Download - I t l(sonalika)
INTERNATIONAL TRACTER LTD.
Project :- ABSENTEESM &LABOUR TURNOVER
History & An Overview Of The Group
History :-Established in 1969, Sonalika group from the very beginning has tried to understand customer need.Sonalika has state of manufacturing ,spread in acres, located at Hoshiarpur and tax free zone in H.P. It is the one of the top 3 tractor manufacturing companies in India . Othes products include of, Multi utility vehicles, engines and various farm equipments . It is also one of the few debt free companies. Group has strength of about 2000 employees & technocrats. As we step in to our fifth decade of existence, we continue to lead the development.Tractor & Car plants work in 2 to 3 shifts depending upon volume of work for maximum production. We have ventured in to automobile sector with the launching of RHINO –MUV to write another success story.
Overview Of The Group
Main Group Units of the company: International Tractors Ltd. (ITL) Sonalika Agro Industries Corporation International Cars & Motors Ltd. (ICML) International Autotrac Finance Ltd. (IAFL)
International Tractors Limited was incorporate on October 17, 1995 for the manufacture of Tractors and has since then built a distinct position for itself in the Tractor industry. ITL is manufacturing various Tractors of Sonalika brand between 30 H.P to 90 H.P, and CLASS brand between 70 hp to 90hp. their maximum pulling power, minimum fuel consumption and low emission.
These tractors are also exported to
various countries including South Africa, Australia, Zimbabwe, Sri Lanka, Canada, Bangladesh, Algeria, Ambia, Senegal, Ghana etc.
The corporate philosophy embedded in
trust, quality and commitment has helped the group to carve out a niche for itself in the highly competitive world of Machinery. Sonalika is the fastest growing tractor company .
WHAT DRIVES US
VISION STATEMENTThe Dream Project of Sonalika group is to cater the
agricultural and auto industry with quality abrasive products through untiring dedication and leadership.
MISSION STATEMENTWe pay personal attention to our customers so that,
we can build products they need, and not merely sell the products we build.
PRODUCTSSome products of International Tractors Ltd
◦ DI-750III◦ DI-730 III◦ DI-745III◦ DI-55◦ DI-730 II◦ DI340S◦ DI-75 2WD◦ DI-750II◦ DI-732III◦ DI-75 4WD◦ DI-750◦ DI-732III
HRM practicesHuman ExcellenceThe Company has established an Excellency Centre with a view to develop human
excellence. The centre focuses on three types of training and development activities.
Functions of HRD
•Manpower Planning•Recruitment and selection of employees•Employee Motivation•Employee Evaluation•Industrial Relation•Provision of Employee Services
International Tractors Ltd, Certified as
Quality Management System- ISO
9001:2000 Std.
Quality Management System- ISO/TS
16949:2002 Std.
( ITL Auto Division )
ISO 14001:2004 Environment
Management System
MILESTONES
•2007Joint Venture between ITL and MAGMA , August 2007.
• 2007New variant of RHINO RX
•2006Market Launch of RHINO (MUV)
•2004Opening of in Sonalika group ICML•2003Started export of tractors to Africa & Asian subcontinents•2000Entered into Joint venture with Renault (Class,) from Germany agricultural•1997Entered into Manufacturing of tractors•1969Modest beginning into farm equipment and machinery manufacturing
STUDY OF ABSENTEEISM
WHAT IS ABSENTEEISM?Absenteeism is a habitual pattern of
absence from a duty or obligation. The rate of absenteeism is defined
as :- No of maydays lost due to absence
Absenteeism= _____________________________ * 100
No of maydays scheduled to work
WHAT IS TURNOVER? In economics, turnover refers to the rate at which an employer,gains and loses staff. If
an employer is said to have high turnover, then it may hire people often. The high
turnover can be a risk to the business due to lost skills and knowledge.
REASONS FOR HIGH RATE OF ABSENTEEISM & TURNOVER
How employees report absence
1. Colds/flu2. Stomach upset/food
poisoning
3. Headaches/migraines
4. Back problems
5. Stress/emotional problems/personal problems
In managers' own opinion
1. Colds/flu2. Stress/emotional
problems/personal problems
3. Monday morning blues/extending the weekend
4. Low morale/boring job
5. Childcare problems/family sickness
FACTORS AFFECTING WORKPLACE ATTENDANCE
Associated Workplace Climate FactorsOrganizational and Workplace Factors
Social and Societal InfluencesIndividual Factors
REASONS FOR ABSENCES AS REPORTED BY WORKERS
REASONS FOR TURNOVER AS REPORTED BY WORKERS
Unsafe Working Conditions
Excessive ReworkTravel DistancePoor Craft SupervisionPoor Overall
ManagementPersonal and Family
Illness
Relationship with Boss Overtime Available on Another Job Poor Overall Job
Management Poor Planning Poor Craft Supervision Inadequate Tools and
Equipment Excessive Surveillance
by Owner
EFFECTS OF ABSENTEEISM
Increased CostsLower morale Increased workloadsFrustrated managers and supervisorsLoss of productivityNon achievement of objectivesReduced provision of servicesDecreased product quality Increased training costs and loss of key skills and
personnel Increased supervisory and administrative costsAdverse public perception and confidenceAdverse effects on consumersWorkers loss wages for unauthorized absence from dutyRegular flow of work in the factory is disturbed
Types of interventions to reduce workplace absenteeism
PROCEDURALPREVENTIVERE-INTEGRATION
The model (derived from Veer man, 1990) is represented as:-
CONTROL OF LABOUR TURNOVER
Use of proper tests & interviews in selection of employees.
Proper orientation & training of employeesBetter pay & good working conditionsPromotion from within & other career
opportunities.Security of service.Introduction of incentive plans.Employee welfare schemes.Provision of retirement benefits.Proper job design, & work scheduling to
match skills with job requirements.
DATA ANALYSIS
Family Matters
Personal Health
Religious Activities
Fun & Frolic
Others
96% 4% 0% 0% 0%
Reason for absence or leave?
96%
4% 0% 0% 0%0%
20%40%60%80%
100%120%
Reason of Absence or Leave
Series1
Distance between place of stay & work place(Kms)?
0-10 10-2.5 25-40 More than 40
76% 16% 8% 0%
76%
16%8%
0%0%
20%
40%
60%
80%
0-10 10-2.5 25-40 More than 40
Distance between place of stay & work place
Series1
Satisfaction with working conditions?
Satisfied Unsatisfied No ResponseVentilation 100% 0% 0%
Lights 100% 0% 0%Sanitation 100% 0% 0%Health &
Safety100% 0% 0%
Drinking Water
100% 0% 0%
Rest & Shelter 100% 0% 0%
100%
100%
100%100%
100%
100%
Satisfaction with working conditions
Ventilation
Lights
Sanitation
Health & Safety
Drinking Water
Rest & Shelter
Basis of incentives provided to workers those having high:
Attendance Special Bonus
Promotion And Others(Sale & Profit of Plant)
100% 100%
100% 100%
0%20%40%60%80%
100%120%
Attendance
Pro
motio
n
Basis of Incentives
Series1
Extent of Job SatisfactionHighly
SatisfiedSatisfied Dissatisfied Highly
DissatisfiedSalary 32% 68% 0% 0%
Work Culture 32% 68% 0% 0%Openness of
System32% 68% 0% 0%
Participatory System
32% 68% 0% 0%
Grievance Handling
32% 68% 0% 0%
32%
68%
0% 0%
Extent of job satisfaction
Highly Satisfied
Satisfied
Dissatisfied
Highly Dissatisfied
FINDINGS OF THE STUDY
FINDINGSAfter doing analysis of collected data,
findings that arrived are: -From the analysis of questionnaire we
found that main reasons of absenteeism are:
Family Matters Personal Health of employee.Visit to native place.Poor management SystemAlcoholism & GamblingLack of Interest
CONCLUSION
CONCLUSION
Finally, we can conclude that Indian labor market
is concerned with satisfying their basic needs of cloth, house & food. The main reason of their leave from work is Health of Family Matters & their own health. It reduces productivity & disrupts the flow of work. To control absenteeism & labor turnover, org should provide:
Special Bonus & Incentive Schemes for Extra work. Behavior of management should be co-operative
with labor. Management should provide Health & Safety
programmes to workers.
Queries ?
Thanks *