Malhotra -(Absenteeism).doc

CHAPTER-1

COMPANY PROFILE

INTRODUCTION

Malhotra Spinners Private Ltd. is a Private company incorporated on 6 th Jan 1998. Malhotra

Spinners Private Limited's Corporate Identification Number (CIN) is U17116

PB1998PTC020907, Registration Number is 020907. It is classified as Indian Non-Govt.

Company and is registered at Registrar of Companies, Chandigarh. Its authorized share capital is

Rs.15,000,000 and its paid up capital is Rs.8,103,000.

Malhotra is spinners Private Ltd. Annual General Meeting CA GM was last held on 20 th Sept.

2013 and as per records from Ministry of Corporate Affairs CMCAN. It’s balance sheet was last

filed on 31st March 2013.

Malhotra Spinner is registered address is Wait Ganj Ludhiana Punjab. There and 3 directors of

Malhotra a Spinner Private Ltd. Current Status of Malhotra Spinners Private Ltd. is Active. It is

a Private Company. It is classified as limited by shares.

Malhotra Spinners Private Limited currently have 3 Active Directors / Partners: Som Nath,

Rajeev Malhotra, Sanjay Kumar Malhotra, and there are no other Active Directors / Partners in

the company except these 3 officials.

Malhotra Spinners Private Limited is currently in Active Status.

Company Name MALHOTRA SPINNERS PRIVATE LIMITED

Cin U17116PB1998PTC020907

Registration Date 06/01/1998

Registeration No. 020907

Address Wait Ganjludhiana, Punjab - , Punjab, India

http://corporatedir.com/officer/01017680



CHAPTER-2

ABSENTEEISM:

AN INTRODUCTION

2.A.1) CONCEPT OF ABSENTEEISM:-

Employee’s Presence at work place during the schedule time is highly essential for the smooth

running of the production process in particular and the Organisation in general. Despite the

significance of their presence, employees sometime fail to report at the work place during the

schedule time, which is known as ‘absenteeism’.

Labour Bureau, Simla, define the term ‘absenteeism’ as “the failure of a worker to report for

work when he scheduled to work.” Labour Bureau also state that “absenteeism is the total man-

shifts lost because of absence as a percentage of the total number of man-shifts scheduled to

work”

According to Webster’s Dictionary, Absenteeism is the practice or habit of being an ‘absence’

and an absentee is one who habitually stay away”.

It signifies unscheduled absents of an employee from work which is unauthorized

unexplained, avoidable & willful absence from work the rate of absenteeism can be calculated

when number of person schedules to work & number actually present are calculated. Absence

may be caused by uncontrollable circumstance like sickness and accident etc. it may be willful,

unauthorized or authorized. The absence may be authorized or unauthorized willful or caused by

circumstances beyond are’s control. It has been observed that the phenomenon of absenteeism

does not exist only in Indian industry; it is a universal fact. The difference is only in terms of

magnitude. The rate of absenteeism varies from 7%to nearly 30%. In same occupations, it has

risen to the abnormal level of 40% in same region; the extent of absenteeism may differ from

industry, place to place and occupation to occupation, it may also differ according to the make up

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

concern.

A.2) TYPES OF ABSENTEEISM:

There are two types of absenteeism namely physical absenteeism and functional absenteeism.

PHYSICAL ABSENTEEISM:

Physical absenteeism is when employees are not present at work it is divided into innocent

absenteeism and culpable absenteeism. Innocent absenteeism refers to absenteeism caused by

factors beyond the employee’s control. Culpable absenteeism is , on the other hand deliberate

and can be presented.

FUNCTIONAL ABSENTEEISM:

Functional absenteeism is when employees are present to work, but are not productive frequent

and lengthy tea or smoke and toilet breaks examples of types of absenteeism. Absent also means

arriving late, leaving early, attending and spending undue length of time in fetching or carrying

tools or looking for information.

B.1) CAUSES OF ABSENTEEISM

Human relations systems (part of HRM). Often these can be linked to Herzberg’s hygiene Aside

from genuine illness, the main causes of absenteeism are failures of the firm’s factors, such as:

Poor working conditions, making workers uncomfortable or even causing injury.

A failure to respect individuals and to be concerned with their needs.

A failure to respect individuals and be concerned with their needs.

A failure of teamwork, leading to feelings of alienation or even bullying.

Over supervision, leading to stress or the feeling of not being trusted.

Inappropriate tasks, leading to stress as workers are unable to complete their tasks

satisfactorily.

Pay rates that the employees feel are too low for their skills.

B.2) THE COSTS OF ABSENTEEISM

For a firm the costs of absenteeism can be very high:-

Lost production as the worker is unable to catch up with the work that was

missed.

It maybe necessary to offer extra overtime in order to complete an order on time.

This will increase the costs of the firm and lower their overall profits unless they

can raise the price to compensate.

If workers sense that there is a trend of absenteeism, they will tend to take more

days off themselves, this will lead to the problem snowballing

How much is absenteeism costing your organisation?

1. WHY?

Absenteeism costs organisation in a number of ways:

Direct costs - The cost of temporary labour to cover absent staff is estimated at

£13.2 billion for the whole economy (2008). This equates to 3.1% of payroll for a

typical employer

Indirect costs - These include issues such as the effect on the quality of your

customer services and are estimated at £20 billion for the whole economy.

2. WHEN?

These are just some of the occasions when absenteeism can affect your business:

Persistent lateness/regular intermittent absences

Long-term absence that has a disproportionate effect both on payroll costs and

management time

Non-genuine absences. A survey (by CBI/AXA) indicates that this accounts for

12% of absence on average, equating to 21 million working days per year

3. WHAT?

What areas can we help with?

Identify the causes of absence

Conduct Absentee Management Audits;

Review current absence management strategies and their effectiveness

Review current corporate culture on absence and employee communications

Identify the impact of long-term and short-term absences

Identify stress related problems

Assess your occupational health processes

Manage absences resulting from industrial injuries and disabilities

4. HOW?

Our approach to dealing with absenteeism will analyse your organisation and not follow generic

methods.This allows us to:

Identify the issues that affect your organisation

Analyse and provide constructive feedback on the issues identified

Provide bespoke reports on the issues

Advise on how best to tackle the problems using tact and diplomacy

Assist with any required implementation

C) CALCULATION OF ABSENTEEISM RATE:-

Using the Standard U.S. Department of Labour formula, the rate of absenteeism is calculated by

dividing the number of working days lost through absence in any given period by the total

number of available working days in that same period.

Absenteeism Rate = ( Number of lost working days due to absence/ No. of Employees X No. of

workdays available)*100

Example;

No. of employees = 100

No. of available workdays = 20

Total no. of lost days = 93

Absenteeism rate = 93/(100 x 20) X100 = 4.65%

D) MEASURES TO REDUCE ABSENTEEISM :-

When a firm is faced with high levels of absenteeism it will look to the HRM department for

remedies, such as:

Flextime – allows workers some degree of control over the hours they are at

work. It can help to relieve pressures caused by such things as child care and

transport problems, which would otherwise lead to workers taking time off as

though they were sick.

Job enrichment – a satisfying, challenging job will ensure that workers will want

to go to work.

Improved HRM – making workers feel more valued will allow people to feel

more committed to the workforce. Employees who feel part of a team will not

want to let others down.

Attendance bonuses – these are paid to workers who attend regularly. This is a

controversial idea, recent studies have shown that they may not actually increase

attendance.

E) EFFECTS OF ABSENTEEISM ON INDUSTRY

Absenteeism

↓

Affects production targets

↓

Increases the work load of inexperienced & less experienced

↓

Leads to rejection of finished products

↓

Increases the cost of production

↓

Lowers the Profit margin

↓

Affects Industrial growth

EFFECTS OF ABSENTEEISM ON WORKERS

Absenteeism

↓

Reduces his earnings

↓

Adds his indebtedness

↓

Decreases the Purchasing power

↓

Leads to family problems

↓

Increases mental stress

↓

Leads to inefficiency in his job

↓

Loss of employment

14

CHAPTER-3

REVIEW OF LITERATURE

REVIEW OF LITERTAURE

At first we will discuss the different determinants which were found to have a relevant

impact on Manpower absenteeism by previous research. To be able to keep a clear overview,

the discussion of these factors will be divided into four categories. The four categories used

throughout the study are: demographics, health characteristics, household characteristics and

job characteristics.

2.1. Demographics

Employee absence behaviour is expected to vary with socio-demographic characteristics.

This section will discuss the influence of gender, age and educational attainment on

employee absenteeism.

2.1.1. Gender

Women are expected to be absent more often since they are, traditionally seen, more inclined

with taking care of the household (Barmby, Ercolani and Treble, 2002), but also other

explanations were found in the literature.

Steers and Rhodes (1978) support the view that traditionally the family responsibilities, such

as taking care of sick children, are ascribed to the wife or mother. Johns (2003) and Barham

and Begum (2005) discuss similar explanations. Barham and Begum (2005) even found a

similar rate of absence for women with or without dependent children while commonly is

perceived that presence of children is associated with a higher rate. A study of Cuelenaere

(1997) showed that most sick women did not resume work until they were fully recovered,

whereas most men often (partially) resumed work even when they were not fully recovered.

Geurts, Kompier and Grundemann (2000) further state that women are alleged by the media

to hold lower work values because they make less serious attempts to resume work after

sickness. Two final explanations mentioned by Johns (2003) are that, compared to men,

women appeared to be more restless and busier during a scheduled day off. And secondly

that women may experience or respond more negatively or proactively to stressful or

dissatisfying events at work and use time off as an adjective mechanism.

Steers and Rhodes (1978), Geurts, Kompier and Grundemann (2000), Barmby, Ercolani and

Treble (2002), Johns (2003), Gimeno et al. (2004), Barham and Begun (2005) and Leaker

(2008)

2.1.2. Age

Despite much previous research, many contradictory evidence is found regarding the

relationship between age and absenteeism. On one hand it is often argued that older

employees will be absent more since older people are expected to be sick more. On the other

hand also much research discusses a difference in work attitude between older and younger

employees. Since health aspects are controlled for and will be discussed later on, this

research will focus on the latter explanation. Older workers often show a higher commitment

to their company. Another explanation discussed for lower absence among older workers

regards the higher opportunity costs for being absent.

The basis for this view can be found in the theories concerning the labour-leisure choice

framework (Allen, 1981) and organizational commitment (Gellatly, 1995). Like Drago and

Wooden (1992) explain in their research, the higher absence rate among younger workers

can be expected because of the greater opportunity cost of forgone leisure. They further state

that younger workers are typically very mobile between jobs and thus will be less committed

to the firm and workgroup than older workers are. Allen and Meyer (1993) and Hackett,

Bycio and Hausdorf (1994) also state that affective and continuance commitment tends to be

higher for older than for younger employees, as well for employees with longer, rather than

shorter, organizational tenure. Analysis from Leaker (2000) concerning absenteeism in the

United Kingdom supports the statement that younger employees are more likely to take

sickness absence than older employees.

Barham and Begum (2005), Clegg (1983), Hackett (1990) and Leaker (2008) find support for

the negative relation and Barmby, Ercolani and Treble (2002), Bergendorf et al. (2004),

Geurts, Kompier and Grundemann (2000) and Lusinyan and Bonato (2007) find support for

a positive relation between age and absenteeism. Although ambiguous results are found in

previous research, a negative relation between age and absenteeism is expected.

2.1.3. Education

A far less often tested factor in relation to absenteeism is level of education. It is expected

that employees have finished their education before they started working. As such this factor

will merely focus on whether significant differences can be found between absenteeism and

highest finished level of education. In general it is to be expected that education will be

inversely associated with absence (Drago and Wooden, 1992). The higher level of education

finished, the less absent this person will be. This expectation is mostly based upon the fact

that better educated people are assumed to be healthier.

Koopmanschap et al. (1993) showed in their research that absence from work is strongly

related to education and also that lower educated people have a higher risk of becoming

disabled. An explanation for this result could be that increased educational attainment is

related to greater knowledge about health (Winkleby, Fortmann and Barrett, 1990). This is in

line with the statement that education could influence a persons‟ judgment regarding their

capacity to work Lag (1962).

Drago and Wooden (1992), Steers and Rhodes (1978), Granlund (2010), Winkleby Fortmann

and Barret (1990) and Koopmanschap et al. (1993) all found a negative relation between

education and absenteeism. In line with the literature this study also expects a negative

relation between the level of education and absenteeism.

2.2. Health characteristics

Probably the most important indicators of absenteeism are related to the health of employees.

While other factors have their impact on influencing the absence rate, health itself, for

example general illness, is the most occurring reason for an employee to be absent. Better

health associated with lower sickness absence (Lusinyan and Bonato, 2007). The factors

discussed in this category will discuss how self-assessed health, certain health lifestyles, such

as Body Mass Index (BMI) and smoking, and whether a person is hampered in his normal

activities by his illness relate to absence.

2.2.1. Health status

Self-assessed health status is an increasingly common measure of health in empirical

research and has shown to provide a trustworthy view of a person’s health (Linn and Linn,

1980; Crossley and Kennedy, 2002). It could be understood that people who assess their

health better, thus rate their own health at a higher degree, are likely to be absent less often.

People hampered by their health in their daily activities, for example disabled and

chronically ill people, can be expected to have higher absence rates. Disabled and chronically

ill people can also be expected to rate their own health lower. Which, as explained, also

relate to a higher absence rate.

CHAPTER-4

RESEARCH

METHODOLOGY

A) STATEMENT OF PROBLEM

Study of Absenteeism among Industrial Worker is not only from view point of but it is

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 moral.

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 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 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

the organization. So, I have selected this problem of study.

B) SCOPE OF THE PROJECT

The project study is conducted in Malhotra Spinning Pvt. Ltd. The sample chosen for the study

includes the regular workers of the organization.

C) NEED FOR THE RESEARCH

“Workers aren’t just the faces in the crowd, they are the real performers”. Workers’

absenteeism is one of the primary factor that influence the working of the organization. Infact the

rate of absenteeism is an indicator of organizations state of health and also its supervisory and

managerial effectiveness

One of the major problems affecting this precious resource is absenteeism. Absenteeism is not

only an individual problem but also a social as well as economic problem of our country. When

absenteeism becomes a habit there is not only general lowering of morale, but also results in loss

and deterioration of skill and efficiency. This may lead an organization to attain reduced

productivity. Decrease in production will affect the profits of the company.

To control the rate of absenteeism we should know what absenteeism is and study the factors

such as personal factors, social factors and environmental factors responsible for absenteeism.

Reducing the rate of absenteeism is not a simple task.

So, there is a great need for the research and analysis of absenteeism in the organization.

D) OBJECTIVES OF THE STUDY

To study the level of absenteeism in the company.

To analysis various factors that cause absenteeism in company. .

To Identifying the rate of absenteeism and causes of it.

To identify the measures to control absenteeism.

RESEARCH DESIGN :

“A research design is the arrangement of conditions for collection and analysis data in a manner

to combine relevance to the researcher purpose with economy in procedure”

It constitutes the blueprint for the collection, measurement and analysis of data. As such design

includes an outline of what the researcher will do form writing the hypothesis and its operational

implications to the final analysis of data.

As such the design includes an outline of what the researcher will do from

writing the hypothesis and its operational implications to the final analysis of data.

More explicit, the decisions happen to be in respect of:

What is the study about?

Why is the study being made?

Where will the study be carried out?

What type of data is required?

Where can the data found?

What periods of time will the study include?

What will be the sample design?

How will the data be analyzed?

In what style will the report be prepared?

What techniques of data collection will be used?

The Research Design undertaken for the study is Descriptive one. A study, which wants to

portray the characteristics of a group or individuals or situation, is known as Descriptive study. It

is mostly qualitative in nature. The main objective of Descriptive study is to acquire knowledge.

Tools of Data Collection

1. Interview with the employees.

2. Discussion with the managers.

3. Time Office records and leave registers.

4. Handbook of Company

5. Questionnaire

DESCRIPTION OF STATISTICAL TOOLS USED

PERCENTAGE METHOD

In this project Percentage method test was used. The percentage method is used to know the

accurate percentages of the data we took, it is easy to graph out through the percentages. The

following are the formula

No of Respondent Percentage of Respondent = ______________________x 100

Total no. of Respondents

From the above formula, we can get percentages of the data given by the respondents.

SAMPLING

Research work was conducted by taking a sample of 100 employees of 426 (excluding

apprentice trainees and contract labors) from the company; the sample was sufficient and

representative for the purpose of this research work. To study the problem clearly numbers of

employees from each department were selected on the basis of the size of the department as well

as nature of the work. Questionnaires are printed in English for the convenience of employees

and lot of efforts had to be taken to collect the required data from the selected sample of

employees representing the population.

The questions in the questionnaire are framed on the basis of the factors responsible for

absenteeism. i.e.,

1. Personal Factors - (Age, Educational qualification, marital status, income level, etc.)

2. Environment and Social factors – (Climatic conditions, family functions, other sources of

income, festivals, Nature of dwelling, etc.,

20

CHAPTER-V

DATA ANALYSIS

&

INTERPRETATION

DATA ANALYSIS & INTERPRETATION

Analysis Using Percentage Method

Personal Details:

1.Age of Respondent

Table: Various age groups of respondent

S.No Otion Response

1 <25 years 40

2 25-35 44

3 >35 years 16

Total 100

Inference :

In the above pie chart out of 100 respondents 40% respondents are below 25 years, 44%

respondents between 25-35 years and remaining 16% respondents are of above 35 years.

From the above chart it is clear that majority of respondents are between the age group of 25-35

years.

2. Sex of Respondents:

Table: Sex of Respondents

S.No Option Response

1 Male 48

2 Female 52

Total 100

Inference :

In the above pie chart out of 100 respondents 52% respondents are female and 48% respondents

are male.

From the above chart it is identified that majority of respondents are female.

3.Marital Status:

Table: Marital Status

S.No. Option Response

1 Married 57

2 Unmarried 43

Total 100

Inference:

In the above chart out of 100 respondents, 57% respondents are married and remaining 43%

respondents are unmarried

From the above pie chart it seems to be clear that majority of respondents are married in the

company.

4.Years of Service:

Table:Years of Service


1 <1 16

2 1 to 2 28

3 2 to 3 8

4 4 to 5 20

5 >5 28

total 100

Inference :

In the above chart out of 100 respondents, 16% respondents are below one year of service ,28%

respondents are between 1 to 2 years of service ,8% respondents have 2-3 years of service,20%

respondents are between 4-5 years of service and remaining 28% have above 5 years of service.

From above chart it is clear that majority of respondents have 1-2 and >5 years of service in the

company.

5.Academic Qualification:

Table: Academic Qualification Of Respodents

S.No.Option Response

1 <5th 20

2 5th 25

3 8th 29

4 10th 16

5 12th 10

Total 100

Inference :

According to the survey out of 100 respondents 20% respondents are <5 th , 25% respondents are

5th passed, 29% respondents are 8th passed, 16% respondents are 10th passed and only 10%

respondents are 12th passed.

From the above chart it is clear that majority of respondents are 8 th passed and only 10%

respondents are 12th passed .

6.Do you find your job interesting?

Table: Job Interest


1 Yes 95

2 No 5

total 100

Inference :

According to the survey out of 100 respondents 95% respondents find their job interesting

and only5% respondents do not find their job interesting.

In the company most of respondents find their job interesting i.e 95% .

7.Is your work tiring?

Table: Is work tiring


1 Always 18

2 Sometimes 45

3 Often 5

4 Never 32

Total 100

Inference:

According to pie chart, 18% respndents says that their work is tiring always, 45% respondents

says that their work is tiring sometimes, 5% respondents says that work is tiring often and

remaining 32% respondents says that their work is not tiring.

It is clear from above that majority of respondents feels their work is tiring sometimes.

CHI-SQUARE TEST-1

TO TEST THE RESPONDENT’S RESPONSE ON WORK TIRING

Option No. of Respondents %ageAlways 18 18

Sometimes 45 45

Often 5 5

Never 32 32

Note: χ2= 7.81, for υ=3; Significant at 0.05 level

Hypothesis :

Null Hypothesis (Ho): There is no significant relationship between works tiring.

Alternative Hypothesis (H1): There is close significant relationship work tiring.

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

Always 18 25 -7 49 1.96

Sometimes 45 25 20 400 16

Often 5 25 -20 400 16

Never 32 25 7 49 1.96

35.92

Where,

O is Observed value

and, E is expected value

(O-E)2/E = 35.92

n-1 = 4-1= 3 Degree of freedom

n = number of variables

The significance level = 0.05

So, 7.81 is Tabulated

Calculated > Tabulated

There, Null Hypothesis is rejected i.e. majority of respondents feels their work is tiring

sometimes.

8.Which shift do you find more difficult to work?

Table: Difficult Shift to Work (Male Workers)


1 Morning 5

2 Evening 8

3 Night 35

Total 48

Inference :

Only male workers works in all shifts and female workers works only in morning shift.

In the above chart out of 48 respondents(males) only 10% respondents find their job difficult in

morning shift, 17% respondents find evening shift difficult to work and 73% respondents find

night shift difficult to work.

It is clear from above that most of workers find night shift difficult to work.

CHI-SQUARE TEST-2

TO TEST THE RESPONDENT’S RESPONSE ON DIFFICULT SHIFT TO WORK

Option No. of Respondents %ageMorning 5 9

Evening 8 12

Night 35 70

Morning 5 9

Note: χ2= 7.81, for υ=3; Significant at 0.05 level

Hypothesis :

Null Hypothesis (Ho): There is no significant relationship between difficult shift to work.

Alternative Hypothesis (H1): There is close significant relationship difficult shift to work.

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

Morning 5 12 -7 49 4.08

Evening 8 12 -4 14 1.16

Night 35 12 23 529 44.08

Morning 5 12 -7 49 4.08

53.5

Where,

O is Observed value

and, E is expected value

(O-E)2/E = 53.5

n-1 = 4-1= 3 Degree of freedom

n = number of variables

The significance level = 0.05

So, 7.81 is Tabulated

Calculated > Tabulated

There, Null Hypothesis is rejected i.e. most of workers find night shift difficult to work

9.Are you required overtime in your job?

Table: Require overtime in your job


1 Always 31

2 Sometimes 41

3 Often 0

4 Never 28

Total 100

Inference :

In the above chart out of 100 respondents only 31% respondents always required overtime in

their job, 41% respondents required overtime sometime, 0% respondent says often and 28%

respondents never required any overtime in their job.

From the above chart it is clear that majority of workers sometimes required overtime in their

job.

10.Does company take strict action against absenteeism?

Table: Strict action against absenteeism


1 Yes 42

2 No 58

Total 100

Inference :

According to the survey, out of 100 respondents majority of workers i.e 58% says that their is no

strict action against absenteeism in the company and remaining 42% says there is strict action

against absenteeism.

11.Are you given due recognition for excelling in your job?

Table: Being recognized for excelling in your job


1 Always 25

2 Sometimes 60

3 Often 5

4 Never 10

total 100

Inference :

In the above chart, 25% respondents says that they are recognized for excelling job always, 60%

says that they are recognised for excelling in their job sometimes, 5% says often and remaining

10% says that they are never excelling for their job.

Majority sys that sometimes they are recognised for excelling in their job.

12.Does co-workers help you in work related problems?

Table: Does co-workers help you


1 Yes 100

2 No 0

total 100

Inference :

According to the survey, 100% respondents says that their co-worker help them in their work at

shop floor in the company.

13.What is the satisfaction level of help from co-worker?

Table: Satisfaction with help:


1 Highly satisfied 5

2 Satisfied 70

3 Moderate 25

4 Dissatisfied 0

Total 100

Inference :

According to the survey out of 100 respondents says that their satisfaction level with co-worker

help – 5% respondents are highly satisfied, 70% respondents are satisfied, 25% respondents

have moderate level of satisfaction with co-workers help.

From chart it ts clear that majority of respondents i.e70% are satisfied with their co-worker’s

help in work related problems at shopfloor.

14.Are you satisfied with the oppurtunities provided by the company for your

career advancement?

Table: Satisfaction with oppurtunity provided by the company:


1 Highly satisfied 5

2 Satisfied 65

3 Moderate 25

4 Dissatisfied 5

total 100

Inference :

In the survey out of 100 respondents 5% respondents are highly satisfied with the opportunities,

65% rspondents says that they are satisfied with opportunities provided by the company, 25%

respondents says that it is moderate and only 5% respondents are dissatisfied.

From the above chart it is clear that majority of workers i.e. 65% are satisfied with the

opportunities provided by company.

15.Do you have any other source of income?

Table: Any other source of income


1 Yes 8

2 No 92

Total 100

Inference :

Acording to the survey out of 100 respondents only 8% says that they have another source of

income ,92% respondents says that they don’t have any other source of income.

From the above it is clear that maximum of workers don’t have any other source of income.

16.Nature of work:

Table: Nature of work


1 Hard 10

2 Moderate 65

3 Better 25

Total 100

Inference :

In the above chart, out of 100 respondent 10% respondents says that nature of work is hard. 65%

says that nature of work is moderate, 25% says that nature of work is better .

From above chart it is find that 65% respondent says that nature of work is moderate in the

company

17.Do you get a rest day in a week?

Table: Get rest in a week


1 Always 80

2 Sometimes 0

3 Often 20

4 Never 0

Total 100

Inference :

According to the survey, out of 100 respondent 80% respondents says that they always get a rest

in a week, 20% respondent says that they often get a rest in a week , sometimes and never

respondent are 0%.

Most of respondents always get a rest in a week.

18.what'the preferable day to be absent?

Table: Which day prefer more absent


1 After rest day 38

2 Mid week 12

3 Before rest day 19

4 None 31

Total 100

Inference :

According the survey, out of 100 respondent 38% respondents says that they prefer more absent

after rest day ,12% respondents prefer absent in the mid week ,19% respondents prefer absent

after rest day and 31 % respondents never prefer absent.

From the above chart it is clear that majority of respondent prefer more absent after rest day

19.What is your opinion about working conditions offered by the org.?

Table : Your opinion about working conditions


1 Very good 10

2 Good 75

3 Average 15

4 Poor 0

Total 100

Inference :

According to the survey ,out of 100 respondents 10% respondents says that working condition is

very good in the company,75% respondents says that it is good,15% says that working condition

is average and no respondents said poor.

From the chart it is clear that majority of respondents says that working condition is good in the

company.

20 do you want long leave?

Table: Go for long leave


1 Yes 72

2 No 28

Total 100

Inference :

According to the survey, out of 100 respondents 72% respondents says that yes they go for long

leave, and only 28% said no they never go for long leave .

21.How many times you plan to take long leave in a year?

Table: Plan to take long leave


1 Once 56

2 Twice 21

3 Thrice 0

4 No idea 23

Total 100

Inference :

According to the pie chart, out of 100 respondents 56% respondent said that they plan once for

long leave in a year , 21% said they plan twice in a year, and 23% said that they have no idea

when to take long leave.

Most of respondents plan once for long leave.

22.What is the reason for long leave?

Table: Reason for long leave


1 Health problems 21

2 Family Reasons 33

3 Festivals 23

4 Agriculture 8

5 Marriages 15

Total 100

Inference: In the above pie chart, out of 100 respondents - 21% go long leave due to health

problems, 33% says family reasons, 23% said festivals, 8% says agriculture, and 15% take long

leave for marriages.

Majority of respondent plan to take long leave due to family reasons.

23.Are you satisfied with permitted leaves?

Table: Satisfaction with permitted leave


1 Yes 46

2 No 54

Total 100

Inference :

According to the survey, out of 100 respondents 46% respondents says yes they are satisfied

with permitted leave in the company,54% respondent says they are not satisfied with permitted

leave.

Majority says that they are not satisfied with the permitted leave.

24a.After completion of long leave, do you overtime?

Table: Overstay after completion of long leave


1 Yes 47

2 No 53

Total 100

Inference :

According to the survey, out of 100 respondents 47% respondents says yes they overstay after

completion of long leave,and 53% of respondent said they never overstay after completion of

long leave.

b.If overtime, then why?

Table: Reasons for oversyay


1 Health problems 32

2 Family Reasons 21

3 Festivals 17

4 Agriculture 10

5 Marriages 20

Total 100

Inference :

According to the survey out of 100 respondents 32% respondents says that the health problem is

the main reason of their overstay,21% says family reasons is the reason of overstay, 17% says

reason of overstay is festivals, 10% of respondents says agriculture is the main reason of

overstay and only 20% respondents says that marriages is the reason of overstay.

Majority says that health & family problems are the reasons of overstay.

25.Is your organisation better than other?

Table: Your organisation is better than other


1 Yes 100

2 No 0

total 100

Inference :

According to the survey out of 100 respondents 100% respondents said that yes their

organization is better than other organizations and 0% respondent said no.

CHAPTER-VI

FINDINGS

FINDINGS

It is findings that:

100 respondents 95% respondents find their job interesting and only5% respondents do

not find their job interesting

Their work is tiring always, 45% respondents says that their work is tiring sometimes, 5%

respondents says that work is tiring often and remaining 32% respondents says that their

work is not tiring

Only male workers works in all shifts and female workers works only in morning shift.

31% respondents always required overtime in their job, 41% respondents required

overtime sometime, 0% respondent says often and 28% respondents never required any

overtime in their job

majority of workers i.e 58% says that their is no strict action against absenteeism in the

company and remaining 42% says there is strict action against absenteeism.

25% respondents says that they are recognized for excelling job always, 60% says that

they are recognised for excelling in their job sometimes, 5% says often and remaining

10% says that they are never excelling for their job.

100% respondents says that their co-worker help them in their work at shop floor in the

company.

5% respondents are highly satisfied, 70% respondents are satisfied, 25% respondents

have moderate level of satisfaction with co-workers help.

5% respondents are highly satisfied with the opportunities, 65% rspondents says that

they are satisfied with opportunities provided by the company, 25% respondents says that

it is moderate and only 5% respondents are dissatisfied.

8% says that they have another source of income ,92% respondents says that they don’t

have any other source of income.

10% respondents says that nature of work is hard. 65% says that nature of work is

moderate, 25% says that nature of work is better.

80% respondents says that they always get a rest in a week, 20% respondent says that

they often get a rest in a week , sometimes and never respondent are 0%.

38% respondents says that they prefer more absent after rest day ,12% respondents

prefer absent in the mid week ,19% respondents prefer absent after rest day and 31 %

respondents never prefer absent.

10% respondents says that working condition is very good in the company,75%

respondents says that it is good,15% says that working condition is average and no

respondents said poor.

72% respondents says that yes they go for long leave, and only 28% said no they never

go for long leave.

56% respondent said that they plan once for long leave in a year , 21% said they plan

twice in a year, and 23% said that they have no idea when to take long leave.

21% go long leave due to health problems, 33% says family reasons, 23% said festivals,

8% says agriculture, and 15% take long leave for marriages.

46% respondents says yes they are satisfied with permitted leave in the company,54%

respondent says they are not satisfied with permitted leave.

47% respondents says yes they overstay after completion of long leave,and 53% of

respondent said they never overstay after completion of long leave.

32% respondents says that the health problem is the main reason of their overstay,21%

says family reasons is the reason of overstay, 17% says reason of overstay is festivals,

10% of respondents says agriculture is the main reason of overstay and only 20%

respondents says that marriages is the reason of overstay.

100% respondents said that yes their organization is better than other organizations and

0% respondent said no.

CHAPTER-VII

SUGGESTION

SUGGESTIONS

Absenteeism is a serious problem for management because it involves heavy additional

expenses. The management should take the following measures to reduce the rate of

absenteeism:-

High collaborative culture.

Be aware of problems that may effect employee attendance or performance.

Develop open communication between managers, supervisors and employees.

Employees are encouraged to voice their concerns so their perceptions of the work place

are clear and can be dealt with.

Regularly scheduled department meetings are an excellent way not only to hear employee

perceptions and concerns but also to communicate organizational goals.

An employee’s relationship with their supervisor can greatly influence their feelings

about their work, their coworkers and thus their attendance at work.

More openness and transparency on the part of management.

Make each employee aware that they are a valued member of the ‘’team’’, that they play

an important role in your organization and that their attendance is critical.

Introduce an incentive scheme to reward those who don’t have an absent day. This is

measured quarterly and annually.

Sickness Reporting – Tell employees that they must phone in as early as possible to

advise why they are unable to make it to work and when they expect to return.

Bonus for unused sick leave.

Effective career planning and development program.

Effective training and development program.

CHAPTER-VIII

CONCLUSION

CONCLUSION

Finding and analysis reveals the following conclusion:

Majority of workers find their job interesting in the company .

Majority of workers find night shift difficult to work .

Absenteeism is more in the company after the rest days.

Workers absent due to more overtime.

Most of workers satisfied with cooperation of co-workers & superior.

Most of workers satisfied with opportunities provided by the company for their

advancement.

Workers plan to take long leave once in a year.

Most of workers go for long leave for family reasons, festivals & marriages.

Most of workers overstay after completion of long leave due to health and family

reasons.

There is no strict action against absenteeism in the organization.

Majority of worker are not satisfied with permitted leaves.

CHAPTER-IX

LIMITATION OF THE STUDY

Limitation of the study

The study was limited only to Malhotra Spinners Pvt. Ltd. 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.

BIBLIOGRAPHY

BOOKS:

“HUMAN RESOURCE MANAGEMENT”

By C.B. GUPTA

Published by SULTAN CHAND &SONS, New Delhi.

WEBSITES:

www.malhotraspinners.com

QUESTIONNAIRE

STUDY ON WORKERS ABSENTEEISM IN

MALHOTRA SPINNERS PVT. LTD.

PERSONAL DETAILS :

1. Name………………………….

2. Age

a) <25years b) 25-35 c) >35years

3. Sex

a) Male b) female

4. Marital Status

a) Married b) Unmarried

5. No. of year of service

a) <1 year

b) 1-2 years

c) 2-3 years

d) 4-5 years e) >5 years

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

your opinion, against each statement.

1. Do you find your job interesting?

o Yes o No

you find your work tiring?

o Always o Often o Sometimes

o Never

2. Which shift do you find more difficult to work?

o Morning o Evening o Night

3. Does your work require overtime?

o Always

o Often

o Sometimes

o Never

4. Does company take strict disciplinary action against absentee?

o Yes o No

5. Are you being recognition for excelling in your job?

o Always

o Often

o Sometimes

o Never

6. Does your co-workers help in work related problems?

o Yes o No

7. If yes, what is the satisfactory ?

o Highly Satisfied

o Satisfied

o Moderate

o Dissatisfied

o Highly Dissatisfied

8. Are you satisfied with the opportunities provided by the company for your advancement?

o Highly Satisfied

o Satisfied

o Moderate

o Dissatisfied

o Highly Dissatisfied

9. Whether you have any other source of income?

o Yes o No

A) Absent while working:-

11. Nature of work.

o Hard o Moderate o Better

12. Do you get rest in a week?

o Always

o Often

o Sometimes

o Never

13. what's the preferable day to be absent?

o After Rest Day

o Mid Week

o Before Rest Day

o None

14. What is your opinion about the working conditions offered by the organization?

o Very Good

o Good

o Average

o Poor

o No Idea

15. What is your reason for absenteeism from the work?

o Health problems

o Family Reasons

o Festivals

o Agriculture

o Marriage

B) Absent after long leaves or Overstaying:-

16. a. How many times you plan to take long leave in a year?

o One time o Twice o Thrice

b. For what reasons;

o Sickness

o Marriage

o Agriculture

o Death

o Festivals

17. How many days you want long leave?

o 10

o 15

o 20

o 1 month

18. How many days you are permitted for leave?

o 10

o 15

o 20

o 1 month

19. Are you satisfied with the permitted leaves?

o Yes o No

20. a. After completion of long leave, do you genrally overtime?

o Yes o No

b. If yes, then why?

o Sickness

o Marriage

o Festivals

o Agriculture

o Tiredness

o Grievance with co-workers

o Regenerating and Reenergizing

21. Having considered everything would you say your organization is better than other

organization?

Yes

No

Training Report On

Manpower Absenteeism In

Malhotra Spinners Pvt. Ltd.

Submitted to:

Punjab Technical University, Jalandhar

In partial fulfillment for the requirement

of the degree of

Masters of Business Administration

Session : 2013-2014

Submitted by:

Shipra

MBA (3rd Sem)

1334701

KHALSA INSTITUTE OF MANAGEMENT AND

TECHNOLOGY, LUDHIANA

ACKNOWLEDGEMENT

It is a great pleasure to have this opportunity to express my regards and sense of gratitude

to my guide it is due to her encouragement and proper suggestion this project work could

not be finished without their help in the time limit prescribed by the university.

I am also very much thankful to my parents & brother for their continue

encouragement and moral support during the project.

Last but not least I am also thankful to my friends who supported me during

the deed of the project work.

DECLARATION

I hereby certify that this training report entitled “A COMPREHENSIVE STUDY ON

MANPOWER ABSENTEEISM” in partial fulfillment of requirement for the award of

degree of M.B.A. submitted in the KHALSA INSTITUTE OF MANAGEMENT AND

TECHNOLOGY, LUDHIANA is an authentic record of my own work under the supervision of

Mr. Rajeev Malhotra. The matter present in this project has not been submitted by me in any

other University/Institute for the award of M.B.A. degree.

This is to certify that the above statement made by the candidate is correct to the best of

my knowledge.

INDEX

Ch. No. Topics Page No.

1. Company Profile 1-2

2. Absenteeism : An Introduction 3-9

3. Review of Literature 10-14

4. Research Methodology 15-19

5. Data Analysis and Interpretation 20-48

6. Findings 49-51

7. Suggestion 52-53

8. Conclusion 54-55

9. Limitations of the study 56-57

Bibliography 58

Questionnaires 59-62

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