Harikishan MBA Project in Chennai Port

8/10/2019 Harikishan MBA Project in Chennai Port

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A STUDY ON EMPLOYEE ABSENTEEISM IN CHENNAI

PORT TRUST

A summer pr oject report submi tted to the

UNIVERSITY OF MADRAS

I n partial f ul fi llment of the requir ements

F or the award of th e degree

Of

MASTER OF BUSINESS ADMINISTRATION

By

C.C.HARIKISHAN

Reg.No:711300131

Un der the gui dance of

Mr. V.CHARITHDEPARMENT OF MANAGEMENT STUDIES

GURU NANAK COLLEGE CHENNAI- 600042

JULY- 2014


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DECLARATION

I, C.C.HARIKISHAN , M.B.A student of GURU NANAK COLLEGE,

CHENNAI, Chennai -600042 , would like to declare that the project work entitled A STUDY

ON EMPLOYEE ABSENTEEISM IN CHENNAI PORT TRUST in partial fulfillment ofMaster of Business Administration course under UNIVERSITY OF MADRAS is original project

done independently by me under the guidance of Mr. V.CHARITH , Department ofManagement studies GURU NANAK COLLEGE, CHENNAI, Chennai- 600042.

Place: Chennai

Date: (C.C.HARIKISHAN


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ACKNOWLEDGEMENT

I wish to extend my heart full thanks and sincere gratitude to Mr.Dr.M.SELVARAJ,

Principal of GURU NANAK COLLEGE, CHENNAI who has given me constant support and

encouragement at all level to undergo this project work.

I express my sincere thanks to Mr. L.PARIMALAM, MBA., Ph.D. Head of the Departmentof Management Studies, for having spared his precious time and offered invaluable suggestions

at each stage of my project work.

I owe personal debt of gratitude of my faculty guide Mr. V.CHARITH faculty of Management

studies of GURU NANAK COLLEGE, CHENNAI, for his valuable support, worthy guidance

timely help and inspiration at all stages of this project work.

I express my sincere thanks to Mr. C.HARICHANDRAN, Secretary in Chennai Port Trust,

CHENNAI for his encouragement given to me in carrier on the project movement. It is my

pleasure to thank the respondents for having provided the relevant

Information for my project work.

Finally, yet importantly I thank to all my friends and family members.


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TABLE OF THE CONTENTS

S.NO. NAME OF THE CHAPTER PAGE NO.

1.` INTRODUCTION

2. SCOPE OF THE STUDY

3. NEEDS OF THE STUDY

4. OBJECTIVE OF THE STUDY

5.INDUSTRY PROFILE

6.COMPANY PROFILE

7. RESEARCH METHODOLOGY

8. DATA ANALYSIS AND INFERANCE

9. FINDINGS

10. SUGGESTIONS

11. CONCLUSION

12. BIBLGRAPHY

13. ANNEXURE QUESTIONNARE


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INTRODUCTION TO THE STUDY

ABSENTEEISM

The state of chronic absence from work. Absenteeism is usually addressed through progressively stricter

disciplinary measures that can result in the termination of the individual's employment.

ABSENTEEISM IN INDIA

The rate of absenteeism in Census Sector at all India level decreased to 9.88 percent during

as 2002, as compared to 9.95 percent during 2001. Out of 31 States/Union Territories, the rate of

absenteeism was higher in 8 States than the absenteeism rate at national level. The highest

absenteeism rate of 13.54 percent was reported in Himachal Pradesh followed by Goa (13.12

percent), whereas the lowest absenteeism rate was recorded at Information regarding

absenteeism amongst workers in an industry or an industrial establishment on account of reasons

other than strikes, lockouts, lay-off, weekly rest or suspension, provide a sound database for

gauging the employee s moral e, commitment and level of job satisfaction, which have a direct

bearing on productivity.

The effects of high levels of absenteeism are wide ranging and affect everyone in the

organisation. It cannot be regarded purely as a management problem. Employers, workers and

their representatives have an interest in ensuring that a few absent workers do not jeopardise

their prosperity or job satisfaction.

Absenteeism is one of the indicators to monitor and evaluate various employees' welfare

programmes and labour policies. With this aim in view, statistics on absenteeism amongst the

directly employed regular workers are collected as a part of the Annual Survey of Industries.Absenteeism rate amongst these workers in an industry or a state are worked out as percentages

of man-days lost on account of absence to the man-days scheduled to work in the respective

industry or state.


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Statistics on number of factories reporting absenteeism, percentage of such factories, man-

days scheduled to work, man-days lost due to absence and percentage of absenteeism by States,

Industries and Sectors during the year 2002, are presented.

ABSENTEEISM IN STATES

State-wise absenteeism rate amongst the directly employed regular workers during the

year 2002 is presented. It is observed2.34 percent in Manipur followed by Nagaland (2.81

percent). However, it is observed that as Andaman & Nicobar Islands, Nagaland and Manipur

constitute even less than one percent of the total man-days scheduled to work in the country,

high or low absenteeism rate in these States may not be of much relevance. The highest

absenteeism rate amongst the States/Union Territories in which the man-days scheduled to work

were reported to be more than 5 percent was reported in Maharashtra (13.07 percent). An

increase in absenteeism rate as compared to that in 2001 was recorded only in 13 States/Union

Territories. In Tripura and Andaman & Nicobar Islands, there is a sharp decrease in the

absenteeism rate, whereas, in Dadar & Nagar Havali, there is a sharp increase in the absenteeism

rate.

ABSENTEEISM IN INDUSTRIES

Industry-wise absenteeism rate amongst the directly employed regular workers during 2002 is

presented. It reveals that during 2002, the highest rate of absenteeism was reported at 16.18

percent in the industry group 371 -Recycling of metal waste and scrap', whereas the lowest rate

at 5.92 percent was reported in industry group '014-Agricultural and animal husbandry service

activities, except veterinary activities . Out of a total of 62 industry groups, the absenteeism rate

in 26 industry groups was recorded more than 10 percent. This implies that absenteeism is more

or less a region related problem, because industry-wise rate of absenteeism is more evenly spread

over a large number of industry groups, as compared to its state-wise spread where the state to

state variation is comparatively quite steep. Out of 62 industry groups, absenteeism rate was

higher than absenteeism rate at the national level in at least in 26 industry groups. Likewise, out


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of 62 industry groups, an increase in the rate of absenteeism during 2002, was witnessed in 29

industry groups over absenteeism rate of 2001.

ABSENTEEISM IN STATES BY SECTORS

The State-wise and Sector-wise absenteeism rates during 2002. For the purpose of

studying absenteeism by type of ownership, units have been divided into three sectors, viz.,

Public, Joint and Private Sectors. Among the three sectors, the highest rate of absenteeism at all

India level was reported in Public Sector (10.87 percent), followed by Private Sector (9.79

percent) and Joint Sector (9.37 percent).

The rate of absenteeism in Public Sector, varied between a highest rate of 16.67 percent

in Manipur and lowest rate of 1.39 percent in Meghalaya. In Joint Sector, the absenteeism rate

varied between a highest rate of 20.54 percent in Goa and lowest rate of 0.99 percent in Tripura.

In Private Sector, the absenteeism rate varied between a highest rate of 13.50 percent in

Himachal Pradesh and a lowest rate of 2.34 percent in Manipur.

ABSENTEEISM IN INDUSTRIES BY SECTORS

Industry-wise and Sector-wise absenteeism rate for the year 2002.In Public Sector, thehighest rate of absenteeism of 25.33 percent was recorded in industry group 359 -Manufacture of

transport equipment whereas the lowest rate of absenteeism was recorded at 3.40 percent in

industry group, 153 -Manufacture of grain mill products, starches and starch products, and

prepared animal feeds . In Joint Sector, the highest rate of absenteeism at 27.50 percent was

reported in industry group 251 -Manufacture of rubber products , whereas the lowest rate of 3.24

percent was observed in the industry group 151 -Production, processing and preservation of

meat, fish, fruit, vegetables, oils and fats . In Private Sector, the highest rate of absenteeism at

13.38 percent was recorded in industry group 251 -Manufacture of rubber products , whereas the

lowest rate of 3.08 percent was reported in indus try group 371 -Recycling of metal waste and

scrap . .


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DEFINITION - ABSENTEEISM POLICY :

The organization policy which addresses chronic absence from work. Absenteeism policies usually contain

guidelines for topics such as the following:

*Allowable absences;

* Payment for work including payment for days missed before and after a holiday; *Types of excused and unexcused absences; * Days/hours worked on a normal work schedule before payment of overtime hours occurs within a pay

period; * Policy about calling in absences; and * Supervisor management of absenteeism via paying attention to selected patterns of absences and tardiest.

Also Known As: Often used interchangeably with attendance policy, depending on content. My view is that

an attendance policy is much more narrowly defined and limited to attendance, as opposed to absenteeism policies

which are much broader and address absenteeism management issues and more.

FACTORS MOTIVATING ABSENTEEISM:

The following are the factors affecting absenteeism:

Illness

Personal work Poor supervision Salary Job dissatisfaction Less paid holidays


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SCOPE OF THE STUDY

The primary objective of the study is to design the questionnaire and to find the reason

for employee absenteeism.

The researcher has designed the questionnaire to find the reason for employee

absenteeism. The questionnaire was given to 70 respondents and data was collected from the

employees and valuable suggestions were given to reduce the employee absenteeism and to

increase the job satisfaction in the concern.

In this research the researcher has found the reason for employee absenteeism. Based on

these suggestions and conclusion are given.

This study can be used for future reference and can be considered as a secondary data for

further development. To extend this research will help the concern for reducing its employee

absenteeism rate.

NEED FOR THE STUDY

The study aims at the causes of absenteeism of employees in United Electrical

Industries Ltd. At present, organizations in India take real interest in controlling absenteeism.

Measures to prevent strikes and lockouts have received far and greater attention. One reason for

this situation may be that strikes and lockouts are more noisy and visible while absenteeism is

silent and unnoticeable.

The relevance of the study is that, now the company is facing a major

issue of high rate of absenteeism and hope that the study will reveal the reason for

it and thereby the organization can take effective measures for checking the absenteeism


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STATEMENT OF PROBLEM

Study of Absenteeism among Industrial Worker is not only from view point of but itis important from the view point of moral of employees. Even though the effect of the good

morale of employees, may not be calculated in terms of costs, but it should be said that, it is

important than cost. There is a clear relationship between high absenteeism and employees

moral, because it can easily traced that these department having high rate of absenteeism have

low morale.

There is a clear relationship between employee s attitude & absenteeism. They are

related to each other. So employee s attitude & morale are the important factors. Labors is

Human Factor, therefore consideration shall also be taken into account in the discussion of

problem connected in the absenteeism has been continuous to be one of the major labors problem

in Indian Industries.

As No work No pay is usually the general rule, the loss to workers absenteeism is

quite obvious when the workers fail to attend to the regular work, there income is reduced andthe workers become still poorer. Hence, Health and efficiency of the worker is affected by the

irregularity of the workers attendance.

The loss of employees and industry is due to absenteeism is still greater and both

efficiency and discipline suffer the maintenance of additional workers leads to serious

implications.

Thus the above discussions show how the problem of absenteeism is very important to theorganization. So, I have selected this problem of study.


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OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:

To find the factors which causes the employee absenteeism in CHENNAI PORT

TRUST

SECONDARY OBJECTIVE:

To find the negative factors which motivate the employee absenteeism To find the job satisfaction level of the employees To increase the level of employee satisfaction

To find the inconvenience faced by the employees in the organization To find the factor which make the employee to continue in the organization


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INDUSTRY PROFILE

Service industry :

The tertiary sector of economy (also known as the service sector or service industry) is

one of the three economic sectors, the other being the secondary sector (manufacturing) and the

primary sector (agriculture, mining, and fishing). The tertiary sector of economy involves the

provision of service to business as well as final consumers

Service may involve the transport, distribution and sale of goods from producer to

consumer. The service sector are also includes the supply of service like entertainment and

cleaning service. Principal s characteristic of a service industry is people to people interaction.

As per Kotler & Armstrong a service is an activity or benefit that one party can offer

another that is essentially intangible and does not result in the ownership of anything. Its

production may or may not be tied to a physical product

Country economics tend to program from agriculture to industry to services. The service

industry is seen to be more opaque to international competition compared to manufacturing.

Nations which undergoes faster economic development have greater labor costs than those

countries lagging behind in the economic development road. This resultant shrinking of

manufacturing in more developed economics, forces those nation to adopt service as a leadingemployment source.

The service industry forms a backbone of social and economic development of a region.

It has emerged as the largest and faster- growing sectors in the world economy, making higher

contribution to the global output and employment. Its growth rate been higher than that of


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agriculture and manufacturing sector. It is a large and most dynamic part of the Indian economy

both in terms of employment potential and contributions to national income. It covers a wide

range of activities, such as trading, transportation and communication, financial, real estate and

business service, as well as community, social and personal service. In India, service sector as a

whole, contributed as much as 68.6 per cent of the overall average growth in gross domestic

product (GDP) between the year 2002-03 and2006-07

The era of economic liberalization has ushered in a rapid change in the service industry.

As a result, over years. India is witnessing a transition from agriculture based economy to

a knowledge-based economy. The knowledge economy creates, disseminated and used

knowledge to enhance its growth and development.

The most important services in the Indian economy have been health and education.

They are one of the largest and most challenging sectors and hold a key to the country s overall

progress. As strong and well-defined health care sector helps to build a healthy and productive

workforce as well as stabilize population. The ministry of health and family welfare,

presentation and control of major communicable diseases as well as promotion of traditional and

indigenous system of medicines.

One of the major functional pillars of the economy is information technology (IT) and

IT- enabled service (IT) industry. The department of information technology has been making

continuous efforts to make India a front-runner in the age of information revolution. It

continuous to be a dominating sector in the overall growth of the Indian industry. A large

number of Indian software companies have acquired international quality certification. Several

policies have also been framed on the key issues of it infrastructure, electronic governance as

well as IT education

Another major and upcoming service industry has been media and entertainment. It is

basically an intellectual property-driven sector with small to large players spread throughout the

country. It covers film, music, radio, broadcast, television and live entertainment.


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The Ministry of Information and Broadcasting is responsible for formulation and

administration of the rules, regulation and laws relating to media industry. Besides, retailing has

been one of the fastest growing service sectors both in terms of turnover and employment. Many

national and global players have been investing in the retail segment and are making all efforts to

further expand the sector.

However, to supplement the achievement and meet the shortfalls in all the sub-

sectors of the service industry, travel and tourism sector has to develop in a sustainable manner.

Being one of the largest industries in terms of gross revenue and foreign exchange earnings, it

stimulates growth and expansion in other economic sector like agriculture, horticulture, poultry,

handicrafts, transportation, construction, etc. as well as gives momentum to growth of service

exports. It is a major contributor to the national integration process of the country as well as preserver of natural and cultural environments.

Service industry or service sector includes portions of a country s economy like

tourism, banking, social service and education. Persons working in the service sector collaborate

to do work effectively. End product of service industry is advice (consultancy service),

experience (movies), attention (hospitality industry like hotels and restaurants), discussion

(interactive TV or Radio programs) and customer satisfaction and timeliness (transport).

Port

Ports are an important form of infrastructure in Indian economy. They play a vital role

in facilitating international trade and commerce by providing an interface between the ocean

transport and land based transport.

India had an extensive of 7517km (excluding Andaman & Nicobar Island) spreading

over 13 states and union territories. It has a well-established port infrastructure covering 12

major ports and minor or non-major ports. These major ports come under the purview of the

central government, while non-major ports come under the jurisdiction of the respective state

government.


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In India, the concerned authority is the Department of shipping, in the ministry of

shipping. Road transport & highways, which has been entrusted with the responsibility of

formulating and implementing policies and programs on port sector

The 12 major ports in India, serves as the gateways to India s international tra de by

sea handling over 90% of foreign trade. They are spread equality on east coast and west coast of

India. The 12 major ports are:

Kolkata port (including dock complex at Haldia )

Para dip port

Visakhapatnam port

Chennai portEnnore port

Toticorin port

Cochin port

New Mangalore port

Mormugao port

Jawaharlal Nehru port

Mumbai port

Kandla port

All the major port are administrated by the port trust governed by the provision of

major port trust act 1963 which are autonomous bodies except the newly ennore port which is

seen by ennore port limited registered under companies act 1956.

Thus Indian ports are indispensable in the development of country s maritime trade and

economy, owing to India s current share in global merchandise trade at around 0.80% they are

not only considered as trade gateways, but also integral components of the global logistics and

transportation chain.


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COMPANY PROFILE

Chennai Port, the third oldest port among the 12 major ports, is an emerging hub port

in the East Coast of India. This gateway port for all cargo has completed 128 years of glorious

service to the nation s maritime trade.

Maritime trade started way back in 1639 on the sea shore Chennai. It was an open

road -stead and exposed sandy coast till 1815. The initial piers were built in 1861, but the stormsof 1868 and 1872 made them inoperative. So an artificial harbor was built and the operations

were started in 1881.The cargo operations were carried out on the northern pier, located on the

northeastern side of Fort St. George in Chennai. In the first couple of years the port registered

traffic of 3 lakh tons of cargo handling 600 ships.

Being an artificial harbor, the port was vulnerable to the cyclones, accretion of sand

inside the basin due to underwater currents, which reduced the draft. Sir Francis Spring a

visionary skillfully drew a long-term plan to charter the course of the port in a scientific manner,overcoming both man-made and natural challenges. The shifting of the entrance of the port from

eastern side to the North Eastern side protected the port to a large extent from the natural

vulnerabilities. By the end of 1920 the port was equipped with a dock consisting of four berths in

the West Quays, one each in the East & South Quay along with the transit sheds, warehouses and

a marshaling yard to facilitate the transfer of cargo from land to sea and vice versa. Additional

berths were added with a berth at South Quay and another between WQ2 & WQ3 in the forties.

India s Independence saw the port gathering development, momentum. The

topography of the Port changed in 1964 when the Jawahar dock with capacity to berth 6 vessels

to handle Dry Bulk cargoes such as Coal, Iron ore, Fertilizer and non-hazardous liquid cargoes

was carved out on the southern side.


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In tune with the international maritime developments, the port developed the Outer

Harbour, named Bharathi Dock for handling Petroleum in 1972 and for mechanized handling of

Iron Ore in 1974. The Iron ore terminal is equipped with Mechanized ore handling plant, one of

the three such facility in the country, with a capacity of handling 8 million tones. The Chennai

port s share of Iron ore export from India is 12%. The dedicated facility for oil led to the

development of oil refinery in the hinterland. This oil terminal is capable of handling Suezmax

vessels.

In 1983, the port heralded the country s first dedicated container terminal facility

commissioned by the then prime minister Smt.Indira Gandhi on 18th December 1983. The Port

privatized this terminal and is operated by Chennai Container Terminal Private Limited. Having

the capability of handling fourth generation vessels, the terminal is ranked in the top 100container ports in the world. Witnessing a phenomenal growth in container handling year after

year the port is added with the Second Container Terminal with a capacity to handle 1.5 M TEUs

to meet the demand. To cater to the latest generation of vessels and to exploit the steep increase

in containerized cargo the port is planning to welcome the future with a Mega Container

Terminal, capable of handling 5 Million TEUs expected to be operational from 2013.

The Chennai port is one among the major ports having Terminal Shunting Yard and

running their own Railway operations inside the harbor on the East Coast. The port is havingrailway lines running up to 68 km and handles 25% of the total volume of the cargo, 4360 rakes

(239412 wagons) during 2009-10.

The port with three Docks, 24 berths and draft ranging from 12m to 16.5m has

become a hub port for Containers, Cars and Project Cargo in the East Coast. The port has

handled an all-time high of 61.06 Million tons of cargo registering an increase of 6.2% over

previous year. An increase of 10.14% in handling of cars from 273917 Units in the year 2009-10

when compared with 248697 Units in the year 2008-09 and an increase of 6.39% in handling of

containers from 1143373 TEUs in the year 2008-09 to 1216438 TEUs in the year 2009-10. The

long term plan for Chennai Port envisages that t he Port will mainly handle 4C s i.e. Containers,

Cars, Cruise and Clean Cargo.


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RESEARCH METHODOLOGY

INTRODUCTION

Research can be defined as a scientific and systematic search for pertinent information on

a specific topic It is a systemized effort to gain new knowledge.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of data

in a manner that aims to combine relevance to the research purpose with economy in procedure.

In this study descriptive type of research design has been used.

DESCRIPTIVE RESEARCH DESIGN

Descriptive research studies are those studies which are concerned with describing the

character of a group.

DATA COLLECTION

The purpose of the investigation has been clearly defined the problem of collecting the

data arises.

There are two types of data, there are

a) Primary Data

b) Secondary Data


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PRIMARY DATA

The data has been collected from the employees through questionnaire and interview

method.

SECONDARY DATA

The secondary data are those which have been collected by someone else and which have

already been passed through the statistical analysis.

Example: Records, Magazines, Internet etc,

SAMPLE SIZE

The size of the sample taken from the study was 70 respondents out of 1000+ Employees.

TYPES OF QUESTIONNAIRE USED

Questionnaire consists of Closed ended questions Multiple-choice questions Ranking scale questions

SAMPLING TECHNIQUE

In this study convenience sampling technique has been used. The sample was selected based on the convenience of both the researcher and the respondent.

TOOLS ANALYSIS


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SIMPLE PERCENTAGE METHOD

This method is used to simplify the members through the use of percentage. The data are

reduced in a standard from which base equal to 70 which facilities relative comparison.

PIE DIAGRAM

A pie diagram is pictorial representation of a statistical data with several sub-divisions in

a circular form.

CHI SQUARE TEST

Chi-Square

Chi-square test is used to compare the relationship between the two (2) variables.

Objectives:

1. To recognize situations requiring the comparison of more than two means or proportions.

2. To use Chi-square distribution to see whether two classifications of the source data are

independent of each other.

3. To use Chi-square distribution for confidence intervals and testing hypothesis about a

single population variance.

4. To use Chi-square test to check whether a particular collection of data is well described

by a specified distribution.

Chi-square test allows us to do a lot more than just test for the quality of several

proportions. If we classify a population into several categories with respect to two (2) attributes,

we can then use a chi-square to determine whether the two (2) attributes are independent of eachother.

This is used to test the difference observed between two columns of number found in two

distinct categories. A Chi-square analysis can be used when data satisfy four conditions.


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1. There must be two observed data sets of data or one observed set of data and our

expected set of data. Typically their data sets are in form (R rows and C column)

or in frequency distribution from (one row and C columns or R rows and one

column).

2. The two sets of data must be based on the same sample size.

3. Each cell in the data contains an observed or expected count of five or larger.

4. The different cells in a row or column must represent categorical variables.

Degree of Freedom:

(Number of Rows 1) (Number of Columns 1)

(O i E i) 2

________E i

O i = Observed Value

E i = Expected Value

E i = RT CT

N

RT = Row total for the row containing that cell.CT = Column total for the column containing that cell.

n = Total number of observations.

ANALYSIS

In this project Tables, Charts, Statistical tools, Chi-Square was used.

INTERPRETATION


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After a very brief description of the back ground of company in which the research was

carried out and the sample was analyzed and discussed how the results were interpreted in this

project.

LIMITATIONS OF THE STUDY

Due to personal inconvenience the researcher could not meet the employees who had

night shift.

Lack of time is the major limitations. It is only based on the CHENNAI PORT TRUST employees only.


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ANALYSIS AND INTREPRETATIONTABLE 1: SHOWING THE RESPONSE ON PAID HOLIDAYS

CHART-1

Inference:

EXCELLENT10%

GOOD17%

NEUTRAL24%

BAD38%

VERY BAD11%

EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD

RESPONSE NUMBER OFRESPONSE

PERCENTAGE %

EXCELLENT 07 10GOOD 12 17 NEUTRAL 17 24BAD 26 38VERY BAD 08 11TOTAL 70 100


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17% of the sample responded paid holidays facility is excellent.38% of the sample responded paid holidays facility is good.24% of the sample responded paid holidays facility is neutral.11% of the sample responded paid holidays facility is bad.10% of the sample responded paid holidays facility is very bad.

TABLE 2: SHOWING THE RESPONSE ON SALARY


PERCENTAGE %

EXCELLENT 6 09GOOD 08 11

NEUTRAL 29 41BAD 21 30

VERY BAD 06 09TOTAL 70 100

CHART-2 EXCELLENT

9%

GOOD11%

NEUTRAL41%

BAD30%

VERY BAD9%

EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD


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Inference:

9% of the sample responded salary is excellent.11% of the sample responded salary is good.

41% of the sample responded salary is neutral.30% of the sample responded salary is bad.9% of the sample responded salary is very bad.

TABLE 3: SHOWING THE RESPONSE ON LEAVE (EL, CL)


PERCENTAGE %


NEUTRAL 18 26BAD 07 10

VERY BAD 06 08TOTAL 70 100

CHART-3

EXCELLENT23%

GOOD33%

NEUTRAL26%

BAD10%

VERY BAD8%

EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD


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Inference:

23% of the sample responded leave(EL,CL) is excellent.33% of the sample responded leave(EL,CL) is good.26% of the sample responded leave(EL,CL) is neutral.

10% of the sample responded leave(EL,CL) is bad.08% of the sample responded leave(EL,CL) is very bad.

TABLE 4: SHOWING THE RESPONSE ON TRAINING ANDDEVELOPMENT


PERCENTAGE %


NEUTRAL 19 27BAD 04 06VERY BAD 01 01TOTAL 70 100

CHART-4

EXCELLENT27%

GOOD39%

NEUTRAL27%

BAD6%

VERY BAD1%

EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD


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Inference:

27% of the sample responded Training and Development is excellent.39% of the sample responded Training and Development is good.

27% of the sample responded Training and Development is neutral.06% of the sample responded Training and Development is bad.01% of the sample responded Training and Development is very bad.

TABLE 5: SHOWING THE RESPONSE ON WELFARE FACILITIES


PERCENTAGE %



CHART-5

Inference:

EXCELLENT17%

GOOD13%

NEUTRAL26%

BAD36%

VERY BAD8%

EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD


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17% of the sample responded welfare facilities is excellent.13% of the sample responded welfare facilities is good.26% of the sample responded welfare facilities is neutral.36% of the sample responded welfare facilities is bad.08% of the sample responded welfare facilities is very bad.

TABLE 6: SHOWING THE RESPONSE ON MEDICALTREATMENT


PERCENTAGE %



CHART-6

Inference:

EXCELLENT10%

GOOD27%

NEUTRAL19%

BAD30%

VERY BAD14%

EXCELLENT

GOOD

NEUTRAL

BAD

VERY BAD


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10% of the sample responded Medical treatment is excellent.27% of the sample responded Medical treatment is good.19% of the sample responded Medical treatment is neutral.30% of the sample responded Medical treatment is bad.

14% of the sample responded Medical treatment is very bad.

TABLE 7: SHOWING THE RESPONSE ON WORKENVIRONMENT


PERCENTAGE %



CHART-7

EXCELLENT27%

GOOD34%

NEUTRAL21%

BAD12%

VERY BAD6%

EXCELLENT GOOD NEUTRAL BAD VERY BAD


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Inference:

27% of the sample responded Work environment is excellent.34% of the sample responded Work environment is good.21% of the sample responded Work environment is neutral.

12% of the sample responded Work environment is bad.06% of the sample responded Work environment is very bad.

TABLE 8: SHOWING THE RESPONSE ON JOB SECURITY


PERCENTAGE %

EXCELLENT 14 20

GOOD 27 38 NEUTRAL 14 20BAD 08 12VERY BAD 07 10TOTAL 70 100

CHART-8

EXCELLENT20%

GOOD38%

NEUTRAL20%

BAD12%

VERY BAD

10%



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Inference:

21% of the sample responded Job security is excellent.34% of the sample responded Job security is good.27% of the sample responded Job security is neutral.

12% of the sample responded Job security is bad.06% of the sample responded Job security is very bad.

TABLE 9: SHOWING THE RESPONSE ON PROVIDENT FUND


PERCENTAGE %

EXCELLENT 12 17


CHART-9

EXCELLENT

17%

GOOD38%

NEUTRAL24%

BAD11%

VERY BAD10%



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Inference:

17% of the sample responded Provident fund is excellent.38% of the sample responded Provident fund is good.24% of the sample responded Provident fund is neutral.

11% of the sample responded Provident fund is bad.10% of the sample responded Provident fund is very bad.

TABLE 10 :SHOWING THE RESPONSE ON GROUP INSURANCE


PERCENTAGE %

EXCELLENT 13 19


CHART-10

EXCELLENT19%

GOOD41%

NEUTRAL20%

BAD11%

VERY BAD9%



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Inference:

17% of the sample responded Group Insurance is excellent.38% of the sample responded Group Insurance is good.24% of the sample responded Group Insurance is neutral.

11% of the sample responded Group Insurance is bad.10% of the sample responded Group Insurance is very bad.

TABLE 11: SHOWING THE RESPONSE ON PENSION


PERCENTAGE %



CHART-11

EXCELLENT17%

GOOD36%

NEUTRAL26%

BAD13%

VERY BAD8%



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Inference:

17% of the sample responded Pension is excellent.36% of the sample responded Pension is good.

26% of the sample responded Pension is neutral.13% of the sample responded Pension is bad.08% of the sample responded Pension is very bad.

TABLE 12: SHOWING THE RESPONSE ON LABOR UNION


PERCENTAGE %

EXCELLENT 19 27


CHART-12

EXCELLENT27%

GOOD39%

NEUTRAL27%

BAD6%

VERY BAD

1%



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Inference:

27% of the sample responded Labor Union is excellent.39% of the sample responded Labor Union is good.27% of the sample responded Labor Union is neutral.06% of the sample responded Labor Union is bad.01% of the sample responded Labor Union is very bad.

TABLE 13: SHOWING THE RESPONSE ON GOOD RELATION SHIPWITH MANAGEMENT


PERCENTAGE %

YES 54 77 NO 16 23TOTAL 70 100

CHART-13

77%

23%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

YES NO

Chart Title


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Inference:

77% of the sample responded good relationship with management is yes.23% of the sample responded good relationship with management is no.

TABLE 14: SHOWING THE RESPONSE ON HOW FREQUENTLYTAKING LEAVE


PERCENTAGE %

FREQUENTLY 0 0WEEKLY 07 10MONTHLY 25 35HALF YEARLY 21 30YEARLY 15 22

NEVER 02 03TOTAL 70 100

CHART-14

0

10%

35%30%

22%

3%0

0.05

0.1

0.15

0.2

0.25

0.3

0.35

0.4

FREQUENTLY WEEKLY MONTHLY HALF YEARLY YEARLY NEVER


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Inference: Nobody taking leave frequently.10% of respondents are taking leave weekly.

35% of respondents are taking leave monthly.30% of respondents are taking leave half yearly.22% of respondents are taking leave yearly.3% of respondents are taking leave never.

TABLE 15 :SHOWING THE RESPONSE ON WHETHER THEY HADMET ANY ACCIDENT


PERCENTAGE %

YES 17 24 NO 53 76TOTAL 70 100

CHART-15

Inference:

24%

76%

0%

10%

20%

30%

40%

50%

60%

70%

80%

YES NO


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24% of the sample responded they had met accident .76% of the sample responded they hadn t met accident

TABLE 16 :SHOWING THE RESPONSE ON WHETHER THEY HAVEANY OTHER SOURCE OF INCOME


PERCENTAGE %

YES 13 19 NO 57 81TOTAL 70 100

CHART-16

Inference:19% of the employees having other source of income.81% of the employees having no other source of income.

19%

81%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

YES NO


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TABLE 17: SHOWING THE RESPONSE ON JOB SATISFACTION


PERCENTAGE %

EXCELLENT 19 26


CHART-17

Inference:

0%

10%

20%

30%

40%

50%

60%

EXCELLLENT GOOD NUTRAL BAD VERY BAD

Chart Title


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26% of the sample responded job satisfaction is excellent.51% of the sample responded job satisfaction is good.11% of the sample responded job satisfaction is neutral.05% of the sample responded job satisfaction is bad.07% of the sample responded job satisfaction is very bad.

TABLE 18: SHOWING THE RESPONSE HOW OFTEN TAKING LEAVEBECAUSE OF THEIR PERSONAL WORK

RESPONSE NUMBER OF

RESPONSE

PERCENTAGE %

FREQUENTLY 18 26WEEKLY 35 50MONTHLY 05 07HALF YEARLY 07 10YEARLY 05 07TOTAL 70 100

CHART-18

26%

50%

7%10%

7%0%

10%

20%

30%

40%

50%

60%

FREQUENTLY WEEKLY MONTHLY HALF YEARLY YEARLY


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Inference:

26% of the employees taking leave frequently because of their personal work.50% of the employees taking leave weekly because of their personal work.7% of the employees taking leave monthly because of their personal work.10% of the employees taking leave half yearly because of their personal work.07% of the employees taking leave yearly because of their personal work.TABLE 19: SHOWING THE PERCENTAGE OF RESPONDENT ONREASON THEY TAKING LEAVE

RANK

FACTOR

1 2 3 4 5 6 7 8 9 10 11 12 13 14

Disease / poor health 24 20 19 16 2 5 3 6 3 2

Personal reasons 20 22 17 10 8 6 4 3 4 5 1

Tiredness 18 15 21 19 12 4 2 1 2 1 5

Family problem 21 18 14 16 7 6 5 2 1 3 2 5

Problem with superiors 7 9 5 8 6 7 11 10 8 5 12 7 5

Dissatisfaction over work 4 6 7 10 4 8 13 7 11 14 7 3 4

Poor treatment 2 3 2 8 11 4 9 21 18 12 4 6

Fear of accident 1 2 3 4 8 12 10 13 8 9 12 7 7 4

Work stress 3 2 6 7 6 13 8 9 14 13 8 3 2 6

Financial problems 3 4 6 10 17 13 8 7 6 6 8 5 7

Poor quality of work life 2 13 4 9 3 8 9 11 14 22 15

Alcoholism 6 6 3 5 4 7 14 19 18 22

Union problem 7 4 6 4 11 4 9 20 17 16

Shift 7 6 8 3 9 8 30 30


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CHI-SQUARE TEST

Welfare facilities Vs. Opinion about the job satisfaction

Welfare Facilities

Job Satisfaction Excellent Good Neutral Bad Very Bad TotalExcellent 1 1 6 4 0 12

Good 1 6 10 7 1 25

Neutral 1 6 4 6 1 18

Bad 1 3 2 3 0 9

Very Bad 1 2 1 2 0 6

Total 5 18 23 22 2 70

Null Hypothesis(H 0) : There is no significant relationship between the opinion about

welfare facilities and job satisfaction.

Alternate Hypothesis(H 1) : There is a significant relationship between the opinion about

welfare facilities and job satisfaction.

ROW TOTAL * COLUMN TOTAL

EXPECTED FREQUENCY (Ei) =

GRAND TOTAL


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ObservedFrequency(O)

ExpectedFrequency (E)

(O-E) (O-E) 2 (O-E) 2/E

1 0.857 0.143 0.020 0.0241 1.786 -0.786 0.617 0.3461 1.286 -0.286 0.082 0.063

1 0.643 0.357 0.128 0.1981 0.429 0.571 0.327 0.7621 3.086 -2.086 4.350 1.4106 6.429 -0.429 0.184 0.0296 4.629 1.371 1.881 0.4063 2.314 0.686 0.470 0.2032 1.543 0.457 0.209 0.1356 3.943 2.057 4.232 1.07310 8.214 1.786 3.189 0.3884 5.914 -1.914 3.664 0.6202 2.957 -0.957 0.916 0.3101 1.971 -0.971 0.944 0.4794 3.771 0.229 0.052 0.0147 7.857 -0.857 0.735 0.0946 5.657 0.343 0.118 0.0213 2.829 0.171 0.029 0.0102 1.886 0.114 0.013 0.0070 0.343 -0.343 0.118 0.3431 0.714 0.286 0.082 0.114

1 0.514 0.486 0.236 0.4590 0.257 -0.257 0.066 0.2570 0.171 -0.171 0.029 0.171

7.936

Degree of Freedom = (r 1) (c 1)


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= (5 1 ) (5 1) = 16

The calculated value = 7.936

The table value = 26.296 at 5% level of significance

2 = (O-E) 2/E

= 7.936

The table value of 2 for 16 degree of freedom at 5% level of significance is

26.296. The calculated value is lesser than the table value. So the null hypothesis taken

is accepted, and we can conclude it, as there is no significant relationship between the

opinion about welfare facilities and job satisfaction.


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FINDINGS

1) From the study 10% of the employees responded paid holidays facility is excellent, 17%

of them told good, 24% of them told neither good are bad 38% of them told bad and 11%

of them told very bad.

2) 54% percentage of the employees taking leave because of their illness.

3) 9% of the employees responded salary is excellent, 11% of them told good, 41% of them

told neither good are bad 30% of them told bad and 9% of them told very bad.

4) 26% of the employees taking leave frequently because of their personal work. 50% of the

employees taking leave weekly because of their personal work. 7% of the employees

taking leave monthly because of their personal work. 10% of the employees taking leave

half yearly because of their personal work. 07% of the employees taking leave yearly

because of their personal work.

5) 23% of the employees responded leave facility (EL, CL) is excellent, 33% of them told

good, 26% of them told neither good are bad 10% of them told bad and 8% of them told

very bad.

6) 27% of the employees responded training and development is excellent, 39% of them told


very bad.


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7) 17% of the employees responded welfare facility is excellent, 13% of them told good,

26% of them told neither good are bad 36% of them told bad and 8% of them told very

bad.

8) 10% of the employees responded medical treatment facility is excellent, 27% of them

told good,19% of them told neither good are bad 30% of them told bad and 14% of them

told very bad.

9) 27% of the employees responded work environment is excellent, 34% of them told good,


bad.

10) 20% of the employees responded job security is excellent, 38% of them told good, 20%

of them told neither good are bad 12% of them told bad and 10% of them told very bad.

11) 17% of the employees responded provident fund is excellent, 38% of them told good,


bad.

12) 19% of the employees responded group insurance is excellent, 41% of them told good,


bad.

13) From the study 17% of the employees responded pension is excellent, 36% of them told


very bad.

14) 27% of the employees responded labor union is working excellent, 39% of them told


very bad


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15) From the study none of them taking leave frequently, 10% of them taking leave weekly,

35% of them taking leave monthly, 30% of them taking leave half yearly, 6% of them

taking leave yearly, and 1% of them taking leave rarely.

16) 24% of the employees had met accidents, 76% of them had not met any accidents.

17) 19% of the employees having some source of income other than salary, 81% of them

haven t any source of income other than salary.

18) From the study 26% employee s job satisfaction level is excellent, 51%good, 11% neither

good or bad 5%bad and 7% very bad.


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SUGGESTIONS

From the study most of the employees taking leave because of their illness. So

management should improve medical treatment for their employees.

So many employees taking leave for their personal work. So management should

improve supervision.

To reduce the absenteeism the management should improve their welfare facilities.

Management should increase salary based by service and performance.

They should increase paid holidays per month.


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CONCLUSION

1. Majority of the employees are absenting due to ailment and health problems.

2. Majority of the employees has said they are paid worth of their work.

3. Majority of the employees has said that there is no strict action against absenteeism.

4. Most of the workers does not intimate their senior regarding their leaves.5. Though there are limitations the personal department is taking special care to frame

certain policies and procedures that would reduce absenteeism and increase the labor turn

over.

6. Majority of workers is facing problems in 1st shift the company had to take necessary

steps to reduce the problems.

7. Majority of workers never got appreciation for their punctuality in the organization. So,

The Management must think upon this aspect.

This study attempts to find the factors affecting employee absenteeism

in In Chennai Port Trust, CHENNAI . Thus the study find out some factors like illness,

personal work, salary, job dissatisfaction, less paid holidays etc.,.

This study may use as a secondary data for the future study.


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BIBLIOGRAPHY

BOOKS:

HUMAN RESOURCE MANAGEMENT

By C.B. GUPTA

Published by SULTAN CHAND & SONS, New Delhi.

RESEARCH METHODOLOGY

By C.R. KOTHARI

Published by NEW AGE INTERNATIONAL PUBLICATION

PRESONNEL MANAGEMENT

By C.B. MAMORIA & GANKAR

Published by MALYA PUBLISHING HOUSE

STATISTICAL METHOD - SHANTHI SOFIA

BUSINESS STATISTICS - S.T. GUPTA

WEBSITE

1. http://www.vardhman.com/products_yarns_overview.asp 2. http://www.citehr.com/research.php?q=absentieesm&x=0&y=0
http://www.vardhman.com/products_yarns_overview.asphttp://www.vardhman.com/products_yarns_overview.asphttp://www.citehr.com/research.php?q=absentieesm&x=0&y=0http://www.citehr.com/research.php?q=absentieesm&x=0&y=0http://www.citehr.com/research.php?q=absentieesm&x=0&y=0http://www.vardhman.com/products_yarns_overview.asp


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ANNEXURE

A STUDY ON EMPLOYEE ABSENTEEISMIN CHENNAI PORT TRUST

Questionnaire:

Section A: Personal Detail

Name :

Age :

Sex :

Total Experience :

Experience in this company :

Designation :

Salary :


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You are requested to select any one of the alternative which you feel correct in your

opinion against each statement:-

1) How often you remain absent in a month?

Nil Once

Twice >Twice

2) Do you inform you superior about your absence to the duty?

Often Sometimes

Rarely Never

3) According to you what is the main reason of employee s absenteeism?

Health Problems Stress

Work Environment Others

4) Which shift do you find more difficult?

Morning Evening

Night None

5) What is your opinion about wages related to your work?

Well Satisfied Satisfied

Fair Not Satisfied


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6) Are you aware about job responsibilities?

Well Clear Clear

Fairly Clear Not Clear

7) Are you satisfied with your job?

Well Satisfied Satisfied

Fair Not Satisfied

8) Have you received appreciation for your work?

Often Sometimes

Rarely Never

9) Your views regarding the working environment of Chennai Port Trust.?

Excellent Good

Fair Poor

10) Do You Feel Boredom in your routine work?

Often Sometimes

Rarely Never

11) How are your relations with superiors and co-workers?


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Excellent Good

Fair Poor

12) Your Superior behavior towards your problems?

Excellent Good

Fair Poor

13) How are the welfare facilities in the company?

Excellent Good

Fair Poor

14) How do you think is the protection against accident in the company?

Excellent Good

Fair Poor

15) Is there any strict action against absenteeism?

Often Sometimes

Rarely Never

Harikishan MBA Project in Chennai Port

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