8% labor.

10. What is your opinion about salary paid by company?Table No.-10Sr. No.ParameterNo. of respondentPercentage

1)Sufficient2424%

2)Insufficient3131%

3)Neutral77%

4)Moderately Sufficient3838%

Total100100%

Graph No.-10

Interpretation:- From the above table it is found that 38% employee say that salary paid by the company is sufficient & 7% employee does not say anything about the salary paid by company.

11. Does the company help in your personal problem?Table No.-11Sr. No.ParameterNo. of respondentPercentage

1)In some cases1717%

2)Often1111%

3)Not at all7272%

Total100100%

Graph No.11

Interpretation:- From the above table it is found that only 17% employee say that in some cases company help in personal problem & 72% employee say that company not at all help in personal problem.

12. Which shift do you prefer to mentain regularity in work?Table No.-12Sr. No.ParameterNo. of respondentPercentage

1)General Shift5656%

2)Weekly Shift2323%

3)Monthly Shift2121%

Total100100%

Graph No.-12

Interpretation:- From the above table it is found that most of the employee prefer general shift i.e. 56% & less no. of employee prefer the weekly shift i.e. 19%.

13. Are you comfortable with extra shift or it creates over work load?Table No.-13Sr. No.ParameterNo. of respondentPercentage

1)Comfortable6363%

2)Not comfortable3737%

Total100100

Graph No.-13

Interpretation:- From the above table it is found that 63% employees are comfortable & 37% employees are not comfortable with extra shift they think that it creates work load.

14. Are you aware about leave rule of company?Table No.-14Sr. No.ParameterNo. of respondentPercentage

1)Yes7171%

2)No2929%

Total100100

Graph No.-14

Interpretation:- From the above table it shows that 71% labor are aware about leave rule & 29% labor are not aware about leave rule of the company.

CHAPTER 5FINDINGS OF THE STUDY It is found that in between 18-25 years age-group the absenteeism rate is highest i.e 46%. ( From Table No.1 ) It is found that female labor are more absent as compare to male labor i.e. 57% (Table No.2) In between 18-25 years age-group the major reason of absenteeism is shift problem i.e. 39.13%. ( From Table No.3) Mostly labor are highly absent due to unsufficient welfare facilities provided by management i.e. 37%. ( From Table No.4) 61% labor says that they are having average relations with their manager within company premises. ( From Table No.5) 43% labor except the welfare facilities from management to reduce absenteeism. ( From Table No.6) 42% employee say that absenteeism can be control by motivating employees by monetary and non-monetary awards. ( From Table No.7) The study shows that 53% of the employees follow the procedure of taking leave . (From Table No.8) 41% labor absent 3-5 days in a month. ( From Table No.9) 38% employee say that salary paid by the company is moderately sufficient. ( From Table No.10) 72% employee say that company not at all help in personal problem. ( From Table No.11) Most of the employees prefer general shift i.e. 56% to mentain regularity in work. (From Table No.12) 37% employees are not comfortable with extra shift they think that it creates work load. (From Table No.13) 71% labor are aware about leave rule leave rule of the company. ( From Table No.14)

CONCLUSION

From the above study it is found that this research has identified and calculates the absenteeism rate in Pee Vee Textile Ltd. according to different age-group and gender. It is working effectively and helps to identify the reasons behind the absenteeism and relationship between labor and manager within premises. Labor are mostly taking leave for personal reason, & at the time of taking leave labor follow the procedure of taking leave & labor absent mostly 3-5 days in a month. Mostly labor want welfare & medical facilities from management to reduce absenteeism & salary paid by company is moderately sufficient. Labor are aware about the leave rule of company & they think that extra shift creates work load. It is found that company not at all help in labor personal problem many times & they think that absenteeism can be controlled by motivating employees by monetary and non-monetary awards.

SUGGESTIONS

SUGGESTIONS TO REDUCE ABSENTEEISM

1. In order to minimize the rate of absenteeism the company could take care of employees healths especially in production unit.1. Introducing attendance management programme.1. I suggest that by taking disciplinary action which will minimize absenteeism.1. Introducing medical facilities for employees and employees family member.1. Providing transport facilities for all employees 1. Motivating the employee by monetary and non monetary awards for those who are completed 100% attendance.1. To improve safety awareness among employee by educating them on health aspects conducting safety work shop.

BIBLIOGRAPHY Human Resource and Personnel Management:- By K. Aswathapa, Fourth Edition 2007, Published by New Delhi McGraw-Hill Publishing Limited Business Research Methodology:- By J. K. Sachdeva, First Edition 2008 Published b Himalaya Publishing House Personnel Management & Industrial Relation:- Davar R.S, 10th Edition 1991, Vikas Publishing House Pvt. Ltd. Personnel Management:- Edwin Flippo, 6th Edition 1984, McGraw Hill Book Co. Ltd. Research Methodology:- C.R Kothari, 2nd Edition 1990, Wishwa publications. Industrial Management:- M.E Tukaramrao, 2nd Edition 1999, Himalaya Publishing House. Company manual. Company records.

WEBSITES: www.hr.com www.onlinejrnl.com www. Pee vee textile.com

APPENDIXQuestionnaire Dear Sir / Madam,I am the student of Bapurao Deshmukh College of Engineering, Sevagram (MBA Semester IV). As a part of academic curriculum, I am conducting a research on the topic A STUDY ON LABOR ABSENTEEISM IN PEE VEE TEXTILE LTD JAM (HINGANGHAT). I need your kind help and support to complete this research. So kindly provide me your opinion to fill the questionnaires.Dear respondents, Personal detail

1)Name Department ..Experience ..2)Address:_____________________________________________________3) Age: a)18-25 b)25-35 c)35-45 d)45&above4) Gender: a)Male b)Female5) Educational backgrounda) Highschool b) graduate c) Post graduate d)Illiterate6) Marital status: a)Married b)Unmarried7) Types of Jobs: a)Trainee b)Permanent c) Temporary8) Wage / Salary: a)Monthly b)Daily

Q.1. How many day you remain absent?A) 1-2 days B) 2-3days C)3-5 days D)Above 5daysQ.2. What are the different reason of absenteeism in between 18-25 years age-group?a) Going to college b) Working Condition c) Boredom c) Shift problemQ.3. What is the reason behind absenteeism? a) Personal b) Work Related c) Social d) AddictionQ.4. How is your relationship with your manager within the premises ? a) Good b) Average c) BadQ.5. What is the procedure for taking leave in your organization?a) Giving a leave letter b) Not giving a leave letter c) Asking a permission d) No leaveQ.6. What type of facilities do you except from the management to reduce absenteeism? a) Medical facilities b) Transport facilities c) Others Q.7. In your opinion, how absenteeism can be controlled?a) a)Arranging motivation programme b) Provide incentives c)Change working conditions d) Develop an attendance policy Q.8. Which factor will motivate you to attend regularly?sa)Good employer relations b) Work environment c)Future prospects d) Recognition of work e) Incentives and bonus provided based on performance Q.9. Are you comfortable with extra shift or its creates over work load? a) Comfortable b) Not Comfortable Q.10. Are you aware about leave rules of company? a) Yes b) No Q.10. About the salary paid by the company?a) Sufficient b) Insufficient c) Neutral d) Moderately sufficient

Q.12. Does the company helps in your personal problem?a) In some casesb) Oftenc) Not at allQ13. To reduce absenteeism which shifts do you prefer if it is adopted?a) General Shiftb) Weekly Shiftc) Monthly shift

Any suggestions regarding absenteeism Comments Thanks for taking your precious time to answer my Questionnaire. We value your Comments SignatureofRespondent--------------------

Q.6. What types of facilities do you except from management to reduce absenteeism?Table No.-6

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