BACKGROUND OF THE STUDY
Since the last few years, the environment of the business world
has completely changed. The modern business placed on a very
complex and intricate environment, the constraints and opportunities
provided by the nature of the economy and the economic system,
political and legal framework, social system, geographical and
demographic factors etc. have profound impact on the business. Many
developments have taken place during the last one and half decade,
with the opening of Indian economy through globalization and rapid
industrialization. Developments have taken place in almost all the
sector, viz. the Technology, Finance, Communication, Health,
Engineering, etc.
Keeping all the drastic changes in mind, our recognized Institute,
MBA HRD Department A.P.S. University Rewa, have outlined a
summer training programme to gather various information from
different industries. It facilitates the students to understand and grasp
quickly. It increases the skills, knowledge, team spirit and above all
the potentiality of the students to keep pace with the rapid growth of
industrialization.
The purview of my study is to learn much knowledge from
practical studies and not merely from theoretical studies.
MEANING & DEFINITION
Meaning :-
Absenteeism means absence of workers from the regular work
without prior permission notice or sanction.
Absenteeism is said to be there when an employee fails to come
to work when he is scheduled to work.
In other words, it signifies the absence of an employee from work
when he is scheduled to be at work; it is unauthorized, unexplained,
avoidable, and willful absence from work calculating the rate of
absenteeism, two facts are taken into consideration the number of
persons scheduled to work and the number actually present. A worker
who reports for any part of a shift is to be considered present. An
employee is to be considered scheduled to work when the employer has
no reason to expect, well in advance , that the employee will not be
available for work at the specialized time. Any Employee may Stay
away from work if he is taken leave to which he is entitled, or on the
ground of sickness or some accident. Thus absence may be authorized
or unauthorized, willful or caused by circumstance beyond one's
control.
Definition :-
Acc.To Webster's Dictionary:-
"Absenteeism is the practice or habit of being 'absentee' and an
'absentee' is one who habitually stays away".
Acc.To Labour Bureau, Simla:-
"Absenteeism is the total man shift lost because of absences as a
percentage of the total number of man shift scheduled to work".
CONCEPT
Absenteeism is an important problem in many enterprises. Excessive
absenteeism involves a considerable loss to the enterprise because work
scheduled are upset and delayed, and management has to give overtime
wages to meet the delivery dates. The rates of overtime wages are double
than the normal rates of wages .Therefore, study of causes of absenteeism is
essential to deal with the problem.
Worker may remain absent from the regular work due to hard nature
of jobs, monotony in the work & the personal region. This leads to
absenteeism. It is a normal & natural tendency among the factory workers.
"Absenteeism is means absence of workers from the regular work without
prior permission, notice of sanction. It is unauthorized leave & its difference
from regular leaves or holidays. In brief, absenteeism means absence which
is avoidable & willful. Unauthorized absence from regular duty is
absenteeism. However, absence on account strikes, lock outs etc. Does not
constitute absenteeism.
The rate of absenteeism is expressed as the percent of man days lost
through absence to the total no. of man days scheduled in a give period.
Number of Man days lost through absenceAbsenteeism = 100
Number of man days scheduled to work
The number of man days scheduled to work is calculated by
multiplying the average number of workers by the number of working days
during the give period.
Absenteeism is an universal problem in industry. It becomes a
problem when it exceeds 10% as it disturbs the production schedules &
creates many problems. Personal researchers have found that generally small
percentage of employees (15%) account for a large percentage of
Absenteeism (70%). Such 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 & after a holiday are liable to higher rate of
Absenteeism.
2. Women are absent more after than man.
3. Bad weather employees who live at distance places.
4. Employees under the age of 25 years & above the age of 55 years are
absent more often than those in the age group of 26-55 years.
5. Operative employees are absent more frequently than the supervisors
& managers.
Types of Absenteeism :-
1) Authorized Absenteeism :-
Pre information and approval required for being absent physically from
work place viz. leave (casual leave, sick leave, special leave) etc.
2) Unauthorized Absenteeism :
In information and no approval required for being absent physically from
work place, popularly known as 'absent'.
3) Bridging Absenteeism :
This type of absenteeism bridges up between unauthorized and authorized
absenteeism initially, no information and no approval but after availing it gets
approved by authority on production of decants like ESI, medical certificates or by
justifying the reasons whatsoever. This type of absenteeism produce a lot of
confusion in data because initially it CC ES under unauthorized category and
afterwards it comes under authorized absenteeism. It is fact that tills type of
absenteeism is exercised in - abundance.
According to another classification, there are two types of absenteeism,
each of which requires a different type of approach.
1) Innocent Absenteeism
Innocent absenteeism refers to employees who are absent for reasons
beyond their control; like sicknes and injury, Innocent absenteeism is not culpable
which means that it is blameless. In a labour relation context tills means that is can
not be remedied or treated by disciplinary measures.
2) Culpable Absenteeism
Culpable absenteeism refers to employees who are absent without
authorization for reasons which are within their control. For instance, an employee
who is on sick leave even though he/she is not sick , and it can be work when they
really are sick by way of compensating, or if they feel they can't be sick "again" so
soon after the last absence. Unhealthy patterns emerge amongst parents: they
routinely work when they should be recuperating, and share their diseases in the
workplace.
Much simpler, more honest and more productive are work environments
where employees feel free to tell their line managers and colleagues that their child
is ill, and then work from home. (And it helps to be properly set up for this, with
remote access, etc).
"A similar process could apply to people who are well enough to work
intermittently at home, but for whom a day in the office could be very debilitating.
This is especially helpfull for prople with chronic or impenitent conditions. A
work regime which requires rune-to-five seven days a week can be intrinsically
disabling for some people with chorus conditions or long term illnesses, or who are
recuperating from serious illness or injury. Flexible hours and home based working
can allow people in this position to maximize their contribution. and to increase
their wage-earning potential. In the end, the solutions should be about focusing on
what people can do, rather than on their non-attendance on the workplace.
MAGNITUDE OF ABSENTEEISM
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 some occupation, it has arisen to the abnormal level of 40% in some
seasons. The extent of absenteeism may differ from industry to industry
place to place and occupation to occupation it may also differ according to
the make up of workforce. Absenteeism may be extensive in a particular
department of an industry or a concern.
There have been many systematic studies of an absenteeism for
example - it has been observed that absenteeism among the younger
workman is extensive on Monday after the weekend, particularly among
unmarried men who after a late night on Sunday perhaps with their
girlfriend, hence find it difficult to get up and come on time and concentrate
on work and it is lowest on pay day.
in the USA it has been observed that curiously enough the extent of
absenteeism is greater among youngster than the older employee greater
among women than man young man are generally found to be absent for a
verity of reasons, including restless ness and a sense of irresponsibility. In
some cases absenteeism of particular workers is due to reason connected
with the job; a worker, for example may be absent because he does not like
his job for some reason, or because he has unsatisfactory relations with his
superior or other employee. Absenteeism may also be due to sickness real.
There has been phenomena rise in absenteeism in some industries in
the cotton textile industry in madras in short of up from 8.9% in 1951 to
16.0% in 1980. Increased from 12.7% to 22.0% in Bombay and 12% to
24.8% in Kanpur. A similar trend was noticed in the woolen industry where
in the same period the percentage of absenteeism from 10.6% to 18.8 in
dhariwal;
These figures are of unauthorized absenteeism if to these are added the
liberal provisions awards and settlements for privilege leave , casual leave
sick leave maternity leave, it would be found that the number of non-
working days in the year in the industries in India is very large .
PECULIAR FEATURES OF ABSENTEEISM
On the basis of micro studies undertaken in different parts of the
country, certain observation may be made -
(a). The rate of absenteeism is the lowest on pay day; it increase
considerably on the days fallowing the payment of wages and bonus.
The level of absenteeism is comparatively high immediately after
pay day, when workers either feel like having a good time or in some
after other cases return home to their village to make purchases for the
family and to meet them "The incident of absenteeism both before and
after a holiday has also been found to be higher than that on normal
days.
(b) Absenteeism generally high among workers below 15 years of age and
those above 40. "The younger employees are not regular and punctual."
(c) The rate of absenteeism varies from department to department within a
unit. And in the building and boling jobs in which only a few workers
are employed and the physical conditions are better than other
department.
(d) The percentage of absenteeism is generally higher shifts than in the day
shifts. This is so because workers in the night shift experience greater
discomfort and uneasiness in the course of their work than they do
during day time.
(e) The percentage of absenteeism is much higher in coal & mica mining
industries than in organized industries. This high percentage of
absenteeism is due to the engagement of laborers in the fields,
marriages and festivals, which together are esteemed to account for
about 75 percentage of the case of withdrawals drunkenness relaxation
or sickness.
(f) Absenteeism in India is seasonal in character. It is the highest during
march-April, May when land has to be prepared for monsoon sowing and
also in the harvest season (September-October) when the rate goes as high as
40 percentages.
CAUSES OF ABSENTEEISM
In order to identify the causes & extent of Absenteeism, proper record
should be kept in every department for various causes of Absenteeism by
such divisions as age, sets days of week & classes of jobs. It should be noted
that it is all most impossible to give a list of exact reason & their percentage.
The royal commission on labour observed that "high Absenteeism
among Indian labour is due to its rural orientation & its frequent urge fro
rural exodus".
According to Acharya "Modern industrial establishments, except,
perhaps, in very small ones, the indiviaual personality is more or place
irretrievably submerged in the journal mass through sheer incident of being
thrown together with other individual for a certain purpose during the good
bit. of each day's life. The individual Elbow room and is Hammered in to set
pattern, while the human spirit clamorous from open spaces & unfiltered air
so that it may kick its legs about for a change"
The incidence of industrial fatigue, trying climate, universal male
nutrition and the applying bad working condition. Aggravate the feeling for
chance among industrial workers and sometime impact them to visit their
home frequently for rest and relaxation.
The evaluator of the personnel program should be classified the data
relating to Absenteeism and try to analysis the various cause Absenteeism
generally following are accountable for Absenteeism at work:-
1. Nature of work.
2. Poor working conditions.
3. Absence of regular leave arrangement.
4. Poor control.
5. Absence of transport facilities.
6. Lack of interest.
7. Attraction to village life.
8. Accidents.
9. Alcoholism Gambling Habits.
10. Miscellaneous causes.
(1) Nature of Work:-
When work is through & monotonous in nature, the worker give tired
physically & mentally so he frequently remains absent without information
to the employer.
(2) Poor Working Condition:-
Poor working condition affect the worker's health adversely. he is tired
of work environment & thus may remain away from work without any notice
to the employer.
(3) Absence of Regular Leave Arrangement :-
Every worker's requires at least 15-20 days leave in year for his
personal work. The employer should provide for such live to all worker.
However, in many factories, workers are not given leave as and when
required naturally, workers remain absent without any intimation to the
employer. Thus, absence of regular leave arrangement leads labours
Absenteeism.
(4) Poor Control:-
Poor production & material control can result in Absenteeism, unless
the flow of work between departments is balanced & continuous, workers
may stay away from there jobs because they loss their interest in the work
and also lose feeling of the importance being dependable.
(5) Absence of Transport Facilities:-
Many factories are located away from the city, limits. Naturally,
worker has to travel long distance. In case of any disturbance in the transport
system, workers are unable to reach their place of work at the proper time &
they have to remain absent. Thus transport difficulties leave to labour
Absenteeism.
(6) Lack of Interest:-
Lack of interest & lack of feeling of responsibility & worth while ness
are also fundamental causes of Absenteeism. Attitude of mine cause by
environment & sociological factor may condition some to develop a feeling
of irresponsibility about going to work.
(7) Attraction to Village life :-
Majority of Indian workers come from village to town for
employment. Physically, they are in town but mentally they are in villages.
Their relative & family members are in the villages & maturely they feel like
visiting their villages often. This leads to Absenteeism. In addition, workers
have go to their native places due to illness of family member, court
member, socio religious festival, agricultural operations, etc. Such causes
leave to high labour Absenteeism.
(8) Accident :-
Industrial accidents & occupational diseases bring about Absenteeism
depending upon the nature of the process and machinery used. Accident
make the worker's in capable of work for some days. They also create mental
problem.
(9) Alcoholism & Gambling Habits:-
A number of worker's in factory are used to drinking, gambling &
other habits. Such as workers are unable to attend duties regularly due to
such habits. This leads to Absenteeism particularly among the male workers.
(10) Miscellaneous Causes :-
A miscellaneous group of causes include such factors as bas weather
another job, personal business, friends this regard of rules, religious & social
festival etc.
EFFECTS OF ABSENTEEISM
Labour absenteeism is harmful to both the employers and workers as
fallows:-
(1) Incidence of industrial accidents increases
(2) Works who are habitually absent way be revoved from services
casual at a great hardship to their families.
(3) Normal work flow in the factory is disturbed
(4) Overall production in the factories goes down
(5) Difficulty is faced in execute the orders in time
(6) Casual workers may have to be employed to meet production
schedules. Such workers are not trained properly.
(7) Over time allowance bill increases considerably because of
higher absenteeism
(8) When a number of workers absent themselves, there is extra
pressure of work on their colleagues who are present.
(9) Workers lose wages for the unauthorized absence from work.
(10) Habitual absentees may be removed from service causing them
great hardship.
MEASURES TO CONTROL OF ABSENTEEISM
An employee has to introduce suitable measures for reducing labour
absenteeism to the lowest level through it is not possible to remove it
completely. Such measures should be related to the important causes
responsible for high rate of absenteeism. The possible measures which an
employer can adopt are as fallows:-
1. Proper Selection:-
Right types of people should be employed for various jobs. While
assigning work to the employees, their aptitudes and interests should be duty
considered. This will make them feel interest in their jobs.
2. Proper Orientation:-
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.
3. Better Working Condition:-
Workers some times, remain absent due to hard nature of jobs and bad
working conditions. An employer can provide proper working condition so
that worker may not have industrial fatigue similarly, it is possible to make a
hard job little lighter by introducing suitable measures.
For Example: - Mechanical device should be used to reduce manual labour
of workers. It is possible to reduce labour absenteeism to a considerable
extent by providing working conditions.
4. Provision of Transport & Housing Facilities:-
Cash prizes may be given to those who are regular through the year
workers who are regular may be given bonus for their regularity in
attendance should be taken into consideration while giving promotions. Such
positives measures en courage workers to be disciplined by layoffs,
discharges and denial of promotion & other privileges.
5. Incentive Bonus to Regular Employees:-
Cash prizes may be given to those who are regular through out the
year. Worker who is regular may be given special bonus for their regularity.
Regularity in attendance should promotions. Such positive measures
encourage workers to be regular in their attendance.
6. Disciplinary Action :-
Punitive action should be taken against those who have the habit of
taking leave without proper sanction. Before taking any disciplinary action
against the chronic offenders, their name should be adequately published in
the organization. If the need arises, the chronic offenders may be disciplined
by layoff, discharges and denial of promotion and other privileges.
7. Prevention of Accidents:-
Industrial accident or even fear of industrial accidents may increase
absenteeism. The management should taken adequate safely measures to
minimize industrial accidents in the workshop.
8. Effective Supervision:-
Absenteeism can be reduced to a great extent by effective supervision.
Supervisors & 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.
9. Employee Counseling :-
Absenteeism is essentially related to individual behaviour and can be
better tackled through guidance and counseling. Workers should be given
proper education & orientation as regards absenteeism and their ill effects on
them. They should be encouraged to be regular through proper information,
education, and guidance. Habitual absentee should be called by the personnel
counselors to impress upon the seriousness of their absence and the need to
be regular.
ABSENTEEISM IN INDIA
Absenteeism is a universal problem in' industry and is riot peculiar to
Indian industries But the rate of absenteeism has been relatively higher in
India. Research studies conducted by 8hri Ram Centre for Industrial
Relations, Employers' Federation of India and the National productivity
Council reveal the following peculiarities of absenteeism in India.
(a) The rate of absenteeism has been more than 10 per cent.
(b) A small percentage of employees (15 per cent) account for a large
percentage (70%) of the total absenteeism. These chronic absentees
have negative perceptions and attitudes e.g. the company is neither
fair not just, supervisors are production entered, workgroup is
unhelpful, and grievance handling, suggestion schemes and joint
committees are mere formalities,
(c) There has been a seasonal bias in the causes making for absenteeism
for example, absenteeism due to sickness was highest in July
September and lowest in April June.
(d) Absenteeism has been greater in night shifts than in day shifts.
(e) Absenteeism is generally higher in the department where super visors
are work-oriented and careless for employee welfare.
(f) The rate of absenteeism is likely to be higher in days before and after
a holiday.
(g) Women tend to be absent more often than men.
(h) Employees below the of 25 years and above the age of 55 years are
absent more often than those in the age group of 26 to 55 years.
(i) Workers tend to be absent more frequently than supervisors and
managers.
(j) Absenteeism is generally higher in large organizations than in small
organizations.
(k) Absenteeism is lowest on the pay day and is highest immediately after
the pay day.
(l) There is tremendous scope for reducing absenteeism through union
leadership within an organization.
JAYPEE GROUP
Jaypee Group is five decade old conglomerate based in Noida, India,
involved in various industries that include Engineering, construction ,
Cement, Power, Hospitality, Real Estate, Expressways, Highways,
Education and Social Commitment. Shri. Jaiprakash Gaur, Founder
Chairman of Jaiprakash Associates Limited after acquiring a Diploma in
Civil Engineering in 1950 from the University of Roorkee, had a stint with
Govt. of U.P. and branched off on his own, to start as a civil contractor in
1958, group is the 3rd largest cement producer in the country. The groups
cement facilities are located in the Satna Cluster (M.P), which has one of the
highest cement production growth rates in India.
Timeline
1979 - Jaiprakash Associates Pvt Ltd formed and sets foot in Iraq.
1981 - Commenced Hotel Business with first hotel in Delhi -
Siddharth
1982 - Hotel Vasant Continental was set up
1986 - Commissioning of 1st unit of 1 MTPA Jaypee Rewa Plant
(JRP) in District Rewa, MP Formation of Jaiprakash Industries Ltd
(JIL)
1987 - JIL listed on Bombay Stock Exchange
1991 - Commissioning of 2nd unit of 1.5 MTPA Jaypee Rewa Plant
1992 - Jaiprakash Hydro Power Ltd established to operate 300 MW
Baspa II HE Project, Jaiprakash Power Ventures Ltd established to
operate 400 MW Vishnuprayag HE project
1993 - JIL signs MOU to develop & operate 1000 MW Karcham
Wangtoo HE Project
1995 - Jaypee Bela Cement incorporated to establish 3rd Cement Plant
at Bela, Hotel Jaypee Residency Manor set up
1996 - Commissioning of the 3rd cement plant 2.5 MTPA Jaypee Bela
Plant in District Rewa, MP
1999 - Hotel Jaypee Palace, Agra set up
2000 - Jaypee Greens Ltd – 458 acre golf centric real estate company
comes into being
2001 - Jaypee Institute of Information Technology (deemed
University since Nov 1 2004) set up at NOIDA
2002 - Jaypee Karcham Hydro Corporation Ltd established to operate
1000 MW Karcham Wangtoo HE Project, Jaypee University of
Information Technology (State university), Waknaghat set up
2003 - Jaypee Institute of Engineering Technology (Constituent
Centre of JUIT, Waknaghat) set up at Raghogarh, Guna. Later this
institute was declared first private state university of Madhya Pradesh
as Jaypee University of Engineering & Technology. Also 1st Captive
Thermal Power Plant of 25 MW commissioned at JRP. Formation of
Jaiprakash Associates Ltd (JAL) by merging JIL with Jaypee Cement
Ltd
2004 - Commissioning of 2nd Captive Power Plant of 25 MW at
Jaypee Bela Plant
2005 - Shares of JHPL listed on BSE/NSE. First hydropower company
to be listed in the country
2006 - Setting up of Madhya Pradesh Jaypee Minerals Corporation
Ltd (MPJMCL) in JV with MP State *2007 - Signing of a joint
venture agreement with Steel Authority of India Ltd for setting up a
2.0 MTPA slag based cement plant at Bhilai.
2008 - Jaypee Ganga Infrastructure Corporation Ltd incorporated for
implementation of 1047 km long 8 lane access controlled expressway
between Greater Noida and Ballia in UP,Chunar and Dalla cement
plants (UPPCL) in UP commissioned
2009 - Amalgamation of four Group Companies, namely, Jaypee
Cement Limited, Gujarat Anjan Cement Limited, Jaypee Hotels
Limited and Jaiprakash Enterprises Limited with flagship company
JAL. Acquired Sangam Power Generation Company Ltd. Signing of
MOU for setting up a 2.0 million tonnes per annum capacity cement
plant in joint venture with Assam Mineral Development Corporation
Limited (AMDC). Group is setting up a Jaypee Hitech Casting Centre.
Amalgamation of Jaiprakash Power Ventures Ltd. with Jaiprakash
Hydro-Power Ltd.; the name of the Company i.e. Jaiprakash Hydro-
Power Ltd. changed to Jaiprakash Power Ventures Ltd.
2011 - Commissioning of 1.75 MnTPA Jaypee Himachal Cement
Grinding and Blending Plant, Bagheri (H.P.)., 2.2 MnTPA Bhilai
Jaypee Cement Ltd., Satna (Madhya Pradesh)., 1.2 million tonnes
Jaypee Roorkee Cement Grinding Unit (JRCGU) at Roorkee,
Uttarakhand.
COMPANY/ORGANIZATIONAL PROFILE:
The Jaypee Group is a well diversified infrastructural industrial conglomerate
in India. Over the decades it has maintained its salience with leadership in its
chosen line of businesses - Engineering and Construction, Cement, Private
Hydropower, Hospitality, Real Estate Development, Expressways and Highways.
The group has been discharging its responsibilities to the satisfaction of all its
shareholders and fellow Indians, summed by its guiding philosophy of "Growth
with a Human Face"
Transforming challenges into opportunities has been the hallmark of the
Jaypee Group, ever since its inception four decades ago. The group is a diversified
infrastructure conglomerate and has a formidable presence in Engineering &
Construction along with interests in the power, cement and hospitality. The
infrastructure conglomerate has also expanded into real estate & expressways.
ENGINEERING & CONSTRUCTION
The Engineering and Construction wing of the group is an acknowledged
leader in the construction of multi-purpose river valley and hydropower projects. It
has had the unique distinction of executing simultaneously 13 hydropower projects
spread over 6 states and the neighboring country Bhutan for generating 10,290
MW of power.
The group has been assigned “CR1” grade by ICRA Ltd indicating very
“Strong Contract Execution Capacity with best prospects of timely completion of
projects without cost overruns etc. for projects with average value of Rs.2500
crores.” It is the only group in India, which pre-qualifies on its own for the bidding
of various projects that are awarded in the country.
A leader in engineering & construction of hydropower projects in India, the
Company has the largest market share in the Indian hydropower, E&C and EPC
sector having participated in 54% of hydropower projects developed in 10th 5-
Year Plan in different capacities.
The company also has the distinction of executing three out of five
hydropower projects contracted on an EPC basis in the country till March 2007.
Two of these, 300 MW Chamera - II and 520 MW Omkareshwar, have been
completed ahead of schedule.
The 900 MW Baglihar (Stage-I and II) hydroelectric project in Jammu &
Kashmir, in the challenging environment of the State with 22 million cubic meters
of concrete, has been the largest EPC project executed in the country in
hydropower sector, so far.
The key non-EPC projects completed/under executions across India are -
1450 MW Sardar Sarovar Project, the largest water resource project in
India
1000 MW Tehri Dam, Asia's highest rockfill dam
1000 MW Indira Sagar Power House, second largest surface power
house in the country
1500 MW Nathpa Jhakri Power House, the largest underground surface
power house in the country
The in house Design and Consultancy Company, Jaypee Ventures Pvt. Ltd.
(JVPL), gives JAL a competitive edge over its rivals. The design and engineering
arm has been awarded “CT1” grade by ICRA with CIDC (The Construction
Industry Development Council). This is the highest rating assigned to consultants
in the field of engineering.
CEMENT
Special blend of Portland Pozzolana Cement under the brand name ‘Jaypee
Cement’ (PPC). Its Cement Division currently operates modern, computerized
process control cement plants with an aggregate capacity of 13.5 MTPA. The
company is in the midst of capacity Jaypee group is the 3rd largest cement
producer in the country. The group produces expansion of its cement business in
Northern, Southern, Central, Eastern and Western parts of the country and is slated
to be a 23 MTPA cement producer by the year 2011 and 30 MTPA by 2012 with
Captive Thermal Power Plants totaling 375MW.
POWER
Jaypee Group, an integrated power player in the country after having
established a strong presence in the Hydro-Power Sector has initiated its entry into
Thermal Power Generation, Power Transmission and also forayed into Wind
Power.
The group with its operational projects of 300 MW Baspa-II (Himachal
Pradesh) and 400 MW Vishnuprayag (Uttarakhand) is India’s largest Private sector
Hydro-power producer.
Besides this, 1000 MW Karcham Wangtoo project (Himachal Pradesh) is
under advanced stage of implementation. In addition to these, with 2900 MW
projects (2400 MW Lower Siang & 500 MW Hirong ) coming up in Arunachal
Pradesh and 720 MW (270 MW Umngot and 450 MW Kynshi Stage –II) in
Meghalaya , the Group will have total hydro-power generation capacity of over
5000 MW.
The Group is in the process of implementing 2 x 660 MW pit head based
Nigrie Thermal Power Plant in District Singrauli of M.P. and 5x 250 MW Thermal
Power plant at Bina M.P. JAL has been awarded LOIs for 1980 MW (3 x 660
MW) Karchana Thermal Power Project and 3300 MW (5 x 660 MW) Bara
Thermal Power project in UP. Besides this, is also setting up through M/s Suzlon,
50 MW of Wind Power plant in district Dhule, Maharashtra.
The Group is setting up Transmission System associated with 1000 MW
Karcham Wangtoo Hydro Electric Project. The Transmission Project will consist
of a 230 km long transmission line between Wangtoo in Himachal Pradesh and
Abdullapur in Haryana. The project is located on river Baspa a tributary of River
Sutlej. The transmission line is to be completed by 2011 coinciding with the
commissioning of the Karcham Wangtoo Project and is likely to cost Rs.10,000
million.
HOSPITALITY
The Group owns and operates 4 Five Star Hotels, two in New Delhi and one
each in Agra and Mussoorie with a total capacity of 643 rooms. Another state-of-
the-art resort and SPA is being set up in collaboration with SIX SENSES at
Greater Noida.
REAL ESTATE AND EXPRESSWAYS
The Group is a pioneer in the development of India’s first golf centric Real
Estate. Jaypee Greens - a world class fully integrated complex consists of an 18
hole Greg Norman Golf Course. Stretching over 450 acres, it also includes
residences, commercial spaces, corporate park, entertainment and nature in
abundance.
The Group is constructing 165 km long 6 lane Yamuna Expressway project
from Noida to Agra and ribbon development on 6250 acres at five or more
locations along the expressway for commercial, industrial, institutional, residential
and amusement purposes, will also be undertaken as an integral part of the project.
In addition to this, 1047 km long 8 lanes Ganga Expressway from Greater Noida to
Ballia (Eastern Uttar Pradesh) will also be developed by the Group which will be
the largest private sector infrastructure project in India.
INFORMATION TECHNOLOGY
We are living in an era of information driven enterprise. Focus is consistently
placed on automation techniques that increase the productivity and profitability of
the enterprise with reduced costs across various functional heads. IT is an enabler
in this context. The Group’s Infotech arm JIL Information Technology Limited
(JILIT) specializes in providing services in the area of:
IT Infrastructure Management
Software Development & Consultancy
Multimedia Services
Content Management, Security & Delivery
Multimedia based Educational Content Development
Agricultural Content Development
Learning Solution
JILIT manages the entire IT Infrastructure of the various Group companies that
include over 10 construction sites in some of the remotest terrains of the country
including 200 cement locations in the interiors of India and 3 University Campuses
that house over 7000 computers and various servers.
The company has set up and operates the largest private network of VSAT’s in
Northern India that connect the Group’s various project sites, cement locations and
Hydropower stations. This facilitates seamless connectivity for video conferencing
of remote locations and data connectivity for the ERP solutions of the E&C,
Cement and Hydropower divisions and Educational institutions.
JILIT is one of the leading education content providers for schools in India. A
pioneering initiative was taken in the year 2000 when JILIT conceptualized and
developed the first of its kind digital classroom teaching aid that serves to assists in
teaching, difficult to visualize topics and concepts in Science, Mathematics and
Social Sciences. Today more than 10000 teachers in 500 schools across 152 cities
are trusting our educational content for adding value to their classroom teaching
process and inturn providing benefit to over 150000 students. Other innovative
solution from JILIT includes Campus Connect (integrated resource planning
solution for academic institutions), Online testing tools and Bizconnect.
SOCIAL COMMITMENTS
The group has always believed in growth with a human face and to fulfill its
obligations it has set up Jaiprakash Sewa Sansthan (JSS), a ‘not-for- profit trust’
which primarily serves the objectives of socio – economic development, reducing
the pain and distress in society and providing education at all levels of the learning
curve with sixteen schools, three Technical Training Institutes, two colleges and
three universities.
For over 3 decades now Jaypee Group has supported the socio-economic
development of the local environment in which they operate and ensure that the
economically and educationally challenged strata of the work surroundings are
also benefited from the group’s growth by providing education, medical and other
facilities for local development.
Apart from this sustaining the ecological balance is of paramount importance.
Our ecological management approach has led to efficient and optimum utilization
of available resources, minimization of waste. Our group has also taken green
initiatives, afforestation drives, resources conservation, water conservation, air
quality control & noise pollution control and created a “green oasis’’ amidst the
limestone belt at our cement complex in Rewa.
Because we know, the environment is the prime essence of healthy life and
healthy living as what we do today will be reaped by the next generation.
Last but not the least, “It is our dream of a brighter India that gives us the
courage to brave the odds and emerge successful. It’s no small dream. But then,
it’s not too big either”.
Cement Division
Cement Division of Jaiprakash Associates Limited with its Plants at Jaypee
Rewa Plant (JRP), Jaypee Bela Plant (JBP), and JAAGO & JCBU has been
awarded the Integrated Management System comprising of ISO-9001:2000,
ISO-14001:2004 & OHSAS-18001:1999 by the world renowned Bureau
Veritas Certification. ISO-9001:2000 covers Quality Management System. ISO-
14001:2004 covers all Environmental Issues including conservation of Natural
Resources and Reduction of Emissions and Wastes. OHSAS-18001:1999 covers
Operational Safety and reduces Risk to People, Plant & Machinery.
Awards
Environment
Plant Safety
Mines Safety
Energy Conservation
Jaypee group is the 3rd largest cement producer in the country. The groups cement
facilities are located in the Satna Cluster (U.P), which has one of the highest
cement production growth rates in India.
The group produces special blend of Portland Pozzolana Cement under the
brand name ‘Jaypee Cement’ (PPC). Its Cement Division currently operates
modern, computerized process control cement plants with an aggregate capacity of
2.4 MTPA. The company is in the midst of capacity expansion of its cement
business in Northern, Southern, Central, Eastern and Western parts of the country
and is slated to be a 23 MTPA cement producer by the year 2011 and 30 MTPA by
2012 with Captive Thermal Power Plants totaling 375MW.
Keeping pace with the advancements in the IT industry, all the 140 cement
dumps are networked using TDM/TDMA VSATs along with a dedicated hub to
provide 24/7 connectivity between the plants and all the 120 points of cement
distribution in order to ensure “track – the – truck” initiative and provide seamless
integration. This initiative is the first of its kind in the cement industry in India.
In the near future, the group plans to expand its cement capacities via
acquisition and Greenfield additions to maximize economies of scale and build on
vision to focus on large size plants from inception.
The Group is committed towards the safety and health of employees and the
public. Our motto is ' Work For Safe, Healthy, Clean & Green Environment '.
History of Cement
Manufacture of cement has a history, which traces back to millennia. The
Romans who were prolific builders used burnt calcareous (calcium bearing)
rocks along with pozzolanic materials in an era Before Christ. The structures
built by them, like the Pantheon, are still there for us to see proving the goodness
of cementitious materials as input material for construction. Post industrialization
and as infrastructure development started globally, demands for cement have been
growing steadily both quantitatively & qualitatively.
India is the second largest cement producer in the world after China and cement consumption has been growing at a CAGR of over 8% p.a. in the last five years.
Manufacturing Process of Cement:
Mining
The cement manufacturing process starts from the mining of limestone, which
is the main raw material for making cement. Limestone is excavated from open
cast mines after drilling and blasting and loaded on to dumpers which transport the
material and unload into hoppers of the limestone crushers.
Crushing Stacking & Reclaiming of Limestone:
The LS Crushers crush the limestone to minus 80 mm size and discharge the
material onto a belt conveyor which takes it to the stacker via the Bulk material
analyzer. The material is stacked in longitudinal stockpiles. Limestone is extracted
transversely from the stockpiles by the reclaimers and conveyed to the Raw Mill
hoppers for grinding of raw meal.
Crushing Stacking & Reclaiming of Coal
The process of making cement clinker requires heat. Coal is used as the fuel
for providing heat. Raw Coal received from the collieries is stored in a coal yard.
Raw Coal is dropped on a belt conveyor from a hopper and is taken to and crushed
in a crusher. Crushed coal discharged from the Coal
Crusher is stored in a longitudinal stockpile from where it is reclaimed by a
reclaimer and taken to the coal mill hoppers for grinding of fine coal.
Raw Meal Drying/Grinding & Homogenisation
Reclaimed limestone along with some laterite stored in their respective
hoppers is fed to the Raw Mill for fine grinding. The hot gasses coming from the
clinkerisation section are used in the raw mill for drying and transport of the
ground raw meal to the Electrostatic Precipitator / Bag House, where it is collected
and then stored and homogenised in the concrete silo. Raw Meal extracted from
the silo (now called Kiln feed) is fed to the top of the Preheater for Pyroprocessing.
Clinkerisation
Cement Clinker is made by pyroprocessing of Kiln feed in the preheater and
the rotary kiln. Fine coal is fired as fuel to provide the necessary heat in the kiln
and the Precalciner located at the bottom of the 5/6 stage preheater. Hot clinker
discharged from the Kiln drops on the grate cooler and gets cooled. The cooler
discharges the clinker onto the pan / bucket conveyor and it is transported to the
clinker stockpiles / silos. The clinker is taken from the stockpile / silo to the ball
mill hoppers for cement grinding.
Cement Grinding & Storage
Clinker and Gypsum (for OPC) and also Pozzolana (for PPC) are extracted from
their respective hoppers and fed to the Cement Mills. These Ball Mills grind the
feed to a fine powder and the Mill discharge is fed to an elevator, which takes the
material to a separator, which separates fine product and the coarse. The latter is
sent to the mill inlet for regrinding and the fine product is stored in concrete silos.
PackingCement extracted from silos is conveyed to the automatic electronic packers where
it is packed in 50 Kgs. Polythene bags and dispatched in trucks.
Electrical Power
For total power requirement of 90 MW (Jaypee Rewa Plant and Jaypee Bela
Plant), we have
CPP 1 - 25.0 MW
CPP 2 - 25.0 MW
CPP 3 - 37.0 MW
Four DG sets provide an emergency backup. Technical Services
Owning a strong, durable and beautiful home is one of the innate desires of
every human being. At Jaypee, the pioneers in the construction of mega
Hydroelectric projects and other infrastructure projects, we fully understand that
good cement and construction material alone will not ensure strong and lasting
structures. Correct construction practices and quality control at the time of
construction play an equally important role. Our understanding of the construction
practices and related problems has prompted us to extend customized technical
services specially tailored for the Individual Home Builders and large projects. We
firmly believe that quality construction leads to satisfied customers.
The Jaypee Cement Technical Support Service offerings are:
Technical Service Engineers
The Area Marketing Offices have a fully functional technical services
department aptly supported by qualified Civil Engineers who visit and
interact with the customers to assess their needs and accordingly advise them about
the best construction practices so that the dream of a strong and durable home is
realized. Some of the customer-centric initiatives taken up by the Technical
Service Engineers are:
Customized solutions to the problems of the individual home builder
Training the masons and contractors so that they are aware about
good construction practices
Train the channel partners (Dealers and Retailers) about the product
and its correct usage
Interact routinely with the professionals (architects and engineers) and
share information regarding latest developments in the product and
industry.
The services of the Technical Service Engineers can be availed by all users of
Jaypee Cement. For more details, please contact nearest Jaypee Cement Area
Marketing Office or Jaypee Cement Authorized Dealers.
Nirman Mitra Services – Mobile Concrete Testing Vans
Looking at the importance of quality control tests at the time of construction,
Jaypee Cement has introduced mobile testing vans under the brand name of
Nirman Mitr. The vans are fully equipped to carry out strength and workability
tests of concrete. The grading and quality of the aggregates used in concrete can
also be tested. The services of Nirman Mitr are meant primarily for assisting the
customer in making good concrete for any application viz. footing, beams,
columns, lintels, slabs etc.
The services of Nirman Mitr can be availed by any prospective Individual Home
Builder. The services of Nirman Mitr are free of cost, subject to the availability of
the van and on a first come first serve basis. Currently, Nirman Mitr Vans are
operating in the following locations:
1) Delhi 5) Kanpur 9) Faridabad
2) Dehradun 6) Patna 10) Karnal
3) Allahabad 7) Gwalior 11) Panchkula
4) Lucknow 8) Indore 12) Sonepat
The progress of Indian Cement Industry falls into 5 phases:
1 st PHASE (1947-1980): During the period government exercised strict control over the entire
industry though various policies and legislation. The cement industry experienced
the price and distribution control during this period.
2 nd PHASE (1980-1989):
In this phase there was partial decontrol.
3 rd PHASE (1989-1992):
It can be considered as the beginning of progress in cement industry when they could function free form price and distribution controls, but still remained regime of controlled economic decision making.
4 th PHASE (1992-1995):
The industry was freed from all price distribution and licensed controls. However, still it has to face the pang of transitional periods of structural reforms process.
5 th PHASE (1995-……):
The decisive period commenced from 1995 onwards when free market condition
enabled the industry to work within the reformed economic system.
PROFILE OF JAYPEE GROUP
JAYPEE GROUP
Jaiprakash Associates Limited is a premier organization in India,
which commenced its activities in 1972, when a group of engineers got
together in a partnership firm known as Jaiprakash Associates under the
visionary leadership of Shri Jaiprakash Gaur.
Seven years of rapid growth led to its convention into a private limited
company in 1979. Further growth continues as a part of diversification, a
new company was launched in 1983 to set up a modern cement plant with
one million tonne capacity in August 1986 the construction company and the
cement were merged into Jaypee Rewa Cement Limited (JRL).
Today Jaypee Group is a well-diversified infrastructure industrial group with
a turnover of over 18000 crores
CORPORATE PHILOSOPHY
Any corporate entity needs to be dynamic and vibrant, responsive
to the changing economic scenario and flexible enough to absorb
environmental and physical fluctuations. It must harness the inherent
strengths of available resources and must possess the capacity to learn
from success. More than anything else, it should ensure growth with a
human face.
MAJOR AREAS OF OPERATION
CEMENT
CIVIL CONSTRUCTION
HYDRO POWER CONSTRUCTION
HOTEL AND TOURISM
INFORMATION TECHNOLOGY
EDUCATION & WELFARE
JAIPRAKASH POWER VENTURES LTD.
BUSINESS CONCERNS OF JAYPEE GROUP
Civil Engineering
Private Hydro Power
Hospitality
Information Technology
Cement Division
Thermal Station Transmission Lines
Social Work
CIVIL CONSTRUCTION
Jaiprakash Associates Limited is the flagship company of the group and
acknowledged leader in construction of river valley hydropower projects on
turnkey basis and has been in the business for more than three decades.
The company has had the unique distinction of executing simultaneously 13
hydropower project spread over six states and the neighboring country of
BHUTAN for the generation of 10290 MW of power. It has the experience and
expertise to successfully complete such projects in challenging terrain under severe
and adverse condition.
Most of the hydropower projects of the company are located in Himalayas, which
throw up major geographical surprises including ruptured, squeezing rock
condition and water bodies frequently making the task that much more challenging
and tuff. The company has executed around 127 km of tunneling work mostly in
Himalayan range.
MAJOR CONSTRUCTION PROJECTS
Concrete gravity Dam Chamera (Stage-1) in Himachal Pradesh.
1450 MW Sardar Sarovar project in Gujarat.
Veerbhadra Bridge on river Ganga at Rishikesh in Uttaranchal.
Guide Baandh and Approach road for Bridge on river Brahmaputra in Assam.
Lakya Eastern Dam in Karnataka.
Civil work of rolling mills of Vizag Steel Plant in Andhra Pradesh.
Turnkey Construction of 3 Cement Plants of the Cement Division at Rewa in
Madhya Pradesh.
Four Five Star Hotels in Delhi, Agra and Mussoorie.
Sewerage and drainage scheme, Baghdad and Basrah in Iraq.
1000 MW Indira Sagar Powerhouse.
Baglihar Hydroelectric project.
160km 6 Lane express highway between GREATER NOIDA and AGRA.
520 MW Omkareshwar Hydroelectric project in MP on river Narmada.
1000 MW Karacham-Wangtoo hydroelectric project in Himachal Pradesh.
JAYPEE BELA PLANT
Jaypee Bela Plant of 2.5 million tonne capacity was commissioned in 1996.
A blending unit, first of its kind in the country, having a capacity of 6 lacs tonnes
per annum was set up in Sadva Khurd, Distt. Allahabad, (U.P.) in December 2001.
A grinding unit with a capacity of one million tonne has already been set up at
Tanda, Distt. Faizabad, (U.P.).
Through optimization measures, the total cement production of the JAL would be
enhanced to 20 million MT per annum by FY 2011.
In each of the plants, the equipment, instrumentation and control systems were
state-of-the-art when set up. The successive units incorporated improved measures
for facilitating easy operation, timely and proper maintenance, higher energy
conservation and better pollution control. All the 3 plants have received the ISO
9002 certification from the world renowned accrediting agency BVQI.
Mining operations at Jaypee Cement receive utmost attention. For optimal
utilization of the limestone reserves and input of right quality limestone to the
plants, Jaypee Cement has Computer Aided Deposit Evaluation (CADE), Quarry
Scheduling and Optimization (QSO) packages as well as a computerized on-line
bulk analyzer. The plants have 100% power backup through a bank of diesel
generating sets. A 27 MW capacity coal based captive thermal plant started
functioning from August 2003, which has helped the Cement Complex to reduce
substantially its expenditure on power. Work on the second 27 MW coal based
captive thermal plant has also begun and generation of power from this plant is
expected to begin from August, 2004.
Jaypee Cement Complex is consistently producing world class cement of OPC
grades 33, 43, 53, IRST-40, the all popular special blends of pozzolana cement
such as 'Buniyad' and 'Buland' , and Superplus PPC – all surpassing applicable BIS
standards and would shortly be introducing a Low Alkali cement also.
Jaypee Bela Plant, Rewa (M.P)
While Jaypee Cement is a major player in its natural marketing zones of Uttar Pradesh, Madhya Pradesh and Bihar. Jaypee Cement also markets cement in parts of North India, West Bengal and North East. Consistently Jaypee Cement has been the highest exporter of clinker and cement to Nepal. Cement distribution and sales accounting are totally computerized. Computers and VSATs have been installed at 140 dumps, 9 Regional marketing offices (RMOs), all the plants and the corporate office to ensure seamless connectivity for voice and data on 24/7 basis. A wide network of more than 6000 stockists is catered to by these dumps.
Through diligent and continuous efforts, large water reservoirs spread over 33 hectares, with capacity in excess of 20 million cubic meters, have been created in the mining area where mining has been completed, which has helped significantly to improve the depleting water table in surrounding areas. Dense green belts have been developed in the plants, town-ships and the mines. In all about 4 lacs saplings have been planted and are being nurtured. This has indeed converted the Jaypee Cement Complex into a green city. Ever conscious of its social responsibilities and obligations, Jaypee Cement has been regularly organising medical camps. In addition, Animal Care camps and training programmes on Animal Husbandry have also been organized regularly. As part of the Jaypee Corporate Strategy, lot of emphasis is being laid in the field of education by way of organising Bal-wadis and Adult Education classes in the villages surrounding the plants.
JAYPEE CEMENT AT A GLANCE
Present capacity 7 million tones – the single largest cement complex at Rewa (M.P.) one location in India.
New plant of 3 million tones capacity have been installed set up in Himachal Pradesh (including grinding unit of 1.5 million tones capacity at Panipat, Haryana) by March 2007. Purchase of 2.6m MT brown field plants of erstwhile UP State Cement corporation and take over of Anchal Cement, Gujarat & Sidhi, M.P. will take the total capacity surpassing 20 million tones mark.
All the three plants have received the ISO 9002 certification from the world – renowned accrediting agency BVQI.
A wide range of World class cement of OPC grades 33, 43, 53 IRST 40 and the all special blends of Pozzolana cement such as Buniyad & Buland all surpassing applicable BIS standards. Shortly introducing Low Alkali cement.
A large network of 140 dumps catering to more than 6000 stockist spread across U.P., Uttaranchal, M.P., Bihar, Jharkhand, West Bengal, North East Delhi and Nepal, Rajasthan, Gujarat, Maharastra, A.P..
Largest selling in Uttar Pradesh & Uttaranchal with a combined market share of approx 28% and 35% market share in Madhya Pradesh.
Consistently the largest exporter of cement & clinker from India to Nepal during the last 7 years.
More than 750 Kms of National Highways being reconstructed with more than 8 lac tones of Jaypee Cement Likely to be consumed in the same.
Jaypee Cement being used in the construction of large dams and hydro electric power projects like the Tehri Dam in Uttaranchal, Dul hasti and Baglihar projects in Jammu & Kashmir, Indira Sagar dam in M.P., Teesta – V project in Sikkim, Baspa-II, Nathpa Jhakri and Chamera –II projects in H.P. and tala project in Bhutan.
List of prestigious clients include NTPC, NHPC, GAIL, IOC, NFL, Indian Railways, L&T, Gammon, HCC, Som Datt Builders, IRCON, UPSBC, Hindalco to name a few.
Creation of large multi locational Technical cells to support & educate our consumers on usage of cement in various types of construction.
Recently awarded the “National Safety Award” by the National Safety Council of India for developing and implementing very effective management systems and procedures and attaining very high performance levels in occupational safety and health.
During the Financial Year 2004-2005, total sales of JAL were 5.88 million MT. The total turn over of the Cement Division of the Company during 2004-05 was in excess of Rs. 1200 Crores.
Our Vision
To be dynamic & vibrant, responsive to the changing economic
scenario & flexible enough to absorb environmental & fiscal fluctuation
harness the inherent strength of available human recourse & material
have the capacity to learn from success & more than learn any thing
else ensure growth with human face.
Our Mission
To ensure growth for improving the quality of live with a human
face & contribute to the growing economy, maximizing benefits to our
customers & the nation at large by serving the core sector of the
economy
RESEARCH METHODOLOGY
3.1 Research Method
Research methodology is a systematic and scientific method to
know the truth and reality behind phenomena. Research methodology is
a way to systematically solve the problem. When we talk about research
methodology we not only talk about the research methods but we also
consider the logic behind methods we use in the context of our research
study and explain why we use a particular method or technique and
why we are not using others, so that research results are capable of
being evaluated either by the researcher himself or the others.
The aim of research is a process recording and analyzing the
critical and relevant facts about my problem in any branch of human
activity.
According to Hudson, "All progress is born of inquiry. Doubt is
often better than over confidence, for it leads to inquiry and inquiry
leads to inventions."
Research Design :-
A "Research Design is the arrangement of conditions for
collection and analysis of data in a manner that aims to combine
relevance to the purpose with economy in procedure. In this study
Descriptive type of research design has been used.
3.2 OBJECTIVE OF THE STUDY
1. To get knowledge of absenteeism trend in the employee of the
organization.
2. To study through analysis the general behaviour and pattern of
employees towards absenteeism.
3. To study the reasons which cause absenteeism in the organization.
4. To study the impact of absenteeism in the organization.
5. To study the reasons attributable to organization working to
provide suggestion for removal of the problem.
3.3 SOURCE OF INFORMATION The quality of data can be expressed in the term of its
representative feature of the reality which can be ensured by the usage of
fitting data collected method.
1. The collection of data is primary.
2. For the purpose of collecting data Questionnaire methods
3. Mixed type of questions
PRIMARY DATA:- Primary data are those data which are collected from the field
under the control and supervision of an investigator. The best method of
collecting data is primary data collection method because it provides more
scope for getting required information.
Source of primary data:1. Questionnaire
To know about the present condition or status regarding particular
item or group of item description research is conducted. The descriptive
research is descriptive of the state of affair as it exists at present. Such a
result is required in analytical form. The survey was conducted using
questionnaire method. By using this method we found the present situation,
the finding and its analysis is described in the further parts.
SAMPLE SIZE: - Sample size refers to the number of the person to be selected from
the universe for conducting a survey. I have selected the sample size of 100.
SELECTION OF STUDY AREA:- The survey has been carried out in Jaypee Bela Cement Plant Satna
(M.P.).
METHOD OF DATA ANALYSIS:- Percentage analysis was used.
3.4 LIMITATIONS
1- It was an expensive task and money was not in adequate amount.
2- Some of the respondent do not disclose real information.
3- Time was not adequate to complete the entire study.
4- Some of the respondents are not easily approachable in the time
of survey.
5- There is big possibility of business of interviewer as well as
respondent.
Q.1 How is you like your work place ?
S.No. Option No. of
Respondents
Percentage of
Respondent
1. Strongly Agree 28 28%
2. Agree 50 50%
3. Neutral 10 10%
4. Disagree 7 7%
5. Strongly Disagree 5 5%
Total 100 100%
Interpretation :-
Above the data shows that the majority of workers like work
place while some workers were can’t say this matter and minimum
worker disagree. So I can say that work place is better.
Q.2 Do you feel like trapped here ?
S.N. Option No. of
Respondents
Percentage of
Respondent
1. Yes 10 10%
2. No 90 90%
Total 100 100%
Interpretation :-
From the data survey I found that the majority of workers says
that they don't feel like trapped while minimum worker feel like trapped
here. So overall workers feel don't like trapped of the organization.
Q.3 Do you think your potential is being utilized optimizing ?
S.No. Option No. of
Respondents
Percentage of
Respondent
1. Strongly Agree 10 10%
2. Agree 63 63%
3. Neutral 12 12%
4. Disagree 10 10%
5. Strongly Disagree 5 5%
Total 100 100%
Interpretation :-
Majority of workers says that their potential is being utilized
optimally, while mostly are strongly agreed. But rests of minimum
workers are Strongly disagreeing with this favour. So I can say that
overall agree with their potential is being utilized optimizing.
Q.4 Do you like your work ?
S.No. Option No. of
Respondents
Percentage of
Respondent
1. Strongly Agree 15 15%
2. Agree 62 62%
3. Neutral 10 10%
4. Disagree 8 8%
5. Strongly Disagree 5 5%
Total 100 100%
Interpretation :-
Above the data shows that the majority of workers says that
they agree their work and most of worker say that they like their work
Can’t Say, but rest of minimum worker are not agree with their work.
Q. 5 Do you think you can give better results on some other job ?
S.No. Option No. of
Respondents
Percentage of
Respondent
1. Strongly Agree 13 13%
2. Agree 10 10%
3. Neutral 63 63%
4. Disagree 9 9%
5. Strongly Disagree 5 5%
Total 100 100%
Interpretation :-
Majority of workers are disagree that they can give better
results on some other job while someone workers agreed that they can
give better result on some other job and minimum are strongly disagree
in it.
Q.6 How do you rate physical facilities at work ?
S.No. Option No. of Respondent Percentage of
Respondents
1. Very Good 20 20%
2. Good 72 72%
3. Bad 3 3%
4. Can’t Say 5 5%
Total 100 100%
Interpretation :-
Majority of Employees are rate its good while someone say rate
its very good and minimum employees say rate its bad. So there
is need to updated facility to employees.
Q.7 Is the place safe for working?
S.No. Option No. of
Respondents
Percentage of
Respondent
1. Very Safe 33 33%
2. Safe 54 54%
3. Hazardous 13 13%
Total 100 100%
Interpretation :-
Majority of employees are rate its safe, while someone say
rate its very safe and minimum say rate is hazardous. So there is need to
implementing some new safety programmes and need to give more
updated facility to employee.
33%
54%
13%
Very Safe Safe Hazardous
Q. 8 How is your relationship with your peer’s?
S.No. Option No. of
Respondents
Percentage of
Respondent
1. Very Good 20 20%
2. Congenial 80 80%
3. Non-Congenial 0 0%
Total 100 100%
Interpretation :-
Above the data find it is majority of workers says that they
have congenial relation with their peer while rest of worker says it very
good. So that means overall worker is agree with relation with their
peer's.
20%
80%
0%
Very Good Congenial Non-Congenial
Q.9 How is your relationship with your superiors?
S.No. Option No. of
Respondents
Percentage of
Respondent
1. Very Good 27 27%
2. Congenial 73 73%
3. Non-Congenial 0 0%
Total 100 100%
Interpretation :-
Majority of Workers says that they have congenial
relationship with the superiors while minimum worker says it very
good.
27%
73%
0%
Very Good Congenial Non-Congenial
Q.10 Do you face difficulty in getting leave sanctioned ?
S.N. Option No. of
Respondents
Percentage of
Respondent
1. Yes 7 7%
2. No 93 93%
Total 100 100%
Interpretation :-
Majority of workers says that they don's face difficulty in
getting leave sanctioned, while minimum worker's says that they face
difficulty in getting leave sanctioned.
Q.11 Does the Physical facilities provided has pertinence to
employee’s presence or absence ?
S.No. Option No. of Respondent Percentage of
Respondents
1. Strongly Agree 10 10%
2. Agree 18 18%
3. Neutral 58 58%
4. Disagree 8 8%
5. Strongly Disagree 6 6%
Total 100 100%
Interpretation :-
Surprising majority of employees are Strongly disagree with that
statement between that there is any relevance physical facilities
provided and absenteeism.
Q.12 How do you rate physical facilities at work ?
S.No. Option No. of Respondent Percentage of
Respondents
1. Very Good 32 32%
2. Good 60 60%
3. Bad 5 5%
4. Can’t Say 3 3%
Total 100 100%
Interpretation :-
Majority of management say rate its good while mostly employee
say rate its very good and minimum say rate its bad. So there is need to
give more updated facility to employees.
Q. 13 Do you think that salary structure has perform an important
role in absenteeism ?
S.No. Option No. of Respondent Percentage of Respondents
1. Strongly Agree 15 15%2. Agree 17 17%3. Neutral 60 60%4. Disagree 5 5%5. Strongly Disagree 3 3%
Total 100 100%
Interpretation :-
Above the data shows that the minimum of management respondent find salary structure has perform on important role in absenteeism and someone agreed on it. But maximum of management respondent Strongly disagree in it. The reason being that the last wage revision which to place in 2000 (w.e.f. 1997) was designed for 10 years instead of 5 years tenure and wage revision settled was almost double the rate which was comparable with the best in industry.
Q.14 Can remodeling the incentive scheme increase productive
housing input by employees ?
S.No. Option No. of Respondent Percentage of Respondents
1. Strongly Agree 30 30%2. Agree 35 35%3. Neutral 20 20%4. Disagree 10 10%5. Strongly Disagree 5 5%
Total 100 100%
Interpretation:-
Majority of management are agreed with the statement while someone are strongly in favour and rest of employees are strongly against it. The incentive scheme is not having a proper influential impact on performance of the employees. There is need for proper work study and to redefine the incentive schemes accordingly where in productive have that in by the employees can be improved.
Q.15 Do you think that salary commensurate with efforts put in by individuals employees?
S.No. Option No. of Respondent Percentage of Respondents
1. Strongly Agree 15 15%2. Agree 52 52%3. Neutral 20 20%4. Disagree 8 8%5. Strongly Disagree 5 5%
Total 100 100%
Interpretation:
Above the data shows that the majority of employees are agree
while someone employees strongly agree and rest of employees are
strongly disagree in it.
FINDINGS:-
The survey which was carried out by me during my project report
period in the company regarding the satisfaction level of employees
reveals that Employees are
Satisfy with the:-
Majority of employees are disagreeing with that statement between
that there is any relevance physical facilities provided and
absenteeism.
Majority of management are agreed with his salary structure in
comparison to other industries.
The incentive scheme is not having a proper influential impact on
performance of the employees
Majority of workers says that they have congenial relation with their
peer's
Majority of Workers says that they have congenial relationship with
the superiors.
Majority of workers says that they don't face difficulty in getting leave
sanctioned.
Majority of workers are disagree that they can give better results on
some other job
Majority of workers says that they like very much the work place.
CONCLUSION
Every activity has a purpose are an objective behind it. The
efforts were directed towards the achievement this purpose. This project
in going experience and acquiring certain knowledge about the
company & also about their workers.
During the research it was found that most of the employees are
satisfied with their jobs, conditions in Jaypee Time Office Rewa. The
working condition and working environment in the work place are at
satisfactory level.
At last I would like to conclude that employee absenteeism are
very less in Jaiprakash Associates Rewa & persons which are absent
treated with humanist pattern & Jaypee Time Office Rewa helps to
reduce the family problems which helps in reduction of absenteeism &
counseling is very helpful to reduce absenteeism in organization.
SUGGESTION
1. There is need to analyzed that what is the main cause of
absenteeism & how it can be removed
2. There is need to take sticks action against those employee who
are regular absent.
3. Most employees are belong to village & backward area so
organized the meeting to aware the profit & loss organization
which employee are understand the organization's his profit &
loss.
4. When employee is an absent without information then give
punishment.
5. Provide leave which employee are not absent in the duty.
6. Provide better working condition which employee are work in
properly in the organization.
7. Which employee are regular present in the duty so provide
rewards, promotion & other benefits, so absent employee are
attract him.
BIBLIOGRAPHY
1. BOOKS
Rao ,V.S.P. Human Research Management, Excel Books Ed. II
Jain, M.S. Saiya Human Research Management, Tata Mc Graw Hill
publication.
Mamoriya, C.B., Personal Management Himalaya Publication
Ghosh, P.K., Ghorpade, M.B. Industrial Psychology Himalaya
Publication
2. WEB SITE
(A) www.google.com
(B) www.jalindia.com
(C) www.yahoo.com
Questionnaire
Q.1 How is you like your work place ?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)
Strongly Disagree
Q.2 Do you feel like trapped here ?
(a) Yes (b) No
Q.3 Do you think your potential is being utilized optimizing ?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)
Strongly Disagree
Q.4 Do you like your work ?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)
Strongly Disagree
Q. 5 Do you think you can give better results on some other job ?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)
Strongly Disagree
Q. 6 How do you rate physical facilities at work ?
(a) Very Good (b) Good (c) Bad (d) Can’t Say
Q.7 Is the place safe for working?
(a) Very Safe (b) Safe (c) Hazardous
Q. 8 How is your relationship with your peer’s?
(a) Very Safe (b) Congenial (c) Non-Congenial
Q.9 How is your relationship with your superiors?
(a) Very Good (b) Congenial (c) Non-Congenial
Q.10 Do you face difficulty in getting leave sanctioned ?
(a) Yes (b) No
Q.11 Does the Physical facilities provided has pertinence to employee’s
presence or absence ?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)
Strongly Disagree
Q.12 How do you rate physical facilities at work ?
(a) Very Good (b) Good (c) Bad (d) Can’t Say
Q. 13 Do you think that salary structure has perform an important role in
absenteeism ?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)
Strongly Disagree
Q.14 Can remodeling the incentive scheme increase productive housing
input by employees ?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree (e)
Strongly Disagree
Q.15 Do you think that salary commensurate with efforts put in by
individuals employees?
(a) Strongly Agree (b)Agree (c) Neutral (d) Disagree
(e) Strongly Disagree
APROJECT PROJECT
ON“ABSENTEEISM"
AT JAYPEE Bela PLANT
Submitted for the fulfillment of the degree of
MBA from A.P.S. University Rewa
2013
DEPARTMENT OF BUSINESS ADMINISTRATION
Under Guidance of
Mr.Jitendra VermaManager -III
Submitted By :
Pooja TharwaniMBA II Sem.
A.P.S. University Rewa (M.P.)
Submitted To:
Mr. A.K. NandiGeneral Manager TTG
Jay prakash Associates Ltd. Rewa
AWADHESH PRATAP SINGH UNIVERSITY REWA (M.P.)
DECLARATION
This project report on “ABSENTEEISM AT JAYPEE BELA
PLANT” is submitted by me for the partial fulfillment of the course of
II Sem. of MBA at DBA, A.P.S. University Rewa (M.P.).
This is an original work done by me except the guidance
received which has been properly acknowledge in the report.
This is not a copy of any other report and or any part of
it has not been submitted for the award of any degree or diploma.
Pooja Tharwani M.B.A. II Sem
DBA, A.P.S. University Rewa (M.P.)
PREFACE
This report deals with the study of “ABSENTEEISM AT
JAYPEE BELA PLANT” the report is a humble presentation of the
information gathered and experience gained during the summer
training. The report has been properly divided into different chapters
were each chapter deals with a separate. These chapters are further sub-
divided.
The first chapter of the report gives information about the topic
and the concern.
The second chapter deals with the company profile and overview
of the Jaypee Bela Plant Time Office Rewa.
The third Chapter of the report gives information about the
research methodology and objective of the study.
The fourth chapter of the report is the factual presentation of the
data presentation and interpretation.
The last chapter deals with the probable solutions to the problems
seen by the analysis of findings inform suggestions are presented report
is containing proper Appendix to support the presentation of the study.
.
ACKNOWLEDGEMENT
God give me this opportunity to thank all the people which helped
me to complete my Summer Training Report in a very prosperous
manner.
I would like to express my gratitude towards Mr.Jitendra Verma
Manager-III (P&A) Jaypee Bela Plant, Jai Prakash Associates Ltd.
guidance, supervision and keen interest in study, progress and
completion of this project.
I am also indebted to my Prof-in-charge Dr. Atul Pandey
whose fatherly guidance has been a source of inspiration to me.
I would like to express my sincere and profound sense of
gratitude to Mr. Jitendra Verma for their invaluable guidance
constructive criticism and constant encouragement during the period of
preparing the project work.
I am also thankful to my all friends and seniors whose help has
given this shape to the report.
Lastly no words can adequately express my debt of gratitude to
my parents for generating in me a perennial interest in this field of
study and overall to Almighty God for the successful completion of this
project.
Pooja TharwaniM.B.A. II Sem
DBA, A.P.S. University Rewa (M.P.)
CONTENTS
Certificate
Preface
Acknowledgement
Declaration
Chapters TITLE PAGE NO.
Chapter- 1 INTRODUCTION OF THE TOPIC
Chapter-2 COMPANY PROFILE
Chapter-3 RESEARCH METHODOLOGY
3.1 Research Methodology
3.2 Objective Of The Study
3.3 Source of Information
3.4 LimitationChapter-4 DATA ANALYSIS & INTERPRETATION
Chapter-5 FINDING
CONCLUSION
SUGGESTION
ANNEXURE
Bibliography
Questionnaire
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