Lalit Project

8/7/2019 Lalit Project

1/66

PROJECT REPORT

ON

Workers Absenteeism - A Comprehensive Survey

With Special Reference to

Vardhman Yarns and Threads Ltd

Unit-IV. BADDI

A PROJECT REPORT

In partial fulfillment of the requirements for the

MASTER OF BUSINESS ADMINISTRATION

Submitted to:

VYTL

Submitted by:.

Lalit kumar rana


2/66

CERTIFICATE

It is certified that the project work on the topic Workers Absenteeism - A

Comprehensive Survey , with special reference to Vardhman Yarns and ThreadsLimited, Baddi, is an original one. This project has been done under my guidance and hasnot been submitted earlier to this University, or to any other institution for fulfillment of the requirement of any course of study

The assistance and help received during the project and source of literature has been fullyacknowledged.

Project Guide

Mr. Jasveer Taya


3/66

ACKNOWLEDGEMENT

If words are considered as symbol of approval and token of appreciation then let thewords play the heralding role of expressing my sincerest gratitude and thanks

First of all, with the limitless humility, I would like to thank God who is full of compassion and mercy. He has bestowed me with enough courage to accomplish thistask.

I am indebted to Mr.Jasbir Taya Head P&IR of Vardhman Yarns and Threads Ltd.Baddi, for providing me an opportunity to carry on my project work Vardhman Yarnsand Threads Ltd.

I would like to express my sincere gratitude towards Ms. Shivani Sharma (ProjectSupervisor), Mr. Ranjeet Singh and Mr. Shailender Shukla and Mr. Zahid Rasheed for having provided me with the valuable help here. I have learnt a lot. I am grateful to himfor rendering guidance at every step.

I would like to extend my warm gratitude to the other members of Vardhman Yarns andThreads Ltd. for their help in completing the project.

In the end, I would like to express my gratitude to my parents for providing me, their valuable help throughout the project work.

Lalit Kumar Rana


4/66

PREFACE

There is a famous saying The theory without practical is lame and practicalwithout theory is blind.

Absenteeism is a serious workplace problem and an expensive occurrence for both employers and employees seemingly unpredictable in nature.

Human resource is an important part of any business and managing them is animportant task.

Summer training is an integral part of the student of Management have toundergo training session in a business organization for 6 weeks to gain some

practical knowledge in their specialization and to gain some working experience.

Our institution has come forward with the opportunity to bridge the gap byimparting modern scientific management principle underlying the concept of thefuture prospective managers.

To the emphasis on practical aspect of management education the faculty of Academy of Management Studies, baddi has with a modern system of practicaltraining of repute and following management technique to the student as integral

part of MBA. In accordance with the above obligation under going project in vardhman yarns&thread Pvt. Ltd., baddi. The title of my project is Absenteeism of Employee

Certainly this analysis explores my abilities and strength to its fullest extent for the achievement of organization as well as my personal goal.


5/66

CONTENTS

PART-1

1 Profile of Vardhman Yarns and Threads Ltd., Baddi

1 .1 Mission & Vision 0 1- 01

1 .2 History 02 - 02

1 .3 Philosophy 03 - 03

1 .4 Portfolio 04 - 05

1 .5 Holdings 06 - 07

1 .6 Market 08 - 08

1 .7 Achievements 09 -1 0

PART-2

2 Absenteeism : An Introduction

2.1

Concept of Absenteeism.1

2-1

2

2.2 Types of Absenteeism 1 3-1 3

2.3 Calculation of absenteeism 1 4-1 5

2.4 Causes of absenteeism 1 4-1 5

2.5 Categories of absenteeism 1 6-1 6

2.6 Measure to minimize absenteeism 1 7-1 7


6/66

PART-3

3 Review of literature 18-18

3.1 State of problem 1 9-1 9

3.2 Objective of the study 20 - 20

3.3 Scope of study 20 - 20

3.4 Limitation of study 20 - 20

PART-4

4 Research Methodology

4.1 Methodology Used: Questionnaire 2 1- 22

4.2 Sampling unit and sampling size 2 1- 22

4.3 Method of Data Collection 2 1- 22

4.4 Data Analysis: Inference 23 - 46

Summery and Findings 48-50

Recommendations and Suggestions 51-51

Conclusion 52-52

Bibliography

Annexure


7/66

Company

Profile


8/66

ABOUT THE COMPANY

Vardhman is a major integrated textile producer in India. The Group was setup in 1 965 atLudhiana, Northern India. Since then, the Group has expanded manifold and is today,

perhaps, the largest textile conglomerate in India. The Group recorded a turnover of Rs.3860 crores in FY 2008 - 09. The Group portfolio includes manufacturing andmarketing of Yarns, Fabrics, Sewing Threads, Fibre and Alloy Steel.

1 .1 Mission

Vardhman aims to be world class textile organization producing diverse range of products for the global textile market.Vardhman seeks to achieve customer delightthrough excellence in manufacturing and customer service based on creative combinationof state -of - the - art technology and human resources. Yardman is committed to beresponsible corporate citizen.

Vision

Vardhman - rooted in values ,creating word class textile.

1


9/66

1.2 HISTORY

The industrial city of Ludhiana , located in the fertile Malwa region of Central Punjab is

otherwise known as the "Manchester of India". Within the precincts of this city is locatedthe Corporate headquarters of the Vardhman Group, a household name in Northern India.The Vardhman Group, born in 1 965, under the entrepreneurship of Late Lala RattanChand Oswal has today blossomed into one of the largest Textile Business houses inIndia.

At its inception, Vardhman had an installed capacity of 1 4,000 spindles, today; itscapacity has increased multifold to over 8.0 lacs spindles. In 1 982 the Group entered thesewing thread market in the country which was a forward integration of the business.Today Vardhman Threads is the second largest producer of sewing thread in India. In1 990, it undertook yet another diversification - this time into the weaving business. Thegrey fabric weaving unit at Baddi (HP), commissioned in 1 990 with a capacity of 20,000meters per day, has already made its mark as a quality producer of Grey poplin, sheeting,and shirting in the domestic as well as foreign market. This was followed by entry intofabric processing by setting up Auro Textiles at Baddi, which currently has a processingcapacity of 1 lacs meters/day.

In the year 1 999 the Group has added yet another feather to its cap with the setting up of Vardhman Acrylics Ltd., Bharuch (Gujarat) which is a joint venture in Acrylic Fibre

production undertaken with Marubeni and Exlan of Japan. The company also has a strong presence in the markets of Japan, Hong Kong, Korea, UK and EU in addition to thedomestic market. Adherence to systems and a true dedication to quality has resulted inobtaining the coveted ISO 9002/ ISO 1 4002 quality award which is the first in Textileindustry in India and yet another laurel to its credit.

2


10/66

1.3 PHILOSOPHY

y Total customer focus in all operational areas

y Products to be of best available quality for premium market segments through TQMand zero defect implementation. All functional areas.

y Global orientation targeting - at least 20% production for exports.

y Integrated diversification/product range expansion

y World class manufacturing facilities with most modern R&D and process technology.

y Faith in individual potential and respect for human values.

y Encouraging innovation for constant improvements to achieve excellence in all

functional areas.

y Accepting change as a way of life

y Appreciating our role as a responsible corporate citizen.

3


11/66

1.4 PORTFOLIO

The group portfolio includes Yarn, Fabrics, Sewing Thread, Fibre and Alloy Steel

Yarns

Yarn Manufacturing is the major activity of the group accounting for 65 percent of thegroup turnover. Vardhman is virtually a supermarket of yarns, producing the widest rangeof cotton, synthetics and blended, Grey and Dyed yarns and Hand Knitting Yarns, inwhich Vardhman is the market leader in India. The group has nine production plants witha total capacity of over 5.5 lacs spindles, spread all over the country. In many of the yarnmarket segments, Vardhman holds the largest market share. Vardhman is also the largestexporters of yarn from India, exporting yarns worth more than USD 90 million.

Sewing Thread

Vardhman is the second largest producer of sewing thread in the country. The sewingthread manufacturing capacity is being expanded from present 1 7 tons per day to 22 tons

per day in its sewing thread plants located at Hoshiarpur, Baddi and Ludhiana. Sewingthreads contributes 1 2 percent of the group turnover.

4


12/66

Fabrics

The group has created state - of - the - art fabric weaving and processing facilities in its plantat Baddi, Northern India. The group has installed 208 shuttles less looms and a fabric

processing capacity of 30 million meters per annum in collaboration of Tokai Senko of Japan. Fabrics business contributes 8 percent to the group turnover.

Fibre

The group has recently set up an Acrylic Staple Fibre plant at Bharuch in Gujarat incollaboration with Marubeni and Japan Exlan of Japan. The plant has annual capacity of 1 8000 tons per annum. Fibre contributes 8 percent to the total turnover of the group.

Steel

The Group is also present in upper - end of the steel industry. The group hasmanufacturing capacity of 1 00000 tons of special and alloy steel. The group supplies itssteel products to some of the most stringent quality steel buyers like Maruti and Telco. Itcontributes 6 percent to the total turnover of the group

5


13/66

1.5 HOLDINGS

Spinning Business

Domestic Trade Area Units

Vardhman Spinning & General Mills Ludhiana, PunjabAuro Spinning Baddi, HPArihant Spinning Malerkotla, PunjabArisht Spinning Baddi, HPGas Mercerised Yarn Business Hoshiarpur, PunjabAuro Dyeing Baddi, HPExport Oriented UnitsAnant Spinning Mandideep, MPVardhman Spinning & General Mills Export Oriented Units Baddi, HPVMT Baddi, HP

Fabric Business

Auro WeavingBaddi, HP

MSML Textiles Division Baddi, HPAuro Textiles Baddi, HPSewing Thread BusinessST-I Hoshiarpur, PunjabST-II Ludhiana, PunjabST-III Perundurai, TNST-IV Baddi, HP

Vardhman Special Steels Ludhiana, Punjab

Vardhman Acrylics Limited

Bharuch, Gujarat

6


14/66

VARDHMAN GROUP

7


15/66

1.6MARKET

y Largest Spinning capacity in India - over half a million spindles.

y Largest producer of Cotton, Synthetics and Blended yarns in the country

y Largest Dyeing Capacity of Fibre and Yarn

y Largest Exporter of Cotton Yarn

y Market Leader in Hand Knitting Yarns in India

y Largest range of Textile products

y Second largest producer of Sewing Thread in the country

y Collaborations with specialist worldwide

8


16/66

1.7ACHIEVEMENTS

Its an overwhelming feeling when the efforts and hard work put in are recognized andfelicitated. A feeling that galvanizes the Group into believing in more, in itself andreaffirming its commitment to offer products that invoke trust and reliability

Back home, the Vardhman Group became India's first textile company to be awardedICO9002/ ISO 1 4002 Certification. It is the largest producer and exporter of yarns andGrey woven fabrics from India. Vardhman is also the largest producer of tyercord yarnsand the second largest producer of sewing threads in India. The Vardhman Group visionof excellence is matched by a dedication and sincerity to be the best and excel in everyindustry it has a presence .

Chairman, Mr. S.P. Oswal got Shri Padam Bhushan award in January 2010

Textile Export Promotion Council 2007-08 Special achievement award in yarn category

Textile Export Promotion Council 2007-08 Silver top exporter award in yarn category

Textile Export Promotion Council 2007-08 Bronze trophy in processed yarn category

Textile Export Promotion Council 2005-06 Bronze trophy for highest global exportcategory overall

World trophy in highest export in yarn category.

Textile Export Promotion Council 2003-04Gold trophy in EOU/EPZ for export of cotton yarn


17/66

Textile Export Promotion Council 2003-04Bronze trophy in mill fabric exporter category

Textile Export Promotion Council 2002-03Gold Trophy in EOU/EPZ for export of cotton yarn

Textile Export Promotion Council 1998-99Silver Trophy

Textile Export Promotion Council 1997-98Bronze Trophy

1


18/66

Vardhman Yarns and Threads Limited, UNIT-IV,BADDI

Vardhman Textiles Limited (VTXL) transferred its threads business on a slump sale basis

to one of its subsidiary companies, Vardhman Yarns and Threads Limited (VYTL),through a Scheme of Arrangement, Re -organization and Demerger as sanctioned by theHonble Punjab and Haryana High Court, with effect from 1 st April, 2008. The holding of VTXL in VYTL as on the said date was more than 98 percent. The threads business of the subsidiary company, viz. VYTL, comprises of four manufacturing units located atHoshiarpur and Ludhiana (Punjab), Perundurai (Tamil Nadu) and Baddi(HimachalPradesh).The Company entered into a joint venture in VYTL with M/s. American & Efird,Inc.(A&E), one of the worlds largest global manufacturers and distributors of industrialsewing threads, embroidery threads and technical textiles, with A&Es initial holding of

35 percent. Recently, A&E has acquired the additional 1 4 percent equity shares of the joint venture company, VYTL, from Vardhman Textiles Limited and thus holds 49 percent equity shares. The joint venture Company, however, continues to be a subsidiaryof Vardhman Textiles Limited, whose shareholding is now 5 1 percent

11


19/66

AbsenteeismAn

Introduction


20/66

2.1 INTRODUCTION TO RESERCH TOPIC

Some Definitions of Absenteeism:

- Absenteeism is a practice or a habit of being an absence and an absentee is

one who habitually stays away- WEBSTERS DICTIONARY

- Absenteeism is the failure of a worker to report for work when he isscheduled to work.

- LABOUR BUREAU SIMLA

Meaning:

Employees presence at the work place during the schedule time is highly essential for the smooth running of the production process in particular and the organization ingeneral. Despite the significance of presence, employees sometime fail to report to thework place during the scheduled time, which is known as Absenteeism.

According to PICOARS AND MAYERS: Unexpected absence disturbs the efficiency of the group as the jobs are inter connected, if one single man remains absent without prior notice the whole operation process is distributed. This Absenteeism results in productionlosses because, due to Absenteeism, workers cost increases and thus efficiency of operations is affected.

2.2 Features of Absenteeism:

Research Studies undertaken by different authors reveal the following features of Absenteeism

The rate of Absenteeism is the lowest on pay day; it increases considerably on thedays following the payment of wages and bonus

Absenteeism is generally high among the workers below 25 years of age andthose above 40 years of age.

The rate of Absenteeism varies from department to department within anorganization.

Absenteeism in traditional industries is seasonal in character

1 2


21/66

2.3 Types of Absenteeism

Absenteeism is of four types viz.

1 . Authorized Absenteeism.

2. Unauthorized Absenteeism.

3. Willful Absenteeism.

4. Absenteeism caused by circumstances beyond ones control.

1) Authorized Absenteeism

If an employee absents himself from work by taking permission from superior and applying for leave, such Absenteeism is called authorized Absenteeism.

2) Unauthorized Absenteeism

If any employee absents himself from work without informing or taking permission and without applying for leave, such absenteeism is calledUnauthorized Absenteeism.

3) Willful Absenteeism

If any employee absents himself from duty willfully, such Absenteeism is calledWillful Absenteeism

4) Absenteeism caused by circumstances beyond ones control

If any employee absent himself from duty owing to the circumstances beyondhis control like involvement in accidents (or) sudden sickness, such absenteeismis called Absenteeism caused by circumstances beyond ones control.

2.5 Calculations of Absenteeism rate:

Absenteeism can be calculated with the help of the following formula.

Absenteeism rate = No of Mondays lost x 1 00

No of Mondays scheduled to work

Absenteeism rate can be calculated for different employees and for different time periods like month & year.

1 3


22/66

Frequency rate

The frequency rate reflects the incidence of absence and is usually expressed as the no of separate absence in a given period, irrespective of absence. The frequency rate represents

the average no of absence per worker in a given period.

Frequency rate = the no of times in which the leave was availed X 1 00

Total no of Mondays schedules to work

Severity rate:

Severity rate is the average length of time lost per absence and is calculated by using thefollowing.

Severity rate = Total no of days absent during a period X1

00

Total no of times absent during that period

A high severity rate indicates that the employee is absent for longer duration each time.High frequency and severity rates indicates that the employee is absent more frequentlyand for longer durations each time resulting in high Absenteeism even in absolute terms.

2.6 Causes of Absenteeism

The following are the general causes of the Absenteeism

1. Maladjustment with the working conditions:

If the working conditions of the company are poor, the workers cannot adjustthemselves with the companys working conditions. Then they prefer to stay awayfrom the company.

2. Social and religious ceremonies:

Social & religious functions divert the workers attention from the work.

3. Unsatisfactory housing

Conditions at the working place

4. Industrial housing

The industrial fugue compels workers to remain outside the work place.


23/66

5. Unhealthy working conditions

The poor and intolerable working conditions in the factories irritate the workingexcess heat, noise, either too much or too low lighting, poor ventilation, dust, smokecause poor health of the workers. This factory causes the workers to be absent.

6. Poor welfare facilities

Though a no of legislation concerning welfare facilities are enacted, many organizationsfail to provide welfare facilities. This is either due to the poor financial position of thecompanies (or) due to the exploitative attitude of the employs. The welfare facilitiesincludes poor sanitation, washing, bathing first aid appliances, ambulance, restroomsdrinking water, canteen, shelter, crches etc.. The dissatisfied worker with these facilities

prefers to be away from the workplace.

7. Alcoholism

Workers mostly prefer to spend money on the consumption of liquor and enjoymentafter getting the wages. Therefore, the rate of absenteeism is more during the first week every month

8. Indebtness

The low level wages and unplanned expenditure of the workers force then to borrowheavily. The research studies indicate that workers borrow more than 1 0 times of their net pay. Consequently workers fail to repay the money. Then they try to escape the

place in order to avoid the money lenders. This leads to absenteeism.

9. Maladjustment with job demands

The fast enhancing technology demand higher level skills from the workers fail to meetthese demands due to their lower level education and/or absenteeism of training.

10. Unsound personnel policies

The improper and unrealistic personnel policies result in employee dissatisfaction. Thedissatisfied employee in tune prefers to be away from the work

11. Inadequate leave facilities

The inadequate leave facilities provided by the employer forces him to depend on ESIleave which allows the workers to be away from the work for 56 days in a year on half

pay.

1 5


24/66


25/66

Measures to minimize Absenteeism

Absenteeism affects the organization from multiple angles. It severely affects the production process and the business process. The effect of unauthorized absenteeism ismore compared other types of absenteeism. However, it would be difficult to completely

avoid absenteeism. The management can minimize absenteeism. The followingmeasures are useful in controlling or minimizing absenteeism.

1 ) Selecting the employees by testing them thoroughly regarding their aspirationsvalue systems, responsibility and sensitiveness.

2) Adopting a humanistic approach in dealing with the personal problems of employees.

3) Following or proactive approach in identifying and redressing employee grievances.

4) Providing hygienic working conditions.

5) Providing welfare measures and fringe benefits, balancing the need for theemployee and the ability of the organization.

6) Providing high wages and allowances based on the organizational financial positions.

7) Impressing the communication network particularly the upward communication.

8) Providing leave facility based on the needs of the employees and organizationalrequirement.

9) Providing safety & health measures.

1 0) Providing cordial human relations & Industrial relations.

11 ) Educating the workers.

1 2) Counseling the workers about their carrier, income & expenditure habits & culture.

1 3) Free flow of information, exchanging of ideas problems etc... B/w subordinate &superior.

1 4) Granting leave and financial assistance liberally in case of sickness of employee& his family members.

1 5) Offering attendance bonus & inducements.

1 6) Providing extensive training, encouragement, special allowance in cash for technological advancements. 1 7


26/66

1.2 REVIEW OF LITERATURE

Theoretical background of the Topic:

Absenteeism has been variously defined by the Authorities from time to time.

Thus the term Absenteeism refers to the workers absence from his regular task, when heis scheduled to work. Any employees stay away from work if he has taken leave to whichhe is entitled or on the grounds of sickness or some accident without any previoussanction of leave.

Nevertheless usually, involuntary lay off, lack of work, authorized leave or vacation period of work stoppage are not counted as absence. Strikes, lock outs and lateattendance are treated as absence.

1 8


27/66

1.3 STATEMENT OF PROBLEM

Study of Absenteeism among Industrial Worker is not only from view point of butit is important from the view point of moral of employees. Even though the effect of thegood morale of employees, may not be calculated in terms of costs, but it should be saidthat, 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 havelow moral.

There is a clear relationship between employees attitude & absenteeism. They arerelated to each other. So employees attitude & morale are the important factors. Laborsis Human Factor, therefore consideration shall also be taken into account in thediscussion of problem connected in the absenteeism has been continuous to be one of themajor labors problem in Indian Industries.

As No work No pay is usually the general rule, the loss to workers absenteeismis quite obvious when the workers fail to attend to the regular work, there income isreduced and the 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 bothefficiency and discipline suffer the maintenance of additional workers leads to seriousimplications.

Thus the above discussions show how the problem of absenteeism is veryimportant to the organization. So, I have selected this problem of study.

1 9


28/66

OBJECTIVES OF THE STUDY

The Study aims at assessing the absenteeism in workers.

To conduct a detailed study on Absenteeism of vardhman yarns &thread To identify the various that lead to Absenteeism. To identify the variables that reduces the rate of Absenteeism To find out the rate of Absenteeism in vardhman yarns&thread To find out causes of Absenteeism & suggest remedies to reduce it.

Scope of the studyThe present study Workers Absenteeism Covered only at vardhman yarn and thread

unit, could be of great use for the organization concerned in the following area:

. The study attempts to analyze the effectiveness and employees individual

opinion about reason for the absenteeism. . The study emphasizes to reveal the reasons behind the absenteeism in vardhman

unit.

. The study aims to work on the feedback given by the employees and come up

with valuable suggestions for theimprovement of the Absenteeism.

Limitation of the study

The study was limited only to vardhman yarn and thread unit only.

As sampling is taken as an element of the study there might always be sampling

errors.

The sample under consideration may not reflect the whole population.

Survey and study has been carried out in a span of only 6 weeks due to time

constraint.

Since absenteeism is a vast topic to be discussed, the study may not reflect each

and every aspect.

20


29/66

RESEARCH METHODOLOGY :

This is the technique followed in social research on any subject.

The research has selected the subject: A Study of Absenteeism of workers in NutrineConfectionary Company Ltd.

Research Design:

The process starts after selection of the topic Research Design denotes the planning of theresearch study by which the researcher followed the below mentioned methods andtechniques

Data Collection :

Data Collected from primary and secondary data/sources.

Primary Data: Asking questions with employees and workers personally.

Secondary Data: Collecting the data from reference books and past records.

Sampling Methods:

Sampling method used for this study is non - probability convenience sampling.

According to my convenience the total samples interviewed are 40

Methods of Data Collection:

Interview Method :

Interview method was used for the data collection with the interviewschedule.Questions of the schedule were recorded systematically. Researcher hadinterviewed 40 employees personally and collected the required information with this

project is an outcome.

All most all the workers could speak, till date researcher could not find anydifficulty in questioning and getting proper response.

21


30/66

Collections of Questionnaires and Schedules :

A questionnaire is simply a paper sheet (or) a few paper sheets containing a no of questions printed (or) cyclostyled. These questions usually are very carefully draftedkeeping in view the main object, nature and scope of problem under investigation.

Though questionnaires and schedules very often mean the same, yet there exists asubtle difference. Schedule is usually blank forms containing certain blank columns,under relevant headings. These schedules are commonly meant to be filled by informantsfilling up a schedule in variably requires some training questionnaires are necessarilyfollowed by sufficient instructions as regards the procedure and manner of answering thequestions.

Processing and analysis of data.

After the data have been collected it has be analyzed. The data obtained from thequestionnaire is arranged in a serial order their master copy with tabulation method is

being prepared.

Tabulation is part of the technical procedure where in the essential data is put inthe form table.

22


31/66

3.1 DATA ANALYSIS AND INTERPRETATION

Table 1

Age of the Respondents

Employee age in years Respondents PercentageBelow 20 1 0 25

20 - 25 1 0 2525 - 35 1 0 25

Above 35 1 0 25Total 40 100

Inference:

The above table explains that from the total respondents 25% of respondents are below age groups of 20 years. 25% of respondents are of groups of 20 - 25 years, 25 - 35years age of groups is 25% and above 35 years are 25% of respondents. None of therespondents are below further it clears that majority of total respondents are from allage of groups.

23

make up40%

finishing

20%

dying20%

twisting20%

respondent age


32/66

Table -2

Table showing in which department the respondents works .

Department Respondents Percentage

Make - up 1 6 40

Finishing 8 20

Dyeing 8 20

Twisting 8 20

total 40 100

Inference:

From the above table it indicates that of the total respondents, 40% of respondents areworking in make - up department. In finishig 20% of respondents, 20% of respondents areworking in dyeing ,and the rest 20% of respondents in twisting

Further it clears that no of respondents are working in make - up department

24

make up40%

finishing20%

dying20%

twisting20%

respondent department


33/66

Table-3

Marital status of respondents

Marital status respondents Percentagemarried 25 62.50

unmarried 1 5 37.50Total 40 100

Inference:

According to the survey conducted 62.50% of respondents are got married and restof respondents is got married and rests of respondents i.e. 37.50 %of respondents are un -

married.

From the above table it is clear that the majority of respondents i.e. 62.50% of respondents are married.

25

married62%

unmerried38%

meritial status


34/66

Table -4

The educational qualification of Respondents

Qualification Respondents Percentage5th 0 0

8th 1 2 301 0th 1 8 451 2th 1 0 25

Total 40 100

Inference:

As shown in the table most of the respondents i.e.30 % of respondents are 8 th passede, 45% of respondents are 1 0th & 25% of respondents and 5 th

passed are 0%.

26

5 th0%

8th30%

10th45 %

12th25 %

q ualification of respondent


35/66

Table-5

Years of experience of the respondents years of

s.no experience Response

1 10 8

total 40

Inference :

From the above table that is indicates that of the total respondents, 20% of respondentsare below 1 years of experience 20% of respondents are2 to 5 years of experience, 20%of respondents and having5 to 1 0 years of experience & rest of respondents i.e. 20% of respondents & having 1 0 and more years experience.

27

< 120%

1 to220%

2 to 5

20%

5 to1020%

>1020%

year of service


36/66

Table-6

How often worker remain absent in a month

Opinion Respondents

Nil 12Once 9Twice 13

>two 6Total 40

Inferences

As shown in above table out of 40 respondent 30% doesnot remain absent in a month, 22% remain absent once in a month,33% absent for twodays in a month and remain 1 5% absent more than two days

28

N il30%

Once22%

Twice33%

>Twice15 %

How often you remain absent in a month?


37/66

Table-7

Responsibility of intimation to supervisor

S.No. Option Responses

1 Often 16

2 Sometimes 8

3 Rarel y 10

4 Never 6

Total 40

Inference:

As per the table 1 7%of respondents feeling this responsibility rarely 1 4% feel itsometimes where as 27% feel it as must and the other i.e. 42% feel it never.

29

Often27%

Sometimes14%Rarely

17%

N ever42%

Responsibilities of intination to supervisior


38/66

Table-8

What is the main reason of employee absenteeism?

Sr.No. Option Responses

1 Health Problem 25

2 Stress 11

3 Work Dissatisfaction 2

4 Work Environment 2

Total 40

Inference

Out of total 40espondents, 62% of respondents are absent because of health problem,and 28% of respondents absents because of stress ,5% of respondents will absent becauseof work dissatisfaction ,and remain 5% because of work environment

From the above table it is clearly observed that the workers will absent to duty i.e.62% are absent for health reason only

30

H ealth Problem62%

Stress28%

WorkDissatisfaction

5 %

WorkEnviroment

5 %

Main Reason of Employee Absenteeism


39/66

Table-9

Are you aware of your job responsibilities?

S.No. Option Responses1 Well Clear 22

2 Clear 8

3 Fairl y Clear 5

4 Don't Know 5

Total 40

Inference :

Out of 40 respondent 55% respondent are well clear about their jobresponsibilities ,20%say clear , 1 2%say they are fairly clear and restof 1 3%dont knowabout their responsibilities

31

Well Clear55 %Clear

20%

Fairly Clear12%

Don't Know13%

Awareness about job Responsibilities


40/66

Table -10

Workers satisfaction regarding their job


1 Well Satisfied 172 Satisfied 13

3 Fair 8

4 Not Satisfied 2

Total 40

Inference:

According to the survey conducted 36. 1 9% of respondents are well satisfied withtheir job,33% respondents are satisfied with their job ,20%says it is fair, and the rest of respondents i.e. 5% are not satisfied with their job

From the above table it clears that the majority of respondents are satisfied with their job.

32

Well Satisfied42%

Satisfied33%

Fair20%

N ot Satisfied5 %

work Satisfaction


41/66

Table-11

Workers view regarding absent due to the working environment


1 strongl y agree 3

2 agree 6

3 disagree 10

4 strongl y disagree 21

Total 40

Inference: According to the survey conducted out of total 40 respondents 7% of respondents are strongly agree and 1 5% of respondents are agree, 25% of respondentsand disagree and rest i.e. 53% of respondents are strongly disagree for it.

Further it clears that majority of total respondents i.e 40, 53% of respondents do notagree for the given statement.

33

Excellent5 2%

Good15 %

Fair25 %

Poor8%

Views regarding working environment


42/66

Table -12

Relation with superior and coworker


1 Ver y Good 252 Good 6

3 Fair 4

4 Poor 5

Total 40

Inference:

As per the table 62% of respondents have very good relationship with higher authorities and coworker 1 5% have good relationship, 1 0% have fair and 1 3%have notany good relations

34

Very Good62%

Good15 %

Fair

10% Poor13%

Relations with Superiors & CoWorkers


43/66

Table-13

Superior behavior towards worker problem


1 Ver y Good 21

2 Good 6

3 Fair 10

4 Poor 3

Total 40

Inference:

Out of 40 respondent 52%says superior behavior is very good, 1 5%say good,25%it is fair and remain8% poor behavior of superior

35

Very Good5 2%

Good15 %

Fair25 %

Poor8%

Superiour's Beahviour towards problem


44/66

Table-14

Worker having received any appreciation at their workplace


1 Often 9

2 Sometimes 8

3 Rarel y 6

4 Never 17

Total 40

Inference:

According to survey conducted 22% of respondent are having creditors often,20%respondent having sometime, 1 5% having rarely and the rest of respondents i.e. 43% of

respondents are not having any creditors.

Further it is clear that majority of total respondents i.e. 43% of respondents are nothaving creditors at their workplace.

36

Often22%

Sometimes20%

Rarely15 %

N ever43%

How Often Received Appreciation


45/66

Table-15

Feeling boredom with assigning duty


1 Often 6

2 Sometimes 5

3 Rarel y 4

4 Never 25

Total 40

Inference:

The table shows that 1 0% of the respondents felt boredom at work rarely, 1 2% feltsometimes, 1 5% felt always and 63% felt never, it seems that the majority employees areinterested in the work.

37

Often15 % Sometimes

12%

Rarely

10%

N ever

63%

Boredom in routine work


46/66

Table-16

Worker satisfaction regarding their wages


1 Well Satisfied 6

2 Satisfied 5

3 Fair 10

4 Not Satisfied 19

Total 40

Inferences :

Out of 40 respondent 1 5% of respondent well satisfied with their wages, 1 2%of respondent are satisfied,25% say it is fair ,and48% of respondent are not satisfied withtheir wagesin the company

38

Well Satisfied15 %

Satisfied12%

Fair25 %

N ot Satisfied48%

Wages related to work


47/66

Table-17

Welfare facilities in the company


1 Well Satisfied 22

2 Satisfied 8

3 Fair 9

4 Not Satisfied 1

Total 40

Inference:

The table shows that nearly 55% are well satisfied about welfare measures in thefactory 20% feel, they are satisfied,22%feel they are fare and 3%feel they are notadequate

39

Well Satisfied55 %Satisfied

20%

Fair22%

N ot Satisfied3%

welfare facilities


48/66

Table-18

Safety measure against accident in the company


1 Excellent 202 Good 7

3 Fair 9

4 Poor 4

Total 40

Inference:

The table shows that nearly 50% say excellent about safety measures in the factoryonly 1 7% feel good,23% say that its fair, 1 0% say they are not adequate.

40

Excellent5 0%

Good17%

Fair23%

Poor10%

Safety Measures


49/66

Table-19

Strict action against absenteeism


1 Often 92 Sometimes 6

3 Rarel y 8

4 Never 17

Total40

Inference :

From above table it seems that 22%worker says that there is alwaysstrict against absenteeism. 1 5%says sometime,20%says rarely and remain43%no actionagainst absenteeism

41

Often22%

Sometimes15 %

Rarely20%

N ever43%

strict action


50/66

Table-20

Which shift worker find more difficult?


1 Morning 14

2 Evening 0

3 Night 10

4 None 16

Total 40

Inference

As it can be clearly seen from the above table that from the total respondents i.e. 40,35% of respondents are facing problems in morning shift 25% in night shif,0%in evening

shift and move and rest of respondents 40% are not facing problems in any shift.

Further it clears that majority of total respondents i.e. 40% are not facing problems inany shifts.

42

M orning35 %

Evening0%

N ight25 %

N one40%

Which shift is more difficult


51/66

Table-21

Absent due to reaching factory late


1 Rarel y 10

2 Sometimes 7

3 Alwa ys 1

4 Never 22

Total 40

Inference:

As per the table due to reaching factory late 25% of respondents are rarely. 1 7% aresometimes absent 3% are always absent and 55% are never absent only due to thisreason .

43

Rarely25 %

Sometimes17%

Always

3%

N ever55 %

Absent due to reaching factory late


52/66

Table-22

In which season worker are more absent


1 Diwali 16

2 Holi 8

3 Chhath pooja 4

4 other reason 12

Total 40

Inference :

From above table it seems that 40%worker remain more absent in the time

of diwali ,20% are more absent on the time of holi , 1 0%on chhath pooja and remain30%foe other reason (marriage ,etc)

44

diwali40%

holi20%

chhath pooja10%

other30%

time when worker are more absent


53/66

Table-23

Worker suggestion to minimize absenteeism in company


1 More Salar y 10

2 More Leaves 12

3 Discipline 12

4 Work Cond. 6

Total 40

Inference :

Out of 40 respondent 25%respondent suggest more salary to minimize absenteeism ,30%suggest more leave 30% suggest conduct discipline in the company , 1 5% of respondentsuggest to improve working condition in the company

45

M ore Salary25 %

M ore Leaves30%

Discipline30%

Work Cond.15 %

Suggestion to minimise absenteeism


54/66

Percentage of Absenteeism for the recent year i.e. in month wise.

Jan - 3.88%

Feb - 2.27%

March - 1 .53%

April - 3.2 1 %

May - 3.70%

June - 4.38%

July - 4.0 1 %

Aug - 4.0 1 %

Sep - 3.35%

Oct - 3.30%

Nov - 4.40%

Dec - 3.22%

%age of Absenteeism - 2009

3.88

2 . 27

1 .53

3. 21

3. 7

4 .38 4 . 01 4 . 01

3.35 3.3

4 . 4

3. 22

0

1

2

3

4

5

%age 3.88 2 . 27 1 .53 3. 21 3. 7 4 .38 4 . 01 4 . 01 3.35 3.3 4 . 4 3. 22

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec


55/66

The rate of Absenteeism of the present year.2010

Jan - 4.4 5 %

Feb - 3.40%

M arch - 2.23%

April - 2. 59 %

M ay - 4.33%

47

%age of absenteeism-2010

4 . 45

3. 4

2 . 2 3 2 .5 9

4 .3

0

1

2

3

4

5

Jan Feb Mar Apr May

%age


56/66

Summary of Findings

From the study it has found that there are many factors influencing the workers

absenteeism, some of them are as follows.

1 . Absenteeism in shifts is mainly in morning shift i.e. (8:45 am to5:45 pm) that mean

it is high in morning. This is because workers in the morning shift experience

greater discomfort during their course of work than they do during daytime.

..

2. Some many absent because of ill health family members health and unexpected

work etc.

3. Some of the workers strongely agree that they have cordial relationship with the

higher authorities. And they are very much satisfied with the safety measures

undertaken by the company.

4. Some of them absent because of Boredom in doing assigned job. .

5. The rate of absenteeism is nearly 5% in Vardhman yarns and thread ltd. The normal

rate in Indian Industry varies from 7% to 30%. The abnormal level is 40% in other

reason.

6. The rate of absenteeism is high in the age group below 25years worker

48


57/66

Some of the training programs are being conducted by the mgt of VYTL regularly inorder to improve the individuality of the workers and to bring up good result in

production. And to prevent absenteeism, such as;

PROGRAME ON HYGHENE FACTORS.

SAFETY AND SAFCTY MEASURES.

POSITIVE WORK CULTURE ANDIMPROVEMENT OFPRODUCTIVITY.

QUALITY OF LIFE-QUALITY OF WORK TIME MANAGEMENT.

Through these training programmes many worker have changed their life style andimproved their attendance.

According to the sample selected these are the findings

1 . 20% of the respondents are under 20years and 20% are from 20 to 25years and 20% are between 25 to 35 years and 20% are above 35years.

2. 40% of the respondents belongs to makeup department, 20% of therespondents belonged to dying department, 20% of them to twistingdepartment, and 20% to finishing department

3. 62% of the respondents are married and 38% are unmarried.4. 30% of the respondents are 8 th passed, 45% are 1 0 th standard and 25% are

1 2th slandered5. 1 2% of respondents are below 1 years of experience, 20% are b/w 1 to 2

years 20% are b/w 2 - 5 years and 20% are b/w 5 -1 0 years,and28%aremore than 1 0

6. 1 5%respondent are absent more than two days in a month,22%once in amonth 33%once in a month and 30%never remain absent in a month

7. 1 7% of the respondents are rarely feel responsible, 1 4% feel some timesresponsible27% are always feel responsible and 42% are never feelresponsible.

8. 62% of the respondents are absent because of the health problem 28% are because of stress and5% are because of work dissatisfactionand5%due towork environment

9. 55% of the respondents said that they are well clear about their jobresponsibilities20%are clear , 1 2%are fairly clear and 1 3% say that tey arenot clear about their job

49


58/66

1 0. Acc to52%majority of respondent the working environment in thecompany is excellent, 1 5%say it is good,25%say fair 8%workingenvironment is poor

11 . 62%responded. says that their relation with superior and coworker is verygood 1 5%good , 1 0%fair and 1 3%poor

1 2. 42% of respondents said that they well satisfied with their work ,33% of the respondents said that they are satisfied,25% said that it is fair 5% saidthey are not satisfied

1 3. 52% of respondent said that superior behavior towards their problem isvery good , 1 5%their behavior is good,25%said it is fair,8%recomend poor

behavior 1 4. 22%respondent said that they received appreciation always ,20%

sometime, 1 5%rarelyand 42% never received appreciation1 5. 1 5%of respondent always feel boredom in their routine work,20%feel

sometime,1

0% feel rarely,63% never feel boredom in their routine work 1 6. 55%of respondent are well satisfied with well satisfied ,2o% of worker aresatisfied,22%aresaid to fair welfare facilities and 3% of respondent are notsatisfied

1 7. According to 50% of respondent safety measure against accident isexcellent, 1 7%respondent say it is good,23%said fair and 1 0%respond poor

1 8. 22%of respondent said that there is always strict action againstabsenteeism, 1 5%says it is sometime,20%said it is rarely happen ,43%of respondent said there is no strict action against absenteeism

1 9. 35% of respondent find their job difficult in morning shift,25% find

difficult night shift,40%said they find no one shift difficult in their job20. 3%respondent agree that they are always absent because reaching factory

late,25% said rarely absent due to this, 1 5%they absent sometime due tothis and 55%said they are never absent due to reaching late

21 . 30% of respondent suggest more leave to minimizeabsenteeism,30%suggest conduct discipline ,25% suggest more salary tominimize the absenteeism in the company

22. 40% of respondent are absent during diwali,20% of respondent are absentin the time of holi, 1 0%during chhath pooja ,30% absent due to other reason (e.g marriage etc)

23. .1 5% of respondent are well satisfied with their wages , 1 2%of respondentare satisfied,25% of said it is fair, and remain 48% respondent are notsatisfied with their wages

50


59/66

SUGGESTIONS/RECOMMENDATIONS/CONCLUSIONS

SUGGESTIONS

The following are some to the suggestions in order to minimize absenteeism in thecompany.

1 . Many of the workers agree that they have good relationship with higher

authorities. Some may fear to talk with them, improving the communication

network, particularly the upward communication.

2. Since the literacy rate very lower only few members are the 1 2th and,

maximum of them are less literates, so that by counseling the workers about

their career, income & expenditure, habit and culture. The company so whatcan reduce the absenteeism rate.

3. By providing high wages and allowance based on organizational financial

positions.

4. Selecting the workers by testing them thoroughly regarding their aspirations,

value system, and sense of responsibility.

5. The management should conduct regular seminars, groups discussions, social

gathering orientations programmers on the problems of absenteeism.

6. The personnel department (HRD) of the factory must conduct the interviews

of the absenteeism cases and give proper counseling to the workers.

7. The employees who are attending to 3 rd shifts have to be provided more

benefits than the workers. In order to make them enthusiastic to attend the

workers.

51


60/66

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 increasethe labor turn over.

6. Majority of workers is facing problems in 1 st shift the company had to takenecessary steps to reduce the problems.

7. Majority of workers never got appreciation for their punctuality in theorganization. So, The Management must think upon this aspect.

52


61/66

Bibliography

Personal Mgt - C.B.Mamoria &Gankar.

Research Methodology - C.R.Kothari.

Industrial Relation & Personal Mgt - P.Tirupathi.

Dynamics of Industrial Relations - C.B.Mamoria &Gankar.

WEBSITE

1 . www.vardhman.com


62/66

ANNEXURE


63/66

A STUDY ON WORKER ABSENTEEISM IN VARDHMAN YARNS&THREADS(UNIT 1V)

A UNIT OF VARDHMAN TEXTILE LTD

Personal Detail

(a) Name. . . . . . .

(b) Age 35

(c) Sex

Male Female

(d) Marital Status

Married Unmarried

(e) No Of Year of Service

5

(f) Educational Qualification

5th 8 th 1 0th 1 2th


64/66

You are requested to select any one of the alternative which you feel correct in youropinion 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 employees absenteeism?

Health Problems Stress

Work Environment Others

4) Which shift do you find more difficult?

Morning Evening

Night Non

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

Well Satisfied Satisfied

Fair Not Satisfied

6) Are you aware about job responsibilities?

Well Clear Clear

Fairly Clear Not Clear


65/66

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 Vardhman Yarns andThreads Ltd.?

Excellent Good

Fair Poor

1 0) Do You Feel Boredom in your routine work?

Often Sometimes

Rarely Never

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

Excellent Good

Fair Poor

1 2) Your Superior behavior towards your problems?

Excellent Good

Fair Poor

1 3) How are the welfare facilities in the company?

Excellent Good

Fair Poor


66/66

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

Excellent Good

Fair Poor

1 5) Is there any strict action against absenteeism?

Often Sometimes

Rarely Never

1 6) How often you remain absent because of reaching factory late?

Always Sometimes

Rarely Never

17) In Which time you are more absent?

Diwali Holi

Chhath Puja Others

1 8) Suggest your Suggestion to minimize absenteeism?

More Salary More Leaves

Discipline Working Conditions

Lalit Project

Documents

Transcript of Lalit Project