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A PROJECT REPORTON
ABSENTEEISM ON EMPLOYEESAT
BISLIRI INTERNATIONAL PVT LTD.
Submitted To
Osmania UniversityIn Partial Fulfillment
Of
The Requirement for the Award of the Degree Of
MASTER OF BUSINESSADMINISTRATION
BY..
()
AVANTHI P.G. COLLEGE(AFFILIATED TO OSMANIA UNIVERSITY, HYDERABAD)
Moosarmbagh,Hyderabad2009-11
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CONTENTS
Chapter Title Page No------------------------------------------------------------------------------------
Chapter1
1.1 Introduction
03
1.2 Statement of the problem
07
1.3 Scope of the study
09
1.4 Objectives
11
1.5 Research Methodology
13
1.6 Limitations
16
Chapter--22.1 Company Profile 18
2.2 Industry Profile
24
Chapter33.1 Review Of Literature
27
Chapter44.1 Data Analyses And Literature
35
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Chapter55.1 Findings
59
5.2 Suggestions61
ANNEXURE
Questionnaire 64
Bibliography 66
INTRODUCTION
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1.1 INTRODUCTION
INTRODUCTION ABOUT MINERAL WATER:
THE HISTORY OF WATER:
Billions of years ago there was only a large cloud of gasses. In
this large cloud there were the gasses oxygen (O2), and hydrogen (H2).
When the temperature decreased, solid rock came to existence holding
water within. Because the temperature was still dropping, the gasses
changed into liquids. The condensed water gathers in large oceans on
the solid rock surface. The temperature keeps dropping further, but
stabilizes soon enough to keep the water from freezing into ice, except
for the icecaps on the north- and South Pole. The liquid water forms
rain, oceans, lakes and rivers.
DISCOVERY OF WATER:
Before the 18th century, water was seen as an element:
Something you could not separate in two or more other things. In the
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end of the 18th century, during the age of relief, scientist started to
research all things they did not know.
1783- In this time, water was also analyzed. French scientist found out
how to split water into oxygen and hydrogen. Their names were A.L
Lavoisier, J.M.C. Meusier de la Place and G. Monge. They let water
vapor react with red-hot iron, so the water was analyzed.
1789- Scientist from The Netherlands discovered the same thing. J.R.
Deiman and A. Peats van Troostwijk did a scientific experiment with
water and sparks. The water reacted into oxygen and hydrogen.
1891- The French scientist Vernon started to think about the
possibility of water coming at it's heaviest moment by 4oC. He tried to
explain it, but Wilhelm Conrad Rontgen has enlarged his description in
1892.
1950- The research from water has finally begun. Scientist
discover water has got the so-called 'Hydrogen bonds' This explains
the heaviest point of water at 4oC
In many places, "mineral water" is often colloquially used to mean
carbonated water (which is usually carbonated mineral water, asopposed to tap water).
Mineral water is water containing minerals or other dissolved
substances that alter its taste or give it therapeutic value. Salts, sulfur
compounds, and gases are among the substances that can be
dissolved in the water. Mineral water can often be effervescent.
Mineral water can be prepared or can occur naturally.
Traditionally mineral waters would be used or consumed at their
source, often referred to as taking the waters or taking the cure, and
such sites were referred to as spas, baths or wells. Spa would be used
when the water was consumed and bathed in, bath when the water
was not generally consumed, and well when the water was not
generally bathed in. Often an active tourist centre would grow up
around a mineral water site (even in ancient times; see Bath). Such
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http://en.wikipedia.org/wiki/Carbonated_waterhttp://en.wikipedia.org/wiki/Waterhttp://en.wikipedia.org/wiki/Mineralhttp://en.wikipedia.org/wiki/Salthttp://en.wikipedia.org/wiki/Sulfurhttp://en.wikipedia.org/wiki/Gashttp://en.wikipedia.org/wiki/Effervescenthttp://en.wikipedia.org/wiki/Spahttp://en.wikipedia.org/wiki/Public_bathinghttp://en.wikipedia.org/wiki/Water_wellhttp://en.wikipedia.org/wiki/Tourismhttp://en.wikipedia.org/wiki/Bath%2C_Somersethttp://en.wikipedia.org/wiki/Carbonated_waterhttp://en.wikipedia.org/wiki/Waterhttp://en.wikipedia.org/wiki/Mineralhttp://en.wikipedia.org/wiki/Salthttp://en.wikipedia.org/wiki/Sulfurhttp://en.wikipedia.org/wiki/Gashttp://en.wikipedia.org/wiki/Effervescenthttp://en.wikipedia.org/wiki/Spahttp://en.wikipedia.org/wiki/Public_bathinghttp://en.wikipedia.org/wiki/Water_wellhttp://en.wikipedia.org/wiki/Tourismhttp://en.wikipedia.org/wiki/Bath%2C_Somerset -
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tourist development resulted in spa towns and hydropathic hotels
(often shortened to Hydros).
In modern times, it is far more common for mineral waters to be
bottled at source for distributed consumption. Travelling to the mineral
water site for direct access to the water is now uncommon, and in
many cases not possible (because of exclusive commercial ownership
rights). There are over 3000 brands of mineral water commercially
available worldwide.The U.S. FDA classifies mineral water as water
containing at least 250 parts per million total dissolved solids (TDS),
and is also water coming from a source tapped at one or more bore
holes or spring, originating from a geologically and physically
protected underground water source. No minerals may be added to
this water
THE MAJOR PLAYERS OF MINERAL WATER IN INDIA :
Aava
Alfa & Omega
Alfa Blue
Aquafina
Atlas Premium
Avian
Bailley
Bibo
Bisleri
Cool Valley
Dew Drops
Dislaren
Fit-n-Fine
Golden Eagle
Golden Valley
Haywards 5000
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http://en.wikipedia.org/wiki/Spa_townhttp://en.wikipedia.org/wiki/Hydropathic_establishmenthttp://en.wikipedia.org/wiki/Bottled_waterhttp://en.wikipedia.org/wiki/Total_dissolved_solidshttp://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3206http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3237http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=140http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3189http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=324http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=348http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=417http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3259http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=483http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=700http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=795http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=811http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3191http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1224http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1226http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3190http://en.wikipedia.org/wiki/Spa_townhttp://en.wikipedia.org/wiki/Hydropathic_establishmenthttp://en.wikipedia.org/wiki/Bottled_waterhttp://en.wikipedia.org/wiki/Total_dissolved_solidshttp://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3206http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3237http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=140http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3189http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=324http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=348http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=417http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3259http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=483http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=700http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=795http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=811http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3191http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1224http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=1226http://www.pmgeiser.ch/mineral/index.php?func=disp&parval=3190 -
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Hello
Himalayan
Jairu Naturelle
Just Born Spring Drops
Kenbar
Kingfisher
Kinley
Maqua-2000
Nakshatra
Nestl Pure Life
Palmspring Mineral Water
Pristine
Pure Lifekare
Raindrops
Sahil
Silver Springs Aqua
Sindhu Safe Water Snow Pure
Spaa Aqua
Sprint Up
Universal-Aqua
Yelgris
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STATEMENTOF THEPROBLEM
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1.2 STATEMENT OF THE PROBLEM
Every organization needs to have effective Human Resources
Function. Absenteeism is one of the functions in Human Resource
Management. It also plays an important role in the organization. If the
absenteeism is decreased then the people will have a satisfaction in
the work and also productivity increases and vice versa. The main
problem is to find out the rate of absenteeism in BISLERI
INTERNATIONAL Pvt Ltd. As there are different departments in the
organization. It is very difficult to get appropriate information from all
departments.
This study is bounded to Absenteeism and exactly and focuses
on the satisfaction of the employee on Absenteeism and how
effectively the organization is maintaining the absenteeism records
and finally giving Suggestions and conclusion to the organization.
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SCOPE OF THESTUDY
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1.2 SCOPE OF THE STUDY
Study of absenteeism among industrial workers is not only from
view point but it is important from the view point of the moral of the
employees. Even though the effect of the good moral of the employee,
may not be evaluated in terms of costs, but it should be say that it is
important than cost.
The main purpose behind this project is to find out the causes that lead
to Absenteeism.
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OBJECTIVES
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1.4 OBJECTIVES OF THE STUDY
The following are the main objectives of the Study
To identify the variables that lead to absenteeism.
To Study the variables that reduces the rate of absenteeism
To find out the rate of absenteeism in Bisleri International
organization.
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RESEARCH
METHODOLO
GY
1.5 RESEARCH METHODOLOGY
This research methodology is the technique followed in social research
on a subject.
The research has selected the subject A Study of Absenteeism
of workers in Bisleri International Pvt.Ltd.
2.4 DATA SOURCES
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The process starts after selection of the topic. Research design
denotes the planning of the research. The researcher has to decide
whether he has to collect primary data or depend exclusively on
secondary data. Sometimes, the research study is based on both
secondary and primary data.
DATA COLLECTION
Data collected from primary and secondary sources.
Primary data
Primary data collected through questionnaires, observation and
personal interview.
Secondary data
Secondary data collected through reference books and past
records and absenteeism reports of the company.
Sample Size : 105
PROCESSING AND ANALYSIS OF DATA
After the data have been collected it has to be analyzed. The
data obtained from the questionnaire is arranged in a serial order then
a master copy with tabulation method is being prepared.
Tabulation is a part of the technical procedure where in the
essential data are put in the form of tables.
CALCULATION OF ABSENTEEISM RATE
The absenteeism rate is a statistical expression of the total time
lost due to the unauthorized absence during a particular period.
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The standard formula to calculate the rate of absenteeism is the
ratio of man shifts lost due to absence of workers to the number of
man shifts scheduled to work.
1. Absenteeism percentage rate
100xworktoscheduledShiftsMan
absenttoduelostShiftsMan
=
2. Spell of Absence
100xyeartheinemployednumberAverage
yearainabsentsofNumber=
3. Absenteeism percentage rate
100xdaysworkofnumberxemployeesofnumberAverage
periodtheduring
absencejoboutthroughlostdayss'employeeofNumber
=
According to FLIPPO
100xworktoscheduleddaysMan
lostdaysMan%mAbsenteeis
=
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LIMITATIONS
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1.6 LIMITATIONS
Workers are not interested in answering to the questions.
Workers are feeling inconvenient to answering the questions.
The workers name is mentioned in questionnaire while collecting
the data, this might have been a negative approach in their view.
Because of their busy work the data collected in hurry.
To collect the information superiors are not interested, because
they are feeling work may disturb.
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2.1 COMPANY PROFILE
Mineral Water under the name 'Bisleri' was first introduced in
Mumbai in glass bottles in two varieties - bubbly & still in 1965 by
Bisleri Ltd., a company of Italian origin. This company was started by
Signor Felice Bisleri who first brought the idea of selling bottled water
in India.
Parle bought over Bisleri (India) Ltd. In 1969 & started bottling
Mineral water in glass bottles under the brand name 'Bisleri'. Later
Parle switched over to PVC non-returnable bottles & finally advanced
to PET containers.
Since 1995 Mr. Ramesh J. Chauhan has started expanding
Bisleri operations substantially and the turn over has multiplied more
than 20 times over a period of 10 years and the average growth rate
has been around 40% over this period. Presently the company have 8
plants & 11 franchisees all over India. It have its presence covering
the entire span of India. In future ventures it look to put up four more
plants in 06-07. the company command a 60% market share of the
organized market. Overwhelming popularity of 'Bisleri' & the fact that
pioneered bottled water in India, has made synonymous to Mineral
water & a household name. When you think of bottled water, you think
Bisleri.
Bisleri value customers & therefore have developed 8 unique
pack sizes to suit the need of every individual. They present in 250ml
cups, 250ml bottles, 500ml, 1L, 1.5L, 2L which are the non-returnable
packs & 5L, 20L which are the returnable packs. Till date the Indian
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consumer has been offered Bisleri water, however in its effort to bring
something refreshingly new, the company have introduced Bisleri
Natural Mountain Water - water brought to you from the foothills of the
mountains situated in Himachal Pradesh. Hence the product range now
comprises of two variants : Bisleri with added minerals & Bisleri
Mountain Water.
It is its commitment to offer every Indian pure & clean drinking
water. Bisleri Water is put through multiple stages of purification,
ozonised & finally packed for consumption. . Rigorous R&D & stringent
quality controls has made a market leader in the bottled water
segment. Strict hygiene conditions are maintained in all plants.
In its endeavor to maintain strict quality controls each unit
purchases performs & caps only from approved vendors. The company
produce its own bottles in-house. It have recently procured the latest
world class state of the art machineries that puts us at par with
International standards. This has not only helped to improve packaging
quality but has also reduced raw material wastage & doubled
production capacity. We can be rest assured that you are drinking safe& pure water when you consume Bisleri. Bisleri is free of impurities &
100% safe. Enjoy the Sweet taste of Purity !
GENESIS
The name that epitomizes mineral water today was first
introduced in Mumbai in the early 60's. In 1965 Signor Felice Bisleri an
Italian by origin, came up with the idea of selling bottled water in India.
His company Bisleri Ltd. offered mineral water in two variants - bubbly
and still.
In 1969 Parle bought over Bisleri (India) Ltd. and started bottling
Mineral water in glass bottles under the brand name 'Bisleri'. In due
course Parle switched over to PVC non-returnable bottles and finally
advanced to PET containers.
EXPANSION
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Under the leadership and vision of Mr. Ramesh J. Chauhan, Bisleri
has undergone significant expansion in their operations. The company
has witnessed an exponential growth with their turnover multiplying
more than twenty times in a short span of 10 years. The average
growth rate over this period has been around 40% with Bisleri enjoying
more than 60% of the market share in the organized mineral water
segment.
Currently Bisleri has 11 franchisees and 8 plants across India, with
plans of setting up 4 new plants on the anvil. The overwhelming
popularity of 'Bisleri' and the fact that we were the pioneers of the
bottled water industry in India has made us synonymous to Mineral
water and a household name. So naturally 'When you think of bottled
water, you think Bisleri'.
BISLERI WITH ADDED MINERALS:
Bisleri Mineral Water contains minerals such as magnesium
sulphate and potassium bicarbonate which are essential minerals for
healthy living. They not only maintain the pH balance of the body but
also help in keeping you fit and energetic at all times.
BISLERI MOUNTAIN WATER:
Bisleri Natural Mountain emanates from a natural spring, located in
Uttaranchal and Himachal nestled in the vast Shivalik Mountain ranges.
Lauded as today's 'fountain of youth', Bisleri Natural Mountain Water
resonates with the energy and vibrancy capable of taking you back to
nature. Bisleri Natural Water is bottled in its two plants in Uttaranchal
and Himachal Pradesh and is available in six different pack sizes of
250ml, 500ml, 1 litre, 1.5 litre, 2 litre and 5 litres.
VARIOUS DEPARTMENTS IN THE BISLERI :
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Raw materials department
Production department
Quality control department
Workshop
Finance department
Personnel department
Grievance
Redressal system
Marketing department
EDP department
Employee relations department
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ORGANIZATIONCHART
CHAIRMAN
BOARD OF DIRECTORS
MANAGING DIRECTORS
EXECUTIVE DIRECTOR
Vice Vice ViceVice
President president presidentpresident
Finance personnel marketingproduction
Staff Staff StaffStaff
Source : Company Records
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PERSONNEL DEPARTMENT CHART
VICE PRESIDENT PERSONNEL
Source : Company Records
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Deputy managerpersonnel
Deputy managerPersonnel (Head
Assistantmanager
securit cantee Welfare
Timeofficer
Junior officer Assistant
DriversAssistants
SecurityGuards
Attend CanteenWork
Securitysupervis
SecurityHead
Security
Guards
Assistan
Cooks
Helper
Assistan
EDPAssistan
EPAB X
Assistan
Juniorofficer
Assistant
Cycle
Stand
Attender Drivers
Clerks
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INDUSTRYPROFILE
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2.2 THE WATER INDUSTRY PROFILE
Brussels, 28 June 2006 - With the "Profile of the German
Water Industry 2005", the associations of the water industry are for the
first time presenting a comprehensive overall picture of the water
supply and wastewater disposal industry of an EU Member State
compared to European performance. The report of the six participating
associations of the water industry illustrates the standard of
performance and efficiency of the German water industry. With a view
towards the discussion of changing the regulatory framework of the
water industry towards more liberalization and of introducing general
obligations to tender coming up time and again in Brussels, it gives the
politicians, the public and all interested parties the opportunity to
extensively assess the performance of the German water industry and
its high esteem among the customers.
"The German Water Industry Profile comes up to the wish of
the public and politicians to make the services of water supply and
wastewater disposal transparent. We are anxious to see what will
come from other EU Member States in this direction", Dr. Otmar
Bernhard, Secretary of State in the Bavarian Ministry of the
Environment, Public Health and Consumer Protection, stated on the
occasion of the presentation of the Water Industry Profile by the
participating associations at the Bavarian representation in Brussels.
The "Profile of the German Water Industry 2005" highlights the high
performance of the water supply and wastewater disposal as a core
statement. "The consumers in Bavaria and Germany are excellently
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served especially in view of the drinking water quality and security of
supply", Bernhard continued. "The fields of efficiency, security and
quality of supply and disposal as well as sustainability are subject to
high standards. Thus, longer interruptions of supply are unknown in
Germany which is due to the high technical standards of treatment and
distribution as well as the excellent condition of networks in a
European comparison. Also in the field of wastewater treatment,
Germany is one of the top-performers in Europe. The German
wastewater is by 94 percent submitted to biological treatment in
sewage plants pursuant to the highest EU standard, including the
elimination of nutrients", the associations pointed out
"The German water supply utilities have by far the lowest
network losses in a European comparison. Drinking water of an
excellent quality is available to the citizens at all times", the
associations emphasized. With the Water Industry Profile they point
out that the prices for drinking water and the wastewater charges haveremained stable for approx. ten years now. "The increase rates are
almost identical to the increase of other costs of living", the
associations of the water industry continued. In Germany, these
services are provided in well-proven, municipal structures.
The Water Industry Profile was drawn up by
Arbeitsgemeinschaft Trinkwassertalsperren e. V. (ATT), the Federal
Association of the German Gas and Water Industries (BGW), Deutscher
Bund verbandlicher Wasserwirtschaft e. V. (DBVW), the German
Technical and Scientific Association for Gas and Water (DVGW), the
German Association for Water, Wastewater and Waste (DWA) and the
Association of Local Utilities (VKU). The publication is based on national
and international statistical data and surveys on customer satisfaction
collected on a long-term basis. Especially the results of various
benchmarking projects provide an important basis. After all,
benchmarking is an integral constituent of the modernization strategy
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in the water supply and wastewater disposal. Also the associations
identify benchmarking as a model for success.
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REVIEW OFLITERATURE
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3.1 THEORETICAL BACKGROUND OF THE TOPIC
Absenteeism has been variously defined authorities from time totime.
Thus the term absenteeism refers to the workers absence from his
regular task when he is scheduled to work. Any employee may stay
away from work if he has taken leave to which he is entitled or as the
ground of sickness or some accident without any previous sanction of
leave.
Nevertheless usually involuntary layoff, lack of work, authorized
leave or vacation period of work stoppage is not counted as absence
strikes and lockouts are treated as absence are many include late
attendance in it.
SOME DEFINITIONS OF ABSENTEEISM
MEANINGEmployees presence at work place during the
schedule time is highly essential for the smooth running
of the production process in particular and the
organization in general. Despite the significance of their
presence, employees sometimes fail to report at the
work place during the scheduled time, which is known as
absenteeism.
DEFINTIONS
Absenteeism as the failure of a worker to report
for work when he is scheduled to work.
- LABOUR BUREAU,
SIMLA
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Absenteeism as the practice or habit of being an
absence and an absentee is one who habitually
stays away.
- WEBSTERS DICTIONARY
Absenteeism is the total man-shifts lost because of absence
as a percentage of the total number of man-shifts schedule to
work.
- LABOUR BUREAU
FEATURES OF ABSENTEEISM
Research studies undertaken by different reveal thefollowing features of absenteeism:
1. The rate of absenteeism is the lowest on
payday; it increases considerably on the days
following the payment of wages and bonus.
2. Absenteeism is generally high among the
workers below 25 years of age and those
above 40 years of age.3. The rate of absenteeism varies from
department to department with in an
organization.
4. Absenteeism in traditional industries is
seasonal in character
TYPES OF ABSENTEEISM
Absenteeism is of four types viz.,
1. Authorized Absenteeism
If an employee absents himself from work by
taking
Permission from his superior and applying for leave such absenteeism
is called authorized absenteeism.
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2. Unauthorized Absenteeism
If an employee absents himself from work without
informing or taking permission and with our applying for leave such
absenteeism is called unauthorized absenteeism.
3. Willful Absenteeism
If an employee himself from his duty willfully such
absentee- - ism is called willful
absenteeism.
4. Caused by circumstances beyond ones control
If an employee is absent himself from duty
owing to the circumstances beyond his control like involvement in
accidents or sudden sickness, such absenteeism is called absenteeism
caused by circumstances beyond ones control.
CAUSES OF ABSENTEEISM
The following are the general causes of absenteeism.
1. Maladustments with the working conditions
If the working conditions of the company are poor, the
workers cannot adjust themselves with the companys
working conditions.
Then they prefer to stay away from the company.
2. Unsatisfactory housing conditions
At the work place.
3. Industrial fatigue
It compels the worker to remain outside the
workplace.
4. Social and Religious ceremonies
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5. Unhealthy working condition
The poor and intolerable working conditions in the
factory irritate the workers . Excess heat, noise,
either too much or too low lighting, poor ventilation,
dust, smoke etc., cause poor health of workers.
6. Poor welfare facilities
Though a number of legislations concerning
welfare facilities are enacted many organizations fails 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 employee facility includes poor sanitation. Washing, bathing, first
aid appliance, ambulances, rest rooms, drinking water, canteen,
shelter, crushes etc., the dissatisfied workers with this facilities prefer
to be away from the work place.
7. Alcoholism
The workers mostly prefer to spent money on the consumption of
the liquor, and enjoyment after getting wages. Therefore, the rate of
absenteeism is more during first week of every month.
8. Indebtedness
The low wages and unplanned expenditure of the workers force
them to borrow heavily. The research studies indicates that worker
borrow more than ten times of their net pay. Consequently workers fail
to repay the money. Then they try to escape from the place in order to
avoid the moneylenders. This leads to absenteeism.
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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
some take part time jobs to earn more money. Thus the employees
resort to moonlight and absent themselves from the work.
10. Inadequate leave facilities
The inadequate leave facilities provided by the employer forces him
to depend on ESI leave, which allows the workers to be away from the
work for 56 days in absenteeism year on half pay.
CATEGORIES OF ABSENTEEISM
K.N. Vaid classifies chronic absenteeism in to five
categories viz.,
1. Entrepreneur
This class of absenteeism that their jobs are very
small for their total interest and personal goals. They engage
themselves in other social and economic activities to fulfill their goals.
2. The status seekers
This type of absentee enjoys or perceives a higher
ascribed social status and are keen on maintaining it.
3. The epicureans
This class of absentees does not like to take up the
jobs, which demand initiative, responsibility, discipline and discomfort.
They wish to have money, power, status, but are unwilling to work for
their achievement.
4. Family- oriented
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This type of absentees is often identified with the
family activities.
5. The sick and old
This category of absentees is mostly unhealthy weak
constitution or old people.
EFFECTS OF LABOUR ABSENTEEISM
Excessive absenteeism leads to delay in the production
process often overtime work is to be resorted to complete
production schedule, which involves payment of double the
normal wages to the employees.
Excessive absenteeism leads to extra pressure of work on
other employees.
Absenteeism of workers who from absenteeism part of the
group weakens the unity of the working group where work
is of interdependent nature, absentee stoppage of
production.
Due to the absenteeism of workers if orders are not
promptly executed which leads to loss of reputation and
good will of the factory.
Excessive absenteeism also leads to discharge of
employees from the factory.
It leads to incurring of fixed expenses without absenteeism
corresponding increase in production.
Workers suffer loss of pay during the period of absence
from work.
Workers also stand to loss promotion facilities if he
abstains from work for along period and frequently.
ABSENTEEISM IN INDIAN CONTEXT
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Sharma provides a summary of research studies conducted on
absenteeism in India. It has been estimated that the rate of
absenteeism has been increasing in Indian Industries. As it forms a
persistent problem, suggestions have been made to minimize its
magnitude. It has been denied that absenteeism is an extension of the
lack of commitment on the part of human resources and asserted that
it relates to the structure of new values among the work force at
present. Attempts have been made to indicate relationships of
absenteeism with socio-cultural factors in influencing the individual,
job-related factors and personal difficulties of the individual workers,
panakal traced the causes of absenteeism different social, physical and
psychological factors and visualizes that improves methods of record
keeping, good working conditions, a well coordinated welfare,
programme and effective leadership are likely to minimize this waste-
full element.
Sharma revealed significant relationships of absenteeism with
rural-urban background and union involvement. Like wise, another
study explores the personality traits of absence prone workers.
Saroja Bhai reports significant relationships (or) absenteeism with
pe4rsoal factors such as age, distance from the establishment, marital
status and number of children. Moreover, personal factors such as
neuroticism, nervousness, fatigue and general disability were
significantly related absenteeism.
Sinha obtained a significant positive company- relation
between manifest anxiety scores of 110 workers and the number of
days of absence during the year.
Thus Studies on Absenteeism in India have covered several
aspects and are as comprehensive as those in the west.
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MEASURES TO MINIMIZE ABSENTEEISM
Absenteeism affects the organization from the multiple angles. It
affects severely the production process and the business proves. The
effect of unauthorized absenteeism is more than the other types of
absenteeism however it would be difficult to completely avoid
absenteeism. The management can minimize the absenteeism. The
measures are useful in controlling (or) minimizing absenteeism.
Selecting the employee by testing them thoroughly regarding
their aspirations values system responsibility and the
sensitiveness.
Adapting humanistic approach in dealing with the personal
problems of employees.
Following proactive approach in identifying and redressing
employee grievances.
Providing hygienic working conditions.
Providing welfare measures and fringe benefits balancing theneed for the employees and the ability of the organization.
Providing high wages and allowances based on the
organizational financial position.
Improving the communication network particularly the upward
communication.
Providing leave facility based on the needs of the employees
and organization requirements. Providing cordial human relations and industrial relations.
Educating the workers.
Counsel the workers about their career, income and
expenditure, habits and culture.
Fra-flow of information, exchanging of ideas, problems etc.
between subordinate and superior. Granting leave and financial assistance liberally in case of
sickness of employee and his family members.
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Offering attendance bonus and inducement.
Providing extensive training encouragement special
allowances in case of technological advancement.
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DATA ANALYSIS
&INTERPRETATION
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TABLE 4.1
FAMILY SIZE OF THE RESPONDENTS
FAMILY SIZE No.ofRESPONDENT
S
PERCENTAGE(%)
2 Members 20 19.043 to 5 Members 54 51.425 to 7 Members 20 19.04
Above 7 Members 11 10.50Total 105 100
Source : Primary Data
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19%
52%
19%
10%
2 members 3 to 5 members 5 to 7 members above 7 members
Source : From the above table 4.1
Inference:
The above table explains that from the total respondents 19.04%
of respondents are having 2 members as family size, 51.42% of
respondents are having 3 to 5 members as family size, 19.04% of
respondents are having 5 to 7 members as family size and 10.50% of
respondents are having above 7 members as family size.
TABLE 4.2
MARITAL STATUS OF RESPONDENTS
MARITAL STATUS RESPONDENTS PERCENTAGE(%)Married 75 71.43
Un Married 30 28.57Total 105 100
Source : Primary Data
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71%
29%
married unmarried
Source : From the above table 4.2
Inference:
The above table explains that from the total respondents 71.43%
are Married
and 28.57% of respondents are Un Married.
TABLE 4.3
EDUCATIONAL QUALIFICATION OF EMPLOYEES
EDUCATIONALQUALIFICATION RESPONDENTS PERCENTAGE(%)
Illiterate 35 33.33Below 10th 23 21.90Technical
qualification
27 25.73
Graduates 20 19.04Total 105 100
Source : Primary Data
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33%
22%
26%
19%
Illiterate Below 10th Technical qualification Graduates
Source : From the above table 4.3
Inference:
The above table explains that from the total respondents,
33.33% are illiterates, 21.90% are below 10th, 25.73% are having
technical qualification and 19.04% are graduates.
TABLE 4.4
YEARS OF EXPERIENCE OF RESPONDENTS
EXPERIENCE RESPONDENTS PERCENTAGE(%)Below 5 years 10 9.525 to 10 years 35 33.3315 to 20 years 20 19.0420 to 30 years 40 38.11
Total 105 100.00
Source : Primary Data
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10%
33%
19%
38%
Below 5 years 5 to 10 years 15 to 20 years 20 to 30 years
Source : From the above table 4.4
Inference:
The above table explains that from the total respondents 9.52%
of respondents are having below 5 years experience, 33.33% of
respondents are having 5 to 10 years of experience, 19.04% or
respondents are having 15 years of experience and 38.11% of
respondents are having 20 to 30 years of experience.
TABLE 4.5
DISTANCE BETWEEN RESPONDENTS HOUSE AND FACTORY
DISTANCE RESPONDENTS PERCENTAGEBelow 1 km 42 401 to 5 km 21 205 to 10 km 16 15.24
Above 10 km 26 24.76Total 105 100.00
Source : Primary Data
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40%
20%
15%
25%
Below 1 km 1 to 5 km 5 to 10 km Above 10 km
Source : From the above table 4.5
Inference:
The above table explains that from the total respondents 40% of
respondents are residing below 1 k.m. distance, 20% of respondents
are residing in 1 to 5 k.m. distance, 15.24% of respondents are
residing in 5 to 10 k.m. distance, and 24.76% of respondents are
residing above 10 k.m. distance.
TABLE 4.6
ABSENT DUE TO UNEXPECTED WORK
UNEXPECTED WORK RESPONDENTS PERCENTAGERarely 40 38.10
Some times 22 20.95Always 0 0Never 43 40.95Total 105 100.00
Source : Primary Data
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38%
21%0%
41%
Rarely Some times Always Never
Source : From the above table 4.6
Inference:
The above table explains that from the total respondents, 38.1%
of respondents are absent rarely due to unexpected work, 20.95% of
respondents are absent sometimes due to unexpected work, and
40.95% of respondents are never absent due to unexpected work.
TABLE 4.7
WORKERS FACING PROBLEM IN SHIFTS
SHIFT RESPONDENTS PERCENTAGE1st shift 22 20.95
2nd shift 21 20.003rd shift 42 40.00
General 20 19.05Total 105 100.00
Source : Primary Data
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21%
20%
40%
19%
1st shif t 2nd shif t 3rd shif t General
Source : From the above table 4.7
Inference:
The above table explains that from the total respondents 20.95%
are facing problem in 1st shift, 20% of respondents are facing problem
in 2nd shift, 40% of respondents are facing problem in 3rd shift, and
19.05% of respondents are facing problems in general shift.
TABLE 4.8
DIFFERENT PROBLEMS FACING TO ATTENDDUTY
PROBLEMS RESPONDENTS PERCENTAGE
Sickness 39 37.15Social 25 23.80
Personal 41 39.05
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Total 105 100.00
Source : Primary Data
37%
24%
39%
Sickness Soc ial Personal
Source : From the above table 4.8
Inference:
The above table explains that from the total respondents 37.15%
are facing sickness problem, 23.80% are facing social problem, 39.05%
are facing personal problem.
TABLE 4.9BAD HABITS IN THE WORKERS
BAD HABITS RESPONDENTS PERCENTAGEAlcohol 37 35.24
Smoking 31 29.52Gambling 14 13.33Nothing 23 21.91Total 105 100.00
Source : Primary Data
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71%
29%
0%
0%
Strongly agree Agree Disagree Strongly Disgree
Source : From the above table 4.10
Inference:
The above table explains that from the total respondents
71.43% of respondents are strongly agree that absenteeism affects the
economic conditions, 28.57% of respondents are agree that
absenteeism affects the economic conditions.
TABLE 4.11
WORKERS HAVING CREDITORS AT THEIR WORK PLACE
CREDITORS RESPONDENTS PERCENTAGEYES 57 54.28
NO 48 45.72Total 105 100.00
Source : Primary Data
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54%
46%
Yes No
Source : From the above table 4.11
Inference:
The above table explains that from the total respondents,
54.28% of respondents are having creditors at their work place,
45.72% of respondents are having no creditors at their work place.
TABLE 4.12
RESPONDENTS HAVING ANY OTHER SOURCES OF INCOME
SOURCES OF
INCOME
RESPONDENTS PERCENTAGE
Agriculture 33 31.41Business 35 33.33
Nothing else 47 44.76Total 105 100.00
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Source : Primary Data
31%
24%
45%
Agriculture Business Nothing else
Source : From the above table 4.12
Inference:
The above table explains that from the total respondents 31.41%
of respondents are having agriculture as sources of income, 33.33% of
respondents are having business as sources of income, and 44.76% of
respondents are not having any other sources of income.
TABLE 4.13
ABSENT DUE TO BAD WORKING CONDITIONS
BAD WORKINGCONDITIONS RESPONDENTS PERCENTAGE
Strongly agree 20 19.06Agree 22 20.96
Disagree 40 38.09Strongly Disagree 23 21.09
Total 105 100.00
Source : Primary Data
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19%
21%
38%
22%
Strongly agree Agree Disagree Stongly disagree
Source : From the above table 4.13
Inference:
The above table explains that from the total respondents 19.06%
are strongly agree that they are absent due to bad working conditions,
20.96% of respondents are agree that they are absent due to bad
working conditions, 38.09%of respondents are disagree that they are
absent due to bad working conditions, and 21.09% of respondents are
strongly disagree that they are absent due to bad working conditions.
TABLE 4.14
RESPONSIBILITY TO INFORM TO THE SUPERIORS
OPINION RESPONDENTS PERCENTAGESometimes 51 48.57
Rarely 37 35.24Never 10 9.52Always 7 6.67Total 105 100.00
Source : Primary Data
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48%
35%
10%
7%
Sometimes Rarely Never Always
Source : From the above table 4.14
Inference:
The above table explains that from the total respondents 48.57%
of respondents are sometimes will inform to superiors, 35.24% of
respondents are rarely inform to superiors, 9.52% of respondents will
never inform to superiors and 6% of respondents will always inform to
superiors.
TABLE 4.15
EMPLOYEES SATISFACTION REGARDINGSAFETY MEASURES
SATISFACTION RESPONDENTS PERCENTAGE
Strongly agree 91 86.67Agree 7 6.67
Disagree 5 4.76Strongly disagree 2 1.90
Total 105 100.00
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Source : Primary Data
86%
7%5% 2%
Strongly agree Agree Disagree Strongly disagree
Source : From the above table 4.15
Inference:
The above table explains that from the total respondents 86.67%
of respondents are strongly agree about the safety measures provided,
6.67% of respondents above the safety measures provided, 4.76% of
respondents are disagree about the safety measures provided and
1.90% of respondents are strongly disagree about the safety measures
provided.
TABLE 4.16
EMPLOYEES MODE OF TRANSPORT
MODE OFTRANSPORT
RESPONDENTS PERCENTAGE
By Bus 30 28.57By bicycle 32 30.48By Scooter 14 13.33
On foot 29 27.62Total 105 100.00
Source : Primary Data
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10%
6%
35%
49%
Sometimes A lw ays Rarely Never
Source : From the above table 4.17
Inference:
The above table explains that from the total respondents,9.52% of respondents are sometimes absent due to late coming,
5.71% of respondents are always absent due to late coming, 35.24% of
respondents are rarely absent due to late coming and 49.53% of
respondents are never absent due to late coming.
TABLE 4.18
ABSENT DUE TO HEAVY WORK LOAD
OPINION RESPONDENTS PERCENTAGESometimes 28 26.67
Always 39 37.14Rarely 27 25.71Never 11 10.48
Total 105 100.00
Source : Primary Data
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27%
37%
26%
10%
Sometimes Alw ays Rarely Never
Source : From the above table 4.18
Inference:
The above table explains that from the total respondents 26.67%
of respondents are sometimes absent due to heavy work load, 37.14%
of respondents are always absent due to heavy work load, 25.71% ofrespondents are rarely absent due to heavy work load and 10.48% of
respondents are never absent due to heavy work load.
TABLE 4.19
HEALTH IS THE REASON FOR ABSENT
HEALTH IS REASON RESPONDENTS PERCENTAGERarely 31 29.55
Some times 48 45.71Always 0 0.00Never 26 24.74Total 105 100.00
Source : Primary Data
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30%
45%
0%
25%
Rarely Sometimes Alw ays Never
Source : From the above table 4.19
Inference:
The above table explains that from the total respondents 29.55%
of respondents are absent due to ill health, 45.71% of respondents are
absent sometimes due to ill health, and 24.74% of respondents are
never absent due to ill health.
TABLE 4.20
FEELING BOREDOM IN DOING THE ASSIGNED JOB
RESPONSE RESPONDENTS PERCENTAGERarely 30 28.57
Sometimes 30 28.57Always 0 0.00Never 45 42.86Total 105 100.00
Source : Primary Data
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29%
29%0%
42%
Rarely Sometimes Alw ays Never
Source : From the above table 4.20
Inference:
The above table explains that from the total respondents,
28.57% of respondents are rarely feeling boredom, 28.57% of
respondents are sometimes feeling boredom, and 42.86% ofrespondents are never felt boredom in doing the assigned job.
THE RATE OF ABSENTEEISM FOR THE YEAR 2007
S.NO. MONTH PERCENTATGE1 January 4.282 February 2.603 March 2.164 April 3.785 May 3.96
6 June 4.727 July8 August9 September
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10 October11 November12 December
YEAR WISE ABSENTEEISM PARTICULARS
YEAR PERCENTAGE2001 6.652002 6.572003 5.072004 4.482005 4.232006 3.452007 3.912008
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FINDINGS
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5.1 FINDINGS
From the study it has been found that there are many factors
including that workers absenteeism, some of them are asfollows.
Absenteeism in shifts is mainly in third shift i.e., 10 p.m. to 6
a.m. that means it is high in night shifts. So workers in the night
shift experience greater discomfort during their course of work
than they do during daytime.
The habit of alcoholism among the workers is a significant cause
of absenteeism, which is high in the first week of each month.
When workers receive their wages, rush to liquor shops and drink
to forget their immediate worries. Once include in drink, the
habit continuous however the next day leads to absenteeism.
From the samples of the workers, about 60% of the workers are
debited, other workers in work place due to which they absent
themselves in order to escape the creditors.
Some may absent because of ill health, family members health
and unexpected work etc.
Some of them absent because of boredom in doing assigned job.
The rate of absenteeism is nearly 8% in Nutrient Company. The
normal rate in Indian industry varies from 7% to 30%. The
abnormal level is 40% in other regions.
Most of the employees facing personal problems. It is also reason
for absenteeism.
Some of the workers strongly agree that they have cordial
relationship with their higher authorities.
While in workers above 55 years old, the absenteeism is least
because they going to retire in a few months or days.
Most of the workers absent because there are having other
sources of income i.e., agriculture, business etc.
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SUGGESTIONS
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5.2 SUGGESTIONS
The following are some of the suggestions in order to minimize
absenteeism in the company.
Many of the workers agree that they have good relationship with
higher authorities. Some may fear to talk with them, improvingthe communication network particularly the upward
communication.
Since the literacy rate is very lower only few members are the
graduates and some of them are illiterates, so that by counseling
the workers about their career, income and expenditure, habits
and culture. The company so that can reduce absenteeism rate.
By providing high wages and allowances based onorganizational, financial positions.
By providing proper loans in order to satisfy the workers need.
The company may reduce the absenteeism rate.
Selecting the workers by testing them thoroughly recording their
aspirators, value system, and sense of responsibility.
Most of the workers have bad habits like drinking alcohol; so
personal department has to tell the effects of these habits.
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Selecting the workers who do not have any other sources of
income i.e., agriculture and business etc.
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QUESTIONNAIR
E
QUESTIONNAIRE
TOPIC : A STUDY ON ABSENTEEISM AMONG WORKMEN INBISLERI INTERNATIONAL PRIVATE LIMITED
Data for Identification
1. Name :
2. Department :
3. Designation :
Questions
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1. Family size of the respondents (
)
a) 2 members b) 3 to 5 members
c) 5 to 7 members d) Above 7 members
2. Marital status of Employees
( )a) Married b) UN Married
3. Educational qualifications (
)
a) Illiterate b) Below 10th
c) Technical qualification d) Graduates
4.Years of experience (
)
a) Below 5 years b) 5 to 10 years
c) 10 to 20 years d) 20 to 30 years5. What is the distance between from your house to factory?
( )
a) Below 1 km b) 1 to 5 km
c) 5 to 10 km d) Above 10 km
6. You are absent because you have unexpected work
( )
a) Rarely b) Sometimes
c) Always d) Never
7. Health is one the reason for youre absent to the duty
( )
a) Rarely b) Some times
c) Always d) Never
8. You are absent because of your reaching factory late
( )
a) Rarely b) Some times
c) Always d) Never
9. Do you inform to your superior about your absence to the duty( )
a) Rarely b) Some timesc) Always d) Never
10. What are the other problems do you face to attend the duty
( )
a) Sickness b) Personal causes
c) Social causes d) Economical causes
11. How do you come to the factory?( )
a) By Bus b) By Bicycle
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c) By Scooter d) on foot
12. Did you addict to any bad habit like (
)
a) Alcohol b) Smoking
c) Gambling d) Nothing
13. Do you think absenteeism affects your economic conditions?( )
a) Yes d) N0
14. Do you have any creditors at work place?
( )
a) Yes b) No
15. Do you absent because of bad working conditions
( )
a) Yes b) No c) Sometimes
16. Do you absent because of heavy workload
( )
a) Often b) Rarely
c) Sometimes d) Never
17. Do you feel that the training programmers on absenteeism
are informative and useful? (
)
a) Yes b) No
18. You are satisfied with the safety measures provided by themanagement. Do you agree? (
)
a) Strongly agree b) Agree
c) Disagree d) Strongly disagree
19. Do you have any other sources of income like?
( )
a) Agriculture b) Business
c) Nothing
20. In which shift you are facing more problems to attend the duty
( )
a) 1st shift b) 2nd shift
c) 3rd shift d) General shift
21. Any Suggestions to the Manager & ManagementSuggestions
Manager Management
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BIBLIOGRAPHY
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BIBLIOGRAPHY
The books used in the study are
Personnel Management Memoria
Personnel Management Tripathy
Reasearch Methodology C.R.Kothari
Websites
www.google.com
www.bisleri.com
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INTRODUCTION OF HRM
HUMAN RESOURCE MANAGEMENT:
THE CONCEPT:
Human Resources reflects a new philosophy, a new outlook approach,
and strategy, which views an organizations manpower as it resources and
assets, and not as liabilities.
Resources are collective means for production, support and defense, as
well as a source of strength and aid. Human capital or manpower of a company
can be treated as its human resources.
In general terms, human resources can be defined as the total knowledge,
skills, creative abilities, and talents, attitudes of an organizations workforce, as
well as the values, attitudes, approaches and beliefs of the individuals involved in
the affairs of the organization. It is the sum total or aggregate of inherent
abilities, acquired knowledges and skills represented by the talents and
aptitudes of the employed persons in an organization.
Human Resource approach takes into consideration the potentiality and
vitality of the people available for the organization. Even in an age of automation
as of day, manpower is the most essential and indispensable resource of any
organization.
In fact, without appropriate human resources, no business or organization
can exit and grow. This is perhaps the reason why human resources
management has become the focus of attention of progressive organization of
today.
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CHARACTERISTICS OF HUMAN RESOURCES:
Human resource creates the business and economic institutions and
economic activities through its novel and creative ideas.
Human resource is the most dynamic resource.
The value of human resource increase over the time due to continuous
learning process unlike other resources.
It is quite difficult to predict the human behaviour.
All other resources cannot be made use of with out the competent and
committed human resources.
HUMAN RESOURCES MANAGEMENT:
CONCEPT OF HUMAN RESOURCE MANAGEMENT:
The concept of HRM was formally introduced by Leonard Nadler in 1969
in a conference organized by the American Society for Training and
development.
HRM is mainly concerted with development the skill, knowledge and
competencies of people and it is a people oriented concept. HRM can be applied
both for the national level and organizational level. The concept of HRM is not
yet well conceived by various authors through they have defined the term from
their approach as it is of recent origin and skill is in the conceptualizing stage. It
is an understanding of the term, i.e., new or rather was new.
HRM is not training and development but many personnel managers and
organizations view HRM as synonymous to training and development.
HRM from organizational point of view is a process in which the
employees of organization are helped / motivated to acquire and develop
technical, managerial and behavioural knowledge, skills and abilities, and mould
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the values, beliefs, attitudes necessary to perform present and future roles by
realizing the highest human potential with a view to contribute positively to the
organizational, group, individual and social goals.
FEATURES OF HUMAN RESOURCE MANAGEMENT:
1. HRM is a systematic and planned approach for the development of
individual in order to achieve organizational, group and individual goals.
2. HRM is a continuous process for the development of technical managerial,
behavioural and conceptual skills and knowledge.
3. HRM develops the skills and knowledge not only at individual level, but
also at dyadic level, group level and organizational level.
4. HRM is multidisciplinary. It draws input from engineering, Technology,
Psychology, Anthropology, Management, Commerce, Economics,
Medicine etc.,
5. HRM is embodied with techniques and process. HRM techniques include
performance appraisal, training, management development, career
planning and development, organizational development, counseling, social
and religious programmes, employee involvement workers participation,
quality circles etc.,
SCOPE OF HUMAN RESOURCE MANAGEMENT:
Human resource management deals with procurement, development
compensation, maintenance and utilization of human resources. HRM deals with
development of human resources for efficient utilization these resources in order
to achieve the individual, group and organizational goals. Thus the scope of
HRM is wider and HRM is part and parcel of HRM.
In fact, HRM helps for the efficient management of human resources. The
scope of HRM invades into all the function of HRM. The scope of HRM includes:
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1. Recruiting the employees within the dimensions and possibilities for
developing the human resources.
2. Selecting those employees having potentialities for development to meet
the present and future organizational needs.
3. Analyzing, apprising and developing performance of employees as
individual, members of group and organization with a view to develop
them by identifying the gaps in skills and knowledge.
4. Train all the employees in acquiring new technical skills and knowledge.
5. Develop the employees in managerial and behavioral skills and
knowledge.
6. Planning for employees career and introducing developmental
programmes. Employee learning, through group dynamics, intra and inter
team interaction.
7. Employee learning, through job rotation, job enrichment and
empowerment.
8. Employee learning, through quality circles and the schemes of workers
Participation in management.
NEED FOR HUMAN RESOURCE MANAGEMENT:
All business and individual organizations are dynamic. Infact,
Liberalization, privatization and globalization made the business firms. Future
dynamic. In other words, they have been changing continuously in terms of
technology type of business, products / services, organizational strength and the
like. These changes invariably demand for development of human resources.
Changes in the economic policies.
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Changing job requirements
Organizational viability and transformation process
Organizational advances.
Organizational complexity
Human relations.
THE OBJECTIVES OF HRM:
1. To prepare the employee to meet the present and changes in future
job requirements.
2. To prevent employee obsolescence.
3. To prepare employee for higher level jobs.
4. To impart new entrants with basic HRM skills and knowledge
5. To aid for total quality management.
6. To promote individual and collective morale, a sense of responsibility,
co-operative attitudes and good relationships.
7. To ensure smooth and efficient working of the organization
8. To provide comprehensive framework for HRM
9. To enhance organizational capabilities.
THE FUNCTIONS OF HRM INCLUDE:
1. Performance appraisal.
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2. Employee Training
3. Executive development
4. Career Planning and development.
5. Succession Planning and development.
6. Organizational change and organizational development.
7. Involvement in social and religious organizations.
8. Involvement in quality circles.
9. Involvement in workers participation.
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