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Transcript of Sonis Project
Chapter1
Executive summary
EXECUTIVE SUMMARY
Absenteeism in Indian industries is not a new phenomenon. It is the manifestation of a
decision by employees not to present themselves at their workplace, at a time when it is
planned by the management that they should be in attendance. The absenteeism becomes a
problem to organizational management particularly when employees are absent from their
work environment without giving sufficient notice and by justifying their stand by
furnishing fake reasons. With liberalization and globalization, India has become a fast
developing country and created plenty of new jobs. But industrial growth has not been able
to keep pace with the pace of population growth; causing rampant unemployment .This
being the case one wonders about high rate of absenteeism in Indian industry. In Europe, in
some countries like Italy it is very common to find people having two Jobs. In India where
unemployment is high it is necessary to find out root cause of absenteeism to effective
corrective measures and to help employees to overcome their habit of absenteeism.
The main objective of the study was to find out the reason for absenteeism at ASIAN
ELECTRONICS LIMITED, and how remedy it. The samples were collected at random
based on their pervious absenteeism record at the company office. Personal interviews
were held to assist the employees to answer the questionnaire. Apart from this other
methods used for eliciting information were:-
1) Informal chat with the supervisors, workers and Trade Union Officials.
2) Journal and article published about company.
For this project work, company official will get new insight about absenteeism. Following
are some objectives which are helpful to study the absenteeism:-
(a) To study the concept of absenteeism in an ASIAN ELECTRONICS LIMITED.
(b) To study the leave policy of an AEL.
(c) To study the trends of absenteeism for an employees.
(d) To find out causes of absenteeism at ALE.
(e) To analyze effect of absenteeism and suggest remedies to control absenteeism at ALE.
Asian electronics limited is a manufacturing plant. The scope is restricted to only blue-
collared employees and staff members where not included. Study was conducted to know
various reasons of absenteeism at ground level and makes certain recommendations and
suggestions if any. This was done by studying attendance records of previous and current
year. Sample size is limited to 86 number due to difficulty to catch up irregular workers
on their job. This may not be an appropriate research, as total number of employees is a
very large quantity.
As it was life project, the expert from head office implemented immediate suggestions
given while conducting the project such as counseling, training programmers for
commitment towards work, stress management, etc.
LIMITAIONS OF PROJECT
1. Sample size is small.
2. Employees were hesitating to tell the true answer as they were anxious that some
action the management will take against them.
3. The employees may have answered list of statements accordingly to their moods
and environment of departments some of them might not be having clarity of
mind to answer the statement there in.
4. The ill-favor in the minds of employees about confidentiality of their answers
may affect the study.
5. Views of supervisors have not taken into considerations. We could not contradict
the questionnaire of absent workers with regular workers.
RATIONAL OF THE STUDY
The worth, utility of study from the future point of view extends to-
1) To reduce cost of absenteeism.
2) To provide safety valve to express the dissatisfaction of workers.
3) To improve Quality of work life.
4) Guide employees to solve their personal problems.
5) Training and development programs.
Hence the study provides an opportunity to know about the tussle going in the mind of
the employees and take necessary note of it. This help to improve the working condition
and working atmosphere of the company, which will be beneficial in the future to
company as well as employees.
1) Sickness and bad health are the major reasons given by the absent workers.
2) Absent employees do not monitor their attendance.
3) Family problem has created great impact on absenteeism.
4) Absent employees are unaware of one day loss by one day absentee.
5) Absent employees are lagging in time management.
Chapter 2
Company Profile
2) PROFILE OF THE ORGANIZATION
NAME OF THE COMPANY : ASIAN ELECTRONICS LTD.
YEAR OF ESTABLISHMENT : 1964
ADDRESS : 68, M.I.D.C., Satpur, Nashik.
TELEPHONE : 0253-2204152/153/154.
WEBSITE : www.aelgroup.com
NAME OF THE GROUP : Lighting Group Ltd.
PRODUCT OF COMPANY : Street Light, Dualite luminaries.
AREA OF MARKETING : India as well as Europe.
ACHIEVEMENT : ISO/TS/9001:2008.
NAME OF SR. PERSONNELMANAGER : MR. RAJARAM SONAWANE
QUALIFICATION : BSC. MSW.
EXPERIENCE : 30 YEARS.
AREA OF RESPONSIBILITY : All over HR function.
2.1] INTRODUCTION OF THE ORGANIZATION
Asian Electronics Ltd. is involved in design and manufacturing energy conservation
products, specializing in energy efficient lighting solution. With its world class
manufacturing facility at Nashik, India. It is capable for meeting international standards
of quality and is known across the globe for its products and services Worlds Bank
through IFC Washington, hold 12%.
Equity in company and this itself speaks of AEL’s credibility.
AEL was awarded the AICPA award for being the most investors rewarding company in
1996 AEL’s financial model of “pay from saving” has been recognized as one of best by
US Agency for international development in conjunction with other official agencies. It
is documented in their report on “Strategies of Financial Energy Efficiency”. AEL with
its global presence is propagating the use of energy and efficient and intelligence
controlled lighting system across the one.
HISTORY
Asian Electronics Limited (AEL) was established in 1964 is involved in design and
manufacturing of energy conservative products, specializing in energy efficient lighting
solutions. Asian Electronics was awarded the AICPA award for being the most investor
rewarding company in 1996. AEL’s financial model of “pay from saving” has been
recognized as one of the best by US Agency for international development (USAID) in
conjunction with other official agencies. It is documented in the report on “Strategies of
Financing Energy Efficiency”. AEL with its global presence is propagating the use of
energy efficient and intelligently controlled lighting systems across the world. Their was
change in management in 1980 when MR. Suresh Shah took our as chairman and
Managing Director who turned the company from a sick company to the brand leader in
Capacitor Industry.
The Company has following International Certification:-
Underwriters Laboratories – UL India Private Limited., with headquarters at
Bangalore, is an affiliate of Underwriters Laboratories Inc., USA. Underwriters
Laboratories (UL), is one of the world’s largest Conformity Assessment Service
Provider backed by more than century of experience in product testing and
inspection.
Approval from UK Government – The company has got approval from UK
government and is placed on the qualified for Energy Technology list.
GS Mark – The GS-mark is a German certificate mark controlled by the German
Ministry of Labour on behalf of the German Provinces.
The company has global presence with global partners like Washinghouse lighting
System Limited, Philadelphia, USA Global Energy Management (Europe) Ltd., Global
Energy Management (Deutschland) GmbH, Global Energy Management Italia.
The company has manufacturing Units at the following in India:-
Nashik
Silvassa
Solan
Chennai
During the current year the company has acquired the Lighting Division of Asian
Raymold Lighting Private w.e.f.1st April 2005. The lighting division of Asian
Raymold Lighting Private is manufacturing of light fitting which is fully compatible
with the electro technical standards and compiles with customer demands.
During the current year the company as a part of its innovative approach towards energy
conservation it is involve in the business of manufacturing equipment used for converting
plastic waste into fuel.
Financial Performance:-
Gross Turnover (2008-09) Rs. 214 crores ( app. )
Gross Turnover (2007-08) Rs. 220 crores ( app. )
Gross Turnover (2006-07) Rs. 381 crores (app.)
Significant Achievements:-
Promoted the ‘ T5FTL ’ Product and innovating lighting system in India and
overseas.
Holding US patent for T5 Lamp retrofit lighting Fixtures (Asian S+)
Application pending in other countries.
Joint venture with “Westinghouse” brand.
Pioneer in Promoting Deferred Payment concept and performance contracting in
lighting.
Quality Policy:-
We, at Asian electronics ltd, are committed to achieve excellence in quality of our
energy efficient.
Range of products:-
Energy efficient lighting systems
Intelligent lighting systems
LT and HT switched capacitor systems
HT substation load management system
Range of Luminaries – Asian and Asian Raymold
Institutional Customers:-
Over 500-nos, spread over all industry segments. More than 1.6 millions electronic based
lighting systems installed.
Distribution networks:-
Over 300 Distributors/dealer servicing a wide network of retailers all
over India and still growing.
The various facilities provided by the company are as follows:
Canteen Facilities:
The company provides Tea, snacks and Meals at subsidies rate in the canteen
the employees share is recover though payment.
The concern for housekeeping and safety:
The management lays down lot of the important to the house keeping principal
and 5’ s’, besides that house keeping audits are carried out, awarding house keeping
trophies to the dept who scores highest number of marks. Safety is another area of concern
is. The areas of unsafe condition / unsafe acts are identified as an ongoing activity
appropriate corrective / preventive measure is taken. Safety everybody concern. Company
celebrates safety day and week to promote awareness amongst employees.
Ambulance Room:-
There is an ambulance room available near time office manned by qualified and experience
attendants for consultations of specified days.
Training and development:-
There is a thrust on training and manpower development of people, who are the prime
movers. The superiors identify the training needs, as a partial out come of prime movers.
The performance appraisal system, the training needs are addressed to through training plan
and calendar. The management organizes for substantial knowledge inputs and skills to
individual to discharge his job effectively.
Performance Appraisal System:
The performance of any employees is evaluate / measured in structured and methodical
manner. The performance appraisal is carried out in the prescribed format, in a manner,
discussing the same with the concerned individuals. The annual increments and promotions
are liked with performance appraisal.
Industrial relation and internal union culture:
No any internal and external trade union is Asian electronics Ltd Nashik.
Internet Facility:
Management staff in executive grade and above up to manager levels is entitled for 20
hours of internet usage and the senior managers and above are entitled for 500 hours
subject to prior to approval from Executive Director.
Medical Reimbursement:
The employees will be reimbursement for medical expenses as per grade for himself /
herself and his / her dependents. The dependents include his / her parents spouse and
children. His /her immediate brother or sister is also entitling, provided they reside with
him/her. To get reimbursement will be according to the quantum specified by employee
at the beginning of the financial year.
Bonus:
During Diwali the management staff up to executive level receives an annual bonus as
per eligible for the financial/accounting year. Those employees who are covered under
the superannuating schemes are paid at 20% of the basic salary.
Loan facility:
Company provide miscellaneous loan for their employees by borrowing loan from
outside agencies.
Joining/ Transfer benefit:
Company reimburses the joining expenses towards traveling for self, spouse and
dependant children from place to location of posting as devised in the joining expenses
rules. The management staff is entitled to following permanent transfer benefits.
1. The actual cost of packing and transportation by road/ rail. The estimate of which
should be got approved by the divisional heads.
2. Cost of travel of self and family (wife and dependant children only) by the same class
of travel as normally admissible under travel rules applicable.
3. Setting in allowance equivalent to one month’s salary.
Medical Facility:
The company has made a facility of insurance cover in the form of medical claim policy
available to an employee. This is an optional and individual can opt for it as there is a
group premium benefit.
Provident fund:
All the employees are covered under the Provident fund as per the provision of the
Provident fund act 1952. The company has Provident fund at Nashik. The company
contributes an equivalent amount of member employee’s own contribution to the fund not
exceeding 12% of the basic salary (excluding bonus, HRA, conveyance reimbursement or
any other allowances) to the member. The contributions are made monthly. An employee
shall have the option to contribute more than 12% of basic salary by way of voluntary
contribution without any obligation on the part of the company to contribute an
equivalent amount in excess of 12% of the basic salary.
Gratuity:
Every permanent employee who has been in a continuous service for more than 5 years
shall become entitled to a gratuity at the following rate on cessation of his service with
the company for any reason wherever other than dismissal.
Period of service Rate of Gratuity
a) On completion of 5 years best
less than 10 years continuous
service with the company.
15 days basic salary for every
completed years of service.
CORPORATE VALUE
Honesty
Fairly
Openness
Leading By Example
Trust
Risk Taking
Result Orientation
Productivity
Creativity
Youthfulness
LIST OF DEPARTMENTS
1) Accounts
1) Customer service
2) Dispatch
3) Design Maintenance
4) Human Resources
5) Industrial Engineering
6) Material
7) Planning & Control
8) Plant Engineering
10) Personnel & Administration
11) Process Planning
12) Quality Assurance
13) Quality Engineering
14) Tool Engineering
a) Winding
b) R & D
c) PCB dept
e) Fitting
The following functions are the central functions in respect of all the plants i.e. Nashik,
etc.
A) Accounts
B) Design & Development
C) Human Resources
D) Personnel & Administration
E) Industrial Engineering
F) Tool Room
Shifts working hours
1st :7.00a.m. to 3.00 p.m.
General : 9.a.m. to 6.p.m.
2nd :3.30 p.m. to 11.30 p.m.
3rd :12.00 a.m. to 7.00 a.m.
DAILY RATED EMPLOYEES
CATEGORY STRENGTH
High Skilled 25
Skilled 100
Semi Skilled 100
Unskilled 53
TOTAL 278
STRENGTH OF WORKERS
DEPARTMENTS SRTENGTH
Production 220
HR 7
R & D 15
Purchase 8
Finance & Accounts 15
Marketing Co-Ordination 5
Engineering 5
Stores 15
Maintenance 15
PCP 5
Administration 120
Total 430
2.2) ORGANISATION CHART
PERSONNEL DEPARTMENT CHART
Mr.Akram InamdarSr.Manager-HR
QUALITY POLITY
We, ASIAN ELECTRONICS LTD, ARE COMMITTED to achieve excellence in
quality of our energy efficient product at optimum cost, with Customer Satisfaction
as our focus.
We strive to achieve this through a dedicated and sincere approach of all the AEL
team members.
2.3) PRODUCT AND SERVICES
ASIAN STREET LIGHT
Asian Street Light is available in various forms and size.
SPECIAL FEATURE:
All electrical accessories such as Electronic
ballast , lamp holder are pre wired to a
terminal block and mounted on easily
detachable gear plate.
Hanging arrangement for acrylic bowl
for ease of maintenance
DUALITE LUMINAIRE
Dualite Luminaries is a version of Asian E +
Suitable for new installation, Combined with unique
retrofit reflectors it can be used as lighting fixture.
Rich with feature like 50% saving over
Conventional lighting system, reduce Maintenance
Expenditure, better efficiency.
LUMINI T8 A LIGHTING ALTERNATIVE
Lumini range of fitting is an Asian Brand
state of the art electronic Control gear
housed in plastic Extrusion suitable for slim
line 36W T8 lamps. Ideal for homes, offices,
hospitals, Shop, auditorium or wherever
Energy saving is required.
RETROFLUX
Retroflux, the Energy efficient Lighting
System with PC enabled Wireless dimming,
Retroflux is a Premium version of Asian E+
with An additional feature of dimming
Using a PC and state of the art Wireless
technology.
2.4) INTER DEPARTMENTAL RELATIONSHIP
There are many departments in Asian Electronics Ltd. And all these departments in
coordination with each other are working together to achieve the end objectives of the
organization. All these are functioning as a team and each department has an individual,
vital role to play.
In Asian Electronics Ltd. The marketing dept forecast the market demand of
electronically material as per the study, survey and research. These demands are then put
forward to the production plans for a particular period are prepaid. Then MRP is carrying
out. Then the material requisition is arranged in stores department on a regular basis.
The quality assurance department measures and controls the quality and the required
tolerance of a product. Account and Costing department arrange for funds and make
payment to the supplier of the material, wages and salaries, other expenses. The costing
department arrives at the unit cost of production and takes steps in reducing cost in all
areas of operation.
All departments also play a vital role to maintain the employee relation at the shop floor.
Similarly there are many sub departments which play a dominating role in achieving the
object of the organization i.e. Maintenance department looks after the preventive and
corrective maintenance of the machinery and keep them in good working condition to
achieve the budgeted production targets. EDP department provides a data base for
Management Information System (MIS) to control activities and other monthly required
data (payroll, Ledger etc...)
CHAPTER-3
Objectives of Study
3]. OBJECTIVES OF STUDY
1) To study the concept of absenteeism in an ASIAN ELECTRONICS LIMITED.
2) To study the leave policy of an AEL.
3) To study the trends of absenteeism for an employees.
4) To find out causes of absenteeism at ALE.
5) To analyze effect of absenteeism and suggest remedies to control absenteeism at
ALE.
Chapter 4
Research Methodology
4] RESEARCH METHODOLOGY
Keeping in view the objectives outlined above a systematic method was adopted to seek
the required. The guidance of and the advice of staff of ASIAN ELECTRONICS LTD.
was taken for preparation of in-depth Questionnaire which is given at appendices. This
was followed by Interviews with Managers and subordinates officers. Apart from this
other methods used for eliciting information were:-
(f) Informal chat with the supervisors, workers and Trade Union Officials.
(g) Journal and article published about company.
Useful information was also gained by informal meeting with the personnel manager and
staff and based on their guidance and co-operation the report was complied.
The information thus obtained was collected and complied into a report and submitted to
the institute of Management Research and Technology for onward submission to the
University Of Pune. The data was collected though both primary and secondary sources.
METHOLOGY:
The main objective of the study was to find out the reason for absenteeism, and how
remedy it. The samples were collected at random based on their pervious absenteeism
record at the company office. Personal interviews were held to assist the employees to
answer the questionnaire.
SAMPLING SYSTEM:According to research methodology, out of total available sample size 20% is taken for study. The selection of sample from various departments on random; department wise as shown below:-
Sr.No.Name of Departments Total Sample Selected
Strength size Samples (20%)
1. Production 220 220 442. Personnel 7 7 23. R&D 15 15 34. Purchase 8 8 25. Finance & Accounts 15 15 36. Marketing Coordination 5 5 17. Engineering 5 5 18. Stores 15 15 29. Maintenance 15 15 210. PCP 5 5 111. Administration 120 120 25
TOTAL 430 430 86
TOOLS FOR DATA COLLECTION:
A Questionnaire was prepared consisting of factors like, personal data, health data,
economic data, attendance data, transport data, and working conditions.
The company records were checked for details of absenteeism of individuals to identity
chronic cases. This enabled to study to go into the problem of workers at a deeper levels.
PRIMARY SOURCES:
The following primary sources were utilized for the data collection:-
1) Questionnaires.
2) Discussions.
3) Observations.
SECONDARY SOURCES:
Following secondary sources were utilized:-
1) Reference book
2) Six months records
LIMITAIONS OF STUDY
6. Sample size is small.
7. Employees were hesitating to tell the true answer as they were anxious that some
action the management will take against them.
8. The employees may have answered list of statements accordingly to their moods
and environment of departments some of them might not be having clarity of
mind to answer the statement there in.
9. The ill-favor in the minds of employees about confidentiality of their answers
may affect the study.
10. Views of supervisors have not taken into considerations. We could not contradict
the questionnaire of absent workers with regular workers.
Chapter 5
Project work undertaken
5.1) TOPIC UNDER STUDY
ABSENTEEISM
INTRODUTION:
Perseverance is the secret of success. Success can not be maintained without
perseverance. Persistent people know, fit they can succeed where clever and more
talented people fail Successful people understand that, no one makes it to the top in a
single bound. What truly sets apart willingness to keep putting one step in front of the
other, no matter how rough the terrain is? This is the first and foremost difference
between great people and average people.
This is what made Mr. Nelson Mandela to survive prison for 27 years, at the end of
which, he became the President of the country, which kept him as a the success of
industrial production depends on the perseverance of its labor force. Labor is the blood
flowing through the veins of the body, no industry can survive, if labor disrupted.
Success of a nation depends on the success of its industrial production. With disruption of
labor, production comes to a stand still. Lack of production causes shortage of essential
goods, hardship to labor forces as they depend for their livelihood on continuous labor,
loss to the management and finally to the society at large.
Absenteeism is the opposite of perseverance. It has exactly the opposite effect of
perseverance. It causes production disruption causing disturbance in production
schedules. It causes loss to the worker as well as to the industry, both in terms of
economy and reputation.
DEFINATION OF ABSENTEEISM:
To have proper understanding of the term “Absenteeism”, it is very important to define
the term accurately. Unfortunately, the various authors have not been able to reach at a
consensus. They have defined it from various angles.
“Temporary cessation of work for not less than one whole working day, on the
initiative of the worker when his presence was expected”. (G.D.Hacket).
“Unauthorized absence of the worker from his job”. (Prof. Anka Walikar).
“Absence of worker when work is available” (Prof.K.G.Fenenol).
“Absenteeism is the practice or habit of being an absentee and “absentee is who
habitually stays away”. (Webster Dictionary).
“Absenteeism rate is the total number of man shifts lost because of absences as a
percentage of the total number of man shifts scheduled”. (Labor Department,
Govt. of India).
From definitions it is clear that there is no unanimity regarding the definition. There is an
ambiguity in the use of the term. A worker who is absent with permission, for the
purchase of calculating absenteeism. Further, if a worker is absent for a part of the time
or absent on account of strike, lock-out or lay off, he is excluded from the list of
absenteeism.
To clear the ambiguity the-term absence has been defined as “The failure of the worker to
report for work when he was scheduled to work”.
A worker is scheduled to work, when the employer has work available for him and
worker is aware of it.
PARTICULAR FEATURES OF ABSENTEEISM:
A) Absenteeism is lowest on pay day. It increases considerably on day following the
payment of wages and bonus.
B) Absenteeism is generally high among workers below 25 years of age and those
above 40 years of age.
C) Absenteeism is higher among female workers than in male workers.
D) The rate of absenteeism varies from department to department.
E) The percentage of absenteeism is higher in the night shifts than in day shifts.
F) The percentage absenteeism is seasonal in character and is highest during March-
April-May.
G) Absenteeism is high in coal and mica mining industries.
SOME GENERALIZATIONS:
Personnel researchers have found that generally a small percentage of employees
(15%) account for a large percentage of absenteeism (70%). These employees are
likely to have low interest in their tasks and to be physically below par. Research
studies have further revealed that:
1. The days before and after a holiday are liable to high rate of absenteeism.
2. Women are absent more often than men.
3. Bad weather increases absenteeism, especially among employees who live at
distant location.
Employees under the age of 25 years and above the age of 55 years are absent more
often than in the age group of 26 to 55 years.
Operative employees are absent more frequently than their supervisors
Understanding any other important problem.
TYPES OF ABSENTEEISM
We are studding the types of absenteeism with the help of some bullets points which is
shown us, the present procedure of those types of absence in the company.
Authorized Absenteeism:
If an employee is absent himself from work by taking permission from his superior
and applying for leave, such absenteeism is called authorized absenteeism.
Unauthorized Absenteeism:
If an employee is absent himself from work by without informing or taking
permission and without applying for leave, such absenteeism is called unauthorized
absenteeism.
Innocent Absenteeism
Innocent absenteeism refers to employees who are absent for reasons beyond their
control; like sickness and injury. Innocent absenteeism is not culpable which means that
it is blameless. In a labor relations context this means that it cannot be remedied or
treated by disciplinary measures.
Culpable Absenteeism
Culpable absenteeism refers to employees who are absent without authorization for
reasons which are within their control.
Absenteeism Caused by Circumstance beyond One’s Control:
If an employee is absent himself from duty owing to the circumstance beyond his
control
Accident Leave:
Timely information is not received.
Certificate by the privet Doctor is submitted, MED is not consulted for the
medical assistance.
Late Coming:
Late coming is allowed till 5 times a month.
Warning letters are prepared by PAC and singed by PER issued by the
concern dept. Head.
Warning letters are issued for the concern monthly only.
If the employees come late for more than 10 minutes, late pass is prepared but
this pass is not submitted in the department. Foreman certifies the attendance
after 15 day when he gets the error list.
Absenteeism on any particular day;
Absenteeism is high on Sunday/ festival days/Marriage season.
Night Shift Sleeping:
Workmen in the nightshift are not found at their work place.
Workmen sit in-group even on the shop floor and outside, during the late
evening/ night hours.
Workmen come out early from the dept. and go late when they go to canteen,
during shift.
Most of workmen sleep in the night around 2 or 3.am.
Causes of Absenteeism:
To minimize absenteeism, it is necessary to determine its extent and causes. To
facilitate this, proper records should be kept by every department for various causes
of absenteeism by such divisions as age, sex, days of week, and classes of jobs. It
should be noted that it is almost impossible to give a list of exact reasons, and their
percentages. The evaluator of the personnel program should classify the data
relating to absenteeism and try to analyze the various causes of absenteeism.
Generally the following reasons are accountable for absenteeism at work.
1. Sickness-Sickness is high on the list of causes of absenteeism, running as high
as 50% of the absenteeism in some causes.
2. Accidents- Industrial accidents and occupational diseases bring about
absenteeism depending upon the nature of the process and machinery used.
3. Poor Control- Poor production and material control can result in absenteeism.
Unless the flow of work between departments is balanced and continuous,
workers may stay away from their jobs because they lose their interest in the
work and also lose the feeling of the importance of being dependable.
4. Sex- At lower paid jobs, females has a higher rate of absence as compared with
males. However, at higher jobs there is no such thing.
5. Working Condition- if the working conditions of the company or poor, the
workers cannot adjust themselves with the company’s working condition or the
poor and intolerable working conditions in the factories irritates the workers.
Excess heat, noise, either too much or too low lighting, poor ventilation, dust,
smoke, etc. cause poor health of the workers. These factors cause s the workers
to be absent.
6. Low Level of Wages- Wages in some organizations are very poor and they are
quite inadequate to meet the basic needs of the employees. Therefore,
employees go for other employment during their busy seasons and earn more
money. Further, some employees take up part- time jobs.
7. Poor welfare facilities- Through a number of legislations concerning welfare
facilities are enacted, may organization fail to provide welfare facilities. This is
either due to the poor financial position of the companies or due to the
exploitative attitude of the employer. The poor welfare facilities include poor
sanitation, washing, bathing, first-aid appliance,
Ambulance, rest rooms, drinking water, canteen, shelter, crèches etc. The
dissatisfying workers with these facilities prefer to away from the workplace.
EFFECTS OF ABSENTEEISM :
Out of all factors of production, human factor plays a decisive role in achieving
prosperity of company. Like other organization MICO also strives hard to
maintain able and willing workforce, company also aims to creating a
conducive and congenial working environment which would go a long way in
attracting recruiting, developing, utilizing and retaining competent workforce.
1) EFFECT ON MANAGEMENT:
Management feels that if the human resources are maintained in the best
way it will give them good results in production. It not only reduces those habits
of workers of being absent but also provides a satisfied workforce amicable
atmosphere and industrial peace. Which are the prerequisites for the success of
any organization absenteeism has become a major labor problem for industrial
peace. This results in:
1) Production loss:
2) It reduces efficiency of operations by trainees:
Every man is not a perfect there is limitation in every ones life. To minimize there
Limitation Company uses to give them some types of training. But workers are
continuously absent those training programs it is affect badly on the trainees, who arrange
those programs. It also reduces the efficiency of workers while working the job. These
training programs give the worker how to face the changing technology and their
problems and how to solve them.
3) Requirement of job transfers:
Job transfer means to shift the job, one department to another department In any
workshop the workers are absent, it is very hard to management to transfers that work
shop job to another workshop and completing that type of job in limit period. If it is
happening continuously, it is a bad effect on management to there enplane target.
4) Finally it affects the discipline of the company:
Every company has its own disciplinary action to handed the company is environment. If
no one is obey this disciplinary action it is no use to company such type of discipline,
because without discipline, we can’t achieve the target. And worker use to take
unauthorized leave it is directly attached on the discipline of company and company’s
environment gets spoil.
5) Effect on interpersonal relationship:
Relationship is very important while working in company. Without good relationship
company can’t progression company absenteeism rate is go to high management makes
some new rules and regulation. Which are not expected by the workers & they are come
to management and discussing about the grievances matter. And it directly or indirectly
affects the relationship of worker and management.
EFFECT ON WORKERS:
Absenteeism has been recognized as vital issues effecting discipline, productivity and
efficiency. It is not only shows irresponsibility on the part of workers but also disloyalty
towards the organization, the workers of being absent.
1) Loose their leaf bonus and their economic condition deteriorate:
Company use to give leaves bonus to their employees. But it is given when if workers use
to take minimum leaves. And it is good advantage for the workers to take minimum
leaves and get the bonus. And these types of bonus definitely increased their earnings.
2) The loose sympathy of the employers and the employer’s loose confidence in them:
It is impossible for the management to achieve the target without the help of working
force. If the workers take continuously leaves they are definitely loose the sympathy of
the employers. And due to their habit of taking leaves, the employers loose confidence in
them. And it is bad effect on the management and workers. If the management loose the
confidential of their workers they are think about recruiting new working force.
3) Worker himself spoils their records:
Company use to make each and every worker’s personal records and with the help of
these records, company use to give promotion to that worker who has good records in his
carrier. If the worker use to take more leaves especially those leaves, which are
unauthorized at definitely spoil his personal record. And it is bad effect on his carrier too.
4) Workers get less/rather no chance of being promoted:
Bad record of absenteeism is always spoil record is bad patch on the workers carrier. He
is not getting chance of being promotion of less chance of being promoted of less chance
of promoted. And every individual want’s to get promotion to his carrier. But it is
possible when worker have good record.
5) Worker may loose their job and suffer economically and psychologically and social
too:
Any worker having bad record of his carrier or he is a cornice type of Absenteeism
Company takes final action against him and they use to give him is changing letter. And
the worker loosed his job. And it is bad effect on his economic condition. He suffers from
psychological condition too. Once loose the job it is very difficult for them to search a
new job. Thus is giving them psychological tension.
6) Excessive absenteeism results in the considerable loss of cost to the industry:
Because of absent employees schedules are disturbed and delayed, this results in
confusion and hasty job transfers, overtime and sometimes delay while meeting the
delivery dates of products.
7) Due to absenteeism, continuity of employee on the work or job is disturbed:
It affects his efficiency slightly sometimes his acquaintance in his work group is harmed
and finally group activities are largely suffering.
Control of Absenteeism:
Control of absenteeism depends upon its causes. When its causes are uncovered
by study and analysis, steps can be taken to reduce them. Some of the causes are
relatively simple to isolate and attack, but others are very complex and management may
have no control over them For instance, if it is found that sickness of employees is the
major cause of absenteeism, then”* there is a real problem of how to combat the illness.
Some organizations have found vitamin tablets of use in such cases, some have insisted
upon health examination, and other have^/ installed job rotation plans with success. In
essence, there is no single sure cure for causes of absenteeism. However, the management
may use the following measures to control absenteeism.
1. Proper Induction – The new employees should be inducted in such a way
that their critical attitude is reduced as quickly as possible to avoid
absenteeism from this source.
2. Investigation – The management should properly analyze the various causes
of absenteeism and classify the chronic offenders. This issue should also be
discussed with the representatives of the unions. The management should try
to remove the causes of absenteeism which are under its control.
3. Punishment -Before taking any disciplinary action against the chronic
offenders, their names should be adequately published in the organization. If
the need arises, the chronic offenders may be disciplined by layoffs,
discharges and loss of promotion and other privileges.
4. Counseling - All absent workers should be interviewed upon their return to
determine causes and to impress upon the seriousness of their absence.
5. Prevention of Accidents – Industrial accidents or even fear of industrial
accidents increase absenteeism. The management should take adequate safety
measures to minimize industrial accidents in the workshop.
6. Effective Supervision - Absenteeism can be reduced to a great extent by
effective supervision. Supervisors and foreman should be given adequate
training to deal with various problems of workers. Absenteeism will be at a
low level if the supervisors are able to win the confidence of workers.
Chapter-VI
Analysis & Interpretation Of The Data
6.1) PRESENTATION OF DATA
ASIAN ELECTRONICS LIMITES, NASHIK PLANT
LEAVE POLICY
With immediate effect following Leave Policy and are introduced. This circular
supersedes earlier circular dated 23.03.07
Leave Policy for Manufacturing units,(Nashik, Viholi, Solan, and Silvassa) and
others.
(Other than Retainers)
Annual Leave:
In a calendar year, the total leave allowed is 7 days Causal Leave, 7 days Sick
Leave and 18 days Privilege Leave.
Accumulation/ Carry forward of Leave:
At any Point of time maximum leave which can be accumulated is no more than
45 days (carried forward can only be 13 days).No negative balances of vacation days
shall be allowed.
Leave Encashment:
No leave encashment will be allowed.
Leave Approval: Employee should fill in the card and get prior written approval
from respective HOD. Kindly note that in case the leave card is not filled, then
employee will be marked leave without pay (LOP).
Privilege Leave:
PL can be availed for 4 days only thrice a year with at least 2 weeks prior written
approval. Holidays and Sundays shall not be counted as leave.
Casual Leave:
1) Holidays and Sundays shall not be counted as Causal Leave.
2) Subject to accumulation limits for PL, unutilized CL will get credited to the PL
account at the calendar year.
Sick Leave:
1) Holidays and Sundays shall not be counted as Casual leave.
2) Unutilized Sick Leave shall not be carried forward to the next year.
3) Sick Leave shall not be combined with CL and PL.
Attendance:
All employees are provided with the swipe card and attendance will be marked as
per the swipe card. In case an employee forgot to swipe the card in a particular day,
he has to produce a certificate from HOD, certifying his attendance card and
submit this certificate to Personnel Department.
Working on Holidays:
Holidays and Sundays can to be offset against leave or vacation days.
Outdoor Duty:
Employees going on outdoor duty for official duty during office hours should fill in
the outdoor duty slip so that the same is recorded in the attendance sheet.
6.2 ANALYSIS & INTERPRETATION OF THE DATA
INTRODUCTION:
In this chapter, the data is tabulated and is represented in various graphs.
The data collected were from the questionnaires and are summarized in the percentage of
the observations made through questionnaires or various questions that are helpful for
drawing conclusions for the project study.
The data which is mentioned below all depends on Questionnaire with
the survey of 86 samples-
A) DURATION OF SERVICE:
Question No.1: Year Of Service Associated With Organization by
Employee? (Question for workers)
Since how many years you are associated with this company? (Manager)
Below 10yrs., 18
Between10-20yrs., 58
21yrs. And above, 10
From the table we notice that maximum workers have a service record of 10 years and
above. They are aware that to dismiss them is not easy. So they tend to take leave easily.
A long year also has affected their health, as we will notice later. Many of them suffer
various diseases like blood, hyper tension, backache and stomachache skin irritation (in
mixing, extruding) etc.
Alternatives No .of Respondents
Percentage
Below 10yrs. 18 20.93 %Between10-20yrs. 58 67.44 %
21yrs. And above 10 11.61 %Total 86 100.00 %
B) MONTHLY INCOME:Question No. 2: What is range of monthly income of employee?
32.56
19.7920.9
2.33
11.6212.8
BelowRs.2000
Rs.2000-4000
Rs.4000-6000
Rs.6000-8000
Rs.8000-10000
10000 &above
Monthly net income varies in accordance with extend of their absenteeism as will
as wages.
We find that the quantity of workers having income below Rs.4000/- &
earning about Rs.6000/- to Rs.8000/- are same i.e.18 (20.90%). The earning
between Rs.4000/-and Rs.6000/- are 36.05%. The income was not a major factor
in their absenteeism as we noticed that 83.72% workers are happy with their
Alternatives No. of Respondents
Percentage
Below Rs.2000 11 12.80Rs.2000-4000 10 11.62Rs.4000-6000 02 02.33Rs.6000-8000 18 20.90Rs.8000-10000 17 19.7910000 & above 28 32.56Total 86 100.00
present wages. Absenteeism among these groups may be due to the fact that they
are average group and can manage themselves even if they are absent for a period
of time. They can easily get loans from friends and neighbors. They tend to enjoy
leisure as much as possible.
This group is hindered from coming to work on regular basis, due to the fact that
they are not able to have the service of a servant for household activity.
C) WAGE – SATISFACTION:
Question No.3: Are you satisfied with your wages?
0 20 40 60 80
Satisfied
Not Satisfied
No.of Resp. Percentage
Alternatives No .of Respondents Percentage
Satisfied 28 32.55 %Not Satisfied 58 67.44 %Total 86 100.00 %
It is very note that those not satisfied with wages are just 67.44% with this fact in mind
we can say that wage is not a major factor in absenteeism as 32.55% respondents find the
wage sufficient to manage their family & other expenditure. Dissatisfied workers manly
find wages insufficient against their requirements.
D) TRANSPORT PROBLEM:
Question No.4: Does company provide their transport facility to you?
Alternatives No .of Respondents
Percentage
Yes 66 76.74 %
No 20 23.26 %Total 86 100.00 %
0
10
20
30
40
50
60
70
Yes No
No .of Respondents
Percentage
The transport facility extended by the company was felt by 23.26% respondents. Those
who are having good transport facility felt it adequate are 76.74% so that employees are
more satisfied with transport facility which is provided by the company.
E) FAILURE OF ATTENDANCE:
Question No.5: How often did you fail to attend duty during three years?
Alternatives No. of Respondents
Percentage
Comes in 15 days 01 01.17 %Once in a week 04 4.65 %Twice in a week 04 4.65 %Very Frequently 30 34.88 %Rarely 47 54.65 %Total 86 100.00 %
05
101520253035404550
Comes
in 1
5 da
ys
Onc
e in
a w
eek
Twice in
a w
eek
Very
Freq
uently
Rarely
No. of Respondents
Percentage
Above graphical information is shown that most of the workers rarely fail to
attend the duty and those are 54.65% respondents. Another important distribution
of graph is attendance record which is frequently i.e.34.88%. From this we can
conclude that only minority of the workers fail to attend the duty on the regular
basis.
F) REASONS FOR TAKING LEAVE:
Question No.6: What are the reasons responsible for your absence from work?Reasons of Low Attendance (Month Wise)
The % of action taken against the % of unauthorized absenteeism is very low & thus employees have lost a threat that he would face consequences of his Absence.
Reasons, causes & excuses for low attendance in a month wise manner.
Month Paid Holiday Off Filling Reasons For Absenteeism
JAN 26 JAN 5 New leave startsFEB 4MARCH HOLI 4APR 4 Marriage seasonMAY 1 MAY 5 Marriage & summer vacationJUNE 4 School reopens, bonus advance is
given JULY 5 Heavy rainfallAUG 15 AUG 4 Heavy RainfallSEP GANAPATI 4 Going to their native place for
celebrationOCT DASSERA 5 Consuming balance leave. Balance
bonus is recorded. NOV DIWALI 2
DAYS4 Winter & low temperature.
DES Christmas 4 Winter & low temperature,31 DES
Percentage Nature of job beingmonotonous/ heavy /hard/dirty.Sickness of self /familymember/ relative.
Distance of residence& lack of transportfacility.Family trouble
Engagement with parttime work.
Social& religiousactivities
For political reason ortrade union activity.
Fear of money lenders.
Unsuitable climaticcondition.
Night Shifts
Other personal reasons
The above data is very interesting 38.55% of respondents are unanimous on one point.
They took leave mainly due to genuine sickness. As it is said earlier it is very important
to find out their cause of sickness. Most of them agreed that sickness is the effect of load
& severe injuries of previous period.
Another important reason for absenteeism is nature of their job is monotonous, heavy and
hard. The percentage is 10.92%. Workers who have served the factory more that 15 years
face this problem. They feel that machines are required to be modified as they find
trouble to work on machines. They feel workload is more & their job is stressful.
Alternatives Percentage
Nature of job being monotonous/ heavy / hard/dirty.
10.92%
Sickness of self /family member/ relative. 38.55%Distance of residence & lack of transport
facility.06.00%
Family trouble 08.85%Engagement with part time work. 08.65%Social& religious activities 11.79%For political reason or trade union activity. 00.00%Fear of money lenders. 02.60%Unsuitable climatic condition. 00.00%Night Shifts 01.81%Other personal reasons 07.99%
Some of the respondents remain absent for social and religious activities & due to
transport problems respectively. Other reasons like personal habits, fear of money lender,
unsuitable climatic condition etc. are negligible i.e. 1.75%, 2.60%. 0%. respectively.
Night shift is one of the important reasons for absenteeism. The percentage is
1.81% on which company is required to focus. Due to night shifts workers are facing
problems like accident, fatigue, sleeplessness, restless etc. some training has to be given
to them so as to overcome this problems such as teaching them how to handle personal
problem so as keep mental balance while performing the job. Healthy, clean & good
working climate is to be serving to them.
G) FAILURE OF HEALTH:
Question No.7: What are the reasons for failure of health?
Alternatives No. of Respondents
Percentage
Domestic Problem 25 29.07 %Company Environment
05 5.81 %
Working Condition 15 17.44 %Any polluted condition
02 2.33 %
Irregular duties 04 4.65 %Work Tension 35 40.70 %Total 86 100.00%
No. of Respondents
29%
6%
17%2%5%
41%
Domestic Problem
Company Environment
Working Condition
Any polluted condition
Irregular duties
Work Tension
According to above information, reason of failure of health is work tension.40.70 % of
the workers feel that machines are required to be modified as they find trouble to work on
machines. They feel workload is more & their job is stressful.17.44%of the respondents
felt that failure of health is due to bad working condition.
H) RELATIONSHIP: Question No.8: How is your relationship with your co-workers? (For Workers) : How is your relationship with your colleagues? (For Manager)
0
5
10
15
20
25
30
35
40
45
Very good Good Normal Bad
Percentage
No. of Respondents
As per the survey, there is great coordination between employees, supervisors and
Mangers.46.51% respondents feel that their relations are very with co-workers and
colleagues and only 8.13% respondents hope that there is bad relationship between them.
Though they are working together to achieve the end objectives of the organization. And
all those are functioning as a team.
Alternative No. of Respondents PercentageVery good 40 46.51 %Good 25 29.06 %Normal 14 16.27 %Bad 07 8.13 %Total 86 100.00 %
I) ATTENDANCE RECORD: (Manager)
Question No.9: In your opinion do you think that workers are–?
Alternatives No. of Respondents Percentage
Irregular 03 3.49 %Regular 40 46.51 %Very Regular 25 29.07 %
Never Absent 16 18.60 %
Cannot say 02 2.33 %
Total 86 100.00 %
01020
3040506070
8090
100
Irregular Regular VeryRegular
NeverAbsent
Cannotsay
Percentage
No. of Respondents
As above shown in the graph According to the management of the organization 46.51%
of workers are regular and 18.60% of workers are never absent. Irregular workers are
very few in numbers.29.07% of respondents said that they are very regular to their work
So that, Attendance record is better in the organization.
J) ADEQUACY OF LEAVE FACILITY: (Manager)
Question No.10: Do you suggest that the leave facilities extended to workers by the company is –?
Alternatives No. of Respondents Percentage
Adequate 45 52.33 %
Inadequate 30 47.67 %
Total 86 100.00%
0
10
20
30
40
50
60
Adequate Inadequate
No. of Respondents
Percentage
According to the HR manager of the company the leave facilities are adequate to the
employees. 52.33% of respondents are given the positive response towards adequacy of
the leave facility. And 47.67% of the respondents feel that leave facility is improvable.
K) POSSIBLE DAYS OF LEAVE:(Manager) Question No.11: When do the mostly workers be absent from work?
Alternatives No. of
RespondentsPercentage
Beginning of Month
01 01.17 %
End of the Month 01 01.17 %Pay Days 02 02.32 %Festival 35 40.69 %Unforeseen Event 47 54.65 %
Total 86 100.00 %
0
10
20
30
40
50
60
No.of.Resp. Percentage
Beginning of Month
End of the Month
Pay Days
Festival
Unforeseen Event
Here a regular pattern was not noticeable. Most of the absenteeism was for the
unforeseen circumstances, like sickness of self or family members. Festival is also
an important reason for which workers go on leave viz. Diwali, Ganesh Ustav,
along with religious events such as Yatra. From this we can conclude that only
minority of the workers took leave on regular basis.
L) PUNISHMENT FOR UNSANCTIONED ABSENCE:
Question No.12: Has worker ever been punished for his unsanctioned absence?
0
10
20
30
40
50
60
70
80
90
Yes No
No. of Resp.
Percentage
Though large amount of workers are not aware about provisions of standing orders they
know that letter of warning, show cause notice etc count to penalty. The organization
should try to explain their procedures and consequences in detail.
Alternatives No. of respondents
Percentage
Yes 05 05.81%No 81 94.19%Total 86 100.00%
CHAPTER-7
SUGGESTIONS & CONCLUSIONS
7 .1 CONCLUSION
While doing project on absenteeism of labor hour lost by the organization in the specific
period. The study provides an important and different angle to look in to the rate of
absenteeism. It helps to detect the factors which are mentally, physically, psychologically
and sociologically affecting the workers and necessary steps can be taken to reduce
organization eliminate. Hence the study provides an opportunity to know about the tussle
going in the mind of the employees and take necessary note of it. This help to improve
the working condition and working atmosphere of the company, which will be beneficial
in the future to company as well as employees.
6) Sickness and bad health are the major reasons given by the absent workers.
7) Absent employees do not monitor their attendance.
8) Family problem has created great impact on absenteeism.
9) Absent employees are unaware of one day loss by one day absentee.
10) Absent employees are lagging in time management.
11) Absenteeism is high among workers who have served more than 10 years. The
long years of service assure them of continued service with light punishment.
12) Many workers find it difficult to work in night shift.
7.1 RECOMMENDATION AND SUGGESTIONS
1) Mainly attitudinal problem is the reason for absenteeism so long with the workers,
their family members should also have to be interviewed and guided to solve their
problem so that worker can work with efficiency.
2) Strict Discipline – the management rules relating unauthorized absence should be on
forced strictly a defaulters should be punished immediately.
3) Many of the employees are unable to read well, any of the languages. Hence standing
order of the company could be punished in the form of pocket diaries, high lighting the
important points, so that they can be very well aware about consequences of
absenteeism.
4) Re- education of the workers especially the chronic absentees would help them.
5) Nightshifts are a major cause of absenteeism. Hence older worker could be adjusted to
fit in to one of the early shifts.
6) Creation of Informal Group – An informal group of regular workers who are co-
workers of irregular workers can help to understand actual cause of their absenteeism in
absenteeism in friendlier manner.
7) Each year company gives award for best attendance throughout all depts.., but workers
wish to have monetary award. Company should give certain amount under attendance
scheme.
8) More training and development program should be conducted to reduce absenteeism
and develop the committed and motivated employees.
Suggested training programs are,
Time management
Work performance journal
Meditation
Why to work
The habit of saving
Self image
Scientific rest in work without affecting productivity.
9) Team building exercise should be conducted to solve interpersonal problems
among peers, especially between regular and irregular workers. Peer pressure can
enable the irregular workers to come for work.
10) Visiting professional counselor should be appointed for counseling.
11) Work fatigue can be reduced by conducting cultural programmers in the
company or by organizing picnic every year or by lessening the load of work. Many
stress management programmers will also be useful.
12) Views of supervisor should be considered while going through the absenteeism
case of particular worker.
Chapter 8
Bibliography
BIBLIOGRAPHY
I. C.B. Mamoria- “Personnel Management”
II. Aswathappa K.- “Factory organization and management”
III. Subha Rao.-“Essentails of Human Resources and Industrial Relation”
IV. Internet (websites)
1) www.google.com.
2) www.aelgroup.com.
Chapter-9
Annexure
QUATIONNAIRE (Workers)
PERSONAL DATA
Name :
Age :
Address :
Sex :
Marital status :
Education :
Do family members live with you :
No. of family members :
(Wife, Children, Parents etc.)
Home Town :
Designation :
Wage Group :
1) Since how many years you are associated with this company?
Below 10 yrs.
Between 10-20yrs.
21yrs.And above.
2) Do you have any other source of income besides earning from factory?
Yes
No
3) Are you satisfied with your wages?
Yes
No
If no, please state the reason why you are not satisfied?
4) Does company provide their transport facility to you? Yes No
5) How often did you fail to attend duty during three years? (Mention the year due to transport problem) Comes in 15 days Once in a week Twice in a week Very frequently Rarely6) Reasons for not attending duty regularly:-
Lack of company Transport Lack of public Transport Distance from company too far Domestic Problem
7) What are the reasons for failure of health? Domestic Problem Company Environment Working Condition Any polluted condition Irregular duties Work Tension
8) Have you been hospitalized during the last three years? Yes No
9) For what reason you were hospitalized? Health failure Accident Tension Irregular Meals Work load
10) Are you covered by ESI? Yes No
11) Are you satisfied with your job in the factory? Yes No
12) Do you work in shift? Yes
No
13) How is your relationship with your co-workers? Very good Good Normal Bad
14) What are the following reasons responsible for your absence from work? Please tick (√) against the items applicable?
Nature of job being Monotonous Sickness of self or family Members or relatives Family troubles Side business Social or religious activities Fear of money lenders Unsuitable climatic conditions Night shifts Any other personal reasons not listed above.
QUATIONNAIRE (Manager)
PERSONAL DATA
Name :
Age :
Address :
Sex :
Marital status :
Education :
Do family members live with you :
No. of family members :
(Wife, Children, Parents etc.)
Home Town :
Designation :
Income Group :
1) Since how many years you are associated with this company?
Below 10 yrs.
Between 10-20yrs.
21yrs.And above.
2) In your opinion do you think that workers are–? Irregular Regular Very Regular Never absent Cannot say.
3) Do you suggest that the leave facilities extended to workers by the company is –? Adequate Inadequate
4) When do the mostly workers be absent from work? Beginning of the Month Pay days
End of the Month Festival Inflorescence event.
5) Are you aware of the provisions under standing order on unsanctioned absence? Yes No
6) Has worker ever been punished for his unsanctioned absence? Yes No
7) Do you have any suggestions to make in order to reduce absenteeism? Yes No
If yes, give in detail -
8) According to you what is the best strategy for reduce the present absenteeism in organization? (Please tick (√) against the items applicable)
Be aware of problems that may affect employee attendance or performance Develop open communication between managers, supervisors and employees Regularly scheduled department meetings are an excellent way to hear
employee perceptions More openness and transparency on the part of management Hold regular meeting, keep your staff informed and involved Awareness, commitment and involvement by all levels of staff Bonus for unused sick leave Develop a comprehensive continuous improvement program
ATTENDANCE REPORT OF LABOR
Sr.No ECODE NAME OF EMPLOYEES Dec-09 Jan-10 Feb-10 Mar-10Apr-
10May-
10
1 E3285 JITENDRA TIWARI 0 0 0 0 0 02 E3273 MEENA TIWARI 10 0 0 0 0 03 E3272 SANJEEV GUPTA 0 2 0 0 0 04 E3271 RAJESH PANDEY 0 0 0 0 0 05 E3258 GANESH PARSE 2 0 0 0 0 06 E3198 SUNILKUMAR JATOLIYA 0 6 0 0 0 07 E3186 DHARMENDRA MISHRA 26 0 0 0 0 08 E3182 PRAKASH MALVIYA 0 0 0 0 0 09 E3181 PREMDEEP YADAV 0 0 0 0 0 0
10 E3180 SITARAM GOUR 0 0 0 0 0 011 E3179 SURESH CHOUHAN 0 0 4 0 5 012 E3178 YOGESH SALVI 0 0 0 0 1 013 E3177 RAVI SOLANKI 21 0 0 0 0 014 E3176 ARAFAT KHAN 0 0 0 0 2 015 E3171 AVINASH RAJGURU 0 0 0 0 0 016 E3167 BILAL AHEMED 0 0 0 0 0 017 E3155 SUNILKUMAR YADAV 0 0 0 0 0 018 E3153 VISHAL GUPTA 0 0 0 0 0 0
19 E3151 RASHMI ADLAKHA 0 0 0 31 0 020 E3149 RAGHUWAR SINGH BISHT 0 0 0 0 0 021 E3141 ABDUL RAOOF 0 0 0 0 0 022 E3140 SHREEDEVI NAIR 0 0 0 0 0 023 E3103 AJAYA SOUNER 0 0 0 0 1 024 E3100 SHEKHAR CHOUROSIYA 0 0 0 0 2 025 E3097 VIMLESH PANDEY 0 0 0 0 0 026 E3096 VIJAYKUMAR MORAYA 0 0 0 0 0 027 E3095 MANGILAL 0 0 0 0 0 028 E3094 SHAM LAL 0 0 0 0 0 029 E3092 VEERA RAGHAVAN 0 0 0 0 0 030 E3090 SANJAY DANDGE 0 0 0 0 0 031 E3088 RAVINDRA PARDESHI 0 0 0 0 0 032 E3087 RAJ PASVAN 0 0 0 0 0 033 E3086 DEEPAK KUMAR 0 0 0 0 0 034 E3085 RAKESH KUMAR YADAV 0 0 0 0 0 035 E3084 JAGDISH SAIYYA 21 0 0 0 0 036 E3083 LOKENDERSINGH JADON 0 0 0 0 0 037 E3081 JAGDISH GEHLOT 0 0 0 0 2 038 E3082 JEEVAN JATT 0 0 16.5 0 0 039 E3080 VINAY MURLIA 0 0 0 0 0 040 E3077 MOHMMAND RAMJAN 0 0 18.5 0 0 041 E3076 ANUKARAN TOPPO 0 0 0 0 0 042 E3075 MAHADEV YADAV 0 0 0 0 0 0
43 E3074 HARSHAL BUDHEKAR 0 0 0 0 0 044 E3073 KAPIL SHRIVASTAV 0 0 0 0 0 045 E3072 SHARAD SHRIVASTAV 0 0 0 0 0 046 E3071 ASHISH SAHU 0 0 0 0 0 047 E3069 AJAY LAKRA 0 0 0 0 0 048 E3068 RAHUL SHARMA 0 3 0 0 0 049 E3067 HARIGEN YADHAV 0 0 0 0 0 050 E3066 DEVENDER SINGH 0 0 0 0 0 051 E3065 BHASKAR MISHRA 3 1 0 0 0 052 E3062 NASEEM AHMED 0 0 0 0 1 053 E3058 PARAMJEET SINGH 0 0 0 0 26 054 E3057 VINOD KUMAR 0 0 0 0 0 055 E3055 PALLAVI TUPE 0 0 0 0 0 056 E3054 S KUMAR 0 0 0 2 0 057 E3046 SATYA SHARMA 0 0 0 0 10 058 E3044 ARVIND BHIMKAR 0 0 0 0 0 059 E3026 SURESH KUMAR 0 0 0 0 0 060 E3025 MAHANAND JHA 0 0 0 0 0 061 E3006 YOGENDRA SHEKHAWAT 0 3 0 0 0 062 E3005 DEEP BHATI 0 3 0 0 0 063 E3004 JITENDRA SANVARIYA 1 3 0 0 0 064 E3003 RADHAY SHARMA 0 0 0 0 0 065 E3002 R RAVIKUMAR 3 0 0 0 0 066 E2986 SURIYA PRABAKARAN 8 0 0 0 0 0
67 E2985A MEENAKSHI SUNDARAM 11 0 0 0 0 0
68 E2984 MAHAVEER KATIRIYA 0 0 0 0 30 069 E2982 MANOGKUMAR PRASAD 0 2 1 0 0 070 E2980 HARIKRISHNAN R 0 0 0 0 0 071 E2979 MAYANK PAREEK 0 0 0 0 0 0
Leave Card